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Nonprofit Radio for September 25, 2015: Smart Interviewing Makes Great Hiring & Your Job Descriptions

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Sherryl Nufer: Smart Interviewing Makes Great Hiring

Sherryl Nufer, a founding partner in Pareto Consulting, explains why Behavioral Interviewing is superior to traditional methods and how any size nonprofit can get better hires through more sophisticated interviewing, whether you hire once a year or many times a month. This is from April 13, 2012.

 

 

Heather Carpenter: Your Job Descriptions

Heather Carpenter is co-author of the book “The Talent Development Platform” and she’s got advice for your often-rushed-through, lifted-off-the-web job descriptions. (Hint: Stop doing that!)

 

 


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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent i’m your aptly named host. Oh, i’m glad you’re with me. I’d be forced to endure the pain of a cute ryan al gia if i just got a whiff of the possibility that you missed today’s show. Smart interviewing makes great hiring cheryl nufer, a founding partner in peredo consulting, explains why behavioral interviewing is superior to traditional methods and how any size non-profit khun get better hires through more sophisticated interviewing? Whether you’re hiring once a year or many times a month, this is from april thirteenth, two thousand twelve, and your job descriptions once you’ve made the hyre it’s time for job description. Heather carpenters, co author of the book the talent development program, and she’s got advice for your often rushed through lifted off the web job descriptions gotta fix that on tony’s take two social media videos responsive by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com here is cheryl nufer if smart interviewing makes great hiring, i guess now is cheryl nufer cheryl is a founding partner of peredo. Consulting, providing small to medium sized organizations with business tools that are often available only the large for-profit corporations sounds like she’s sort of stole the tagline for this show. She’s, a strategy and organization development consultant with more than thirty years of experience, and i’m pleased that her expertise brings her on cheryl nufer welcome. Thank you so much, tony it’s really a pleasure to be here. It’s a pleasure to have you thanks, snusz what’s wrong with traditional interviewing? Cheryl well, we have a top ten list of what goes wrong in interviews, but really, they’re too big and the first one is that it’s? Hard to believe, but a lot of interviewers don’t really know what they’re looking for in a candidate, and so they just figured that the more people they interview, the better their odds it’s kind of like vegas, and they don’t know when they see it. The second big problem is that they ask risky questions when i say questions. Yeah, what is that? Yeah, i don’t know. Just wait. Typically think about what we call illegal questions. Is that a problem? But risky questions, questions that back-up candidate can prep for that. They can anticipate that they can prepare a candid answer for which may or may not be the truth. So the data on which to base your hiring decision is a lot. So those sounds like questions like what’s your strengths and your strengths and weaknesses, like those types of questions are risky that’s exactly right? Because people can anticipate them. Yeah, common ones we here are what you just said there, but it’s also questions like, what would you do in a situation? For example, if you were faced with an angry donor for this job is going to require a lot of long hours. Will that be a problem for you? Or my favorite is tell me about yourself. Why should i write? And these are risky because they’re predictable is unmentioned. Secondly, they solicit the candidates opinions and, you know, i don’t want to sound harsh, but the candidate doesn’t know a lot about what’s required for success in the job interviewer does interviewers opinion it’s most important and then laugh so you can say that? Not sound harsh if i say it, it sounds harsh coming from you. It just sounds very matter of fact unprofessional. And final thing is that they also asked the candidate to hypothesize, so if you ask me, what would you do in a particular situation? They can tell you just about anything now? Is that what they would do if they were faced with that situation? Your organization, they may or may not so again, all of these risky it’s interesting that you call very typical questions risky, but i understand. I understand why. Yeah, well, it’s all about making it’s all about collecting data to make a decision to predict how someone is going to perform in your organization and risky your your database here, your hyre decision. Alright that’s so that’s the interviewing that we’re all most familiar with, we either do it or we’ve been through it. Or both. Why don’t you just started acquaint us with behavioral interviewing? Okay, well, behavioral interviewing is not just about the interview. It’s really a business process, just like your financial processes review hr processes and it has a set of steps. And so it starts off with identifying and defining the skills for success. And then you create a line of questioning that’s based on those skills you put that in an interview guide, follow the guide. After you interview you right, candidate based on the data you collected, and then all of the interviewers get together and share their example of make a hyre or no hyre decision. So, first of all, it’s, a repeatable process. In terms of knowing what you’re looking for, i think that’s a really big difference what we talk about is looking for a balance skills well and what we’re looking for doesn’t that come from the job description? Well, not necessarily, but good question, because a lot of organizations job description are nothing more than a list of responsibilities that they will fulfill once they’re hired, but what i’m talking about is a list of skills that are required to be successful in executing those responsibilities. And so we look at those in terms of technical skills, which are really job specific and things maybe like marketing the iranians fund-raising sales and then another set of skills that we call professional skills. You might also call the sauce skills and these cross jobs and these air things like planning and team work and initiatives and judgment, integrity, those kinds of things wei have a saying that a lot of organizations hyre on technical skills when they have to fire someone. Cheryl, we have to take a break when we come back. We’ll continue this and start exploring why behavioral interviewing is better than what we’re all accustomed to please hope. Everybody stays with us, we’re talking smart interviewing makes great hiring what’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah insights, orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing so you gotta make it fun and applicable to these young people x somebody’s a fifteen and sixteen year old they have better things to dio they have xbox, they have tv, they have their cell phones me dar is the founder of idealised took two or three years. For foundation staff to sort of dane toe, add an email address their card, it was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were on dno two exchanges of brownies and visits and physical gift mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts, tony, talk to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell, you put money in a situation and invested and expect it to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other. Ninety five percent. Dahna welcome back with my guests, cheryl nufer of peredo consulting, you’ll find peredo consulting at parade o p r e t o hyphen h y p h e n but don’t spell hyphen just put a hyphen in consulting peredo hyphen consulting dot com. Cheryl, why is this method behavioral interviewing superior to what we’re all accustomed to? Well, that has to do a lot with the questions that you ask, i said before the other questions, key behavioral questions are based on principle that past behavior is the best predictor of future behavior, so if we can figure out in an interview how a person behaves in the recent past in situations that are similar to what they face in our job, then we have a pretty good idea how well behaved if we hire them. So this is the opposite of stock investing, investment advisors who will say past results or no indication of future returns, right? Okay, but past behaviour is predictor of future behavior. Yeah, because we are creatures of habit. So there is a great formula for creating a behavioral question that your listeners could start using right away. So what you do is you start with the phrase something like give me an example of the time in the past, or maybe describe the past situation, and then what you do is you go back to those skills i was talking about a minute ago, the rooms that are important for success and you plug in burbage that describes the skills so let’s say we were talking about initiative, then we’d say something like, give me an example of the time in the past when you went above and beyond job requirements or a time in the past when you anticipated a potential problem and you made contingency plans. So what you do is always in behavioral interview issues asked what people did in the past versus what they would do in the future, which is a hypothetical. So this sounds harder to fake, but i have to tell the whole story. Now you have to tell a whole story, and it is very difficult to fake because they’re hard to anticipate. And a good interviewer should be asking specific follow-up questions. I mean it’s, easy to just ask the behavioral questions, but it’s an interview are you start listening for what you want. You want a real situation? You want to understand what they said or did in that situation, and you want to know what happened, what kind of results this is scaring the heck out of me if i’m in it, i’m nervous that’s a good thing i have my own business, so i’ve never run into this well. So what if i don’t have a story about initiative? Alright, i’m under pressure. I can’t i can’t think of one well, that’s a common thing, and our goal is the interviewer is to bring out the best in the candidate. So what? We can dio that’s good that’s, that’s reassuring it’s too, because when you’re comfortable, you’re going to share more information with me so i would prompt you with questions such as what about in this specific job? Or i may rephrase the question where someone doesn’t have work experience, i’m my nasco and to think about project that they did in college or maybe a summer job so anything that i can do or i can say, you know, we can come back to that question and give you a few minutes to think about it if you’d like. There are a lot of ways to handle that it’s not uncommon for someone to freeze up. Yeah, okay, i pulled listeners before the show. One of the questions i asked is, do you feel you’re hiring? Process is efficient and you’re hiring the right candidate, and about seventy one percent said yes and about twenty nine percent i said no, so we want to help the other third, but that two thirds may not be may not be as efficient and hiring savvy as as they think. That’s, right, that’s recorders almost sorry even if they have a good track record of getting good can bring one good talent. Beauty of a behavioral approach is that up? You don’t necessarily have to interview a lot of candidates and pick the best of the lot if you know what you’re looking for and you have a good screening process and you interview the candidates and their experiences match the criteria success. Technically, you could hire the first candidate you interview, which reduces your cycle time, and it also keeps you from potentially losing a good candidate because you’re hiring cycle is too long. Have you seen organizations do that either? For-profit or non-profit don’t they don’t they typically say, well, she was very good, but maybe we’ll find somebody better, absolutely, and that they are not confident in their process. There’s something in there got that says, you know, i’m just not confident in the data, my process for evaluating it and that’s where a good process really builds confidence to make that decision when you see that good step, okay? Andi yeah, these air interesting ondas you said very these type of questions very hard to anticipate that they’re going to come. How does the interviewer prepare? You talked down a little bit, going a little more detail on and then shortly we’ll get to how many interviewers there should be, but but but how do we prepare as an interviewer? So as an interviewer, well, basically you identify the skills that are required for success in the job. Based on those skills, you develop a line of behavioral questions using the formula that i shared with you. Typically you will type those up in an interview guide or just list if you have multiple interviewer shall divide that list up among all of your interviewers, so that there are no gaps in your questioning and there’s no redundancy safe, so everyone has their game plan they interview based on that. So that’s the primary way that you would prepare a search would review the resume common things, write what you want you want it certainly want to be prepared. So if it is a a siri’s of interviews interviewers, they don’t ask the same questions then no, they don’t that’s really a waste of time, and you have so little time in an interview. You want to make sure to use it wisely. Now they ain’t me ask multiple questions about a specific skill, but they typically don’t ask the same question because if they asked the same question, the candidate will probably give the same example and that’s kind of silly. You still tell the same story twice, exactly, and you would expect that so it’s not the interview each ball that’s the interviewers fault for not being prepared. On the other hand, what if all the interviewees stories, anecdotes come from just one of their jobs or something? Or just too? And they’ve got, you know, thirty years of experience or something like that? Well, that would absolutely be a red flag either there bread through depth of experience is not what it means here on their resonate, or perhaps there’s something that they just don’t want to share with you so that’s something that you may, if you find when you bring your interviewers together, that the same stories were told to everybody, then you could either make a no hyre decision or you could make a decision to have a follow-up phone interview where you would try to clean examples from some of their other work experience. Okay, so you’d like to follow up interview to be by phone, but the first one to be in person is that right? What i’m talking about here is typically you would do a phone screen organisations and then bring the candidate in for face-to-face what i was saying is, if you feel you can’t make ah hyre no hyre decision, you know, you always have the option to follow-up again by phone and asked more questions, okay, okay, um and so since we’re talking sort of around this, what is your advice around having just one interviewer or having a siri’s of interviewers, or even having a panel. Okay, well, we would always recommend more than one interviewer, if at all possible, and you can is that just to eliminate bias of one person, it could eliminate buy-in it? I can get you more data because if you have two interviews that you have more data on which to base a decision, there are two ways of doing what we call a serial interview, which is cheryl interviews candidate hands candidate off tony who interviews to hands it off to joe, and then when you separately and then after all the interviews, you come back together and share your example and make a decision. There’s also the panel interview where you have multiple people interviewing the candidate at one time and you can do multiple panels panels are great ways to involve more people from your organization and getting exposure to candidate. You just don’t want the panels to get too big. You know what is to become a panel? Interviews khun b scary. I’ve heard stories from people who were interviewed by five people or so that’s pretty intimidating it’s very intimidating i’ve been interviewed by many has six at one time. I know a lot about interviewing and that that was a nerve ng me, what we recommend is either two or three. When it gets above three, it can not only be intimidating, but it’s difficult for the interviewers to kind of it should be choreographed. So you should have someone out of the panel who is kind of the host and is kind of orchestrating this interview. There’s not anarchy, everyone’s firing questions at the candidate and it really doesn’t set the candidate up. Cheryl nufer is a founding partner of peredo consulting. You’ll find them on the web, but peredo pr e teo hyphen consulting dot com we’re talking about smart interviewing, making great hiring, cheryl. Is there an advantage of serial interviewing over the panel or or the other way around? Well, there is an advantage in the advantage is that when you’re in a panel, if you conduct one panel interviews, all three of you are hearing the same stories, the same situation in a serial interview it’s more likely that you will hear different stories, or sometimes the same story told different ways, and so you know, that sounds bad, but it can be bad if in fact there are vast differences in the story, like your fourth step in the supposed be the results. So if the results were different in the same story across to different interviews that’s about sign that’s a red flag may be the results keep getting better and better. Three interview that’s a great way to start catching a candidate who may be fabricating for people actually do that. Is that true? Absolutely, they do. I’ve heard rumors to that effect, but i always hoped it wasn’t so another question i asked listeners before the show is our hires in your office typically interviewed by more than one person and seventy one percent said yes, fourteen percent said no, so most people are doing the multiple interviewing and then fourteen percent said depends on the job. Um all right, is there a job where the solo interview makes sense or no, you really just don’t like that at all or there’s a situation, i guess i mean when just one interviewer makes sense. Here’s what i would say in some more straightforward job, maybe some entry level jobs it could perhaps the appropriate that i say it’s no more appropriate in bigger organizations bigger cos you have a really small organisation. You have to hire the right people. You i have no where to hide them. You have no one to cover for them hyre abad a bad fit so i think it’s always good in a small organization, if possible, to have a second set of eyes and get that second set doesn’t have to be somebody that the person is going to report to, right? It could be a colleague. I mean, taken officer just four or five people. They’re going to be hiring of fifth or sixth, like a cz you’re saying that’s a big percentage of the staff, it doesn’t have to be somebody that that person would report to write absolutely not. And in a small organization of horrified people, i mean everyone’s wearing multiple hats, they really have to depend on each other. So everyone has a big stake in making sure the best person has brought onboard, so it could be a appear. It could be someone that maybe is performed well in a similar job in the past. You’re absolutely right. It could be just as long as they’re good interviewers they would be appropriate? How do we gauge technical expertise? We’ve been talking about behavior? Well, you can use behavioral questions to get that technical competencies, but technical skills are a little bit easier. For example, if you were hiring someone for fund-raising you can actually have them bring in and explain fund-raising approaches that they’ve used in the past. I mean, i would ask a lot of follow up questions to make sure that what they brought us, something they actually did. There are tests that you can use for certain technical skills. You can also do simulations, so for example, if you were hiring someone for a sales position, are fund-raising position you could actually have them come in and do a presentation to a team of you, and so you were potential donors and see how they would handle it. So there are a lot of ways to get technical. Wei have just about a minute left, cheryl, what potential problems should people look out for us if they’re goingto implement behavioral interviewing? I think the biggest problem is asking a behavioral question and assuming you’re going to get a behavioral answer, so you have to be able to sort out hypothetical responses through a good line of follow-up questioning about the situation there. Action in the results. Okay. Situation, obstacle action and results. Cheryl nufer is a founding partner of peredo consulting, which provides small to medium sized organizations with business tools that are often available only the large for-profit corporations. Cheryl, thank you very much for being a guest has been a pleasure. Thank you so much. And i hope that this information will help your eye. I think it will help listeners. Thank you very much. A pleasure to have you. Thankyou, tony. Stick to and your job descriptions coming up first. Pursuant, they have this tool. Billboard it’s integrated management for your multi-channel engagement strategies. All right, s o jargon jail. I plead guilty for that. You, khun. I could throw myself in there. Let’s. Break it down. You communicate in lots of different ways. Email landing pages, micro sites, donation forms mobile, all the social networks best to manage them all separately. No, don’t separate. Integrate! I thought that myself that’s, that’s not pursue it. Language. I thought of that billboard is integrated management and the all important analytics that go along with all these. Tools so you know which channels move more people and which don’t from mayor you learn you improve, continue that it oration, that innovative process of learning and improving based on the analytics, and you’ll raise more money. Check out billboard it’s at pursuant dot com. My video this week is the next set of non-profit technology conference videos. They’re all about social media there’s a panel of three on visual social media, another panel on email deliver ability so that those e mails that you sent through billboard actually arrive at people’s inboxes video strategy and embrace embracing emerging technology and social media. They’ve been on non-profit radio if you’ve missed them or you want the videos because you like to watch the videos, then the links are under my video at tony martignetti dot com, and that is tony’s take two for friday, twenty fifth of september thirty eighth show of the year. I’m very pleased that heather carpenter is with me. She is a phd was a non-profit manager for ten years. She’s, now assistant professor in the school of public non-profit and health administration at grand valley state university. She teaches grad and undergrad courses in non-profit management, financial management, fund-raising technology, leadership and human resources management. The book that brings our two non-profit radio is co authored with terra qualls, and it is the talent development platform putting people first in social change organizations published by josy bass this year on twitter she’s at heather carpentier, which is at heather carpenter. But take off that last are heather carpenter. Welcome to the show. Thanks for having me, tony it’s. A pleasure. You’re calling from grand valley university. Where’s that michigan. Right war in grand rapids, michigan, which is on the west side of the stage. Okay. Okay. That was the summer there in grand rapids. It was really nice. We have a great summer. A little harsher winters, but yeah. No, but you do have harsh winters. Yes. Okay, heather, our job descriptions he’s often get very, very short shrift, don’t they? Yes. Yes. Well, having worked in non-profits for many years and done h r and operations, i know how busy we get. And often, when people leave organizations, we scramble and pulled together what we have on dh and send out a job description that is often outdated and hasn’t been updated in a few years, or sometimes, i think, even pulled off the web. Yes, yes, you’ve seen that, yes, ok, not that you’ve done that when you were leading your non-profit i understand, but i think it’s, i think that’s, also a pretty common practice. Why do we need to focus more on job descriptions? Well, job descriptions are really an important part of helping an employee to understand there roles and responsibilities within the organization. It also helps to track employee and volunteer performance and success, and this is, ah, a living document, right way need to keep these current as job responsibilities change. Yes, we recommend that non-profits update their job descriptions, actually, on an annual basis. Okay, okay. Do you do you think that poor job descriptions lead tio? I don’t know hyre turnover or lower morale? What consequences do you think result from not having accurate descriptions? Yes, i i agree with your assertion, we’ve found that couple of things can happen with outdated job descriptions, one that’s for a new hyre they might not really fully understand the role let’s say hypothetically speak about how when organizations lose employees and they have someone coming in, and they used a job description that’s out data from the labs it’s not clearly showing the response the accurate responsibility so the person might get burned out pretty quickly, finding out they have a lot of additional latto responsibilities, or maybe they don’t even have the adequate qualifications for for the rial responsibilities. So the job or, if someone’s been in a position for a few years, there’s what we call the pile on effect where often more and more responsibilities added, but that’s not actually reflected in the job description or in compensation, so so employees can get volunteers burn out that way, and then sometimes people become overqualified for the job or might be over, claude will decide. When they come in, the job description is accurate. Does this apply also to organizations that are mostly volunteers? Should should be job descriptions for volunteers? Oh, yes, absolutely, we believe that that will our book applies to not just paid staff volunteers as well, and we actually have sample job descriptions are bored board positions and key volunteers, as well as from common staff within various non-profit organizations like your executive director, development director on bury the book is loaded with lots of resource is sample job descriptions but goes way beyond that just dahna job responsibilities and forms, you know, and we’re just taking one piece of the book and talking about job description, but there’s a lot more to it, and the thing is just loaded with but templates and resource is yes, thank you. I really wanted it to be as practical as possible, having worked in the nonprofit sector for many years, ourselves it’s more of a workbook where organizations can pick and choose the chapters that they need the resource is from, but it is a whole platform if an organization decides to go through the process for from everything from understanding the organizational. Learning and professional development culture to actually assessing stats, professional development and creating a professional development goals and abducted tied to the strategic als of the organization. Yes. All right, all right. So where do we start this job? Description process. I mean, i know who it starts with its doctor, the supervisor. How does that what is the what the person need to do to get started? Well, the supervisor should really look at the position itself and often there’s different philosophies on job descriptions. And our our philosophy is that the organization, the supervisor, should build the job around the position and not the person because people change andi really, to really get an understanding of what is needed to advance the organisation for words. So we have something called a proficiency mapping cool and are in our book where supervisors can really identify the called common confidences that the knowledge, skills, abilities and other characteristics needed to perform the job and then rape those competencies on different proficiency levels. We use the profession into level scale created by the national institute of health, and they’ve been doing this type of job description, worked for many, many years. And really getting understanding of what level that the position and the responsibilities to need to be at when we talked earlier a few minutes ago about outdated job descriptions common, another problem with outdated job description says they’re not often at the level that the position needs to be on a smaller non-profits with great to have people who could do lots of different responsibilities, but sometimes we have very high expectations that someone in entry level type job might be more responsibilities, say, manager or leading the organization through some sort of process when that’s not necessarily the right level for that job, you have these five proficiency levels fundamental, novice, intermediate advanced and an expert yeah, and we provide definitions and also example words and responsibilities at each level. I like to tell you i jump pretty quickly from fundamental toe expert on i think, if i’d done something once, that makes me an expert, so i don’t know if that fits within your construct, but like one time i’m not the expert the first time, but after i’ve done it one time i consider myself an expert. Andi that’s cost that’s cost me a lot of money in like home repairs and things, but i can’t get around it that’s, that’s but that’s, probably not talking, doesn’t fit within your your definitions well, generally the expert and advance our our our director level positions on responsibilities. So at the executive director, we would hope a most size organizations that the person the person holding that position would have advanced on expert level. But we understand that at the lower level positions the coordinators, entry level positions that they’re more at the the novice and the intermedia level. And yes, i mean, we’ve found that it’s helpful, starting with the supervisor to create these confidences and proficiency levels on dh, then down the line, wei have employees assess themselves and not do a real comparison over the competencies profession? Okay, yes, we’re going to get that so so after the supervisors part, then then what’s next in creating these optimal job descriptions, the next step is really getting documenting the employees responsibilities, and they don’t see what the supervisor has done. But if you do have someone in that particular position just making sure that all the responsibilities are are documented because the supervisor might not have a buy-in of everything that’s employees doing. But obviously, if it’s a new position or if the job description has never been done before, then they would have the supervisor job. Do the proficiency mopping. Ok, ok, but but the next step now is the is the is the employee e-giving their input into what their responsibilities are around the competencies and the proficiency levels. Yeah, the next up, it’s. Just the employees identifying their their responsibility. Okay, a faster proficiency levels. Quite yet just for the job description itself. It’s really making sure that all the responsibilities are identified and the supervisor is really the one that making sure that all the proficiency levels are identified. All right. Ok. Ok. And we mentioned these competencies. Can you give us some examples of competencies? Sure. Before you do that, i want to tell you about the process that we took to to identify ten core confidences for non-profit managers like holly. And i actually did some some national surveys and looked at literature around training needs of non-profit managers and a what their confidence cesaire needed. So this is really backed and research that we identify the ten course set. Of common confidence ease that non-profit managers possessed. They’re very general there everything from advocacy to communications, marketing, the financial management to fund of elopement way also have human resource is way also in the book go through the process of have helping organizations create their own sub confidence ease, because since the time core competencies are very general, we know that each organization is different in their culture and each position and as well as department, it’s organization, house, apartment, that they have their own core competencies that are important to that organization. So we’ve also provided some examples of different size organizations and the sub confidence juices issues that they have so well, for example, intercultural confidence. He is a very important sub competency for many organizations. Uh, two working, working well under pressure are working with certain population. Uh, so we we worked with various organizations and their different types of missions required different confidences. So we worked with homeless organization last semester, and they, you know, they require their staff tohave competencies and understanding about people who have housing, have challenges. Okay, let’s. See, we have just about a minute before before we take a break. And then we’ll continue. I should do this. We haven’t mentioned the board should be job descriptions for board positions. Definitely we have. We have a sample job description for board chair board treasurer for secretary on various board general boardmember on there’s a there’s. A lot of resource is not just in our book, but out there on the web as well for creating and managing board job description. That’s an important piece we’ve we’ve done this process with all volunteer run organizations where it’s just the board teo organizations that have paid staff, maybe they’re smaller, they have all the board do their job descriptions and then the one to two staff members that they have so it’s important that it’s not just a staff process that boardmember look at their job descriptions and revised them. Okay, let’s, go out for a break, and when we come back, heather, of course we’ll stay with us and we’ll keep talking about your job descriptions, and then we’ll move to mapping, mapping you, thies competencies and proficiency levels to the job description. Stay with us what’s not to love about non-profit radio tony gets the best guests. Check this out. From seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark insights orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones. Me dar is the founder of idealist. I took two or three years for foundation staff to sort of dane toe add an email address their card. It was like it was phone this email thing. Is fired-up that’s? Why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were and and no two exchanges of brownies and visits and physical gift. Mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life, it sze you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell, you put money in a situation and invested and expect it to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent lively conversation top trends and sound advice that’s tony martignetti non-profit radio and i’m lawrence paige, no knee author off the non-profit fund-raising solution. I know i say it every time. Maybe maybe you listeners get here. Tired of hearing me say this, but i wish lawrence would pronounce his last name. Panjwani. He’ll be so much more beautiful than paige. No. Ni lawrence. I’ve said this a large his face. So no it’s, not like i’m going behind his back. And pandiani will be so beautiful. Lorenzo lorenzo panjwani okay, okay. Heather let’s move now. Tio mapping what is this? What is it? What is that? The mapping process that comes next? Well, this is the mapping process is really about revising the job description and making sure that it matches up with the responsibilities really, that are needed. We advise organizations to separate job responsibilities by the confidence categories, so we often see job descriptions that have the whole long list of job responsibilities, but were our processes to separate them by category? Cory so that it’s clear on the difference competencies that are needed with that particular job. We also have the manager identified proficiency levels based on the job responsibility, action, words. And so this is where? This is the revision process, the different levels and making sure that the wording really matches up with the proficiency level. So we might have a position that is hyre up that it needs to be or lower and can be a giant. Now you mentioned job responsibility, action words. What defined those for us? Well, the action words are provided in the proficiency mapping scale. So as we talked about before there’s five perfect into levels from fundamental awareness novice, intermediate to advance and experts and each of these i have a different level and we have action words that are associated with each level. So as i mentioned about the higher level positions we have the dance level there’s there’s, some facilitating, leading liaising managing and the expert level. We’re synthesizing. We’re training were troubleshooting. And so these hyre level action words are associated with hyre level job responsibilities. Okay, yeah. And that’s me. Well, i like to focus on the expert. You know, like i said, i would skip over novice, intermediate and advanced. I go right from fundamental to expert one one one one time. So i’ve gotten used to use those expert use those expert examples that’s where hyre just in my mind that’s where i belong let’s see? Okay, so in this job in the in this revision process now it’s, the employees and the supervisor working together, uh, well, family it’s the supervisor making sure that the job description is aligned because as much as we’d like to be an employee involved in the process, the next step in the talent of altum platform, which i don’t have time to talk about here is the individual professional development assessment and that’s where an employee actually haserot their confidence season proficiency level so it’s really helpful that they don’t see realign job description before that, that there going off of what they i think that they’re expertise is and their proficiency level is. And then that way you could do an accurate, um comparison. So what the job requires? Okay, well, you might be surprised we might have time to get to assessment a little bit. Way might be surprised. Um, now so the mapping there are there was, i think six steps on don’t really have you know, we don’t have time to go through all six of them, but help help us. Understand an overview of the process a little more detailed, and then we have so far. Yeah, so, as i mentioned in the first step of separating the job responsibilities by competency category, you’ll see then if there’s gaps and if you’ll have competency categories that you’re not covering it’s amazing how many organizations that we’ve worked with through this process, where they are missing confidence, ease for specific positions, like operations manager or or the executive director where often maybe, you know hr is a part of the operations manager job, but it’s not really accurately included are reflected in the job description or the job responsibilities or information technology is often a part of someone’s job, but not necessarily included, so it really helped helps organization to identify gaps with responsibility and say, well, we don’t have anything in this competency category. So let’s, let’s talk about what we need to include, i see, okay, it strikes me that this whole process to is going to i guess you said it, but just is going to make sure that you’re not bringing in let’s say, entry level people and having expectations that are unreasonable for them in terms. Of responsibilities and competencies exactly. We we also talk about degree levels as well and compensation. We worked with quite a few smaller non-profits that, like tio, take all the responsibilities that we provide his examples, and and use them to hyre their new entry level staff at the masters level were like, whoa, you know, let’s think about it’s entry level, do they really need a masters? Or do they even need a bath? Kottler for that regard, so this really helped to think through the position responsibilities that you need for the organization and ok, if i really need all those responsibilities and maybe it’s two positions, not one or i’m i think i’m being unrealistic with how many responsibilities that i’m requiring in this in this position. So having those those sometimes difficult conversations about what’s realistic for the organization since restoring tio, we’re talking about the possibility of entry level employees what’s your feeling on starting people at at low salaries? Well, i’m a little biased because i advocate for living wages because i teach graduate students in a lot of them are often on the job market, either during their degree program are afterwards and it’s really disappointing to see them have to take very low wage starting jobs also research so that it costs between seventy five, to one hundred for fifty percent of employees annual salary when they leave. And so what i’ve seen with my students and former employees is that bill, if they’re not getting adequate living wage compensation, then the leave within a few months and that actually costs the organization a lot of money organizations, i don’t think we often realize how much time and effort it takes latto post the new position to interview the people to do the training and that’s that’s money, and what will when in fact, we could pay a living wage and a good starting salary for entry level employees and have them stay longer even if they stay a year to that’s that’s better than the cost of done, leaving within a few months because they find a better opportunity that pays better. Excellent! We’ve got to leave it there. Unbelievable! You were right. We didn’t have a chance to talk about assessment. You are right, but you got it by the book it’s talent development platform she’s heather l carpenter, phd and you’ll find her on twitter at heather carpentier carpenter and take off that last are thank you very much. Other thank you. I’ve been a real pleasure next week. I just don’t know, because i’m recording this a couple of weeks ahead. It won’t suck, i promise you that if you missed any part of today’s show, find it on tony martignetti dot com where in the world else would you go? I told you i was coming back pursuant full service fund-raising you’ll raise laundry carts more money. I’m not talking about those one person metal things that you pushed down the street to go to the local laundromat or your stuff him in the in the back seat of your minivan, i’m talking those big plastic monsters on the loading docks at hotels and jim’s with sheets, and the towels are spilling over the sides, but instead of sheets and towels filled with money pursuing dot com, our creative producer is clear meyerhoff sam liebowitz is the line producer shows social media is by susan chavez susan chavez dot com on our music is by scott stein bourelly next week for non-profit radio big non-profit ideas for the other ninety five percent go out and be great. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder pregnant mark insights orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones. Me dar is the founder of idealist. I took two or three years for foundation staff to sort of dane toe. Add an email address their card it was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were and and no two exchanges of brownies and visits and physical gift. Mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell, you put money in a situation and invested and expect it to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.

Nonprofit Radio for October 11, 2013: I Had A Great Interview But I Didn’t Get The Job & Storytelling

Big Nonprofit Ideas for the Other 95%

Listen live or archive:

My Guests:

Susanne Felder: I Had A Great Interview But I Didn’t Get The Job

Susanne FelderSusanne Felder, a consultant in outplacement at Lee Hecht Harrison, says there’s more to getting a job than having a good resume and interview. We talk about research; confident networking; panel interviewing; dodging salary questions; and what to do in the last 30 minutes before your interview. (Originally aired August 31, 2012)

 

 

Rochelle Shoretz: Storytelling

Publicity Photo RShoretzRochelle Shoretz, founder and executive director of Sharsheret, has a compelling story herself as a two-time breast cancer survivor. Sharsheret has built a culture of compassionate storytelling to help its members through their cancer diagnoses and treatments. Rochelle shares ideas on identifying storytellers; supporting them; giving them multiple ways to share; helping them through this very personal process; and why it’s all worth your time.

 

 

 

 


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Hello and welcome to tony martignetti non-profit radio for august thirty one big non-profit ideas for the other ninety five percent. I’m your aptly named host. I do hope you were with me last week, i’d be mortified to learn that you have missed last week’s show i’m recording today’s show weeks ahead of time, so i don’t know what you would have missed last week, so give me a break, but i do know that it included are smart and charming legal contributors jean takagi and emily chan from the non-profit and exempt organizations law group in san francisco, and it was a very good show enlightening, valuable, funny, very funny hope you didn’t miss it this week. I do know what we have. I had a great interview, but i didn’t get the job, suzanne felder, a consultant in outplacement at lee hecht harrison, says there’s more to getting a job than having a good resume and interview, we’ll talk about research, confident networking panel interviewing, dodging salary questions and what to do in the last thirty minutes before your interview recorded at the fund-raising day conferencing june in new york city this this past june and that was hosted by the greater new york city chapter of the association of fund-raising professionals and storytelling, rochelle shoretz, founder and executive director of shark share it has a compelling story herself. As a two time breast cancer survivor, shards share, it has built a culture of compassionate storytelling to help its members through their own cancer diagnoses and treatments deshele will share her ideas on identifying storytellers, supporting them, giving them multiple ways to share, helping them through this very personal process and why all of that is worth your time between the guests on tony’s take two you can still get a free copy of my book if you take my charity registration survey use hashtag non-profit radio to join the conversation with us on twitter here’s my interview with suzanne felder from fund-raising day earlier this year. Welcome to tony martignetti non-profit radio coverage of fund-raising day two thousand twelve, hosted by the association of fund-raising professionals greater new york city chapter with the marriott marquis hotel in times square, new york city with me now is suzanne felder. Suzanne is a consultant in outplacement with the firmly hecht harrison susanne welcome, thank you. Pleasure to be here, i’m glad to have you. Thank you. Thanks for taking time on a busy day. Your seminar topic is i had a great interview, but i didn’t get the job. We’re talking about successful interviewing techniques, and i’m doing a lot of interviews today at the conference. But this is the only one to help jobseekers, so generally, we’ll have time for details, but generally what do you see peoples short comings in around interviewing the biggest problem is that people really don’t understand the job, but they’re interviewing for the best practices is to really figure out what is the company looking for in you and two show the best sides of what your talents are to meet the company’s needs and people just don’t take the time to really figure that out, so that so it sounds like research research research is the place to start. So let’s, just, uh, set the scene. We’ve we’ve seen a job advertised or we’ve heard about a job from a colleague what’s the research we should do around the job and the company well, we certainly want to find out everything about that company, see what they do with their mission, whether it’s in the for-profit or not-for-profits sector company, charity, charity, right? Right. So find out, do some research about them on, and then go to lincoln and find maybe some people in your network that might be affiliated with that non-profit or in the past have been with that non-profit and do some real good on the ground research asked people about the culture find out what they’re commitments are and if it really suits your own style and if that’s true, then keep pursuing it and reach out to that non-profit and see if there might be some interest on their part. Okay, now, if it happens to be a bigger organization, you’re going to be working in one business unit of of the charity. How can you find out about what that team or that department’s culture is like? Um, you really are asking your friends what they know about that, even if they haven’t worked there, you know, people have a long reach on, they tend to know people who know people who at one point lived, you know, work there. So it’s really about networking effectively? I can’t say enough about the importance of networking in this market. We have find that about seventy five to eighty percent of people are getting their jobs through direct networking. Oh, meaning they’re they’re finding out about the jobs that hit this hidden job market that we hear about definitely there’s a hidden job talk about that so and what that is and why networking. Helps you break through it well, sometimes non-profits agencies even businesses or not in the position to really announce that they’re looking for whatever their reason is, but they’re sort of on the look out privately, so it’s it’s worthwhile to be having conversations with people and suggesting that you are interested in various really named the targeted cos that you’re interested in pursuing and then have conversations with people that are in a position to hyre because sometimes hiring managers are not ready to hyre but once they know something about your background, you’re on their radar. Okay, that’s, the way to really advance yourself for the future when the job actually becomes a reality. Now i think it’s a bad practice you’d tell me if i’m right, you’re welcome to say that i’m wrong that really you just start your networking when you start your job search well, networking actually, i have to disagree with you because networking should be something that’s going on on going. Actually, i guess i don’t say i’m training coach people tohave a gn active network at all time at all times correct, don’t just start when you’re in a job search completely. Agree that’s, right and that’s what what we find is that people often are saying to us that have had long runs with really good non-profits and for-profit companies that they really lost track of the importance of their network, they were doing well with the company that we’re there for ten years, they were going up the ranks, and they just sort of people left the firm, and they didn’t keep shack where they went, and now all of a sudden they’re looking to re and find them, and it feels a little awkward to them, like, you know, they had for gotten them. And now that they’re in the different side of the table, it’s ah it’s a big awakening and they’re saying now they will never do that again. They will be available for people and keep their network engaged well and that’s, right and that’s the other side of networking. I mean, you have to be available to help others when you’re not in need of help yourself. Absolutely it’s about being a giver on we took about donors thes it’s giving of yourself and that’s an ongoing thing. And the people who it’s funny what? I have found personally is that people who have often been helping others helping others always through their career, they feel most reticent about asking they feel like they should be the ones just helping and i say to them, you’ve been so kind, it’s it’s, time for you to receive it’s it’s, pay back time for you and please do not ever feel remiss about that, especially if you’ve been giving but interesting there’s so accustomed to giving that they’re reluctant to approach their their own network. Yeah, receiving is a lot harder for them, and then i understand that, but it’s, they’ve in-kind it’s time to gets him something back and and it’s perfectly acceptable, and what we are finding is that people are more than willing to be helpful. People that never works, spect it to be helpful are becoming the most helpful, so the second tier, the third tier of their degree of separation, if you will are, tend to be the most helpful, because don’t we all want to just help people? Don’t most people want to help others? One would think, but now, in this process, you find out who really is genuine and who is less and then those that are very close to us they just might not be able to help in a substantial way, so they feel like they should hang back and not be too close to you because they feel badly they can help. But this is the time when we really need people tio be there for us, even if it’s just emotionally to be understanding that you’re going to get through it. But it’s a challenge on dh we’re talking a lot about networking with friends or friends of friends. What about going to networking events? Where it’s a room full of strangers, that’s always a good process to get good at it’s like a social experience because people really have a hard time talking to strangers. So we heavily encourage people to go to conferences, professional conferences, places where they’re goingto be around people like themselves who are from their fields and just get more and more comfortable with talking, if you will. Talking to strangers. Yeah, well, and i imagine that helps in the interview process completely completely what we do it. We have harrison as we give them the opportunity to comfortably talk. About themselves, which is not very natural for people. You know what? Tell me about yourself, and what do you do? And what you good at is not what comes off of most people’s tongue, naturally. So we give them opportunities to always be introducing themselves and give them lots of networking groups to join. And people just come out of their shells. It’s. Remarkable how, after a couple of months of being around others, they’re perfectly comfortable to do that. Yes, talking alternative radio, twenty four hours. Do you need a business plan that can guide your company’s growth? Seven and seven will help bring the changes you need. Wear small business consultants and we pay attention to the details. You may miss our culture and consultant services a guaranteed to lead toe. Right, groat. For your business, call us at nine. One seven eight three, three, four, eight, six zero foreign, no obligation free consultation. Check out our website of ww dot covenant seven dot com are you fed up with talking points? Rhetoric everywhere you turn left or right? Spin ideology no reality, in fact, its ideology over in tow. No more it’s time for the truth. Join me. Larry shot a neo-sage tuesday nights nine to eleven easter for the isaac tower radio in the ivory tower will discuss what’s important to you society, politics, business and family. It’s provocative talk for the realist and the skeptic who want to know what’s. Really going on? What does it mean? What can be done about it? So gain special access to the ivory tower. Listen to me. Very sharp. Your neo-sage tuesday nights nine to eleven new york time go to ivory tower radio dot. Com. For details. That’s. Ivory tower, radio, dot com e every time i was a great place to visit for both entertainment and education. Listening. Tuesday nights nine to eleven. It will make you smarter. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com so our subject is interviewing, but this is all feeding the interview. This all came. This networking are networking discussion. All came from doing the right research around the job and the culture of the organization as much as you can find out about the organization right now, in your seminar description, there are three r’s and researchers at first, but resource is what’s. Your advice around resource is on resource is finding out. What you bring to the table? What what resource is that the candidate brings us? I believe that’s the idea that we’re getting at how can you help that organization and pinpointing what your real strengths are and how that can help advance that organization? That’s really what you want to in part to them and you’ll find out about the organization’s needs as you’re doing your due diligence, your research find out you might find out some of the shortcomings that the organization has and see how you can plug those gaps. Absolutely, you want to know what value khun ad so you might brings a special connection or a special perspective to that non-profit you know, say it’s, a science institution, and you happen to have background in science that’s evaluated that is extremely important, and you’re not the average say fundraiser, if that’s your field, your fund-raising that happens to really know a lot about science, and therefore you could speak more passionately about it, so that would be really important aspect that you want to bring out to the non-profit do you have specific advice around? Dahna when you’re subject to, ah, panel interview, i mean the panel could be two people, but it could be as many as five or six. Wait, how do we that’s incredibly intimidating you walking into a room of let’s say it’s the worst case? Six strangers and they’re all sitting on the other side of the table. How do you prep yourself for that that’s? A real challenge is one that we do address because it’s called like the stress interview and it’s to see how you stand up in aa extremely unusual circumstance. What you normally would not be the target of a conversation like that in real life. So we tell people, introduce yourself to each person individually. Make sure that you have eye contact with each person and shake their hand, make yourself known and remember their name so shake their hand. Just go down the line of the table is absolutely when you were coming room. Yes, when you come in, introduce yourself individually to each of them make an impression on them that you’re confident and you know you want to engage with them. And then if the questions are coming a little bit too fast and too furious, there are ways to slow. It down a bit of humor on that always helps break the ice a bit, because sometimes people just lose sight of the fact that you’re only a person and you’re a pit under under the gun. So i’ve had a client to have said things like, oh, i made it like it was jeopardy, and i say, all right, i’ll take i’ll take jim for two hundred, and then i’m going to take, you know, the next person, arlene for lina five hundred, but yeah, so it kind of everyone has to laugh at that because you realize that, you know, how many can you do it once? Obviously, it’s, just one on. They are trying to see what? What it’s like for you to trial under fire? S o we try to get people to realize that humor is a good thing and it helps people relax as well helps you relax. You can always take a drink of water. Give yourself a moment to think, and companies are looking to see what what you’re about. You also have to realize if that is their culture, to be that way, to be very in your face. You have to know is that for you? Is that is that you? Yes. You. It may not be for you about about preparing for the serial interview. You know, you’re going to have three interviews in the day. Each one is going to be a test forty five minutes. I would think. How do you how do you prepare for that? That multiple interview where you could be on you could be on for close to three hours in a row, but with three different people, right? Ah, you want to be prepared to give a good examples of a variety of things that you’re about, like different facets of a diamond and you don’t wantto be repeating the same story of store three times. And then there are other they say, oh, yeah, she told me that he told me that story. I heard that already. So you can have to come prepared for your interview with good what we call them accomplishment stories, if you will, on s o that joe have maybe six or eight really important projects that you’ve worked on, that will really show you off to best advantage. You can come in with a portfolio. And have some points of keywords for yourself to remember that you want to make sure that this project gets put on the table. And then you mix it up so that everybody is hearing some different stories out of you. And each can bring out different facets of what makes you successful growth that you’ve money that you’ve brought in from non-profit. Have you created new event? Have you doing outreach brought in new community members brought on board members? These are things that are important, usually to fund-raising organ operations. What if i feel that i’ve gotten a question that’s, inappropriate or illegal, around age or pregnancy, or? Sexual orientation? How do i how do i handle that in that moment? Yes, in that moment, you might want to say, can you rephrase that question? Or is that a chance to give him a chance to realize that that might be a really uncomfortable thing to be talking about and that you sort of object teo to getting that question? John, you might say, is that relevant to the job? Or i’ve heard people say they’re asked whether or not they have young children. Obviously the employer is trying to get at are you going to be away if the child is sick? S o sometimes people will say, oh, is this a very, very family oriented company is, you know, doo doo doo family events? Is that why you’re asking? So you try to soften it? You try not to be in their face about a fact that that’s really overstepping their bounds, but to some extent you have to pick your battles because you are looking for the job. So although this does also inform the culture of the organization that it might not be the right fit completely, completely do take note that if they’re overstepping that this might be a real invasive place and that they’re expecting a whole lot from you. That is really not normal. And that might not be if you say a good fit. No. Alright, um the third of the three r’s thatyou have his references it’s important? Who you select for your references what’s your what’s your advice around that references can go back twenty years. I could go back from beginning of your career. I don’t think people think about i think they think of the last job, right? And that is certainly not the whole scope of what is appropriate to use references khun b people that were above you people, that it could be people that reported to you it could be your peers pier level it khun b a your boss’s boss anyone that knew the quality of your work and speak for you those are appropriate references. They could also be if it’s for a community organization. It might be something that you do on your private time that you’d like to have that person reporting about your experience with you, perhaps in your community service. So you want to get a variety of references that will reflect all sides of what your background is, good people when they’re asked tio provide a reference often asked, what do you want me to say? You know what should i talk about it? It’s okay, give that advice around what, what you’d like them to be specific about. Yes, it is because oftentimes if you’ve worked with someone five years ago, they might forget exactly which projects you worked on together, so people kind of need prompting, like, so you want to remind them remember, we did this, such and such together, and we had this result, so by you’ve sort of writing out some pointers about what your relationship together was, like it’s really informative, it helps them. It takes them off the hook of the pressure of oh, i forgot. What am i going to say? And it’s also you feeding them what you felt was the most important aspect of the project so that they’re goingto right. Quite cogently and importantly about what you did. Yeah, and it might just be a conversation to a lot of references. I just checked my phone. No. Yes. That’s right now. Another thing about references. When you have a company, the company you might have just come from in the corporate world, this is very true. The company often will on ly just verify that you worked there and how long that you worked there, so that can be a bit of a problem if you know your best references of the people that are still there, the way to overcome that would be to look at people that have gone on moved on to another organization, and then they’re not under that up that corporate policy hr restriction of not being able to give a reference, but you don’t see that so much in charities that unwillingness to say more than just confirm data report it’s not a strict it doesn’t seem to be a strict people are a little more willing to talk about the other thing that people are very surprised about is that cos you can ask what person salary was and you know it can be verified. The new employer can ask for your w two, which seems really invasive to find out. What did you actually make on paper? Yes, napor connects with you too. You can ask your w two so, it’s, when you talked about salary, which is a whole other chapter, you know, how do you dodge the salary question, which we do recommend that you try to keep that salary question off to the side as best you can, okay, but at a certain point, they’re gonna want to know, are you like, within the ballpark of the range that they’re interested in on? You can always say, this is what my package was, this is where i left off at and then just back away from it and say, i’m very interested in this organization, and i really it’s more important to me to talk to you about the opportunity, and we could always i’m sure if we’re on the same page, we’ll come to a mutually agreeable point with salary. Okay, well, i was going to ask how to dodge the salary question, but you just you just did it. Yeah, it’s that important? I think everyone is very nervous that they’re going to be put on the spot. Now, when you’re working with the recruiter, it seems to be an easier conversation to have because the recruiter is representing you and the recruiter wants to know, are you in the ballpark for what they will go for? You know, if you’re completely at a different salary rate much hyre they might be a fruit, you know, footless kind of conversations. So you do want to be forthright with the recruiter? You try to keep that conversation in the background if you’re going directly in number about the last hyre half hour before the interview. So my remains of your scheduled for two thirty it’s now two o’clock let’s say i’m already on site. I’ve arrived, so i guess your advices get there earlier. Yes, to make sure you’re not late. Yes. Okay. Now what do i do with this last half hour? Last half hour. Okay, so you’re coming in. You certainly want to have at least fifteen minutes to be ableto fill out any forms if they have them. So that there’s going to be at least fifteen minutes. That’s going to be for that show up early is that we show up early before. Oh, certainly show up early on. That gives you a time. Tio really, look around and assess what you’re seeing. Look at the interaction of the people in the organization with the receptionist and i see the culture, you could really learn a lot by just watching and observing fifteen or twenty minutes, right? Absolutely come and go watch people come and go. And if the receptionist is not busy, have a chat with the receptionist. You learn a lot about the organization, find out what their experience has been. Have they’ve been there a long time? It is a lot of benefit that you could actually gather, and then it helps inform you of howto handle yourself in the interview, you might learn of events that are coming up for special projects that are on the table that you might not have known. So it’s always a good idea to be highly respectful and interactive, if you can, with the front desk, because that front test person is going to be giving the first frontline response to the hiring person as to what was your impression? Oh, there might be a receptionist might actually be asked, absolutely, and if you come in all huffy and and annoyed and you didn’t get through security fast enough and whatever happened and you come in all in a in a rage, they’re taking note because you’re on, you’re on from the minute you walk in that door. Okay, so collect your thoughts, get yourself together and remember, the clock starts when you walk in that door at reception. Right? Okay. Okay. Um, we have just maybe a minute or so men and a half left. What about the resume? You have advice around resumes, resumes or something that can be targeted, targeted for particular jobs. Don’t think of your resume as a static item. That just is the same for every place that you’re applying for because each job has slightly different requirements. And just like you have many facets, you want a feature, the ones that are most important to that non-profit so you do want to tailor your resume to be very appealing to their needs. We certainly suggest a summary statement. This is that used to be years ago. You did an objective. Okay. And now, it’s really about summarize you quickly summarize your strains what your capabilities are, and then you go into your accomplishment statements. Okay? We have a couple seconds left. Anything else you want to say about resumes? Well allows you. Specifically length if i’ve been in the non-profit world for fifteen, seventeen years, is it okay to have a two three page resume? Two pages the limit? People get a little weary of reading and you don’t have if you’re going twenty, twenty five years, you don’t have to give all your experience you could just give like the last fifteen years is certainly enough, and you could always speak to further back if they are interested. Okay, we’re gonna wrap it up there. Perfect. Suzanne felder is a consultant in outplacement with the firmly hecht harrison, and you’re listening to tony martignetti non-profit radio coverage of fund-raising day two thousand twelve at the marriott marquis in times square, new york city. Suzanne, thank you very much for being a guest, thank you so much. Appreciate it with pleasure and momentarily you’ll be listening to tony’s take two and then real shell shoretz will be with me stay with us after this break. I didn’t think that shooting getting dink dink, dink dink you’re listening to the talking alternative network duitz e-giving e-giving you could are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com way look forward to serving you. Hi, i’m ostomel role, and i’m sloan wainwright, where the host of the new thursday morning show the music power hour. Eleven a m. We’re gonna have fun. Shine the light on all aspects of music and its limitless healing possibilities. We’re going invite artists to share their songs and play live will be listening and talking about great music from yesterday to today, so you’re invited to share in our musical conversation. Your ears will be delighted with the sound of music and their voices. Join austin and sloan live thursdays at eleven a. M on talking alternative dot com. You’re listening to the talking alternative network. Dahna lively conversation. Top trends, sound advice, that’s. Tony martignetti, yeah, that’s. Tony martignetti non-profit radio. And i’m travis frazier from united way of new york city, and i’m michelle walls from the us fund for unicef. Hi there and welcome back, it’s, time for tony’s take two at roughly thirty two minutes into the hour, i have a charity registration survey on my blogged been there for a few weeks. If you finish the three minute survey, then you’ll get a free download of my book, charity registration state by state guidelines for compliance and the fee for that could be as high as two hundred ninety nine dollars, depending on the size of your charity. I really want to understand more about your experience with this morass of st charity registration laws that’s why i wrote the book to help charities sift through all the regulations i’m working on a project that will that i really need your help with. So please share your experience. Even if you don’t know that much about charity registration, i’d be grateful if you would take the three minutes teo to do the survey, and at the end of the survey, you’ll be offered a download for of my of my book that post is called help me out and get my book free that’s from august thirteenth and it’s on my blogged at tony martignetti dot com and that is tony’s take two for friday. The thirty first of august thirty seventh show of the year with me now is rochelle shoretz rochelle founded shark threat to connect young jewish women fighting breast cancer following her own diagnosis at age twenty eight, they’re based in teaneck, new jersey. You’ll find them at sharp, share it dot or ge rochelle served as a law clerk to see supreme court justice Ruth bader ginsburg in 19:90 nine since sharks are its founding in two thousand won, they have launched eleven national programs, responded more than two, more than nineteen thousand calls and e mails request for help from those affected by breast cancer shoretz programs and services are now open to all women and men deshele record lectures a lot about breast cancer for audiences across the country. She is a member of the federal advisory committee on breast cancer in young women. You may have seen her on the today show, cbs news or fox news today. She’s on tony martignetti non-profit radio deshele welcome. Thank you. I’m very glad that you’re with us from tina. How are you doing out here? Supplier? We’re good, we’re good, we’re getting. Some nicer weather. Okay, um, you’re you founded sharks share it. I think around a kitchen table dining room table was done. And i’m sorry that the wrong room. Okay, well, it’s a bigger issue. I mean, maybe you don’t have anything. You don’t have a need in kitchen. Sorry, iraq. Okay, so it’s around a dining room table. Since we’re talking about storytelling, why don’t you take a moment and tell that dining room table story? Sure. Well, i was diagnosed with breast cancer for the first time when i was just twenty eight years old, and it occurred to me that although we had so many organizations for breast camps are advocacy research, we didn’t have an organization that address some of the unique needs of young women facing breast cancer and those metoo could include, i think, like fertility, career, parenting, genetic, social life, relationships on everywhere i went, i happen to be the youngest woman in the waiting room by an average of twenty years. And so shar sharon began as an effort, really, to collect the stories of and the experiences of young people facing breast cancer and more even more specifically, jewish women and families facing breast cancer because jewish families tend to have an increased risk of hereditary breast cancer could be ten times higher than the average than the average woman. And so there were fight of us around the table that first night, that dining room, table on by, you know, talked about the need for an organization that address some of those unique concerns. Way were five, and then we became ten. And now where more than sixteen hundred peer supporters nationwide. All right. And what is the the annual budget of sharp share? It gives people a sense. So when you’re eleven, which is what we are in now, the annual budget is about one point, eight million dollars. All right. And how many employees? We have fourteen, staff people, and we run eleven national programs with the help of more than five thousand volunteers nationwide, you have very heartfelt, compelling videos on the site and some on youtube. How do you find your story tellers? You know, we really we reach out in lots of different ways. And i think in our experience, we found that the more with the more we reach and in the more diverse in the more diverse mode abilities we used to reach women, the more diverse the stories we get back, we find stories in a few ways. First, we find them through social media using facebook and twitter and ask people to share their stories whether it’s on thanksgiving day, for example, we might ask people toe right in what they’re thankful for. As a young breast cancer survivor on twitter, we might say, you know, tweet us, you know, the things that you’re most grateful for in twenty twelve so you find some of our stories on social media, we use our blogged to share stories, but also to get storytellers to share their email sometimes will do an e mail blast and a good example of that was my fortieth birthday, which was just a couple of weeks ago. I shared my fortieth birthday wish, and we asked others to share theirs as well. And so we got some stories that we were going to talk about that later on because you got a great response. I know too, that to that talk about them very traditional means of focus groups, for example, where we have women come into the office and share their stories and we can either take those weaken, videotape them, audiotape them on, and then have them transcribed so that we can use them for other purposes. Okay? And we’re going to have a chance to talk to you about some of the the i don’t know. I don’t mean to sound heart like, you know, cold calling them channels, but method’s something different methods like the like the face-to-face focus groups that your record, but right now i’m just trying to focus on how you identify storytellers, and sometimes they just come to you, write and tell you that they want to share their story with others. Sometimes they dio, you know, for some breast cancer survivors, that could be a very empowering way to close the loop on their breast cancer experience, where they’re sharing their story in the hopes of inspiring and empowering others. Sometimes we have to reach out and encourage people to share their stories, whether it’s with incentives or just by explaining to them that that’s another way of contributing to the organization in a non financial capacity on dh sometimes we, you know, it’s sort of low hanging fruit, they’re already sharing a piece of their story. We can tell that it’s a compelling story, and so we reach out and just sort of nudge them along and say, you know, you told us a little bit about your experience, but we could, you know, we would really benefit from sharing that same story with, you know, lots of people and, you know, would you mind sharing some more? So we find them out those ways you can view this as a cz, a volunteer opportunity, and we dio you know, sometimes people think that being a volunteer means coming into the office or e-giving tremendous amounts of time or contributing in terms of dollars, but really, being a storytelling could be a wonderful volunteer opportunity that doesn’t require people to go too much out of their way, or tio reach into their pockets and you sometimes these stories are written right? And and sometimes video or audio recorded that’s right on dh. Then sometimes they can be longer, and sometimes they can be shorter. You know, a tweet, for example, is one hundred forty characters. A facebook post might be a paragraph a block post might be three paragraphs some might be written some people feel much more comfortable writing, but others feel more comfortable speaking and in whatever way we can capture their story. That helps us. That helps us collect more stories because we find people in lots of who feel comfortable with different avenues of expression. How do you overcome the conundrum that people might like, tio, write their story. But on the web, viewers are more interested in watching video than than reading, you know, that’s, an important that’s important challenge, and i think we all face in the nonprofit sector. You know, people feel more in control in some ways of the written word and certainly more comfortable behind the pen and behind the camera. But we find that our viewers really liketo watch on and it’s easier to share when we can just ask them to it’s linked to something on youtube or share a web based link. You know, we try to we try to identify those who will come across well on camera whose stories just feel more compelling because they have a great, almost like a stage presence in a certain way. Sometimes we use basic incentive. You know, come on in for a day of videotaping an and that encourages people tio take the leap, and and sometimes we just note that it doesn’t have to be a professional camera set up. You know, it could be your iphone, for example, that you stick on video mode and just shoot yourself speaking honestly into the camera, so we try to make it not to professional and too intimidating, because as you said, the truth is people to respond mohr two videos in some ways than they do to the written word, and we’ve had many guests on say that video does not have to be high production value to be compelling and sincere and moving. I think that that’s, true, but i would take issue with one piece of it, i think, as a non-profit leader, one of the things we’re always watching for quality control and brand management, and so an organization like ours that really strive keep a very professional face. There are so many breast cancer organizations that are not necessarily as as focused on that sort of professional, the professionalism with which we pride ourselves. We really struggled with that balance on the one hand, no, it doesn’t have to be a twenty thousand dollar two minute clip. On the other hand, when we send something out that is videotaped on a shaky camera or that doesn’t look professional, it does in some way reflect on our own ground. And so we walk a fine line between sort of that honest, almost raw quality of video and something that looks too professional to polished to almost teo and focus on attacking at heartstrings say a little more about some of the my voice is cracked like i’m a fourteen year old more with me with me, and we’re not even in the same room. I’m it’s that your charm comes across the phone line. You say a little more about the contest you mentioned and some of the incentives that you might offer toe to induce women or men to tell their story? Yeah, you know, sometimes it could be something as simple as dinner, right? When we do a focus group in our office will say, you know, they’ll dinner reserved at seven, you know, come share your story and people will come around the table and the focus groups i should. Emphasize they’re not just for storytelling, although that is an integral part of what ends up happening inevitably it’s also an opportunity for us to get feedback on programs and fund-raising initiatives and other core aspects of what we do at the organization um, sometimes it could be a simple and incentive as dinner. Sometimes it could be, you know, a t shirt it could be, you know, a reimbursement for travel expenses. It comes in all shapes and sizes on doesn’t have to be monumental mean t shirt or just expense reimbursement. People are moved by small, by small offerings there moved by small offering than i would even say it’s not i wouldn’t even say that that’s what sort of pushing them over the edge? I think i think people want to share their story, they think it apparently there is a need to share in some people, and we are just tapping into that and sort of pushing it along a little bit just wouldn’t even say that the incentive is what makes or breaks the desire to share that desire is built into some people, they find it empowering and when you give them a knave anew that feels comfortable, whether it’s the incentive that makes him feel comfortable, the environment you set up in the office that makes him feel comfortable. The, you know, personal phone call that you might make to encourage them to come in and share their story that’s the little those of the little things that help push them over the edge and make them feel even more comfortable sharing there’s a very touching video done by a woman named brenda. And she tells the story of ya l who ended up not surviving her cancer. But the video is really it’s. Very, very moving. Do you want to say a little about that? Yeah. That’s a video that we produced for our tenth anniversary. We wanted to share the stories of families that had established major gift in support of star shoretz programming on. We wanted really to understand what it was that compelled them to give. And the reason we wanted to understand that was we wanted to be able to share their stories with other family members and friends who might also be considering larger gift. Um, and we felt that that would be the easiest way to translate their own desires to the actual gift it south. And so we highlighted for families, although i should say before we narrowed down to four families, we started with six or seven potential stories and then narrowed it down to the four that we wanted teo highlight on the video on dit was we really didn’t know what to expect. You know, the cameras followed these families around for a few hours in a given sunday and really just have them share what compelled them to give and establish their major deft, and the stories are beautiful, you know, each one different, you know, one was the story, the one that you mentioned about a young woman who connect metoo another pierce support or shall we have just about a minute before break? Ok, so guys tell the story of brenda and yell. So it was a young woman who was connected to another pierce supporter and the peer supporter passed away and our, you know, our young caller wanted to establish a gift in her memory to make sure that others living with advanced breast cancer had a place to turn on. You know, the story came out. Beautifully it’s touching. It is compelling, and it also incentivizes others who are thinking about a major gift. We’re gonna take a break. Rochelle will stay with us, and we’ll continue talking about storytelling that hope you stay with us also. You’re listening to the talking alternative network. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Dahna have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot. Com let’s, monte, m o nt y monty taylor. Dot com. Talking alternative radio twenty four hours a day. Duitz welcome back with rochelle shoretz and she is the founder of shar share it which you’ll find it sharp. Share it dot or ge s h a r s h e r e t dot org’s deshele the shar sharon is a chain or necklace in hebrew so it’s a little more. And what you call your members explain that sure are pierce supporters we call link as though they were linked in a jane and it’s actually come full circle because when i was diagnosed with breast cancer a second time, i started to use the services that we created as an organization. And so i was the first link, and then ultimately now depend on, um on on other links in our chain chain is miles long now, right? Yeah. Stands the country were in all of the state. So you had a very successful written block post because we’re talking about righting versus video. But your your birthday block post did did very well. Got a lot of comments. Brought attention to shar. Share it once you share that. Sure. So my fortieth birthday was a couple of weeks ago and celebration of happy. Thank you in celebration of my birthday, i wrote a block post about the imp significance of turning forty and all that had changed in the breast cancer arena since i was diagnosed at twenty eight and i specifically highlighted and shared another story, the story of my grandmother, who had also been diagnosed with breast cancer when i was younger and how much the breast cancer story had changed in the eleven years since my diagnosis. And we were amazed at the response, we posted it as a birthday wish, and then we asked our readers and our stakeholders teo, write a birthday wish back to me and we i think we had over one hundred responses. We shared it in in many modality, so it was on facebook it was on our block. We tweeted about it. We sent it out by email, we really blasted it on. The response was beautiful and in fact the staff as a gift to me collected all of the responses and put them together as ah, birthday book on, and it was beautiful and encourage people to share their own stories. They talked about their own grandmothers who had been diagnosed with breast cancer. They shared some of their own stories, and again, these will be the seeds for further storytelling. We will be able to look back at all of these responses and pick from them others who might be interested in sharing their stories and greater and greater kapin more incentive again, as we talked about, i see stories everywhere. You know that movie i see dead people. I stories. I see stories everywhere. It just went on a hundred mile bike ride with a boardmember on. I set her at the end of the ride. Linda, you should share your story on the block like writing something. And she did right away and again, we sent it out to all the riders. Everybody who had been on the ride. There’s. You know, really, everything we do there is an opportunity for someone to share their story. It might be why they participated in an event that might be what they learned that a given event it might be, you know, a reflection at a milestone. There’s. Always the potential to turn something that seems programmatic into something that elicit emotion through storytelling. That’s. Excellent. And how do you feel that all this story telling is helping shark share it well, you touched on it a little before the break. We really used the stories in many different ways, we use him for programmatic purposes. So for example, we anecdotally they provide feedback to us on the program that we provide, and perhaps programs that we need to provide that we need to develop. We have them in marketing materials like brochures and newsletters, we use them in fund-raising efforts, whether it’s a thank you letter to donors or video that we’re producing for major givers on, we really try to find lots of different ways to use the same story or different stories to engage our diverse audience. What kinds of reactions do you get to the stories you know, i think we keep the story israel, which makes the stories even more compelling. You know, stakeholders these days are very sophisticated, so they didn’t know when you’re trying to get their heartstrings. But when the emotion is wrong, when the story israel on when people can relate to it, i think we find any way that the response is is great, certainly more effective than just shooting statistics in a brochure or, you know, highlighting accomplishment. It gives a face and a voice to the experience that we are addressing. How do you have? Yeah, yeah, please. Go ahead. Finish your thought. But how do you help the storytellers overcome their fear of you? Said people really want to do it, but suppose they have this fear, or maybe maybe even while they’re in the midst of story of writing or being interviewed or telling their story right in the middle of it. How do you help them overcome these fears? Well, i think the most important thing that we dio way provided a safe space for the storytelling. You know, people might be very excited about sharing their story in aa, you know, at the at the onset. But once they start to tell it, once they start to share it, it becomes very personal, very raw. They start to hesitate. So we try to set up a safe space throughout the process. The first will guarantee that we will share whatever edited version of their story with them before it goes public. We guarantee we highlight for them very specifically where that story will appear. It will be in the newsletter, it will appear on the web. It will. We might use it for a brochure, and so they have a very concrete understanding of what’s going to happen with that story. That being said, you know, we still went in sometimes two challenges that we have to address on the fly. I’ll give you a specific example. This is not a verbal story, but a picture story. We did a picture. A picture exhibit of rochelle. I’m sorry. We have just about a minute left. Okay, so we did a picture display of ten of our women and one of the women who was very comfortable when she took her photograph ultimately started to hesitate. And so we have to narrow down where we were going to use that photo. So i think keeping the safe space safe, ensuring and basically ensuring that you are going to communicate with the storyteller helps them feel more comfortable sharing their story. It’s really it’s all very compelling and touching. And i want to thank you very much for for sharing all this valuable information and also your own story with our listeners. Rochelle, thank you very much. Now, my pleasure deshele shoretz founded sharks shoretz to connect young jewish women fighting breast cancer they now work with people dealing with ovarian cancer as well and it’s open to men, women of all races, nationalities, etcetera. You’ll find them at sharp, share it dot or ge i want to thank my guests, of course, suzanne felder and rochelle shoretz also the organizers of fund-raising day for hosting me on the exhibit floor and allowing me to get that susan felder interview next week. I don’t know what’s coming up next week, give me a break because i’m recording this on august fourteenth and next week is going to be september seventh, but i do know that the september seventh show will include the smart, charming and resourceful maria simple, our prospect research contributor, and i know it’ll be a very good show and funny. I host a podcast for the chronicle of philanthropy that is called fund-raising fundamentals. It’s, a ten minute monthly podcast devoted to fund-raising it’s on itunes, it’s on the chronicle website. If you like this show, then please check out fund-raising fundamentals continuing to wish you good luck the way performers do around the world russian theater folks say poca de pere, neither down nor feathers. That comes from wishing a hunter bad luck, which is really good luck to come home from the hunt empty handed. So you wouldn’t want to say thank you to that, because they’re giving you a bad luck wish, even though it’s a good luck wish. So what russians will respond with is shorty, go to the devil. And to think thes people contribute to the international space station. I don’t know, but it all seems tto together. Um and i want to thank janice taylor for her, continuing to give me these language lessons and artists. Good wish, explanations. Our creative producer was claire meyerhoff. Janice taylor is also our line producer. Shows social media is by regina walton of organic social media, and the remote producer of tony martignetti non-profit radio is john federico of the new rules. I hope you’ll be with me next friday, september seventh at one to two p, m eastern here at talking alternative dot com. E-giving didn’t think dick tooting getting dink, dink, dink, dink. You’re listening to the talking alternate network. Get in. Nothing. Cubine are you a female entrepreneur ready to break through? Join us at sexy body sassy sol, where women are empowered to ask one received what they truly want in love, life and business. Tune in thursday, said noon eastern time to learn tips and juicy secrets from inspiring women and men who, there to define their success, get inspired, stay motivated and to find your version of giant success with sexy body sake’s soul. Every thursday ad, men in new york times on talking alternative dot com. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com way. Look forward to serving you. You’re listening to talking alternative network at www dot talking alternative dot com, now broadcasting twenty four hours a day. This is tony martignetti athlete named host of tony martignetti non-profit radio big non-profit ideas for the other ninety five percent technology fund-raising compliance, social media, small and medium non-profits have needs in all these areas. My guests are expert in all these areas and mohr. Tony martignetti non-profit radio fridays one to two eastern on talking alternative broadcasting are you concerned about the future of your business for career? Would you like it all to just be better? Well, the way to do that is to better communication. And the best way to do that is training from the team at improving communications. This is larry sharp, host of the ivory tower radio program and director at improving communications. Does your office need better leadership, customer service sales or maybe better writing for speaking skills? Could they be better at dealing with confrontation conflicts, touchy subjects all are covered here at improving communications. If you’re in the new york city area, stop by one of our public classes or get your human resource is in touch with us. The website is improving communications, dot com that’s improving communications, dot com improve your professional environment. Be more effective, be happier. And make more money. Improving communications. That’s. The answer. Told you.