Join us for a dynamic and interactive workshop designed to outline a DEIB program created in the wake of the murder of George Floyd, that has sustained and expanded efforts to engage the development and alumni relations staff at Johns Hopkins University in their personal journey, create opportunities to learn from colleagues at regional educational institutions, and build a pipeline of underrepresented college students to consider a profession in development. We will discuss the evolution of DRIVE (Diversity, Race, Inclusion, Vulnerability, Equity) from 2020, how we engage development executive leadership in the process, and some of the challenges of sustainability.

Fulfillment at work doesn’t come by happenstance; it takes effort and a growth mindset. Are you thriving, or merely surviving, at work? Perhaps you are eager for a change because you feel stuck or unfulfilled, but are uncertain of your next steps as a development professional. You are not alone. If your career path for personal growth and advancement is unclear, this session is for you. Learn how to unbox yourself, leverage your strengths, and harness the power of change to become “unstuck” as a development professional. Come ready to be invigorated, empowered, and introduced to the thriving state of work wellbeing!

Lucille Tarin and Mary Ann Sigler Stanton, will present on two programs that have been built over the past two years within University Advancement (UA) to support the entire division - - People, Success and Operations (PSO) and Strategic Philanthropy Programs (SPP) and how we work together to strengthen our shared goals. Both PSO and SPP were created three years after a division-wide reorganization, and after COVID forced Advancement to look at our organization with fresh eyes and with a new awareness of what could be accomplish and how. While the university has a human resources department, it became clear that our division of just over one hundred would benefit from oversight and coordination at a more granular level.

PSO is responsible for:
• Talent Strategy
• UA Employee Engagement & Culture
• Professional Development & Performance Management
• Operations
• UA Success - Objectives & Key Results

Our fundraising arm moved into an individual top level strategic philanthropy team, with 3 regional teams focused on prospects at the 100K and up level, a principal gifts team, and a brand new team, the Strategic Philanthropy Programs, Education, and Corporate, Foundation and Government Relations team. This team serves as the "sherpa" for fundraisers and focuses on:
• Onboarding new and professional development of gift officers
• Building/Maintaining resources for fundraisers
• Liaising with the university leadership regarding fundraising priorities and proposals
• Providing philanthropic support to our top level affinity based deans’ councils
• Collaborating with university communications on all philanthropic communications
• Corporate, Foundation & Government Relations
• Affinity based fundraising when leadership level prospects are involved

We will review the hows and whys of these new departments, the impact on the division, and how we have staffed them. Ahead of the majority of the university, UA allows 100% of our staff to have hybrid work options, and a small percentage are entirely remote. UA served as a model for the rest of the university as they confronted alternative work arrangements. While walking attendees through our origination, we'll also share examples of projects upon which we have collaborated.

As our sector struggles to retain advancement professionals, more organizations are following corporate America's lead by offering better professional development as a key element of retention planning. AJ Bauer and Dean Castaldo will share how they have benefited from the investment that the United States Naval Academy Foundation has made in their development, as well as how they are now carrying the torch for the organization as they step into new leadership roles.