Adam Grant, Ph.D. is a professor at the University of Pennsylvania's Wharton School... and he's an all-around great guy with unmatched energy and passion for his work. (Note: I have not seen Adam in person since he became a father, so it is possible sleep-deprivation has robbed him of some of this energy, but I doubt it!) He has conducted extensive research on the motivational factors and personality traits that influence a fundraiser's success.
A few years ago, I had the good fortune of working with Adam on such research as related to student callers employed by the University of Michigan's fundraising programs. Here were the two key questions of the research:
1) Are there key personality traits we could seek when hiring student callers that would make their success more likely?
2) Would hearing the story of scholarship recipients motivate student callers to make more calls or raise more funds?
This post explores the findings behind question #1. So what traits initially come to mind for you when asked the question:
Here's one common answer:
Other common answers, when Adam and I have presented these findings, have included:
- Agreeableness
- Altruism
- Conscientiousness
- Emotional stability
- Extraversion
- Open-mindedness
- Self-confidence
- Self-esteem
And you know what? None of these matter when examined individually. However, two of them matter when simultaneously present in a fundraiser:
Conscientiousness + Extraversion = Improved Results
In the first week on the job, look at the difference between the conscientious extraverts and the other callers:
That's a significant difference, obviously. So have you considered applying personality trait tests to your hiring practices? It is a common practice in the for-profit world. For more on this research and its findings, see a full presentation on the topic here.
UPDATE: Please note - I am not necessarily suggesting that these two traits are the best for all development positions, but rather that the science of personalities could be a successful tool for using in your organization's hiring practices.
15 comments:
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Trent Walden, Vice President at Presbyterian Homes Foundation:
They must be a positive upbeat person even in the toughest of conditions. They must enjoy meeting new people and relating to their interests and passions so to be able to match them to areas of potential interest. You must be able to persevere as sometimes patience is required to cultivate a donor to a point of giving; especially in todays economy. You must also know when not to ask. If someone is in need of their resources but they want to give you need to back off or provide a means to do so without damage to their resources. They must have a passion for what they are doing for the right reasons. Matching peoples desires to the cause or mission of your organization.
Amen!
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From James W. Chesnut, Owner at Chesnut Productions/Nonprofit Pathways
Respectfully, I disagree with the findings that are reported above. If one is considering a fundraiser to be an evangelist for a cause of some sort, then the results may be somewhat accurate when comparing results among other evangelists. However, what is not considered are data that would compare the results of telemarketing sales professionals with those of conscientious extroverted students (assuming the Jungian understanding of extroversion).
Telemarketing professionals (regardless of the source of their life energy) produce great results mainly because they are seasoned to deal with rejection, a big factor in telephone solicitation. It is a numbers game to them, and most don't particularly care about the product they are selling. They thrive on making a deal, no matter what the size of the transaction.
When considering a fundraiser in this context, I believe the most important characteristics are perseverance and a drive to control one's own destiny. However, if one were to consider a fundraiser to be a strategic leader of solicitors, the characteristics are those of an effective leader and are too numerous to list here.
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Robert Carter, Senior Advisor at Omnicom
Effective communicator. Ability to articulate a case for a cause and bring the solciitation process to CLOSURE. Oral and written skills critical...
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Jane B. Ford, Fundraising Guru at Rock Environmental, LLC
I think that good communication skills (both oral and written) combined with a passionate belief in the nonprofit's mission are keys to a fundraiser's success.
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Jaclyn Pingel Day, Assistant Advancement Officer at Rensselaer Polytechnic Institute
I'll have to say I disagree with their findings that extraverts are much better callers than introverts. I was a student supervisor for a year and a half at BYU's Telefund and I found that our best callers were a mix of the quietest individuals at the Telefund as well at the most gregarious members of our call center. I don't think being overly outgoing is an accurate measure of whom might be successful as a student caller or as a fundraiser.
While personality tests make work on sales applications in the for-profit world, the non-profit world is completely different in its make up. I made a great student caller and when I tried to move on to phone sales, I failed miserably even though I have most of the personality attributes that should be successful in BOTH realms.
I do agree that self esteem and self confidence are vital to a successful fundraiser. I would even go as far as saying that one of the most important skills a fundraiser needs is to not only be able to handle rejection, but to take that rejection and learn how to prevent a similar situation in the future.
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Lisa Nalbandian, Southeastern Wisconsin Regional Manager at Wisconsin Public Radio
I can't speak for telemarketing, but for any other kind of fundraising, listening seems to be the key for success.
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From Andrew Greenberg, President at Connecting Non Profits, Inc.
When fundrising from corporations and/or high net worth individuals via the pone, I have to say that many factors are needed to be successful.
However, until you have the self-esteem to be able to take rejection without letting it become personal you will not get far.
Self-confidence
Articulate- get your point across in 30 seconds
Persistent- unless can keep making the calls, again you will not succeed.
I believe you need these attribute the very least.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: Betsy Craz, Director Advancement Communications at Stony Brook University
The ability to actively listen and respond in a way that the prospect feels heard.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: John Smilde, Director of Advancement Services at Calvin College
In my view, the most important front line fundraiser trait is to be extroverted. Extroverts are energized by interacting with others and thus will seek opportunities to reach out to others. Introverts need solitude to re-energize. It sounds simple but it is not always easy to distinquish between the two in the first few meetings because introverts can be very personable and energetic and can be persuasive sales people (especially when they are in high level positions and only used for selective fundraising calls).
Introversion is different than shyness and some are very impressive in front of groups.My experience has been that over time, introverts will look for reasons to avoid the front line rigors of making contacts day in and day out and will use administrative tasks, involvement in strategic planning, etc... as ways to avoid making calls. Those are all good things but not their core responsibility.
Extroverts will naturally gravitate towards making contacts because they are energized by it. Beyond that, I've noticed that there is a lot of variation between successful extroverted fundraisers.
During the times I've been involved in interviewing potential fundraisers, I've always paid attention to what their down time hobbies are. If their hobbies indicated that they like to re-energize in solitude, I consider it a yellow flag.
My two cents.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: Rick Adams, Marketing Services Account Executive at EU Services
Being in sales and making lots of cold calls to people who I have never spoken to, I imagine the traits would be similar, those being: Friendly disposition, patience, tolerance, ability to shrug off negativity, positive attitude, resilience, and an understanding that you get more No's than yes's and being able to revel in the yes's. It also doesnt hurt to have a competitive nature when approaching your efforts.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: Beth Braxton, Director of Annual Giving, University of North Carolina - Chapel Hill
Adam Grant, former postdoc at Michigan and former professor at UNC, current professor at Wharton School of Business has done considerable research on this and found that for phonathon callers, conscientious extroverts make the best callers. When he did a personality test of UNC major gift officers and compared to their fund raising stats and personnel reviews found that - at least at UNC - extroversion and introversion didn't make a difference.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: John Smilde, Director of Advancement Services at Calvin College
Interesting Beth. My comments were strictly anecdotal based on my experience in our office and not anything statistical. I just glanced at his curriculum vitae and it looks like he's published a lot of interesting stuff. If you know of a web version of the specific research you are referring to, I'd love to see it. I heard that Josh Birkholz from Bentz Whaley Flessner is also researching this topic and planning to publish a book.
(via discussion from the AFP LinkedIn group - http://linkd.in/9SLexC)
From: David J. Smith, Director of BYU Annual Giving
Having employed Jaclyn at BYU, I can attest for her excellence as a caller! I also happen to agree wholeheartedly with what she wrote in regards to our student callers.
Attributes that I see as extremely valuable for a fundraising professional: vision, commitment, full understanding of your organization and its mission, communicative, dedicated, creative, self-confident, good at teaming, ability to think quickly on one's feet.
(via discussion from the Annual Giving Network group - http://linkd.in/a0o0V8)
From: Beth Braxton, Director of Annual Giving, University of North Carolina - Chapel Hill
John: I have a tendency to go more with the extroverts, personally. I also look for people who are team and goal-oriented. Adam has helped tremendously with questions to ask to get to the type of traits I'm looking for in an annual fund road warrior. I'd use them on a major gift officer as well considering that UNC is a hybrid decentralized office. You need people who will chip in, work together and celebrate results, in my opinion. But maybe that's just who I like to hang out with!
I guess it really helps if you are into self development books and trying to integrate it into your daily life. When it comes to social events like fundraising, charisma is everything.
Post a Comment