You’ve just hired a development director. They’re enthusiastic, love your mission, and are eager to get started. There’s just one catch: they’ve never done fundraising before.

That’s not necessarily a problem. Fundraising is a skill that can be learned, and, with your support, your new hire can thrive. Here are some things every nonprofit executive director or head of an independent school should remember when onboarding a first-time development professional:

Fundraising is about relationships, not dollars. The best fundraisers listen more than they ask. Encourage your new hire to spend time talking with donors, prospects, and alumni to learn their stories, passions, and priorities. The best and most lasting fundraising connections exist where your organization’s mission authentically aligns with what’s important to a donor.

Fundraising takes time. The average major gift can take up to three years of cultivation to come to fruition (and sometimes longer). Expecting your new development director to begin bringing in large donations immediately is not good for you or your new employee. Give them the time to learn about the organization and the field of development. This isn’t a free pass for nothing to happen, but it is a reminder to be patient. As the fable goes: slow and steady really does win the race.

Remember, development is EVERYONE’S job. Your new fundraising team member should not feel they are alone on an island. Everyone at your organization should be playing a role. They don’t have to necessarily make the ask, but they should help make connections and serve as ambassadors for the organization in the community. And your board should be very involved, introducing potential donors to the organization, being willing to be part of meetings with prospects, and setting an example by making gifts themselves. Isolating your development director is a quick way to ensure they are unsuccessful.

A robust database is a basic necessity. That’s not to say fundraising cannot happen using nothing more than spreadsheets and paper files (because I’ve done it), but it is so much easier—and more successful—when your development director can pull up information with a few strokes on a keyboard; is able to quickly identify the needs, preferences, and histories of donors; and can create mailing lists that are accurate. There are many inexpensive fundraising databases out there, so this doesn’t need to be a budget-breaker. And you might be able to find a donor who understands the importance of capacity building and would underwrite the cost.

Invest in training. You wouldn’t expect a counselor, accountant, or teacher to be successful walking into the job without any training, so don’t do that to your inexperienced development director. Fundraising is not just about being a good conversationalist and asking for money. There are best practices on how to run campaigns, process gifts, thank donors, execute events, etc. And there are IRS guidelines to be conscious of, as well. Like the database, this does not have to be an expensive outlay. Free and low-cost workshops, webinars, and books on the topic are plentiful.

Find your new hire a mentor or coach. You would be amazed how quickly a new fundraising professional can get up to speed when they have someone with whom they can brainstorm and ask questions. Training resources combined with having someone who can provide feedback is a powerful tool for growth in the profession. If you are struggling to find a coach, encourage your new development director to attend fundraiser networking groups where they will have access to professionals representing a wide range of organizations. The connections they make can have a tremendous impact.

The best fundraisers listen and learn at every opportunity, and knowledge—about the field, the organization, and donors—is the key to being successful. With a little time and a bit of education, your inexperienced development director can become an impactful ambassador for your organization. Investing in their success early on will reap rewards for years to come.