1.  Misleading Estimates We often use [...]]]> Whether you are a prospect researcher or a front-line fundraiser, you need to find accurate and relevant information about your donor prospects. As an individual living in the information-age, you need to avoid data pitfalls. How well are you doing this? Check out these five donor profiling mistakes to find out.

1.  Misleading Estimates
We often use estimates when reporting on our prospect’s assets. Zillow.com gives us a Z-estimate on the value of residential real estate. Dun & Bradstreet gives us an estimate of private company earnings. The Forbes’ Rich Lists provide estimates of net worth. Don’t make the mistake of presenting these figures as true or exact. Be sure to round your numbers. For example, use $433,000 instead of $432,951. Exact numbers often mislead people to believe they are true, even when you state them as estimates. And Forbes cannot know Bill Gates’ true net worth (net worth = all assets minus all liabilities) unless Bill personally discloses that information.

2. Portraying a Secondary Source as Primary
A primary source is the original producer of the information, like the tax-assessor’s office for real estate ownership or the university that bestowed a degree. A secondary source is someone else who tells you about the information, like an online website reporting on real estate sales or an online data aggregator listing an honorary degree for your prospect. As you might imagine, newspapers and magazines are usually secondary sources as well. Be suspicious of secondary sources. When you record the information, especially if you only found it in one place, cite the source so everyone knows it is not primary. For example, you might lead the sentence with the following: In 2004 The New York Times reported that Pauline Prospect…

3.  Not Checking Self-Reported Information
Who’s Who has been a fabulous source of information for decades, and it is all self-reported information not verified by an independent source. With the popularity of social media and the ease of online publication, our prospects often create a lot of public information about themselves. Be careful to disclose the source of your information if you cannot verify the information elsewhere. Use an asterisk (*) or quote within the text to alert the reader the information is not confirmed. For example, sometimes the data is just too dated to be confirmed online. You might provide a footnote like this one: *These volunteer leadership positions were provided in various biographies, but were not otherwise able to be confirmed.

4.  Overlooking the Deep Web
The majority of the public uses search engines to find information online, but sometimes we need to visit a specific website to access the information in the “deep web”. For example, if you want to check that your airplane flight is on time and that you are still on it, you must visit the airline website and search its database. You cannot search on Google to find this information. As prospect researchers, we need to know when to visit a website directly, especially to find primary or original sources of information. Examples include political contributions, real estate data, incorporation records, and public company filings. Start collecting key links and link lists.

5.  Omitting Dates
We scan through hundreds of data sources to extract relevant information about our donor prospects. It can be easy to forget to check the date of the source. Keeping track of the chronology of the data you are collecting is critical to providing an accurate picture. For example, you might come across information confirming your prospect’s occupation only to discover the source is dated five years ago. It can also be critical to know that the multi-million dollar named endowment was only last year.

Online search sources and methods change swiftly. Stay curious and keep reading!

Some other post you might find helpful:

How to Find Giving History
Can You Really Trust Prospect Research?
What I Like About Google

#1 [...]]]> If you know what type of consultant relationship you want before you hire, you will be better able to evaluate the skills, approach, and personality of the consultant. Better evaluation means you will be much more likely to achieve your desired outcomes. Never underestimate the human element! Here are three fundamental relationship types to consider:

#1 – Restaurant Menu: Just Do It For Me!
Imagine it is a Friday night. You are tired after a long work-week and decide to take the family out to dinner at a local restaurant. You order pecan-crusted grouper on a bed of spinach and just as you are about to sip your glass of wine the chef appears at your side. He asks you, “Do you know how to get the pecans to stay encrusted? No? Do not worry! Come back to the kitchen in five minutes and I will show you.” Ummm. Not exactly what you had in mind. In fact, it would be irritating and awkward.

If you need a problem solved and you do not have the staff or resources to tackle it, you want a consultant to come in and do it for you. This consulting relationship is not unreasonable and can be a great way to get your organization moving forward.

As an example, you may need your donor database analyzed to determine best prospects for major gift and/or annual appeals. You know that there are consultants who can examine your database and make effective recommendations. You receive the ratings imported into your database and review the suggested prospect segments or groupings with the consultant. Then it is up to you to “eat” your “meal” – you need to engage and ask your donor prospects for gifts.

#2 – Cooking Class: Teach Me How To Do It Myself!
Now let’s imagine it is a Saturday morning and you arrive with your coffee in hand, ready for your cooking class. As you enter the classroom you discover the morning meal completely prepped and ready to go into the oven. You wonder, “How am I going to get my egg mixture fluffy like that next week when my in-laws are visiting?” And then, “Why did I pay for this class if I don’t learn how to make the dishes on my own?”

If you need to solve a problem that requires you to implement the solution on a regular basis, you want a consultant to walk you through how it works, using her expertise to shorten the time between learning and using your new skills. This kind of consulting builds your organization’s internal capacity by teaching staff valuable new skills.

As an example, you may be preparing for a campaign and want to be able to qualify major gift prospects as needed. The consultant trains your staff member how to do the research herself and creates a worksheet so that she can methodically establish a capacity rating and inclination rating to be entered in the donor database. Now the staff member can “cook” the “meal” with the same great results every time – she can prioritize new prospects quickly and effectively.

#3- Catering Instruction: Do It For Me and…Coach Me on Implementing!
Continuing with our food analogy, imagine you are hosting a big dinner party – your first ever! You hire a catering company. They arrive with all of the different courses cooked and ready. You and your spouse are given a list of all the foods and when they need to be served. But the best part is that they dress all the tables with linens and leave you with a server. She makes sure everything happens on time, prompting and reminding you along the way. Her expertise ensures all goes smoothly. Your party is a smashing hit!

Experienced fundraisers and managers know that having a consultant who can deliver a finished package and continue to coach on effective implementation can be the perfect solution. This kind of consulting gets the initiative up and running quickly, building the skills of the entire team along the way.

As an example, you need to transition from haphazardly securing major gifts to a major gifts program. The consultant analyzes your donor database, imports the ratings and works with you to develop a complete moves management system – rating, moves and reporting. Then she coaches you through the first year, tweaking the system and making suggestions to keep you on track. Your team has the “food cooked” and can efficiently “serve” it – your team has prospect management tools and they are methodically moving major gift prospects toward gifts.

Be aware of the kind of relationship you need and want to reach your goals. Then communicate that clearly as you interview a prospective consultant. It is the first step toward hiring the right person for you and your organization – someone you like and trust with the skills to get you to your destination.

Aspire Research Group has worked in all three types of relationships with clients, depending upon the problem to be solved. Do you have a prospect research problem and aren’t sure how to solve it? We would be happy to discuss it with you. Call 727 231 0516 or email jen at AspireResearchGroup.com.

Other blog posts that might interest you:

5 Ways You Know You Need A Research Consultant

The Shocking Truth About Prospect Research Consultants!

Go ahead and shock me!

Did you know that a prospect research consultant isn’t successful unless you, the front-line fundraisers, are successful? Shocking, but true! If I provide you with irrelevant data, or too much data, then you are less prepared and less strategic in your fundraising. You won’t raise as [...]]]>

Go ahead and shock me!

Did you know that a prospect research consultant isn’t successful unless you, the front-line fundraisers, are successful? Shocking, but true! If I provide you with irrelevant data, or too much data, then you are less prepared and less strategic in your fundraising. You won’t raise as much money for your mission. I won’t get re-hired. And you won’t tell your friends good things about me.

I was reading an article in an excellent research magazine, Connections, published by the Association of Professional Researchers for Advancement. The provocative suggestion was that prospect researchers must move from “pushers to partners”. I never felt like I was an information pusher. But I have had front-line fundraisers tell me about their disappointing experiences with “pushers”.

When I founded Aspire Research Group, my goal was to bring professional prospect research to all sizes of organizations. We have been reaching that goal! And whenever I work with a client there is always some level of back and forth communication going on.

Whether it’s donor profiles, data mining, or prospect tracking, I need to understand who you are and what you want to achieve before I can provide you with information solutions that get you to your destination.

When you work with a prospect research consultant, be sure to make time for questions on both sides and for feedback after the work is delivered. If you do this, your consultant will be able to provide continually better services to you.

Consider the donor prospect profile as an example. You need more than house values and occupational titles. You need to understand what makes your prospect tick, why she has made gifts, and how her assets translate into wealth and possible gift opportunities. You need more than data – you need the information that will inform your fundraising.

Want to hear some shocking success stories? Want to find out how to improve your fundraising strategy with prospect research? Call Jen Filla at 727 231 0516 or email jen at aspireresearchgroup.com.

So you want to implement a moves management system to ensure you are focusing on your best major gift prospects. Or you have a system, but you want to make it better. Good for you!

Moves Management is a Workout! First, recognize that a moves management system is not a magical system [...]]]>

Managing Moves is a Workout!

So you want to implement a moves management system to ensure you are focusing on your best major gift prospects. Or you have a system, but you want to make it better. Good for you!

Moves Management is a Workout!
First, recognize that a moves management system is not a magical system where elves enter all your data and print reports whilst you sleep. Using a moves management system to track donor prospects is like getting physically fit – you have to workout! It requires you to:

1. Enter information on each donor prospect record – at least:
   • Capacity rating, target ask, prospect stage, affinity/propensity
2. Record your visits – you want to be sure:
   • Outcomes met the purpose
   • Advanced the prospect relationship
   • Something new was learned or
   • Contact resulted in a next step
3. Periodically review your progress and start over at #1
   • Regular, internal prospect review meetings (at least monthly)

Assess Your Needs and Resources
Sometimes when you first start exercising, you find that you are so, so tired and wonder if getting fit will ever give you more energy and finely-toned muscles. It will! But you have to slog through the first bit of work. That said, you can’t swim across the English Channel tomorrow if today you are struggling to swim across the pool. Assess your needs and resources:

• Are you starting from scratch or have you already been tracking prospects somewhere?
  • Tweaking a system is often easier than starting new
• Will gift officers be tasked with entering tracking info plus their prospect actions, or is there another staff member available?
  • Assigning some data entry to other staff, especially on newly identified prospects, keeps down the grumbling and frees up your gift officers to go and get those major gifts – no excuses!
• Do you have many solicitors, or just a few?
  • When the office is small, it’s best to keep things as simple as possible
• Is this for ongoing major gifts or a campaign?
  • While similar, a campaign may warrant a higher degree of tracking

You Will be Tweaking
As you choose a combination of database fields and database reports (or maybe Excel lists and calendars if you are very small) together with your regular prospect reviews, you *should* find yourself tweaking the moves management system. For example, you might realize you are re-visiting disqualified prospects and decide to change your prospect stage like this:

This is a natural progression in your use of your system. Or maybe you find that it takes forever to enter the information in various fields around your donor database record and decide to limit your tracking to a few key pieces all in one easy-to-enter place in the database. Or maybe you find that monthly meetings are not enough and weekly meetings would keep everyone where they need to be with their prospect list.

Ask any fitness freak – taking the time to understand the best times and types of exercise for yourself makes all the difference in achieving your goals. Taking the time to get your system customized to your fundraising culture and constituents will make all the difference in whether you achieve your major gift goals. Not everyone has washboard abs and not every nonprofit has an efficient, high-performing major gifts program!

Give Yourself a Generous Year
Give yourself at least a year from your first effort to get the system really working smoothly. If it’s not working after a year, take a hard look at whether you (a) really need a system or (2) have put the right kind of effort into it. If you are a one-person shop cultivating ten people across the year, you can keep a lot of that in your head and your calendar. If you have multiple solicitors and/or need to boost your total prospect numbers (those under identification, cultivation and stewardship), you won’t be effective without a system.

Consider Getting a Coach
Olympic athletes wouldn’t dream of training and competing without a coach. Even the most dedicated athletes find themselves tired and frustrated, unable to “see” what is holding them back. A coach can keep your spirits up, redirect your efforts to keep you performing, and, step-by-step, help you reach ever higher goals.

If you are determined to reach your major gift goals, but find yourself unable to wrap your hands around moves management or even identifying good prospects to track, contact Aspire Research Group. We specializing in helping fundraisers reach their goals, guiding you comfortably every step of the way. Call (727) 231-0516 or email jen at aspireresearchgroup.com.

For more blog posts on moves management, click here: Moves Management

The biggest hurdle is recognizing that prospect research can be accomplished by everyone in your organization. Here are three shortcuts any fundraiser can [...]]]> The majority of nonprofit organizations in the country do not have dedicated prospect research staff. So how can you still leverage prospect research to raise more money?

The biggest hurdle is recognizing that prospect research can be accomplished by everyone in your organization. Here are three shortcuts any fundraiser can implement to begin using prospect research techniques to boost giving:

(1)    Identify people with linkage, ability and inclination

Everyone in your organization can identify people who are connected in some way to you, appear to have some money to give away and, if not outright passionate about your mission, are likely to be philanthropic. Have a team meeting and educate everyone in your organization about what a good prospect looks and sounds like. Arm them with the kinds of easy conversational questions that will help qualify a good donor prospect. Then listen when they tell you about people and share the outcome with them.

(2)    Get to know the people closest to your organization

From the gift entry clerk who starts her call to a donor with “thank you” before asking her question, to the janitor who gives people directions on the campus, to the president who meets with local companies – everyone in your organization has a chance to treat your constituents as the friends and family they are. As the fundraiser, you need to ask staff about people frequently and listen and record what they say.

(3)    Decide on a tracking system and stick to it!

Working with the people in your office who understand your database best (which could also be the vendor), decide what you want to keep track of and the best way to do it. Then make sure everyone entering data does it the same way so you can pull accurate reports. For more ideas, read Three Simple Steps to a Prospect Management System.

At first it may seem like a lot of work to involve other staff members in identifying and cultivating your constituents, but once you learn to balance all of the chance meetings you have with staff with a few added formal encounters, you might find that you will gather more face-to-face intelligence with donor prospects than you ever could have accomplished on your own.

It takes time to implement anything new, but with all this information being gathered you will soon be in the enviable position of prioritizing well-informed prospect lists!

Still need help identifying prospects? Are you lost in your database full of donor records? Need deep research before a solicitation? Call Aspire Research Group at (727) 231-0516. We can help.

In just two decades there have been huge shifts in how women and men earn and give away their money. As responsible financial stewards, fundraisers need to be sure that their efforts reflect the needs of women as well as men. This post analyzes and highlights information [...]]]>

Women with Spending Power = Rock Star Donors!

In just two decades there have been huge shifts in how women and men earn and give away their money. As responsible financial stewards, fundraisers need to be sure that their efforts reflect the needs of women as well as men. This post analyzes and highlights information primarily from a new study of high net worth women from The Center on Philanthropy at Indiana University. Heck, I might just convince you to make it easy for women to give to you by creating a women-only giving group!

I say that in *just* two decades there have been huge shifts, because twenty years is a relatively short period of time. From the time I started working in 1988 until now a tsunami of changes have transformed how women are treated at university and at work. My first boss, who had porn tapes delivered to the office and carried around a loaded gun, would be considered an anachronism today – and a dangerous one! And that was only twenty-three years ago.

Because such dramatic change has occurred in such a short amount of time, many of us fundraisers may still be clinging to outdated myths about women’s giving potential. These myths could cost your organization, but worse, they could cost the people who rely upon your organization to serve them.

*Women are Earning More Money*
You probably know this, but remember that women did not enter the workforce in significant numbers until about forty years ago in the 1970s. According to the Bureau of Labor Statistics (2011), women were 40% of the labor force in the 1970s and are now at about 60%. But how do those numbers translate into earning power?

The Pew Research Center published a study in 2010 that may surprise you. It demonstrated that the percentage of working women earning more than their working husbands has grown from 8% to 26% in the past two decades. A quarter of working women in a two income household are the primary breadwinner. Nice. And that is in the face of the fact that, according to the Bureau of Labor Statistics (2010), women earn about 80% of what men earn.

But the real eye-popping news is that in nearly 90% of high net worth individuals surveyed in a study by the Center on Philanthropy at Indiana University (2011), women are either the sole decision-maker or at least an equal partner in charitable decision-making. In non-research language that translates to: women decide how to give away the household dollars. How’s that for a myth-buster? Ignore women at your peril!

*Women are (Finally) Leveraging Networks*
When I was in Prague in 2009 I was invited to a lunch by another business woman. What I found was a long-standing network of women who encourage and help build each other’s success in what can still be a hostile environment for women. These women were the movers and shakers, creating new institutions and fantastic business success. It was women helping women. I have not found this kind of tight-knit camaraderie here in the U.S. But I know it exists as can be attested to by the rise of women’s giving networks.

The recently released study by The Center on Philanthropy added a layer of data to its 2010 Study of High Net Worth Philanthropy. They surveyed high net worth women from The Tiffany Circle of the American Red Cross who give $10,000 or more annually, added this data to their previous study, and published the 2011 Study of High Net Worth Women’s Philanthropy and the Impact of Women’s Giving Networks.

What I find so interesting about their choice to use The Tiffany Circle of the American Red Cross is that this giving network was created by the American Red Cross. In the past I have read numerous articles about women creating their own giving circles, but clearly some nonprofits have seen the “dollars written on the wall” and proactively created environments where women can thrive in philanthropy. Yes, you can do this too!

*What do Women in Giving Networks Expect Most?*
Before we go into what The Center on Philanthropy found out when questioning these high net worth networked givers (try saying that quickly!), I feel it is very important to note that in their 2010 study they discovered that 60.2% of women and 55.7% of men gave for general operating support. Really, really. In fact, only 15.9% of men and 10.8% of women were likely to donate for capital, construction or equipment. So it’s safe to say that at least HALF of high net worth donors will give general operating dollars. That’s HUGE! Living up to their expectations now takes on a whole new level of importance, doesn’t it?

The Center on Philanthropy found gender differences in these top indicators of donor expectations:

W=women  M=men  WIN=women in a network

• Honor request for use of gift:  W-80.4%  M-68.4% WIN-89.3%
• Send thank you note: W-60.4%   M-52.1%  WIN-66.1%
• Communicate the impact of the gift: W-45.3  M-26.4% WIN-55.6%
• Provide ongoing communication: W-45.1%  M-34.5%  WIN-49.6

Notice that men differ dramatically in two of these expectations (underlined for emphasis) and that women in a network have higher expectations for these items across the board. If you are going to create a woman’s giving network at your nonprofit, these are key items to take note of as you plan how to communicate with your new group.

*What Motivates Women in Giving Networks to Give*
We know from the Center on Philanthropy’s 2010 study that the more high net worth donors volunteered, the more they gave. However, personal experiences with an organization are more important to women. In the world of statistics this number is a big one: 90.8% of The Tiffany Circle women reported that they volunteered.

The study doesn’t attempt to find causes for this behavior, but it is reassuring to hear that women are more likely to have confidence in the ability of nonprofits to solve domestic or global problems (50.4% of women vs. 33.8% of men).

The Center on Philanthropy found gender differences in these top indicators of donor motivations:

W=women  M=men  WIN=women in a network

• Moved at how gift can make a difference*: W-81.7%   M-70.9%   WIN-86.9%
• Can give back to the community: W-78.2%  M-63.3%  WIN-87%
• When a nonprofit is efficient in its use of donations: W-80.5%  M-69.2% WIN-86%
• Volunteer at an organization: W-65.7  M-49.8%  WIN-73.1%

(*This was THE top motivator for men and women. Yes, we all know this, but validation from a study feels good too.)

Here we notice that men differ dramatically in one of these expectations (underlined for emphasis) and that again women in a network are more motivated by these items across the board. If you are going to create a woman’s giving network at your nonprofit, all of the above motivators should be emphasized.

Remember to bury those entrenched donor myths! Yes, these donors are motivated when you demonstrate efficient use of funds. And YES, they will give to general operating too. This study says at least half will. Make a strong case for general operating and they will give.

*Why do Women in Giving Networks STOP Giving?*
The top reason for women and men to stop giving is because they were solicited too frequently or were asked for an inappropriate amount. The big news? It’s not as important to women as it is to men. Only 49.3% of women cite this reason, but 61.2% of men do.

This is where I get to emphasize how important it is to methodically approach your annual fund appeals and test to discover the right message and the right number of appeals. And if you are going to ask one of your close donor friends to step up and make a stretch gift, it is only respectful to get an in-depth, researched donor profile. Nearly half of your women donors and more than half of your male donors are offended when you don’t care enough to do your homework before asking for a gift.

*Summing it All Up*
More women are working, more of these women are earning more, and women are organizing together to give. The big myth busters?

• A quarter of working women in a two income household are the primary breadwinner.
• Women are either the sole or equal decision maker on how to give away household dollars.
• At least HALF of high net worth donors (female and male) will give general operating dollars.

Key takeaways from the Center on Philanthropy study:

• Honoring your donor’s request for use of a gift is important for women and men, but much more important for women.
• Women and men are most likely to be moved by how a gift can make a difference, but it is more important for women.
• Volunteering and other personal experiences of a nonprofit are more important to women than men.
• Nearly half of your women donors and more than half of your male donors are offended when you don’t care enough to do your homework before asking for a gift. Asking for an inappropriate size gift could cost you a donor.

Women are steadily becoming a financial force to be reckoned with and even more than men they like to be strategic and collaborative in their giving. Providing women with a way to organize their giving to you that recognizes their needs and preferences will help your organization gain access to this growing population of high net worth individuals. Don’t the people you serve deserve this?

*About Aspire Research Group*
Aspire Research Group was founded so that every development office could have the benefits of professional prospect research. We analyze donor databases to help fundraisers understand their donors better, create systems to help them reach major gift and campaign goals, and provide comprehensive profiles to empower fundraisers to qualify and ask donors for the “right” gift. We use our direct fundraising experience to craft research solutions that answer the questions that lead to more and higher gifts, guiding fundraisers comfortably every step of the way. Contact us for more information or visit us at www.AspireResearchGroup.com

*About the Study*
The 2011 Study of High Net Worth Women’s Philanthropy and the Impact of Women’s Giving Networks was written and researched by The Center on Philanthropy at Indiana University and sponsored by Bank of America Merrill Lynch. It can be accessed online here:

http://tinyurl.com/HNWwomen