Ah yes, the SWOT analysis. IF you don't already know what that is, SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. This analysis breaks down in to two different components, the internal (strengths and weaknesses), and the external (opportunities and threats). For the purposes of this post, we will focus on the internal environment.
Before we begin to analyze the internal environment, we should first understand why this is important. "Know Thyself" is a phrase that you may recall from your high school literature class or college philosophy course. It was a guiding doctrine of the Philosopher Socrates. It was inscribed at the temple of Apollo at Delphi. The Holy scriptures even state that we are to love our neighbor as our self. In order to do that, we must know ourselves. Why am I going on this tangent? Well, non-profit organizations must know themselves if they are to make effectively use resources and make necessary changes within the organization. The internal analysis is all about knowing thyself.
What is the internal analysis for? Ultimately, it helps identify the performance of all of the internal operations of the organization. Areas for consideration include strategic planning, financial management, marketing (both inbound and outbound), fundraising, organizational leadership and staffing, operational structure, evaluations, etc. Anything that can be controlled is included in the internal analysis. Lets take a look at the internal components of the SWOT analysis.
First we must identify the organizational strengths. Essentially, we are asking ourselves, "what do we do well?" This question is meant to look at positive internal assets, factors, or situations which are at this very point in time favorable for the organization. Examples could include demand for the services of the organization, or they could be sound financial management. Other common examples could be the depth of skilled volunteers, staff experience, or public support. These are just some crude examples, but each organization should identify its unique strengths.
Likewise, weaknesses need to be addressed.To better address these issues, we can ask, "where can we improve?" For the purposes of identification, we can use the same examples as before but in reverse, ie. lack of demand for services, poor financial management, lack of skilled volunteers, little experience, or less than desirable public support.
Compile the lists and look for ways to improve what you can using the strengths that you have. Use the external analysis which we will look at in April to compile a list of strategic issues and utilize the data to assist in the formulation of a strategic plan of simply design and implement an action plan for your staff.
Thursday, March 31, 2011
Thursday, February 10, 2011
Want a Fundraising Board?
Want a Fundraising Board?
We often hear nonprofit executives and directors of development complain that their board members don’t fundraise.
In their defense, think about all the years that go into making a good fundraiser—the reading, mentoring, seminars and schooling, research, asking questions, making mistakes and finally “getting it.”
The truth is, your board members are good at what they’re good at. They are bankers, accountants, salespeople (and no, sales people aren’t always natural fundraisers), academics, community volunteers, and business managers.
Understand, people aren’t born fundaisers. Most people—board members included—don’t like to fail. No one sets out to be bad.
Let’s assume your board members want to be good fundraisers.
Here are some tips we’ve come up with to help your board members become better fundraisers.
Tip #1: Thoughtfully answer the question, “Why am I here?” and share that answer with others. Your effectiveness as a fundraiser increases dramatically.
Tip #2: Generate the best returns on your nonprofit’s investment. Fundraising not only secures money, it creates visibility and expands the donor base.
Tip #3: Move beyond financial statements. Don’t just look at the bottom line; affect the bottom line.
Tip #4: Break the cycle of fundraising insanity. Consider what you can do to affect positive and proactive change through your organization’s fundraising operation.
Tip #5: Learn what your community really thinks about your organization. Don’t assume you know. What you don’t know can hurt you.
Tip #6: Be a problem-solving board member. Anyone can point out the negatives. Take a bold stand and make something happen. After all, that’s what board leadership is about.
Tip #7: Help “grow the bread.” Earn your seat at the board table by actively participating in fundraising – both in giving gifts and in asking for gifts from others.
Tip #8: Don’t let the size of an organization’s annual budget and/or the level of previous financial support prevent you from raising significant new dollars to advance your mission.
Tip #9: Understand that if your clients have needs, “now” is the best time to initiate a fundraising campaign.
Tip #10: Think of true philanthropy as a selfless act that makes a positive difference in the lives of others. While important, quid pro quo fundraising will not have a significant financial impact on the organization.
Tip #11: Tap into the lion’s share of philanthropy. Be sure to identify and cultivate gifts from individuals.
Tip #12: Make sure your organization’s fundraising operation is adequately diversified between individuals, foundations and corporations.
Tip #13: Think exponentially. Identify donors who have the ability to give substantial gifts and show them how they can make change the lives of the people you serve.
Tip #14: Create strategies for each of the four steps: identify prospects, cultivate relationships, solicit gifts and appreciate donors – then do it again.
Tip #15: Use a variety of means and methods for connecting with donors and prospects. Use high-tech, low-tech and no tech. Communication is essential to cultivation.
Tip #16: Insist on face-to-face solicitations. They demonstrate that you do not want donors to be kept at arm’s length. Draw them in and make them integral partners in the life of your organization.
Tip #17: Appreciate your donors. Delineate and adhere to your organization’s procedures for showing appreciation. Be creative and tailor your demonstrations of appreciation to personally fit each donor.
Tip #18: Use a systematic approach for tracking progress and challenges. Fundraising reports to bring structure and focus to your organization’s efforts.
Tip #19: Cultivate your donors with a thoughtful, targeted and personalized approach. Marketing strategies are reserved for mass communications that promote an image, programs and services.
Tip #20: Understand the difference between drives (annual funds) and campaigns. Both are important, but they are not synonymous.
Tip #21: Listen more than you talk. Learn why your prospects are at your door. Use that information to develop a personal, meaningful ask.
Tip #21: Update your database continually. Donors can be made or lost in the details. Don’t let little mistakes come between your organization and its donors.
Tip #22: Stop, look and listen for opportunitites. Only you can see what you see and know what you know. There people in your community waiting to be asked. Who are they?
Tip #23: Lead by example. Make your own stretch gift and challenge other board members to do the same. Only then should you leave the boardroom to solicit gifts from others.
Tip #24: Practice your solicitation word for word, over and over, so you don’t veer from the script. Set yourself up for success.
Tip #25: Ask for the gift with confidence, but don’t talk past the ask. Engage, ask, end and then let the donor respond.
Tip #26: Follow up. Don’t leave a great solicitation hanging.
Tip #27: Never forget it: fundraising is not about a building; it is about what happens in the building. It is not about an endowment; it is about long-term stability and security for your clients.
Tip #28: Use the “buddy system.” You are not alone. Use the resources of your organization and the staff and the support of your fellow board members when you connect with a donor.
Tip #29: Don’t take a “no” personally. Keep listening for the circumstances behind the answer so you can respond accordingly. A “no” today may only mean “not now” if you respond with sincerity.
Tip #30: Take it to heart. It is about Fundraising is not sales; it is service. It’s not marketing, it’s a mission. Fundraising is not a chance to be somebody special; it is a chance to do something special for someone else. And it is not about self-promotion; it is about improving the lives of others.
By Guest Blogger Karin Cox, Senior Executive Vice President and Chief Creative Officer of Hartsook Companies, Inc.
We often hear nonprofit executives and directors of development complain that their board members don’t fundraise.
In their defense, think about all the years that go into making a good fundraiser—the reading, mentoring, seminars and schooling, research, asking questions, making mistakes and finally “getting it.”
The truth is, your board members are good at what they’re good at. They are bankers, accountants, salespeople (and no, sales people aren’t always natural fundraisers), academics, community volunteers, and business managers.
Understand, people aren’t born fundaisers. Most people—board members included—don’t like to fail. No one sets out to be bad.
Let’s assume your board members want to be good fundraisers.
Here are some tips we’ve come up with to help your board members become better fundraisers.
Tip #1: Thoughtfully answer the question, “Why am I here?” and share that answer with others. Your effectiveness as a fundraiser increases dramatically.
Tip #2: Generate the best returns on your nonprofit’s investment. Fundraising not only secures money, it creates visibility and expands the donor base.
Tip #3: Move beyond financial statements. Don’t just look at the bottom line; affect the bottom line.
Tip #4: Break the cycle of fundraising insanity. Consider what you can do to affect positive and proactive change through your organization’s fundraising operation.
Tip #5: Learn what your community really thinks about your organization. Don’t assume you know. What you don’t know can hurt you.
Tip #6: Be a problem-solving board member. Anyone can point out the negatives. Take a bold stand and make something happen. After all, that’s what board leadership is about.
Tip #7: Help “grow the bread.” Earn your seat at the board table by actively participating in fundraising – both in giving gifts and in asking for gifts from others.
Tip #8: Don’t let the size of an organization’s annual budget and/or the level of previous financial support prevent you from raising significant new dollars to advance your mission.
Tip #9: Understand that if your clients have needs, “now” is the best time to initiate a fundraising campaign.
Tip #10: Think of true philanthropy as a selfless act that makes a positive difference in the lives of others. While important, quid pro quo fundraising will not have a significant financial impact on the organization.
Tip #11: Tap into the lion’s share of philanthropy. Be sure to identify and cultivate gifts from individuals.
Tip #12: Make sure your organization’s fundraising operation is adequately diversified between individuals, foundations and corporations.
Tip #13: Think exponentially. Identify donors who have the ability to give substantial gifts and show them how they can make change the lives of the people you serve.
Tip #14: Create strategies for each of the four steps: identify prospects, cultivate relationships, solicit gifts and appreciate donors – then do it again.
Tip #15: Use a variety of means and methods for connecting with donors and prospects. Use high-tech, low-tech and no tech. Communication is essential to cultivation.
Tip #16: Insist on face-to-face solicitations. They demonstrate that you do not want donors to be kept at arm’s length. Draw them in and make them integral partners in the life of your organization.
Tip #17: Appreciate your donors. Delineate and adhere to your organization’s procedures for showing appreciation. Be creative and tailor your demonstrations of appreciation to personally fit each donor.
Tip #18: Use a systematic approach for tracking progress and challenges. Fundraising reports to bring structure and focus to your organization’s efforts.
Tip #19: Cultivate your donors with a thoughtful, targeted and personalized approach. Marketing strategies are reserved for mass communications that promote an image, programs and services.
Tip #20: Understand the difference between drives (annual funds) and campaigns. Both are important, but they are not synonymous.
Tip #21: Listen more than you talk. Learn why your prospects are at your door. Use that information to develop a personal, meaningful ask.
Tip #21: Update your database continually. Donors can be made or lost in the details. Don’t let little mistakes come between your organization and its donors.
Tip #22: Stop, look and listen for opportunitites. Only you can see what you see and know what you know. There people in your community waiting to be asked. Who are they?
Tip #23: Lead by example. Make your own stretch gift and challenge other board members to do the same. Only then should you leave the boardroom to solicit gifts from others.
Tip #24: Practice your solicitation word for word, over and over, so you don’t veer from the script. Set yourself up for success.
Tip #25: Ask for the gift with confidence, but don’t talk past the ask. Engage, ask, end and then let the donor respond.
Tip #26: Follow up. Don’t leave a great solicitation hanging.
Tip #27: Never forget it: fundraising is not about a building; it is about what happens in the building. It is not about an endowment; it is about long-term stability and security for your clients.
Tip #28: Use the “buddy system.” You are not alone. Use the resources of your organization and the staff and the support of your fellow board members when you connect with a donor.
Tip #29: Don’t take a “no” personally. Keep listening for the circumstances behind the answer so you can respond accordingly. A “no” today may only mean “not now” if you respond with sincerity.
Tip #30: Take it to heart. It is about Fundraising is not sales; it is service. It’s not marketing, it’s a mission. Fundraising is not a chance to be somebody special; it is a chance to do something special for someone else. And it is not about self-promotion; it is about improving the lives of others.
By Guest Blogger Karin Cox, Senior Executive Vice President and Chief Creative Officer of Hartsook Companies, Inc.
Thursday, December 9, 2010
Do We Really Need to Hire a Consultant?
It is a question that organizations often need to ask themselves. But how do you go about determining the need for a consultant for various aspects of your organization? The task can be quite daunting, and the cost can be prohibitive for many. Here are some things to consider before you decide to hire a consultant.
First, what are you trying to accomplish? Is the task at hand so difficult that no committee or board member could effectively lead the organization to a consensus? Presumably, your organization has competent people who have knowledge, wisdom, and experience, otherwise they would not be in a leadership role within your organization. It is quite possible for highly functioning boards to handle many of the tasks that consultants can assist with. However, if the task at hand is too important to attempt without help, you may want to consider a consultant.
Has anyone on the board or committee ever been through this proceeds before? In many cases, there are board members or committee members who have been through this before and could provide insight and leadership to complete the task at hand. Even if no one from your organization has been in the situation you find yourself in, high functioning organizations can work their way through the process just by being resourceful. Sometimes, organizational leadership decides that even though they have experience with the task at hand, a professional impartial opinion may be best. In this case, a consultant should be considered.
There are many other questions that you should ask before considering the assistance of a consultant. If you have determined that you are going to hire a consultant, there are some things you should consider before hiring. To start, know what you want out of the consultant. Do your homework and keep focused when considering your options. Additionally, make sure your board or committee is in agreement. Don't let one or a few people demand a consultant if the majority don't approve. If you are looking for an outside source to lend credibility to a decision that has already been made, don't bother. Nearly all experienced consultants will consider this practice as unethical. If they don't, they are probably the wrong consultant.
Talk to more than one consultant and submit a request for a quote or proposal(RFP). Then, make sure you receive a proposal and quote from interested consultants. Look at relevant expertise, experience, and skill set. Good consultants should propose a contract covering services, dates and deadlines, costs, reimbursable expenses, scope of work (SOW), payment, etc. Evaluate all candidates for the consultancy, and make your decision. DO NOT HIRE ON COST ALONE!!! Many non-profit organizations are limited by funds, but never use cost as the only basis for consideration. Research the field of options, and select the best candidate that will fit in your budget. Make sure the consultant is an independent contractor and not an employee.
Once hired, don't have the consultant recommend actions only, your consultant should be assisting in implementation of actions. Help your consultant to know your organization better. Consultants will need to know the nature and purpose of your organization. Having a list of priorities will greatly aid the process.
So, do you really need a consultant? Maybe. If you have no expertise with the task at hand, it is a short term consideration, you want a non-biased opinion, or there is work that no one else wants to do, then you may want to consider a consultant.
First, what are you trying to accomplish? Is the task at hand so difficult that no committee or board member could effectively lead the organization to a consensus? Presumably, your organization has competent people who have knowledge, wisdom, and experience, otherwise they would not be in a leadership role within your organization. It is quite possible for highly functioning boards to handle many of the tasks that consultants can assist with. However, if the task at hand is too important to attempt without help, you may want to consider a consultant.
Has anyone on the board or committee ever been through this proceeds before? In many cases, there are board members or committee members who have been through this before and could provide insight and leadership to complete the task at hand. Even if no one from your organization has been in the situation you find yourself in, high functioning organizations can work their way through the process just by being resourceful. Sometimes, organizational leadership decides that even though they have experience with the task at hand, a professional impartial opinion may be best. In this case, a consultant should be considered.
There are many other questions that you should ask before considering the assistance of a consultant. If you have determined that you are going to hire a consultant, there are some things you should consider before hiring. To start, know what you want out of the consultant. Do your homework and keep focused when considering your options. Additionally, make sure your board or committee is in agreement. Don't let one or a few people demand a consultant if the majority don't approve. If you are looking for an outside source to lend credibility to a decision that has already been made, don't bother. Nearly all experienced consultants will consider this practice as unethical. If they don't, they are probably the wrong consultant.
Talk to more than one consultant and submit a request for a quote or proposal(RFP). Then, make sure you receive a proposal and quote from interested consultants. Look at relevant expertise, experience, and skill set. Good consultants should propose a contract covering services, dates and deadlines, costs, reimbursable expenses, scope of work (SOW), payment, etc. Evaluate all candidates for the consultancy, and make your decision. DO NOT HIRE ON COST ALONE!!! Many non-profit organizations are limited by funds, but never use cost as the only basis for consideration. Research the field of options, and select the best candidate that will fit in your budget. Make sure the consultant is an independent contractor and not an employee.
Once hired, don't have the consultant recommend actions only, your consultant should be assisting in implementation of actions. Help your consultant to know your organization better. Consultants will need to know the nature and purpose of your organization. Having a list of priorities will greatly aid the process.
So, do you really need a consultant? Maybe. If you have no expertise with the task at hand, it is a short term consideration, you want a non-biased opinion, or there is work that no one else wants to do, then you may want to consider a consultant.
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