There is something for everyone at #FIAConf2016 – small shop or large and those new to fundraising or the most seasoned professional.
Don’t start 2016 regretting you did not take a few moments to submit a registration before you left for the holiday break! Managers often argue against investing in the professional development of staff by saying staff turnover makes them shy from sending staff to various external courses or learning opportunities. Professional development is a life-long responsibility you and I have as managers, leaders and staff. Contact us today to learn more and to book this special offer in these final days of the financial year. There are countless organisations in Asia-Pacific searching for a new constituent relationship management (CRM) or Supporter Relationship Management (SRM) solution.
Non-profit organisations thrive on relationships staff create with donors, volunteers, and others. While there are many products in the Australian market and they have many attributes in common, there are some key differences in the systems as well. FundraisingForce is working with three non-profit organisations presently searching for systems. Conduct a requirements gathering exercise and confirm the requirements with subject matter experts (SMEs) to be sure of accuracy.
Write a request for proposals document asking suppliers to respond to specific areas of interest to your organisation.
Conduct a meeting with suppliers to review your process documents and to be available to answer any questions. Organisations using The Raiser’s Edge, or other marquis CRM products, have the tools to create segmentation in house if they simply had the knowledge. Any organisation lucky enough to have a CRM as powerful as The Raiser’s Edge, or the others in the market, should gain knowledge from an expert to create segmentation in house.
Sending an appeal to everyone on the database simply because the supporter exists on the database is not good enough. We have all heard supervisors tell us why we cannot attend a training course or a conference. Studies about workplace learning show that investment in employees improves the organisation’s bottom line. According to a post written by Dale Dirkes on LinkedIn, the American Society for Training and Development (ASTD) concluded a national study of workplace learning practices and outcomes in 540 U.S.
A graduate-level research project completed by Robert Klein, sales education manager for Nabisco, and aided by professor Dan Tanomery of Fairleigh Dickinson University, centered around what some U.S. Each of us has a responsibility to our organisations and to our staff to ensure our teams are fully trained and have the capability to do the job we have hired them to do.
Our peak body, Fundraising Institute Australia (FIA), offers a terrific range of courses for our sector and these courses cover a variety of skill levels and topics. FundraisingForce offers training on various fundraising database systems, including The Raiser’s Edge.
The Fundraising Institute Australia (FIA) Conference is the largest gathering of fundraisers in Asia-Pacific. The three days kicked off with some spectacular master classes, including one I attended called Building Your Personal Brand. How supervisors and co-workers learn to deal with our personality traits and work styles (and we deal with theirs) is key to successful offices. How those same traits apply to successful donor interactions, Board relations, and donor solicitations.
How you can achieve goals and build your personal brand while also meeting the requirements to achieve the CFRE credential. The day was packed with information and rich content from the presenters while, at the same time, insight from audience participants.
Often one of the favourite events of the FIA Conference, the opening reception was a chance for attendees to visit with suppliers in a sold-out exhibit hall, to make new acquaintances and to renew old friendships. Many conference participants coordinated one on one or group dinners to take advantage of the opportunity to network further and to kick the conference off right. Simone Joyaux kicked off the conference with a direct and powerful message to the audience.
Young Tom Latchford offered a motivating talk about getting the NFP sector ahead of the commercial sector. Nigel Harris, CFRE (Mater Foundation) led an expert panel discussion where the panellists focused on problems, challenges, opportunities and responses identified through research.
Dan Bernstein, FundraisingForce, presented a 45-minute session full of tips and tricks to find the gold in your customer relationship management (CRM) system.
I was able to take a dozen interested fundraisers through the CFRE process and to try to take the mystery out of CFRE. Fiona McPhee’s sessions are always about sharing and Fiona did not hold back in this instance.
Marketing automation may be a foreign term to many in the NFP sector, but Derek and Claire offered definition and clarity into exactly what marketing automation is and how it applies to the NFP organisations.
Diabetes Australia VIC is one such organisation seeing success through marketing automation. Tom’s sense of humour and knowledge of best practice around the world came out in this session.
Tom Ahern offered several examples of US charity materials and showed best practice and opportunities for improvement. Some of us spend a considerable amount of time each day focused on building our personal brand. Personal brand expert, Julie Lamberg-Burnet, tells audiences they have three to five seconds to make a first impression.
To give you a sampling of what you will experience the day of the masterclass, consider Korrin Barret’s story. Investing 8 hours in this masterclass may simply change your value in the marketplace or workplace.
Some non-profit organisations I work with invest heavily in their staff’s professional development, while others only invest in senior level staff (if they invest at all). How much does your organisation invest in the professional development of each staff member (not just senior level staff) on average across the financial year?
The ability for staff to participate in special interest groups, local committees and other sector volunteer involvement activities, which will expose them to other organisations and their counterparts in those organisations. Managers who only invest in their own professional development, or who limit it to those who surround them at the management table, are doing a gross disservice to their organisation. If you do invest in staff to attend a professional development activity, how does their experience get translated back to the workplace and how, if at all, do they communicate about the course with their team members? I spoke with the CEO of a hospital foundation a few months back about the dollar figure his organisation invests per staff person across a financial year. I would venture to guess this particular organisation reaps the benefits of the investment made in staff professional development through areas such as staff retention, staff recruiting and, above all, fundraising revenue. The next time a staff person resigns or you have difficulty recruiting, take a look at what you have allocated for professional development and what you, yourself, have done in terms of professional development over the last year. New employees are provided with an induction at both department and corporate levels to enable the individual to feel as comfortable as possible in their new role. Competency FrameworksThe Council has established competency frameworks for all staff, to support the continual development of our people and the services they provide.


The competencies within the frameworks have been substantially derived from the Council's People Strategy, the Staff Opinion Survey, and consultation with senior managers, and are focused on ensuring we have the capacity to deliver the strategic objectives of the Authority and make Blaenau Gwent a better place to live and work. Please refer to the Related Documents panel below for information on each Competency Framework. These objectives (as well as overall performance & development) are then monitored throughout the year at regular performance coaching meetings.
This file is saved in Microsoft Word and sets the basis for a standardized, structured training for all your personnel staff.
Road sign with the words Staff Training written in white on a green background set against the sky. The above image is licensed for reuse by it's creator under a Creative Commons license which permits the free use of the image for any purpose including commercial use and also permits the image to be altered. Hearing the word “no” is too common for staff when staff request to attend a conference or course.
Management should budget for staff professional development and staff should take ample advantage of these opportunities – those which cost and those which are free-of-charge. Managers who send staff to education courses, seminars, conferences, and webinars will find staff to be more enthused, engaged and loyal. Do you have some leftover budget you’d like to invest, but you are unsure of training dates? Even better, we have a combined 50 years of non-profit experience and over 25 years combined experience on The Raiser’s Edge and NetCommunity! The 2015 semester II brochure just arrived in our letterboxes and is rich with new courses, as well as well the standard FIA courses – Fundraising Essentials, Certificate in Fundraising and Diploma in Fundraising. These talented professionals offer a wealth of experience as part of the content they deliver throughout the semester. FIA is able to offer these courses in cities across Australia if we support our professional fundraising organisation. All of these non-profit organisations are attempting to find the right fit, which will accelerate their organisations productivity. Those products or platforms have many things in common, but there are some key differences across the systems as well. It troubles me when I hear an organisation is signing a contract with a supplier simply because the supplier was “very nice” and “very professional” in the sales process. You will seek information about functionality of the product, information about the supplier, and responses to questions. Include an expanded audience (beyond your selection committee) to gain buy-in from staff across the organisation.
Whatever price the supplier puts forward is not the price that will be agreed to in the end.
Investing in the process and ensuring your organisation makes the right decision is critical.
Hiring experts, like FundraisingForce, who have worked on the supplier side to help you to navigate the process.
Other organisations rely on suppliers to segment the data when, in fact, these organisations could segment their own data with just a bit of help. It is not enough to bring in an outside expert to simply create your segmentation for the upcoming Tax Appeal.
Invest some time to create the segmentation on paper and then work with a FundraisingForce Consultant to build the segmentations strategy in your database.
The Fundraising Institute Australia 2015 conference occurred last week on 18-20 February 2015.
And, because you missed a lot, I decided to create a blog post containing some of the nuggets of information learned from a few of the sessions I attended, including: a master class, plenary sessions, and various breakouts. This class contained a panel of four remarkable women from Brisbane, Sydney and Washington DC talking about the importance of building and maintaining a personal brand. The conference exhibit hall was packed and many of us found it the place to be to network and to gain insightful information from fellow conference participants. His humour, coupled with his vast international knowledge, caused his message to resonate with the audience.
As an experienced fundraiser and consultant, Dan knows how to get to the gold and his energetic presentation style and the information he presented captivated the audience. She offered a lot of insight into RFM segmentation and how charities are winning the data battle in Asia-Pacific. The two walked us through the process to change our marketing from “batch and send” processes to marketing automation processes.
Adrian and Henry offered insights into how charities throughout Australia are maximising the opportunity to captivate the attention of supporters to gain the most form every event.
Despite the fact we were in the midst of a cyclone, the room was packed and everyone benefited from Tom’s knowledge on leveraging best practices in websites and social media.
Others go about it quite naturally and do not seem to realise the things they are doing are dramatically impacting their personal brand. Learn more about your personal brand at a one-day masterclass at the Fundraising Institute Australia Conference on 18 February 2015. Turnover is extremely high among charitable organisations and for a variety of reasons – compensation, stress levels, lack of appreciation and, yes, lack of growth opportunities.
This area has no direct cost with the exception of, perhaps, some staff time for committee work.
Some managers expect their staff to present at the next all staff meeting and to share knowledge gained.
This particular organisation has grown significantly over the last five years due to the leadership of the organisation and, it’s safe to assume, the investment made in colleagues who work at the foundation.
Perhaps the lack of investment in professional development is causing you impact beyond some simple budget savings?
A The template is designed with free text cells to add comments, highlight the product version, the trainer, the trainees, new feature to be communicated, bug fixes, and a slew of checkboxes to confirm that any new user documentation is available and has been communicated. Staff will find themselves to be knowledgeable about current trends and practices, gaining knowledge, and sharpening skills. With FundraisingForce, you work with consultants who know your business, know the product, and understand your pain points and how to solve them.
New course offerings include Data Analytics for the Empowered Fundraiser, Digital Storytelling for Fundraisers, Fundraising Change Leadership, and I Gave at the Office – Workplace Giving Masterclass.
Additionally, a single supplier may have a variety of solutions to offer non-profit organisations. Being able to communicate the requirements of each department in your organisation is essential in order to allow suppliers the opportunity to determine the best fit within their own product set. It further troubles me when an organisation is signing a contract with a supplier without having done their due diligence and conducted a search beyond that one supplier. All of these will study the supplier’s strengths, weaknesses, stability and other critical factors. You would not hire a candidate for a position simply based on what the references they provide say about their past. The fact is the supplier will want to know more information about your organisation, your business requirements, and other factors before the supplier is able to quote a more exact price.
The knowledge should be transferred to your staff so segmentation may be created for future appeals as well.
The audience was seen taking copious notes and some said they were creating a plan to implement right after the conference.


I also invited participants to join the FIA NSW CFRE Study Group – whether these participants live in NSW or elsewhere. Derek and Claire discussed a need to understand our audiences and our supporter’s preferred methods of communication.
He reminded us that we, as fundraisers, care more about the ask and the donor cares more about the thank you. Personal branding is “owning” the space you exist in, controlling your career development, and how you are perceived.
Lack of growth opportunities includes a lack of investment on the part of the organisation in professional development courses, conferences, webinars and similar activity.
This does two things – passes knowledge gained onto others and also promotes the fact you, as a leader, have invested in your team members.
He reminded me not every staff person uses the allocation and some use more than others (if they attend the FIA Conference, for example, and one or two FIA breakfast sessions). A A manager’s approval box is also available to approve the release once all resources have been trained. Reserve your spot at FIAConf2016 to set the platform for your professional development in the New Year.
Has the supplier continued to develop the relationship 1, 2, 3, 4, or 5+ years down the road or do they only contact customers when there is a sale to be had? Often times those reasons are not about functionality, but about internal factors such as business processes, training, and change management. The fact of the matter is, Julie tells us we do not even need to say hello to make the first impression.
Simply put, staff become frustrated with the lack of investment and move on to more promising opportunities as a result. In the end, it shows to your team, and your counterparts in the sector, you are a good manager and a solid leader.
Be sure to think through costs you will incur internally, as well, such as staffing and other variables. People walk into a networking event, immediately “size” one another up, and make decisions about one’s value without even greeting the person. Others arrive at a meeting and sit nearest to the person with whom they want to associate or emulate. How can a trainee learn something new if they are not learning how to actually ‘do’ the ‘what’ they are covering in the training room? Staff training must be so compelling as to absorb participants in its realism in a way that engages more than the intellect. It must be relevant to the complexities of the work life of participants, and most importantly, it must provide a memorable, lasting experience. Studies correlating empathy with increased sales, with the performance of the best managers of product development teams and with enhanced performance, means organisations have to seek new recruits with healthy levels of empathy.
Many approaches to staff training and development do not address what is difficult about applying the knowledge or skills in the right ways. Even though empathy is a soft, sometimes abstract tool in a person’s toolkit, it can lead to hard, tangible results.
They make it difficult to remember or use the information appropriately once the training is over. People who are naturally and consistently empathetic – the people who can easily forge positive connections with other, are people who use empathy to engender trust and build bonds. Most of what we really know how to do we learn by ‘doing’, so any training must involve ‘doing’!
On the other hand, lack of ability to experience empathy is the reason for a lot of organizational based bullying, employee and team distress and failure to sell and retain clients.
For example, when it comes to learning how to effectively communicate, a person could read every book ever published telling them how to be a good communicator.
Therefore, all the books in the world or classroom learning where someone imparts theories and models on how to communicate is never going to be effective in teaching somebody to sell or influence customers, or how to work effectively in a team. Furthermore, we all operate from a place of habits and patterns, most of which are learnt early in life, and which no longer serve us. The bad news is that they need to want to learn, as it takes practice and commitment to get it right. Most of us are unaware of these patterns and how many of the patterns are effecting how we interact with everyone; family, friends, colleagues, and customers etc. Many people find requirements to be empathic as profoundly uncomfortable, but for most people it can be learned over time.
Sitting in a room, talking about how it should all be done will not bring our awareness to these patterns of behaviour. Of course, some people do not have the capacity to experience empathy due to damaging events and insecure attachment to primary caregivers during infancy, and sometimes due to brain and genetic disorders. Staff training and development should be enjoyable but it should also have a significant impact on the learners and give them simulated experiences they can rely on when they need to deploy them in real life. This is why adaptas have brought the most experiential learning and deep reaching techniques together to create effective Interactive Training Services, which create new habits and patterns in communication. Cultivating empathy has its own rewards: The more you do it, the better your relationships are and the more you want to continue. Experiential learning engages the learner at a more personal level by addressing the needs and wants of the individual, even when learning as one of a group. If you can see the problem from the other person’s point of view, you are much more likely to be able to get through the issue without conflict. By developing people as individuals, rather than simply transferring arbitrary capabilities, we develop people’s confidence, self-esteem, personal strengths, and crucially a rounded sense of purpose and fulfillment, which fundamentally improve attitude, life-balance and emotional well-being. These immensely important outcomes are just as important for sustainable productive work as the essential skills and knowledge typically represented in conventional education and work-related training.
In our view, the purpose of staff training and development, is to make staff significantly happier and more productive, to increase profits as customers return over and over, and to improve staff retention so, less budget is spent on recruitment and training of new recruits.
Tagged as: development of empathy, empathy and business, empathy and sales, managers, teamwork Cancel reply Leave a Comment Name * E-mail * Website What amazed the team most was how well adaptas™ understood our business.One of the Worlds Largest Search Engines! Did you know that to hire one new person costs approximately the equivalent of one year of their annual salary? Will definitely use you for projects in the future.Trinity College Dublin This training should be mandatory for all staff members. At adaptas™, we aim to save each organisation we work with money and time by making everyone more effective at what they do. It was excellent and was well focused all the way through.Brown Thomas It created a kind of safety net which encouraged group participation and engagement. For this reason we insist on agreeing at an early stage, the desired results and how to measure them.
Tagged as: effective communication, experiential learning, interpersonal communication, staff communication, staff development, staff training, staff training and development Cancel reply Leave a Comment Name * E-mail * Website What amazed the team most was how well adaptas™ understood our business.One of the Worlds Largest Search Engines!



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