diDo F2F Training

Are you managing problems instead of driving progress? Take the free scorecard to see what’s missing from your program - https://bit.ly/4aQrFN2 Firefighting is exhausting. A clear strategy keeps you ahead of the flames. Instead of constantly replacing fundraisers, what if you fixed the reasons they leave?

Two Simple Ways to Build a Strong Culture ? The goal of any face-to-face fundraising project – whether in-house, hybrid, or agency – is simple: secure as many quality sign-ups as possible. But beyond targets and skills, one thing truly makes a difference: culture. What Is Culture? ??? Culture is the set of values and assumptions that shape how your team interacts, solves problems, and behaves when no one is watching. Performance and culture are like a bird’s wings ???, both are needed to soar. A weak culture breeds low morale, tension, and toxic behaviors. A strong one? It fuels growth, trust, and results. Here’s where to start: 1. Leaders Who Genuinely Care ?? People aren’t just numbers in a spreadsheet. Results matter, but so do the people who achieve them. If you neglect them, you might get short-term gains but lose long-term success. I learned this early as a team coordinator. A client insisted we attend an event, but my team wasn’t willing. Instead of forcing them, I had a tough conversation with the client. The result? We ended the year with 4,500 sign-ups – proof that leadership built on trust pays off. 2. Open Communication ??? We communicate daily with donors – why not within our own teams? When people feel heard, engagement rises, tension drops, and growth happens. Real listening means no interruptions, no quick judgments. A simple “It sounds like you’re frustrated because…” can go a long way in making someone feel understood. And a culture of listening creates better leaders. Culture Drives Performance ?? Strong culture lowers stress, boosts morale, and improves performance. If you want results, focus on your people. What’s worked for you? Drop a comment or send me an email at [email protected]. Until next time, stay inspired and trust the process. PS: Check out our website for more info – didof2f.com

What’s holding your team back from reaching its full potential? Strong leadership unlocks performance. Take the free scorecard to identify your leadership strengths and key areas for improvement https://bit.ly/4aQrFN2 Want to find out more? Check our website as well - didof2f.com

The Architecture of a F2F Project Every F2F fundraising project aims to achieve the highest number of quality sign-ups in the shortest time. To succeed, you need two key elements: performance and culture. 1. Performance: The Engine of Your Project ?? Performance starts with well-trained fundraisers and leaders. Training is all about skills and competences. Some examples can be: rapport-building, storytelling, and handling objections or for leaders, coaching, training, conflict resolution, etc But training alone isn’t enough, mindset is also important. Success means understanding that every challenge is a chance to learn. That’s why we use the ODP framework: setting objectives for outcomes, development, and processes. Fundraisers don’t just track sign-ups; they focus on mastering the skills that generate results. 2. Culture: The Soul of Your Organization ?? Culture defines how people behave even when no one is watching. A toxic culture leads to high turnover, while a strong one keeps teams engaged. To build a great culture: ?? Live your values – Leaders must show themselves the behaviors they expect. ?? Strengthen relationships – People stay where they feel valued. Create spaces for real connection. ?? Communicate effectively – Use structured tools like Nonviolent Communication (NVC) ??? and Leadership Effectiveness Training (LET) ??. Our “Virtue Minute” in team meetings fosters open discussions and emotional alignment. ?? The Ultimate Goal A great F2F project balances high-quality sign-ups with a motivated, engaged team. Leaders set the tone by shaping the standards and systems that define the team’s experience. Success takes time and effort, and it’s worth it. Build your culture. Strengthen performance. Be ready when opportunity knocks: "It’s better to be prepared for an opportunity and not have one than to have an opportunity and not be prepared." ? Until next time, stay inspired and Trust The Process! PS: if you need any support, feedback or connection, feel free to reach out at [email protected] or visit didof2f.com

Are your fundraisers busy but not delivering results? Take the free scorecard to see what’s missing from your program - https://bit.ly/4aQrFN2 Activity doesn’t always mean progress. A fundraiser can have 50 conversations a day, but if they’re not engaging the right way, those chats won’t turn into donors. PS: check out didof2f.com for more info

6 Human Needs That Reduce Turnover in Face-to-Face Fundraising If you’re leading a fundraising team, you already know, your program’s success depends on your fundraisers. And yet, people come and go faster than raindrops on a car window. ?? Why do they leave? Sometimes it’s life, moving, career shifts, new priorities. Other times, it’s something you can influence: pay, team dynamics, growth opportunities. And if you want to keep your team, you need to meet their needs. A simple way to think about this? Tony Robbins’ six human needs – check the longer video here: https://bit.ly/4bF9ava ? Security – If fundraisers can’t rely on fair pay, they’ll be looking for the next job before you even realize it. ?? Variety – Same routine every day? People disengage. Switch up locations, add challenges, make the job fun and dynamic. ?? Significance – People want to feel valued. Give them training, career growth, leadership opportunities. ?? Connection – Team bonds matter. A strong culture, open communication, and trust keep people together. ?? Growth – When people develop, they stay. Help them build skills and advance, and they’ll be invested in the work. Also, this means they become stronger assets for your organization. ?? Contribution – Fundraising already makes an impact, but mentorship can deepen this even further. Meet these needs, and your turnover drops. Simple as that. For me, growth is the most inspiring of all these days. Seeing people push their limits, step up, and own their progress, that’s what keeps me going. What about you? How do you keep your team engaged and turnover low? Drop a comment or send me an email at [email protected]. ? Until next time, stay inspired and Trust The Process! PS: check out our website for more info didof2f.com

Tired of losing your best fundraisers? Take the free scorecard to see what’s missing from your program - https://bit.ly/4aQrFN2 Great fundraisers don’t just leave for better pay, they leave for better culture, leadership, and growth opportunities. Keep them before the competition does. ?PS: for more info, check out didof2f.com?

What's the vision for your F2F program? ?? The difference between success and failure often comes down to having a long-term vision and a clear plan to get there. When you know your destination, navigating obstacles becomes easier, and stress takes a back seat to clarity. Most people set goals year by year, aligning the next with the one that just passed. It makes sense, but it’s limiting. If you only plan one step at a time, you might miss bigger opportunities, waste energy, and slow down growth. A Better Approach? ?? Long-term (3-5 years): Where do you really want to be? What markets do you want to enter? What strategic investments will get you there? Medium-term (1-2 years): Knowing the big picture helps you shape internal expansion, events, key hires or maybe even locations (if your teams face cold weather) ??? Short-term (monthly, weekly, daily): What actions move you forward today? How do you adjust processes, meetings, and team priorities to stay on course? ?? When these layers connect, decisions become easier. If you know where you want to be in five years, today’s priorities are clear. Clarity saves time, drives better choices, and keeps you from drifting off track. ?? It’s often said, where there’s no vision, people perish. The longer your horizon, the better you can navigate milestones, adjust strategies, and make data-driven decisions. So, start with the end in mind. ?? Review your progress with perspective. Invest daily and monthly efforts wisely. Celebrate wins, fix what’s broken, and balance culture with performance. Whether you're leading a new program or a seasoned one, if you need support, we’re here. Check out our website – didof2f.com Until next time, stay inspired and Trust The Process! ? PS: if you need direct support, give me a holler at [email protected]

Does leadership feel like putting out fires all day? Take the free scorecard to see what’s missing from your program - https://bit.ly/4aQrFN2 Great leadership isn’t about fixing problems, it’s about building something that works. If you’re spending all your time on no-shows, low morale, and last-minute fixes, it’s time to change the system, not just the symptoms. PS: for more info, check out didof2f.com

How to Prevent Conflicts in Your F2F Team ? Where there are people, there will be conflicts. It’s just how things work. But a strong F2F team doesn’t just fix conflicts, it prevents them. After eight years of building teams, I’ve learned one simple truth: people need a way to express frustrations without breaking relationships. They need to feel heard, not blamed. That’s where the Confrontation Message comes in. It’s a way to address issues before they turn into real problems. Here’s how it works: ?? Describe the behavior, not the person Say what happened, not what kind of person they are. Calling someone “lazy” or “unfair” won’t solve anything—it just makes things worse. Instead, focus on actions. ?? Say how it made you feel Be real. Were you frustrated? Disappointed? Overwhelmed? When you share honestly, the other person is more likely to listen instead of getting defensive. ?? Explain why it matters Every action has an impact. Maybe missing a meeting threw off your plans. Maybe a last-minute change made fieldwork harder. People respond better when they understand the bigger picture. ? For example: "Hey Florin, I saw you missed the team leader meeting and didn’t let me know. That really threw me off because I had planned the session assuming everyone would be there. It made it harder to keep things on track." This approach isn’t just theory, it’s a game-changer. ?? It’s inspired by Nonviolent Communication (NVC) and Leadership Effectiveness Training (LET), both proven methods for building strong teams. If you want to dive deeper, we’ve got a Leadership Program Waitlist that covers this and more - https://bit.ly/4huJqDZ Until then, stay inspired and Trust The Process. PS: if you need any feedback, support or a brief chat, reach out at [email protected]