Domain 5: Leadership & Management (19%) Flashcards

1
Q

What to have in place before raising funds

A
  • A clear sense of Mission & vision
  • A continuous planning process
  • The necessary resources to achieve the plan
  • Understanding of how the org meets the needs of its constituencies
  • Fundraising goals
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2
Q

What planning enables the org to do

A
  • Ensure the mission & purpose meet the needs of the constituency
  • Determine its focus
  • Create strategies to accomplish goals
  • Establish resources needed
  • Articulate strength and accountability
  • Manage and monitor progress
  • Provide the basis for management
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3
Q

Purpose of a strategic focus

A

Allows the org to set a course for a peroid of time (typically 3-5 years) naming major steps the org will take to achieve its goals

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4
Q

What strategic planning acheives

A
  • Requires thinking at a macro level
  • Forces examination of the operating environment
  • Engages stakeholders in the future
  • Clarifies values, vision & mission
  • Sets/defines measurable goals/strategies
  • Outlines responsibilities, timelines, resources
  • Defines success and how it is measured
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5
Q

Relationship between Strategic planning & development planning

A

The strategic plan is a major source of direction & information for the development plan

Development plan put the strategic org plan into action

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6
Q

Steps to building a realistic budget

A
  • Match the budget to the development plan covering the same period
  • Incorporate appropriate monitoring and benchmark points
  • Choose a method based on prior year or zero-based
  • Demonstrate a direct relationship between expense and income projections
  • Continually analyze and adjust as needed
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7
Q

Marketing Activities

A
  • Research
  • Segmenting markets
  • setting overall and program goals
  • Planning organizational strategies
  • budgeting and resource allocation
  • communications
  • Public relations
  • Evaluation
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8
Q

Key points in marketing fundraising

A
  • Know your audience
  • Bring about a transaction
  • Keep the audience focus in mind
  • Do a limited number of things well
  • Communicate activities to target audiences
  • Refine your activities and marketing as needed
  • concentrate efforts
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9
Q

Ingredients of a good marketing plan

A
  • Achievable goals
  • identified target markets clearly articulated
  • messages specific strategies to achieve goals
  • assignment of resources
  • defined time frames
  • indicators of success
  • methods for monitoring & evaluating progress
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10
Q

Communication Caveats

A
  • avoid underestimating the importance of communication
  • Avoid overestimating the influence of communication
  • General messages may not be of interest to general audiences or media
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11
Q

Hierarchy of effective communications

A
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13
Q

Marketing vehicles ideally suited for planned giving

A
  • Direct mail (bc its cost-effective)
  • Newsletters (show what others have done)
  • Clinics & seminars (these provide prospects)
  • Educate other professionals
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14
Q

What development staff needs to know about marketing planned giving

A
  • Sound knowledge of how each planned giving option works
  • Where prospects can get more information
  • Questions to ask donors to direct/assist them appropriately
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15
Q

Marketing capital campaigns

A
  • Personal contacts are far more important
  • Those closest to the org contribute the most
  • Can’t rely on PR
  • Primarily for image, and awareness, building
  • Publicity can enhance other efforts
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16
Q

How to tell story of capital campaign

A
  • Press releases
  • News conferences for high-interest activities
  • staged events
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17
Q

Defining an effective staff structure

A
  • Assess current status against development plan
  • Examine resources - those present & those needed
  • Make decisions about building organizational capacity
18
Q

How to evaluate existing staff expertise

A
  • Assess staff skills, knowledge, and expertise
  • Examine staff interactions & relationships within org
  • Determine current levels of staff teamwork
19
Q

How to plan to acquire new staff

A
  • Define the skills/expertise gap
  • Determine what is needed to support the development plan & articulating it
  • Gain the support of the board of directors for expansion
20
Q

How to recruit new staff

A
  • Be familiar with organizational policies, procedures concerning staff recruitment
  • Identify the most effective vehicles for announcing the position opening(s)
  • Publicize the opening(s) follow up on inquiries
21
Q

Processing Applicants

A
  • Determining a system for processing applicants
  • Identifying candidates to interview and who will be involved in interviewing them
  • Conducting appropriate interviews
  • Offering the position to the top candidate
22
Q

Orienting new staff

A
  • Establishing a formal orientation process
  • Determining what should be included in every new-hire orientation
  • Review day-to-day operations of development area
  • Complete necessary paperwork
23
Q

Ongoing staff training

A
  • Committing time and resources to formal staff development program
  • Determining areas for staff training Identifying internal and external sources of training
  • Encouraging staff participation
24
Q

Building and Enhancing Teams

A
  • Create and maintain effective teams
  • Develop agreed-upon team norms
  • Utilize staff meetings as team-building activities
  • Handle disputes and other conflicts
25
Q

How to evaluate staff performance

A
  • Establish an org-wide performance evaluation system
  • Regularly conduct evaluations
  • Handle disruptive/negative behavior
26
Q

What to know before beginning a consulting relationship

A
  • Clear understanding of need
  • Timeline, budget, staff roles, and desired outcomes
  • Agreement to provide information/access
  • Process to ensure consultant understands critical issues
  • Organizational commitment to the process, the time it will take, and follow-through
27
Q

How to find the right consultant

A
  1. Know what you need
  2. Cast a wide net for recommendations
  3. Develop request for proposal according to organizational guidelines/policies
  4. Check experience/credentials
  5. Assess organizational “fit”
28
Q

How to make using a consultant successful

A
  • Have a clearly defined scope of work
  • Have a single org contact
  • Clarify roles & responsibilities (oversight, follow-up, follow-through)
  • Monitor the work maintain regular communication
  • Anticipate challenges & plan for avoiding them