In collaboration with the Association for Healthcare Philanthropy, ALG presents a new whitepaper that reviews research and offers recommendations for leaders to improve diversity and inclusion in advancement.
Today’s speed of change will require leaders to find new ways to navigate this pace. My recent conversations with 12 VPs uncovered a shift in how they’re thinking about our work and its rapid evolution. As you enter planning season with your advancement team, keep the following six shifts in mind.
When we’re under pressure, it is normal to revert to what we’ve done successfully before. When a woman doesn’t respond as anticipated and, in fact, asks more questions, gives less than asked or doesn’t agree to be on a board, we turn and focus on those who do respond in the way we prefer. But we risk sub-optimizing what this woman might give us after she is satisfied with her due diligence.
Experienced administrators and board members recognize an outstanding advancement officer when they meet and work with one, even as they recognize a true philanthropic partner. One of the greatest gifts these leaders can make to their organizations is to act upon that recognition.
Thanks to our partners, Aspen Leadership Group has been named to the Forbes list of America’s Best Executive Recruiting Firms (2019). As an executive search and consulting firm who believes that relationships matter, we are excited that our work and the enduring relationships we have developed with our clients and candidates have been recognized by Forbes. ALG was ranked among the top 200 executive search firms specialized in filling senior leadership roles.
Yet fundraisers—even highly experienced ones—often bungle the online interview, executive recruiters say. Here are tips from recruiters and search committee participants to help you prepare for your next interview.