Author: Viken Mikaelian

Woman with hand sign "A OK" saying yes.
Stewardship and Relationships
Viken Mikaelian

Learn To Say Yes!

People who frequently say “no” value safety and predictability. Nothing wrong with that. But their growth will be slow, and their success will be limited. People who say “yes” value adventure and new experiences. Their growth will be faster and their success, over the long term, will be higher.

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"Forget about it" word balloon
Planned Giving Marketing
Viken Mikaelian

Forget What You’ve Heard About Planned Giving

Forget what you’ve heard about planned giving. Just do the math. Baby Boomers, who are among the wealthiest and most charitable Americans, are dying at a rate of about 6,000 per day. And unless your nonprofit has a planned giving program, that means about $6 billion in estate dollars is being lost every day. Unless you’re planning to fail, it’s time to reprioritize that marketing budget. By the way, we also “explain” what’s a billion. It’s an eye-opener.

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Frustrated young fundraiser at desk, overwhelmed by complex planned giving tasks without proper training or mentorship.
Planned Giving Marketing
Viken Mikaelian

“Entry-Level Nonprofit Fundraiser”: A Wave of the Past?

Nonprofits did not do well last year, and you wonder why. I recently came across a job listing that read something like this: “[A nonprofit] is seeking a planned giving advisor. This is a junior position for a fundraiser with 3 or so years of experience who wishes to move into planned giving. Focus is on bequests, CGAs, and marketing.” Now, for those of us who have been in the trenches of planned giving for a while, that one little word—junior—jumps off the screen. Not because there’s anything inherently wrong with junior hires (everyone starts somewhere), but because of what that label suggests in the context of planned giving fundraising. In fact, a response I saw to this posting was quite blunt: “Hiring a junior person for a planned giving program is a guarantee of underperforming … a recipe for failure.” Why? Not due to some prejudice against younger or entry-level fundraisers, but rather a legitimate concern about fit—or lack thereof. Planned giving often involves nuanced conversations with financially sophisticated individuals. It’s not an entry-level sport. And yet, some nonprofits seem to think they can start one with an entry-level bench. This brings us to a larger question: Is entry-level nonprofit fundraising—particularly in planned giving—a sustainable model, or a shortcut to mediocrity? “Economy Class” Is Still an Oxymoron What struck me more than the job listing itself was how it reflected a broader trend: the creeping adoption of a business model I’ll call the “entry-level organization.” This is the model where an organization’s entire staffing strategy revolves around hiring people straight out of college, paying them as little as possible, and replacing them just as quickly. These workers are young, cheap, eager, and—let’s be honest—usually expendable. The idea is not new. Take the retail book industry as a prime example. When brick-and-mortar bookstores began facing brutal price competition from online retailers, they responded by gutting overhead. That meant saying goodbye to knowledgeable, experienced sales staff and saying hello to an army of bright-eyed, underpaid 22-year-olds. The result? Sure, the labor costs dropped. But so did the customer experience. You might remember a store called Borders. They perfected this model. And then they flatlined. To a spreadsheet-driven executive, this kind of cost-cutting is a seductive idea. On paper, the math adds up. In practice, however, it fails spectacularly over time—especially in sectors that depend on trust, nuance, and long-term relationship-building. Sound familiar? The Planned Giving Parallel Planned giving fundraising is not retail. You don’t sell CGAs like you sell coffee mugs. You don’t walk a donor through a charitable remainder trust the way you recommend a summer beach read. These are deeply personal, often complex financial decisions involving taxes, legacies, and family considerations. In short, planned giving requires maturity, emotional intelligence, and technical fluency. That’s not to say entry-level nonprofit professionals shouldn’t be involved. Quite the opposite. We need a new generation of fundraisers who are trained, mentored, and equipped to become the future leaders of our sector. But here’s the catch: You can’t hire cheap and expect premium results. Nonprofits that treat planned giving like a low-cost experiment—assigning it to someone with no real training, guidance, or experience—are playing a short-term game in a long-term sport.  The Real Cost of “Cheap” In today’s economic climate, it’s tempting to chase short-term savings. Budgets are tight. Boards are cautious. And executives are often pressured to “do more with less.” Running your nonprofit like a (successful) business is imperative. But here’s the inconvenient truth: Under-investing in planned giving talent is a false economy. Hiring an entry-level fundraiser without pairing them with a mentor is not strategic—it’s reactive. It may check a box, but it won’t build a program. Instead of viewing young hires as a way to cut costs, we should view them as assets in training. That means building systems for professional development, mentorship, and long-term growth. Pair your junior staff with a seasoned fundraiser. Allow them to shadow donor conversations. Let them listen, observe, and learn the language of legacy. Think of it this way: In planned giving, the best returns take time. That applies to both donors and staff. So why not align your internal strategy with your external mission? A Smarter Alternative Rather than chasing quick wins through “youth exploitation,” nonprofits should invest in multi-generational skill-building. Mentorship over management: Don’t just assign tasks—offer guidance. Apprenticeship over assumption: Don’t assume your hire knows what a CRUT is—teach them. Long-term vision over short-term savings: Build your planned giving bench like you build your endowment—with patience and purpose. When you invest in your team the way you ask your donors to invest in your mission, you create something sustainable, ethical, and deeply effective. The Future Begins Now This is a concept that every planned giving officer understands: Legacy is built today. The same holds true for your team. Cheap savings today will never match the compound interest of a wise hire, a strong mentor, and a multi-year investment in talent. Yes, fundraisers have to start somewhere. But that “somewhere” should be in a supportive, strategic environment, not a sink-or-swim cost-cutting scheme. You cannot hire an entry-level fundraiser, throw them in the ocean without so much as a life preserver, and then expect success. Let’s retire the myth of the “entry-level organization” in the world of planned giving. The future of fundraising deserves better. And if you’re looking to build that future, start with your people. Key Takeaways Entry-level nonprofit fundraising has its place—but not as the sole strategy for planned giving programs. Treating planned giving as a “junior” role for an entry-level fundraiser sets up programs for mediocrity and failure. The better model is mentorship and multi-generational training that mirrors the long-term mindset of planned giving itself. Organizations that prioritize short-term savings over long-term investment will pay for it in missed opportunities and stagnant results. Want to build a sustainable, high-performing planned giving program? Start by investing in your team like you invest in your mission. Because in fundraising—as in life—the future begins now.

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Planned Giving Marketing
Viken Mikaelian

From Likes to Donations: The Currency of Nonprofit Marketing

You’ve seen it before: a nonprofit posts about a successful event on its Facebook page (or LinkedIn, or Twitter, or Pinterest, or…) and racks up thousands of likes and shares. The team high-fives and takes a bow and … then what happens?

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Estate Planning Goals Illustration: property disposition, charity, life insurance, living will, trust, succession planning
Planned Giving Marketing
Viken Mikaelian

Importance of Estate Planning: Why You Need an Estate Plan

Let’s face it: Estate planning isn’t exactly a dinner table conversation starter. But trust me, it’s one of those adulting tasks that’s way more important than we often give it credit for. So, what’s all the fuss about?

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A picture of the word "trustee" as a jigsaw puzzle piece, to illustrate a blog explaining the difference between a trustor and a trustee.
Estate Planning
Viken Mikaelian

Understanding the Key Differences Between Trustor and Trustee

In the realm of estate planning and trust management, the terms “trustor” and “trustee” are often used. However, many people find it challenging to differentiate between these two roles. Both the trustor and trustee play critical parts in the creation and management of a trust, but their responsibilities and functions are distinct. This article aims to clarify the differences between a trustor and a trustee and provide an in-depth understanding of their respective roles.

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An image of a red heart held between fingertips over a stack of money from a nearby piggy bank, to accompany a PlannedGiving.Com blog on making a gift to a nonprofit from your retirement plan.
Charitable IRA Rollover
Viken Mikaelian

10 Reasons to Donate from Your Retirement Plan

Donating from your retirement assets can potentially save your heirs from double taxation. By making a gift to a 501(c)(3) nonprofit, there’s no income or estate or inheritance tax due on your retirement plan assets passing to them. Plus, you can also take advantage of the IRA Charitable Rollover or make gifts that count as your RMD. And the best part? You can make a big impact on a cause you care about while investing in your own legacy and long-term happiness. Find out more about the benefits of donating from your retirement plan.

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