To Hire In or Out? That is the question.
When running a nonprofit organization, every decision carries significant weight, especially when it comes to staffing. The choice between hiring an employee (hiring in) or a consultant (hiring out) is significant, with numerous factors to consider.
Client Relations Manager
with Purpose Possible
When running a nonprofit organization, every decision carries significant weight, especially when it comes to staffing. The choice between hiring an employee (hiring in) or a consultant (hiring out) is significant, with numerous factors to consider. Both options come with their own set of pros and cons and understanding these can help nonprofit leaders make informed decisions that align with their organization's goals and resources.
As one-half of Purpose Possible’s small but mighty business development team, I have the pleasure of navigating many of these questions with different organizations. Because I often have a front-row seat into what goes into an organization's thought process, I wanted to walk you through some of the questions and doubts that organizations of varying sizes have when making this decision. I hope that this guide can help you and the organization you represent make a more informed decision when thinking about hiring in or out. Because yes, that is always the question!
Here are some of the concerns and questions we get, and the answers we give:
Doubt #1: Consultants are entirely too expensive!
Our response: Not always true! In most cases, the cost to hire a consultant vs. a full-time staff person is much less expensive. Because the consultants you work with are not joining your organization as employees, there are a lot of costs (not to mention time and energy) that you don’t have to consider when hiring out. These costs include benefits like PTO, insurance, 401k, office space, technology.
Also, depending on your needs, we can work with you to customize a scope of work that fits your organization's budget.
Doubt #2 : We can’t get enough work done hiring someone “part-time.”
Our response: According to Zippia, the average “full-time” employee spends 4 hours and 12 minutes actively working per day. Because our team members are NOT employees, our time is solely focused on the task at hand.
By leveraging a consultant, an organization can often work with senior and experienced team members who are self-directed, results-oriented, and able to focus on revenue-generating tasks.
Doubt #3: We don’t want to get bounced around between consultants.
Our response: You absolutely won’t! We promise! Unless a consultant goes on leave, exits the firm, or there is just a mismatch between consultant and organization, with Purpose Possible, you have a dedicated consultant or consultant team. You will be able to develop a robust and intentional relationship with the consultant(s) you work with to create consistency and continuity for your projects.
Doubt #4: A consultant can’t possibly understand my mission/vision unless they are hired full-time.
Our response: We think of ourselves as an extension of your staff, meaning your mission is our mission. We work to fully understand your mission so that we, as a team, can fulfill it. Our team of dedicated professionals is passionate about seeing good happen in our respective communities. Your organization's growth and sustainability bring us joy and that truly is our purpose.
Doubt #5: If I hire a consultant for one project, I’ll become dependent on consultants forever.
Our response: Not at all! We are here to help build sustainability. Our consultants come from working in nonprofits and they know firsthand what it’s like to try to do it all: fundraising, writing strategic planning, managing employees and a board of directors, and keeping up with marketing and social media. Something is bound to fall through the cracks! While we know that nonprofit executives wear MANY hats, you don’t have to! Outsource what you can so that you can focus on the most important task: moving your mission forward. When we conclude a contract, we make sure you have all the tools you need to continue to succeed, including a check-in call after the project ends for any remaining questions you may have.
The decision to hire a consultant or a full-time employee is not a one-size-fits-all and should be guided by the unique needs, priorities, and resources of each organization. So if you are still grappling with this decision, maybe this will help:
In summary, the decision to hire a consultant or a full-time employee for your organization is a significant one. While both options have benefits, understanding the specific needs and resources of your organization can help you make an informed decision. If you still have questions or would like to discuss your options further, please feel free to contact us. We are here to help guide you through this decision-making process and support your organization's mission and goals.
Maximizing Your Orgs Grant-Seeking Journey
Applying to every grant you find isn’t an efficient way to fund an organization. Achieve success by strategically planning your grant-seeking efforts.
Applying to every grant you find isn’t an efficient way to fund an organization. Achieve success by strategically planning your grant-seeking efforts with a “grant pipeline.” This pipeline involves systematically identifying, applying for, and managing grants to support your organization's mission effectively and efficiently.
Here are 5 steps to building an effective grant pipeline:
#1 - UNDERSTAND YOUR ORGANIZATION’S NEEDS:
Identify and assess your organization's financial needs by conducting a thorough assessment of your financial situation. What are your current expenses, future expenses, and current revenue sources? What is the income gap that needs to be filled with additional funding?
Identify the initiatives, projects, or programs within that require financial support to achieve their objectives. This may involve assessing the impact, scope, and feasibility of each project before developing a grant application proposal.
#2 - RESEARCH GRANT OPPORTUNITIES AND IDENTIFY PROSPECTS:
Utilize databases, directories, and search engines to identify potential funding sources. These can include government databases, foundation websites, and specialized grant search engines.
A few favorites are: Candid’s Foundation Directory Online, Grant Station, Grants.gov, and Community Foundations located in areas near your organization
If you’re in Metro-Atlanta: Georgia Center for Nonprofits, Community Foundation of Greater Atlanta, Georgia Council for the Arts
Assess Eligibility Criteria for each opportunity:
Review the criteria for each grant opportunity to ensure alignment with your organization's mission, goals, and activities.
Consider geographic restrictions, funding priorities, and other reporting requirements that require a certain level of staff capacity.
#3 - BUILD A PROSPECT LIST:
Create a comprehensive list of potential grant opportunities, including deadlines, funding amounts, and application requirements.
Organize the list by priority and likelihood of securing funding. Prioritize opportunities based on their alignment with your organization's strategic priorities, funding urgency, and potential impact on your programs and projects.
#4 - TRACK AND MANAGE APPLICATIONS:
Include a "status" column in your grant calendar to monitor the progress of applications, track deadlines, and record outcomes.
Follow up with funding organizations to inquire about the status of submitted applications, address any queries or concerns, and maintain clear and transparent communication throughout the application process.
Carefully track the reporting requirements outlined in your funded grants. Keep a record of the deadlines for meeting these obligations and submitting post-funding reports accordingly.
#5 - SUSTAIN SUCCESS AND IMPACT
Ongoing Research: Stay proactive by regularly exploring new funding opportunities and staying updated on changes in grant landscapes. Sign up for email alerts from different grant databases to receive notifications about new opportunities.
Flexible Restructuring: Adapt your grant-seeking strategies as needed to accommodate program changes and strengthen relationships with various funders. Flexibility ensures alignment with evolving priorities and enhances your organization's competitiveness in securing funding.
In summary, a well-structured approach to grant-seeking is essential to effective and efficient funding. By understanding your organization's needs, researching grant opportunities, and meticulously tracking applications, you can maximize your chances of success. Continuous research, flexible restructuring, and proactive follow-up will help sustain the impact of your grants, ensuring that your organization continues to thrive. With dedication and strategic planning, you can navigate the grant-seeking landscape with confidence.
Hannah Ranson is a consultant with Purpose Possible specializing in grant writing and database management. She has worked with Cure NF with Jack, LEAD Center For Youth, Community Farmers Markets, Georgians for a Healthy Future, VOX Atlanta, Global Growers, Truly Living Well, and Clarkston Community Health Center among others.
Investing Beyond Grades, Graduation, and College: Developing the Whole Child
Before you submit your next grant application, here are some commonly asked funder questions that demonstrate impactful whole-learner programs to consider…
Fundraising Consultant and Grant Writer with Purpose Possible
In the ever-evolving landscape of education, funders recognize the need for a transformative approach that goes beyond traditional success metrics. Since COVID, funders have seen the urgency around investing in resources that develop the whole learner. While grades, reading levels, and graduation rates are valuable measurements of a successful education, how can programs prepare students to be adaptive, grow, and thrive throughout their education and adulthood?
Moving away from the one-size-fits-all model, education funders increasingly support a comprehensive "whole-learner" approach, acknowledging that mental and physical health, workforce development, and life skills are just as important (if not more important) than academic achievement.
We are seeing a trend in funders supporting youth-serving organizations that demonstrate a holistic understanding of a child's development, emphasizing the importance of addressing fundamental needs and emotional stability–alongside academic achievements—to tell a complete story.
Before you submit your next grant application, here are some commonly asked funder questions that demonstrate impactful whole-learner programs to consider:
Student Voice: A crucial component of a comprehensive education approach.
How is your program incorporating student voices to understand their needs, challenges, and experiences?
How is that feedback used to inform programming, staffing, resources, etc?
Utilizing pre- and post-program surveys allows for direct insights, ensuring that programs evolve based on real-time feedback.
Mental Health & Wellness: Mental health is a cornerstone of a child's overall well-being.
How is your organization addressing mental health?
What resources are you offering?
How is mental health incorporated into the day-to-day activities of the program?
What training has the staff received to support the mental, racial, and economic challenges of the youth they serve?
Discipline is not enough. Students and educators need the tools to cope with challenges, understand emotions, and manage experiences.
Life Skills: Grantmakers want to invest in programs building life-ready individuals.
How does your program contribute to students becoming self-sufficient beyond graduation?
If students enter the workforce, what knowledge and skills will they possess to help them to succeed?
What are the long-term impacts of your programs?
Helping students achieve academically is important, but you must invest in programs—like workforce development and career pathway programs—that transcend academics.
Breaking Poverty Cycles: Ending the cycle of generational poverty by creating opportunities for equitable access.
How can your program help break the cycle of generational poverty for a child?
Are your programs accessible to students regardless of financial ability?
Are your programs accessible to students with location or transportation barriers?
What financial literacy resources are available?
Ensuring students are trained in financial wellness and can access resources is an investment in life skills and well-being.
Additional Wrap-Around Services: Efforts to eliminate barriers to success.
Does your program provide essential services like meals and transportation?
What financial burdens are students and families incurring, and how can these be minimized?
Are you partnering with community organizations to help meet the needs of your students?
Equitable education opportunities are one small piece of the wealth disparity crisis, and schools often fail to provide resources outside of the classroom that low-income students and their families need to have any chance of breaking the cycle of poverty and succeeding beyond graduation.
In pursuing a comprehensive "whole-learner" approach, investing in students' emotional, mental, and practical well-being becomes as important as academic achievements. Relying on graduation rates and test scores to determine a student’s post-secondary success ignores critical factors like mental health, housing stability, financial stability, and sources of trauma. By asking these questions and actively addressing these facets, youth programs can prepare students for success beyond the classroom. Tracking the impact with student feedback, staff feedback, benchmarking, and other metrics can make youth-serving organizations more appealing to funders and thus more able to invest in their mission-driven work.
Here are a few recommended resources for youth-serving professionals:
Caroline Egan is a Fundraising Consultant and Grant Writer with Purpose Possible. She has worked with 21st Century Leaders, Next Gen Men & Women, Tapestry Public Charter School, Wesley International Charter School, Veritas School of Social Sciences, Odyssey Atlanta, and many other youth and education organizations.
Announcement from the Fitzgerald Foundation
The Betty and Davis Fitzgerald Foundation is pleased to announce a renewed strategic direction following a comprehensive planning process.
THE BETTY AND DAVIS FOUNDATION BOARD OF DIRECTORS APPROVES A RENEWED STRATEGIC DIRECTION
January 1, 2024
The Betty and Davis Fitzgerald Foundation is pleased to announce a renewed strategic direction following a comprehensive planning process facilitated by Boldly Go. The iterative six-month planning process incorporated grantee feedback surveys, Board and staff interviews, focus groups, and external needs assessments.
Education and mental health have long been the keystones of the Betty and Davis Fitzgerald Foundation’s philanthropic endeavors. From our inception, driven by Betty’s own encounters with mental health challenges, to the presence of former educators and nonprofit practitioners on our Board, these causes have taken root in the Foundation’s core. We also know that Georgia’s fragmented system limits access to high-quality, equitable mental health services and educational opportunities.
As advances have been made in understanding and addressing the root causes of systemic inequity in these fields, the Foundation appreciates that its focus and strategy must be routinely revisited to ensure it remains a relevant and responsive partner. With humility, we recognize the need for focused and strategic philanthropy to effect meaningful systems change while providing immediate support to those in need.
Our learning journey has been steered by data-driven insights, enriched through dialogue with practitioners and the community, and illuminated by our collective experiences.
The Betty and Davis Fitzgerald Foundation is now poised to support organizations committed to enhancing quality education and mental health access for families experiencing low income, particularly those strengthening talent pipelines, championing systemic solutions, and promoting collaboration.
Specifically, the Foundation’s new priorities are to:
1. Support high-quality, culturally relevant talent development, training, and placement for educators and mental health workforce to better serve families with low income in areas with shortages.
2. Champion advocacy and policy agendas that strengthen and support the current workforce and broaden access for families with low income.
3. Promote strategic partnerships and coordinated approaches to enhance access for families with low income.
The Foundation’s commitment to equity and limited capacity compel it to prioritize opportunities that
focus on supporting families with low-income in historically marginalized or underserved communities. To increase our effectiveness and understanding of local systems, the Foundation's funding efforts will be concentrated on organizations serving the 21-county Metro Atlanta area.
The Foundation acknowledges the pervasive and deep-rooted nature of systemic injustice that permeates every level of society, significantly impacting the lives and well-being of our community. We see the pursuit of racial justice as ongoing and integral, not as a separate focus. We are dedicated to integrating a racial equity lens across all aspects of our operations, governance, and grantmaking approach. This commitment is strengthened by our Board and staff's diverse experiences and perspectives, enhancing our drive for impactful change.
The Foundation will offer four open application grant cycles annually and will implement a new online grant management system to streamline the application process. Additionally, we are considering the introduction of a Request for Proposals (RFP) process to complement our open application process in
2025.
To learn more about the Foundation’s revamped strategic direction, application process, and timeline, please visit www.bettyanddavisfitzgerald.org.
EOY For The Win!
This webinar that's all about finding the most effective techniques to spice up your end-of-year campaigns! Join Laura Hennighausen as she dives into the research studies and revealing the best tips and tools for securing donations.
Planning end-of-year campaigns may sound tedious and stressful, but we have evidence based tips to make it a whole lot easier.
We're here to help change the way you approach your fundraising strategies. This webinar that's all about finding the most effective techniques to spice up your end-of-year campaigns! Laura Hennighausen, Purpose Possible's Director of Strategic Philanthropy, and resident fundraising guru dives into the research studies and reveals the best tips and tools for securing donations.
Complete the form below to receive links to the surveys referenced and the presentation slides.
Age & Work Styles in a Multi-Generational Workforce
For the first time ever there are five different generations in the workplace. Three Purpose Possible consultants discuss their experiences working in diverse environments and share how Purpose Possible's T.E.A.M. strategy has helped them better collaborate with colleagues.
For the first time ever there are five different generations in the workplace. How do these diverse generations find common ground when it comes to collective work? How can we be mindful of generational differences and how can we learn from each other? Three Purpose Possible consultants, Betsy Oliver, Kevin Donovan, and Natalia Garzón Martínez discuss their experiences working in diverse environments. They also share how Purpose Possible's T.E.A.M. strategy has helped them better collaborate across ages and work styles with their fellow Purpose Possible colleagues.
Complete the form below to receive the webinar resources and companion document.
Rhythm-Making For Fundraisers
Rhythms create processes, boundaries, and pave lanes for success. Taylor Johnson, Consultant with Purpose Possible, discusses Rhythm Making for nonprofits and how it can help fundraising teams become successful in planning, communication, donor relationships, and more.
Rhythms create processes, boundaries, and pave lanes for success. Taylor Johnson, Consultant with Purpose Possible, discusses Rhythm Making for nonprofits and how it can help fundraising teams become successful in planning, communication, donor relationships, and more. Taylor shares where to start, how to create balance, and a cadence for maximum effectiveness and impact.
Black Philanthropy Month
Every August, Black Philanthropy Month (and Black Business Month) celebrates Black-led and Black-serving organizations while also cultivating resources and pathways for growth, success, and awareness.
August is Black Philanthropy Month.
Started by founder Dr. Jackie Bouvier Copeland, with the support of Reunity, formerly the Pan-African Women's Philanthropy Network, Black Philanthropy Month (BPM) launched in 2011 with its first official global summit to commemorate the United Nations Year and Decade of People of African Descent.
Now, every August, Black Philanthropy Month (and Black Business Month) celebrates Black-led and Black-serving organizations while also cultivating resources and pathways for growth, success, and awareness.
Here’s how you can learn more and and support Black Philanthropy Month:
Visit BlackPhilanthropyMonth.com to learn about the origins of this month and national activities. Follow their social pages for regular updates.
Visit and follow ABFE.org–a 501(c)(3), membership-based philanthropic organization that advocates for responsive and transformative investments in Black communities.
Visit BackBlackMovement.org to learn about funding tools and resources. BackBlack is a multi-platform initiative that aims to direct capital and build awareness for Black-led nonprofits.
The Young Black & Giving Back Institute culminates Black Philanthropy Month with "Give 8/28" an initiative to promote financial support to Black-led, Black-benefitting grassroots organizations. All participating organizations and donors will fundraise and give to causes that make a difference in the Black community.
Support for Black-led and Black-serving organizations also comes from awareness of the challenges and inequities that Black leaders often face. A few resources include:
Why Black Leaders Must Read Black Writers
Written by Charles Stephens and published on NonprofitQuarterly.org
The Perils of Black Leadership
Written by Cyndi Suarez and published on NonprofitQuarterly.org
UNDIVIDED: Uniting & Igniting Workplaces for Racial Healing
Written by Lindsey Himmler and published on VenueCincinnati.com
Do you have additional resources, readings, or recommendations? Please share!
Designing Engaging Surveys That People Actually Want To Take
Traditional polling and surveys feel like work. In this presentation, Sarah and Laura explore ways to create surveys using play and backed by substantive survey methods, to create meaningful engagement opportunities.
Presented by Sarah Lawrence and Laura Moody at the 2023 Nonprofit Technology Conference by nten.org
Traditional polling and surveys feel like work!
In this presentation, Sarah and Laura explore ways to create surveys using play and backed by substantive survey methods, to create meaningful engagement opportunities. They discussed how to craft a survey that can be useful to your organization and fun for the participant, when to do a survey, how to craft questions that get to what you really want to know, and ways to incorporate creativity and play to make a survey your constituents will actually want to take.
Here are some key takeaways:
Understand the audience and learn about the target community so that surveys are effective and can resonate with participants.
Survey fatigue is a common issue due to constant inundation of survey and feedback requests in our day-to-day lives. Use surveys sparingly and consider alternative methods of data collection when possible, such as analytics or focus groups.
Be upfront about the reason for asking questions, how the data will be used, and how long the survey will take to complete. This can foster trust with survey participants.
Review and revise survey questions to ensure clarity, avoiding complex matrix questions that may discourage respondents. Also consider user accessibility including the use of screen-readers and mobile devices.
Review each question in a survey to ensure it serves a specific purpose and contributes to the overall objectives.
Express gratitude to participants and consider gamification strategies to make surveys more engaging.
Crafting engaging surveys requires thoughtful design, transparency, and creativity. By considering participant needs, targeting specific audiences, and providing clear communication, organizations can obtain valuable insights to drive growth and success. A well-designed survey is not just a set of questions but a pathway to meaningful connections with an audience. Implement these takeaways to create surveys that people actually want to take, and watch the quality and value of your survey responses soar.
Check out the new platform Tallymade.com created by Sarah Lawrence! Tallymade helps community-driven organizations create fun, interactive, visually creative surveys and engagements. Projects are designed to collect useful data from participants while still being a fun way to give feedback. They are tailormade, easy to use, and the data is kept private.
Demystifying Asset Giving For Nonprofits
Assets are additional fundraising opportunities that are massively untapped by small to mid size nonprofits. From stocks, crypto and donor advised funds to endowments, learn more about how nonprofits should approach them, and why it should matter to you. Join us as Karen Houghton, CEO of @Infinite Giving and a Nonprofit Investment Advisor, guides us through asset giving for nonprofits!
Karen Houghton, CEO of Infinite Giving, shed light on the untapped potential of asset giving for nonprofits. With 90% of wealth in the United States being held in assets other than cash, nonprofits often miss out on significant donations from high-capacity donors. Continue reading for takeaways from this live session.
Expanding Beyond Cash:
Traditionally, nonprofits primarily focus on soliciting cash donations, but by accepting different types of assets, such as cryptocurrency and stock donations, nonprofits can tap into tax-efficient and potentially larger gifts. This approach enables organizations to work smarter, not harder, by leveraging the resources already available within their donor pool.
The Power of Stock Gifts:
One strategy discussed during the webinar was the acceptance of stock gifts. Research has shown that combining requests for stock gifts alongside cash donations can increase overall contributions by an impressive 55%. Educating donors about the benefits of donating stocks and making the process easy for them can encourage larger capacity gifts. Nonprofits can open brokerage accounts to receive stock gifts, and partnering with organizations like Infinite Giving or Donate Stock can streamline the process, eliminating transaction fees.
Endowments for Sustainability:
High-capacity donors often prefer contributing to endowments, which provide long-term support to nonprofits. However, establishing an endowment requires careful planning, including creating an investment policy statement and proper governance documents. Nonprofits must ensure they have healthy reserves and think long term before embarking on this path. Collaborating with partners experienced in nonprofit expertise can help navigate this complex process while having meaningful conversations with donors regarding their preferences.
The Rise of Donor-Advised Funds:
Donor-advised funds (DAFs) have gained popularity in recent years, offering a unique way for donors to contribute while receiving tax benefits. However, nonprofits need to actively seek grants from these accounts, as DAFs are often held by third-party entities with limited incentive to disperse funds quickly. By fostering relationships with donors utilizing DAFs and raising awareness about the availability of this giving option, nonprofits can unlock additional avenues for financial support.
Choosing the Right Approach:
Karen Houghton highlighted two options for managing asset donations effectively. Nonprofits can either opt for a platform like Infinite Giving, which combines brokerage and cryptocurrency accounts, or seek out individual players in the ecosystem, such as The Giving Block. While both options may involve monthly and transaction fees, it is crucial for nonprofits to consider their budget and choose the solution that best aligns with their goals and resources. The overarching aim is to democratize access to donation management tools and make the process easy and accessible, particularly for smaller organizations with limited resources.
Karen's insightful presentation emphasized the importance of diversifying fundraising opportunities for nonprofits. By embracing assets beyond cash, such as stock gifts and cryptocurrency, organizations can unlock significant donations from high-capacity donors. Additionally, building sustainable endowments and establishing relationships with donors utilizing donor-advised funds contribute to the long-term viability of nonprofits. By actively incorporating asset giving into their fundraising strategies, nonprofits can maximize their revenue potential and create a brighter future for their causes.
Collaborations in Cultural Planning
Cultural planning is a public process in which representatives of a community undertake a comprehensive community assessment and create a plan of implementation for future cultural programming.
By Laura Moody
Founding Partner, Marketing & Business Development at Purpose Possible
At Purpose Possible we are passionate about communities and the people that create them. We have been fortunate to lead or participate in a number of cultural planning projects that leveraged that passion and challenged our team to listen more/talk less and redefine what it means to approach and engage a community in creative, responsible ways.
Cultural planning is a public process in which representatives of a community undertake a comprehensive community assessment and create a plan of implementation for future programming. (Americans for the Arts)
Here are some of the questions we ask of ourselves and clients as we begin any planning or strategy process:
Through projects like the Global Villages Plan for the Gwinnett Place CID, an Arts & Culture Plan for City of Atlanta District 2, the first Arts & Culture Plan for the City of Norcross, and years of partnership and multiple projects for Downtown with Central Atlanta Progress, we have built long-lasting collaborations with thoughtful, talented leaders across Metropolitan Atlanta. In the spirit of listening more, I asked a few of these individuals to share their thoughts on how cultural planning and community engagement can and should be woven into all planning initiatives. Here are excerpts of their responses:
Fredalyn Frasier
Project Director, Planning + Urban Design, Atlanta Downtown Improvement District/Central Atlanta Progress
Why is cultural planning an essential component of community development/planning to you?
“There’s the term ‘genius loci’ that those of us in the planning and design profession use quite a bit. It’s the textbook way of referencing the spirit of place. Plainly put, it’s the essence or soul of a place, and it means a lot to me. Cultural planning reveals the soul of a community in its past, how it stands out in the present and ways it can contribute to the future of a community. Experience has taught me that whether it’s a master planning effort for 72K acres or a community plan for the home of the blues in Clarksdale, MS, what makes the plan relevant to a community at any scale is an acknowledgment of the spirit of the place and why cultural planning should always show up as an integral element in the planning process.”
When starting a project in a new community, what are the most important things you hope to learn about the people and the place?
“I view planning efforts as a community collaboration and try to suspend preconceived notions of what might be discovered during the project. There’s always a great deal of enthusiasm with the launch of a new project, but listening more than offering ideas at the onset always reveals significant information that serves as building blocks to more extensive dialogue with the community. Community members will indicate what is important to them and their place rather than the other way around. So, with each project, there’s the hope to understand the values, aspirations, and challenges as revealed by community members in their own words and keep the door open for other revelations which always appear.”
Anything else you would like to share about the importance of cultural planning as a tool for?
“Yes! The ‘spirit of place’ revealed through cultural planning can serve as the platform for developing authentic planning approaches for a community. The COVID-19 pandemic demonstrated to us that places matter – period. How each community experiences ‘its place’ is unique, and knowing those cultural touch points can make way for reflective community solutions. We recognize that planning incorporates high-level technical analysis to people-oriented observation approaches to address infrastructure/economic development/growth needs. Understanding the culture and spirit of a place can inform these approaches.”
Dorian McDuffie
Public Art Project ManagerPublic Art Project Manager
City of Atlanta Department of City Planning, Atlanta City Studio
Why is cultural planning an important component of community development/planning to you?
“The amount of revenue that arts and culture bring to a city has been established, but how does that translate to the importance of arts and culture to a community? That’s what’s important to me, how do we make planning decisions (cultural and otherwise) for our citizens that are equitable and reflect who they are and what they need.Cultural planning is a tool for cities to create vibrant communities that can support cultural institutions, artists, and audiences. This planning has the responsibility to help a community establish a cultural life that is equitable, sustainable, and resilient. As a result of cultural planning, ALL citizens should be able to consume culture in an environment in which they are comfortable and that provides a social and economic impact. The support of small, innovative, entrepreneurial, off-the-beaten-track organizations should be reflected in the planning process. The needs of individual artists should also be considered. Are there affordable places to live? Is there affordable studio/performance space?“
When starting a project in a new community, what are the most important things you hope to learn about the people and the place?
“I want to start by understanding the physical infrastructure in which they are currently operating… what development plans currently exist, what are the current zoning regulations, are there existing housing and economic development programs in their neighborhood. What does the City have planned for their neighborhood (transportation, sidewalk repair, etc.)? Once I understand that framework, I understand where they currently stand from a planning perspective. Utilizing cultural asset mapping I would want to learn about existing cultural resources (library, art gallery, dance studio, museum) and the skillset of the community. Who has a book club? How many artists live in the neighborhood? What are their disciplines? Who can teach what? I’d also like to know who has lived in that neighborhood historically, and what indigenous tribe once inhabited the land.
Finally, and most importantly, I’d like to know about the existing community, how they operate day to day and how arts and culture be incorporated into that movement. What does the community want from their government when it comes to supporting culture (Do we need additional grants? a Materials for the Arts program? or Investment in the arts beyond CIty of Atlanta’s Cultural Affairs Grants)? What educational, transportation, and business needs do the community have that can be enhanced or solved through successful cultural planning.”
Anything else you would like to share about the importance of cultural planning as a tool for growth/economic development/planning for future infrastructure needs, etc?
“Atlanta needs to be acutely aware of its cultural ecosystem as it exists and as it should exist in the future (based on existing population and growth). If we broke the city into strata based on economic status, where would we find most of our cultural resources located? Where and how many cultural districts do we need to accommodate a city this size? What kind of staffing and program needs should the city accommodate internally? This work should come about with the additional lens of cultural expertise and policymakers around the nation. We should be looking at other cities like New York, Chicago, and Denver to determine what policy measures world-class cities implement around arts and culture.”
Allison Stewart-Harris, AICP
Planning Studio Manager, TSW
Why is cultural planning an important component of community development/planning to you?
“For me, it’s all about connecting to the places where we live and the people around us. Knowing the stories about how the community grew, who shaped it, and how its strange quirks came to be…I think it can go a long way in creating a stronger sense of belonging.”
When starting a project in a new community, what are the most important things you hope to learn about the people and the place?
“I like to try to understand the relationship between the physical place and the people who influence it. I’m less concerned about the typical history highlight reel of founding fathers and laying cornerstones, and more interested in how different groups of people have subtly made their mark over time. And most importantly, I want to understand who is there today, and how well the place is meeting their needs and supporting the lives they want to live.
Anything else you would like to share about the importance of cultural planning as a tool for growth/economic development/planning for future infrastructure needs, etc?
“Cultural planning is a huge benefit to communities, but it’s easy as a city or an organization to have too heavy a hand. I think it’s more important to cultivate environments where creativity can thrive—and sometimes that means getting out of our own way and loosening up our control. That’s a hard thing for planners to do!”
To learn more about cultural planning and how it can impact your organization, please contact Laura Moody at lmoody@purposepossible.com.
Burnout in Nonprofits
Purpose Possible hosted a webinar on May 17, 2023 to talk about burnout in nonprofits. With guests Patricia Duboise and Ike Ubasineke, Susannah Darrow led a discussion on how to identify burnout, how it affects our work, and how to combat it for individuals and teams.
A candid conversation about burnout in the nonprofit industry and how to combat it.
Burnout is an issue that plagued the nonprofit sector long before the pandemic. The normal stressors that fundraisers, executive directors, and boards face daily will continue to mount as they constantly find new ways to keep their organizations afloat. Inevitably, those who aren’t already at the end of their tether soon will be.
Nonprofit Quarterly reports that “30% of nonprofit workers are burned out, with an additional 20% in danger of burning out.”
In 2022 the Chronicle of Philanthropy surveyed over 650 fundraisers which found that 94% percent said they strongly or somewhat agreed that there is tremendous pressure to succeed and 82% said fundraising roles are under-appreciated.
Pat Duboise and Ike Ubasineke joined Susannah Darrow for a conversation about burnout and what can be done to combat it for individuals and organizations.
Takeaways from this conversation include:
Prioritizing self-care and work-life balance, such as getting enough sleep and exercise.
Creating a culture of care that supports employee well-being and prioritizes open communication from colleagues and leadership.
Setting boundaries and managing workload effectively, such as implementing "no meeting" days, shorter meetings, and setting email hours.
Mentorship and support from colleagues or professional networks outside of the workplace.
Leaders must recognize the signs of burnout and model anti-burnout behavior to create a healthy work environment.
Burnout can lead to low morale, poor customer service, toxicity, and turnover within organizations. In referencing a Tweet by Adam Grant, Pat discussed a compassion tax within the nonprofit industry that takes advantage of people's passion for a mission.
Ike discussed Growth Culture, Death Culture, and its implications on individuals and organizations. Implementing a growth culture to combat burnout entails thinking and communicating in a growth-minded way. Think growth, talk growth, and take action versus focusing on shortcomings and staying stagnant.
The full conversation between Susannah, Pat, and Ike is available on YouTube, Facebook, and LinkedIn.
Complete the form below to receive the resources and documents shared by our speakers.
To contact Purpose Possible and learn how we empower mission-driven organizations please click here.
Storytelling for Nonprofits
Ethical storytelling means sharing your story in a way that respects the dignity and humanity of the people you serve. It means being transparent about your intentions and methods and ensuring that your content doesn't harm the very communities you're working to support.
A HOW-TO FOR EFFECTIVE AND ETHICAL WRITING
By Laura Moody
Founding Partner, Marketing & Business Development
As a nonprofit organization, you have a powerful story to tell. Your work is dedicated to making a positive change in your community, and your supporters and partners want to hear about the impact they are helping to create. However, when it comes to talking about your work, it's essential to consider the ethics behind the story that you are telling and how it’s told.
Ethical storytelling means presenting your content in a way that respects the dignity and humanity of the people you serve. It means being transparent about your intentions and methods and ensuring that your content doesn't harm the very communities you're working to support.
Here are some tips for ethical storytelling:
Put people first: Nonprofits often work with under-resourced populations, so it's crucial to prioritize their privacy and dignity. Always ask for consent before sharing someone's story, and respect their wishes if they decline.
Empower the people you serve: Nonprofits exist to empower people, so it's essential to give agency to the communities you support. Incorporate ways for individuals to share their personal perspectives, and provide opportunities for them to participate in your storytelling efforts whenever possible.
Be transparent: Be honest about your intentions and methods. If you're using photos or videos, make sure that people know how they will be used and get their consent to use them. There are many free or low-cost options for stock imagery that can be used to illustrate your point without invading your constituent’s privacy.
Avoid stereotypes: it's crucial to avoid perpetuating negative stereotypes or reinforcing harmful stigmas.
Focus on solutions: Your organization should position itself as a partner to its constituency and community - not as the “rescuer”. Explain the challenges that your community faces and solutions that you’re working on collaboratively.
Remember, ethical storytelling isn't just about doing the right thing—it's also about building trust with your supporters and the communities you serve. When you tell your story with integrity and respect, you're more likely to inspire action and create meaningful change.
To learn more about Ethical Storytelling visit www.ethicalstorytelling.com and take their pledge “to focus on the HOW not only the WHAT of the stories we may encounter – but maybe should not always tell – in the work we do.”
Virginia Nonprofit Sector Report 2023
Much like the 2022 State of the Baltimore Nonprofit Sector released by T.Rowe Price Foundation in late 2022, this new report shows that the nonprofit sector in our region continues to be robust but needs significant capacity and leadership to continue to thrive. As a consulting firm in the DMV region, we are also seeing some of the most impactful nonprofits struggle with staffing, burnout, financial challenges, and a strategic vision for the next horizon.
This week the Virginia Nonprofit Sector Report: 2023 Snapshot was released by the Center for Nonprofit Excellence (CNE), whose mission is to promote excellence through training and executive education for nonprofits in Charlottesville and Central Virginia.
Much like the 2022 State of the Baltimore Nonprofit Sector released by T.Rowe Price Foundation in late 2022, this new report shows that the nonprofit sector in our region continues to be robust but needs significant capacity and leadership to continue to thrive. As a consulting firm in the DMV region, we are also seeing some of the most impactful nonprofits struggle with staffing, burnout, financial challenges, and a strategic vision for the next horizon.
We know how busy nonprofit are so here are Purpose Possible’s key takeaways:
Virginia nonprofits believe in the work they’re doing and in the positive change they’re making in their collective community. Of the 242 respondents, 88% believe that their organizations stimulate positive change and resilience with a culture of collaboration, adaptability, and continuous learning. This is great news for the sustainability of the sector across the commonwealth as many organizations begin to evaluate their effectiveness across our region.
The sector remains robust in Virginia with over 26,732 registered 501(c)3 nonprofits generating $86.9 billions dollars in revenue across the commonwealth. Despite this number, the revenue does not always align with the level activity in the respective priority areas: health-related organizations represent only ¼ of the nonprofits however, they account for 41% of the revenue generated.
Staffing and workforce concerns continue to be top of mind for nonprofit executives as they recover COVID-related shifts in organization structure. Across the sector, we are seeing articles about burnout, challenges with finding key leadership positions, and staff advancement. Creating a pipeline of passionate team members is a challenge for nonprofits and philanthropy has an opportunity to support capacity in this area for many organizations struggling to keep up with the salaries, flexible schedules, and benefits of the for-profit sector.
Capacity building support continues to be one of the most urgent needs for VA nonprofits and most would like that support in dollars. Unrestricted general operating funds have been a hot topic in the philanthropic world for many years as nonprofits have rallied for mORE trust-based support for their capacity building efforts like staffing and operations.
The sector in VA needs a pipeline to more diverse leadership that reflects their constituents and the wider population – this includes the staff AND board members. Nonprofits in VA recognize that their leadership is overwhelmingly white women while their middle management and operations teams are more diverse. They are seeking guidance from leaders in DEI to help them create strategies for diverse and inclusive leadership.
Relationships are the true currency and VA nonprofits are seeking deeper relationships with peers, government, and philanthropy in new ways. Nonprofits say they are interested in partnerships, joint ventures, and information sharing to increase their collective impact. They are looking for opportunities to “connect purposefully.”
Evaluation resources are sorely needed to increase nonprofits’ capacity to truly measure results. The urgency of this support is evident with 80% of survey respondents indicating a strong need. Again, philanthropy has an opportunity to support the capacity of community building work but supporting nonprofits’ efforts to measure their impact in meaningful ways to them. This includes understanding that not all programs can be evaluated using qualitative measures.
For Virginia nonprofits, the needs are clear: more capacity, more collaboration, and more resources will allow organizations to continue thriving. The vital work in health, education, youth development, and more need the support of philanthropic institutions and government agencies to do their work in a deep, connected, and impactful way.
Access the full report at: thecne.org/virginia-nonprofit-sector-report
Leadership In Color
We are proud to announce a new content series led by Managing Partner Starsha Valentine. In an effort to address some of the unique challenges facing minority leaders as they navigate organizational growth, strategic decision-making, fundraising, and more, we are launching LEADERSHIP IN COLOR!
PART I: WHAT LEADERSHIP LOOKS LIKE IN COLOR
By Starsha Valentine
Partner and Mid-Atlantic Managing Director
We’ve all seen the headlines across numerous journals: Black-led nonprofit organizations receive less funding, grow at a slower pace, and are under-resourced compared to their white-led peers.
As recently as 2019, Echoing Green and Bridgespan’s Racial Equity and Philanthropy report found that “...on average the revenues of the Black-led organizations are 24 percent smaller than the revenues of their white-led counterparts. When it comes to the holy grail of financial support— unrestricted funding—the picture is even bleaker. The unrestricted net assets of the Black-led organizations are 76 percent smaller than their white-led counterparts. The stark disparity in unrestricted assets is particularly startling as such funding often represents a proxy for trust.”
But the disparity goes beyond just dollars and cents. Despite concerted efforts to shift power….
Purpose Possible Core Values: How We Show Up Everyday
At Purpose Possible, we think a lot about how our firm shows up for our clients, our fellow team members, and our communities everyday. In 2020, before Purpose Possible was launched, our early consultants spent time establishing a set of core values to guide the purpose and vision for the firm. Since then we have revisited and refined those values every year to best reflect how we work and who we work with. Now, as a firm of over 40 consultants in nine states, our values are ever more present in our daily decision making.
Our initial values brainstorm board from our first firm retreat.
At Purpose Possible, we think a lot about how our firm shows up for our clients, our fellow team members, and our communities everyday. In 2020, before Purpose Possible was launched, our early consultants spent time establishing a set of core values to guide the purpose and vision for the firm. Since then we have revisited and refined those values every year to best reflect how we work and who we work with. Now, as a firm of over 40 consultants in nine states, our values are ever more present in our daily decision making.
Partners, Susannah, Laura, and Starsha take a moment to share more about our Four Core Values and how we practice them every day for our clients, consultants, and communities.
Client Impact
Our business is built around the clients we serve: who we hire, what we do, and how we do it. Every decision we make is based on what will make our clients feel supported, delighted, and relieved. We intentionally hire team members with deep experience working with the organizations and in the industries we serve. This allows us to have a keen understanding of the quotidian challenges of our clients and create strategies for how to overcome them. It also means that our consultant teams can empathize with the work that our clients are tackling, allowing them to better gauge how clients can prioritize the things that will have the greatest impact on their organization. We also focus on creating a space where our team can grow and thus provide consistency for our clients.
Our services continue to evolve in response to the needs of our clients. One of our main promises is that we meet clients where they are to help them grow to where they want to be. This often means having the agility to move from one type of service to another as needs change and evolve over the course of our work together. We also regularly evaluate our success rates to assess how well we are doing. Just like with the boards we work with, the process of assessing our own work with a start, stop, continue lens helps us to maintain a high level of work for our clients.
Inclusive & Empowered Team
Our team is one of parents, caregivers, pet owners, siblings, and more. These roles are valued aspects of the lives of our personnel. In building an inclusive and empowered team, we aim to create an environment that allows for flexible, digital-first work, to support all of their identities.
We also know that WHEN our team works is just as important as WHERE they work. As a digital-first firm, our team members may work from home, one of our offices, or at any other location or time that is convenient. This flexibility allows us to recruit and maintain talent from all walks of life and experience. We offer a liberal paid-time-off policy and encourage rest, especially after busy seasons, throughout the year. We observe all federal holidays and everyone’s birthday is a paid day off as well. Our nontraditional approach to where and when our staff works allows us to have a more diverse and inclusive team across the country.
We also take careful consideration to bring in diverse perspectives and specialized skill sets. Having team members that can share experiences with each other and with our clients helps to foster a sense of belonging and camaraderie. Our consultants are often members of the communities that our clients serve. Many of our team members are volunteers for community organizations and they or their children participate in local programming. The people of Purpose Possible are neighbors and friends who utilize their expertise and local landscape knowledge to impact their projects more deeply.
Innovation & Experimentation
In the nonprofit world, where we often find ourselves falling prey to a scarcity mentality, it often feels safer to continue with what has been successful in the past versus trying something new. The same is true of consultants. In the world of consulting, there are hundreds of memes mocking the fact that consultants reuse the same presentation over and over, passing Power Points on for generations. At Purpose Possible, we know better. Our clients come to us because they need something different or more than they are able to accomplish on their own. We believe that it is our job to look at what has worked well, where the organization is today, and what’s is coming down the pike, to help figure out strategies and campaigns that will keep the organization moving forward. If 2020 taught us anything, it’s that we have to be open and able to change along with a very rapidly changing environment. Within our team, we share daily via Slack, meet weekly for status updates, and check in monthly to share thoughts, brainstorm, and workshop ideas, issues, and needs for clients.
For Purpose Possible, this means we are constantly in a state of learning and evolution. Our team regularly hears the phrase “we are building the plane while we are flying it!” We are constantly building, testing, evolving, and optimizing our systems and processes to improve them. Over the past year, Purpose Possible has doubled in size and with it, many of our previous ways of working have had to shift including our internal technology systems, reporting structures, team culture, and dynamics.
Mutual Respect
This seems like a fairly straightforward value, but it shows up across the firm in a number of ways.
We want to make Purpose Possible a great place to work, where employees are proud to say they work here and where they feel valued and appreciated. To that end, last year, when the labor market came roaring back after COVID-19 layoffs, we launched a firm-wide compensation analysis and then began a process of right-sizing where necessary. In addition, while crafting an updated Employee Handbook, we studied the vacation/leave policies of companies that we admire and instituted industry-leading policies for our team. Finally, we have a very collaborative leadership style, in which our team members are consulted on key practices and decisions throughout the year.
It may surprise some to see the hashtag #noassholes on our Core Values page but think about the places where you’ve worked in the past. We’ve all been forced to put up with a co-worker or client who was truly terrible. To avoid this issue, we strive to weed out the bad apples in advance by screening and researching potential clients. Before we work with an organization we want to know if they have and abide by a non-discrimination clause and if their leadership team is reputable.
Hiring Q&A with Lara and Katyra
Did you know that 76% percent of hiring managers admit attracting the right job candidates is their greatest challenge!
Lara and Katyra teamed up to answer questions, provide recommendations, and share insights into their experiences.
Did you know that 76% percent of hiring managers admit attracting the right job candidates is their greatest challenge!
Lara and Katyra paired up to answer questions, provide recommendations, and share insights, and resources to make the hiring and recruitment process a little more efficient.
Lara and Katyra are two professionals with lots of experience and insight into the toils of recruiting, hiring, team management, and much more. Lara Smith is the Director of Organizational Development Services at Purpose Possible. She oversees hiring and recruitment for the Purpose Possible team and our clients. Katyra Remmenga works with Same Page HR as a People Person and provides HR support for our firm, some of our clients, and other organizations. This duo teamed up to answer questions, provide recommendations, and share insights into their experiences.
Question 1 - How do you find quality candidates?
Katyra says: Look beyond the typical search.
Broaden your search by posting on multiple platforms. Sites like Workable.com will automatically post to all of the free job boards which significantly increases the number of candidates for a position. Also consider sharing the position with relevant groups on social media, professional networks, friends, or colleagues. Job seekers can be just as challenged and overwhelmed by positions as you are in searching. Sharing a position with industry specific networks can connect you with candidates that may not see your position on other platforms.
Lara says: Think outside the box with requirements.
Education, titles, and years of experience are often the first things hiring managers consider with an applicant. Everyone does not have the same access to resources, education, and opportunities, but this does not mean they aren't qualified to fill the role.
For education, consider what you want them to have gotten from their education instead of the degree, education level, or the school they attended. Are you looking for applicable skills or teamwork? Could they have received those same skills in another way?
Every organization uses different titling structures so look at what applicants do in their role and not just the title. Also consider what you are seeking in years of experience and not just the number of years. Covid and non-covid years may mean different types of experience depending on the company and the role. Consider the full picture of what’s needed before requiring education levels, tiles, or years of experience.
Also, 50% of applicants are looking exclusively for fully remote positions. A full time in-office requirement can drastically limit applicants.
Question 2 - What are ways to stay organized during the hiring process?
Katyra says: Automate the process as much as possible.
Automating the hiring process can save you time and energy. Most hiring platforms have a way to send automatic responses, invite candidates to interview, decline applicants, and much more. Many payroll systems also have automated processes for hiring – you may need to check with the provider about additional features. Workable.com, the system that posts to multiple sites, also has steps that can be automated. The goal is to move quickly through the hiring steps and be consistent with every applicant.
Lara says: Create an internal process before publishing the position.
Have a clear process laid out before the position is shared. Decide who else on your team will be a part of the process, let them know the plan, and hold time for meetings and interviews in advance. Create a checklist, folder, and/or spreadsheet to easily see where candidates are in the hiring process.
Purpose Possible uses Google Suite – we create folders for candidates, save recorded interviews, and link files in one central location.
Question 3 - How do you maintain consistency and fairness in the interview process?
Katyra says: There are a few things you can do:
1 - Have a clear understanding of what you need in a role ahead of time. This will eliminate guesswork when looking at qualifications.
2- Ask each candidate the same questions and don’t deviate! This saves time but it also ensures that every candidate is reviewed and considered equally.
3- Create a scorecard to rate each candidate's application and interview. The scorecard can be completed for each candidate by everyone in the interview and include any notes or questions to follow up on or discuss internally.
4- Be clear with the candidate about timeline and urgency to fill the role. If you need to hire quickly because of a vacancy or plan to hire in the future, let every candidate know that and when they can expect to hear back from you (whether that’s for next steps or declining).
5- Make sure your team knows what not to ask in an interview. Questions about age, family, ethnicity, and religion are illegal! Gusto.com has a great blog with a list of questions you shouldn’t ask and a few that you should.
Question 4 - What questions can be asked to determine applicant qualities like leadership, self sufficiency, and proactiveness?
Lara says: Ask about real experiences and interactions. Avoid hypotheticals.
Hypothetical questions are interesting but how we think we will react and how we actually react in situations tend to be very different. Asking about real experiences can give you a sense of how a person truly performs. If you're interested in someone’s ability to manage, think about what that entails. If you wonder if they need supervision, ask questions about taking the initiative or leading. Here are a few example questions:
Can you talk about a time when you saw a problem no one else did? How did you handle it?
Can you talk about a time when your work depended on other’s meeting deadlines and they weren’t?
Here are some additional notes from Lara and Katyra to help with the hiring process:
Salary transparency is important in today’s hiring landscape. This transparency also extends to sharing benefits, working location, and expected hours of work.
Prioritize the needs of the position in the job description. Let candidates know what the role entails, what skills are needed, availability necessary, and any other details that may impact the decision to apply.
If you aren’t getting applicants or quality applicants, review the job description, position title, and requirements. Compare your position to others in the market and seek feedback from colleagues.
Hebba Youssef has a great newsletter and social media presence with a lot of resources and tips for HR professionals and hiring managers.
Ashle Herd is a trainer and coach offering employers and employees tools to learn, grow, and work better.
The Chronicle of Philanthropy recently published an interesting article “Desperately Seeking Fundraisers.” This article discusses the wants and needs of fundraisers, the challenges they face which make the role stressful, and ways to improve the position for staff satisfaction and retention.
If you have any other questions or need support please let us know! Purpose Possible offers recruitment services and interim development for a range of organizations. Same Page HR offers full-service HR administration for small businesses without a dedicated HR department. Reach out to us if we can help with your hiring or organization needs.
Susannah at the Science of Philanthropy Initiative Conference
In September, I had the opportunity to present at the IU Lilly Family School of Philanthropy Science of Philanthropy Initiative Conference alongside our partner, Mailchimp. While one of our key takeaways from the conference was the realization that we did not take enough data analytics courses in school, others had some valuable takeaways for application in more practical fundraising efforts.
In September, I had the opportunity to present at the IU Lilly Family School of Philanthropy Science of Philanthropy Initiative Conference alongside our partner, Mailchimp. While one of our key takeaways from the conference was the realization that we did not take enough data analytics courses in school, others had some valuable takeaways for application in more practical fundraising efforts. As a note, it’s also important to remember that researchers and not practitioners primarily gave the presentations we watched. My takeaways are envisioning the real-world application of the data shared in presentations.
Donors don’t trust the communities they are funding to make appropriate decisions about how dollars are spent. Several presentations looked at test data regarding how donors directed funds, and despite knowing that recipients would prefer simple cash to be able to direct resources toward their needs, donors still preferred the paternalistic approach to giving. As organizations, donors, and foundations it is our responsibility to take a more intentional and community-led approach to our fundraising and giving, allowing those we serve to take a more active role in guiding the programs and campaigns we lead.
Crypto donations need to be available as an opportunity to smaller organizations. While I still tend to glaze over when I hear conversations about crypto, even I must admit that it is too large of an opportunity for nonprofits to ignore. Both at this conference, as well as The Giving Institute Symposium in July, there are countless studies and actual data on the growing opportunities here. However, what also is notable is that this often is administered and only available to organizations that are large enough to afford the platforms that can manage and process these donations, or the staff capability to add another type of donation to their portfolios. If this is to become a true opportunity for the nonprofit sector, it’s worth exploring how it can be further democratized to be accessible to all sizes of nonprofits, and not just those at an institutional scale.
The way we talk about and present the needs of the communities we serve is critical in how we fundraise. UC Berkeley professor Julianna Schroeder gave a great presentation on donor psychology and the ways in which donors tend to dehumanize the communities they contribute to which leads to donors prioritizing funding to services that lean towards more physiological benefits as opposed to supporting the psychological-based needs of communities. As fundraisers, it is of course easier to gauge the power of a donation in pounds of food, the number of people housed, or any countless other ways that communities can be served. However, it is imperative that we also not overuse the things that are easier to gauge in place of discussing the needs that may be less quantifiable, such as mental health services.
Do you have thoughts or experiences related to these topics? I’d love to hear about hear about them! sdarrow@purposepossible.com
Collaborative Budgeting
How fiscal and development teams can work together to create a proactive budget for the next year.
On September 22, 2022, Laura Hennighausen was joined by Germeen Guillaume for a live webinar discussing 5 tips fiscal and development teams can use as they collaborate on budgeting. Germeen and Laura gave perspectives from both sides and used real world examples and solutions that can organizations can begin to implement immediately. Questions and comments were accepted and answered through the live streaming platforms.
If you have any questions about this webinar or the tips discussed please email info@purposepossible.com or reach out to the presenters directly.
Laura Henninghausen
Purpose Possible Director of Strategic Philanthropy
Germeen Y. Guillaume
CEO and Founder of Visionary Accounting Group
Why Commit to Continuous Quality Improvement
In May, we began the conversation on the importance of committing to a formal Continuous Quality Improvement Strategy (CQI) with an initial blog post on this relevant topic. In it, we posed the question “Do you have a clear strategy on how to track, evaluate, and articulate your impact?” If you remain unsure of your answer to this question, we want to share four reasons on why you should invest in a strategy to affirm delivering mission-aligned successful programs are top of mind at your organization.
4 Reasons to Track, Evaluate, and Articulate your Organization’s Impact
Chris Brodnan collaborates with Purpose Possible on a new suite of services, offering support to clients in tracking, evaluating, and articulating their organization’s impact. With more than 10 years in the nonprofit sector in Atlanta, including the last four as the Regional Program Director at a summer learning organization, she has extensive experience developing and leading quality improvement strategies. She is excited to share why this work is important to help fulfill your mission and ensure program quality and fidelity.
In May, we began the conversation on the importance of committing to a formal Continuous Quality Improvement Strategy (CQI) with an initial blog post on this relevant topic. In it, we posed the question “Do you have a clear strategy on how to track, evaluate, and articulate your impact?” If you remain unsure of your answer to this question, we want to share four reasons on why you should invest in a strategy to affirm delivering mission-aligned successful programs are top of mind at your organization.
1. Clear metrics demonstrate program strengths and opportunities
Without having an evaluation plan with clear and measurable data and outcomes, you cannot clearly define where your program is succeeding and in need of improvements. This can be particularly useful if you are running multiple programs from different locations - you may know some sites are more successful than others but without benchmarks, can you clearly articulate why? With a dashboard of aligned Key Performance Indicators (KPIs) to compare sites to one another, you can lean into what aspects of each program run well and where potential opportunities exist. Examples include number of attendees/participants, percentage of returning attendees/participants, and percentage growth of new attendees/participants.
2. Data provides power to make key decisions
Once you have developed KPIs and have clear benchmarks of what is working and what is not, you can be empowered to make potential tough decisions. Need to close a program site? The data can be a clear indicator of the rationale and arm you with the evidence you need to make a difficult call. On the flip side, have you discovered your secret to success that will allow you to scale your program? Now you can share that with funders and explain why they need to invest further in your work!
3. Evaluations tell a story of your impact
There is always a story behind the data that goes beyond quantifiable numbers. Just because you served a specific number of individuals how do you know were they better off because they came to your program? Evaluations, whether external assessments or internal surveys, provide complementary qualitative data that allow you to build on successes and share more broadly with stakeholders.
4. Improvement over time demonstrates long-term success and sustainability
When you are collecting year-over-year data as part of a CQI process, you are ideally setting the performance goals higher each year and adjusting your work to align with the feedback you received as part of your assessment. The longer you engage in this process, the more you can demonstrate annual improvements and ideally growth and sustainability in your work.
If your organization needs support with evaluation and metrics let us know! We are here to help! Feel free to contact Chris at cbrodnan@purposepossible.com or send a message to info@purposepossible.com to get more information on how we can help!