"Giver's Remorse" is the sense of regret after having made a donation. 


         It is a common mistake to assume that donors are always confident in their decision to financially contribute to your organization. The truth is, sometimes they are not.

    There are lots of reasons why donors give. The top three most common reasons are because:

  1. The donor is personally involved/effected by the organization's mission 
  2. The donor has a significant friendship with a key member of the organization
  3. The donor has researched the outcomes of the organization and determine that their donation will be useful in accomplishing its mission.


  The 3 main reasons why donor's experience Giver's Remorse are because:

  1. They no longer feel connected to the mission of the organization.
  2. They do not feel their financial partnership has been recognized or appreciated.
  3. They do not feel the outcomes of the organization are strong enough evidence that mission is being accomplished.

     When a donor experiences "Giver's Remorse" they begin to doubt if their donation is making a difference and they may begin to look for other organizations to financial partner with.

        There is one key way to help avoid Giver's Remorse ... (drum roll, please...)

The most effective way to avoid causing your donors and financial partners "Giver's Remorse" is to commit to consistent communication. The organizations whose donors are not experiencing "Giver's Remorse" are the ones who have

  1. Consistently kept their donors connected to the mission through engaging social media,      updated/navigatable websites that tell the stories of success, and personal contact from key members of the organization.
  2. Effectively made their donors feel like valuable team members in accomplishing the mission of the organization through practical and verbal tokens of gratitude
  3. Successfully shared the organization's outcome with concrete date and have demonstrated a clear plan for further success.


            The bottom is line is that if you want avoid causing your donors "Giver's Remorse" it will benefit you to invest in a strong communication plan

The first step is to sit down with key members of your team and ask the following questions:

  • What are some practical ways can we implant to keep your financial parters connected to the mission? A social media strategy? A stronger website? 
  • How can the organization creatively and personal express gratitude to our donors?
  • Have we been tracking the appropriate data of the organization's outcome to provide as the evidence that our donor IS making a difference?

   With a strong communication you can help safeguard your donor from Giver's Remorse and strengthen the connection to accomplish the mission together.

Your friend,








"Vision"  can easily become a buzz word that is thrown around in an attempt to motivate and inspire a board and team:

       "I have vision for our organization..."

      "We have great vision for what we want to accomplish..."


  Here's the thing:  If the vision is not clearly mapped out for the team and board to use as a navigation tool for where the organization is going... it will become a vague concept. The board and team will soon be shrugging their shoulders and asking, "What does the vision have to do with what we are doing today?"

   "To cast vision" is to write out the directions that will guide your organization to it's ideal future.

     Although the road may not already be paved, the CEO is the one who says, "I can see the way to where we need to be! Here is what our destination looks like and here are the steps we will need to take to get ourselves there."

Here's what happens when the vision is vague and there is no clear map toward's the future:

  • The motivation of team, board and staff slowly deflates until the general consensus becomes, "What I am doing here and why does it matter?"
  • Donors become distracted by the vision of other organizations and chose to invest in a mission whose future looks well thought out.
  • The leader takes the organization around and around circles - trying to find it's way to a "better place" and ultimately,  getting no where.

Here's what you can do create a vision that will help navigate your Non-Profit towards its future:

1. Create some space for you, as the CEO, to dream about the future. Remember, your job is not to simply keep the organization afloat. It is your responsible to look for ways to propel your organization towards greater achievements.

2. Sit down with the board and team and ask this question, "What do you believe is the future of this organization and how do you think we will get there?" Sit back and listen closely. Do the answers of the team and board match the same vision you are trying to cast?  

3. Hire an outside consultant to help turn the vision into a map that can be clearly communicated to the team, board, and donors. This is a worthy investment. If you are need of an outside consultant, please feel free to contact me. I would love to help you create a vision that will help map out future for your organization:

Name *

     In the wise words of the awesome,  Helen Keller, "It is a terrible thing to see and have no vision."  

    The mission of your organization is depended not only your ability to see what is needed for today, but on your ability to have a clear vision of the future. 

You got this. 

Your friend,



  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.





    One of the bigger struggles that many Non-Profit organizations face today is in the area of Presence. Presence is critical in propelling the mission forward. Presence is making your organization known to potential donors, future board members, and the general public. If not handled with intention, some organizations have found that their presence is not well received by others or worse ...  that they have no presence at all. (Cue:  sound of "shock and horror"...)

  It's important for an organization to ask themselves this question:

Is OUR voice loud enough?

    Here are key volume amplifiers for any organization to invest:

1. A Well Designed and Easily Navigated Website

      I don't know how else to say this other then bluntly: A website is not area to skimp. In other words, if your organization is looking to save money, don't cut back the budget of the website.  It is your universal business card and home base for potential donors, board members, and community to gather the necessary information they need about YOU. A well designed website is worth the money because the bottom line is - when others are looking for you, the first thing they  will do is  Google you. They are going to get themselves acquainted with your website before ever picking up the phone to inquire about how they can invest or get involved your mission. The hard truth is, many folks make a decision about who they partner with based on the look  of an organization's website.  If you want to make sure that your voice is loud enough,  turn up the volume by investing in a good site.

2. A Social Media Strategy and Schedule

    I know. I can tell you are already rolling you eyes but I have to say it: Non-Profit organizations need to up their "social media" game. They need to be active on Twitter, Instagram, LinkedIn, and other social media platforms. The graphics need to be creative, cohesive and they need to tell the story of the organization. Hiring a Social Media Manager is worth the money and the organizations that have made room on their staff for a "Social Media Manager" are miles ahead of organizations that haven't. If your organization is unable to hire someone  to handle the social media accounts as a full-time position, consider out-sourcing this key responsibility. There are many companies that solely deal with social media management. It won't break your budget either.

    I must also add that bonus points go to C-Suite members who consistently are active on their personal social media platforms. Before you throw tomatoes at me, I just want to remind you that if you are a CEO, a CFO, a COO, or any high profile leader in your organization - you carry a large weight of the Presence for your organization. You just do. Therefore, when  you are regularly present on social media, talking about your organization, you are cranking up the volume of the mission. A simple daily tweet or post can go a long way, my friends. 

3. A Calendar of Key Events to Crash

    Perhaps "crash" is the wrong word, but I wanted to get your attention. Your organization should be showing up at conferences, workshops and other events that are related to your mission. Despite the false rumors, networking is not obsolete. In the wise words of Michael Scott (from the hit TV show, "THE OFFICE")... "People will never go out of business."  

     To have a strong presence as an organization, you need to get around people. Bottom line. Face to face connection is still very powerful today. Social media will support the message and a good website will make a strong base for information but utilizing the lost art of a simple conversation still packs a lot of power in its punch. People will remember how you made them feel when they were in your presence  and that will ultimately reflect how they feel about your organization. So turn up the volume  and attend a few key events a year.  


 You can do this. But more importantly, you HAVE to do this. Your organization's mission is worthy to be heard.


  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.




Gifted leaders are gifted at asking the right questions.

     If you want to get the best out of your team, it's important to create the space for them to share their perspective, feedback, and personal desires for the organization. Did you just break out into a cold sweat? Don't be afraid!

     Questions build connections. A team that is well connected will provide a strong foundation for your organization to grow from.

   Here are 7 questions (if you dare) to ask your team:

1. List in order of "priority" the top 3 of 4 issues/challenges that you believe our organization is currently facing?

2. Finish this statement: As a team member of this organization, the one thing that keeps me up at night is __________________________________________.

3. List 1 or 2 topics that you believe you could present to this team that will inspire a needed discussion?

4. What are 2 or 3 changes would you suggest be made that would potentially have a significant impact on transforming our organization's culture?

5. What lesson did you personally learn from the last 6 months of working at this organization that you feel will be important to remember for the future?

6. What areas other than what you are doing now in your current role, do you believe you could be more valuable to this organization?

7. Finish this statement:  In becoming a part of this team, I wish someone would have talked to me earlier  about __________________________________________.


   Leaders, remember that control freaks do not produce effective team members. Control freaks produce hesitant and resentful team members. Let go of the need to control. Ask the right questions and watch your team become stronger for it.



  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.


         My grandchildren have a saying when they are asking their parents a question:

 "Mom, what do baby birds like to eat? First think in your head and then check your phone."

      Essentially, they are asking their mother to first try to find the answer by searching the contents of her own memory. If the answer cannot be found that way... then she is encouraged to "google the answer". 

       A strong leader understands the balance of cultivating an environment where the team is encouraged to  "creatively look for solutions" first, in and within themselves. The benefits to this approach is that many unique solutions that are tailor fit for the organization's needs are often found. It also boosts the esteem of the team if they are able to come up with solutions and answers on their own. It encourages decisiveness and team work. Taking the time to "put our heads together" builds team confidence, morale, and cohesiveness. When we solve problems together, we learn how to work better together.

      In the same right, a strong leader knows when to encourage team members to search the land of the internet for solutions, inspiration, and examples of how complete a project or solve a problem.  There are times when unique challenges rise to the surface and the team struggles with how to answer it. It is then appropriate for the team to go hunting for the answers by asking the Internet for guidance. Inspiration can be stirred and solutions can be uncovered when we ask Google to help us. 

     The danger is skipping the "THINK IN YOUR HEAD" step altogether and relying on the internet to be the only resource relied upon. Don't get me wrong. I am a big believer in using the internet as a resource. However, I do think that sometimes we miss out on the benefits of enriching the team when we bypass taking the time to put our heads together and thinking the solution through.  Google may give us the answers, but nothing will be able to strengthen a team like trying to come up with creatively solutions together.

Think in your head. Then check in your phone. You will be surprised at how much you already know.



  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.






     My 8 year old granddaughter recently won the "Principal's Award" for having "good character". She received a certificate and was invited to a special breakfast held at the school for the award recipients. It was a great honor and we were all pleased that her kindness and compassion was being recognized. After all, healthy leaders possess good character.

    Character matters if an organization wants be successful and thriving in their mission. When a leader's bad character is exposed, the organization is always affected. Integrity is the clean air that organizations need to breathe in order to stay alive. When corruption, manipulation, and unethical practices pollute the environment, it's hard to keep the organization healthy and strong. Eventually, a scandal will suffocate the future of the company and often it dies a very public death in the headlines. This is especially true for nonprofit organizations. 

        Leaders who possess good character hold more weight in the community. Other organizations are more willing to partner with companies that are led by people who are genuine and honest. Character is the currency of "trust".

     A leader who possesses good character will also possess the trust of their team members. If the leader is known for having personal integrity, team members will follow more readily and will be willing to take risk and new direction as they are led. Team members can spot hypocrisy from a mile away. If a leader with poor character tries to correct a member of the team, their words will be ignored.

     Character counts! Fight hard to remain intergritous and honest in your personal and professional practices.  It will go a long way!


  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.


     My son-in-law once asked my daughter, "How often are these plants meant to be watered" Three hanging baskets of greenery hung in their living room bay window. He touched the soil of each plant to see if they were dry.

      "Oh, I don't know, " she shrugged,  "They looked fine so it didn't cross my mind to water them."

"Even though something looks fine, " he said, "it  still requires regular care."

 Many leaders make the mistake of neglecting the responsibility to give regular care to their team because everything "appears fine". I believe there are 4 key areas that leaders need to regularly care for in regards to their team:


  It is the role of the leader to stir inspiration into the morale of the team. Team members need to be regularly reminded of the "why" they are doing what they are doing. Team meetings should not solely be about "what" needs to get done but "why" it needs to be done.

  It is the leader who holds the paint brush and therefore they alone can paint a picture of "possibilities" for their team to draw inspiration from. If a leader fails to do this, the team will lose heart when the inevitable challenges interrupt the work. It is this picture of vision that will encourage the team to keep going despite the difficulties they face.


     Leaders ought to take responsibility in educating their team in the skills, values, and greater understanding of the task at hand. Leaders should encourage and arrange team members to attend to conferences, local workshops, events, and even enroll them in  online courses that will further sharpen their ability to perform at maximum potential. 

   Leaders can also host special "educational" workshops 'in house' which will give them the unique opportunity to tailor the experience to the specific needs of the team. I have known great leaders to invite guests will special skills and experience to "take over" a staff/team meeting and help enhance the team with an education of how to accomplish the  goals of the organization. Team members feel valued when leaders invest in them educationally. 


     The very best leaders are very good at catching their team members do something "right". It is crucial for the care of team to recognize great work. Team members need to be praised by their leaders. Each leader may possess their own style of "recognizing" team members but what is MOST IMPORANT is that it is done regularly. Not only will this foster further excellent performance but it will sow confidence intro each team member... and confidence produces results.

  Team members who believe that their leaders are "cheering" them on will find strength to keep pushing through the difficult areas of the work.


  To really care for the team, a leader must  be willing to evaluate each team member and the team as a whole. What is working? What is not? Who can improve? What are the next steps in moving forward?

   The most effective way to conduct an evaluation is to decide when and how will it be done and then to just DO IT! Leaders need to know how their team is doing but more so, team members need to know how they are doing. They need to hear the unique perspective of their leader in regards to their performance. This will help them to strengthen in their weak spots as well as recognize their own growth.


      Leaders, do not make the mistake of neglecting to care for your team! Even if everything appears to be fine, take a closer look! Don't wait until your team is burned out, shriveled up  and ready to kill each other before you step in and give some TLC. Choose to make it your practice and responsibility to care for them regularly. You will find that if you do, your team will grow strong, healthy, and give life to your organization.


  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.


Are you sitting down? I want to tell you something important.

Leaders, you do not need to know everything.

Take a deep breath. Now let it out.

Let me say this one more time so it really sinks in:

You do not need to know everything.

       The greatest leaders are the best students. They are willing to admit their humble position of lacking knowledge and they are hungry enough to look for it. A great leader knows to surround themselves with people and resources that will help them  learn what they lack.

      Here are 3 practices that you can immediately put into place today to become a better student you and ultimately, a better leader. They may appear "simple" at first, but if these practices are regularly exercised in your life,  you will grow in your learning and grow in your leading.

#1: Become a Book Worm.

   At the risk of sounding like your grandmother, I want to remind you of the importance  to regularly read books. I hear you whispering under your breath, "Yea, Todd, whose got time to read? I'm a leader! I'm busy!"  Friend, you are too busy NOT read.

  If you need some ideas for great books on leadership, look here and here

     Here's another tip: Download books onto your kindle app to your android phone. This way, when you have a few minutes to spare between meetings, you can read a few pages. Also, I would highly recommend  getting a subscription to  Commutes are a great time to get some reading in. You can listen to a book to and from your way to work and when driving to appointments.

#2: Become a Pod Head.

       Podcasts. Podcasts. Podcasts. Let me it say one more time, Podcasts... are a great and free way to become a better student so you can be a better leader. There are a zillion podcasts about a zillion different topics. All you need to have access to podcasts is a either an android phone or a  computer with online access. You can subscribe to podcasts through iTunes or Stitcher. If you need help with finding some great podcast shows on leadership, check out this list.

    You can listen to podcasts during your commute or when you are on the treadmill. The beauty of podcasts is that they are usually free and portable. There is an endless supply of awesome content out there to help you learn! It literally is available at your fingertips so there is no reason to NOT utilize this resource. Become a Pod Head and you will become a better leader!


#3: Become an Attendee.

      There are many conferences, workshops, and lectures that are tailor made to help you become  better at what you do. These events are happening all the time. You should attend them! I think if you an attend one conference a year and try to go to a workshop or an event at least once a season, you will find that your skills will stay sharp. Not only will you be learning from experts but you will also find the bonus benefit of being able to network and build relationships with like minded people who are in similar positions as you. Learning in the environment of community is very valuable! Where else will you be able to bounce ideas, ask questions, and find organic insight by conversing with peers who do not necessarily "work with you".

    I host 4-6 events a year for Nonprofit Leaders in the NJ/NYC area. Why? Because I believe that when people come together to learn, converse, and build into each other - the world becomes a better place. If you are in the NJ/NYC area and are interested in attending one my events, please contact us here.


  Becoming a better student so you can become a better leader is important. In fact, it is one the valuable ways to use your time and I know you are busy, friend. As you grow and sharpen your skills by learning, you will find that even though you don't know everything - you can lead in confidence.


 Learn. Lead. Do good.



  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.


     It may be only Tuesday but some of you are saying, "Todd, I am having a bad week." Friend, all leaders have bad weeks - even the very best ones. Things happen. Funds for a project fall through. A team member makes a mistake that costs the organization. We, the leaders,  make a mistake that costs the organization and the trust of our team. Bad weeks are inevitable but the key is learning how to reset your bad week so you can positively move forward.

Here are just 4 very simple ways to reset a bad week.


1. Change the music.

     There is a reason why movies and television carefully craft a soundtrack to help tell the story. The soundtrack creates an atmosphere that will cultivate feelings of fear, happiness, suspense, drama, sadness, etc. A very simple but powerful way to resent your week is to create your own soundtrack for when the rough times comes. You can change the music to change your frame of mind.

    One of my children has a playlist made for every type of moment in life - everything from celebrating Taco Tuesdays to Snow Days.  She has also created as music playlist for resetting a bad week. It's called, "The Reset Button" playlist. It's mostly stacked with great hits from Motown legends that know how to lift a weary spirit from the pits. She plays this list when she needs to reset her week. This soundtrack helps create an atmosphere of hopefulness and anticipation. No one can send out the good vibes like Ray Charles can,  after all. 

   Change the music to change your mood and perspective: reset your bad week.


2. Consult with a coach.

    A great way to redeem an awful week is to turn it into an  opportunity for you to learn and grow from the experience. Consulting with a coach that is an expert in your field or is someone who is  helping you personally grow, is one the best resources to invest in. Coaches are skilled at asking the right questions to help you learn and take positive steps forward. 

   I encourage all leaders to have a coach they can consult especially when a week has turned into a major disappointment. A coach may also be able to identity patterns that either are causing the issues or are provoking a negative perspective on the situation. Allowing someone to look in objectively to help find positive solutions to move forward is a terrific way to reset a bad week.


3. Call a friend.

         Everyone needs a friend they can call when a week has turned sour. This is a friend who you can confide and safely vent to. They will listen to you moan, complain, and hash out the poop you have been dealing with. Sometimes we just need to talk it out with someone who knows us personally and has our best interest in mind. Hearing a friend say, "I'm sorry you had a  bad week," often is refreshing because we need to be reminded that when bad weeks happen, we have a community of support that will stand with us. You can reset your terrible, rotten, no-good week by picking up a phone and calling a friend.


4. Celebrate the wins.

    As leaders, we have to help our team reset a bad week that the organization may be suffering through. One of the  best things a leader can do for their team is to take the attention off the "losses" and choose to publicly celebrate the wins. This may require an impromptu meeting where the leader will highlight all the good that is happening despite the bad. The team hears the leader's positive perspective and in turn their esteem is lifted. They are ready to move forward with a brighter outlook. This will help reset the week for the entire team. ***Bonus points to the leader who provides good food to accompany the impromptu "Let's Celebrate the Wins" meeting. Pizza is always a win.

  The bottom line is: Don’t allow your bad week to own you!



      Take back control! Reset it and direct it to take a new course that will promote a positive perspective and actionable solutions! 


  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.


Everything I have learned about excellent and thorough communication I have learned from my 10-year-old grandson, Silas.

Silas is hearing impaired. 

The lessons I have learned from conversing with my grandson have improved my skills of communicating my team.



 When I need to speak to my grandson, I need to make sure that I am close enough for him to hear me. Trying to converse with him across a noisy room is ineffective. If I want to tell him something important or give instruction, I walk over him to him and position myself face to face in front of him. This allows him to read my lips, interpret my body language, and easily access the sound of my voice.

   The same is true with how leaders should communicate with their team. Leaders need to be in regular close contact with their immediate team so that they can be heard. The temptation for leaders is to remain distant and only engage when necessary. This hinders effective communication. The more your team is around you, the more they understand and can anticipate your expectations, perspective and preferences. In the same, the more you are around them, you will know their expectations, perspective, and preferences. Excellent communication thrives in context and context is best understood when you choose to become familiar with it. 


    Sometimes my grandson will say, "What did you say, Poppy?" and I will want to shout my sentence to him, thinking if I just get louder, he will understand. The issue is not that he couldn't hear me but rather he was not understanding what I saying. I was heard but not understood.  I have learned that sometimes I have to rephrase my sentences, slow down, and maybe even gesture to help him understand what I am trying to communicate. 

   Leaders become frustrated when their team is not understanding what is being said. The temptation is to just say the same thing over and over again until both the leader and the team are upset. Leaders need to become excellent at finding creative ways of communicating with their team. Communication may require visuals, a different approach or breaking the steps down into accessible pieces.  



   When I have given Silas instructions, I often need to ask him questions afterward to see if he understood what I have asked of him.

    "Silas, when you go outside, please remember to shut the screen door. Can you remember why it needs to be remained shut?" 

                    "It needs to stay shut so that the bugs don't fly into the house. Grammy hates bugs."

   When we are giving instructions to our team, we need to ask them questions to make sure that everyone is on the same page. Often leaders will throw instructions at their team without ever taking the time to confirm that the instructions have truly been heard and understood. The best way to confirm that communication has been effective is asking specific questions. Questions are the bridges to conclusions. Leaders must become excellent question askers if they want to see their team and mission come to a successful conclusion.

      For more on effective communication, please read:




  Todd Polyniak is a partner at SAX and is an expert in Not-For-Profit financial health for over 30 years.