Don’t relegate these volunteers to the same positions just because they do it as a profession. Yes, an accountant is helpful for the finance or audit committees, but maybe they joined your organization to do something different.
Ask any accountant, lawyer or fundraiser on your board they’ll tell you that they are only ever asked to fill the same role. They aren’t allowed to be a beach ball or rainbow. The black crayon is only allowed to draw the lines that other colors fill in. They give or volunteer, but the experience leaves them empty. This is vast majority of your donor database. These donors make consistent (likely unsolicited gifts) without being given the opportunity to learn more or deepen their relationship with you. These volunteers show up, do their work, but never receive recognition. Similarly to beige, white gets used but is generally unnoticed. Special event donors must also feel a little grey with the bombardment of asks they encounter attending most silent auction galas. Donors often complain about being over-solicited for gifts or, worst of all, being asked before understanding how their previous gift was used. If this doesn’t sound like a majority of donors, nothing will. Grey is tasked with coloring in really big animals like elephants, hippos and whales it feels overburdened. Volunteers frequently report they feel underutilized perhaps they leave because we don’t recognize their value! The beige crayon feels overlooked because brown gets all of the fun, leaving beige to draw wheat. Do you give them an opportunity to designate their gifts and report back on specific use? Each donor and volunteer has a passion know it and grow their passion within their area of interest.ĭo you play favorites, and leave out some volunteers? Beige crayon volunteers are waiting to be used, but often get overlooked by staff who go back to same group of volunteers. As I think about donors, I think about their giving passions. Volunteers and donors, like the purple crayon, tend to stick within their comfort zone. Purple complains that it’s used to color outside of the lines. It’s their most valuable commodity, so steward it well. We usually notice when it’s too late, when they’re gone. Unfortunately, the red crayon volunteers or donors in our organizations rarely tell us that they are overworked. Red complains that it’s used for every need, from firetrucks to hearts and santas, saying, “You make me work harder than any of your other crayons.” It needs a rest.
#Crayons dont quit how to
This book and its wonderfully simple lessons teach us more about how to guide, use and appreciate our strongest supporters. In fact, I’d like to write similar letters to some the organizations where I volunteer or donate. They’ve had enough, so they quit and fill his crayon box with notes why they’ve left him.įrom the past decade working in development, I can associated a volunteer or donor with each crayon. He’s used, abused, or completely ignored his individual crayons.
The premise is that a child’s box of crayons is fed up with young Duncan, their owner. When I read The Day the Crayons Quit(beautifully written by Drew Daywalt and incredibly illustrated by Oliver Jeffers) with my preschool daughter, and the lessons just leapt off the page. A card accompanying the book explained that I should read the book with volunteers and donors in mind. Before I opened it, she was quick to tell me there was a deeper meaning to the book.
Inspiration can come from unlikely sources.Ī colleague of mine gave me a children’s book as a thank you for speaking at a volunteer training. nonprofits-dont-treat-volunteers-and-donors-like-crayons
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