Ways to Raise Funds

I assume that you are a frustrated NonProfit leader who is slowly fighting your way forward and you need strength for the battle. I’m Dr. Ron Tompkins of TurnAround NonProfit Coaching. If you’re stressed, you’re not alone. There are over 1.5 million nonprofits in the USA and sometimes we’re in competition with each other, with forprofits, and with government. In the midst of the struggle to do good, it’s tempting to consider 5 sources of funding which may not match your agency needs:

  1. Where are the grants? At the beginning, NonProfits usually need capacity grants and they are offered program grants or tiny grants. So you complete a lengthy application for a $500 grant from XMart and the grant is so small that winning the grant actually destroyed some of your time for program and strategy leadership. Someone applied for a 21st Century grant for Afterschool. They won the award but only 2% is allowed for overhead. The grant assumes that you will do extra fundraising in addition to the grant. You may have raised your revenue and your deficit at the same time. Revenue is vanity, surplus is sanity, cash is Queen/King!

Grants are a necessary part of your capital structure as you grow. Set limits on the amount and types of grants for which you will apply. Study the grant carefully to match the grant to your strategic plan.

Ways to Raise Funds
  • Where are the donors? Donors help you start an agency but most agencies can’t grow with donors. A $10 million agency may raise $1 million in donations. To do this, they have a department with Chief Development Officer and staff. They keep donors informed with pictures, regular stories of success, and donation campaigns. Let’s assume that you are an agency under $6 million in revenue. Are you ready to hire a professional and set up the department with costs for social media and mailings?

If you’re not ready for that, most leaders decide to do it themselves with some volunteer help from the Board. This often fails because small-gift donors require regular contact. One of the more difficult Ways to Raise Funds. Pew Charitable Trust also reports that the number of small donors is decreasing.  You may look at a $20 gift as a tip, but many donors feel as though that $20 gift had three more zeroes behind it.

Willie Sutton understood that if you need money, you have to go where it is. He said that he robbed banks because ‘that’s where the money is.’ If you are a smaller NonProfit, your best fund raising is to make a list of people who can give $5,000 and work with the Board systematically to develop a few relationships that you have the capacity to maintain.

Ways to Raise Funds
  • What about an unrelated business as a captive corporation and use the profits? Large NonProfits do this all the time. Think of your college and the food court. It’s highly profitable but 4 conditions have to be right. Does the business require a small up-front investment? You don’t have the upfront cash to also be a bus company. Are competitors unlikely? Are the profits high enough to cover unplanned problems? Do you have the management capacity?

All four conditions need to be present or you could lose money for your nonprofit instead of adding more. A senior daycare opened a Russian curios and arts shop. Competitors are unlikely but the travel to Russia frequently for inventory is a high cost and the inventory may not sell quickly due to world conditions. Suddenly they have a lease on the shop to pay and unsold inventory. The senior daycare will pay for the curio shop! Don’t create a business where the funding goes in reverse! Not Ways to Raise Funds when cash disappears 🙂

Ways to Raise Funds
  • What about one of those new corporations? Let’s make a Certified B Corp, Public Benefit Corp, Conscious Capitalism, or L3C instead of a NonProfit. There are many experiments in the Social Sector to do good in the world. Most universities have some type of Social Sector program now.

Ben and Jerry’s is a famous example. Do good and give some of the profits away. How is this different from a captive corporation? The difference on the upside is that most of these corporate forms can attract investors. You get quick cash to get started.  NonProfits aren’t owned by anyone so there is no way to ask Ron to invest $100,000. Ben and Jerry’s did well and grew and the profits attracted a takeover bid from Unilever. Unilever investors want dividends and high share prices. This was illustrated when Ben and Jerry’s took at stand on social sector issues in Israel. So these corporate forms have serious limitations and not enough examples of success.

  •  What about just doing good?  – Most NonProfits are not willing to set a risk appetite. ForProfits set risk rather easily. Let’s assume that Ron opens a bakery so he takes a mortgage on his home and spends $100,000 to get started. If he is successful, he will get $100,000 back in a year and another $200,000 in profit. His risk is that he might have to pay the $100,000 to keep his home if his business does poorly. His hopes and assumptions allow an aggressive risk appetite. He will also work day and night to make the bakery succeed. Everything is on the line. NonProfits have a much lower risk appetite. Boards typically don’t give bonuses for success. The traditional high-performing managers are not attracted to nonprofit leadership where they accept risk, sleepless nights, and anxiety but don’t share in success. If you have a high risk appetite and happy to split the profit on doing good and doing good for yourself,  you might just pay property, sales, and income tax on profits and just do good.

We’ve looked at 5 Ways to Raise Funds that lure NonProfits. Could any of these be right for your agency? Definitely! Grants, donations, unrelated business, new business forms or high risk appetites may be a perfect match to get you going and growing. Coaching helps you match your business model to your capacity. You know your business but the coach asks questions so that you make right decisions. You do more good for more people. If this makes sense to you, call me to take a risk free step! Thank you for being with me today!

Control Hidden Expenses

Would you be interested if I can show you how to control hidden expenses in your nonprofit?

Boston Nonprofit had a surplus in a contract and decided to buy 100 Chromebooks for after school use at a cost of $50,000. Most public schools are using online homework assignments so After School programs need updated technology and more of it. The expense was not unreasonable but the After School homework time was about 60 minutes. Assume that the Chromebooks last two years and costs are hidden on the balance sheet with depreciation to account for breakage and use.

So would you agree that we should spent $50,000 and hid it on the balance sheet as an asset? That takes all the pressure off from management because leaders usually lead with data from the income statement. The balance sheet is more mysterious unless you’re in the accounting priesthood.  

Over two years of use, each student is paying $250 per year or about $1.50 per school day for only one hour of use. If you were buying this computer for your kid, would you be ok with a computer that was used one hour a day? I’d work out a deal where she shares with her brother!

The balance sheet hides costs as assets. Makes you look richer. You’re not! You have $50,000 less cash than last week and you are getting very little use from what you bought!

A coach asked if leaders were comfortable with the cost for so little use. Boston nonprofit realized that the Chromebooks were a wonderful resource that was 95% available every day. They decided to think of the $50,000 as an investment that they had to recover since they only needed an hour a day. Control Hidden Expenses.

  • An Early Childhood program in the same building was willing to use 50 Chromebooks in the morning for 3 hours and pay $150 per year or $7,500.
  • A partner agency for job training was willing to rent 25 Chromebooks evenings for $1,000 per month or $12,000 per year.
  • A nearby Charter School was interested to use 50 Chromebooks from 12pm-3pm for $15,500.
  • A tutoring company used 50 units on weekends for $12,000.

The extra use drove up replacement and repair costs. The nonprofit expensed the entire set and sold the 50 remaining Chromebooks at the end of the year to a homeless shelter for $3,000.

Now, I’ve changed details to make an easier story, but what are the results?

Most people notice that the Chromebooks now cost the agency nothing because they got an additional $50,000 in rentals to match the expense. That’s not really the results that the coach saw. Can you see other results?

There will be added costs to record and monitor rental use – some software and a staff person to monitor storage and use

The cost that changed to an asset is the social impact. This one nonprofit used partnerships to take $50,000 spent on 100 students to 10x the value of social impact to change 1,000 lives

  • Technology ages so the nonprofit is always buying the current year model which is usually faster. This empowers 100 students in homework
  • Tutoring for college
  • Job preparation for the unemployed
  • Help with high school research
  • Computer access for impoverished young children
  • Communication for homeless.

Can you imagine the feeling of the Executive Director at the end of the year?

When I coach with agencies, I see 10x value from the assets all over the place.

Control Hidden Expenses. Let’s look at ignored costs for program directors. Often the flow of clients varies while the nonprofit is open. Boston nonprofit noticed that 25% of students leave the after school program an hour early. Their parents pick them up on the way home from work. They excused some unneeded staff early, but that had morale problems that led to quality and productivity loss. With their new understanding of costs. they weren’t ready to see staff stand idle.

Boston nonprofit started to discuss what to do with irregular student demand. They realized that Fridays were a day when many after school students were picked up early. They hired a staff member with a computer background who offered coding on Fridays when they weren’t needed for a classroom. Another staff member was needed half of the time for the later hours, so they assigned that staff member to plan trips and monthly themes. Those activities could be done at slack times instead of a rigid schedule. Other staff set up a tutoring schedule so some students with need had one to one attention.

When they compared notes with the day school, they realized that six months of the new approach had raised the report cards half a letter grade on average and reduced absenteeism in the day school by 5%.

Most of our nonprofits are able to do more than we even imagine. How many ignored costs can I find in your nonprofit? Would it be worth a challenge to see how many can be leveraged to change lives?

If this makes sense to you, click on the pic above to connect. I use the TurnAround Performance Platform with leadership teams. Meanwhile, thanks for the time together today.

3 Problems That Kill NonProfits

3 Problems That Kill NonProfits

Do you face any of the 3 problems that kill NonProfits?

If you are frustrated with the growth, or impact of your nonprofit, there are 3 common reasons, As I coach nonprofits, I see disturbing patterns that make the ED job much more challenging than running a local Walmart.

In Scaling Up, there are 4 Decisions that have to be made to keep any agency alive and thriving. Right People, Sustainable Strategy, Flawless Execution and Abundant  Cash.

Nonprofit Debt payments are about to start on PPP and EIDL loans. When the agency is sick, scarcity of cash is the symptom. Boards immediately think of fund raising. If you are anxious about cash, it’s time to get serious about change that could turn things around. I speak from experience, My first contact with Scaling Up was when we had 158 staff on payroll and $13,000 in the bank.  Scarcity is the mother of Strategy, Execution, and People.

There are three points of untreated paralysis that Scaling Up will change.

The paralysis in Strategy comes from the Board or a client. Boards are notoriously risk intolerant. I get it. It’s a volunteer job so no one wants their name on the vote that killed the agency. Some clients like things just the way they are and push vigorously against any change. One unhappy person was leaving her church in New York for retirement in California. She voted against replacing old chairs on the altar. When it was pointed out to her that she wouldn’t be here, her reply was that she wanted to imagine the church after moving and know that it was just as she left it.

Coaching carries some of the load with quarterly team meetings with the coach and the TurnAround Performance Platform toolset. As discussion about the 3-year strategy brings clarity, much of the board will get on board. Coaching will support your emotional capacity to push for needed change in one year strategic goals, but the coaching is about empowerment. If leaders can’t carry the mantle of leadership, coaching does not replace leadership.

The paralysis in Execution comes from the staff. Any change in strategy changes tasks and job descriptions. None of us like constant change and a few people really want no changes at all in life or at work. It’s not surprising that strategy stirs up fear, anger, and passive resistance from some staff.

Coaching again carries some of the load with quarterly team meetings led by an outsider –  the coach and the TurnAround Performance Platform toolset. Some staff will be enthusiastic and others are willing to learn. The leadership will still need the patience to repeat and monitor changes in processes for flawless execution.

Finally, you may have to face your own paralysis to choose the right people. The change in strategy and execution often requires new skills and experiences. Some of your people have these qualities and others are willing to develop. But even in the best scenario, you are about to threaten someone’s pay, chance for promotion, job security, power, status, or key role.

I have never terminated a person’s employment with happiness. It’s even more wrenching when the person is trying hard but simply can’t do the job. And, of course, harder on them than me.

The good news is that coached changes in strategy, execution, and people turn agencies around. I personally turned around the nonprofit with $13,000 in the bank to become a $7 million success. Several thousand clients are better off today because of those decisions in strategy execution and cash.

Almost every client wants to know how much coaching will cost. And it’s all on my website. But the real cost is not the tiny % of revenue invested in coaching. It’s the emotional investment that the leadership will make. Do you have the emotional capacity to lead with passion and compassion, understand the pain of staff but speak for the pain of clients, speak the truth in love with a board that is your boss?

If you have watched to this point, I suggest that you make an appointment on my website so that I can hear more about your situation and whether coaching will be effective. Click the Pic!

Recession Proofing Leadership

What happens when the economy shrinks? Does it mean that you lose business and nonprofits lose gifts and contracts?

Yes, it is likely. I just decided to cut back my personal expenses because I’m afraid of Trump, Brexit, and the USA deficit. When millions of people start to feel the same way, they all start to save more and pay off loans, and spend less. They give less. And government shrinks too.

Income problems ahead are likely

In my own business, I just lost a $100,000 contract that I was certain was going to be signed. Am I disappointed? Sure – I took a day off to recover 😊  Am I defeated? No, because I’ve got a top grade leadership team and we’re already in action to survive and thrive. You can’t let yourself be paralyzed in this decade but I know it’s hard to fight the feeling!

Business and Nonprofits have to prepare for challenges ahead. These growth barriers are not impossible to manage even though many NGOs (nonprofits) and businesses fail during recessions.

People are asking me — How can I lead my business so that I’m still standing and even stronger than before when there is a cash problem?

In the webinar, you will work on new routines to take charge when bad news threatens. Frequently your first feelings are not going to help you, but you need to turn confusion into control.

This webinar introduces 10 skillsets that prepare you for action in times of trouble. It’s great for an entire leadership team and board to join since the cost is free. Invest in your entire team since you all need to be on the same page when trouble strikes.

My goal is to give you tools to save your company. We don’t know the future but we can prepare for the future.

Is work in July for Problems or Plans? Choose with the Rockefeller Habits

Many nonprofit leaders face an unending mountain of tasks with no clear path to a better life and leadership. I managed the chaos — by Mastering the Rockefeller Habits.

Capital One Bank has graciously agreed to host so its free for you. June 20 at 8:30am – 10:30am at 320 Park Avenue. Write me at tompkir1@gmail.com for a reservation.

Doing Bad at Doing Good

It’s ready for Pre Order as you Click Here

Avoid Bad Boards

1019_4272320

All 990s report on Board Members and Managers. When you join a board, the risk is to avoid bad boards of directors —  one that is stuck or failing. The federal990 public report is a springboard to other sources and patterns emerge of the best boards – and the worst! 

Click on headings for more Board resources

What is the worst number of directors for a healthy nonprofit?

Less than 11. The nonprofits in the study that had less than 11 board members reported on the 990 had reports of corruption in news articles or were really a family business in the garb of a nonprofit. They did not avoid bad boards as they built a nonprofit. If you want to disguise another business purpose in a nonprofit form, a small board is essential to keep secrets.

Otherwise, a small board is ineffective. Small boards are erratic on accountability. One poorly qualified member of a small board has an outsized voice. The line between a governing board and a working board starts to blur. A large board  should have enough wisdom to sort out erratic opinion and be globally focused.

What are worst board members for charitable guidelines?

Members who Give Time Instead of Money!

  • Charitable gifts are important because contract money usually has a specific purpose that doesn’t fully reflect the nonprofit mission. Gifts also impress foundations and government of community support for the agency. 50% of the Board of Directors should be willing to host a fund raiser each year. 100% of directors needs to make an annual gift that is one of their top three charitable priorities for the year. No exceptions. Directors who don’t contribute should be offered a volunteer position.
  • 20% of the Board of Directors should appear on 990 Schedule B as giving $5,000 or more to the organization. It’s a signal that someone on the Board really cares about this!

The indicators mentioned above for the Board charitable effort is a sign of the importance of your mission and the passion of the Board. Find the 990 as you click this link!

What is the worst Board Balance for Regulatory?

100% regulatory members

white eggs with drawn funny faces wearing medical masks at Easter holiday

Every board has a universal need for 2 board accountants. The Board needs a CPA for the Audit Committee and at least one Management Accountant to analyze financial reports. Most of this business should take place in the Finance Committee. The 990 Part VII lists each Board Member. Always use the 990 as a beginning point for searching social media and online. Too many accountants on the Board will blur the line between management and board and meetings will be spent poking and probing the regulatory reports. You can avoid bad boards with a mix of professional skills on the Board

What is the worst Board relationship to the community?

No Centrality

The 990 Part VII lists each Board Member and Senior Manager. In New York City, the nonprofit world, similar to all other industries,  attracts the best connected members and managers. If you search each name on Google and LinkedIn, successful New York City nonprofits often draw Executive Directors and board members from Ivy League graduates. There are exceptions, but you will work twice as hard to get the job for which you have the same credentials as the Harvard alum.

Perform a search of 20 nonprofits in your community in the size that you plan to be in your Strategic Plan. Make a chart of companies, colleges, and community activities to see what patterns emerge. Make sure that half of your new Board Members are connected to the central nonprofit community.

What is the worst Board for Directing the Agency?

The Board is charged with cooperating with management in the 3-Year strategic design, creating a succession plan, monitoring risk, meeting clients, fund raising, and creating measures to measure the effectiveness of the Executive Director. The 990 Part III asks about agency accomplishments. Schedule O gives opportunity for more reporting.

Most boards fail this last and most important question. The largest nonprofit in the study has three paragraphs on the 990 as to what it provides to children. There is no indicator that they accomplished anything. Part III gets little attention because too many agency missions are controlled by the demands of the funder. Boards of Directors simply give up and vote to fund the agency and hope for the best.

Conclusion

The 990 has information that is more than a report on financials. It’s possible to see the makeup of a board. One can discover the presence of major board member gifts. Most importantly, it has space for whether the board thinks about mission and results. It’s a great tool to use at the next time that someone asks you to join their board – avoid the worst!

Start your TurnAround today with a coach who can 10X your progress!  Click my name Ron Tompkins f\or the next step!

RDT-Verne-Harnish-2
Avoid Bad Boards

Are You Driving Your Company to Alaska and Can’t Leave Omaha?

It took me four years to realize that my strategic plan to get to Alaska wasn’t working. I was driving around the same block in Omaha and feeling good about it! 767_4136905

My first job included a weeklong, five year planning retreat. The retreat was a heady moment, filled with excitement and potential. We could see the distant Big Hairy Audacious Goal (Jim Collins). What could be easier than driving the organization to our dream destination?

The dream required a growth rate of 10% per year for five years but that seemed so easy that it was a pity to wait five years. A group of 50 students could certainly grow towards 55 in the 2nd year and 61 in the third. It failed. A strategic plan requires a lot of effort and most plans end up in dusty notebooks.

A growth mindset has to work an hour today to arrive at tomorrow’s destination.

Shannon Susko says that the point of failure in strategic planning is not the dream of the great future. Success is finding a GPS that connects one year destinations to a three year destination. Connecting the one year and three year drives you steadily on the highway of  growth and success. She says that flawless execution at the one year level only is like driving the car around the block. You get to feel successful without going anywhere.

I was great at driving the car around the block, creative with the long range plan, and a miserable failure at driving my car towards a 3 year future on the way to the incredible future.

Everyone in my current nonprofit stops for 15 minutes every day to have a huddle. We commit to an hour every day to work on our three year objective. The huddle is to report on what we accomplished yesterday in our hour, how we will use our hour today, and a request for help if we’re stuck. Verne Harnish describes this in Scaling Up.

We still get flat tires and occasionally aim for Minneapolis when we were planning for Alaska. But I can already see Anchorage!

Collins, Jim, and Morten T. Hansen. Great by Choice: Uncertainty, Chaos, and Luck: Why Some Thrive despite Them All. Random House Business, 2011.

Harnish, Verne. Scaling up: How a Few Companies Make It … and Why the Rest Don’t. Gazelles Inc., 2015.

Susko, Shannon. The Metronome Effect The Journey to Predictable Profit. Advantage Media Group, 2014.

 

If you want One Minute TurnArounds by email, please sign up!

GDPR – Your email is collected by an automated system so that the One Minute Manager posts can be sent. You will be invited twice a year to a two hour Scaling Up workshop for CEOs and EDs. Annually, you will be offered an Ebook and asked whether the resources of TurnAround Business Coaching are helpful.

A maximum of 10 companies per year develop a relationship for Business Coaching to turn around their company or scale up past a growth barrier.

I Can’t Fire Him. I’m Scared!

I had a job search in 1988 and finally got an interview for an executive position at a college. I would be 2nd in command to a leader who planned a five year window for retirement. I was flown to Washington and then Philadelphia for interviews. The interviewers stressed that I would have considerable power. What’s not to like about power?

The interviewers admitted that there was one challenge – their current president was scared of one person who reported to him. The staff member was abrasive, had no support of other staff, and criticized his supervisor and peers without hesitation. They were reluctant to say what they wanted, but an unwritten part of the job description was to handle Jorge.

I understood that new direction was needed. I hated to take a new job and fire a well known staff so I suggested in the 2nd interview that they fire the offender and I could come in with a clean mandate to make things better. They were doubtful because ‘Jorge even knows how to deal with the boiler when it breaks.’ They agreed to think about it. I was sure that I had the job. I started looking for housing.

On my birthday, April 20, I got the call I had been waiting for! …… But the call was to tell me that they had chosen another candidate for the job. There is a copper taste in my mouth even as I write this today.

After much reflection, I realized —  I was scared to fire. The real job that I was offered was to fire Jorge and I turned it down! 

It doesn’t matter how many strategic plans you write. You will fail if you have staff who can’t work the plan or who want the plan to fail. You will fail if you don’t do what it takes to get the right people. How many of your direct reports would you enthusiastically rehire? This post is about what to do with the B and C performing staff.

Sometimes, staff changes are slow because of civil service, unions, elections – things outside the manager’s control. The mayor employs many critics that s/he cannot fire in the Police Department and other union and civil service protected positions.

Scared to fire? For most of us, the big reason that we can’t change things is that we are scared of the people who work for us! “In 2009, U.S. companies spent $3.6 billion on “outplacement services” (figuring out whom to fire and how to do it)” (Rogers, Jenny. “Getting the Ax From George Clooney.” Slate Magazine (2010): n. pag. Web.)

Scared to fire? Staff transitions are difficult. And it’s always tragic to create chaos with someone’s livelihood and career.

If you have staff that can’t or won’t work your plan, you need to analyze job descriptions, and start regular appraisals. Appraisals are a wonderful way to get staff reflecting on whether you can offer the job that they want. Effective appraisals often lead the wrong staff to resign. What’s better than helping an earnest staff member to realize for themselves that you can’t offer the job that they want to do?

Regardless of staff reaction, forge ahead to get the right people. It’s the only way. Start with compassionate candor in appraisals. If that doesn’t work, the fallback is to insist on the standards for the job you have – not the job that fits the staff member. Your coach will help.

Make a plan today for the next step!

ScalingUp_CCExtended_DISC_Logo_Certified_Professional copyCMA Badge

Coaching choices HERE

Contact Ron Tompkins HERE