Congratulations! You have a new job, or a new staff person on your development team! Now what? This session will provide guidance for what to do in the first 30 days to set up yourself, or your new team member, for success. We will discuss a quick development audit, assessing your role on the team, setting realistic goals and key markers all within your first month on the job.

1. Ready, Set, Succeed!
Effective Onboarding For Fundraising Professionals
Alice L. Ferris, MBA, CFRE, ACFRE
Jim Anderson, CFRE

2. Why did you choose this session?

3. This Photo by Unknown Author is licensed under CC BY
• Where is this job on their
career path?
• What connection does this
person have to your cause?
• Is this a job, a career or a
calling?

5. This Photo by Unknown Author is licensed under CC BY-NC-ND

7. Possible goal categories
• Financial
• Contacts (advances)
• Minimum acceptable performance
• Stretch goals

8. “We have found that by reaching for…the impossible,
we often actually do the impossible”
Jack Welch

9. Personality Types
and Styles

10. This Photo by Unknown Author is licensed under CC BY
Top 5 analysis
• What unique strengths does this
person bring to your team?
• What strengths does your new
person share with other team
members?
• Do their strengths match their
responsibilities?

11. This Photo by Unknown Author is licensed under CC BY-NC
Principle/Ideals
• What IS good
• Right and Wrong
• Strict Code
• “Should”
VALS: Values and Lifestyles Segmentation

12. This Photo by Unknown Author is licensed under CC BY-NC
Achievement/Status
• What LOOKS good
• Role Conscious
• “Have to”
VALS: Values and Lifestyles Segmentation

13. This Photo by Unknown Author is licensed under CC BY-NC
Action/Self-Expression
• What FEELS good
• Emotional response
• Activity driven
• “Want to”
VALS: Values and Lifestyles Segmentation

14. Goal is to understand how to best
communicate with and reward them

15. Assessment and Planning

16. • Who are the current
donors?
• Donor Personas
• Historical performance if
applicable
• Key networks
• Vital Stats

17. This Photo by Unknown Author is licensed under CC BY
What makes this
organization tick?
• How other functions work

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This is also about
internal social networks

19. Meeting donors
• What’s their
charity of choice?

20. This Photo by Unknown Author is licensed under CC BY-SA
Picking
the
Big Rocks

21. Top 3 goals for 12 weeks
One must be financial

22. • Give the person an opportunity to ask for help!
• Help them “find their voice”
• Advances and Continuances
• Call reports
Regular Check In’s for the First 12 Weeks At Least

23. Professional Development

24. • AFP 360
• Identify training gaps

25. Beyond 12 Weeks
• What went well
• What didn’t go well
• Why?
• Professional development timeline
• Corrections if needed

26. Gallup Q12
• Do you know what is expected of you at work?
• Do you have the materials and equipment to do your work
right?
• At work, do you have the opportunity to do what you do best
every day?

27. • In the last seven days, have you received recognition or praise
for doing good work?
• Does your supervisor, or someone at work, seem to care about
you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?

28. • Does the mission/purpose of your company make you feel your
job is important?
• Are your associates (fellow employees) committed to doing
quality work?
• Do you have a best friend at work?

29. • In the last period, has someone at work talked to you about
your progress?
• In the last period, have you had opportunities to learn and
grow?

30. Key Takeaways
• Understand their motivations for this role and for reward
• Set concrete goals, but not too many
• Agree on where you are now
• Set a short term plan
• Check in frequently at the start
• Determine a professional development path
• Evaluate and correct promptly

31. Alice L. Ferris, MBA, CFRE, ACFRE
@aliceferris
Jim Anderson, CFRE
@goalbustersjim
goalbusters.net/free
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