Here's how you can navigate counteroffers in salary negotiations in the fundraising industry.

Knowing your worth starts with knowing YOU. How do you seek to really know yourself and your unique value proposition, and how that translates into negotiating strength? My experience recommends talking first with close colleagues and managers - ask them to describe your assets and strengths; your differentiators and style; what makes you a winning fundraiser. Seriously - write this all down! This is part of the package of your unique you that you want to of course demonstrate through the interview process, and then to highlight and amplify in negotiations (especially highlighting specific examples of value added, of successes, etc).

Alrighty! Negotiation time can feel like walking a tightrope. But here's the secret weapon: knowing your worth! Before you even step into the room, do your research. Find out what folks with your experience level typically earn in fundraising. Don't forget to consider your special skills too, like crushing those big donations or being a master of a specific fundraising method. With this info in your back pocket, you can confidently ask for what you deserve and back up your counteroffer when the time comes. Boom! Negotiation ninja.

Few things more important than preparing in negotiation - and not just preparing for you (your value, your needs, your interests) but especially preparing for/as your counterpart! It's vital to think deeply, and to write down, what you believe the interests, needs, non-negotiables, priorities, and desired outcomes are of the person with whom you'll be negotiating. The prepared negotiator is just as interested in their negotiating partner's concerns and interests as they are in their own.

I'd suggest from experience that part of the "right timing" actually has to do with considering the timing needs of your negotiating partner - when are optimal timings for your negotiating partner, and the org, for this conversation to land well?

As you make your counteroffer, begin by framing with your "why" in your interest in the job - with a mission focus. In the nonprofit world, keeping things focused on what the organization is doing in the world is crucial. Lead with how you can make a difference, then make your counteroffer - which should include not just salary but any relocation, bonus or added benefits. Then, close with again how you can make an impact, reiterating the reasons the leadership wanted to hire you. Be ready for a response to take time. Nonprofit leaders rarely can instantly act on counter offers, and must consult with other stakeholders.

What's vital to clear communication? Good active listening. Let your negotiating partner talk - this is incredibly helpful for you! The more they talk, the more you learn, and it can be helpful to use a mirrored listening style where you literally reflect back what is being said to you, and checking that playback tape for understanding, before commenting on the content of what has been said (if at all). To be a better communicator in negotiations, be a better listener.

From my experience, taking a whole package/whole person approach to your needs and considerations - and the needs and considerations of your negotiating partner - is tremendously helpful. And this just doesn't have to do with salary and benefits: it has to do with whatever is important to you, which could include: 1) hours/scheduling/remote/hybrid work environments, 2) time off and flex time, 3) professional development support, 4) managerial scope and reporting structure, 5) coaching support, 6) title, 7) and so much more!