Young leaders who become involved in charitable organizations struggle to help them raise money. Some miss their targets, may feel embarrassed, then hesitate to try again. Not only does society lose out, but their employer loses a connection to the community, missing an opportunity for employer brand building and employee fulfillment and development.
Young leaders often have weak networks. Being involved in charitable causes (along with professional organizations) is how many leaders build their networks, but it can be hard to gain momentum. They may ask family and friends for money, but that well is only so deep. Some make the mistake of asking subordinates to donate (arguably an ethical violation) and they are generally less affluent, thus less able to give.
Those of us towards the top of the organizational chart should donate personally to our subordinates’ causes. Most of us have the capacity and are already donating directly. Re-allocate some of the donations from direct to indirect donations. The money still goes to charitable causes, but on its way encourages philanthropy in the next generation of leaders. While I’m not against asking the company to donate, I’m specifically advocating a personal donation as it sets a philanthropic example and it creates an additional personal connection between you and your direct report, aiding in the development of your relationship as well as improved employee retention.
Consider Brad Holsworth, a board member of Burr Pilger Mayer , a leading Northern California regional accounting firm, and also partner in charge of their Walnut Creek, CA office. He says, “We truly want our employees to embrace their community and get involved. We know from experience this involvement helps them mature, grow their leadership skills and become better professionals. When employees do become involved they often feel the pressure to fund raise and it’s hard for them. While our firm has a program to support employee efforts with non-profits by making monetary donations on their behalf, I enjoy helping them personally by giving $50 or $100 as a way of letting them know that somebody cares and appreciates their efforts The employee really seems to appreciate it and the encouragement leads to increased effort on their part. It’s a win—for their charity, for them, for me, and for our firm.
Getting started is easy, and it is best done informally. First, let your direct reports know that you’re interested in supporting their charitable efforts. Many employees won’t ask their boss for a donation unless encouraged. If you have any preferences, let them know early on. For example, many professional services firms like their young leaders to be personally involved (on committees or boards) to build a professional network. Others prefer local causes. But don’t be too specific. The purpose is to encourage them to support a cause that is meaningful to them (even if it’s not meaningful to you).
Then set an annual budget for yourself and a target number of young leaders you’d like to help. Maybe its 15% of your total annual giving and five young leaders. Maybe its $500. Set aside what you are able. As you do charitable work, talk about it, then ask about their efforts. Ask if they need any help in fundraising. Remind them that you want to support them with a few bucks. Just make sure you push those dollars out. As your young leaders succeed in their philanthropy, create limelight for them and of course, take none of it for yourself.
Don’t be daunted by the amount you have available to give. Even $20 and a healthy dose of encouragement does wonders toward encouraging philanthropy. Don’t worry if their charity is efficient and if your money is well spent. The bigger win for society is encouraging charity and community involvement in a future leader. Find a teachable moment when you share how you evaluate the charities that you donate to directly.
I don’t care if your motivation is from the virtue of being more philanthropic or from your desire for better employee retention and community relations. Just get started today and the benefits will roll in--all around you. So whose desk will you stop by and make the offer?
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