Finding, Cultivating and GROWING your Development Team’s Talent AFP-NNE 2017 Annual Conference November 2, 2017 Presenter: Laura Weinman Assistant Vice President, KEES/Alford Executive Search

Thoughts about Talent “Every artist was first an amateur.” –Ralph Waldo Emerson “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.” -Ronald Reagan “I think that the most important thing a woman can have - next to talent, of course - is her hairdresser.” -Joan Crawford

Who is the speaker… and what does she know, anyway? Laura Weinman 20+ year career in development and marketing for nonprofits 5+ years search experience Leads executive searches for leadership roles in Development and Advancement

About YOU What’s your most unusual talent that you can demonstrate? Group vote and “award”

How to recognize your team’s variety of talents They think creatively/strategically They get things done They promote your mission They engage stakeholders They get results

Growing your existing team’s talent How? Coaching Supporting Team building Update Job descriptions Advantages? Retention Career Development Greater Institutional knowledge “Sending the elevator back down”

Advice from House of Cards’ Frank Underwood

How do you know it’s time to grow? Is everyone working at capacity? Do you have both “visionaries” AND “doers”? Is your team current on best practices? Does your team regularly have new, innovative ideas? How is your team’s energy and drive? Is your team “stuck” in its ways? Does your team lack the skills for a specialized role? Does your org have new funded programs, or wanted programs that need funding? Does your team need project or temporary support – i.e. campaign? Do you have a growing and organized donor database that is not being fully used to its potential? Other

Advantages of adding new talent to your team New perspectives New energy Keeping things fresh Example – US Military

How do you decide? When to consider growing a team member for new responsibilities When to consider hiring from the “outside” Weighing all the “pros and cons”

Case Study Michelle Lawrence

The Job – Major Gift Officer A new position for your growing Development Department Michelle Lawrence Been with the organization for 3 years Annual fund, grant writing and event responsibilities Known and trusted by the board and staff leadership A “known” cultural fit Experienced MGO Solid Tenures Raised money for related mission

What are some considerations? The delicate balance of skills and “fit” What would you want to know? Who would you choose? Why?

If you’ve chosen Michelle Update her written job description with new objectives Check in frequently, be available Model behavior Scenario/role playing Connect her with a mentor or coach in the community as a resource

If you’ve chosen Lawrence Consider DiSC assessment to help with onboarding and work style understanding Promote team building to help the team to be cohesive Get buy-in from organization stakeholders (CEO, Board, other staff) Examples

So…how can I find a “Lawrence”? Advertising Proactively calling contacts Treating search as a consultative process and not a transactional one Considering a search partner…bring on the experts!

Things to consider Your culture Identifying your needs Identifying current strengths on your team Coaching/mentoring opportunities Developing staff How do you hire for deficiencies or to add a skillset to the team?

Assessment Regular check-in conversations No “surprises” at more formal annual review Monitoring variances/budget but also things like visits, calls Cultural fit

How to get others to recognize your talent Network frequently (at conferences, etc.) Offer to mentor, volunteer for the industry in direct service or volunteer leadership Become an expert and a resource Make sure your resume is updated, current and “modern” Do good work!

Drawing for a sweet treat If you’re still awake, pass your business card to the front!

Questions? Laura Weinman Assistant Vice President KEES/Alford Executive Search lweinman@kees2success.com 847-401-7731