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Team Culture: Building Talent in an Inexperienced Team

When a Head of Fundraising steps into a new role and inherits a team of enthusiastic but inexperienced fundraisers, it can feel like both a challenge and an opportunity. While the pressure to hit targets and deliver quick wins is real, so too is the chance to shape a team culture grounded in learning, collaboration, and results.

Here’s how experienced fundraising leaders can identify potential and develop capability in a junior or under-skilled team.

1. Start with Strengths, Not Gaps

Don’t begin by focusing only on what’s missing. Instead, take the time to understand each team member’s natural strengths, interests, and motivations. One person might be a relationship builder in the making, another a great writer, and someone else may have a data mindset begging for development. Conduct one-on-one conversations and use basic strengths assessments to get started.

2. Build a Culture of Continuous Learning

Inexperienced teams thrive when learning is embedded into the culture. That doesn’t mean sending everyone to expensive conferences. Instead:

  • Host regular internal training on donor care, appeals, or CRM basics
  • Invite guest speakers (including donors!) to team meetings
  • Set up peer-to-peer mentoring between those growing in different areas

A learning culture reduces fear of failure, increases engagement, and builds confidence.

3. Create Clear Roles with Stretch Opportunities

Sometimes a team feels underperforming simply because roles are unclear or misaligned. Redefine roles around both current needs and development goals. Assign “stretch tasks” to team members—like drafting appeal copy, attending major donor meetings, or leading a project—paired with support and feedback.

4. Model What Good Looks Like

Inexperienced fundraisers need to see what success looks like. As the leader, bring your team into your world:

  • Let them shadow your meetings or stewardship calls
  • Share past examples of winning proposals or reports
  • Demonstrate how to talk to donors and ask for support

When the bar is visible, it’s easier for people to aim for it.

5. Set Micro Goals and Celebrate Often

A junior team might not close major gifts in year one—but they can hit milestones that build toward them. Focus on:

  • Retaining first-time donors
  • Writing stronger thank-you letters
  • Increasing open rates on emails
  • Securing small upgrades from regular givers

Celebrate these wins visibly. Success breeds motivation.

6. Build a Long-Term Talent Plan

As the team gains experience, plan ahead:

  • Who might step into a mid-level role in 12 months?
  • Who needs a development plan to stay and grow?
  • What specialist roles (e.g., data, grants) may need future recruitment?

By mapping growth now, you’ll retain the talent you’re investing in.

Inheriting an inexperienced team isn’t a limitation—it’s an invitation to lead with vision, generosity, and structure. With the right team culture, support, and strategic planning, today’s junior fundraisers can become tomorrow’s sector leaders. And there’s no better legacy for a Head of Fundraising to leave behind.