Tag Archives: Leadership

donors
Donors are an essential part of your operations, and they deserve meaningful thank yous. While all nonprofits know the importance of saying thank you, we often neglect adding personalization. And unfortunately, our thank you’s tend to be a one and done deal. Relationship building is crucial in the nonprofit world, and it’s time we start doing more than the bare minimum! There are so many fun and creative ways to show donors your appreciation. If you’re running out of ideas, here are a few options to explore. 

donors

  1. Send food from a local bakery or restaurant

    Think about some of the best gifts you’ve ever received. Chances are, they were the ones where a lot of thought was put into it. Do some research to see if you can find a local bakery or restaurant near the donor’s headquarters — one only the locals would know about. Or alternatively, send them some goodies from a local restaurant or bakery near your nonprofit headquarters. One thing to be weary of with this tactic is allergies, so make sure you take note of any dietary restrictions before ordering.

  2. Record a video message

    Nonprofit teams are typically crunched for time, which means it’s all too easy to resort to a simple thank you email. If you really want to stand out, go for a video message! There are tons of formats you can experiment with. Maybe you can showcase a way their donation is being used, or do a compilation video of everyone at the company saying thank you. They’ll also be able to use it in their marketing efforts — a big bonus! 

  3. Send greeting cards (but go the extra mile)

    If you’re going to send a thank you card, don’t leave it generic! Make sure it’s handwritten, addresses specific people, and discusses how the donation has improved your funding efforts. Instead of sending a one off card, we recommend celebrating continuous milestones. So for example, make a note on the calendar of the day you received the donation, and send them a greeting card on an annual basis. You could also keep tabs on personal milestones and send thank you cards for those — like if the donor was recently married or had a child. 

  4. Incorporate the donor into your marketing efforts

    Make sure you’re showcasing the donor on social media, email newsletters, annual reports, etc. This also helps build up your nonprofits marketing efforts, and facilitates continuous conversations online. We’ve seen a lot of nonprofits do donor spotlight blogs, webinars, and other interactive content as well. 

  5. Send some swag

    Everybody likes free stuff right? Consider sending the donor some customized company items that you have on hand, like a tshirt, coffee mug, or bottle opener. Encourage them to share pictures utilizing the swag and tag on social media. 

  6. Visit them in person, or offer them a tour at your headquarters

    Unfortunately, the pandemic makes this one a bit tricky right now. When operations resume in the future, consider inviting the donors to take a tour of your headquarters, or make a point to visit them in person if you’re near their headquarters. Even a special Zoom call could make someone’s day.

 

What ideas do you have for thanking and engaging your donors? We’d love to hear from you! And if you’re looking for funding help, we’ve got you covered. RBW Strategy specializes in services like prospect research, grant writing, grant review, and more. Contact us to learn more today.

diversity and inclusion
diversity and inclusion

In response to the prevalent racial injustice matters going on worldwide, many organizations have taken proactive measures to update their diversity and inclusion policies. In an effort to provide relevance and credibility, many organizations have released these initiatives quickly — but are not considering some key issues. 

Topics of diversity and inclusion are complicated and shouldn’t be taken lightly. It’s easy for leaders at an organization to make assumptions about the root cause of their employees’ problems, rather than putting in the effort to conduct proper research. The last thing you want to do is make false promises or provide surface level statements that cannot be backed up with specific actions. 

The success of diversity and inclusion programs will come to do the work of upper management (and we don’t just mean HR). Successful programs like these should be backed by measurable goals and targets, and consistently re-evaluated and adjusted by the leadership team. 

We’ve taken some time to evaluate diversity and inclusion policies of nonprofit organizations and found a few common areas that can be improved. 

  1. A lack of data collection.

    As we stated above, it’s easy for leaders to make assumptions on the root causes of employee dissatisfaction, rather than taking actionable steps to gather employee feedback. We highly recommend sending out employee satisfaction surveys on at least a 6-month basis. In fact, A UK report shows that evidence-based hiring practices are the most effective approaches to better results in diversity and inclusion initiatives. Having anonymous surveys will allow employees to open up more and admit their concerns more candidly. As the saying goes: numbers don’t lie! Employee satisfaction surveys are the most fair and credible ways of gathering employee feedback.

  2. Bias in the hiring process.

    In some cases, there seems to be a disconnect in the “quick fixes” an organization releases and their hiring process. For example, an organization may send out a list of diversity and inclusion resource groups, training courses, etc to their employees, but avoid those practices in the hiring process. It has to come from the top down! The best way to leave personal bias out of the hiring process is to ensure that hiring personnel don’t get to irrelevant personal details, like age, gender, ethnicity, and so on. 

  1. Using the “cop out” method when hiring leadership.

    It seems logical to hire a person of color into a leadership position to help address diversity and inclusion issues. But despite the beliefs of some organizations, that’s not enough. The leadership team as a whole should be diverse, not just one person. True diversity comes from having a unique set of backgrounds, and that can’t fall onto one person. It’s important that diversity is a part of the talent pipeline throughout the company, not a one time deal. And that process will require careful and thorough change in the talent acquisition system.

  2. Diversity and inclusion are important — but don’t oversell it.

    The last thing you want to do is set overly ambitious targets without a real plan in place. Internal targets your organization creates should involve managers, executives, employees, and other stakeholders so that the initiatives are owned, not thrown upon them. 

What steps has your organization taken to ensure diversity and inclusion policies are implemented properly? Leave us a comment below! 

If you’re a nonprofit applying for grants and need help conveying your organizations diversity and inclusion policies, we can help! Visit our services page for more information.