Coaching
While a mentoring relationship is usually long-term and on-going, coaching can be very targeted and could be used when

• A promising new hire is not quite up to snuff yet.
• Current staff members need occasional assistance with specific skills.
• Budgetary constraints prevent you from hiring additional staff to accommodate a maturing program and existing staff must step up.

Training
At a time when there are fewer experienced development professionals to fill an increasing number of vacancies, many organizations are hiring staff with scant years in the field or even none. Bringing them up to speed can be a challenge particularly as programs must continue to move forward. Also, a big jump in goals, as with campaigns, can mean an end to business as usual.

An in-service training session focusing on skills, strategies and useful tools can jump-start the crucial increase in donor/prospect activity that will be needed.

Training might include:

• Overview of development -- how it works, its place within organizations, who needs to be involved and roles
• Program components and integration -- annual fund/membership, major gifts, planned giving, corporate/foundation relations; working the whole
• Prospecting -- mining the database, screening and rating, research, making contacts
• Cultivation -- moving prospects strategically through the pipeline
• Solicitation -- strategy development, putting the team together, making the ask
• Stewardship/Recognition -- its importance; appropriate, immediate and long-term means
• Management tools -- gift reports, prospect management system, call/contact reports, others

Add-on:	Coaching of individuals as further follow-up to training.
	(Coaching is also available without training service.)