First of all – determine your mission. This is usually the top priority of your role with an organization. Let’s just say it’s to raise money since SOAR is all about lifting people up to help them be successful with fundraising.

• Who are you looking for? Determine this. What is the role you hope to attain in order to achieve your mission?
• What kind of acquisition tools are available? Determine this. How can you implement these tools while adding additional tools to make your program special?
• Bringing a person on board to fulfill your mission includes retaining them. What perks do you offer? Training is a key part having a person feel comfortable in their role. Regular conversation is another.

Training is ongoing and it’s helpful to provide a “new hire” packet, so to speak. This packet includes all of the information a person needs to know in writing. It shares the time commitment a person has signed up for and outlines their participation.

Training at meetings are universal and 1:1 meetings are personal. Making sure to cover both is a way to keep people in the know and on a broader scope when need be. The broader scope takes over when you’re wanting someone to cover another person’s role in their absence. It’s easier to do when everyone on your team knows what’s going on behind the scenes.

In summary – share your mission with people who are able to help you expand your market. In the end, market share is fundraising.