I have been a fundraising professional for 24 years. Whether I was writing grants, designing direct mail pieces for donors, helping to plan events for fundraising or stewardship, or giving tours of a nonprofit, I acted as a fundraising professional.

Being a fundraising professional certainly has its perks. I have taken a donor to church, then lunch, then shopping (but gave up a Sunday for that), helped another donor replace about 20 light bulbs in her apartment (she was “height challenged” and certainly appreciated the work I did on getting her place illuminated), made lots of airport runs with donors and board members, and most recently dropped off some lasagnas for a donor who broke her leg.

That’s what we do with our donors. We go above and beyond!

But there is a big difference between a fundraising professional and a “Development Director.” A fundraising professional takes care of our donor needs. They communicate. They serve. But a development director truly “directs.” A chief development officer is going to oversee all of the various components of a fundraising program at a nonprofit. This person will drive the strategy as well as the processes that must happen to be successful.

In short, this is my definition of development director:

Professional Thanker

Asker

Event Planner

Grant Writer

Grant Reader

Marketing Expert

Mental Health Expert

Bill Collector

Public Relations Spinner

Mess Cleaner

Board Member Wrangler

CEO Supporter, Dissenter, Best Friend and Greatest Critic

Bartender

Cheese Plate Creator

Negotiator

Closer

Contract Reviewer

And 1,000 more …

These are not qualities found in many people. I know that negotiation is a skill I have but bill collection can be tricky and challenging. I have delivered great news and bad news. I never avoid the bad news anymore because I usually get great advice followed by a check.

Unfortunately, I have a lot of friends who are CEOs looking for development directors, but many are getting resumes for young fundraising professionals. Now don’t get me wrong. Early in my career, I was aggressive. In fact, I remember interviewing for a director level position for a major health care provider in Kansas City when I was just 27. The CEO was so gracious and knew I was green. I caught up with her a few years ago when she retired. I sent her an email and thanked her for even giving my green self an interview. She sent the sweetest response and said, “I saw potential in you and I’m so glad you’ve realized it.”

For CEOs out there needing a “development director,” be honest about what you need. Strive to create a job description for the chief development officer that is really a partnership with you and the board. But if you’re looking for a fundraising professional, develop a description and plan for someone who may have a good skill set but has a ways to go. And be clear to set a path so that they may grow from grant specialist to development manager.

And to young development and fundraising professionals – I say “Be Bold.” If your job description only contains events, grants or stewardship, start asking for more work. Learn about donor cultivation. Observe a fundraising call. Ask to attend a board meeting to learn more about governance. To be a development director, you need a wide set of skills and lots of experience – good and bad.

And don’t ever hesitate to help a donor with something. The relationships I’ve made over the past 20 years have come from those less-than-formal interactions with board members and donors. I’ve carried a few purses, changed a few light bulbs, picked up candle holders at Pier 1, and every interaction has taught me something.

My friend, Randy Parsons, owns an antique store on Western Ave. It’s the store with the chicken in front. Randy raised money for decades and he will tell you the number one thing he learned. You have to love your donors and know what you’re doing. That comes with age, experience and wisdom.

Today, I wish that at 27 I would have had the wisdom and experience I have now. But I sure wish that now I had that same level of self-confidence or maybe self-annihilation that would make me apply for a major development position at 27.

Get out there and Be Bold!