1. Presence with Purpose

2. Our “Why”: to serve those who serve others  We believe that the 18-month turnover in the development profession can be a thing of the past.  We believe that top performer fundraisers can be retained.  We believe that every non-profit, no matter its size, can obtain major gifts.  We believe that effective internal communication is the key to top performance within development teams.  We believe that more first-time donors can become lifetime donors.

3.  22 Years as a College President  Growing Self Awareness  The Panas Experience  The Ah-Hah Moment How It All got Started

4. EAB Study Released  1217 Top Performing Development professionals  90 different organizations  Profile XT Sales Assessment

6. A pilot project with NC State University

7. Project Begins  New Vice Chancellor  Turnover in key positions  Two consulting firms already hired  Chancellor’s growing anticipation

8. Discovery from Interviews  Non-aligned “Whys”  Ineffective communication  Very little recognition  Many lost opportunities

9. Advisory Board Established  NCAA Track All American (baton effect)  Navy Fighter pilot (concentration)  Financial Strategist (anticipation)  IBM executive (execution)  Franchise Owner (connections)  PGA Professional (ear pull)  Corporate Foundation President (surprise)  NASCAR Pit Crew Trainer (pause)  Toyota Executive (problem solving)

10. Vertical Intelligence Understanding everything going on in our brain: our thinking, our planning, our decision making and our actions affected by our emotions.  Neocortix – skills  Limbric – decisions

11. Vertical Intelligence Impact

12. Development Star Established  Thinking style  Emotional behavior tendencies  Passion

13. Advancement @ NC State NC State – Land grant, 30k Student body, 8k Faculty and staff Advancement at NC State  Four major units in division Development Advancement Services Alumni Association Marketing and Communications  Decentralized Development Organization 65 Frontline Fundraisers ~40 FTE 8 College/Unit based foundations  $200 Million/year in Gifts and New Commitments between 2012-2015  Member of the “CASE 50 “ Top Producing University Fundraising Programs

14. Advancement @ NC State (cont) Advancement Services at NC State  Units: Alumni & Donor Records, Prospect Research & Management, Information Services, Information Technology, Donor Services  Process 30,000 gifts; Manage 5K Major Gift Prospects and Pipeline; Oversight of Gift agreements, Naming Policy and Endowment Reports; Database & reporting configuration and management  Diverse staff (~ 40 FTEs) with tenures varying from 25+ years to new hires  Located with Finance and Administration (not Development)

15. Why We Did This? Advancement at NC State  To strengthen the organization structure and improve performance  To bring Advancement Services operations into the mainstream of ALL NC State Development activities  Offer staff self-awareness tool and feedback on competencies and peak performance  Create a system to recruit and retain the best possible talent  Create training based on employee assessments (using Profile XT)

16. ProfileXT, a Tool for Evaluations  Online skill and behavioral test  Tests individuals on several thinking skills, competencies and behaviors  Ascertain employees skill and competency gaps and then plan professional development

17. What we did…  Introduced the concept of emotional intelligence and peak performance that included a quick survey  All staff took the ProfileXT test  Every staff member received their test results by email  Walk through with unit leaders  Team results  Peak performance

18. Introduction to Staff Bill’s personal story –His journey of overcoming obstacles to become a “college president” Tell them our focus is on 4 things: –Being efficient: Getting work done –Being effective: Doing quality work –Being congenial: Being a pleasure to work with –Being appreciated: Having others recognize your effort Clarity about the ProfileXT process Anonymous opinions –One Major obstacle I face is … –I wish Kushal knew

19. Training #1 based on evaluations and surveys Led by Behavioral Psychologist, Dr. Katharine Leslie Controlling the controllables: Stress and Performance Workshop

20. Training #1 based on evaluations and surveys Led by Behavioral Psychologist, Dr. Katharine Leslie Controlling the controllables: Stress and Performance Workshop

21. Training #1 based on evaluations and surveys Led by Behavioral Psychologist, Dr. Katharine Leslie Controlling the controllables: Stress and Performance Workshop

22. Training #2 based on evaluations and surveys Led by Developmental Psychologist, Dr. Katharine Leslie Honest communication: Why are you talking?

23. Training #2 based on evaluations and surveys Led by Developmental Psychologist, Dr. Katharine Leslie Honest communication: Why are you talking?

24. Training #2 based on evaluations and surveys Led by Developmental Psychologist, Dr. Katharine Leslie Honest communication: Why are you talking?

25. Outcomes Transparency –Honest conversations about obstacles to success Accountability –Better understanding of core competencies (and lack thereof) Resiliency –Setting and managing expectations about peak performance