non-profit category archive

Nonprofit revenues in the United States have fallen in recent years. In 2008, they took in a total of $1.9 trillion. In 2009 this had dropped by billions, and in 2010 the number will be still lower. Nonprofits are shutting down in some cases due to lack of funds. Others are staying open but cutting programs and letting workers go.

If nonprofits continue to suffer, it will harm our economy. Nearly 10% of our workforce is employed in the nonprofit sector. Projections estimate that by 2013 nearly a million nonprofit jobs will have been lost.

Because of this funding scare, many nonprofits are looking for new ways to raise money. The small scale fundraisers like bake sales and tournaments just won’t make up a shortfall on that scale. Instead, many nonprofits are turning to online fundraising instead.

There is a very simple system to online fundraising. Consumers are able to support their favorite nonprofit while shopping online. When a consumer makes a purchase at a participating merchant, such as Apple or BestBuy, a percentage of their total purchase is donated to their chosen nonprofit.

Via online fundraising, nonprofits have been able to raise millions of dollars in the past few years. The popularity of Internet fundraising is partly because it is so successful – but it is partly because it is free.

There’s no charge to setting up an online fundraising campaign. The nonprofit organization simply fills out a registration at an online fundraising website to start the ball rolling. Then, people can provide financial support when they shop at sponsoring sites.

Consumers are helping nonprofits, but are benefiting as well. Often shopping online brings discounts that aren’t offered in stores, and free shipping is frequently available.

Nonprofit fundraising efforts have really taken a dent from the recent economic turmoil, but online fundraising is helping to offset this. Consumers who are also nonprofit supporters are urged to shop online and make their purchases count.

Everyone has the potential for greatness. Most of us feel a sense of fulfillment and joy when we achieve at our potential. As a leader, the challenge is to raise people to their potential. How?

There are some long-standing formulas for providing workers with praise and prizes. The trouble is they are both long-standing and over-used. Therefore, most of us feel they are formulaic and sometimes insincere. At the same time, the concept is excellent and the intent is admirable. How can we improve upon the technique?

Let us start with a quick look at the flaws in the current system. A typical but over simplified example is leader who says in a staff meeting, “Sally is a great leader.”

Here are some negatives from it:

Winners and losers – Sally is the winner. Everyone else loses.

Reduces the feeling of being a team of peers – She received all of the recognition and everyone else is ranked below her.

It is less uplifting than it could be. When it is said about a person – She maybe thinking about all of the times she failed to justify the accolade and why others deserved it more.

Global – It is a global statement, which makes it impossible for anyone to learn from or model. It fails to provide information that will transform the performance of the group.

Impersonal – While it is about Sally, it could be said with her in the room or absent.

What are your thoughts on this quote, “Sally, I thought your handling of Project X was an example of great leadership.”?

It is transformational for both Sally and the group. She knows what she did and what she can do to perpetuate success. The group also has a working example of what is expected and valued. It is personal. It is the speaker’s thoughts about a specific event. No one loses and Sally is unlikely to disagree or wonder if others deserve it more. It is less unlikely to seem formulaic or insincere. It is also something that anyone can say to anyone. It is unnecessary for the leader to be the only one affirming team members. In summary, it creates a positive atmosphere.

Next Step:

Instead of praise for others, show your regard for them and their accomplishments (talk about specific events rather than generalities)

Encourage the other members of your team to use the same process as they interact with students, parents, donors, each other, etc.

Encourage everyone to use it in one-on-one and group settings

The purpose of praise is to help people find the motivation to reach higher. It is generally accepted that motivation comes from within. However, it can be influenced by one’s surroundings. As a leader, you have the potential to create a positive environment.

When we are held in high regard by others we are more likely to try harder, be more confident, and achieve more. The team you are part of has already changed many lives. The challenges you face in the future will continue to test the team’s ability to adapt and succeed. A team that is trying hard and has confidence is more likely to achieve more and reach a higher level of sustainability.

As you implement your plan to change the culture, you will notice a more positive atmosphere, improved teamwork, and increased optimism. It is better than win-win. It creates an all-win environment.