Creating an outcomes-oriented mentoring program

When the Advancement Forum asked major gift officers to list and evaluate the important factors that led them to join their current institution, nearly 80% ranked professional development as either important or very important edging out financial compensation (77%) and office culture (73%). This result begs the question: What strategies are you enacting to ensure that major gift officers continue to feel that professional development opportunities are available?

Peer-to-peer mentoring programs are low-cost opportunities to provide professional development. Junior or high-potential staff members receive crucial guidance while tenure, high-performing members develop leadership skills. Emphasizing mentorship also sends a message that your organization is willing to invest time and resources to help employees succeed in their careers. However, unclear mentoring expectations often result in a professional development relationship that devolves into a series of one-off conversations over coffee or a meal that are not effective and do not achieve their intended outcome.

This is a preview of restricted content.

Full access to this content is reserved for Advancement Forum members. Log in now or learn more about Advancement Forum.

Next, Check Out

Inside the mind of a Curious Chameleon

More
  • Manage Your Events
  • Saved webpages and searches
  • Manage your subscriptions
  • Update personal information
  • Invite a colleague