TEAM LEADERS WHO "GET IT"

In the past decade of working in Fund Development, I’ve coached dozens of campus teams as they have planned Vision Dinners, hosted partner engagement events, asked for major gifts, and pretty much any other Development strategy. Along the way, I've observed patterns that set exceptional Development Team Leaders (TLs) apart from the rest. Here are the four key traits that I see in the leaders  who truly “get” Development and partner care.

1. Know Your Partners and Build Genuine Relationships

Great leaders  deeply understand their partners. If I pulled a donation report, they could immediately tell me who their top supporters are and how they’re connected to the ministry. Relationships are what drives development. You’ve likely heard of the 80/20 Rule: 80% of your funding comes from 20% of your partners. When was the last time you called or met with someone in that 20%? The leaders who are truly excelling in fund development are the ones who are truly digging into knowing their best partners and building relationships with them.

Yes, they plan an annual Vision Dinner and it provides some funding. But they know that the real bread and butter of their ministry is that top 20% who God has provided to sustain the ministry. These leaders use regular updates, personal touches, and simple check-ins to build trust and deepen connections.

2. Diversify Your Development Portfolio

Relying solely on a single fundraising method, like an annual Vision Dinner, is risky. What happens if a major event is canceled or circumstances change? Maybe there’s…I don’t know…a global pandemic that stops you from meeting? In 2020, many teams that I coached had to cancel events. The ones who were depending 100% on a Vision Dinner for their income were hung out to dry with no way to engage their partners.

Relying solely on a single fundraising method, like an annual Vision Dinner, is risky.

The strongest leaders embrace multiple strategies: alumni networks, special asks, major donor relationships, and more. Alumni networks are a common request, and while we're still refining our approach, there are opportunities to explore. I'd be happy to discuss this further with you.

3. Create Opportunities for Partner Involvement

Development isn’t just about giving—it’s about engagement. The best TLs invite partners to get involved in meaningful ways. Whether it’s leading a Bible study, helping with event planning, or volunteering in small ways, partners who are engaged beyond giving often become your most dedicated supporters.

One of the simplest ways I can tell if a TL ‘gets it’ is to ask them this question: “How have volunteers and partners helped to advance the Great Commission through your team in the past 18 months?” If the answer boils down to “they give us their money” it’s a clear sign that the team isn’t focusing enough on partner engagement.

Our partners aren’t an ATM that we visit once or twice a year to get the money we need.

Our partners aren’t an ATM that we visit once or twice a year to get the money we need. Rather, they are the key that opens the door to reaching our scope. The healthiest Development leaders know that they can go further and higher with their partners than they ever could without them.

4. Plan for the Future: Succession Matters

Strong TLs don’t just think about their current role—they prepare for what happens after they leave. The most common scenario when I meet with a leader for the first time is this: they have entered the Team Leader role in the past 3 years, and things weren’t handed off well. They don’t know any of their past partners personally, and they potentially don’t even have a way of contacting the largest givers. They’re starting from zero, and they don’t know what to do.

The leaders who don’t let this happen are some of the best leaders in our organization. They are thinking ahead about who may lead after them and they are building bridges of communication. These leaders develop a strong financial base of support so that when they step out of their role the next leader is set up for success.

Ask yourself the question: If I left tomorrow, what would happen? 

• Who would plan the Vision Dinner? Would they know what to do? Would they have access to the contracts or past attendance info?

• Would my partners know the next leader? Would the next leader know who our partners are?

• Does my team know how to get the info they need to succeed in Development? Who should they talk to? Where do we store that info and how do they access it?

The best leaders are the ones who have thought about these questions. They are involving their whole team in the Development process so that when things change they’re prepared and equipped to succeed in the midst of succession.

Let’s Build Together

These insights aren’t just theory—they come from experience with teams that are thriving in their development strategies. For some of you, making these changes isn't going to be a quick fix; you'll need a year or two to change your Development habits and build toward a better reality.

If you want to dive deeper into any of these areas or just need a sounding board, reach out. If you’re in the Campus Ministry, you can email developmentcoordinators@cru.org - or, otherwise, you can email teamgold@cru.org