Grantsmanship Training Coming in May

logo_blue-taglineHURRY! Half Scholarships still available…

We know that some smaller organizations doing great work struggle to fit training into their budget. So The Grantsmanship Center provides a limited number of half-scholarships for every Grantsmanship Training Program offered to the public. The recipients must be working with nonprofit organizations that have 501(c)(3) IRS designation and budgets of $750,000 or less.  Learn more here.


The Paul Clarke Nonprofit Resource Center is pleased to announce that we’ll be hosting the Grantsmanship Center five-day training from May 14-19, 2017.

… if you want the comprehensive, in-depth experience that gives you a solid grasp on the world of grants, in only five action-packed days, you want the Grantsmanship Training Program

This training is considered to be one of the best, and as an alumni of the both the signature Grantsmanship Training Program® and Competing for Federal Grants I concur.

What to expect?

Time commitment:

Monday, Tuesday & Thursday hours: 8:30am – 5:30pm
Wed. – option to stay longer
Friday – ends at 1pm

Synopsis:

  • Planning programs
  • Writing proposals
  • Finding & working with funders
  • Extensive planning exercises
  • Teams draft & review proposals

Tuition: $995

Discount:

  • $50 for additional people from the same organization.
  • $100 Early Bird discount 6 weeks in advance; only 1 discount per person.

Follow-Up Support

  • 1 proposal review
  • 1 year Full Membership benefits
  • Another from org gets 1/2 cost tuition
  • Training discounts
  • Publications discounts
  • Consulting discounts
  • Benefits from Strategic Partners

Read the full description of the class on the Grantsmanship Center website.  Registration and payment is made to the Grantsmanship Center.

Job Opportunity – Embassy Theatre Events Manager

Events Manager

Manage Embassy events, stage and private, with emphasis on private rentals/special events sales. This year-round position with a Tuesday-Saturday work week requires evening and weekend hours. Salary starts at $32,000. Send resume, three references and cover letter via e-mail to Kelly Maahs, kmaahs@fwembassytheatre.org or mail to Embassy Theatre, front of house director, 125 W. Jefferson Blvd., Fort Wayne, IN 46802, by May 15.

Volunteer recognition by generation

Generational differences influence how people seek recognition.

When I was a child my mother volunteered at a local nursing home. She transported patients in wheel chairs and painted the ladies fingernails. Like many of her friends, she looked forward to the annual Volunteer Recognition Luncheon. Ladies understood that this was a dress-up occasion and everyone wore a stunning hat and white gloves. She knew that she would be publicly thanked and receive a small token for her dedication and service. She might even be awarded another service pin announcing the number of hours that she had served.

My how things have changed! I, nor anyone of my friends, would welcome an event like that today!

Maybe it’s the times we live in or the way groups of generations are bottled together? But different age groups are motivated differently. Let’s look at the groups and what motivates them and how they want to be recognized:

The Silent Generation (1925-1945)-This was my mother’s group. These Volunteers who fall in the silent generation are motivated by public and formal recognition events. Honoring years of service, pins, certificates and useful items are ideas on how to recognize people who fall into this generation.

Baby Boomers (1946-1964)-This is my generation. Don’t bother with meaningless trinkets. Baby boomers seek recognition that will recognize their leadership, expertise, hard work or commitment to a program. How about providing them with name tags? Maybe send them personal thank you notes that thank they for sharing their time and talent

Generation X (1965-1980)-This group are flattered by being recognized for their creativity and contributions. Avoid public recognition events. Find activities that include their family and children. Connect with them on a one-to-one bases. Email or social media works too.

Millennials (1981-present)-Millennials are collaborators. Avoid traditional recognition events. But reward them by asking for feedback, reference letters, and a verbal thank you. They may like movie passes or a gift card.

Not every volunteer will fall into one of the above categories. So maybe a varied approach to volunteer recognition might be best. As volunteer managers, we have to learn what type of recognition approach works best with each individual and take time to learn what type of recognition is the most meaningful to them. Sometimes it takes a year full of thought and planning. It does not all have to happen during Volunteer Week!

 

*Post written by Jean Joley, Executive Director at Volunteer Center RSVP

Job Opportunity – PBS39 Corporate Development Account Executive

CORPORATE DEVELOPMENT        ACCOUNT EXECUTIVE

Join the PBS team, ranked #1 in public trust. PBS39 provides high quality telecommunications services which enhance the quality of life in the communities we serve through educational, informational, cultural and entertaining programs and services, seeks a sales professional. Reporting to the Corporate Development Manager, the selected individual be trained and exposed to PBS39 production, programming and fundraising protocols.
Description: With a career in sales at WFWA PBS39, you will have the opportunity to reach your maximum potential while directly impacting growth of the station and its clients. As a Corporate Development Account Executive your primary responsibility will be to generate new business and maintain existing sponsors through great customer service.
The ideal candidate will possess a true passion for developing new business, and have the ability to persuade and influence others. This person will also exhibit excellent communication skills, consistent work ethic, and be achievement oriented and self-motivated.
Role Expectations:

  • Meet and exceed revenue targets.
  • Initiate sales process by prospecting, scheduling appointments, making presentations, understanding client business needs, developing proposals, and closing sales.
  • Develop aggressive market strategies by monitoring competitive products, trends, and client reactions.
  • Build diverse client portfolios by crafting strategic solutions around PBS39’s unique products and services.
  • Actively manage, service, and grow multiple accounts.
  • Deliver consistent value and service that ensures the client considers you a strategic partner, and enables PBS39 to capture repeat and incremental business.

Minimum Qualifications:

  • A bachelor’s degree is required; candidates with Media, Marketing or Sales specialization will be preferred,
  • A strong client service outlook and the ability to represent PBS39 with the highest degree of professionalism are essential,
  • A working knowledge of the Fort Wayne metro area,
  • Knowledge of PCs (Windows programs and spread sheet applications desirable) and standard office equipment.
  • Must possess a valid driver’s license and good driving record.

Talent Competencies:

  • Seizes Opportunities
  • Builds Rapport
  • Demonstrates Flexibility/Resilience
  • Develops and Maintains Relationships
  • Persuades and Influences
  • Achievement oriented and self-motivated,
  • Possess leadership qualities
  • Excellent verbal and written communication skills,
  • Able to follow through on tasks
  • Be able to work with tight deadlines under pressure and meet sales targets.
  • Good negotiation and convincing skills
  • Should be confident and a good team player
  • Must have excellent presentation and public speaking skills

COMPENSATION AND BENEFITS:
Compensation shall be base pay plus commission with a comprehensive benefit plan

  • Health insurance
  • Retirement plan
  • Managed time off
  • Holidays
  • Life & accidental death/dismemberment insurance
  • Short-term disability

WFWA (PBS39) is an equal opportunity employer and encourages applications from qualified candidates without regard for race, color, national origin, religion, age, disability, or military status. Candidates of interest will be contacted.
Review of applications begins immediately and will continue until the position is filled. We thank all applicants for their interest, however, only those selected for an interview will be contacted.

WFWA PBS39

2501 E. Coliseum Blvd.

Fort Wayne, IN 46805-1562

Email: humanresources@wfwa.org

Job Opportunity – Women’s Bureau Clinical Counselor

Position: Clinical Counselor

  • The Clinical Counselor will work with the residents in the Transitions residential substance abuse treatment program. The duties for this position include: weekly therapeutic one-on-one counseling with all clients ; complete assessments and treatment plans on clients, facilitation of weekly therapy group sessions; assist with case management services to families as necessary; make appropriate referrals for outside counseling for clients and children; complete all required documentation using an electronic records system.
  • The Clinical Counselor will also participate in weekly treatment team meetings, monthly staff and in-service meetings; maintain professional relationships with referral and community resources; and be part of the clinical staff on-call rotation.
  • The Clinical Counselor answers to the Clinical Director and is expected to perform other duties as directed.
  • This is a full time position with some evening and weekend hours. Flexibility in scheduling.

Please send cover letter and resume by May 5 to lhagerty@womensbureau.org. Due to the anticipated number of resumes you will be contacted only if you are chosen for an interview. No phone calls please.

Job Opportunity – Science Central Visitor Services Specialist

POSITION: Visitor Services Specialist

POSITION DESCRIPTION: Involvement in an informal, hands-on, educational science center (physical, natural and applied sciences); represent Science Central as the first staff that visitors see when they enter the building; the position is responsible for presenting a positive and friendly image to all visitors during the admissions process (greet visitors, sell admissions tickets, communicate information about daily activities, promote and sell memberships) and during their stay (serve visitors at an information desk, handle Gift Shop transactions); daily visitor services activities include greet general public, school groups and special groups into the building; deal with issues such as lost kids or upset visitors in a tactful and patient manner; communicate with visitors and staff in a courteous and professional way.

REQUIRED SKILLS: Must be able to multi-task in a fast-paced chaotic environment; demonstrated ability to work independently, taking responsibility for the ever-changing needs of a sales/retail environment in a family-oriented atmosphere; must like people, comfortable and patient working with customers of all types, ages and backgrounds; cheerful and professional in attitude and appearance, prepared and flexible; responsible and organized; creative problem solver; sense of humor; interest in science; must have “sales” skills and comfortable encouraging the sales of memberships, Gift Shop merchandise, programs, events, etc.

QUALIFICATIONS: Experience handling money in a retail environment preferred; experience with sales; experience with and comfort in working with computers; ability to follow procedures, both written and verbal, with great accuracy; must be able to multi-task in a fast-paced chaotic environment; demonstrated ability to work independently, taking responsibility for the ever-changing needs of a sales/retail environment in a family-oriented atmosphere; must like people, comfortable and patient working with customers of all types, ages and backgrounds; cheerful and professional in attitude and appearance, prepared and flexible; responsible and organized; creative problem solver; sense of humor; interest in science.

SCHEDULE: Varying, approximately 10-25 hours per week based; schedule will include weekdays, weekends, holidays andsome evenings; must be flexible.

SALARY: $7.50/hour, increased to $9.00/hour after a 6-month probationary period, limited time-off benefits

APPLY: Posting is open until filled. Obtain application online (http://www.sciencecentral.org/Supportpdfs/applicationforemployment.pdf). Send completed application, cover letter, resume and list of professional references (minimum of 3) to:

Human Resources Director

Science Central

1950 North Clinton Street

Fort Wayne, IN 46805

Fax: (260) 422-2899

amanda@sciencecentral.org

A Fundraiser’s Journey

Kelly Updike

Have you read The 7 Habits of Highly Effective People by Stephen Covey? Although it debuted nearly 30 years ago, it is considered an important book on leadership today.

I still have my 1990 paperback edition that contains multi-colored highlighted and underlined phrases. But it’s been a long time since I’ve read it and it took me a while to find my copy. I went looking for it after having coffee with Jonathan Busarow, executive artistic director of the fabulous Fort Wayne Children’s Choir.

When I asked Jonathan for some fundraising advice, he mentioned that board engagement is key. Board members are the connectors that staffers need. “They don’t have to do the asking,” he said, “but their role is to help the organization.”

Jonathan said this is just like the Abundance Mentality from 7 Habits. “There are plenty of people to serve, it’s not the Scarcity Mentality. It’s freeing, actually,” he said.

I nodded my head in agreement but later had to look up what Jonathan was talking about.

The Abundance Mentality means there is plenty out there for everybody. Covey wrote, “It recognizes the unlimited possibilities for positive interactive growth and development.”

This trait is part of the Win/Win Habit. According to Covey (and Jonathan), if you look at others through the Abundance Mentality, you will genuinely value their differences and be happy for their success; this leads to sincere understanding and cooperative solutions that are better than if you had done the work alone. I like how Jonathan has connected this to board engagement and fundraising.

Thanks to Jonathan, I will continue to ask my board members to be involved in fundraising. And to re-re-re-re-read 7 Habits.

 

The postings on this site are my own and do not necessarily reflect the view of the Embassy or the PCNRC.

Mid-level Donor Cultivation

“donors at the $1,000 to $10,000 levels represented roughly one percent of the donor population, but were giving more than a third of the dollars”

“new donor acquisition has fallen every year since 2005”

So what should you know about mid-level donors?

  1. Mission is important: Mid-level donors seem to care more about the issues in the community that your organization addresses and less about your financial situation. Spend less time explaining why you need donations and include more information about how your programs directly impact the community.
  2. Consistency: When an organization is taking a different approach when asking for donations depending on the method like calling on the telephone, sending an email, or mailing a letter, donors notice that there is an inconsistent message. Make sure that there is a “single, comprehensive view” in every method of reaching out to donors.
  3. Information in the news: Cathy Finney of The Wilderness Society included a New York Times article in their scheduled mailings that discussed the issues the organization cares about without mentioning the organization. Donors responded in a big way because it was focused on why that organization’s work is important.
  4. Name giving levels: Successful funding programs give their mid-level donors a special name like calling that group a “club” so people are more likely to donate. The Nature Conservancy calls theirs “The Last Great Places Society”.
  5. How to contact: Without listing any staff members in an appeal to donors, people feel like the organization is too big or is not relatable. Include at least one staff member’s name as well as a way to contact that person so donors feel more connected and know there is someone willing to answer questions who cares about their individual donation.
  6. Ask less: Mid-level donors were most likely to give when they received fewer asks from an organization. Don’t annoy potential donors with an abundance of calls, emails, or letters. Instead spend more time on asking a few times a year.
  7. Feedback: Donor want to be able to contribute to an organization in ways that often feel more meaningful than simply giving money. Ask mid-level donors what they want to see in the organization or what would make things better for them. Consider sending out a survey or call to do a short interview.

______________________________________________________________________________

Beth Raps. “The Middle Way”. Grassroots Fundraising Journal.