Hope

Hope.

It is that feeling – that knotted cordage – that we hold onto in the face of joyful anticipation or sorrowful despair.? It is that rare thing – an impulse endemic to every expressing of the human condition – regardless of race, creed or condition.? It has often been the necessary predicate for great innovation and discovery that has both elevated and oppressed.

Hope.

It is also something that – I find – is a potent toxin for advancement officers and offices.

Let me clarify that – not so much hope – more like wishful thinking.

With all of the hub bub in and around the imminent collapse of the mid – level and entry level donor that is floating around in the professional miasma (the hub bub – not the donors) – there is an increased emphasis – industry wide – on identifying, engaging, soliciting and effectively stewarding those annual donors who have the ability and the inclination to become major donors.

This exercise – developing a coterie of potential major donors – requires the building – dare I say it – of a ‘portfolio.’

I have spent a great deal of time considering the “what” and the “how” of major donor portfolios and the management thereof as of late - ?don’t blame me – I am still waiting for the 3rd season of The Bear and have some time on my hands.

It has been my experience – not as of late – but it has been my experience – that when considered in the context of major gift portfolios – we development officers can be hopeful people.

More than hopeful, actually – more like wishful.

I know a lot of development officers whose pipelines –whose very souls – if you will – are held hostage to tepid prospects.?

“What is your plan/schedule to solicit this prospect?”

I have heard this a great deal.

I have said this often.

“I/they/we <<insert pronoun of your choice>> need more time”

Time.

The most valuable asset any development officer has.

I have found that people in our profession – at all levels of management and experience – tend to hold onto every man and mouse in their pipelines in the hope of garnering their support.

I have also found that “we know” – we know when someone is not going to invest in our organization/cause.

For those of us in management – we need to promote a sense of ‘honest assessment’ with our team members and to encourage them to engage the people seeking engagement.