Commit to change, or forget it

Posted on October 17, 2011 by Jonathon Grapsas

The easiest way to raise more money than last year is to do what you did previously, but just a little better. The hardest way to raise more money this year and in the next few years is to commit to serious investment, accept that some things will fail, learn from the best, try new stuff and commit to a rollercoaster of change.

Most organizations tend to accept the status quo and run with the former. That’s fair enough. There’s no shame in raising more money than the year before, even if it’s a marginal increase. If more people are helped, then that’s a good result.

Change limbo

But I’m annoyed by those in what I’d call “change limbo.” You know the types – they used to be indecisive, now they’re not so sure. They say they want change, talk a big game but can’t commit it to or aren’t able to make it happen. They make lots of noise, but there’s little movement.

This is really frustrating for everyone involved: you, your board, your boss, your partners. If you’d spent that time invested in trying to change on improving the basics of your fundraising program instead, then you’d have been better off.

The change-averse organisation

So what are the warning signs that you could be barking up the wrong tree when looking to move the goal posts significantly and drive change?

An organization that’s a serial rejecter of new ideas.

You’ve been told up the chain “we’re interested in trying that, but can you show us someone else who’s done it?”

There’s a revolving door in the development/fundraising team.

There are other red flags, and one or some of the above can be overcome. They’re just warning signs, not complete roadblocks.

My point? Change for the sake of change isn’t a good thing. An effort to do things differently knowing full well that it won’t happen is a waste of everyone’s time and a disservice to your benefactors.

The change-friendly organisation

If you’re serious about working for an organization that truly wants to flip things on its head, here are a few tips.

Do your homework before you arrive. Ask tough questions during the interview process. Look at any available external evidence or data that demonstrates the organization’s track record in testing, investing, and trying new things.

Plant some seeds. Try out something that hasn’t been done before, on a really small scale. You’ll soon find out what the organization’s appetite is for growth and innovation, particularly if it fails.

Always test. Empirical data is difficult to argue with. Showing your board, boss and donors why you’ve done something new and the results you attained can break down the wall of resistance. “We tested it” are three very powerful words.

Benchmark. Share, compare and learn from others. Introducing ideas, inspiration and data from those around you is a sure-fire way to fuel growth.

If you’re comfortable ticking along at just above last year’s level, that’s great. But if you’re looking for a steep growth trajectory, then commit to change. Or simply forget it.

Jonathon

This post was also the latest in a monthly series of articles that Jonathon writes for Canadian Fundraising & Philanthropy.

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4 Responses to Commit to change, or forget it

1. Beth Ann Locke says:

   October 17, 2011 at 1:17 pm

   AWESOME post! So often nonprofits staff, board, and partners are fearful of change – more so than for-good organizations or for profits. Your tips are great ones. Often, what we fear most is the change we cannot control, and looking for an organization that is embraces change – or at least is open to it – is terrific advice.

   Reply
   • Jonathon Grapsas says:

     October 17, 2011 at 1:25 pm

     Hi Beth Ann

     Thanks for your comments. So true. The worst scenario is sitting in limbo, getting people fired up about change but then doing nothing. Bad result for all involved.

     Thanks again for visiting.

     Jonathon

     Reply
2. Shanon Doolittle says:

   October 18, 2011 at 1:53 am

   Really enjoyed this post, Jono. I recently heard someone say that people do not resist change. They resist loss. I’ve worked for many organizations where that is true. Leadership fears the loss of certainty and knowing what is. And unfortunately, for fundraisers trying to manage up, it’s is especially difficult to pitch new ideas when leadership is the definition of change-averse. Aside from sending this article with a subject line of ‘Hint, HINT!’, I’d be interested in learning how others have persuaded leadership to take the leap.

   Reply
   • Jonathon Grapsas says:

     October 18, 2011 at 10:48 am

     Well said Shannon. I’d too be interested in others sharing their “wins” when it comes to empowering change, and managing it upward.

     Reply