The Secret of Building a Strong Alumni Network for Non-Profit Organizations.

Today I want to take a pause and reflect on how alumni networks can be a great source of knowledge transfer, fundraising, mentor-ship, volunteers, future staff, organization culture and organization's story to the levels that can promote a platform for continuous lifelong learning and mutual benefit for all, only if it’s well structured. One of the key pillars of a successful organization is in its vibrant alumni network and how they are deliberately engaged in a meaningful activity that contributes towards achieving the vision, as opposed to only attending an end of year parties and ad hoc engagements.

The Network...It begins with interest and responsibility

It continues with relationships that are worthwhile

It ends with benefit for all

Photo by Robert Anasch on Unsplash

Over the last 16 years I worked with great youth organizations in Kenya, Uganda, Zanzibar and Tanzania. One of the challenges I have identified with non-profit organizations, is having a well-structured alumni network that runs parallel in supporting the organization mission and vision. In most cases the alumni portfolio is just an activity or several activities on the yearly calendar, rather than being part of a core organization program and organogram by having a department that is fully facilitated by the necessary resources to run effectively and efficiently in data management, planning, fundraising etc.

Seven benefits of having an alumni department rather than an ad hoc system;

1. Impact assessment through Monitoring and Evaluation: track and trace of alumni activities, timely data management and collation.
2. Relationship building: Building professional connection with current and ex-students through effective communication and professional relationships.
3. Research and Development: Matching current trends with what is being offered by the institution.
4. Meaningful alumni engagement: Keeping in touch with the alumni career progress that would be beneficial to the organization, current students and alumni. 
5. Target programming: Over the time the alumni network gets to grow and it can be overwhelming to manage everyone in the network if there are no clear systems in place. There is also a high risk of information overload on one subject at the expense of other important areas. The alumni network is a great source of future employees of the organization only if a department is established to engage, monitor and evaluate the most talented and deserving candidate rather than relying on other sources which might be vulnerable to abuse. 
6.  Well defined leadership: Current students know who to engage (department) when they transit into the alumni and also understand their role as alumni’s.
7. Expert Career Advise; No random calls to address the current students, a threshold and standard should be met before an alumni is engaged in subject matter. 

I strongly recommend having an alumni department managed by Alumni relations officer, Alumni liaison person, Alumni coordinator or Alumni Manager or whichever title is appropriate. In conclusion, everyone should be encouraged to give back to the organization that nurtured them to next prospects no matter how small. The organization should also create platforms for ‘open door’ policy rather than lock out systems once the students graduate.

 I love this quote by Warren Buffett. “Someone is sitting in the shade today because someone planted a tree a long time ago.” So let’s not destroy the great organizations we have fought tirelessly to build, rather let us usher in the next generation that will live the same values we aspired and contribute towards even greater strides in ever changing World either in technology, sports, community developments etc.