The People Who Change the World - Obstacles and Opportunities When it Comes to Building Better Teams
Chapter Leadership Brief 10.04.24
by David Munshine
President & CEO, The Munshine Group
We at The Munshine Group are already looking forward to Fundraising Day in New York 2025, while still taking inspiration from the interesting ideas and exchanges from FRDNY 2024, where we were Thought Leadership Sponsors of the June 14th event.
Chances are you know the saying to never doubt that a small group of thoughtful, committed individuals can change the world. Well, the more than 1,000 fundraising pros who turned out for FRDNY '24 were a pretty sizable group, and left us with no doubt that our shared field of philanthropy is changing the world! People are at the heart of what we all do, and finding the best people to carry out our vital work is never easy – and for many organizations it is a growing challenge. But, by listening, learning and sharing, there are answers to be found.
I led a roundtable focused on building a winning team, and the most effective methods of recruiting fundraising talent. Specifically, I looked to engage others in a robust discussion about how to define and nurture an organizational culture that naturally attracts and supports diverse fundraising talent, and for the roundtable participants to share what’s worked for them.
Among the many key takeaways from the day’s speakers and sessions, particularly the talent roundtable I led, one issue is at the top, both alphabetically and top-of-mind.
AI. Artificial Intelligence.
In our work and in life in general, we’ve all been learning, thinking and talking about artificial intelligence. In the workplace, including the nonprofit sector, we discussed how AI and technology are increasingly essential tools in recruitment.
Among the positives noted is the fact that AI-powered tools such as applicant tracking systems (ATS) can help streamline the hiring process and make it easier to sift through large volumes of resumes. Data-driven recruitment strategies can help reduce biases and increase diversity by focusing on objective qualifications and potential rather than just background. However, some concerns have been raised that these tools can, themselves, have built-in bias.
While many participants did not have much direct experience with these tools at their own organizations, they felt it is only a matter of time, and were cautiously optimistic the technology will quickly improve to overcome concerns about bias. It was noted that as the tools become more powerful, they could increase their ability to scour the internet for potentially disqualifying information, including old social media posts, that are problematic in an age of so-called “cancel culture.”
While AI was front and center, other issues got plenty of attention. Sticking with those ABC’s,
Building an Organizational Culture That Attracts Talent. There’s no question culture is a significant factor in attracting and retaining fundraising talent, and that organizations with a strong, inclusive culture naturally draw diverse and qualified candidates. It’s therefore vital that an environment be created and maintained where new hires feel supported, valued and able to grow professionally. Participants shared how their organizations foster inclusivity and provide mentoring to ensure new hires feel welcomed and aligned with the mission, setting the foundation for retaining that talent.
Cultivating Diversity in Hiring Practices. Participants shared that prioritizing Diversity, Equity, Inclusion and Belonging (DEIB) is essential in nonprofit recruitment, but remains an ongoing challenge. Clearly, DEIB is not just about checking boxes. Rather, it is about ensuring that a wide range of perspectives and backgrounds are represented. Successful strategies to meet those challenges include blind resume reviews, clear diversity goals, and specific outreach efforts to underrepresented groups. Participants talked about how diverse teams improve innovation and fundraising efforts by bringing different viewpoints, particularly when engaging with diverse donor bases.
Along with those three major areas of discussion, other related topics emerged. Participants focused on how to incorporate DEIB into recruitment, keeping its principles integrated into every stage of the search process and onboarding. It was noted that referrals and word-of-mouth are common in fundraising recruitment, but intentional efforts need to be made to diversify these networks so that the same old ones don’t just keep reinforcing themselves. One idea mentioned was the establishment of DEIB-focused committees to guide the hiring process, ensuring that recruitment aligns with equity goals. It’s also crucial to emphasize how onboarding is carried out, looking to ensure that new hires, especially those from underrepresented groups, stick with the organization. Among strategies discussed were buddy systems, frequent feedback loops, and methods allowing for anonymous feedback.
In the end, the roundtable came down to the spirit of the day itself – learning from each other – particularly when it comes to effective recruitment strategies. A meaningful discussion such as we had is a powerful way to learn from other professionals and organizations about both successes and challenges. Peer learning and mentorship help organizations adopt best practices, and organizations that invest in their employees’ growth see higher retention rates and stronger, more bonded teams.
That kind of learning, fostered by AFP-NYC and FRDNY, is exactly the type of continuous professional development that is a major factor in attracting and retaining fundraising talent. Until next FRDNY, let’s keep the conversation going!
David Munshine is a no-nonsense strategist and leader in transformational fundraising, communications, and nonprofit management. After noteworthy achievements as a development, associate, and executive director in the education and health sectors, David has been consulting since 2001. Since 2013, The Munshine Group has worked with some 200 charities spanning every nonprofit sector, ranging from new initiatives to large, complex health systems and universities. David’s energy is matched only by his passion for creating positive change. David received his bachelor’s degree in public administration from John Jay College of Criminal Justice. He is an active community member, having served as Trustee and Vice Chair of the Camp Nejeda Foundation and as a trustee of the New Jersey Chapter of the Association of Fundraising Professionals, where he chaired the 2021 Conference on Philanthropy. David is a current trustee of the New Jersey Hall of Fame.