1-10 of 33 results
Blogs
This blog outlines five attributes that define Gen Z and how these will impact the generation’s relationship with philanthropy.
Blogs
There are various methods you can use to cope with the advancement talent crisis, but addressing your workplace culture head-on can help you improve retention both immediately and over time. Here are four strategies to retain talent and help them develop meaningful careers.
Blogs
Explore a conversation between Emily Berry, Associate Vice President of Individual and Annual Giving at Miami University, and Mark Shreve, Senior Director of Partner Development at EAB, about the growth and success Miami’s annual giving program has seen in the past 10 years.
Product
The relationship between school and student shouldn’t end after graduation, but alumni are increasingly unresponsive to traditional engagement efforts. Our research, insights, and services can help advancement leaders elevate alumni relationships to their full potential.
Blogs
Increase donors and dollars with the latest innovations in philanthropy and fundraising.
Blogs
Advancement leaders are always hunting for cohorts of alumni who have the greatest likelihood to donate. But all too often, seemingly promising segmentation approaches don’t reveal actionable differences in giving rates. See the alumni segment at the College of Charleston that has nearly a 2x higher giving rate, even decades after graduating.
Blogs
Learn how focusing on talent reviews rather than performance evaluation can help direct managers to provide strategic, employee-focused feedback, helping to increase staff retention.
Blogs
When it comes to investment in advancement office staffing: It’s not how many FTEs you add, but where you add them in your advancement shop that produces high ROI. Learn which areas have the most impact for your shop.
Infographic
This infographic explores how your university can use digital marketing to cultivate stronger relationships with
your existing donors and reach alumni you’re currently missing.
Blogs
The temptation is to settle by hiring whoever seems remotely qualified even if they are not what you were looking for. Sure, you may get lucky, but do you really want your important leadership hire to be based on chance? Don’t settle, and don’t give up hope!
