Great leadership isn’t about having all the answers.
It’s about creating the kind of space where others feel safe enough to ask the hard questions.
In this debut episode of Real Talk for Real Fundraisers, Jeff Schreifels is joined by Adrian Owen Jones, a partner at Success Lab and the CEO and Founder of Lady Jones Consulting, for a vulnerable and energizing conversation about what it truly means to lead well in the non-profit space.
Together, they unpack how transformational leadership starts with deep listening—especially to the voices that are too often overlooked.
Adrian shares how real leadership is rooted not in power or titles, but in curiosity, empathy, and the willingness to let others be fully seen. It’s a style of leadership that builds trust, sparks collaboration, and fosters a culture of psychological safety.
This conversation is a must-listen for anyone navigating the complex, human-centered world of fundraising.
If you’ve ever wrestled with how to lead with authenticity while still driving results, this episode will leave you both challenged and encouraged.
Show Highlights: In this episode, you’ll learn about…
How the most impactful leaders lead with openness and vulnerability and create safe spaces where people feel seen, heard, and free to grow.
Leadership isn’t about titles—it’s about empowering others, sharing the spotlight, and believing in the potential within every team member.
The biggest insights and ideas for how to become a better leader
Veritus Group is passionate about partnering with you and your organization throughout your fundraising journey. We believe that the key to transformative fundraising is a disciplined system and structure, trusted accountability, persistence, and a bit of fun. We specialize in mid-level fundraising, major gifts, and planned giving, helping our clients to develop compelling donor offers and to focus on strategic leadership and organizational development. You can learn more about how we can partner with you at www.VeritusGroup.com.
Additional Resources:
[White Paper] Evaluating and Rewarding MGO Performance