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1. Let them know their faithfulness in attending coaching meetings usually corelates to their effectiveness in MTD. Remind them you're there to empower them to reach their goal, not to babysit them. Then ask them to let you know when would be a good time for them to meet weekly for encouragement. If they agreed to the MTD Coaching Agreement, you may also refer to that. Or you can introduce this in one of your first calls to set expectations and reach a mutual agreement moving forward. 
2. If you get no response, reach out to the program team lead and let them know what's going on. 
3. If you haven't yet introduced yourself to their supervisor, use this template (Introduction of Coaches, Supervisors, Missionaries) to do so, then let them know of the situation.
4. A SOP might be needed to establish boundaries and expectations. The program liaison and supervisor can work together to create this. You are welcome to request this, if you feel it will provide the motivation the employee needs. 

MTD Thresholds & Expectations outlines what milestones support-raisers are to reach and what should happen if they don't. 

Depends. EOYA appeals to a different type of giver than your recurring donor. For example, EOYA can be a great way to approach a larger-capacity giver who your coachee is intimidated by or with whom they cannot book a formal MTD presentation meeting (due to the giver's busy schedule). When this type of donor gives to a year-end appeal, it indicates a level of interest in the ministry and invites follow-up conversations and follow-up giving opportunities. 

If those you're coaching are willing to follow the Game Plan for End Of Year Giving and only ask those who have not received an invitation to give in 6 months or more, then tell them to go for it. 

How many times have you reached out to them with no response? What method are you using to reach them? What did you say?

*Likely they aren't ghosting. We usually quit too early, only use one method of communication or say something that doesn't beg an immediate response. 

Follow Up Sequence

Week 6 - Follow Up

Follow Up Strategies