Your organization is fabulous!  Important, meaningful, nuanced work is being done by you, the staff, and volunteers.  Your organization offers something--a program, a set of staff, a mission, etc--that no one else offers and that special something is worth believing in.  People should be eager to contribute to your work, because it's an opportunity to make the world a better place.

Is this above paragraph similar to your own inner voice?  I hope so, but probably your inner voice isn't quite as peppy and may express doubts.  It's okay and natural to have doubts, but problems arise when those doubts get in the way of fundraising success.  If they are influencing you to set lower goals, not approach a potential donor, or forgo a grant opportunity then it's time to examine those thoughts.

It may sound cliché, but the old adage "If you don't believe in yourself, who will?" makes a lot of sense, especially when it comes to fundraising.  You have to show people how worthwhile your organization is and why they want to be part of your movement, and if you have doubts tugging at the back of your mind they compromise your ability to be a confident presenter, conversationalist, writer, etc.  Think of those infomercials you see where part way through you start thinking "Maybe I do need that."  (The ones that always got me were for the Ronco Rotisserie--and I don't even eat meat!)  I'm not suggesting you imitate their style exactly, but there is something to be learned from their confidence and ability to exude belief in the product.  Your nonprofit is infinitely better than any product advertised on TV, so if they can be that confident surely you can, too.

Many times people get particularly anxious when approaching a donor for a large gift, because it feels very personal: it might be one-on-one, in a private location--perhaps even their home--and you're going to have to mention money, which can be a taboo subject.  But if you think of your ask as an opportunity for the donor to fulfill their personal giving goals and support a cause they believe in then it isn't as scary.  And it never hurts to remember another old adage: What's the worst that could happen?  They could say "no."  Of course the corollary is that they could say "yes," and isn't that worth the risk? 


Fundraising & the Power of Confidence
How to Nail the Soft Skills of Fundraising: The Face-to-Face Ask 

While reading the article "Fundraising is Fundamental (If Not Always Fun)" in the Stanford Social Innovation Review the following snippet really caught my attention and got me thinking: "A cardinal rule of nonprofit fundraising is to start with members of your board. There should be an expectation that board members will not only make a major financial gift to your organization, but also help to identify, cultivate, and approach other potential donors. If members of your board aren’t contributing in these ways, then you need to get a new board." 

My instinctive reaction to this excerpt was 1) board member fundraising involvement is way too often ignored by many nonprofits, which is a debilitating mistake, and 2) to be concerned about how this cardinal rule could be used to keep people without financial means and powerful connections from serving on nonprofit boards when they may actually have quite a lot to offer an organization.  I do agree that board members should absolutely be key members of the fundraising team and should know involvement with fund development is an expectation of their service.  

So with those thoughts in mind... There should be an expectation each board member will make a gift that is significant in accordance with their financial means.  They will be given the training needed to make them confident in identifying, cultivating, and/or approaching other potential donors (individuals, foundations, etc.), so that, with their particular strengths, they can best contribute to the financial sustainability of the nonprofit.  If members of your board aren't contributing in these ways, then you need to get a new board.  If your organization is unwilling or unable to provide board members with the guidance and training necessary to be successful, then you need to take a hard look at your organizational culture.

The above "rule" is aligned more closely with the realities of small and medium sized nonprofits who may not be able to attract particularly wealthy board members.*  This rule is also better in tune with the philosophies of grassroots groups, social service organizations, and other nonprofits who may be more concerned with having board members that are representative of the population they serve or the cause they seek to advance.  Even for those nonprofits, though, it is imperative board members step up to keep the organization financially afloat, so training and guidance are important.  If a board member is going to be asked to do something then it is only fair the expectation be upfront--everyone on the same page, eyes open--and the tools be provided so they can do the job well. 

*Note: Don't be afraid to ask!  You never know what the response will be.  Stay tuned for a future post on being confident in the worthiness of your nonprofit.