We know from a number of studies that a primary motivating factor for giving to a particular institution is a belief in the goodness of the mission.
It’s not that there aren’t other motivating factors that encourage giving, but study after study shows that “belief in mission” is a top response when donors are asked why they give.
In short, donors give because they believe your institution makes a difference in a way that matters to them.
But what about the advancement team members at your institution?
What is their primary motivating factor for choosing to work on your team?
Might they say one (or more) of the following?
- There is job stability here.
- There are few high expectations here.
- I don’t have to work long hours here.
- I have good benefits working here.
- It’s comfortable here.
- I’m interested more in working for the institution, not specifically advancement.
Collectively, advancement teams can be categorized as being “individually motivated” or “mission motivated.”
Individually motivated teams would have many members offer up responses like those above. Whereas, a mission motivated team would have more members say, “I’ve chosen to work on this team because I believe in helping advance the mission of our institution.”
Leaders should be hyper-focused on creating and sustaining a mission-centered culture not only because it attracts more generous donors.
But, more importantly, because it attracts more authentically dedicated team members.
