Spokes | Resources for Nonprofits

Find Us On Social Media:

2020 Trends in Nonprofit Fundraising

by

It’s time for planning year-end appeals as well as your 2020 fundraising strategies. Raising money for nonprofits is never easy, but it’s a perpetual necessity for survival. As 2019 comes to an end, it’s important to take the time to learn about new fundraising trends for 2020.

A report from Giving USA 2019 revealed a decline in donation from mid-level donors who make gifts less than $250 and between $250 and $999 respectively. This was expected due to the 2018 tax reforms that allowed a standard tax deduction for individuals and couples without having to itemize donations. That’s why nonprofits will need to become even more proficient at engaging donors by highlighting their good works and relevancy of their missions.

Take Advantage of the “Election Effect”
Many nonprofit leaders are surprised that an election year can have an impact on philanthropy, especially if the focus of your nonprofit mission has been in the news. For instance, research showed the 2016 elections resulted in a flood of donations to issues and causes related to civil rights, social action, and advocacy organizations. Donors acquired during election periods prove to stay with a cause for around 18 months or more. Just be sure you avoid getting involved with politics and focus on advocating for your mission and educating the public about what you do to avoid jeopardizing your nonprofit status. Are there ways you could take advantage of this election season to find people who are passionate about your mission? 
 
Put Effort into Building Donor Loyalty
Donors are developing a new attitude about giving as they don’t want to be just a “number” to a nonprofit. Instead, donors want to develop a special connection with a nonprofit’s cause through personalized attention and communications. That means taking time to build relationships with current and potential donors. What are their cares and concerns? Get to know what donors are really concerned about and keep them informed about how your nonprofit addresses those issues. Share examples of how supporting your mission has made an impact on a cause they care about via newsletters, emails, articles on your website, social media posts, and individualized thank you-letters.
 
Make Giving Easy
Donors might want to donate to your nonprofit but it might be difficult to give a lump sum all at once. Some nonprofits are seeing an increase in giving by providing recurring subscription donation opportunities. This is another area that was found to be particularly relevant following the 2016 election when awareness of certain social causes was high. In 2018, it was found that donor membership programs accounted for 77% of total online revenue for nonprofits who offered them. These programs boosted donor loyalty as well as total revenue. Establishing opportunities to give smaller amounts on a regular basis can help expand the donor base. Consider creating a membership program that offers benefits related to your mission for regular donors. 

Also consider promoting the option of corporate matching gift programs to your supporters. Many employers have programs to match funds their employees donate to nonprofit causes. In fact, according to Double the Donation, an estimated $4-$7 billion in matching gift funds goes unclaimed each year. If donors make a gift to their nonprofit and then apply to their employers to match those funds, the the donor can essentially double their contribution to their favorite nonprofit!
 
Keeping fundraising trends in mind can be very helpful as you plan your 2020 giving strategy. Check out the additional resources for more ideas.
 
Additional Resources

Top Five Fundraising trends in 2020 


12 Nonprofit Trends We’re Likely to See In 2020, According To Experts 


 

Self-Care = A Healthy Happy Nonprofit

by

Beth Kanter, guest speaker and facilitator of the first Spokes Nonprofit Symposium, engaged participants with her insights and resourceful approaches to organizational health in the workshop based on her book, The Happy Healthy Nonprofit. The Symposium was held on Friday, November 15, 2019.

According to Kanter, self-care is not a luxury but something that should be a part of how you do your work in order to get better results. “Creating a culture of wellbeing has benefits that are measurable, and these include things like fewer absences and sick days, lower health care costs, higher employee work satisfaction, and the ability to attract top talent and retain them.”  Self-care leads to more successful networking, happier staff and volunteers, and more peace of mind for nonprofit leaders and Board members. Symposium attendees agreed that taking time for self-care in the workplace is not only needed, but is a crucial component to the overall morale and productivity in the nonprofit organization.

Beth asked attendees to take some time to analyze and actualize a new type of self-care for themselves so they can avoid burn-out.  This included a demonstration of exercises featuring “4 Mindful Moment Techniques You Can Practice During Your Workday.”

The “Three Minute Mental Vacation Break” provided an easy and realistic practice to apply to any nonprofit leader’s busy schedule. In this exercise, Beth took attendees on a mini-vacation to Hawaii with a slideshow of sandy beaches and flowing waterfalls, set to the joyful rhythm of Israel Kamakawiwoʻole’s song Somewhere Over The Rainbow.

What is your self-care plan, and how can you improve it or build time into your day to begin it?  As Beth suggests, “A written Self-Care Plan does not have to be a long document.  In fact, the shorter, the better to start.  You can always add to it as you progress through your self-care practices.  Make a list of your Practice Goals or the specific actions you plan on taking to attend to your self-care.”

Overall, participants in this morning workshop walked away with a detailed personal plan for their self-care and multiple concepts and tips to share with staff in the workplace.

Relevant Trending Articles:

Taking a Break from Work: It Is Called a Vacation! Beth Kanter /

Self-Care Through Resiliency, Rhythms and Community

https://www.nonprofitpro.com/article/self-care-resiliency-rhythms-community/

Increase Your Skill Set: The Benefits of a Nonprofit Symposium

by

Register for the Spokes Nonprofit Symposium, Friday, November 15, 2019.

What would possess a hard-working, seriously busy nonprofit leader to take time from a hectic schedule and spend an entire work day at a nonprofit symposium? In light of all a nonprofit leader has to do, it may appear impractical to consider stepping away from responsibilities for even a day. But when you look at what is gained from attending a professional educational event, the benefits far outweigh everything else.

One purpose of an in-depth nonprofit symposium is to provide a time and space for like-minded professionals to come together to learn, discuss their thoughts, create new ideas, and get motivated. High-level educational gatherings can greatly enhance the professional development of a nonprofit leader.  You can enrich your professional and personal insights by learning from seasoned industry professionals who can answer questions and customize information on the spot. Accessing this type of information at work with all its distractions would often not be possible.

Time spent pursuing self-improvement is invaluable. Improving yourself through educational experiences can boost you as an individual, and have a positive effect on those around you. Here are three excellent reasons to give yourself the gift of a professional learning experience as a nonprofit leader.

  1. Professional Benefits: Expanding your leadership skills is a primary reason to attend a professional gathering. Conferences are designed to focus on specialized information, and no two conferences are alike even if the same, or similar information is provided. The people and mindsets vary as well as the conversations. If you don’t attend the symposium yourself, people can tell you all about it but you’ll never be able to have the same first-hand experience you get when you’re actually in the room. Even with all the free-flowing information available from various sources, there’s nothing like the experience of being in close contact with a professional presenter who is sharing new knowledge.
  2. Social Benefits: Advancement in your professional career includes learning how to network and create strategic relationships with others. Participating in a symposium with peers who are seeking similar new knowledge provides unique social benefits. You get to mingle with professionals in your field to share thoughts and information on the latest research and key concepts. This can make your thinking more strategic as you engage in high-level discussions that help refine your ideas.  Plus, you not only meet new people but you give others the opportunity to meet you to build connections that might otherwise never take place.   
  3. Fresh Perspective: Exposure to new concepts and practices is truly the most valuable reason to participate in a symposium or conference. The world continues to change unpredictably, and fresh ideas are imperative for a leader’s effectiveness in operating a nonprofit organization.  Meeting other attendees with different experiences and thought processes can be the best way to energize and inspire you as you move forward. You have the opportunity to engage in conversations that let you think outside of the box while learning from professionals who make studying new concepts a regular part of their life. Additionally, you can find solutions to problems you have today or may confront in the future.

Seeking growth as a professional and finding the best way to stay current and successful in your field can be tough to do on your own. Join us on November 15 for the Spokes Nonprofit Symposium featuring internationally acclaimed facilitator Beth Kanter. Spend the day with an expert in nonprofit management along with professional peers from all over the Central Coast. Challenge yourself to step away from your daily routine, and prepare to immerse yourself in an enlightening, interactive learning experience!

For more information or to register for the Symposium, please click here.

Additional Resources:


12 Reasons You Should Attend Conferences. https://www.takeflyte.com/reasons-to-attend-conferences

Understanding the Basics of Board Roles

by

It is probably fair to say that nonprofit board members desire to do a good job supporting their nonprofit and its leader. That includes board members who only attend a meeting periodically as well as the ones that try to assist in every way possible including guiding staff in their tasks (which is the job of the Executive Director!).  It’s easy to feel upset with board members who fail to carry out their roles properly as this can cause frustration to nonprofit leaders who don’t feel properly supported.

Certainly new and even returning board members are doing what they believe is best to assist the nonprofit organization. Community volunteers who join a board bring their own areas of expertise to the board table in hopes they can make a valuable contribution; however, the majority have never received formal training in board governance. And what a board member doesn’t know can be hurtful to relationships with staff and possibly even harmful to the nonprofit in some situations.

Listed below are fundamental areas where board members may need training so they can fully understand their responsibilities in guiding the nonprofit as well as its working relationship with the staff.   

  • Boards Govern: One of the most important keys for meaningful direction is to remember that the role of the board of directors is to govern, not manage, the nonprofit. Managing is the role of the nonprofit Executive Director (ED) or Chief Operating Officer (CEO). To govern means to carry out responsibilities as the legal guardian of the nonprofit organization. Each board member is accountable for the financial and organizational well-being of the nonprofit. They work with the nonprofit leader to adapt a strategic plan, budget, and other ruling policies and procedures. Once these guidelines are established, it is the role of the ED/CEO to put the plans into action by developing specific programs and activities needed to meet the stated goals.  
  • Boards Function as a Collective: Many board members do not realize that a board functions as one collective body to govern the nonprofit. No individual board member, including board officers, has the authority to act alone on behalf of the nonprofit. Board committees are a part of the team as well, and should not take action on behalf of the nonprofit without specific board approval. To maintain accountability, a board of directors should develop clear policies pertaining to the actions of board members which (1) define their scope of authority, and (2) offer a comprehensive guide for making board decisions. Providing structure to address routine as well as unexpected issues and concerns helps the board to function more cohesively.
  • Boards Determine Why: The board clearly defines the nonprofit’s mission and provides guidance as to what the nonprofit needs to do to best serve their clients. The ED/CEO and staff then develop procedures and initiate activities, programs or other methods to reach the client base. All board actions and activities should focus on promoting and supporting these specific mission goals.
  • Boards Determine Outcome: Determining outcomes that give the nonprofit credibility and success in the community is a crucial concern for the board. Every nonprofit needs to show some type of outcome in how effectively it communicates its mission and principles to the public. Outputs are the way the organization measures what it accomplishes within a given period of time. For instance, how many people are housed, how many vaccinations are provided, and so on. Results from the nonprofit’s programs and activities are evaluated by the board to assess how well these outputs measure characteristics such as attitudes, behaviors, or circumstances, as well as the effectiveness of the current programs and activities in general.
  • Boards Set Policy: Policies supplement the nonprofit’s articles of incorporation and bylaws by establishing a set of rules and procedures, such as the Board Member Agreement, Code of Conduct, Conflict of Interest, Document Retention and Destruction, Gift Acceptance, Nondiscrimination, and Whistleblower policies. Some nonprofits might need additional policies depending on their mission. Once in place, the ED/CEO and staff initiate procedures to ensure these policies are followed by the board and in all areas of the nonprofit organization.

Training a nonprofit’s board members is time and effort well spent. The more they understand the complexities of board and staff roles, and the more insight and governing expertise they acquire, the better prepared they will be to act skillfully as guardians of the nonprofit and supporters of its leaders. Spokes offers its full-day Board Academy as well as individual trainings for specific boards upon request. Give us a call to discuss your board training needs.  

Additional Resources:

What is the Meaning of Board Governance?

https://boardmanagement.com/blog/meaning-board-governance/

The Difference Between Governance and Management

The Difference Between Governance and Management

Sexual Harassment Training: What Do You Need to Know?

by

In recent years, the issue of sexual harassment has received more media attention than any other ethics and compliance issue. New mandatory training requirements on preventing sexual harassment in the workplace have also recently been implemented by the State of California. Nonprofit leaders and staff need to make sure they learn what these updated policies are, and that the organization has adequate safeguards and responsive reporting tools in place so employees can feel protected and supported in the workplace.

What Constitutes Sexual Harassment in the Workplace?

Overall, sexual harassment is unwelcome conduct of a sexual nature that is persistent or offensive and interferes with an employee’s job performance or creates an intimidating, hostile or offensive work environment. Sexual harassment is defined by the federal Equal Employment Opportunity Commission as:

“unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example: (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,

(b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.”

The above is a general summary of the more detailed definition; however, the different types and degrees of sexual harassment behaviors need to be understood as well. For instance, sexual harassment can be physical, psychological, or a combination of both. And while any one incident may not be considered harassment on its own, when several incidents occur or the offensive behavior becomes persistent, that can result in sexual harassment. The expanded training requirements for sexual harassment prevention likely will result in a longer list of actions that a nonprofit leader needs to become fully informed about and prepared to execute.

Who Must Understand this Issue?

Everyone in the workplace needs to understand the issue of sexual harassment and other types of discrimination and harassment. The #MeToo Movement has brought much-needed attention to this issue by empowering people suffering from sexual harassment to speak out and report these behaviors. It is crucial that employers recognize their responsibility to protect their employees (as well as the organization’s good standing in the community) by implementing a set of procedures that allows employees to report sexual harassment with confidence and without fear of retribution or recrimination.

Employees should report any concerns about sexual harassment or inappropriate sexual conduct to the Human Resources (HR) director or a supervisor or manager as soon as possible. It is the responsibility of the HR director, manager or supervisor to take immediate and fair action when they have any knowledge of sexual harassment whether or not there has been a written or formal complaint.

After an investigation of a complaint, employees who are found to have violated the sexual harassment policy are subject to appropriate discipline. This can range from the mandatory minimum discipline of a written reprimand to termination of employment. In some cases, the person may also be subject to civil damages or criminal penalties.

Who Needs to Be Trained? 

In prior years, only supervisors in an organization with 50 or more staff were legally required to take sexual harassment training. However, in 2018, California’s legislature passed SB 1343, which expanded the classification of employees who are required to receive training on sexual harassment. By January 1, 2020, employers with at least five employees must provide: (1) at least two hours of sexual harassment prevention training to all supervisory employees, and (2) at least one hour of sexual harassment prevention training to all non-supervisory employees in California within six months of their hire. The training must be provided once every two years.

Employers must provide sexual harassment prevention training to temporary or seasonal employees within 30 calendar days after their hire date or within 100 hours worked if the employee is contracted to work for less than six months. In the case of a temporary employee employed by a temporary services employer (as defined by the California Labor Code) to perform services for clients, the training must be provided by the temporary services employer, not the client.

Employers who provide the required trainings after January 1, 2019, are not required to comply with the January 1, 2020 deadline.

As a nonprofit employer, it’s imperative to understand the significance and scope of this ruling. Now more than ever it’s essential for employers to create a workplace culture where everyone feels safe and respected. Employers need to become aware of contemporary and emerging issues faced by people of all backgrounds, and seek the training necessary for themselves and their staff to prevent, recognize or address any potential sexual harassment issues that may arise.

Spokes Sexual Harassment Training Workshop

Spokes is presenting a Preventing Sexual Harassment and Discrimination workshop on Tuesday, September 17, at the Spokes office in San Luis Obispo. Find out how to prevent abusive conduct, sexual harassment and discrimination with this high-energy and interactive course. Fully compliant with California AB 1825, proof of attendance and a certification of completion will be provided at the end of successful completion of the course. Click here to sign up online.

Additional Resources:

Sexual Harassment in the Nonprofit Workplace

U.S. Equal Employment Opportunity Commission: Facts about Sexual Harassment 

Sexual Orientation Discrimination: Your Rights

Guiding nonprofits to achieve their goals through support and expert resources.

How Can We Make A Difference Together?

Spokes welcomes local professionals who would like to share their expertise in support of the nonprofit sector.

Get Started Contributing

Recent Articles