Creating Advancement Paths for Top Performers

Issue #013

This week's strategic brief (3-minute read)

Your best fundraiser just asked about “next steps.”

The problem? In most nonprofits, the only ladder leads to management. But last week’s issue showed why that’s often a mistake.

I learned this the hard way. I once promoted a million-dollar fundraiser into a director role. Six months later, they were frustrated, the team was disengaged, and revenue dipped. They didn’t want to manage. They wanted to fundraise at a higher level.

The Advancement Trap

Most organizations have one path: officer → director → VP. That forces great fundraisers into management jobs they don’t want, and you end up losing revenue and talent.

The fix? Create a second ladder.

The Expert Track Alternative

Smart organizations design two parallel paths:

1. Management Track: Officer → Director → VP (leads people)
2. Expert Track: Officer → Senior Officer → Principal → Executive Officer (leads strategy and revenue)

To make the Expert Track work, define three clear levels:

Level 1: Specialist

• Manages a $500K–$1.5M portfolio
• Follows established processes reliably

Level 2: Expert

• Exceeds goals consistently ($1.5M–$3M)
• Adapts strategies for complex situations

Level 3: Strategic Advisor

• Shapes portfolio strategy ($3M+ annually)
• Mentors peers informally and influences big-picture growth

I created a free Expert Track Development Plan Template to make this easy. It includes growth criteria, performance metrics, and advancement planning tools.

Download the template

Real Example

One of our senior fundraisers consistently delivered seven-figure revenue. Instead of pushing her into management, we expanded her portfolio to transformational donors, gave her recognition equal to directors, and tied compensation growth to a variety of performance metrics.

Result: She stayed, donors stayed, and revenue grew.

Spotting the Right Path

When top performers ask about advancement, listen for signals:

Expert Track:

• “I love building donor relationships.”
• “I want bigger prospects.”
• “I’d like more influence on strategy.”

Management Track:

• “I want to build a team.”
• “I’d like budget responsibility.”
• “I want to hire and coach people.”

The difference isn’t subtle — but you need the right questions to surface it.

The Conversation Framework

Ask:

• “What energizes you most about your work?”
• “What would make this role feel like growth?”
• “How do you want to influence our mission?”

Avoid:

• “Do you want to supervise?”
• “Do you want more responsibility?”

The first set unlocks energy. The second boxes them into management.

Implementation Roadmap

Month 1: Design Expert Track levels and pay bands

Month 2: Identify who fits Expert vs. Management

Month 3: Hold advancement conversations

Month 4: Make your first Expert Track promotion

The Bottom Line

Your best individual contributors don’t need management titles to grow. They need recognition, challenge, and compensation that reflects their value.

Build advancement paths that let experts keep being experts. Retention will rise, and so will revenue.

Scale Check

Do your top three fundraisers know what advancement looks like beyond management? If not, you’re one recruiter call away from losing them.

Coming Next Week

Next Sunday: “From Database Chaos to Strategic Intelligence”

A messy CRM stalls growth. I’ll share the 3-step hierarchy that turns contacts into real intelligence. To prepare for the issue, please take this quick poll.

How many contacts in your CRM deserve your personal strategic attention? 25-50 (very focused) 50-100 (strategic range) 100-200 (getting overwhelming) 200+ (database chaos)

Your Turn

This week, sketch your two-track advancement ladder using the Quick-Start Guide. Then, if you’re ready to go deeper, download the full Expert Track Development Plan Template and map out the next step for one of your top fundraisers. Let me know how it goes.

Until next week,
Christine

P.S. The best chief fundraisers I know don’t just grow revenue. They grow careers. An Expert Track proves you understand that scaling talent is as strategic as scaling dollars.