Skip to main content

Nonprofit Annual Report Writing Tips For Leaders

Here are some tips for leaders responsible for writing an effective annual report for their nonprofit organization.

Consider making these objectives for your report:
  • To demonstrate accomplishments (not activities) (results and how you did it).
  • To recognize important people (volunteers, donors, major funders, partners).
  • To provide an account of your organization's work for the past year.
  • To share your mission with a wide audience.
  • To generate new donations, retain donors and grow partnerships.
Consider these audience sectors when writing your report:
  • Donors
  • Volunteers
  • Community leaders
  • Future board members
  • Supporters (in-kind)
  • Elected officials 
  • Potential partners, grant funding entities
Allow three to four months to prepare your report:
  • Create an outline
  • Gather and organize content
  • Engage your management team
  • Design
  • Review/Proof
  • Print
  • Prepare any videos
  • Distribute
Consider packaging your report with a theme, such as one of these:
  • Transformation
  • Day in the life
  • Milestones
  • Critical issues
  • Progress toward the future
  • New undertakings
  • Milestone anniversary
Present your financials with:
  • Pie charts and bar charts (use five or less elements in your pie charts)
  • Numbers and percentages
  • Explanations about where your revenue comes from and how the money is spent
Include at least these sections and elements in your report:
  • Executive Director letter
  • Accomplishments/Achievements
  • Financials
  • Donor list
  • Board of Directors list
  • Call to action
  • Lots of photos
  • Stories (profiles) to highlight your successes
And before you start preparing your next report, use this checklist:
  • Who will help prepare the report?
  • Do we need to engage an external freelancer (writing and/or design)?
  • Who will write the Executive Director letter?
  • Are we gathering photos all year long so we have enough come time to prepare our report?
  • Is our donor list accurate and up-to-date?
  • What will be our annual report's theme?
  • Will we distribute in print and/or online/digitally?
  • What are our best stories to tell?
  • What time of year will we release our report?
  • What are our three major accomplishments/achievements for the past year?
  • Who will double and triple check our reported financials and donor list for accuracy?
  • Where will we tell our key messages in different ways (Executive Director letter, photo captions, etc.)?
  • What calls to action will we include?

Comments

Popular posts from this blog

10 Quotes From The 5 Levels Of Leadership -- John C. Maxwell

Soon I'll post my full review of John C. Maxwell's latest book, The 5 Levels of Leadership .  In the meantime, here are some of my favorites quotes from the book that I believe should become a must-read book by any workplace/organizational leader: Good leadership isn't about advancing yourself.  It's about advancing your team. Leaders become great, not because of their power, but because of their ability to empower others. Leadership is action, not position. When people feel liked, cared for, included, valued, and trusted, they begin to work together with their leader and each other. If you have integrity with people, you develop trust.  The more trust you develop, the stronger the relationship becomes.  In times of difficulty, relationships are a shelter.  In times of opportunity, they are a launching pad. Good leaders must embrace both care and candor. People buy into the leader, then the vision. Bringing out the best in a person is often a catal...

Five Essential Principles For Sustaining Growth Through Innovation

Even though many companies strive for innovation, most struggle to achieve meaningful change. The largest reason for this disconnect? Playing it safe. Leaders and organizations want to implement new ideas, but too often they are held back by the fear of failure, even though setbacks are intrinsic to the innovation process. In the new book, No Fear, No Failure , by Lorraine H. Marchand (with John Hanc), readers will learn how to overcome the status quo that stifles creative thinking and how to create a culture that encourages innovation. Marchand provides a framework for sustained growth built on the “ 5 Cs ”:   Customer First Culture Collaboration Change Chance   She draws on more than 120 interviews with leaders across industries, real-world case studies, and her firsthand experience and shares step-by-step, field-tested strategies, tactics, and tools that practitioners can use to embed creativity within organizational cultures. Marchand is a former Big Tech and Big Pharma ex...

Five Crucial Actions That Build Unity And Foster Performance In The Workplace

“Given the research-validated outcomes and demonstrated financial impact belonging offers, organizations should make cultivating belonging a personal leadership imperative across the world,” says  Brad Deutser , author of the book,  Belonging Rules: Five Crucial Actions That Build Unity and Foster Performance .   Furthermore, belonging predicts job satisfaction, engagement, and effort over and above employee’s perceptions of organizational culture or strategy, explains Deutser.   So, what exactly is belonging? It’s:   Belonging is where we hold space for something of shared importance. It is where we come together on values, purpose, and identity; a space of acceptance where agreement is not required but a shared framework is understood; where there is an invitation into the space; and intentional choice to take part in; something vital to a sense of connection, security and acceptance.   As you read the book, you’ll discover vital information about the...

Teach An Employee Something New Today

Take the opportunity today to teach an employee something new. Nearly everyone likes to learn and is capable of tackling a new challenge. Teach your employee something that expands their current job description. Teach something that will help them to get promoted within your organization at a later date. Teach them a skill that uses new technology. Or teach them something that will allow them to be a more skilled leader and manager in the future. You can even teach something that you no longer need to be doing in your position, but that will be a rewarding challenge/task for your employee. The  benefit  to your employee is obvious. The benefit to you is you'll have a more skilled team member who is capable of handling more work that can help you to grow your business and/or make it run more efficiently. Be a leader who teaches.

Important Questions To Ask Your New Hires

  In  Paul Falcone ’s book,  75 Ways For Managers To Hire, Develop And Keep Great Employees , he recommends asking new employees the following questions 30, 60 and 90 days after they were hired:   30-Day One-on-One Follow-Up Questions Why do you think we selected you as an employee? What do you like about the job and the organization so far? What’s been going well? What are the highlights of your experiences so far? Why? Tell me what you don’t understand about your job and about our organization now that you’ve had a month to roll up your sleeves and get your hands dirty. Have you faced any unforeseen surprises since joining us that you weren’t expecting?   60-Day One-on-One Follow-Up Questions Do you have enough, too much or too little time to do your work? Do you have access to the appropriate tools and resources? Do you feel you have been sufficiently trained in all aspects of your job to perform at a high level? How do you see your job relating to the organi...

Debbie Laskey's Expert Insights On Marketing and Leadership

Debbie Laskey is one of my go-to experts when I seek advice about a number of business topics, including marketing, social media, and nonprofit marketing and leadership.  So, it's my privilege to share today some of Debbie's insights on all these topics. However, before you read the answers to my questions to Debbie, we'll set the stage with her background: Debbie has an MBA Degree and 17 years of marketing experience in the high-tech industry, Consumer Marketing Department at Disneyland Paris in France, insurance industry, and nonprofit sector. She’s created and implemented successful marketing and branding initiatives for nonprofits including the Foundation for the Junior Blind, Exceptional Children’s Foundation, League of Women Voters of Los Angeles, and Brides for Good; and in the B2B financial sector for an insurance company and CPA firm.  Currently, she works with the Nonprofit Communications and Media Network and Special Olympics Southern California. ...

Best Reasons For Doing Employee Exit Interviews

Don't be the guy in the picture when an employee leaves your company. Instead, conduct exit interviews and surveys. Leigh Branham  explains in his book,  The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves : Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possibly heading off ...

How to Be a Leader – 9 Principles from Dale Carnegie

Today, I welcome thought-leader Nathan Magnuson as guest blogger... Nathan writes : This is it, your first day in a formal leadership role.   You’ve worked hard as an individual contributor at one or possibly several organizations.   Now management has finally seen fit to promote you into a position as one of their own: a supervisor.   You don’t care if your new team is only one person or ten, you’re just excited that now – finally – you will be in charge! Unfortunately the euphoria is short-lived.   Almost immediately, you are not only overwhelmed with the responsibilities of a team, but you quickly find that your team members are not as experienced or adroit as you.   Some aren’t even as committed.   You find yourself having to repeat yourself, send their work back for corrections, and staying late to fill the gap.   If something doesn’t change soon, you might just run yourself into the ground.   How did something that looked so easy ...

How To Be A More Human Leader

“To be most effective in today’s environment, leaders must be  human  leaders. Human leaders must be able to lead not only with their heads but also with their hearts and souls,” says veteran executive coach  Hortense le Gentil , author of the book,  The Unlocked Leader: Dare to Free Your Own Voice, Lead with Empathy, and Shine Your Light in the World .  She adds, “In addition to being respected, seen, and valued, employees also seek leaders who feel human, not distant and perfect beings with whom they can’t connect.”  Additionally, leaders need to put the collective interest before their own and work hard to make other people’s good ideas happen.  “And although the book focuses on leadership at work, each of us is a complete individual, not a sum of separate, isolated parts. As such, the process presented in the book applies to all areas of your life,” shares the author.  She further explains that becoming a human leader is a journey, not a desti...

6 Ways To Seek Feedback To Improve Your Performance In The Workplace

Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear.  “Feedback is all around you. Your job is to find it, both through asking directly and observing it,” says David L. Van Rooy, author of the new book,  Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be . As today's guest post, Van Rooy offers these  six tips for how to get the feedback you need to improve performance at work . Guest Post By David L. Van Rooy 1.       Don’t forget to as k :  One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, you’re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve. 2.       Make sure you listen :  Remember, getting fee...