Michael Scott, the infamous manager of Dunder Mifflin in The Office, is often remembered for his cringeworthy comments and off-the-wall behavior. But if you look past the surface, you’ll notice something else: a leader who built an incredibly loyal team, cultivated personal connections, and fostered a culture where people felt like they belonged.
In alumni relations and development work, technical skills and fundraising strategies matter—but it’s the human leadership that truly sets successful offices apart. Here are five leadership traits Michael Scott mastered—sometimes accidentally—that alumni and advancement professionals can use intentionally to build high-performing, connected teams.
1. Trust Your People and Let Them Lead
Despite his flaws, Michael trusted his staff. He didn’t micromanage sales tactics—he let his team do what they did best. In the development world, that means trusting your team to manage portfolios, build relationships, and bring creative strategies to the table.
Takeaway: Empower your staff. Give gift officers, alumni coordinators, and support staff space to own their work. Then support them with tools, training, and mentorship.
2. Invest in Internal Culture—It Shows Externally
A strong team culture fuels external results. Michael created an environment where people showed up for each other. Alumni and donor engagement starts with your internal team culture—because donors and alumni feel the difference when they interact with a unified, energized office.
Takeaway: Regular team meetings, cross-functional collaboration, and shared wins create cohesion. Culture isn’t fluff—it’s the foundation of trust and productivity.
3. Make Time for Personal Connection
Michael knew personal details about his team—birthdays, family updates, inside jokes. Alumni and donors want to feel known too. Relationships are built on more than event invitations and donation requests.
Takeaway: Use your CRM to store and surface life updates—career changes, births, retirements—and use those details to connect in meaningful ways. A handwritten note or personalized message often has more impact than a polished campaign.
4. Celebrate the Team, Not Just the Results
One of Michael’s consistent themes was celebration. From awards ceremonies to team lunches, he understood that recognition fuels morale. Advancement work is demanding—especially when donor goals or event turnout fluctuate. Celebrate progress, not just outcomes.
Takeaway: Create moments to recognize team wins—whether that’s securing a new donor meeting, organizing a successful event, or improving database quality. When the team feels appreciated, they perform better and stay longer.
5. Lead with Empathy, Even When It’s Hard
Michael’s empathy often showed up in unconventional ways—but it was always present. He showed up for his team, even in uncomfortable or difficult moments. Advancement leaders are often focused on metrics, but empathy drives loyalty and long-term success.
Takeaway: Support your staff’s well-being, especially during high-stress seasons. Check in with team members, ask how they’re doing beyond work, and model the balance you want to promote.
Conclusion: Leadership That Lasts
Michael Scott won’t appear in any management textbooks—but his team’s loyalty and success were real. As an alumni and development leader, you don’t need to emulate his antics—but there’s value in his underlying leadership approach.
Prioritize people. Build trust. Celebrate the process. And lead with empathy.
Because when your team feels valued—and your alumni feel seen—your outcomes will follow.