Category Archives: Innovators Series

Nonprofit Radio for April 17, 2020: Be A Disrupter

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Chris Field: Be A Disrupter
Chris Field has been disrupting since he ran for mayor at age 19. His book, “Disrupting For Good,” tells the stories of unheralded, disrupting folks from age 5 to 77. And encourages you to do the same. Thankfully, he’s with me for the hour. He’s the perfect guest to round out our Innovators Series.




Top Trends. Sound Advice. Lively Conversation.

Board relations. Fundraising. Volunteer management. Prospect research. Legal compliance. Accounting. Finance. Investments. Donor relations. Public relations. Marketing. Technology. Social media.

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 485_tony_martignetti_nonprofit_radio_20200417.mp3

Processed on: 2020-04-17T23:30:58.827Z
S3 bucket containing transcription results: transcript.results
Link to bucket:
Path to JSON: 2020…04…485_tony_martignetti_nonprofit_radio_20200417.mp3.441346899.json
Path to text: transcripts/2020/04/485_tony_martignetti_nonprofit_radio_20200417.txt

[00:00:14.34] spk_3:
Hello and welcome to tony-martignetti non

[00:01:28.64] spk_4:
profit radio big non profit ideas for the other 95% on your aptly named host. Oh, I’m glad you’re with me. You’d get slapped with a diagnosis of metastasize, a phobia if you missed our eighth and final show in The Innovators, Siri’s be a disrupter. Crisfield has been disrupting since he ran for mayor at age 19. His book, Disrupting for Good, tells the stories of unheralded disrupting folks from age 5 to 77 encourages you to do the same. Thankfully, he’s with me for the hour. He’s the perfect guest to round out our innovators. Siris on 20 steak, too. I’m channeling You were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com. But Cougar Mountain Software Denali Fund is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for nonprofits, your story is their mission. Turn hyphen to dot CEO. What

[00:01:28.85] spk_3:
a pleasure to

[00:02:16.44] spk_4:
welcome our eighth innovator in the Siri’s rounding out the Innovators Siri’s Crisfield, his book is disrupting for good, using passion and persistence to create a lasting change since 19. He’s directed a camp for inner city kids, created viral Internet campaigns, started his own marathon, set multiple Guinness World records and raised millions of dollars for charity. His greatest passion is Mercy Project, the non profit he started with his wife in Ghana, Africa, to help rescue child slaves out of the fishing industry. It’s at mercy project dot net. He’s at May. Meet Crisfield dot com, meet Crisfield dot com and at disruption, Chris Crisfield. Welcome to non profit radio.

[00:02:19.74] spk_0:
Tony, Thank you so much.

[00:02:31.23] spk_4:
It’s a pleasure. I am very glad to have you. Um, we’re getting We got a full hour to talk about your book, which I, which I love, um, disrupting. You

[00:02:32.15] spk_3:
know, you may as well I don’t even want

[00:02:35.18] spk_4:
to start with. What’s a disrupter? Start with that 19 year old ran for mayor story. It’s so good. Um, it was it was your inaugural disruption, I suppose. Um, it’s carried down to your daughter. Will get to all this. Tell the tell the tell the mayor story.

[00:02:52.54] spk_0:
Yeah. I was 19 and a freshman in college,

[00:02:56.07] spk_4:
a text

[00:03:08.78] spk_0:
saying them and really was just actually reading the local newspaper was in 5002 and assaulted the two candidate for male for mayor.

[00:03:14.36] spk_4:
Freedom to

[00:03:19.34] spk_0:
yeah, to 70 year old men. And I thought, You know, in this town of 100,000 people,

[00:03:23.06] spk_4:
what’s this? College is at College Station, Texas Yet Route station, 40

[00:03:31.48] spk_0:
1000 college students, tons of young families. I thought, that’s crazy that there’s

[00:03:32.81] spk_4:

[00:03:41.24] spk_0:
one closer to more representative of the average person in this town and their experience, you know? And so I thought I should run for mayor.

[00:03:44.24] spk_4:
I mean, that I’m closer to age.

[00:03:58.18] spk_0:
I’m a college student Centre college students. So let’s go see what it takes. I showed up in the city hall, went to the city secretary. Astor said him. I’m here to sign up, to run for mayor. And she said, Well, you should start with City Council, sweetheart.

[00:04:02.80] spk_3:
So you know our

[00:04:05.37] spk_0:
tire. I appreciate

[00:04:07.03] spk_4:

[00:04:08.05] spk_0:
Especially being called sweetheart feels especially meaningful,

[00:04:11.20] spk_4:

[00:05:14.07] spk_0:
I think I’m gonna go for mayor here. I mean, I I think I’m really gonna go for it. And it seems like the same amount of work to me to run for mayor or city Council. And so she kind of huffed and rolled her eyes and slid the piece of paper across to me and I signed up. And then I came to a stop because I had to have a campaign manager had to put their name and information on there for legal purposes, and I hadn’t talked to anybody about going down to sign up. So I before the days of cell phones, too, by the way. So I quickly signed up. My my one of my best friends is also freshman a texting them named Tristan Webber. And as soon as I got home, I picked up my handheld phone there in the room and I called him and I said, Hey, if anyone calls you like the newspaper and ask you about being my campaign manager, it’s true. I’m running for mayor and I put your campaign manager said, Oh my gosh, I don’t know how to do that. I said, Don’t worry, I’m not gonna raise any money. I just had to have a campaign manager. And he said, Our finance manager said, Okay, man, whatever. And I said, Don’t say that If they call, you can’t say whatever you gotta say something about what

[00:05:18.20] spk_4:
a great ass that I’m

[00:05:34.74] spk_0:
gonna be to the community, you know? So he laughed, and and that was that. I was officially a mayoral candidate. So the spring of my freshman year of college, I started wearing black and a dress shirt every day to class and going out and walk in the streets and meeting people and inviting them to vote for Chris Field as mayor of people really got a kick out of seeing my age. I did my homework, and I got third out of five candidates, so I didn’t lose, But I didn’t win.

[00:05:46.14] spk_4:
All right, That’s terrific. What year was that?

[00:05:49.08] spk_0:
That was in May of 2002 when the election was

[00:05:52.41] spk_4:
okay. All right. I love it. Thank you. Awesome. Uh, yes. Oh, um, yeah,

[00:05:58.28] spk_3:
I love that, you know. So I decided to run for mayor. That’s not the first thought

[00:06:14.79] spk_4:
that most people would have. Most people would just scowl about it, be pissed off, and, uh, and talk to their friends about it over a beer back at the back of the dorm. But you’re a person of action. Disruption. Uh, what What uh What generally is a disrupter?

[00:07:04.51] spk_0:
Yes. So in my book, I have two definitions for disruptor, and the first is a disrupter is someone who is uncomfortable with the truth. So they show up, take action and persist until a new and better truth is born. And then the second definition is that a disrupter dismantles accepted norms and forge is unimagined futures. So those were two sides of the same coin, and both of them have very similar messages, and that is a disrupter. Sees something, and they do something. I mean, that’s what it boils down to is they see something that bothers them, which most of us are really good at. But then they do something about it to create something better than what they’re now. And that’s where most of a struggle is on the action.

[00:07:17.31] spk_4:
Yeah, the forging, the forging and the and the sticking. Yep. Yeah. As I said, most of us would not choose to run for mayor. We would, right? We were just scowled about it on and let it go. Let it run off our backs. But all right, all right. So I

[00:07:28.84] spk_3:
don’t know. I wonder if there’s

[00:07:29.94] spk_4:
any kind of, but you don’t mention statistics in the book at all. But do we know what proportion of the the U. S population might be Disruptors versus all the rest of us?

[00:07:41.24] spk_0:
Yeah, you know, I don’t I don’t know that statistic. I

[00:07:44.12] spk_4:
know that

[00:08:15.64] spk_0:
when I went out to look for stories of disruptors to fill the book and to understand Maura about that mentality in that mind because, you know, really, what, where where this came from was I had a friend in 2014 that e mailed me and he had found a program at U. S. C where you could get a bachelor’s degree in disruption. And I was long past college. At that point, I had a couple of college degrees and I wasn’t going back, but he he e mailed me and he said When I saw this, you were the first person I thought of.

[00:08:20.73] spk_4:
Oh, yeah,

[00:08:40.74] spk_0:
And I thought, you know, that is kind of what I’ve been doing all these years. Like I haven’t always had a name for it, and it hasn’t always been very popular, and certainly my teachers didn’t like it in grade school, but that’s what I’ve been to disrupt her for all these years. And it wasn’t always for good. But now it has, you know, Morphin into disrupting for good. And so, no, I think that all of us have that disruptor inside of us.

[00:08:48.54] spk_4:

[00:09:06.07] spk_0:
but for whatever reason, I think, actually, kids are better disruptors than adults because kids aren’t afraid to fail. I mean, you think about when a child sees I have four young kids between two. And 10. And what I love about Children is that when they see something wrong, their immediate responses we should do something about that.

[00:09:25.83] spk_4:
All right, my Chris Hold hold that. We’re gonna take our first break. We’re gonna take our first break, but definitely I want to pursue the this this kid channel. So absolutely. Just bear with me for a short break for wegner-C.P.As wegner-C.P.As so that your 9 90 gets filed on time so that your audit is finished accurately and on time so that you are getting the device, the device, the advice, the advice, the hostess so lackluster ITT’s, It’s It’s pathetic, really, That the host is not better. Um, so

[00:09:46.65] spk_3:
that you get the

[00:10:01.14] spk_4:
advice of an experienced partner. You Each tomb, you know him. He’s been on the show just a couple weeks ago and a full firm that has a nationwide non profit practice with thousands of nine nineties and audits under their belt. That’s what it’s all about. Wegner-C.P.As dot com now Okay, let’s go back to be a disrupter. And yes, please. Children are less fearful of failure.

[00:11:04.43] spk_0:
Absolutely, yeah. You know, if you think about Children, if whether it’s your own kids or your grandkids or nieces and nephews are just a child, you know, you know when they see something that’s wrong when they hear a story about Children in another country or somebody who doesn’t have clean water or, you know, whatever the thing is there a media response is not Oh, someone should do something about that or, oh, why haven’t Why hasn’t the government or, you know, shouldn’t shouldn’t someone write a paper or create a petition or go on Facebook and Twitter and complain about the immediately we should help them? Or we should do something about that, you know? And that’s the no, that’s the sort of response of Children, and I love that response I think we outgrow that as adults because we we began to fear failure. We experience failure

[00:11:07.89] spk_4:

[00:11:23.03] spk_0:
we know we don’t like it doesn’t feel good. And so for many of us, we kind of, honestly, we stopped trying hard stuff when we begin to avoid anything that might cause this pain. But unfortunately that’s where so much of the transformation happens is in those moments where we might fail. And that’s really where disruption takes root.

[00:11:46.54] spk_4:
Yeah, this is This is a profound, I think. I wonder how many thousands of ideas for a better Starbucks are germinating in people’s minds. Tens of thousands, but no one takes him on. It’s Yeah, it’s

[00:11:47.65] spk_0:
exactly right.

[00:11:48.66] spk_4:

[00:13:45.94] spk_0:
in because you use the example of Starbucks, you multiply that times a 1,000,000. I mean, how many? How many times a day does the average person say, You know, that shouldn’t be like that or that could be so much better. I don’t know why somebody doesn’t fill in the blank, but almost none of those times do we actually step into that gap ourselves and say, Why not me? You know, I mean, why not mean that was the question to change my whole life. When I was 19 when I ran for mayor, I ran my first marathon and I got hired to direct a camp for inner city kids, the non profit camp for kids who couldn’t afford to go to summer camp. And all those things happen in a six month period. All of a sudden, I realized that the barriers around me that I perceived as made out of concrete or metal they were actually paper McShay and all they took was the slightest touch, and they fell over. And so all of a sudden it was like my eyes were open to this world and I would see something around me that oh well, you can’t do that like, Well, why not? Or no one’s ever done that before. Well, why not me or someone should fix that? Well, I should fix that. I’m just totally changed the change the way I view the world announced that kind of going along in treating life as though I was a spectator and life was happening to me all of a sudden. Now I felt like I was a fool, capable participants, And if there was something I didn’t like I had the power to change that. They on a big scale like some of things we talked about, but also on a very small scale. If I didn’t like being tired every morning, I could change my schedule to go to bed earlier. If I wanted to make a better grade, I could work harder or go to tutoring or find somebody in the class that knew more about it than I did. And it was incredibly empowering. Thio suddenly view life as a 1,000,000 opportunities to embrace the chance to create really meaningful change. Instead of just kind of wandering along as though life was happening to me, it was a huge paradigm shift for me.

[00:14:17.84] spk_4:
Yeah, And instead of life happening to you, I love your metaphor of paper machine versus concrete barriers on dhe steel barriers, paper mache, eh? Um yeah. You say explicitly in the book we can choose to disrupt. We can’t. It’s a conscious choice. We make not to make a change when we see something that is requires action needs dismantling, you say dismantling. All right, what we’re talking about, kids. Go ahead, tell the story of ah little Micah.

[00:14:40.59] spk_0:
Yeah. So my daughter, Mike, uh, is now she’s 10 But when she was five years old, her stories in the book. And when she was five years old, she came home from pre K, and she’s a feisty little gal, which I love, and she

[00:14:43.45] spk_4:

[00:15:00.74] spk_0:
kind of stomped her foot and looked up in my wife for me. And she said, Why don’t we recycle and we think Whoa, whoa, whoa. What? What, What? What? What’s prompted this strong feeling here. And she said, You know, at school today we learned all about recycling and how terrible trash is for the earth. And how so much if it could be avoided if we just recycled. And I want to know why we don’t recycle. And we said, Well, little miss,

[00:15:12.59] spk_4:
I’ll tell you why, sweetheart. Did you call her? You got condescending, sweetheart. You didn’t give her that.

[00:15:16.94] spk_0:
Yeah, I actually probably was a little scared of talking

[00:15:21.07] spk_4:
back. He was pretty fired. Yes, you’re wiser than that clerk in college station. Okay?

[00:15:54.04] spk_0:
Exactly. And I said, Hey, I said Mike a great question. I’ll tell you why we don’t recycle cause we’re just outside the city limits, and there’s no recycling program where we live, and I don’t even know where we would take our recycling, you know, in our city, because the city picks it up. But I don’t know, you know, it’s private and she said, Well, why hasn’t someone started a recycling? You know, business? If the city doesn’t do it, why didn’t someone else do it? And I So I guess they think they couldn’t make money. It’s just not worth the trouble. And she said, Well, I’m glad they haven’t done it because I’ll

[00:15:58.25] spk_4:
do it.

[00:16:15.65] spk_0:
And so, five years old, she hired her brother, paid them a dollar to walk the neighborhood with their They passed out 75 flyers to these long driveways live lived in a neighborhood that had acreage so long, driveways, little leg. Took

[00:16:17.42] spk_4:
him all afternoon, two

[00:16:18.69] spk_0:
hours, three hours and

[00:16:20.26] spk_4:
little wouldn’t

[00:16:38.54] spk_0:
you know. So may I start getting the D E mails? People saying we’d love to sign up for recycling with Michael, we’d love to sign up, so I borrowed my wife’s minivan. I just had a little sedan and we started going out. We went out Thursday morning, picked up all the recycling 15 customers. We start doing that every single Thursday and after two years, Micah’s recycled £40,000 of trash, which the equivalent of like 500,000 aluminum cans and her along the way. I’m getting paid every month, of course, which she has. No idea. She’s five

[00:16:56.17] spk_4:
yards, get $5 she’s excited. But along those

[00:16:58.94] spk_0:
two years, she stays up enough money to pay for first semester of college.

[00:17:04.82] spk_4:
That’s incredible. End up telling

[00:17:05.47] spk_0:
the brother the business for a little brother for

[00:17:08.07] spk_4:

[00:17:10.34] spk_0:
she takes it over when he’s in kindergarten. He does it for a year. We move out of that neighborhood, so he sells it to middle school boys for 200

[00:17:19.07] spk_4:
dollars. That was

[00:17:24.54] spk_0:
the that was the first business creation sale and then eventual acquisition from another company for my five and seven year old kid.

[00:17:40.34] spk_4:
Even a five year old can disrupt Yeah, if the five year old can do it, you can too. That’s outstanding. Um,

[00:17:45.84] spk_3:
you say that, um, most of you find that we’re gonna

[00:17:58.91] spk_4:
get to a couple of stories, and then, of course, we’re definitely gonna get to your call to action. This is not just a storybook, but you want people to challenge themselves and become disruptors e each each of them as well. Um, but

[00:18:03.69] spk_3:
you say that eyes this kind of in passing.

[00:18:04.99] spk_4:
But it struck me because of what we what we talk about here. You

[00:18:07.99] spk_3:
think you feel like most thought

[00:18:09.16] spk_4:
leaders are not in non profit therein most thought leaders Aaron four profit enterprises.

[00:18:53.03] spk_0:
Yeah, I think that I think the non profit industry has struggles over the years. I’m a young guy. I’m 37. So I’m not. I’m not trying to step on anyone’s toes. I know sometimes when I say that people, people kind of get frustrated me. But I think that the the business world, the four profit world has more heavily compensated creativity than the non profit world. And so that tends to be where creative, big system thinking problem solvers end up. And I think that’s been at the demise of nonprofits. I mean, I would say like this

[00:19:12.94] spk_4:
well detriment eyes, not detriment, is not killing. It’s not killing us, but it’s hurting us. I think you mean right, e. I understand. I have to struggle with words all time. I’m not being insulting it all. We’re not killing. It’s not killing non profit but definitely injuring them.

[00:20:00.84] spk_0:
But I think that the way I put it is like this. There’s a lot of non profit, if we’re honest that the complexity of our solution does not match the complexity of the problem we’re trying to solve. And unfortunately, when that happened, it means we’re probably not getting at the root causes of that thing we’re trying to solve, because if it were easy to solve and it was a simple solution, it probably would have already been solved, you know? But it’s going to require some sophistication, is gonna require some complexity. And that’s not a bad thing. I mean, that’s a good thing, because when we begin to create complex solution, that’s when we really begin to get at the root causes of why a problem exists. And that’s when we can begin to end it forever.

[00:20:29.52] spk_4:
Yeah, the the problems certainly are complex, but, you know, I don’t know, pick homelessness O r. Or hunger or climate change. Oh, our domestic abuse. Um, animal abuse education, you know, um, but

[00:20:29.76] spk_3:
yeah. And certainly

[00:20:39.96] spk_4:
four profit salaries generally are higher than you know on average, Certainly their higher. But

[00:20:42.70] spk_3:
we, you know, we attract Ah, yeah, Well, we attract an altruistic,

[00:20:53.94] spk_4:
uh, personages Thio, delete and, um, altruism and passion. I’m sure you would say it takes more than that, though. Um,

[00:20:56.86] spk_3:
and there are, You know, there are

[00:20:57.89] spk_4:
bright thought leaders in the nonprofit community, but you’re saying the proportion the larger proportion is is in the four profit enterprises.

[00:21:08.83] spk_0:
I think it’s been rewarded

[00:21:10.53] spk_4:
mawr in

[00:21:11.51] spk_0:
the four profit.

[00:21:12.57] spk_4:
And that

[00:21:13.05] spk_0:
pushed more of that. That direction

[00:21:55.08] spk_4:
I think of what was Thea? What was the charity that was the warriors wounded a wounded warrior. Yeah, I had dug white on who wrote a book about the book called Wounded Charity. You know, they were doing extraordinary work, compensating people highly. The CEO was very highly paid over a $1,000,000 or something like this, which, compared to a lot of four profit salaries, is quite small. But but in our community, that’s that. You know, that was huge. And and they were, you know, you know this story of wounded warrior. Yeah. Yeah. They were doing great

[00:21:56.84] spk_3:
work and they had the outcomes

[00:22:40.68] spk_4:
to prove their success. But the the excesses I got a lot of press and that book wounded charity actually chronicles it very well. I’d like said I had the author Doug White on talk talking about it. But, you know, that was an example of of, ah, brilliant, successful, outcome driven charity. And they got, they got, they got beat up. Yep. So way tend to look, maybe at the draw a conclusion from that. But it was It’s certainly unfortunate, unfortunate case of ah, charity doing very good work. And now it remains as a shell of what it was. Yeah, I’m

[00:22:40.98] spk_0:

[00:22:42.11] spk_5:

[00:22:42.91] spk_3:
what do you what’s going on there

[00:22:44.15] spk_4:
at mercy project? We should give you a chance to explain what your what your work is.

[00:27:54.02] spk_0:
Yeah. So about 10 years ago, I read a book that talked about child trafficking in Ghana, Africa, and, you know, now trafficking human trafficking is a really hot button topic. Thankfully, it’s getting a lot of press. People are aware of some of the staggering statistics of modern day slavery and happening right here in America and across the world. 10 years ago, no one was talking about it I had no idea it wasn’t on my radar. No one I knew knew that there were slaves in the world and that people were still being trafficked. It really, really shocked my sensibilities. I mean, I I was When I first read the book, I was like, Hold on a minute. Is this really? I mean, I can’t even wrap my mind around this happening. And so we happen to be pregnant with our first baby at the time, my daughter Micah, and kind of holding those two things next to each other. We’re about to have this baby, and I’m I’ve got these enormous hopes and dreams for her life and what kind of life shall live and the opportunity she’ll have in all the ways I want to give her the world. And then I’m literally holding a book, talking about, you know, Children, traffic, and working 14 hours a day fishing, and I just the contrast of those two things. It was overwhelming, Frankly, and I Googled, the author of that book found her phone number colder, asked her if I could go to Africa with her. And three months later, I got out of a plane on the world in Ghana went out on the world’s largest man, made lake met these little boys and girls who were working all day as Fisher Boys and Fisher girls and and my heart was just broken. Came back to America, Remember just sitting on my couch, weeping and saying to my still pregnant wife, What? What kind of world is this? I mean, how do we How do we raise a child in this world? An ass car child to be kind and compassionate and generous, merciful? How do we ask her to be all those things and we’re not willing to be those things ourselves. When we see something that needs attention, I mean, what kind of people would we be? And so we kind of did what a lot of people do in a situation like that, Or I should say, a lot of what some people do in a situation. I got one of the more common responses, and that is we started raising money with the intention of giving it to somebody else who was gonna fix the problem, and then we could feel good about what we did and go on our way. And so we raised about $75,000 over nine months, just kind of a night and weekend hobby telling people about the Children and over that time, But I went back to Ghana two more times and discovered on those trips that it didn’t feel like anyone was really solving the problem in a way that was going to be forever. It didn’t feel like anyone was really getting at the root causes there was. There was people kind of buying the Children out of slavery. But then they were just giving the fisherman more money to go and buy more kids. I mean, there was no sustainable solution at all, and that was really bothersome to me. And so I knew we either needed just give our money and move on. And I feel like we at least did more than most people or I needed to quit my job, and we need to dedicate ourselves to trying to solve this problem in a in a way that really got at the root causes. So So we did that second when I quit my job in September 1st 2010 about 9.5 years ago, I started Mercy project. No idea what I was doing. No idea how to solve the problem. No idea why the problem existed, but a willingness to figure it out and to go to Ghana and learn from people and just be quiet and and and be a learner and really take that posture of understanding culturally, why it was happening in what could be done about it and so fast. Forward a bit. We’ve gone into these fishing communities that own the Children. The vast majority of the adults in these communities, by the way that owned the Children, were actually traffic Children themselves. So it’s a very vicious cycle, and we’ve taught them how to do aquaculture or cage fishing. So we’re able to grow about 10,000 tilapia in a huge cage, and we teach them how to do all of this and in trade for us showing them how to do this and giving in the capital for the cages. They voluntarily released the traffic Children back into their families of origin, So we rescued and reunited more than 160 Children back into their families. All of those kids are attending school now, and we’ve never had a child re traffic and in the fishing communities way have 15 fishing community partners, each one around 300 people. But our cages have actually increased the average family income by about 16% per family.

[00:27:58.69] spk_4:

[00:28:05.04] spk_0:
the fishing is much more efficient through the large aquiculture cages. And just a few men can do the work of many Children. So it’s really been a win win scenario for everybody

[00:28:11.64] spk_4:
Chris have brought. How big is the problem there? How many Children are trafficked on this on this lake owned by the fishing companies,

[00:28:32.58] spk_0:
they estimate 5 to 7000 Children that work as traffic Children, and it’s very small. Each one is there’s no like commercial fishing on the lake. You know, it’s just a guy out there fishing, so you could bring some food back for his family. You know, it’s very small scale,

[00:28:38.78] spk_4:
and they and they own these Children and they take them home with them.

[00:30:29.54] spk_0:
Yeah, they live in the fishing community with the deficient and most most all of the Children, with almost no exceptions, come from a single bomb, families where the husband has either died or left the woman and she has more Children than she can feed. And so our Children are literally starving and she can’t feed him all. She got 456 kids. And so she’ll send two of the Children off to work with the hope that it will let her get ahead so that she can go back and get the Children back. And with the promise from the fisherman, at least the Children will be able to have food every day. Which is Maur. You know more than they have when they’re living with the mom. And there’s a quote from a woman that is always stuck with me. And she wasn’t talking about Ghana. And she wasn’t talking about child trafficking, certainly. But there was there was a poem that she did, and her name probably gonna incorrectly burning, is worst in Worsen Shire Sires S H I. R E. And she was talking about refugees. But she had a line that she was born to Somali parents in Kenyan. She had this line that has never left me, and she says no one puts their child on a boat unless the water is safer than the land and that is so perfectly summarizes. The moms are Children find themselves in that They’re hoping against all reasonable hope that go. We’re at least the Children can have some food every day. We’ll be safer meaning Maur, you know, more predictable.

[00:30:33.14] spk_4:

[00:30:38.94] spk_0:
well, getting in there without any food so that I mean, that’s really disciplinary find ourselves and And what’s so complicated? So I’ll

[00:30:44.88] spk_4:

[00:31:24.64] spk_0:
because I bet you’re gonna ask this question next so I’ll get out in front of you. The reason we’ve never had a child re traffic is because you’ve got a very holistic process where we have social workers all around the country geographically place guinea and social workers. And we’re very involved in the life of the families. Once we re integrate the kids so were walking alongside each family, helping them understand how they’re making money, how they’re bleeding money, how they can save money on their budgeting, finding a better place to live that caused less money. We do microloan for the win. It’s appropriate to help you make more money and really, really believe in sustainability on a family by family basis. So that power, in a scenario where we’ve not had any Children re traffics.

[00:34:04.70] spk_4:
Okay. Thank you. Thanks for sharing, Chris. Yeah, I need to take another break. And when we come back, we’re gonna go back to the book. I’d like to hear the story of the day care center in a nursing home, so Ah, hang on. Uh, tell that. Think about it. Okay. Cougar Mountain software, Their accounting product Denali is built for non profits from the ground up so that you get an application that supports the way you work that has the features you need and exemplary support that understands you. They have a free 60 day trial on the listener landing page at now. It’s time for Tony’s take two. I’m channeling you in this show in every show in every every episode. I am thinking about what small and midsize nonprofits need to know to succeed, whether it’s something related to fundraising or leadership or bored management or other volunteer management. Er, law, technology, you know, prospect research. You know, the gamut of topics recover. But what do you I want to know? Need to know about the topic. That’s what I have in mind when I’m looking for guests. evaluating guests that come to me, Thankfully, a lot about Do I get lucky that way? And when I decided, book a guest and talk to them, You know, What do you want to know? Need to know I’m channeling you. I trust that it’s succeeding because, uh, we got steady, steady, steady numbers, listeners. So I say a little more about this in, ah, my video, which you’ll find at tony tony-martignetti forgot my own domain. I’m so touched. I’m so moved. Yeah, I’m at tony-martignetti dot com, and that’s where the video is, too. And that is Tony’s Take two. Now let’s go back to be a disrupter. My guest is Crisfield, author of the book Disrupting for Good. So, Chris, would you share that story of the day care center in the nursing home? That disruptor?

[00:34:06.54] spk_0:
Yeah, absolutely. Yeah, it’s one of my favorite stories from the book.

[00:34:10.33] spk_4:
No, cool.

[00:37:26.03] spk_0:
I’ve gotten a chance over the last two years since I wrote the book, too, to give all over the country. Really. The story’s always tell because I love it So Seattle, Washington There’s a nursing home, a senior living center, and they bring a daycare and put it right in the middle of this nursing home. And so these residents, who are often lonely and you don’t have a ton of interaction with anyone other than one another during the day, are getting the chance to interact and hang out with the kid. And these kids whose parents are at work are getting a chance to hang out with these older residents. And something really amazing happened. I mean, yes, you know, a couple pictures that always put in my slide show on the big stage whenever I’m giving a speech, you know, it’s just straight picture of a little girl making a sandwich, a ham and cheese sandwich with this older gentleman. It’s a cute picture, but always say, What’s great is that this was so much more than a photo op. What ended up happening is that those residents in the senior living home that actually began to keep their memories longer because they were using their brains in a different way, and more consistently, when they were when they were interacting with the Children so much more frequently. And then the second thing that happened was the Children also benefited. The Children began to have reports from their parents coming back to the nursing home into the daycare facilitators, saying the Children were more empathetic, that they weren’t scared of people that were different than them, that they would walk right up to somebody in a wheelchair or with a walker or on crutches or a cane. Somebody with an oxygen tank they were carrying around, you know, little oxygen line to their nose. They weren’t scared of these people anymore. In fact, they felt really comfortable around him because they were spending time with him all day. And you have these older residents that are keeping their memory longer, reporting higher satisfaction of life. You get these young kids to a more empathetic. I mean, it’s a beautiful, beautiful vision of disruption and what’s funny and not in a good way. Frustrating really is a better word than funny. That this happened 25 years ago is when they started this project. His program you think about the number of nursing homes and day care have been built in America in the last 25 years. Thousands and almost none of them have followed model. In spite of its success. I think It’s a great reminder to me that just because something not being done doesn’t mean it shouldn’t be done, because a lot of times we take the safer route we take the the route that is the path of least resistance. The road that’s the widest for the the road that has the most people walking down. And we just kind of follow along aimlessly instead of asking. Is this really the best road? And that’s what that story always reminds me is that there’s so, so much good that can come when we’re willing to ask some of those really hard questions.

[00:37:46.63] spk_4:
That’s a beautiful one. Um, it touched me, too. Ah, and the same frustration. What? Why? Why not? More of it. Um, what is that? Is that nursing home still still doing

[00:37:50.32] spk_3:
that program?

[00:38:29.70] spk_0:
Yeah. Yeah. Uh, let me remember the name. Mount Mount Saint Vince. And I know it’s in the book Mount ST Vincent. They called the Inter Generational Learning Dinner and a CZ. Far as I know, it’s still still in operation and, you know, still still going strong. Yeah, they call it, uh, child care at the mountain. It’s an inter generational learning center, located within Providence, Mount ST Vincent in West Seattle and 400 older adults that live in the in the resident and five days a week. The Children residents come together in a variety of planned activities. Music, dancing, aren’t lunch, storytelling or just visiting.

[00:38:37.15] spk_4:
So you’re on their incredible,

[00:38:39.36] spk_0:
really, really incredible

[00:38:40.57] spk_4:
You’re on their site. It sounds like you just looked it up. Yeah, yeah,

[00:38:43.25] spk_0:
I was just reading that

[00:38:44.01] spk_4:
off. The Web site

[00:38:46.52] spk_0:
confirm that it’s still still in business since I wrote about him in the book

[00:38:49.62] spk_4:

[00:38:53.71] spk_0:
If anybody’s up in that area, they should absolutely be Inter Generational Learning Center.

[00:39:45.57] spk_4:
Why, that isn’t an incubator for a ll the all the assisted living and nursing homes throughout the country. I mean, the image of, you know, 80 year olds, 90 year olds in wheelchairs chasing chasing I don’t know, 567 year olds around down the hall. It’s I think that’s the way you open the story. Um, yeah, I think it is, but yeah, I just love I love picturing that. I mean, I remember my mom, you know, a great place like that. And, uh, well, it was happy enough place. But there certainly wasn’t the joy of Children. And and the engagement that you’re describing that that has great outcomes for for the kids and and for the for the seniors. Yeah. Yep. Absolutely. Um,

[00:39:47.47] spk_3:
these are mostly most of stories

[00:39:56.58] spk_4:
in the book are sort of disruptors next door, you know, people that were not known, but to me, the most famous one. And I do know the guy you say in the book. You know, you probably don’t know who he is, but I have his two books. So why don’t we want to talk about Brandon Stanton?

[00:40:40.51] spk_0:
Yeah. Brandon Stanton. Which, if people I don’t know his name. They probably certainly have heard of humans of New York, which is a just incredibly successful community that Brandon Stanton has has Creative people aren’t familiar. They can easily go on to Facebook or Instagram. I think the last time I looked on on Facebook, the humans of New York Page had something like 18 million people who followed the page or

[00:40:42.15] spk_4:

[00:44:30.96] spk_0:
which is incredible. But you know what? He’s what Brandon did was we went out into New York, use a photographer, and he says his own words, he says. He was a mediocre photographer, but he wanted to document, just tell. Different people live their life. All this variety in New York and you have all these pockets of humanity that’s just really beautiful. The diversity and kind of the tapestry that makes New York New York and so what he wanted to do was the photos and basically with just different people from around the city. And so that project never really got off the ground as much as you know, he would have hoped. But what happened was as he began talking to people and asking them if you could take their photos, the vast majority of whom said no way, of course, and kept walking and at hurry New York pace. What happened was the one who said yes. As he began to talk to them and take their photo. They began to just share stories, and over time he got better at asking better questions and one of his common questions that elicited one of most powerful responses from people. If he would say What is your greatest struggle right now? And people began sharing these really intimate, vulnerable, difficult things with him. I mean, just really important about some of the hardest things happening in their life. And they felt real freedom, you know, in doing that with him because he was a stranger. And so he began documenting the story on a on a Facebook page publicly, and he wouldn’t always show the person’s face, especially if there was somebody who didn’t want their, you know, to be connected to their story with their own faith. But a lot of time he would show the face, you know, And the person would say, Sure, this is the truth. I don’t mind if you put it out there. And so what happened was that there was something about this vulnerability, something about the beauty of the the shared human experience, even in its pain, that just resonated deeply with people. And just almost overnight, this became a viral sensation. And, you know, Brandon stands suddenly had this massive a group of people following him that we’re just hungry for this authenticity, which I would argue all of us are so desperate for this kind of authenticity. We have relationships a mile wide and an inch deep, and we’re Maur socially connected than we’ve ever been before. And we’re also lonelier and more anxious and more depressed than we’ve ever been before because we have kinds of of balls or fake connection in very little real connection. And even though this was happening through a computer and people didn’t know these people in real life, they felt a shared human connection because the content was so wrong and it was so real. And so what I really loved about that story and where I really thought Brandon was a disruptor, is He saw an opportunity to tell stories in a fresh way that anyone with a camera and an Internet connection could have done years and years before him. But he figured out a way to do it in a way that really resonated with people and what I love most about him. You mentioned the two books. She put them books out. He’s a true humanitarian. I mean, he’s used to. He’s used his stage, if you will, his platform to lend his microphone to people without a voice and really and up for those who are being oppressed and marginalized and stepped on and again. The best analogy I can use in the best illustration. He used his microphone in his stage for people who don’t have a microphone. And I really love that part of his story because it just really feels beautiful and redemptive for him to do that on behalf of other people could never repay him.

[00:46:30.27] spk_4:
I’m not surprised that his story moves you because I think you’re doing very much the same thing. Telling stories of telling stories of everyday people you’re you’re choosing the Disruption Channel, but destruction theme and you don’t have pictures, But you’re telling stories of everyday people and in terms of, you know, using his voice in his power. I mean, I I see you doing that in your work through ah, through with mercy project. Um, thank you. I gotta take our last break. And when we come back, we got to start talking. We may go a little long this time, letting everybody know may go a little bit longer than the typical hour, but we got to start talking about how we got to get into how to become a disrupter. We’re gonna talk about map was hang on our last break turned to communications, their former journalists so that you get help building relationships with journalists so that your call gets answered when there’s news you need to be on top of so that you stay relevant in your community. Among the work that you are doing former journalists, including with the Chronicle of Philanthropy they’re at turn hyphen to DOT CEO. We’ve got butt loads more time. We may go the long for Be a disrupter. Okay, Chris, uh, let’s zoom moved to the call to action part of the book. It’s not all moving stories. What is, uh, we can’t We can’t go into the detail of the book because people just got a by the book. I mean, that’s just a You got to get the book for the rich for the Ridge detail. We could just do an hour or so overview, but acquaint us with with map and maybe

[00:49:51.41] spk_0:
yeah, so it was really important to me that a not write a book that made everybody feel feel good but didn’t result in any sort of tangible action. I’m constantly saying talk less doom or talk, let’s do more. And I didn’t want to write a book where all I did was talk, but I didn’t empower people to go and do the doing because I think anyone hears the stories of Disruptors. Actually, before you and I got on this call, I spoke to a group of about 100 people here in my hometown, and I mean, they’re everyone’s like this is so inspiring on to be a part of this. I want to make a different thing. We all have that desire. So I really wanted to give people a framework for moving from how want to do something. I want to make a difference. I want to have more purpose and direction and persistent. I just don’t know how to do it. So I want to give them those tools. And so I created what I call the disruption map. You referenced it M a P. And here it’s really pretty straightforward, and I say it’s simple, but it’s not easy. And here’s what it hears what it requires, the first, the em of map dance for make a commitment. And this is where we have to be really honest with ourselves about those truths in our own life and our own families in our own non profit in our own community that make us uncomfortable. Things we know shouldn’t be the way they are things we no need to be better. We have to be really honest. We have to list all those out. I mean, we just gotta plow through and list all those out, even though it’s gonna be a long and an overwhelming list. What makes us uncomfortable? I could be simple stuff, tony. I mean, the thing is, we overthink this, but, you know, I mentioned before I’m a father of four young kids. One of my uncomfortable truth and parenting is that I’m on my phone too much, and I’ve got to be honest about that. I can’t just say Well, yeah, you know, I know I should probably use my phone last. You know, when I’m around, the kids never want them to feel like I’m not paying attention. But But here I am. Pull my phone out of my pocket checking email That doesn’t need to be checked. Checking Facebook. That doesn’t need to be checked. And so we all have those things to make us uncomfortable. Usually we just kind of shrug and say, Yeah, you know, Yeah, I guess that could be better. I know. I know. I could be more healthy or, you know, I know I could read. Maura, I know I need to do a better job following up with those donors. I get their donation, and then I don’t put him in a pipeline to follow up with them. And then when I have to go back to him next year, I realized I’m not talk to him for the last 12 money. We all have those things personally and professionally. So the first step, we make your commitment that we’re gonna we’re gonna write those things down, We’re gonna own him. We’re gonna embrace them. We’re gonna ride him down. There’s power in naming those things, not leaving him out in the universe out there, but actually writing them down. We gotta deal with it when it’s in front of us. And so we write it down. The second step is the A the action plan. And that is we choose one of those things. I think we should only choose one at a time, because otherwise we’re gonna get overwhelmed and not do it. We choose one of those things that matters to us. And we say, What is something I can do today, tomorrow, next week, next month in the next three months to change this uncomfortable truth into a new and better truth. And I like the smart goals, which is not my thing. I can’t take credit for this

[00:49:58.14] spk_4:

[00:50:14.52] spk_0:
ago gold setting program that basically gives you How do we set goals that are actually achievable? And so, uh, correct me if I miss one of these, Uh, but it’s gold. The smart chance for specific, measurable, achievable, relevant and timely

[00:50:16.81] spk_4:
time. Time bound.

[00:52:59.82] spk_0:
Yeah, time bounce. That means let me let me use my own example. Say I’m uncomfortable. But how much time on my phone? A terrible action step would be. I’m going to use my phone lead when I’m with my kids. Right? There’s no way we’re gonna ever fulfill that action step because we don’t even know what that means. What does less mean? I guess we could check our iPhone usage, but most of us aren’t gonna do that. So a much better goal would be something like this. When I get off work, I’m gonna plug my phone in my room and not check it again until the kids have gone to bed. No, that is specific. It’s measurable. It’s attainable. It’s relevant and it’s time bound. That’s an everyday going. So every day I can say, Did I do that thing I said I was gonna do yes or no. And 11 of two things is gonna happen. I’m gonna do it. And kudos to me. Now move on to the next thing or I’m gonna realize I like the idea of putting my phone away more than I actually like putting my phone away. And then I’m gonna have to deal with something else. What is? Am I addicted to my phone? Am I addicted to the control or the power that perceived power that comes from having my phone like, Is there something else bigger here? But I’ll never even get to that. If I don’t have a smart goal, it’s actionable, and that’s something I could do today. I mean, somebody listening today can go out. Shoot. I definitely am on my phone too much with my kids around. I can today plug my phone in my room and then we could okay this week I’m gonna go one day every weekend where I don’t even turn my phone on and we all go possible, right? Like it’s who can possibly do that. Well, I mean, we all could 20 years ago and all of our parents could, in all of our grandparent’s absolutely good. I mean, you know, it’s possible, but we can say, Did I do that? It’s an easy yes or no. And so you mentioned earlier tony about changing. We have the power to change, and I can’t take credit for this statement. But one of the most profound statement I’ve ever heard it. We change it or we choose it. And when there’s something we don’t like, like being on our phones, too much of their kids or not following up with her donors or not being healthy or not exercising, whatever that thing is when we know we don’t like it. But we don’t change it, we’re choosing it, and that is very different than feeling like, well, it’s just it’s just what happens. No, no, no, no. We’re choosing it.

[00:53:01.43] spk_4:

[00:53:30.58] spk_0:
choosing it or we’re changing in the action. Steps really require us to be honest. Like do we want to choose that thing we know we don’t like. Or do we want to change it because that’s the only two options that we either change it or we choose it. And so I don’t even have that language in my book because that’s something I’ve just discovered in last year, too. And I always use that line in my keynote, and I’m always watching people scram, scram, scribbled down, you know, because it’s profound to think about the life in that way. So we have the action step, and then the last letter

[00:53:34.97] spk_4:
You persist

[00:55:29.81] spk_0:
on map, and that’s for persistence. And I really came to both love and hate the truth that the one commonality I could find among every disruptor I identified. It was not their age. Like you said, 5 to 77 was not their education. It was not their money. It was not their acts testimony. It wasn’t the country they lived in. It was the only thing that bound them. The only thing that tied them together was their willingness to persist, and that means they didn’t show up one day and disrupt. They chose day after day after day that what they wanted to disrupt. The truth that made them uncomfortable was worth showing up day after day after day in doing something about. And I firmly believe that when you show up hundreds and thousands of days in a row with the same desire to change an uncomfortable truth into something new and better, that’s where the transformation happens. So I’ve joked that if I wrote another book right now, I would call it a persistent but not so secret sauce to transformation because the truth is it’s just hard to percent. I mean, it’s just hard to show up every day and remember what fake? But that’s what we have to do. That’s what differentiates people who like the idea of disruption with people who actually disrupt. That’s the one difference year. Everyone listening to this podcast to a person I would bet everything I own if they care enough about something to show up every day, remembering why they want to do something about it and what the state they will absolutely, uh, have transformation. They will experience transpiration that saying will become better from the uncomfortable truth. But so many people will not keep persisting because It’s hard. It’s just hard. And so we gotta own that. We got embrace it. If it was easy, we would have already done it. If it were easy, it would be uncomfortable. Truth. It would have been something we already dealt with. But it’s not easy. And that’s why we have to persist. So that’s the M A p of persistence that anybody anywhere can follow to become a disrupter.

[00:56:02.81] spk_4:
Excellent. Chris. I let you just go. Usually. Usually I’m more conversational. But I wanted you. I No, no, no. I you know, uh, had my consent. I wanted you to just go listen, Okay, We’re gonna wrap up, but I want to wrap up with I want you to repeat the two definitions you have for what a disruptor is.

[00:56:46.89] spk_0:
Great. So the first definition of disruptor, Someone who is uncomfortable with the truth. So they show up, take action and persist until a new and better truth is born. And the second definition of a disruptor is someone who dismantled accepted norms and forge is unimagined futures.

[00:57:22.23] spk_4:
That’s outstanding. I love the forges unimagined futures. You’re you’re, uh you’re quite a guy. I’m a move. I’m sort of in Aw, all right, Crisfield. His book is disrupting for good, using passion and persistence to create lasting change. Just get the damn book, for God’s sake, this is it. You’ll find his work Mercy Project at Mercy project dot net. You’ll find Chris at meat, Crisfield dot com and at disruption. Chris Chris Field Thank you so much. Thank you.

[00:57:25.46] spk_0:
Absolutely. Thanks for having me on. I enjoyed it. Thanks for everything you do for non profit leaders.

[00:57:50.64] spk_4:
Uh, what? Yeah, What an outstanding way too close. Are our innovators Siris next week? Heather? Yeah, Nando with five questions to ask before hiring a consultant. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As is guiding you beyond the numbers. Wegner-C.P.As dot com by

[00:57:56.30] spk_3:
coca Mapping

[00:58:15.32] spk_4:
Software Denali Fund Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial. And by turned to communications, PR and content for nonprofits, your story is their mission. Turn hyphen to dot C E o ah!

[00:58:58.66] spk_3:
Creative producer is clear. Myer off. Sam Liebowitz is the line producer. We just started the music a little late, but that’s all right. I’ll take it off the studio Feed shows Social Media is by Susan Chavez Mark Silverman is our Web guy, and this music is by Scott Stein of Brooklyn, New York You’re with me next week for non profit radio big non profit ideas for the other 95% Go out and be great talking alternative radio 24 hours a day.

Nonprofit Radio for March 20, 2020: Your Organization’s Health

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Jamie Bearse: Your Organization’s Health
At ZERO, The End of Prostate Cancer, they have a culture grounded in high responsibility, high freedom, transparency, accountability, curiosity and adaptability. They’re a Nonprofit Times 50 Best Places To Work. Jamie Bearse is ZERO’s CEO.




Top Trends. Sound Advice. Lively Conversation.

Board relations. Fundraising. Volunteer management. Prospect research. Legal compliance. Accounting. Finance. Investments. Donor relations. Public relations. Marketing. Technology. Social media.

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 481_tony_martignetti_nonprofit_radio_20200320.mp3

Processed on: 2020-03-21T03:01:17.656Z
S3 bucket containing transcription results: transcript.results
Link to bucket:
Path to JSON: 2020…03…481_tony_martignetti_nonprofit_radio_20200320.mp3.990214442.json
Path to text: transcripts/2020/03/481_tony_martignetti_nonprofit_radio_20200320.txt

[00:00:27.68] spk_0:
This is Sam Liebowitz, the line producer for tony-martignetti non profit radio, and I have a message for you from tony this show to its pre recorded today. When I recorded it, the 2020 non profit technology conference was going ahead. Not surprisingly, it’s been cancelled, no less grateful to Cougar Mountain software for sponsoring non profit radio at the conference. So I’m going ahead with Tony’s Take two. I thank you for your understanding. I hope you’re well and safe and taking care of those close to

[00:00:49.14] spk_2:
you. Hello and welcome to tony-martignetti non profit radio. Big non profit ideas for the other 95%.

[00:01:26.61] spk_1:
I’m your aptly named host. Oh, I’m glad you’re with me. You’d get slapped with a diagnosis of metastasize, a phobia if you missed our seventh show in the Innovators. Siri’s your organization’s health At zero the end of prostate cancer, they have a culture grounded in high responsibility. Hi freedom, transparency, accountability, curiosity and adaptability and Maur. There are non profit times, 50 based best places to work. Jamie Burst is zeros CEO

[00:01:33.34] spk_2:
on tony Stick to 20 and T. C were sponsored by

[00:01:34.00] spk_1:
wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com.

[00:01:39.02] spk_2:
But Cougar Mountain Software Denali Fund

[00:01:41.34] spk_1:
is there. Complete accounting solution made for nonprofits. Tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day

[00:01:48.12] spk_2:
trial and by turned to communications,

[00:01:50.95] spk_1:
PR and content for nonprofits, your story is their mission. Turn hyphen to dot CEO.

[00:01:58.94] spk_2:
It’s a real pleasure

[00:02:29.30] spk_1:
to welcome Jamie Burst to the show. He is CEO of Zero the End of Prostate Cancer. Over 15 years, he’s held nearly every job there, and they’ve raised about $100 million for the cause. Zero has six consecutive years as a non profit times. 50 Best places to work. Jamie has been a congressman’s press secretary, a reporter and editor, a radio deejay and a movie theatre projectionist. He writes comedy as a hobby. Zero is at zero. Cancer dot or GE, and he is at Jamie Bearse Bursts. Welcome. Welcome

[00:02:36.66] spk_2:
to the show, Jamie Bars

[00:02:38.74] spk_5:
I tony thing for having

[00:02:39.70] spk_2:
me on. It’s my pleasure.

[00:02:43.72] spk_5:
Quite a bit of research that many years back before you uh uh, get being a projectionist.

[00:02:52.31] spk_2:
Uh, yeah, way Have always saying on

[00:02:52.93] spk_1:
this show that I need an intern. Whenever I make a mistake, I say I need an intern to blame to blame for that mistake. But

[00:02:59.36] spk_2:
yeah, we don’t We don’t actually have

[00:03:03.77] spk_1:
interns. This is All of this is all either uncovered or, uh, somebody at zero. Give it to us.

[00:03:08.04] spk_6:

[00:03:08.10] spk_2:
mean, I don’t know who’s the US. We might talk about us. Me? Um, so So you’re doing some innovative things at

[00:03:16.23] spk_1:
zero. The way you define the culture with the culture of there is based on and the way it’s it’s service oriented. Um, we’re gonna get into all that. We get the full hour together. Obviously. The place to start, though, is acquaint us with. We’re gonna be talking a lot about what goes on at zero of as employees. What is zeros work?

[00:04:57.51] spk_5:
Sure. Our mission is right there in our name. Um, hear the end of prostate cancer. We’re being too and prostitutes or by advancing research, improving the lives of men and families and inspiring action And how that breaks down that we fight to increase prostate cancer research funding. Uh, we inspire action among men and families through a run walk series that we have that 47 cities across the country from L. A to New York to Minneapolis, to Miami and all points in between. And we have ah ah, quite a Amiri out of programs in order to be able to help like Krusty Cancer. And uh, at the top of that list that I’m most proud of is this program called 0 360 that we step in to have a patient navigator palpitation for free, doing comprehensive work on their behalf to being able to reduce financial distress. But a patient goes through while battling cancer research shows that nearly half its about 40% actually of cancer patients and quitting their treatment altogether because of financial issues. So we step in and help pave the way so they can get better and have a happy, healthy life with that, with their family going forward.

[00:05:01.95] spk_1:
And I presume there’s some kind of lobbying that you’re doing is well, for, ah, awareness among our our leaders.

[00:05:48.14] spk_5:
That’s right. We do advocacy work. I just just concluded our annual zero prosecutes or summit down in Washington, D. C. Where we had advocates from all of the country actually coming in from 40 states, and, uh, we send them to Capitol Hill to fight for, to protect an increase prostate cancer research funding. Onda, um, interesting side Good here is that not a lot of people know this, but the Department of Defense, please, is a significant role in the war on cancer. Um, like I said not. Not many people know that, but what they do. And there’s a program called the Prostate Cancer Research Program within the Department of Defense that has done some pretty significant breakthroughs and prostate cancer treatment screening,

[00:05:54.68] spk_2:

[00:06:18.15] spk_5:
for new treatments for prostate cancer in the last eight and 1/2 years. And, uh, you, uh, screening tool that is able to identify if you have an indolent to mark or an aggressive one. That’s really our, um, our advocates work over the years, and coming out to this summit has really paid off in a big way to be able to helped three million American

[00:06:22.71] spk_1:
those recent breakthroughs that you just described. They came from the department defense.

[00:06:49.45] spk_5:
It was funded by the Department of Defense. They go out to institutions around the country from places like Johns Hopkins, MD. Anderson Um, University of California, San Francisco. Institutions like that do you do the work, but the funding is geared toward being able to rush brilliant ideas from the science bench to the patient’s bedside is rapidly and constantly as possible.

[00:07:11.74] spk_1:
Okay, um, and you’re right. That 40% figure is startling that 40% of men end their treatments for prostate cancer for financial reasons that that’s that’s I don’t know, it’s upsetting. It’s annoying. It’s frustrating on its Shouldn’t be, uh, she’s

[00:07:15.73] spk_2:
okay. Um, how many employees

[00:07:18.30] spk_1:
at AA zero?

[00:07:21.35] spk_5:
Right now we have 32

[00:07:23.64] spk_2:
including victory

[00:07:24.60] spk_5:
and the year somewhere closer to 40. 39. 30 38 39 please.

[00:07:38.64] spk_1:
Oh, are you You’re gonna be close to 40 body into this year. Okay, that’s that’s pretty substantial growth for a 32 person organization. And, uh, on that includes virtual employees, right?

[00:08:11.50] spk_5:
That’s right. Yeah. We have employees all around the country. I would say about half of half an employee there in the Washington D C area. Uh, and then we have chapter directors that are scattered around the country. Several in California. I’m outside of Boston. Uh, yes, Chapter director and Texas in Minneapolis. And another one in New Jersey. And, um, another one in l. A.

[00:08:15.27] spk_2:
Okay, so you you have virtual over. Well, is on site. Okay, well, I bring that out

[00:08:38.03] spk_1:
because I think that has implications for a lot of what we’re gonna be talking about. The core values. I mean, how do you have you instill those in virtual employees who don’t have whoever who don’t have the benefit of on site on dure high touch? And that’s, you know, that can be isolating. So hopefully we’ll get a little into what? What your work is to make sure that that doesn’t become the case. The reality for the for the folks who are virtual

[00:08:51.04] spk_2:
yes. So, you know, we want to get into some of

[00:08:53.91] spk_1:
the details of the culture. We just have Jamie. We have about a minute or so before our first break. Okay, I’ll let you know when they’re coming up. So, um, you want to just talk a little about just briefly and just sort of tease it and we’ll get into Maura lot a lot more about being like, um hi. Responsibility and high freedom,

[00:10:14.88] spk_5:
I’m sure. Absolutely. Um are our culture is what sets us apart in order to be able thio make ending prosecutor a culture driven passion. If you Will and, um, in Global will break that down. Um, as we talked throughout the hour. But what it comes down to having the right values that everybody shares across the organization. It’s, um, committing thio, um, five aspects on how we over communicate with each other in order to be able to drive clarity. Um, and it comes down Thio, as you just said, Hi. Hi. Responsibility and high for Gemma’s bringing people into the organization that have a high level of, ah, off, uh, self regulated self management, um, that have high responsibility. And when individuals with the high level of responsibility. Um, I’m sorry. Individuals with a high level of responsibility are entitled Thio High level of freedom. And we’ll we’ll dive into that too.

[00:11:22.58] spk_1:
Yeah, we absolutely Well, all right. We got to take this break about 30 seconds wegner-C.P.As so that your 9 90 gets filed on time wegner-C.P.As so that your audit is finished on time so that you get the advice of an experienced partner who you know, just on the show. But last week, you two and ah, and the firm experience as well, with a nationwide non profit practice with thousands of audits under their belt so that your financial needs are not only covered but well covered, and you get the benefit of lots of their vast experience around nonprofits. Wegner-C.P.As dot com The place to start your due diligence as you’re exploring the possibility of new work for help with the 90 or audit. Okay, um, now let’s go back to your organization’s health. Jamie burst CEO at

[00:11:24.40] spk_2:
zero. Um what? What does this mean,

[00:11:28.83] spk_1:
20 to be high responsibility,

[00:11:54.01] spk_5:
I’m sure I actually have my gift. Thio steer back to, um make him actually make the case for organizational health there. There’s a lot of, uh, organizations out there that believe if you’re the you’re the smartest organization out there, then you’ll be successful. Um, and I don’t necessarily believe that that is true. I think that

[00:11:54.80] spk_2:
that that

[00:14:59.64] spk_5:
helps. Ah, but it really starts with having a healthy organization, an organization where folks within it are our, um are honest with each other in a way that they embrace vulnerability based on trust, and, uh, we can get into exactly what that means. But what it kind of looks like is that it means that it’s okay to say that I made a mistake, or you’re better at this than I am. Or, um, I messed this up, but, uh, next time I’m gonna do even even better than when you have that vulnerability. Been trust with one another, you’re able to engage in healthy conflict, and conflict happens. Ah, in any relationship, any organization. But I tell you how you handle that conflict in a way that you’re you have confidence of communication, that you get what you want while preserving the relationship that you have in a way that’s acceptable for everyone who’s involved. And, um, that looks like, um, understanding if I think that when it comes to conflict, people are either either one of the other, either people are bulls in China, shops or people are conflict of waiters. Now there’s some people who are also kind of ambidextrous without depending on the situation. Sometimes they’re bulls in China shops, and sometimes they’re just avoid complex altogether. But understanding your colleagues and what their appetite is for conflict and how they handle it and engaging in healthy conflict, where you really hear each other out in a healthy manner allows you to drive to commitment together on DDE. That looks like, um, excuse me, That looks like, um asking clarifying questions of like, Okay, you know what? I’m What I hear you saying is X y Z, and that gives a chance for the other person. Thio change that. Clarify that, or confirm. Confirm that that that’s, um that’s what everybody’s saying. That that way we’d have a good, clear understanding of what decisions are being committed to what goals are being committed to. And when that happens, it sets up an atmosphere for a peer to peer accountability in which, you know, something doesn’t go the way that we’ve committed to doing something. It opens the door to asking questions and getting really curious about like Okay, what I thought we committed to was X y z, But what happened was a b. C. Um, you know what happened or what changed along the way and being able t o get an understanding of how things fell apart. And if, um, if maybe, um that that accountability looks like, um seeing, uh, your kind truth, which is, you know, being able to give somebody feedback in a way where you care personally but challenged them directly

[00:15:05.46] spk_2:

[00:15:11.64] spk_5:
And, um, that that comes down to saying that you acknowledge, um, how much they care about the cause and how much they care about their relationship.

[00:15:17.93] spk_1:

[00:15:38.64] spk_5:
I want to do and I mean job, but also challenges them directly on improving. But when you have all that working together, the trust, uh, healthy conflict, that commitment, the peer to peer accountability that really wipes away a lot of the B s that can happen in organizations, the water cooler talk that goes on. And then you can really just roll up your sleeves and get to work and focus on results.

[00:15:44.52] spk_2:
Yeah. Jamie, where do these

[00:15:45.98] spk_1:
ideas come from? You kind truth and over communicating vulnerability based trust. What’s the genesis of these ideas?

[00:16:11.24] spk_5:
They come from different places, but But I really loved what isn’t Is an author out there, uh, by the name of Patrick Ngoni, who put out a book a few years back called The Advantage by organizational. Health trumps everything else in business, and he talks a lot about vulnerability. Based trust is having healthy conflicts. So some of it comes from there, and then

[00:16:18.18] spk_2:
some of

[00:16:34.64] spk_5:
it, uh, sort of picked up along the way and really puzzled puzzle piece this together. And some of the ideas come from, uh, Silicon Valley and Netflix in the amazing growth that they’ve had through the years. Um, and then from her mother,

[00:16:37.34] spk_2:
Okay. From other

[00:16:38.27] spk_5:
places just picked up along the way.

[00:16:40.24] spk_2:
One of the things I don’t

[00:16:41.08] spk_1:
know about you.

[00:16:41.71] spk_2:
Are you the founder of Zero?

[00:16:59.16] spk_5:
I’m not actually, I The organization started in 1996. I came on in 2002 as, uh uh, doing communications. And, uh, we did really well. And that CEO at the time, And I think a couple of years later came to me and said, Hey, you know, there’s a lot of transferable skills on, um, getting media placement, Thio getting people toe donate to the organization. So,

[00:17:09.53] spk_2:
yeah, come

[00:17:10.74] spk_5:
through and responsibility from there,

[00:17:12.37] spk_1:
right? All right. I know. I know. You progress through lots of different responsibilities. Um,

[00:17:17.97] spk_2:
okay. What? What does um, what is high freedom? Translate to

[00:17:23.69] spk_5:
Hi, freedom. High responsibility have freedom. Uh,

[00:17:26.55] spk_2:
you know

[00:18:21.44] spk_5:
that if you’re, um if you’re getting your job done, if you’re hitting all of your goals and you’re behaving with three values that we sent off across the organization and ex selling on all of it. Then year entitled to having high freedom. Which means, um, we don’t track personal time off. Believe in, uh, have being able to establish work life balance by taking the time that you need Thio? Uh, yes, Teoh, go to the doctor’s office, take a vacation. Um, you get your car fixed. Whatever it takes in orderto have that work life balance because if you again going back to the high responsibility part, those who are highly responsible are not going to abuse the system because they constantly want to stay on top of They’re they’re game stand off of their job and the tasks that they have to do and really excel it.

[00:18:26.18] spk_1:
Yeah, yes,

[00:19:06.24] spk_5:
when that happens and we don’t need to micromanage And, um, it also but also ties into, um, being able to give, um direct in the moment can to feed back another way that were much different from other organizations. But do you like end of the year reviews? Instead, we thought with with giving feedback in the moment, Why wait? It’s almost, you know, Why? Why wait, uh, nine or 10 months to the end of the year just to talk about some of the things that you could have corrected. And in the winter of spring, you hear the feedback now and corrected.

[00:19:07.11] spk_2:
So that means, like, as

[00:19:08.09] spk_1:
a project is ongoing, you know, there’s a justice is constant of feedback loop, as as something goes well or goes badly.

[00:19:17.32] spk_5:
Yeah, way.

[00:19:24.84] spk_2:
Just look down. Just I’m What does this look

[00:19:25.48] spk_1:
like? I’m trying to drill down. So people get a sense of what the what the work patterns are and communications patterns?

[00:19:33.04] spk_5:
Uh, yeah. The constant feedback loop is, uh, mostly around or three values that we have and that’s being humble, hungry and smart.

[00:19:40.84] spk_1:
Yes, you’re a J HHS.

[00:21:02.94] spk_5:
That’s right. Right? You got it. Humble breaks down into, um, it’s very it’s very straightforward. It’s putting team accomplishments in front of your own. You go hungry means that you’re driving for success. You’re looking for that? I’m next opportunity. Um, you’re good with stepping in outside of your, um your job description or your area of expertise to be able to help others across the organization and smart as a little nuanced. It’s It has a lot to do with, um, emotional intelligence rather than book smarts. And that comes down Thio being being attentive listener and understanding how you’re behavior in your actions affect others across the organization. So ah, lot of the feedback happens around those values. They believe that everybody’s gonna make this cake, but, um, everybody’s gonna fail and hopefully we fail fast. We learn from those mistakes and, uh, way we strive for for success. But it really starts with having those three values lived by all the time and being able to get feedback on how you’re impacting others through two or three values. Um, is what set this up for? For that success?

[00:21:32.11] spk_1:
Yeah, HHS humble, hungry and smart, I thought of health and Human Service is, but I know it’s not that on Dino. It’s not humanities and Health Service’s either. That was something that I think of the Carnegie Mellon University, but I was flashing back. But so So there’s a lot of communication around these three. Like, this is the Those are the three, um, sort of bedrocks of feedback. Is that right?

[00:22:05.43] spk_5:
Uh, yes, because again, if we were behaving in a way that humble, hungry and smart Everything else falls into place. Uh, after that, it really goes back to you know, if you’ve made a mistake or you’re not, um, you don’t, don’t you? Ah, you know, cast the right way. Um, you know, those things happen. It’s inevitable, human. But But if you’re your behavior is in a way, what say that, um example

[00:22:07.00] spk_1:
stories, air. Good. If you can think of something, that’s

[00:22:56.58] spk_5:
a good one. Um, sure. Um so if if, um if I’m being humble and hungry. But I’m not, um, sort of lack that emotional intelligence in a way that I don’t. But to really understand fully how my actions are, the things I say, uh, fall on other people and how that how it makes them feel or motivates them. Then I sort of turn into an accidental mess maker like I’m driven and want to succeed. You hungry? I’m humble and putting a put the team first. But if I don’t understand how my actions are affecting others and not inspiring them, that I’m going around an organization and making messes all over the place rather than really understanding how You know, my words or actions are falling on others.

[00:23:01.54] spk_1:
I’m getting nervous that I could never survive it. Zero? I

[00:23:05.00] spk_2:
don’t know. I would want to. I certainly would strive

[00:23:06.75] spk_1:
to. I’m not by any means putting down what? Your what? Your Ah, the way you work. I’m just not I don’t

[00:23:13.00] spk_2:
know. I hope I hope I would It would be something like that.

[00:23:15.15] spk_1:
Out of that I inspired too. But I’m not sure that I would

[00:23:18.44] spk_5:
touch people all the time. It’s not. It’s not an issue of Ah, you know, if you if you fall off in one way or you’re not being, you know, if you’re missing one of these, uh, out of HHS, uh, we caught you along,

[00:23:33.09] spk_2:

[00:23:41.04] spk_5:
And help you help you get there and being well rounded. Tell me when. Yeah, if you refused to be, embrace the values of our culture.

[00:23:43.53] spk_2:
Yeah, Dad. And

[00:23:44.62] spk_5:
then it’s done. That’s when it’s time. Just part ways.

[00:23:47.34] spk_1:
Somebody says this is gonna

[00:24:29.99] spk_5:
fire anybody or part ways with anybody because of the mystical or hey, we’re all pulling together for certain budget number or a certain number of patients helped, you know, There are outside factors that have have an impact on that. No. Why should anybody get punished? A replica reprimanded for outside forces that impact our ability to drive to a goal. It’s only internally and really self managing yourself around these values. Its what you can control. And if you’re open and willing to be coached, we’ll get you there.

[00:24:30.75] spk_1:
Okay. Maybe I’d have a shot. Uh, keep my

[00:24:33.42] spk_2:
eye before

[00:24:36.61] spk_5:
that. He’s going back. Um hey. Started 18 years ago. I’m not sure the organization were higher. Uh,

[00:24:45.52] spk_1:
that’s true for a lot of us. Uh, I’m not sure I’m qualified for some of the jobs I used to hold, but

[00:24:51.13] spk_2:
I’m not. I’m not sure I’d want

[00:25:15.02] spk_1:
them anymore, either. I think about I think about the dysfunction that I used to survives in some places and, uh, okay. Plus, I was in the Air Force, had five years. Ah, Whiteman Air Force Base in the Air Force. And, um, there’s not a lot of at least then I didn’t see a lot of emotional intelligence. Um, in any case. Okay, well, I’m gratified to know I’d have a shot. I’d have a mentor. I’d have some help

[00:25:20.20] spk_2:
this has I have lots of questions, but this has implications

[00:25:22.98] spk_1:
for obviously, you’re sort of you’re alluding to it

[00:25:28.17] spk_2:
toe higher for hiring. How do you screen

[00:25:29.01] spk_1:
for someone who was gonna embrace HHS?

[00:25:33.04] spk_5:
Yeah, that’s a great question.

[00:25:34.72] spk_2:

[00:25:44.54] spk_5:
funny. Would be, uh stop. Say this in the two parts one is, uh we have, ah, a lengthy interview process where we, uh, make sure that, uh, more quite half the organization, but I would say, get 8 to 10 people across the organization, end up meeting the candidate to get to know them.

[00:25:55.54] spk_2:
I’m not

[00:26:12.51] spk_5:
sure that that somebody, especially the potential direct report of this person, spent some face time outside of the conference room of the the office where we typically would have interviews to just get out and grab a cup of coffee or whatever. Just you see what they’re like outside of the office to really get to get to know them.

[00:26:16.55] spk_2:

[00:26:36.94] spk_5:
And then, uh, we’ll get through the interview process, its funding. It always seems to fall on me when it gets to the later stages of the interview process. Thio, ask all these really quirky questions that I don’t think anybody’s ever done before. And I ask things like, um, tell me. Tell me about, um you know, what would your friends of your colleagues say? It’s most annoying about you.

[00:26:41.45] spk_1:
Oh, jeez. I killed myself. That would be

[00:26:51.64] spk_2:
I don’t mean I killed I killed the interview, and I don’t mean I don’t mean I’d kill it. I mean, I’d kill my chance if I started talking about what my friends think of me. Oh, my God. Yeah. What your friends say, Oh, my God,

[00:26:56.38] spk_5:
About you.

[00:27:05.28] spk_1:
Yeah, well, he he does stand up comedy, you know? But I don’t. He’s berating a little bit. I don’t know. He worries about commas in e mails.

[00:27:09.54] spk_5:
I did that.

[00:27:15.93] spk_1:
Yeah. What would my friend said? What would you have that I’m kind of? I’m just tinkering around the edges.

[00:27:16.84] spk_2:
That’s a great question. What would my I think you know what I think my friend would say. I think he’s a He’s a loyal guy. Like he’s the guy who puts people together all the time. He’s always drawing. It’s a guy who always creates the Air Force for Union and the high school reunion and the the law School reunion. You know, this is the guy. I think he’s always putting us together, even through all the years when we had kids

[00:27:36.04] spk_1:
and because I don’t have kids. So when people have kids and they couldn’t make the reunions, I would still keep in touch, would send pictures to the people who couldn’t

[00:27:43.52] spk_2:
come. I would I would say they probably would say, I’m like the connector. I’m the people The guy who, like brings through the decades

[00:27:50.71] spk_1:
has been bringing people together. I think that’s what they would say.

[00:27:55.63] spk_2:
That is, that is, I know I

[00:27:57.81] spk_1:
was focusing on the comes in the e mails I was being Hearst to myself. I was being humble, was trying to embrace you. Humility.

[00:28:05.19] spk_2:
But that’s cool. I don’t have another turn

[00:28:06.61] spk_5:
it around and say, What kind of people do you find less knowing,

[00:28:11.04] spk_2:
uh, people who don’t

[00:28:28.03] spk_1:
treat people with respect? You know, just that could be ah ah, and in consideration on the subway. Or it could be harsh words, or it could be just I think of unkindness. I mean, it’s unkind to leave food in the office refrigerator for too long. Um,

[00:28:33.08] spk_2:
you know people who don’t treat others with respect

[00:28:35.05] spk_1:
those people, those people. Really? Yes. Because

[00:28:38.59] spk_2:

[00:28:39.04] spk_5:
handle it.

[00:28:40.78] spk_2:
Um, on the extreme, I

[00:28:49.33] spk_1:
will, uh, this is on the far side. I will. I will not deal with them as much. I will. I will keep a distance because it could be infectious. And I don’t want to be infected that way. But for every other part of the spectrum,

[00:29:06.04] spk_2:
um, I try. I try to coach I mean, you know, but it’s Yeah. I try to help Andi. I certainly

[00:29:12.83] spk_1:
am acting the way this is turning into. You’re not charging me 300 bucks an hour for this. Are you starting it starting into a therapy session?

[00:29:24.50] spk_2:
No, I tried toe way around. Usually. Don’t let people do this. You’re an anarchist. No, but I’ll follow. I’ll finish

[00:29:25.65] spk_1:
the thought since I started. You asked.

[00:29:27.73] spk_2:
I try to act

[00:29:28.61] spk_1:
in the way. I’m always acting in the way that I would like to be to be acted upon or, you know,

[00:29:42.02] spk_2:
treated the way I like. I treat others the way I like to be treated. So certainly by setting an example. But for a lot of people, that the example isn’t enough. Um, so it’s those ones in the middle that don’t that don’t learn

[00:29:53.92] spk_1:
from me by example of others that you have to sort of sit down and, you know, and that that could be difficult. How am I doing?

[00:30:55.34] spk_5:
You know how great I mean, the reason for those three questions is it, uh, drives to one of those values that I just talked about because, uh, smart We’re having that emotional intelligence that you understand. You have a good understanding of what what your weaknesses are and how people view you. Almost. I wouldn’t say at your worst, but like, you know what’s most annoying about you. At least you have understanding of how you behave and interact with other people and have that we see how that basic understanding and then know how you can rub people the wrong way. And then it also tells me of, um, you’re aware of what kinds of of of people sort of rub you the wrong way and how you sort of Copa that are managed. That and, uh, you know, if it was a real interview, I might choke down a little bit more on that You know how. How would you treat those kinds of people that I know you’re the most when you come across them? If if you were working out there So it’s sticking

[00:30:56.03] spk_2:
a gun

[00:31:01.67] spk_5:
on my quirky questions. Gonna come in a way of trying to get an understanding. Do we? Do we have a humble, hungry, smart person coming in the door?

[00:31:05.07] spk_1:

[00:31:11.52] spk_5:
right off the bat. Because we know that they’re gonna be a rock star in their time If if if they’ve already got it figured out.

[00:31:46.54] spk_1:
Yeah. Yeah. All right. We got to take another break, Jamie. Hang on. Cook, Amount and software. Their accounting product, Denali, is built for non profits from the ground up so that you get an application that supports the way you work that has the features that you need and the exemplary support you’ve heard me talk about That understands you and how you work. They have a free 60 day trial. It’s on the listener landing page at tony-dot-M.A.-slash-Pursuant. Now, time for Tony’s Take

[00:31:48.88] spk_2:
two. 20 ntc. The 2020 non profit technology conference coming up.

[00:33:25.40] spk_1:
Um Mmm mmm. Mmm. Mmm. March 24 25 26 in Baltimore. Maryland non profit radio is going to be there on the exhibit floor. We are sponsored there by Cougar Mountain Software as well. So we’re gonna be sharing an oversized booth, a double booth. I’ll be doing tons of interviews, as I you’ve heard me say through the years. I think this is the fifth year I’ve brought this show to the non profit technology conference. I know that we the interviews are not a TTE. This stage, because we’re pre recorded today are not quite are not booked yet. But I know we’re gonna get 30 or more last year with 34 36 interviews in two and 1/2 days, all from smart, smart people who are doing sessions at the non profit technology conference, and I’m there to get picked their brains for your benefit. And then that helps them as well, because they get to be heard by 13,000 people over 13,000 instead of just the 50 or 70 or 100 that came to their. Their session at the conference so worked out quite well, very grateful to be sponsored by Cougar Mountain software there. If you’re going, come see us boots 3 16 and 3 18 is where we’re gonna be and you’ll be hearing a lot more about 20 NTC on. I’ve got a video on it at tony-martignetti dot com, and that is tony. Take two. Now, let’s go back to your organization’s health. My guest is Jamie Bursts, CEO of Zero. The end of prostate cancer. Um, are Jimmy? Um, so

[00:33:28.37] spk_2:
that was interesting. Like I said, I usually don’t

[00:33:30.78] spk_1:
love Guess. I know I stopped short of those kinds of introspective questions that I have to answer, but

[00:33:36.68] spk_2:
I feel like I was having sort of a Dick Cavett moment. You know, you don’t think you know Dick Cavett?

[00:33:42.35] spk_5:
Yeah, of course

[00:33:43.01] spk_2:
he’s watching

[00:33:43.98] spk_5:
him on HBO.

[00:33:45.11] spk_2:

[00:33:45.54] spk_5:
I think that kid going talking about baseball or history, whatever.

[00:33:49.94] spk_2:
He used to really open up. And, uh, he would talk

[00:33:53.07] spk_1:
about himself. Not as much as he would give the guests time, but

[00:33:56.95] spk_2:
he didn’t shy away

[00:33:59.29] spk_1:
from personal questions, and I always admired that him. I’ve been studying him on YouTube because some of the old stuff from the seventies is is clipped on YouTube.

[00:34:14.76] spk_2:
So I feel like I was a kind of a Dick Cavett move it. So thank you. Okay,

[00:34:15.02] spk_5:
well, hopefully we had ah revelation for you, I think. What? What happened

[00:34:19.17] spk_2:
there? Uh,

[00:35:00.80] spk_5:
you’re talking about asking those kinds of questions and probing to see if you have the values that we’re looking for. Brings it back to what I was saying earlier about vulnerability based trust because it’s not just the admitting your mistakes and weaknesses, but it’s about opening up and sharing something about yourself, Uh, that you typically wouldn’t And, um, that vulnerability based trust it’s really the glue to relationships, if you can. You sort of let your guard down and talk about, um, you know, talk, talk about you know what’s going on your head or what’s going on in your heart on your life. You typically wouldn’t share in a normal work environment that helps forge a stronger bond,

[00:35:07.33] spk_2:
absolutely within

[00:35:08.57] spk_5:
our colleagues at zero. And when

[00:35:11.04] spk_2:
we’ve got

[00:35:20.61] spk_5:
that the strong bond happening through vulnerability based trust, then it makes it really makes all the other things that happened in an organization. Like I said before the conflict stuff, um, it makes it easier to overcome.

[00:35:27.94] spk_1:
Yeah, I can absolutely, absolutely see that. See what you called vulnerability based trust. I just think of his trust. But maybe I’m thinking of it more on the friend side, You know, you’re applying it to a professional environment. But, you know, I think of the relationships I have with my friends. I mean, I

[00:35:44.09] spk_2:
open up to them, I trust them, and I become vulnerable. And they become vulnerable to me

[00:36:07.13] spk_1:
as they tell me things about their kids, their husbands, wives. That’s the, uh, again, I’m through something of it on a friendship level, and I would just call that trust. You’re You’re in a professional environment. They have to be some boundaries. Uh, so I can I see. But I like I said, I mean, I just think that is trust among friends, so I can

[00:36:12.34] spk_2:
see. And I could see how that

[00:36:17.85] spk_1:
would help you transcend other problems in the workplace.

[00:36:52.91] spk_5:
Yeah, that’s right. I mean, um, you know, having building trust is it’s really a key with loved ones. Thio building a strong relationship. So but why should it be any different with your colleagues? I think a big part of that trusted to be vulnerable and owning up to your mistakes. You know, holding up, asking for help and talking about your talking about your experiences and sort of a two degree your innermost thoughts. Because if you do this, then you feel sort of that deeper trust within the they work with every day and now

[00:36:57.88] spk_2:
s so you’re transcending. You’re transcending

[00:37:30.26] spk_1:
the average work relationship by exponentially. The average work relationship is a bunch of people who put together they don’t get the opportunity to meet each other before they’re hired. The way yours you’re describing, At least you have a better chance because because there’s so much exposure in the hiring process and I do want to get back to the hiring process to we’ll get there. That’s my job. But s o a bunch of people put together and then they have to coexist 8 10 hours a day. But

[00:37:30.46] spk_2:
they never really get to know each other. You know, they have lunches occasionally, and they have drinks. But it is There’s not really that they’re not really

[00:37:47.64] spk_1:
becoming vulnerable to each other in the environments that I’ve worked in and what I’ve consulted. I mean, I don’t see that I don’t see this level of trust among employees. It’s just a bunch of people foisted on each other, and they’re sort of treading water, doing the best they can in relationship building.

[00:37:58.73] spk_5:
Um, yeah, I’ve seen that and just about every workplace that I’ve ever been. And uh, besides uh, besides where I’m at,

[00:38:07.09] spk_2:
besides Iraq, Yeah, I

[00:38:37.93] spk_5:
agree with that way. Do our best to make time for that way encouraged. That happened during the matter, of course, of the of the work that goes on within zero. But then, you know, for example, way. Try to reinforce that on a weekly staff meeting that we have many, many staff meetings intending. Organizations are dull and they’re boring, and people will sit down and read off a bunch of numbers or a bunch of metrics. Key performance indicators and self people’s eyes bleed, and

[00:38:41.14] spk_2:

[00:39:05.42] spk_5:
taking notes, get hand cramps, and they would rather be anywhere else. But sitting around the conference from table listening to all that stuff. So instead, we we take time in our staff meetings to sort of build up team members a bit. It’s sort of a time Thio to come together, and sometimes we’ll go around the room with the question of Of getting to know each other more of Like what? Um, you know how many siblings do you have? And you know, where do you fall on that? That order or something that’s a little bit more difficult to answer? Like, um, something that was a big mistake that you made at work last year. How did that affect you out of that changing?

[00:39:18.68] spk_1:

[00:39:41.88] spk_5:
that way it’s sort of open people up, Thio being able to have that to be vulnerable and courageous and a little bit in some ways, Thio speak up. And that would strengthen the bonds with for their colleagues. And then, um, it also makes them more approachable

[00:39:42.84] spk_2:

[00:39:44.76] spk_5:
when you can be vulnerable.

[00:39:46.04] spk_2:
I’m guessing you

[00:39:50.10] spk_1:
you have. Ah, I’m guessing you have a low turnover rate, Long employees. D’oh!

[00:40:07.31] spk_5:
Yeah, we D’oh! If you look at just the leadership team, um, see, how many years of experience, including if you could mind with the, um 40 46 years across five people. So I’ve been with your English over 18 and then I have Ah, our chief development officer is, But I’ve worked with her for 10 years.

[00:40:13.78] spk_2:
Are key

[00:40:26.81] spk_5:
of events for 10 years, are our senior vice president of marketing communications For six and 1/2 years and a new person to the team has been, uh, any personal leadership team.

[00:40:49.60] spk_1:
Okay, but those first couple you cited, you know, 10 years, eight years, those there, especially for a chief development officer. You said 10 years for the vice president of development. That’s a That’s a long that. You’re Yeah, Well, you’ve earned it. You’ve earned it. That’s a long tenure. Um, I got to get back to the more, uh, more mechanicals. Although the philosophy is really, really stimulating. Um,

[00:40:59.75] spk_2:
let’s go back to the hiring. What’s what’s the next steps?

[00:41:02.23] spk_1:
Ah, the potential candidate or candidates? A couple have met lots of people throughout the organization. How do you come together and make your decision?

[00:42:20.78] spk_5:
Um, uh, we use the humble, hungry, smart framework on how we talk about people, Not not exclusively. But of course, like many other places, we’ll talk about the skill sets that are involved. Um, we could talk about things like, Oh, this person. They really know how to get razors agile. You know, this person had great demonstrated experience at their past job or she raised, you know, x amount of dollars and Stuart of along, you know, x number of donors or whatever. Uh, but by and large, we keep coming back to the framework of what did you think of not come across as being, you know, humble? Or today you really get an understanding of, um, now that they’re gonna be an attentive listener, how do you think that there are their personality will sort of match up with others who are gonna be on this team. And, uh, and if everybody’s sort of, you know, largely in an agreement that that that that the persons home hungry, smart and has a good background to them and demonstrated experience do the job way, pull the trigger and bring them on board?

[00:42:36.43] spk_1:
Do you, as CEO, have ah, right of veto or you’re just You’re just a member of the team, the way equal to everyone else in these kinds of conversations. Decision, order.

[00:42:59.20] spk_5:
If I tell people that I don’t tell people, I don’t tell vice presidents or other team leaders across the organization who they have to hire, But I do step in and tell them who they should not hire. Like if you know, somebody candidate ends up. Um I am talking with them in a red flag. It’s raised that, uh I don’t I don’t think that they’re that they have all three values for us. Thio work

[00:43:03.37] spk_2:
with to

[00:43:05.40] spk_5:
be able to without dedicating a significant amount of time to get them there. But I think a person’s gonna be

[00:43:13.89] spk_2:
okay. Because because you

[00:43:15.81] spk_1:
do meet individual, you meet individually with every candidate, right?

[00:43:20.24] spk_5:
Yeah. Eventually.

[00:43:22.90] spk_2:
Right? Right. Okay. God, you have the

[00:43:29.84] spk_5:
key to the culture of being being able to bring in just the right people who work, you know, if it succeeds.

[00:44:03.47] spk_1:
Alright, Jamie, I’ve got to take our last break turn to communications their former journalists so that you get help building relationships with journalists so that your call gets answered when there’s news that you need to be on top of so that you stay relevant, including they are former journalist at the Chronicle of Philanthropy. So they understand the work that you are doing and the community you’re working in, they are at turn hyphen to dot ceo, and I want

[00:44:03.95] spk_2:
to say that the live love

[00:44:04.91] spk_1:
um We’re pre recorded today as I mentioned, so I don’t can’t shut you out by city and state, as I would like to, but, uh,

[00:44:11.75] spk_2:
you know,

[00:44:12.04] spk_1:
you are If you’re listening to the live stream Friday one

[00:44:16.85] spk_2:
o’clock Eastern time, then the love goes out

[00:45:12.11] spk_1:
to you Live. Love, live. Listen, love. Thank you. I’m grateful that you are listening to our live stream and the podcast Pleasantries toe are over 13,000 listeners. However, we fit into your life of your binging at the end of the month. Or if you’re more consistent pleasantries to the podcast audience, I’m grateful that you are with us as well. Thank you so much. We got butt loads more time for your organization’s health, and Jamie burst burst by the way you spelled b e a r s e So looks like Hearst, but with a B. So if you’re looking for him on Twitter, it’s at Jamie Bursts, which is hearse with a B. Um, we were Sometimes I take these brakes and messes me up way. We’re still talking about the hiring, whether you get a veto or no. Okay, so, um, they’re hiring. Process anything more you want to add about that the hiring before we before we move on,

[00:45:14.96] spk_5:
I think we covered it.

[00:45:15.90] spk_2:
Okay, in sufficient detail for people to get get a flavour

[00:45:23.02] spk_1:
of what it’s how this how this works, Um, you know, sort of mechanically and and in the details.

[00:45:27.42] spk_2:
What about evaluation?

[00:45:28.55] spk_1:
You already said You don’t have your end evaluations or maybe you do. But I guess they take on West less weight because there’s there’s there’s routine feedback. Is there a formal evaluation process? How does that work?

[00:46:30.06] spk_5:
Another reason. A formal evaluation process, because we just believe in in AA real time feedback, Asai said. Before it’s, uh, feedback largely comes in, uh, you know, the form of ah, the framework of, ah, being humble, hungry, smart of you asking, getting curious and asking questions of Okay, What? How you manage this project or what you communicated Thio. You know, this person or this donor? Um, I didn’t see that as being very humble. Tell me about that. And, um, you know, here’s here’s how, uh, like, shared in away from my own experiences of where maybe I wasn’t humble and, um, how how I would have handled it differently and, uh, try to give them some coaching and mentoring so they do it different next time around.

[00:46:32.64] spk_1:
Do you meet with every staff member individually?

[00:46:39.60] spk_5:
Uh, Thio give feedback like

[00:46:41.96] spk_2:
that? Yeah,

[00:47:07.76] spk_5:
sometimes. But I’m not always the one in there. Um uh, Scott, everybody on the our leadership team also, you know, living values and being able to coach and mentor others across the organization that, you know, they’re they’re responsible for the staff that were on their teams, but you were necessary. I’m I’m I’m always willing to step in and help catch them alone.

[00:47:14.76] spk_2:
Okay? Okay. Um, I want to go back to high freedom. Does that

[00:47:32.23] spk_1:
include in dealing with the men and the families that you’re working with? Like in terms of problem solving? If there’s a difficulty with the organization or something to do, our staff members empowered to take action or you know, or is it is it? I think I know the answer, but I want to ask it this way. Or is it more bureaucratic? You know the way Ah, typical organization would have to go through Ah, making an exception.

[00:48:35.95] spk_5:
Uh, no. Uh, it also know a centrist bureaucratic It, um it applies to their work out in the field and working with patients and families who have been impacted by this. Um, it goes thio being able to be, um, highly aligned, but sort of but highly aligned but being empowered to take independent action when were highly aligned and understand. Um, the values are highly aligned and understanding what’s most important right now for the organization or what our goals are and every different situation than you have the behind over freedom in order to be able to act autonomously on behalf of the organization. Thio, get the job done. Don’t believe in micro managing by any stretch of the imagination?

[00:48:40.10] spk_1:

[00:50:20.34] spk_5:
it does to our managing others within the organization. Um, I was try to coach them. Uh, sometimes they get you end up in a way that they have a certain vision for their team. Are they have a certain way that they wanna see something that we’re working on get executed. But I will tell them that you know, if you can get people 80% of the way there on executing on your vision, and that’s a massive win That’s huge. Went because they bought in to what your what your vision is, how you’re telling it to them, their understanding, how you’re how you’re communicating to them, and that’s terrific. But if you try to push beyond trying to get from 80% of them, executing on your vision to 100% that really starts to take on a life of micromanaging, exhausting work for you. And eventually that staff member of that team, team members is gonna get resentful and not trusted that they can go out. And, you know, we make their own decisions that we try to, like, pull it way back. Good, solid clarity of like what the goals are, how we be good goals on. You know what the mission is, how he behaves, what’s most important right now. What are our most important goals in any given time frame? If we have good clarity around that sort of step back and let people, um can’t manage themselves and strive to tea, leaves the mission and hit our goals without being micromanaged, that’s Ah, that’s another element of hi freedom.

[00:50:34.06] spk_1:
Interesting. Interesting to hear you see that marginal 20% as being counterproductive in the Marshall. 20% meeting expectations. You’re saying 80% instead of 100 becomes counter could become counterproductive.

[00:50:37.60] spk_5:
Yeah, you’re,

[00:50:38.19] spk_2:

[00:50:39.08] spk_5:
you know, a company that’s making widgets. You’re looking at spreadsheets and things like that of like, Okay, our best radio return is like when we’re selling this many witches. But if we sell like too many, then our return on investment starts to drop off their He’s got diminishing returns. It’s what they call it and

[00:50:54.91] spk_2:
that you’re

[00:50:55.46] spk_5:
in a company that’s making widgets. So yeah, I would say that that’s, um that’s sort of the cut off for us. Uh, you know, we’re talking about organizational health

[00:51:05.65] spk_2:

[00:51:13.42] spk_5:
You’re trying to really get them thio be 100% for for your vision than just gonna set you up for failure Way.

[00:51:19.16] spk_1:
Just have, like, four minutes or so left.

[00:51:21.21] spk_2:
Let’s let’s talk a little about your virtual employees. What do you

[00:51:25.18] spk_1:
do? Dio ensure that the’s er that HHS is instilled in nam and that they’re getting the feedback that everyone who’s ah on site is getting on and make them feel part of the team. What do you do for the virtual folks?

[00:52:33.10] spk_5:
Sure. Well, one is that we have, ah, weekly staff meeting that everybody gets on video so we all can see each other and communicate with each other while we’re doing some team building through that. A zay were talking earlier that one of the things that we do in staff meeting is it’s such a small thing, but it’s so empowering. So we take not even five minutes of staff meeting. We do something that’s called hashtag. You’re proud and through that, every every staff meeting that we have, there’s three people on staff. Go and then the next week, another three people will go, But each person calls out somebody else across the organization for living our values until a story about you know why they think that person is being humble home. We’re smart and it’s really empowering, and it draws people in no matter you know where they are. You know, whether their offices in yeah, Sacramento or where I am in Boston and

[00:52:34.88] spk_2:

[00:53:46.06] spk_5:
all points in between. A couple of other things that we do is there’s a tool that’s out there now. That sort of market is for internal communication is a slack, and it sort of Ah, people haven’t heard about it. It sort of a cross between Google chat Facebook A little bit for no internal communications divided up by channel. And you got to put you in certain little fun things in there. Like you get these, uh, a little energies and thumbs up smiley faces for different messages that you put in a different channels that better there. So we make it sort of, um, interactive in that way. Uh, that’s just happens to be, you know, where the world going with social media. So we kind of embrace that, and that helped draw people together. And the byproduct is also it takes all of this internal communication off emails focus externally, focus your email externally without it getting all clocked up with all of these internal messages that people get TC on. Yeah, at nauseam. So that’s just one of the tools in Red Show way. Help build that strong team cohesion. No matter where people are across the organization. And, uh, a few others. But I know that we’re pressed for time, but you know what? One other.

[00:53:51.08] spk_2:
Yeah, go ahead. One other thing that

[00:53:52.28] spk_5:
I would say is that

[00:53:53.17] spk_2:
my door is

[00:54:03.09] spk_5:
always open. I held, um, office hours every day for anybody that wants the common and chat things out of how they can be more feel more connected to others in the

[00:54:17.04] spk_1:
That’s a great That’s a great tactic. Office hours every day. Open office, right? Yeah. Yeah. All right. We could still have a couple

[00:54:25.94] spk_2:
minutes, right? Yes. Get Yeah, we have a couple minutes left. Um, let’s, uh you mentioned

[00:54:27.79] spk_1:
before over communication did we did really talk about that. And we just didn’t label what we were talking about in the at the time over communicating.

[00:54:36.36] spk_5:
Sure. We could talk about that. It’s It’s, um it’s critical. Um, I also got, um, not from

[00:54:44.12] spk_1:
so we didn’t We didn’t do that. Okay, let’s we got about two minutes. You go ahead.

[00:56:34.43] spk_5:
Sure. That also comes from the the advantage by Patrick Ngoni and actually didn’t, uh, people sometimes don’t hear your message until they hear it for the seventh time. And, um, I don’t think I really realized that until the seven time that I read that book. Yeah. What it means is that sometimes leaders are or the chief reminding officer and reminding people about, um of of the values of reminding people about the mission to reminding people what’s most important right now. So t over communicate that in different ways, whether that’s putting it a male or a black message or by phone or video, face to face or by video they’re having heard the same message in multiple platforms helps it to sink in in a way that people really understand it. Um, I also said before about you know, that commitment of asking, clarifying questions like, Okay, what I hear you saying is this is that what I’m hearing and that gives people a chance to clarify it and get what’s being said straightened out? And we also have a role, a swell, that John silence dissent, meaning, you know, for having for having a meeting and talking about all these things on. I’ll say like, Okay, we good to move on. And, um, not everybody speaks up and says Yes, yeah, I’m good, Yeah, no concerns for me. Um, then we treat it like descent because that way it allows people to commit thio a decision that’s being made and it sort of invites them like Okay, you know, if you’re not speaking up. Done. You know what, Um, what’s on your mind with you bothering you?

[00:56:41.13] spk_1:
What’s holding you back? Okay, Silences, descent. All right, All right. Jamie Burst. We gotta leave it there. I really enjoyed this. Thank you. Thank you very much.

[00:56:45.98] spk_5:
Thanks for having me. I really appreciate it.

[00:56:58.20] spk_1:
My pleasure. Jamie Bursts, CEO of zero. The end of prostate cancer. Zero is at zero cancer dot or GE and he’s at Jamie Bursts. There’s excellent. Thank you. Zero proud hashtags are proud. Uh, next week, build your grantmakers relationships, which is the panel that I hosted back when there was a foundation center. Of course, now they’re merged with guidestar. But when there was the foundation center, I hosted a panel there, and we’ll hear it next week. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com

[00:57:26.47] spk_2:
Bye, Cougar Mountain Software

[00:57:45.33] spk_1:
Denali Fund. Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant mountain for a free 60 day trial. And by turned to communications, PR and content for nonprofits. Your story is their mission. Turn hyphen to dot CEO. Ah, creative producer is Claire Meyerhoff. Sam Lee Woods is the line producer.

[00:58:28.78] spk_4:
There’s the music shows. Social Media is by Susan Chavez. Mark Silverman is our Web guy, and this music is by Scott Stein. You With Me next week for non profit radio big non profit ideas for the other 95% Go out and be great talking alternative radio 24 hours a day.

Nonprofit Radio for January 17, 2020: Personalized Philanthropy

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Steven Meyers: Personalized Philanthropy
It’s his 3 killer apps for fundraising that make Steven Meyers an innovator, and he raised a lot of money using them with donors. He was first on the show several years ago, but his groundbreaking ideas remain largely outside the mainstream, for no good reason. (Originally aired 6/17/16)




Top Trends. Sound Advice. Lively Conversation.

Board relations. Fundraising. Volunteer management. Prospect research. Legal compliance. Accounting. Finance. Investments. Donor relations. Public relations. Marketing. Technology. Social media.

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 472_tony_martignetti_nonprofit_radio_20200117.mp3

Processed on: 2020-01-17T23:46:14.920Z
S3 bucket containing transcription results: transcript.results
Link to bucket:
Path to JSON: 2020…01…472_tony_martignetti_nonprofit_radio_20200117.mp3.958257075.json
Path to text: transcripts/2020/01/472_tony_martignetti_nonprofit_radio_20200117.txt

[00:00:13.94] spk_1:
Hello and welcome

[00:01:22.90] spk_2:
to tony-martignetti non profit radio. Big non profit ideas for the other 95%. I’m your aptly named host. The Innovators. Siri’s continues this week, as last week was, our first continues this week. Now, every show is not gonna be an innovator. Show like next week will not be an innovator, but the innovators air peppered in on and the others are brilliant guests that have very smart ideas to share. Just not quite innovators. Okay, I’m glad you’re with me. You’d get slapped with a diagnosis of metastasize, a phobia if you missed our second show in the Innovators. Siri’s personalized philanthropy and live innovators are coming. I promise. It’s his three killer APS for fundraising that make Steve Myers an innovator, and he raised a lot of money using them with donors. He was first on the show several years ago, but his groundbreaking ideas remained largely outside the mainstream for no good reason that originally aired June 17th 2016 on tony Stake to planned giving for 2020 were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com by Cook, a Mountain software Denali fund. Is there complete accounting solution made for nonprofits. Tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for nonprofits. Your story is their mission. Turn hyphen to DOT CEO. Here is personalized Philanthropy

[00:01:49.24] spk_3:
I’m very pleased that Steve Myers is here in the studio for the hour. He is vice president of the Center for Personalized Philanthropy at the American Committee for the Weizmann Institute of Science and author of the book Personalized Philanthropy. Crash. The Fundraising Matrix. He’s a frequent and popular speaker, and he’s at Steven Myers. 863 S T e v E N N e Y E R s Welcome, Stephen Meyers. Welcome to the studio.

[00:02:17.49] spk_4:
I love tony.

[00:02:23.58] spk_3:
Glad to have you in person. I love it here. Glad you’re here. Um, let’s start with the basics with the title. What is this Matrix That you want people to crash?

[00:02:48.34] spk_4:
Yes, the book is called Crash The Fundraising Matrix. Because, um, it reflects what my experience was when I I I was in the process of writing the book when I realized all along that I’d been living in these two cultures that were completely unaware of each other and the Matrix. The movie The Matrix is the perfect metaphor for describing these two cultures. If you remember in the movie

[00:02:57.42] spk_3:
you have to describe, I didn’t see the movie

[00:03:07.71] spk_4:
in the movie. People were taken over by cybernetic implants, robots, machines that rebelled against humanity. And they existed only in, ah, like in a computer matrix. And everybody in the Matrix was really unaware of it. They just thought that everything was normal. They were living in their normal lives, and they didn’t realize that they were kind of being held prisoners, that they were enslaved in a sense. And that’s what the movie is about. When this one person that called Neo the one wakes up to the fact that he’s living in this synthetic artificial environment.

[00:03:35.22] spk_3:
You are You are our neo

[00:03:55.21] spk_4:
I am, and I’m standing in for all the fundraisers who are trying to wake up who feel the same sense of something’s just not right in my world is the fundraiser, and that was the experience that I had. Um, and I wanted to write the book to share that with people so they could wake up, help them to wake up and kind of escape the confines of the silos and the channels that they’ve been stuck in for so many years. Okay, sometimes without even realizing it.

[00:04:16.26] spk_3:
Okay. Uh, so you’re neo nickname Neo? Okay, Steve Neo Myers. Um, all right. Rob was deconstructing The titles are working away backwards. Now, what is the this model Personalized philanthropy

[00:05:26.24] spk_4:
Personalized philanthropy is is the antidote the opposite of what goes on in the Matrix? If you think about fundraising and philanthropy when it translates into the way that we work, it’s really like there’s two cultures. There’s an institutional focused culture which is focused almost entirely on trying to make campaign goals and reach objectives within the annual department or the major gift department. And the plan giving department. And even the small organizations tend to mimic these thes Silas and channels. My first experience was in really working and maybe a two man organization to people, and one of us was assigned this one channel and the other one of us was assigned to the other channel. And how ridiculous is that? It’s a counter intuitive. So the institutional focus is set off against this personalized focus, where instead of trying to service the campaign. You’re trying to serve the interests of donors. You meet the donor where they are instead of where the institution is. So you’re really talking about a whole new definition of what philanthropy is and what fundraising is. Four.

[00:05:55.34] spk_3:
We’ve been talking about donor centered fundraising for a dozen years or so Roughly, maybe, maybe more. Sure. I mean, I’ve been fundraising for 19 years. I don’t think we started out that long ago. But donor centric fundraising donor centered has been around for I’d say at least a dozen years or so. Why is how are you neo gonna gonna make this different and actually get us to where donor center is supposed to have been a CZ long as 12 or 15 years ago.

[00:07:20.44] spk_4:
We’ve been talking about donor centered this and donor center that for a really long time, but we really haven’t had much to do about it. Um, when some people talk about donor centered fundraising, they’re talking about recognizing the donor or maybe finding a vehicle that they’re talking about selling a vehicle that they need to sell in order to make to bring that donor in so really donor centered fundraising and that’s really a copyrighted. It’s a trademarked. Yeah, Um, and it it really could have to do with how you thank them. How you write to them, how you called, cultivate them. But it doesn’t really have anything to do with what fundraising and philanthropy is about which, under my definition, the deafness that I’ve been working with is trying to mesh the compelling needs of interests off a donor with the compelling needs of the organization. So that changes. If you start with that definition where the donor’s needs matter, that’s the focus is on them. I really refer to this is donor focus giving rather than donor centered giving because the shift means that you’re focused on trying to understand the compelling interests in the passions of the donor and how they would connect to your organization. All right, that’s much different than the institutional focus

[00:07:33.14] spk_3:
on our hope. Personalized philanthropy is gonna is not gonna take this long to be really be realized, as as donor the donor centered trademark name. Okay. Yeah. Thank you. You’re the You’re the evangelist for for personalized philanthropy.

[00:07:37.75] spk_4:
I believe I am,

[00:08:04.99] spk_3:
I presume. Okay. Very good. We got the right person, and I mean you you brought the book. All right, Um, there’s let’s make sure now we just have a minute or so before break, but we got plenty time to talk. We’re you know, you’re here for the full hour. Let’s make sure that small and midsize shops know that they have. This is applicable to them. And they probably have advantages in trying to pivot to to be personalized philanthropists, philanthropies sent centers or shops, right?

[00:08:36.44] spk_4:
Yes. When I wrote the book, I was thinking of the person like me who was working in a small shop who had a background in annual giving and found themselves working in a major giving field. So for me, they were always connected. And I think that this is about empowering and enabling a person in a small shop to make a difference with every donor that they work with, not just the ones that there focused on for annual or planned or major giving. You meet the donor where they are. That’s the That’s the magic of this.

[00:08:43.74] spk_3:
Okay, excellent. All right. I want that reassurance. I’m very glad to hear it. And ah, Steve and I are gonna keep talking about personalized philanthropy. Stay with us.

[00:09:18.75] spk_2:
It’s time for a break wegner-C.P.As in the new year, might you need a new C p A. A firm whose service is excellent, provides clear directions and timetables, is easy to work with and where you know, a partner That’s heat Coach Tomb has been a guest several times on the show. He’s gonna be coming back, and he will tell you whether Wagner can help you in 2020. So you start at wegner-C.P.As dot com and then pick up the phone and talk to eat. Now back to personalized philanthropy.

[00:09:29.78] spk_3:
Okay, Steve Myers, um, you talk about in the book you mentioned a few times Transformation over transaction Flush that out from. Yeah,

[00:10:17.64] spk_4:
there’s two ways to think about fundraising the usual ways to think about the donor period and have a colleague who was written a book about the Donor Life Science Cycle Pyramid and the Pyramid. You’re thinking about transactions. You’re thinking about where a donor falls as a major donor at the top, in the middle or at the bottom. Transformational fundraising. You really thinking about time you’re thinking about loyalty? You’re thinking about relationships and they can take place over time. And the problem with with the pyramid style, the transactional, is that each transaction is separate and unrelated to all the others. What personalized philanthropy does is it creates a new model where all the transactions are connected to one another so that each gift can count in a way that would never count ordinarily. And it could explain. I can give you an example

[00:10:20.15] spk_3:
of examples stories. Just imagine.

[00:11:01.84] spk_4:
Imagine a rope. What end of the rope is the first gift and another end of the rope is the last gift. This is the chain of value in in in plan giving in and fundraising. And if you know all the all the value comes out at the end when the donor dies, implant giving it well, really. And if you think about the lifetime value of a donor, the big gifts come at the end. Yes. Okay. Ah, and you’re looking for bumps and major gifts and special gifts gifts. You make frequently gifts you make once in a while during a campaign and gifts you make once when you die. So what you have is you have a long rope with a lot of knots in it. What you’re gonna do and personalized philanthropy is you’re gonna move this rope around and you’re going to connect all of the knots. And that’s good means that all of these gifts are going to be connected with what another and they’re going to be united around, Ah, common purpose that the donor has an objective goal that not one gift could achieve. But all together, they can start to make a big difference during the donor’s lifetime. That’s a radical rethinking of how philanthropy works.

[00:11:26.88] spk_3:
Can we tie the two ends of the rope together and make a circle so that it’s it’s unending and non never breaks a

[00:11:34.59] spk_4:
circle? Or you could make a

[00:11:36.25] spk_3:
don’t make a new You don’t make the news.

[00:11:43.13] spk_4:
You make it. You’ll make a circle. You’re making really a tapestry like a like a Persian rug, each each. A lifetime of giving has a different design, and each donor kind of weaves their own tapestry of giving as they go through their life.

[00:12:01.54] spk_3:
Okay, I won’t force you to take the metaphor any further. We’re going to start making cat beds, and that’s not okay. Okay, um, Now, you you run at the Weizmann Institute, the Center for Personalized Philanthropy. I’m I’m betting that it wasn’t called the Center for Personalized Philanthropy. When you first got there, you had to make some changes.

[00:12:26.42] spk_4:
I was the national director of plan giving that I was the national vice president for plan giving. And then ultimately, we decided to abandon the title of plan given, because

[00:12:28.02] spk_3:
sounds very solid. And may Trixie to me. Well, it was

[00:12:38.14] spk_4:
it was we came to realize that plan giving us Justus much asylum or channel has any of these other pains, and we weren’t working that way anymore. So we wanted to change that. Actually, what inspired the change from plan giving to personalized philanthropy was when my organization, the Weizmann Institute, decided to establish a center for personalized medicine. That’s a collaborative, multi disciplinary, interdisciplinary program where people are, um, um, collaborating in all kinds of new ways. And when I heard that phrase personalized medicine, You mean this medicine is designed for one person only. And it’s gonna work the first time

[00:13:11.97] spk_3:
in their DNA to select connected

[00:13:56.12] spk_4:
with that with their Deanna. Why, You know, that just was a wake up call for me that that’s what Philanthropy and fund raising Auto bay. All right, one of you kind of full spectrum. All the building blocks should be available to you. You bring them toe where the donor is, rather than trying to sell them something that you have you been instructed, really? Basically toe bring to them and ask them, Would you make a gift of X for this math, building, math and science building? And it doesn’t matter if the person cares about math or science. Maybe they were in the art department or they were a into literature or poetry. And why would they?

[00:14:15.44] spk_3:
Yeah, but we need based on our needs, space, the organization’s needs. But now you had to do some cultural and organizational change to create the the the Center for Personalized Philanthropy. What advice do you have for people who want to initiate this in their own organization? How do we start that conversation?

[00:14:31.62] spk_4:
I wouldn’t make a lot. I wouldn’t wait a lot for the organization to change its culture or its policies or procedures. Personalized plate. That is something that you could begin to think about when you kind of open up your your mind first realize that there is this matrix of Silas and channels that all of our fundraising basically is in. Right. And you want to try to find a way to connect your current giving in your future, giving around where your donors are at. And in order to do that you need like like an personalized medicine. They have technology. They have. They’re using technology in new ways. They have computational biology, so they could look at all this life science information in a systematic way. And this technology allows them to personalize medicine. So we have to have some tools that allow us to do this. And so I developed these things that I called killer APS. They are gift designs for bringing together current and future gifts that could be personalized and individually tailored to work with each donor.

[00:16:09.74] spk_3:
Yes, and we’re gonna get to the killer APs. But where were sporting neos throughout the throughout the world And there are in small, most of them listeners. There’s a small and midsize nonprofits, and they want to start a conversation about making a shift to personalize philanthropy from the Matrix that they are now burdened with right? I were want some tips. How did they start? But they’re going to sound like a lunatic the first time they go to their vice president or their CEO executive director, personalized philanthropy. And they have rope metaphors and not something you know how may be based on your own experience or, you know you’re coaching of others. How do we get this process started in our own currently matrix to shop?

[00:17:03.18] spk_4:
Well, as I said, the first thing you have to do is wake up to the fact that you’re working in a silo. Oh, and awareness awareness. And then you need to look outside of yourself outside of your silo. And, for instance, if you’re involved in playing giving, you know that one of the things that really makes that correlates with the plan gift is the donor who gives all the time. A donor who gives frequently tends to be the kind of person who wants to remember your organization in their estate plans. In fact, they may already have done that. So you would think, Wouldn’t it be amazing if we, without changing very much of this donor’s habit or pattern of giving. They could have a much greater impact today, instead of waiting until their death when they’re bequest comes in so kind of realizing that it’s possible Tiu have impact and recognition for a donor that begins right now.

[00:17:20.60] spk_3:
Okay, were so we’re gonna look to methods off current recognition and current value for both the organization and the and the donor, right, rather than long term. All right, All right, let’s start and and you have the killer APs before we get to the killer APS I think I’d like you just explain the spend rate because the Apsara largely dependent on an endowment spend rate, and there may very well be organization. I don’t even have an endowment yet, so let’s explain, spend rate.

[00:17:56.70] spk_4:
This personalized philanthropy works whether or not you have an endowment or not, Right. If you don’t have an endowment, you still need to have cash reserves, and you still need to be able to be financially sound. So that’s an objective that every organization has, even if they’re, ah, food bank or the kind of organization where they believe that they should not have an endowment. So

[00:18:05.04] spk_3:
there are a good number of them. There’s a

[00:19:09.34] spk_4:
lot of them out there, actually smaller ones, right? But the basic principle involved here is what I would call something like like this. It’s the grail of fundraising. The question that is not asked very often by donors to the organization is what’s the best gift that I could give you if I could give you anything that you wanted? Most organizations would ask for ID, like a gift of cash, and I like it right now. Thank you very much on and they would, and they would like to have it for general purposes. Um, but the question that they don’t know to ask is, Can we have a gift that will start working right away? Because we need to pay our bills. We have current deeds, and we also want to sustain ourselves for the future. So we need a gift that starts now and grows and scales up for the future. And most people in plain giving our only focus on the future. And most people in major and annual giving our only focus current president. So this grail of fundraising is the gift that really is the ultimate, the kind of gift that the organization needs the most but doesn’t even know how to ask for. OK, and that’s the kind of gift that we’re talking.

[00:19:17.70] spk_3:
All right, let’s define spend rate for people, and then we’ll get to your killer. APS spends Ben Drake

[00:19:21.72] spk_4:
please in an endowment on down when it’s usually thought to be the most important type of gift because a person makes a gift. And instead of being expended immediately, it goes into a bank account, an investment program, and each year a certain percentage of that fund is spent on the on the project or the program or the program, whatever that might be. And usually it’s like 5%.

[00:19:44.09] spk_3:
Yeah, I’ve seen between, like, three and 1/2 and five okay and used to

[00:19:50.64] spk_4:
used to be higher with the With Economy tanked a few years ago, I was spending rates began to to drop

[00:19:54.26] spk_3:
right because this is the amount that you’re spending from your endowment, and your endowment is supposed to be perpetual. So when investment returns or low spend rate spend, rates come down. This is typically decided by the board or maybe a committee of the board each year and Sometimes they look at the role of the average of the past three years returns. And that’s all financial stuff like

[00:20:15.68] spk_4:
if you What’s the idea?

[00:20:23.24] spk_3:
That, yeah, I’ve just wanna just feeling a little background, so to spend rate. So the spend rate changes from year to year. That’s the point. And typically you see same like three and 1/2 to 5. Or usually it’s

[00:20:46.84] spk_4:
around around 5%. And for the purpose of the conversation, it’s It’s pretty good. So that if someone makes $100,000 gift for an endowed scholarship and the scholarship is a proxy for whatever is something that’s really important to the donor into the school or the meshing, yes, then that $100,000 is going to produce, like, $5000

[00:20:50.38] spk_3:
each year we spend each year 5005% of endowment. Okay,

[00:20:54.90] spk_4:
so that’s how that’s how the spend rate works. And the goal of every fundraiser is to go out and get that endowment gift.

[00:21:00.65] spk_3:
All right, now we got the basics. Your first killer app is the virtual endowment. What is that? Well, that sounds very jargon e Virtually we have George in jail on tony-martignetti non profit radio. Okay, but I know you’re gonna get yourself out quickly.

[00:21:47.08] spk_4:
I’ll try. Well, you take that endowment that you just talked about the $100,000 that produces $5000 a year. You turned it upside down. This sounds like the veg. A Matic I didn’t. OK, he turned it upside down. It produces the donors, is giving you the $5000 a year every every year, say, for five years or 10 years. And that is going to be treated as if it were the product of an endowment that is yet to be created. So this donor has you in their will already say, for $100,000 they’re pretty comfortable giving you $5000 a year. They’ve been doing that without even being asked for him. It was maybe for general purpose.

[00:21:51.00] spk_3:
But they’re not comfortable giving you the $100,000 that’s right during their life, or at least at this point

[00:22:04.16] spk_4:
in their life. But their pattern of giving is such that an annual giver already and they care about the organization. So at the end of the rope, the end of the chain of living and giving is that $100,000? So why

[00:22:10.56] spk_3:
just come a little closer to the mic?

[00:22:14.46] spk_4:
Okay, thank you. So who is to say that getting that $5000 every year and then getting the $100,000 later where the program becomes self sustaining? Who’s to say that that’s not just a valuable as getting the $100,000 up front

[00:22:28.33] spk_3:
right? Okay,

[00:22:29.16] spk_4:
that’s a virtual endowment. And then with when the donor passes away, the virtual endowment essentially becomes a true and down

[00:22:53.82] spk_3:
okay. Or if they have a life event that changes their circumstances and they’re able to fund their endowment fully or maybe even half of some, you know, big Big bump while they’re living, that’s great. But in the meantime, they’re giving you what you would have spent from the endowment anyway. Brilliant. It’s very simple. Not too many organizations do this, though. I think

[00:22:56.53] spk_4:
it They don’t do that often because they’re focused on having a separate annual campaign, and they’re on to maintain that base of annual donors. And they have a whole maybe either they have a whole separate division of department and a department head who focuses on annual giving and another department that focuses on major giving it another one that focuses on plan giving. And they just they don’t connect up. And they have a lot of issues about who owns the donor and speak to the donor. So and what are you doing speaking to that donor there, Not a plan giving prospect,

[00:23:44.78] spk_3:
right? So if this this donor that you’re describing ah doesn’t meet the major gift level because here she can’t afford the $100,000 outright, then they’ll go to the Maybe they’ll drop to the or be shifted over to the annual giving team or something, but they won’t think of it as a virtual endowment. They’ll just think of it is we get $5000 a year from this person, but they’re not thinking longer term. And it’s usually when that annual fund silo

[00:24:03.46] spk_4:
in the Matrix that the preferred gift in the Matrix matrix general unrestricted gifts because we know how to spend your money better than you do right, and we need it to keep our operations go.

[00:24:12.49] spk_3:
So they’re not thinking about devoting it to a purpose that might later be endowed fully. That’s right. Later in the person’s life or at their data.

[00:24:18.83] spk_4:
And if if the purpose is central to the organization, if they had that endowment and they could do anything they wanted with it, they would most likely be funding those kind of programmes anyway.

[00:24:38.89] spk_3:
Yeah, okay. Okay. Killer APS. Okay, before we get to the killer APS ah, two and three just make clear why they’re called killer APS.

[00:25:08.44] spk_4:
They’re called killer APS because, like with any kind of technology, when new technology comes on, it just sort of wipes out everything that’s come before it thes when you employ the zaps and you work with them with donors, they achieve gifts that are so much greater. The donor you were talking about who was the $5000 donor now becomes a major donor because they’re giving $5000 a year and they have $100,000 on the books. So that could be, you know, a $200,000 down or even a much larger donor. It just changes the way you think about how you how you work. You really don’t want to go back to living in that silo Once you’ve been able to span plan major on annual giving through one of these per highly personalized gifts. They really work amazingly well.

[00:25:30.44] spk_3:
Excellent. Okay, we’re gonna take a little paws much more with Steve Myers coming up. We’re gonna talk about the philanthropic mortgage and step up GIF, ts and how your solicitations are gonna change.

[00:27:01.64] spk_2:
We need to take a break. Cougar Mountain software in the new year. Might you need accounting software? Cougar Mountain will help you organize your numbers. It’s designed from the bottom up for nonprofits. Meaning it’s built for you. For our community. Their customer service is excellent. So you know you’ve got backup if you need it. They have a free 60 day trial on the listener landing page at tony-dot-M.A.-slash-Pursuant. Now, time for Tony’s take 24 Must have to start your plan giving in 2020. I hope that if you’re not already kicked off with plan giving, you’re not already deep into it. That 2020 is gonna be the year you get started. I have four things that I believe you need in place before you can get started there. Simple. But you gotta have some things lined up. Thio have ah decent chance of success of this at your inaugural planned giving program. And the first of these is you have to be at least five years old so that donors are confident that your organization will live beyond them. So I like to see at least those five years of history and for the other four must have for the other three must have of the four. Check out the video. It’s at tony-martignetti dot com, and that is tony Steak, too. Now, back to personalized philanthropy. Our second entry in the Innovators, Siri’s

[00:27:11.82] spk_3:
Steve Myers never went anywhere. Took a couple sips of water. Thank you for your indulgence. Let’s talk about another killer app. The philanthropic mortgage. What you got going on there? The idea of

[00:27:47.84] spk_4:
the philanthropic mortgage seems so intuitive, but it’s something that we would never be able to think about in a highly silent and channeled environment that they call the fundraising matrix. Yeah, philanthropic mortgage. When you when you buy a house, you don’t have to pay for it in full before you move into it. You’re not. You create a mortgage. This mortgage you are paying you’re making like one payment and the payment goes partly for interests, and the other part of it goes to build equity in your in your home bills Equity principle? Yeah, yeah, building, building

[00:27:50.63] spk_3:
prints and build equity. But basically,

[00:28:50.05] spk_4:
the idea here is that you’re it’s just same ideas wth e the virtual endowment. A person can make a gift of that spending rate for the for the scholarship that they’d like to have. And so the scholarship can start up right away and then in the virtual endemic, they’re going to make slight, sort of like a balloon payment at the end of their life. They’re gonna pay it off through their request. But in the idea of a philanthropic mortgage, you can pay more than just the quote unquote interest. You could also pay a little more than the spending rate. The operating annual cost of that on that little bit extra goes to creating and building equity in your endowment fund. Beautiful. So over years over time, you could build the equity in your fund and your program can begin right away. So if you’re talking about a scholarship or a professorial chair, you get to meet that incumbent. You get to get the letters from them. You get to go and play an active part and have a relationship with the organization of the people that

[00:28:57.32] spk_3:
you’re supporting. So going back to our hypothetical before maybe that donor is giving $10,000 a year or 7500 year. 5000 is the spend rate. And then the surplus goes to start building up that endowment, which will be fully funded at some balloon payment with some balloon payment in future. That’s exactly what all right, all

[00:29:37.91] spk_4:
right. There’s an even more interesting example that relates to this up to a donor who’s maybe a little bit older and they’re going to have to. And they have an IRA Ira now that that the permanent ah charitable rollover is in effect, right? We know that it’s gonna happen all the time. We want to wait to the end of the year, and guests wait to the last minute so we could make these gifts whenever we want to. So that means if you’re working with the donor who is going to be 70 and 1/2 in the next couple of years, they’re going to start taking money out on a regular basis

[00:29:42.18] spk_3:
right that required minimum distribution

[00:30:34.95] spk_4:
wired to do that. And let’s say that they don’t need it to live. Then that could become, ah, part of the, you know, both part of the virtual endowment, and it can also be part of the little extra that they might have. So working with a donor who for the first couple of years is just paying the spending right to create a post doctor old chair in computer science because he loves that. But towards the end of the schedule, he’s going to reach the age of 17 and 1/2. He’s going to get a huge for him, at least required minimum distribution. That’s going to be his balloon payment, right? So he’s gonna pay the regular amount. And then the last year, he’s gonna receive a much larger amount from his IRA. And he’s gonna add that complete his the endowment that he writes for the post doctoral fellowship in his parent’s names.

[00:31:09.30] spk_3:
I’d like to think of the IRA now, especially because of the rollover is well, it’s actually a qualified charitable distribution, but everybody knows there’s a roll over because that’s now permanent. We might start to see, You know, Ira’s sort of become I have many foundation You can do your charitable giving through your i. R a. Have a count toward this required minimum distribution, which for a lot of people, is more than they want or need. And then you’re not You’re not text on it. You avoid the federal income tax on that, that distribution or that gift to, ah, the charity.

[00:31:22.88] spk_4:
So that only doesn’t have a value as a transaction. Because each time, as you pointed out, you don’t have to pay tax on the money that you’re giving away. You’ll never taxed on it. Essentially, you can use it strategically to grow your on pay the spending rate and the operating costs for your program. So we’re gonna begin right away,

[00:31:35.82] spk_3:
transformational and transactions. What? It’s okay. We agree. It’s not a hostile environment. You think you’re walking into a hostile environment? Yeah. Okay. Um, your final killer app is, uh, step up gift sort of a hybrid. Talk about talk about to step up.

[00:33:27.82] spk_4:
It’s a hybrid that person might be able to Ah, um this is one of those gifts that people wouldn’t think about because they would think that I could never have a professorial chair, at least not during my lifetime, because the professorial chair cost of 1,000,000 or $2 million that’s gonna be more than likely that will be in my estate. But I can’t really find a way to access that money now, however I can. I do have that $5000 that I’ve been giving every year for general purposes, and I could continue to do that for a number of years so I could start off by funding that scholarship we talked about earlier, that $100,000 scholarship that cost $5000 a year. So during my lifetime with Simon older donor, I could have that masters or other scholarship that could begin right now and then upon my death, um, the funds from my estate bequest for my estate could step up that endowment to the 1,000,000 or $2 million level. So basically my gift would step up from a master scholarship or a doctoral scholarship or a postdoctoral scholar ship all the way up to a professorial chair through my estate. Okay. And my plan would be put together so that the totality of my plane would be understood by both myself and by the charity that I’m working with from the very beginnings, right? This is a comprehensive that truly is a transformational give. It transforms from an annual gift to a major scholarship gift and to really a very substantial estate gift in there, all tied together around the same purpose, even though there are separate gifts that function for different purposes along the way. And then ultimately they all go for the same purpose.

[00:33:42.99] spk_3:
How do the killer APS and the smashing of the Matrix and the creation of a personalized philanthropy? How do these all come together to change our solicitations?

[00:35:39.14] spk_4:
That’s really a good question. I think it changes the way. First of all, it it changes the way that you think If you go back to the back to the movie The Matrix, when people see The Matrix, they sort of acquire these magical powers that could kind of see around corners and they can fly. They can defy the laws of physics because they understand the world in a in a way that was different in the way they understood it before. So if you are uh, if your practice becomes one of personalized philanthropy, you’re kind of working as an enlightened generalised. You have all the gifts, all the building blocks of philanthropy that you can bring to bear on each person wherever they are, and that’s going to change the nature of your work. You’re going to be basically sitting on the same side of the table as the donor, really an ally, ah, force to help them achieve what they want to and realize what’s what’s possible that they never would have thought was possible before by connecting all these small, modest gifts that they could make during their lifetime with the larger gifts that they could make through their estate, essentially changing the whole value change so the value can come out when they want it to come out and achieve that impact and begin to change society now. So that means that instead of just kind of being a hit and run kind of fundraiser like the annual fund people come in, I’d like to get the same thing I got last year, maybe a little bit more, and then move on to something else. Instead, you’re connected with the stoner through time. You’re not just looking at them at a point on the donor pyramid, you’re looking at their whole lifetime value as a donor and that that changes everything. The changes, the process for developing a personalized gift is much different. Thin. The solicitation of a typical asked for a regular

[00:35:59.12] spk_3:
Don’t you’re so stations. There’s gonna be more questioning and what’s important to you and what what brings you joy around the work that we do and right and more of a process than a discreet sit down. And the loser is the one who talks first after the ask is made. And then in four days there’s a follow up phone call. What are your thoughts about what we pitched very different.

[00:36:12.97] spk_4:
It’s it’s really completely, utterly.

[00:36:13.97] spk_3:
So what are some of the things that you ask about in your solicitation meetings? Well, it’s not

[00:36:25.93] spk_4:
that I ask any pursuit different questions than other fundraisers would. Just when I’m when I’m my thinking is different. I’m listening. I’m listening in a different way. And, uh

[00:36:30.34] spk_3:
So what are you doing? Let us into that neo brain. Okay, Well, what are you doing? What I’m trying

[00:37:25.54] spk_4:
to do is, I’m trying to discover what what matters to them and what I have that other fundraisers don’t have is that I have these killer APs that can connect to where the donor is so that if a donor has a habit of giving annually, I couldn’t begin to think about how might they have a greater impact by connecting all those gifts that they’re doing? If they gave for the last 10 years, $5000 a year? Chances are pretty good that they won’t be offended if we talk about. If you continue your pattern of giving, you could have a whole different kind of impact than you. Then you were having beef here, so it’s It’s a different, different tools and technology that I could use. I don’t have to sell them the math building when there are really more interested in the arts and music program. I could start with where with where they with where they’re at. Okay, so that that makes all the difference,

[00:37:32.33] spk_3:
right? Thanks for letting us into that head. We wanna when I want to be there, explicitly, even though we’re there for the hour. But it’s

[00:37:53.00] spk_4:
a good head to Bay because you you’re not just talking about donor centric donor focused giving. When you get this information, you can use it so that if a donor is ah, if they may already have included you in their estate plans, thanks a lot of donors they will that will do that without even being asked. That’s that’s where they begin. So you know that there’s going to be endowment. Possible atT. The end. Now you could begin to talk with them about connecting the current giving so that the impact of that future gift can start. Now.

[00:38:09.42] spk_3:
We have just about two minutes before break, and in those couple minutes I want you to flush out something. You talk in the book about the four Children from the Passover Seder? Yeah, just a couple minutes. How do they figure into this? The four Children who are they and what’s in there

[00:38:24.21] spk_4:
in the past, over in the past, over service. If this is part of the service that gets recited every year, so people know these names that might be familiar with him, so you could

[00:38:32.26] spk_3:
well, they think that we’re going to Passover seders. I’ve only been to one in my life, and I don’t remember the four Children.

[00:39:36.73] spk_4:
So the four Children, the Seder, are the wise, the wicked, the simple and the one who doesn’t know how to ask. So just imagine that these people have grown up and become donors and each one of them in the past, over service. The idea is to try to reach each individual, each type of Children of child where they are, um, and begin with what they are, who they are at, relate to them as individuals. Ah, and then you build out, you build out from that. So the four Children who begin to think about them as donors, you begin to focus on ah, where they’re at. If they’re wise, they might give it. That might be the kind of person who gives every year without being asked if they’re wicked. They might, uh, wicked is not. Ah, it’s not a bad term. In this case, it’s a kind of a positive thing because the person would be discerning very smart. They might have an interest in taking care of their loved ones as well. The donor, who is simple, just might begin with a bequest because as the seeds were planted before them. They will continue to plant the seeds for the future. And the donor who doesn’t have to know how to ask, is the one who has a charitable inclination but doesn’t know how to scratch that itch. So they’re the most fun to work with the ball.

[00:39:55.88] spk_3:
Beautiful. That’s great story. I kind of wish we’d ended with that, but we’re not anything but we’ll have a good ending anyway. Let’s go out for a break when we come back. Stephen, I’m gonna keep talking, talking a little about counting all these new gifts that you’re gonna be getting. Stay with us

[00:40:39.51] spk_2:
time for our last break in the new year. Might you want to build relationships with journalists who matter to you so that when news breaks and you want to be part of the public conversation, you’ve got the best shot turn to is former journalists, including for the Chronicle of Philanthropy. They know how to build relationships with journalists and other media, and that’s how you get great coverage when it matters. Because you’ve got existing relationships. There are turn hyphen to dot CEO. We’ve got butt loads more time for personalized philanthropy.

[00:40:59.41] spk_3:
Okay, Steve Myers, we’re gonna have lots of new gifts coming in, and you’re pretty. You’re pretty generous about counting. You don’t seem very generous. Don’t say that in the book, but it’s between between the lines you want. You want to give as much credit as possible? Not Not surprising. Really? Um, yes. Yes, you do. Um, let’s talk about, say, I’m gonna hash. We break this down So we look at the killer APS and how they would be counted or what? You’re what? You’re counting philosophy. Generally. Let’s start there.

[00:41:11.01] spk_4:
Okay. Uh, the prime directive for me in counting is don’t just count one number.

[00:41:18.61] spk_3:
Yes. You said that explicitly. The book? Yeah.

[00:41:32.18] spk_4:
Everything in our lives. It’s the sort of damage, please. Hanging over the head of every fund raiser, its financial resource development. And, um, how much did you raise? You have to How much did you raise? What did you raise? And if

[00:41:35.53] spk_2:
you don’t have

[00:42:56.62] spk_4:
an answer for that, someone else will. It’ll be a new accounting formula financial formula that tells what the present value is of all the gifts that came in. And of course, the president value doesn’t include bequests or request expect expectancies. It doesn’t include the kind of cultivation in the activities that you d’oh. It reduces everything that comes out of the system that doesn’t not have a present value. Yeah, and as fundraisers know, there’s a lot of things that we do that that would be considered his fundraising achievements that normally don’t count. So we wanna have a way of describing what it is that we do that goes along with how we feel about what fundraising achievement actually is. So when I say don’t count just one number, what we’re really saying is there is one number that you have to be aware of it. Everybody has to know that. But there’s a complement of that one number, and it’s a multi dimensional set of numbers that can help us to measure our own effectiveness and convey to the people that we are working with and for what all this fundraising has been about. And really, there are three kinds of gifts that we we like to count outright gifts that count 100% gifts that there would be like Category one gifts,

[00:42:58.32] spk_3:
cash and cash equivalents. Call those the category one cash

[00:43:04.90] spk_4:
cash equivalents that would include pledges that air like payable over a couple of years.

[00:43:06.84] spk_3:
Legally binding. I get legally binding pledge.

[00:43:51.20] spk_4:
It’s legally binding. Pledge is okay, and legally binding pledges could include pledges that are payable over 12 or three years but also pledges for older donors that are going to be considered as bookable or irrevocable from their estates. That’s another type of ah, gift that would count in this cash or cash equivalents. The second category is the irrevocable gifts that we we raised the charitable remainder trust and gift annuities and part of the value of them would count in that one number, and the rest of the wood would not count until they were later received. And the third category is revocable gifts or or bequests that are expected but that have not yet been received.

[00:43:54.38] spk_3:
And they’re not legally binding.

[00:43:55.79] spk_4:
And they’re not. And they’re not legally because

[00:43:57.51] spk_3:
there are ways of making a bequest legally binding. If the person signed a contract to buying their estate, um, testamentary contract. Okay, so

[00:44:14.13] spk_4:
this, uh, this journey towards personalized philanthropy really began for me with this question of what am I doing here? What?

[00:44:14.85] spk_3:
I just asked that question about 1/2 an hour. Just asked. That’s a

[00:44:40.24] spk_4:
really good question. You should always be asking, What am I doing here? And if you’re on task, you’re doing something that relates to one of those kinds of gifts. You’re cultivating a donor for a future gift your culture. Get cultivating them for a gift that can provide income to them now and a gift to you later. And you’re also cultivating the firm, a gift that they could make now and that you can have now that could be both cash or it can be assets other other than cash. And that’s how you would evaluate what you’re doing in kind of a multi disciplinary way.

[00:44:49.22] spk_1:
How do you

[00:44:57.49] spk_3:
like toe? Give credit to fundraisers for activities that aren’t quantifiable, you know, advancements in a relationship. But the person didn’t increase their giving this year or pledged to in the future. You know all those activities that meaningful but non quantifiable,

[00:45:09.68] spk_4:
right? Yeah. You want to

[00:45:10.65] spk_3:
How do we help fundraisers be recognised? Well,

[00:45:42.77] spk_4:
you know, we develop metrics out of these out of these out of activities, and you try to figure out the ones that are going to be important for you, and you embrace the ones that are important for you now sometimes, um, people go way overboard on this. There was one fundraiser that I know who travels around a lot to meet with donors. And his supervisor wanted to him to quantify, um, how much, um, money per per mile he was raising. He said, Oh, no, no,

[00:45:46.45] spk_3:
I won’t do that on.

[00:45:48.10] spk_4:
He was senior enough that he was able to avoid that in another system. They wanted to know. What is this fundraiser doing? Every 15 minutes? It’s almost

[00:45:56.80] spk_3:
Oh, my God, It’s like law firms.

[00:45:57.84] spk_4:
Like a lot

[00:46:11.12] spk_3:
of booking for way. I used to book a six minute increments. All right, we just have about a minute, lad. We don’t want to do right. We do that. That’s not to do we have about a minute left? Leave us with some things that we should be measuring to give credit to fundraisers. Some examples of what you measure you like to measure

[00:46:39.89] spk_4:
well, when you, when you do these blended gifts with blended gifts come from a combination of current and future gifts. So you want to measure the gifts, all of their dimensionality, so that you could compare them to the single present value along with all the value that they’re going to bring to the organization beginning right now. So if you’re going back to the person that we were speaking of before, go

[00:46:40.25] spk_3:
ahead, you have to wrap it up.

[00:46:41.22] spk_4:
Okay, Well, uh, their gift is gonna have an immediate impact, and it’s gonna grow and scale up over time. And that’s what you want to try to achieve that, That that’s the grail of fundraising.

[00:47:12.14] spk_3:
And that’s if you want to track yet. Okay, we have to leave it there. Steve Myers, vice president, the Center for Personalized Philanthropy at the American Committee for the Weizmann Institute of Science. You’ll find him on Twitter at Steven Myers. 863 The book. Get the book. It’s personalized. Philanthropy crashed the fundraising metrics. It’s at Amazon, and it’s also a charity channel, which is the publisher

[00:47:59.44] spk_2:
next week. Our innovators, Siri’s continues with leading systems change. What did I say earlier in the show that next week would not be innovators? Siri’s? That was a mistake that definitely is the innovative Siri’s third entry, and it’ll be alive. Finally, live innovators. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com It’s still occurs to me. I need an intern to blame for these mistakes. It’s it’s unbelievable. By Cougar Mountain Software Denali Fund Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial? So if you know anybody who wants to be a blamed in turn in the future, resume to tony at 20 martignetti dot com and also by turn to communications, PR and content for nonprofits, your story is their mission. Turn hyphen to DOT CEO. Our creative producer is

[00:49:04.47] spk_1:
Claire Meyerhoff. Sam Lieber, which is the line producer thief shows Social Media is by Susan Chavez. Mark Silverman is our Web guy, and this music is by Scott Stein of Brooklyn, New York Thank you for that affirmation, Scotty, with me next week for non profit radio big non profit ideas for the other 95% go out and be great. Great voice just cracked talking alternative radio 24 hours a day, Huh?

Nonprofit Radio for January 10, 2020: Decolonizing Wealth

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Edgar Villanueva: Decolonizing Wealth
Edgar Villanueva’s book, “Decolonizing Wealth,” takes an innovative look at the purpose of wealth. His thesis is that the solutions to the damage and trauma caused by American capitalism—including philanthropy—can be gleaned from the values and wisdom of our nation’s original people. He’s a Native American working in philanthropy. (Originally aired 11/30/18)




Top Trends. Sound Advice. Lively Conversation.

Board relations. Fundraising. Volunteer management. Prospect research. Legal compliance. Accounting. Finance. Investments. Donor relations. Public relations. Marketing. Technology. Social media.

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 471_tony_martignetti_nonprofit_radio_20200110.mp3

Processed on: 2020-01-10T19:46:57.709Z
S3 bucket containing transcription results: transcript.results
Link to bucket:
Path to JSON: 2020…01…471_tony_martignetti_nonprofit_radio_20200110.mp3.425481055.json
Path to text: transcripts/2020/01/471_tony_martignetti_nonprofit_radio_20200110.txt

[00:00:13.54] spk_1:
Hello and welcome to tony-martignetti non profit radio. Big non profit ideas for the other 95%. I’m your aptly named host. Happy New Year. I

[00:01:14.54] spk_2:
hope you enjoyed enormous amounts of time and good fun with family and friends. Lots of time off during the holidays. I hope you enjoyed the hell out of them. Oh, I’m glad you’re with me. You’d get slapped with a diagnosis of metastasize. A phobia if you missed our first show in the innovators Siris de colonizing wealth You can’t always kick off a series with a live guest. Edgard Villanueva’s book De Colonizing Wealth takes an innovative look at the purpose of wealth. His thesis is that the solutions to the damage and trauma caused by American capitalism, including philanthropy, can be gleaned from the values and wisdom of our nation’s original people. He’s a Native American working in philanthropy that originally aired November 30th 2018 on Tony’s Take two planned giving for 2020 were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com. But Cougar Mountain Software Denali Fund is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for nonprofits. Your story is their mission. Turn hyphen to DOT CEO. Here is our first guest in The Innovators, Siri’s Edgar Villanueva.

[00:01:46.97] spk_1:
That’s my great

[00:01:47.77] spk_3:
pleasure to welcome to the studio. Edgar Villanueva. He’s a nationally recognized expert on social justice philanthropy. He chairs the board of Native Americans in philanthropy and is a board member of the Andress Family Fund, working to improve outcomes for vulnerable

[00:02:04.64] spk_1:
youth. He’s an instructor

[00:02:15.34] spk_3:
with the grantmaking School at Grand Valley State University and served as vice president of programs and advocacy at the Shot Foundation for Public Education. He’s

[00:02:15.51] spk_1:
held leadership roles at Kate Be. Reynolds Charitable Trust in North Carolina and Marguerite Casey Foundation in Seattle.

[00:02:26.38] spk_3:
Edgar is an enrolled member of the Lumbee tribe of North Carolina. You’ll find him at de colonizing wealth dot com and

[00:02:33.05] spk_1:
at Villanueva Edgar and welcome to Studio.

[00:02:34.17] spk_4:
Thank you, tony. Pleasure to be here.

[00:02:35.68] spk_1:
Congratulations on the book. Thank you. Which just came out last month. Was October October 16th. Yes, all right.

[00:02:42.22] spk_3:
And you just had a very nice interview with The New York Times. Yes. Congratulations. On that day, that’s prep, prep, prep you for non profit radio,

[00:02:49.46] spk_4:
right? Right. I’m ready.

[00:02:50.80] spk_1:
All your all your media appearances

[00:02:52.77] spk_3:
to date have brought you to this moment, right? So that it’s all culminated here.

[00:02:57.61] spk_5:

[00:02:58.74] spk_1:
I promised listeners. Footnote one

[00:03:31.05] spk_3:
Footnote 12 Aah! Hyper Garg, Alice, the Asia. Of course, anybody listens to show knows that I open with something funny like that. A disease, every single show. But in Edgar’s book, he mentions hyper gargle issue Asia. So this is the first time over 400 shows that thea that the guest unknowingly has ah, provided the opening disease state. So thank you very much. You didn’t know what we do. That every single show. Um, you don’t know that

[00:03:32.16] spk_4:
I didn’t.

[00:03:32.55] spk_3:
Not listening to non profit radio. It’s It’s

[00:03:45.58] spk_1:
your life. All right. Um, okay. De colonizing wealth. Uh, you’re you’re You’re a bit of a troublemaker. A little bit. Yeah. You’re raising some eyebrows. No

[00:03:45.68] spk_4:
one told me yesterday that I was the Colin Kaepernick of philanthropy, which I was like, I haven’t thought about it that way,

[00:03:52.61] spk_1:
but that’s not

[00:04:00.05] spk_3:
all so bad. Getting closer to the mic so people can hear you. Yeah, just get not almost intimate. with it. Um, I

[00:04:00.14] spk_1:
used to call myself the Charlie

[00:04:06.38] spk_3:
Rose of charities until he blew that gig for me. You know, he ruined that. I can’t use that any longer. Um,

[00:04:08.83] spk_1:
because you talk about, ah,

[00:04:16.90] spk_3:
colonizer virus and exploitation and division. Um, like, those are bad things.

[00:04:18.64] spk_4:
Yes, they are. Bad thing.

[00:04:20.19] spk_3:
Okay. What? Ah, what is that? What’s the colonizer virus? Why do we need to de colonize

[00:04:26.84] spk_1:
so many of

[00:04:41.75] spk_4:
us who work in philanthropy or even the nonprofit sector? Um, you know, I have this firewall that were completely disconnected from Wall Street or from capitalism, or are some of those processes and systems in our country that may have a negative connotation for that, the good doers. But in philanthropy, we are not very far, you know, disconnected from corporate America. Most of this wealth was made by corporations and businesses, sometimes not in the best ways, not in

[00:05:01.97] spk_3:
the back of a lot of indigenous and colored people.

[00:05:05.18] spk_4:
Yeah. When you look at the history of the accumulation of wealth in this country, it’s steeped in trauma, right? And so legacy wealth that has been inherited for generations. Now, folks may not even know the origin of their family’s wealth. But you know, when we look back and that we see in general how wealth was accumulated? Um, you know, especially I’m from the South, North Carolina. We’ll talk about that. Um, there absolutely was a legacy of slavery and stolen lands that that help contribute to the massive wealth.

[00:05:34.94] spk_3:
And you feel there are a lot of lessons we can learn from the values of native Americans.

[00:05:40.29] spk_1:

[00:05:47.79] spk_4:
So, you know, we as a people talk about healing a lot. We have a lot of trauma that exists in our communities, you know, because colonization as we often think about it as something that happened five years ago in North Carolina, especially where I’m from, we were the first point of contact. But colonization and the the acts of separation and exploitation are still continuing present day. And so in my community, native communities across the country, even as recent as my grandparent’s generation, kids were forcibly removed from their homes and put into boarding schools. And so we’re still what We’re experiencing a lot of trauma as a result of these practices, but we are arias, resilient people and those who are closest to a lot of the problems that we’re trying to soft today. As a society have a lot of answers and wisdom that we can bring to the table.

[00:06:34.10] spk_3:
You say that the natives are the original philanthropists? Yes. Um, now you’re a member of the Lumbee tribe. North Carolina. That’s right. Robertson County, North Carolina. Which, which is not too far from where I own. I own a home in Pinehurst, which is a little north and west, I think of of Robertson County lumber. So the Lumbee tribe, I assume the lumber river is named for the love bees and lumber turn the town. That’s right. Name for Lum bees,

[00:07:06.91] spk_4:
Right. So lumpy is were actually named after the lumber river after river came first. Yeah, the river came first, and so

[00:07:12.25] spk_1:
certainly the river came from. The name of the river came, right, Right. River’s been

[00:07:22.29] spk_4:
there much longer. Okay? Yes. So we’re, you know, hodgepodge of historical tribes that were in coastal North Carolina that I came together to form the Lumbee tribe and named ourselves after that river.

[00:07:42.04] spk_3:
Um, and we’re gonna come back to ah, Native Americans as the as the original philanthropist, but that struck me a lot. I think. You You say you say that the end of the at the end of books, right where I caught it. Um, we have, like, a minute 1/2 or so before a break. So just we’re introducing this. We got playing time together. Wealth, you say, divides us, controls us, exploits us. What’s that about?

[00:07:53.94] spk_4:
So the accumulation of wealth so money in itself is neutral. Wealth in itself, I say is is neutral. But it’s the way that wealth has been accumulated in this country that has caused harm when we value when we, you know, fear and were motivated by greed on the acts that could result as as a result of that to exploit the land and to exploit people or what? That’s what has calls the Harmon itself. So, um, the case that I’m going to make in this book that I’m making in this book is that wealth and money can actually be used for the good. If it historically has been used as a negative thing that has calls trauma, we can flip that to use it for something that can actually help repair the harm that has been done.

[00:08:36.03] spk_3:
You’ve got 7/16 steps to that. The second half of your book. All right, We’ll take our first break.

[00:09:08.03] spk_2:
It’s time for a break. Wegner-C.P.As in the new year, might you need a new c p A. A firm whose service is excellent, who provides clear direction and timetables and is easy to work with. And you know where you know a partner There, There where? You know, a partner you touch to talk to him. He’ll tell you honestly whether they can help you in the new year. Wegner-C.P.As dot com Now back to de colonizing wealth.

[00:09:17.69] spk_3:
Now back to Naghani Onishi! That is your Indian name. Did I by any chance, say that correctly?

[00:09:20.61] spk_4:
I think that’s correct. I’m a little shampoo with my Ojibwe these days.

[00:09:33.91] spk_1:
You don’t know your boy That sounds that is your Indian name. Yes. Uh, leading bird. Tell the story of how

[00:09:34.78] spk_3:
you got that name. We’ll come back to you. Don’t. I will come back to the exploitation and control. Don’t think this is a good story. How you got that name?

[00:11:01.71] spk_4:
So my tribe, the Lumbee Tribal North Carolina doesn’t have a tradition of naming you are whatever your mom calls you. That’s your name, right? That’s right. So But when I when I was working in North Carolina and native communities, I went to a conference where there was a medicine man and someone the medicine man was meeting with folks who wanted time with with him to talk or have a session. And growing up in North Carolina, my identity as a native has always been quite complicated. We didn’t have these types of practices in my home in Raleigh, North Carolina. And so But I was very curious to meet with this medicine man and Thio see what could happen from that encounter. And someone told me, If you’re if you’re really lucky when you meet with the medicine man, they might give you a spiritual name or a native name. Um And so I met with this guy in the Marriott Hotel in Denver, Colorado, where this this Native Health Conference. So it was all, ah, tell the story in the book is quite, um, hilarious and in many ways let the Indian of our session where I was feeling excited about, you know, the conversation we had, but also a little confused and skeptical in some ways because I, you know, had such colonized ways of thinking. He did offer me a native named Johnny Benesch A which means leading bird. So I was very honored. And my first thought was, What kind of bird, right? Am I a little Tweety bird or in my mighty eagle Republicans? Right. Birds are vest. So, um, he explained to me that I was the type of bird that flies in a V formation. Um, And as I when I left, I studied of these birds and they’re

[00:11:22.06] spk_3:
the leading bird I’m deleting. There is leading Berg.

[00:12:02.84] spk_4:
I’m the bird that flies in the front of the V formation, which is the kind of leader that is often visible but really understands its co dependence and interdependence on the other birds. And so if you watch birds flying in a V formation, it’s really like amazing natural, you know, national phenomenon. How, ah, how they communicate and fly together. The other thing that’s remarkable about the leading birds type of leadership is that it often will fly to the back of the pack and push another bird ford. So it’s not always the one that’s out front. And when I when I learned these characteristics, I just felt really I was really, really happy and content about this name because I do see that’s the type of leadership that I model in my everyday life. And I think it’s a type of leadership that’s really important for the nonprofit sector.

[00:12:19.17] spk_3:
You explain how the birds communicate, which I’ve always wondered. They’re just close enough that they can feel vibrations off each other and our micro movements. I think you say off each other. But they’re not so close that they’re gonna bump into each other and, you know, be injured. That’s how they say, I guess they’re feeling the breeze off each other and sensing these micro movements of each other. So they’re that close, but not so close that they could be injured, right?

[00:12:41.69] spk_4:
It’s there. It’s very fascinating. It’s like a scientific, uh, you know, GPS built into their bodies. And the other thing I recently heard about these birds is that you don’t ever find one that dies alone. And so you know, I want to learn research that a little bit more, but I think when they’re when someone is down are you know there’s an injury or whatever may happen? They there’s there’s a certain way that they take care of each other. And so, um, you know, it just kind of speaks to our common humanity and our Inter related, you know, being inter related

[00:13:19.31] spk_3:
exactly our interdependence. Now this is this is an indigenous belief that we are all related. And that’s what it makes me think of the birds also absolutely working so closely together that they feel micro movements. But how explain this this belief that we are each of one of us related to to eat all the other?

[00:13:35.43] spk_4:
Yes. Oh, there there is, ah, native belief, all my relations. That means you’re all of our suffering is mutual. All of our thriving is mutual. And, ah, you know, we are We are interdependent. And so it’s a very different mindset, or world view from sort of the American individualistic type of mindset. Um, we also have connected to that viewpoint is on this idea of seven generations. So not only are we all related, you know, in this room right now and that we’re relatives on and we are related to the land and to the animals around us. But all of the things all of the decisions and that we’re making today are gonna impact future generations. So there’s an idea that I am someone’s ancestor. And so what a responsibility to move through the world in a way that is thinking that far forward about our our young people. And so these are concepts that were taught to me by my family. But also in recent years, this book gave me the opportunity to revisit and spend time with indigenous elders to remember these teachings and that, and to think about how to apply them in my work.

[00:14:47.45] spk_3:
And you encourage us to each that each one of us takes responsibility. For as you said, we’re thriving and suffering together. Um, what I’m referring to is the each of us takes responsibility for the colonizer virus. Say more about that.

[00:15:03.48] spk_4:
Yes. So, you know, I think

[00:15:04.78] spk_3:
Are we all responsible?

[00:15:18.54] spk_4:
We’re all responsible because we’re all affected. I think some folks we, you know, we learn about colonization and schools is something that seems pretty normal, right? We we think of colonization and the colonizers as heroes,

[00:15:22.47] spk_3:
like the natural path of progress. Absolutely Way. It’s learned,

[00:15:59.68] spk_4:
right? We have holidays, you know, for for Christopher Columbus, for example. And so but the realities are that colonization, um, was something that was terrible that resulted in genocide and all types of exploitation. And that type of history that we have in this country is something that we as as the people have not come to terms with we. Actually, we don’t tell the truth. We don’t face the truth. And so I think we’re still dealing with the consequences. S o the dynamics of colonization which are to divide, to control, to exploit, to separate those dynamics. You know, I refer to them as the colonizing virus because they they’re still in our bodies. As as a nation, they show up in our policies are systems reflect the colonizer virus and in our institutions, in the nonprofit sector and especially in philanthropy, where we are sitting on lots of money, privilege and power,

[00:16:27.93] spk_3:
least naturally, to your point about us, them organizations

[00:17:12.06] spk_4:
Absolutely. So you know, I think the philanthropy, for example, can perpetuate you know, the dynamics of colonization. Because when you look at where this where this money came from and how we as a sector don’t face the realities of that truth. Ah, would you look at, um asked the question of why this money was held back from public coffers that, you know, had it gone into the tax system, it would be supporting this safety net and vulnerable communities on when you look at who gets to allocate, manage and spend. Did you see a very white, dominant kind of mindset happening? Because, for example, if we get into the numbers just a little bit, foundations said on $800 billion of assets, that’s a lot of money that has been, you know, shelter from taxation. That’s money that would have gone into public education, healthcare, elder care, things that we need for the infrastructure of our communities. But that money has been put there with little to no accountability of private foundations are only required by the RS Thio payout 5% of their assets. And so then, you know you’re looking at just a small percentage of money that was intended to be for the public. Good on Lee, a small percentage is actually leaving the doors being invested in community

[00:18:18.61] spk_3:
Let’s assume it’s I know there are a lot of foundations that use that 5% minimum as their maximum, so that 05% of that would be $40 billion. So the counter is bad, but there’s $40 billion coming each year. Could be more. But let’s take the minimum just to be conservative. And, you know, we’re trying to preserve this, uh, this foundation capital for perpetuity. So if you know, if we if we spent in the next two years, the 800 billion, then we wouldn’t have anything left for future, just future years and other generations were tryingto no, we want to be around for in perpetuity. The foundations would say

[00:18:29.13] spk_4:
right, right? And,

[00:18:30.24] spk_1:
you know, I

[00:19:43.06] spk_4:
think that I think there is a case to be made for saving some funds for a rainy day in the future. But the truth is that 5% when Congress had acted that 5% rule, um, it actually began at 6% I believe in 1974 and then in 1976 was lowered to 5%. The reason that Congress had to actually put this legislation forward is because foundations were not paying out any money. And so when you think about the intent of foundations, are they being started to actually benefit the public? Are are wealthy, the wealthy 1% or whoever corporations starting these foundations just for the sake of having a tax break. And so that that, uh, I rs minimum payout of 5% That rule was put in place to force foundations that actually begin making grants. And so you know, So it is sort of, ah, the other thing to explore if you are with a 95% that is not leaving the doors. Um, if the intention is really to do good and communities, we have to look at how that 95% is then being invested too generate more money for future grantmaking. And the truth there is that the majority of those funds are tied up and harmful and instructed extractive industries that are counterintuitive to the mission of foundation.

[00:20:14.59] spk_3:
Yes, you make the point often, uh, that often right, those investments are in our in industries that are hurting the very populations that the foundation is explicitly trying to help through. It’s through its mission, and in fact, funding. Um, the, uh there’s something else that there’s your estimate, Thea. The way the money is. All right. Well, we’ll come back to it if I think of it. Um, there’s

[00:20:14.96] spk_1:
there’s a lot

[00:20:31.41] spk_3:
that organizations congee gained by hiring people of color. Indigenous people. What? Ah, and very few. Your rare exception. Um, working in found eight doing foundation work. What’s the make explicit? Those, uh, those advantages.

[00:20:57.22] spk_4:
Sure. So you’re right. I’m absolutely, um, exception. I think when I started in philanthropy, I was one of 10 Native Americans that I could find. We kind of found each other. What year was that? This was in 2005. That’s along. And we are now. Ah, there’s about 25 of us now. The last time I counted. So

[00:20:57.65] spk_1:

[00:20:57.85] spk_4:
there’s there’s, you know, an amazing opportunity for foundations. And I think more more foundations are understanding to bring folks in 22 foundations that have lived experience

[00:21:10.23] spk_1:
and not only

[00:21:10.59] spk_3:
foundations but non profits. NGOs doing the groundwork, absolutely foundations of the funders on Dove course. Some foundations are now actually doing their own groundwork. We’re seeing that emerging, but But for the nonprofits doing the day to day work A CZ well represent the communities that you’re

[00:21:25.93] spk_4:
absolutely. It kind of makes sense right and felt, You know, it’s funny because some foundations actually require that of non profits. They ask about the diversity of their staff on their board, but they themselves have no type of, you know, values around diversity of their staffs. But you’re you know, the point is that for sure that any non profit our foundation, too tohave folks that work there, who have authentic accountability to community and understand and have been impacted by the issues that you’re trying to solve is going to bring an awareness. And, um, you know about the problem in a different way is gonna create some proximity that I think is gonna just inform strategies that that makes sense. And I can’t tell you the number of times I’ve been in strategic planning processes on board meetings where decisions were being made and always carry my mother, my family with me, you know, in spirit, into the room. And I hear these decisions are these conversations, and I’m thinking like, Oh, my God, like you know, this, you know, this this would not in any way help my mother mar my family that’s still living in poverty. Decisionmakers disconnected. There’s such a disconnect. Yeah,

[00:22:58.01] spk_3:
yeah. Um, and ah, I I thought of what I was gonna ask you about. Just comment on the foundation wise, we do see some foundation saying that they’re gonna spend down their assets. Um, I wouldn’t say it’s, ah, needle moving. But you do hear that from time to time that there’s a foundation is committed now to spending its its assets down. Um, was Paul Allen was it? Ah, not pull out the Microsoft. Uh, I think the Microsoft founder co founder who recently died, I think his foundation was Paul Allen. Okay, um, I was thinking of Steve Allen to come. You’ll come. That’s why I thought No, it wasn’t him, but was Paul Allen. I think his foundation’s one, But

[00:23:17.21] spk_1:
there are some. So we do

[00:23:20.24] spk_3:
hear some glimmers. Ah, but you say in the book a few times, people, we need to move the needle.

[00:23:24.27] spk_4:
Yeah, I think I mean, I think deciding to spend down is ah is very progressive way of thinking about it. There’s so much need now if we actually release the funds or

[00:23:34.56] spk_1:
even if

[00:24:22.80] spk_4:
you don’t want to spend down, you can make a decision to pay out more. Um, there there’s a lot of amazing work happening. Um, right now that is so under resource that if we could support and get behind investing money in these various movements and the’s in communities of color which are so marginalized by philanthropy, you know, uh, the 5% that is being invested only 7 to 8% of those dollars are being invested in communities of color. Yeah, that would make a big difference. And so I think, you know, I think it’s a conversation that the boards the foundation should think about. What is the value of you know why? Why do we want to stay in perpetuity? Like, what is that about a family legacy? Is that really about making a difference in the world? Because in some ways, it feels I can see that has been a very selfish type of, you know, um, way of thinking.

[00:24:36.81] spk_3:
If this was CNN right now, I would play a video of you, but I don’t I don’t have that. But in your in your times have to work on that. A talking alternative we need. We need video capture and screens and everything in your video in your interview with David Bernstein, New York Times. Uh, you said by not investing mawr in communities of color, philanthropy, venture capital impact investing in finance are missing out on rich opportunities to learn about solutions.

[00:24:54.05] spk_1:

[00:25:49.89] spk_4:
You know, I think that I think of, you know, people of color indigenous folks as being the canaries in the coal mine sometimes when when policies fail or systems fail. Um, we hurt the hardest. And, uh, but there’s just something so magical about him. And since a private I have about my community because we’re so resilient, like, regardless of, um, you know, all of the trauma of the colonization the, um, you know, genocide, stolen land, we still remain intact as a people. And so there’s there’s gotta be something magical about that resilience that I would if I weren’t native. I will be interested to know, Like what? When you think about sustainability, you know, we have a corner on sustainability. Indigenous peoples around the world are on the front lines of saving this planet on, you know, you know, really fighting for environmental protections there. There’s so much wisdom. And you know often what foundations roll out new theories of change. There are changes, are see strategies. Or there’s a new model or theory theory of change that comes up. And I’m like, Wow, we’ve been doing that are in our communities for years. If someone would have asked us, you know, maybe we can get there faster.

[00:26:08.00] spk_3:
Is there still a Lumbee community in Robson Robson County?

[00:26:11.69] spk_4:
Yes, there are. There are about 60,000 enroll members and a Lumbee tribe. The bulk of our community is still in Robertson County.

[00:26:23.86] spk_3:
Okay, Now have in North Carolina driver’s license. Well, that will get me in. Can I be in a number?

[00:26:25.25] spk_4:
You know, we were very inclusive. We we’ll take will adopt you as honorary brother, but you have to have a little bit more documentation. T officially enrolled.

[00:26:34.75] spk_1:
That’s a stretch

[00:26:35.59] spk_3:
for an Italian American with North Carolina license plate on driver’s license. All right, um,

[00:26:42.91] spk_1:
you Ah, you talk about,

[00:27:23.48] spk_3:
um you know, I guess. I mean, we’re skirting around these things. Make it explicit the power imbalance. You know that minorities are seeking it and mostly middle aged white guys are are doling it out. Ah, you know, piecemeal. Um, the the imbalance. You know, the grant, even the even the word, you know, the granting right. It’s like some, uh, some holy orders has has bestowed upon you something that’s ah, gift. When, uh, your your belief is that your thesis in the book is that it’s It’s it’s a It’s a right equally held by all.

[00:27:27.54] spk_4:
Yet, you know, I think power and money a lot of a lot of this does come down to power and ownership were talking in the nonprofit sector right now, a lot about equity, right and equity is very different from diversity and inclusion. To me, equity really is all about shifting power, and we often think about that from lens of equality. So we’re gonna have to sing power, which is a good thing. But to really achieve equity, it’s gonna actually require that some folks who have had power for a long amount of time give up more power, take a back seat.

[00:28:02.24] spk_3:
So that’s not gonna happen,

[00:28:03.24] spk_1:
you know, that’s that’s highly unlikely.

[00:28:06.11] spk_3:
Like infant is really small. Unlikely.

[00:28:15.58] spk_4:
You know, it’s a hard thing for people thio to think about it, especially if you have. If you’ve been privileged for so long, equity might actually feel like oppression for you, right? Because it’s like, you know, well, I’m I have less than I’ve had So, um, but, you know, we II want to think about this abundance mind frame. There’s enough. There’s enough resource is enough power to go around. We just have to work together to make sure that we are privileging. There’s who have not been privileged by that.

[00:28:41.80] spk_3:
So I love that you. You approach it from a position of abundance and not and not scarcity. We’re taking a break.

[00:28:42.67] spk_2:
We need to take a break. Cougar Mountain Software

[00:28:45.74] spk_1:
in the new

[00:30:19.28] spk_2:
year Might you need accounting software? Cougar Mountain will help you organize your numbers. It’s designed from the bottom up for nonprofits. It’s built for you. Their customer service is excellent, so they’ll take care of you and they have a free 60 day trial. You get that on the listener landing page at tony-dot-M.A.-slash-Pursuant Martin. Now, time for Tony’s Take two four must have to start your planned giving in 2020 um, the video at tony-martignetti dot com has four things that you need to have in place for you to kick off. Planned giving in 2020. I’ll be more than happy to give you one right here and then for the video for the other three. You got to go to the video. Um, you have to be at least five years old. People have to be confident that your organization is going to live longer than them because they’re gonna be including you in their estate plan. Most likely there will. And they need to know that you’re gonna survive them so that there could be a gift for your organization when they die. So in order to have that confidence or for your donors to feel that confidence about your longevity, I like to see at least five years of history in the organization and for the other three, Um, check the video, and that is at tony-martignetti. Dotcom four must have to start your plan giving in 2020. That is Tony’s Take two. Now back to de colonizing wealth. Our first entry in the innovators. Siri’s.

[00:30:25.90] spk_3:
Now I wanna go back to Edgar Villanueva. Edgar Villanueva.

[00:30:30.47] spk_1:
See, I thought

[00:30:31.29] spk_3:
he would pronounce his name. Edgar and I was wrong. And But that’s that’s why I said Edgar.

[00:30:38.00] spk_1:
But it’s Edgar Edgar Edgar Villanueva and de colonizing

[00:30:40.03] spk_3:
wealth. Welcome back, you two go for

[00:30:42.08] spk_4:
Thanks for having me. Okay?

[00:30:43.29] spk_1:
Just will be here. Yes. Yeah. You haven’t done anything that

[00:30:46.79] spk_3:
would lead me to shut your mic off. Um, it hasn’t happened. I’ve threatened, but it hasn’t happened.

[00:30:51.74] spk_1:
So let’s let’s start getting ah positive, Okay.

[00:31:03.37] spk_3:
You know, the second, roughly the second half of your book is seven steps to healing. Um, and, uh, I thought you came up, like five short. I mean that we have only 12 status if

[00:31:08.21] spk_1:
you want to. If you want to share power, you’re gonna have to

[00:31:16.07] spk_3:
have you got to step it up with 12 steps or or even 15. You have more than the colonizer, but but

[00:31:16.83] spk_1:
the seven steps are in themselves. They’re pretty radical.

[00:31:30.80] spk_4:
Yeah. You know, it’s funny because I did have some resistance to having seven steps, right? Because it makes it seem like there’s Ah, there’s ah, quick and easy fix. If I just do these seven things, then we’re done with this, and we could move on

[00:31:35.14] spk_3:
is a prime number. Got that event right? That’s that’s I don’t know why.

[00:31:40.12] spk_4:
So, you know, But I did need to simplify the process in some ways just to help us get our minds around, you know? Ah, process that we can begin. But there is no ah, linear way are quick way to to solve all of these problems or two to undo what has been done. But there are ways to to to move forward and the steps to healing for me where are

[00:32:04.50] spk_3:
lets them out for us. Just list all seven and then we’ll talk about

[00:32:07.26] spk_4:
I’m sure. So they’re grieve. Apologize. Listen, relate, represent, invest and repair.

[00:32:15.64] spk_5:
Okay. Um,

[00:32:16.61] spk_1:
so you’ve been thinking

[00:32:17.17] spk_3:
about this for a while in this? Uh, I just did. I admire the I admire the thinking that goes into this.

[00:32:51.25] spk_4:
Yes. So some of it comes from my own personal experience when it kind of coming to terms and with the sector that I’m working in and the disconnection that I felt as a native person in the space and spending time in my community to, uh, just re ground myself in my values and, um and kind of acknowledging the wisdom that was in my body and in my community that I could bring to the space the other parts of it come from. I did lots of interviews with folks who work in nonprofits and in philanthropy, who were, I think of very four thinking people in the space activists who are leading movements around the country in to get to a place of you know what? What? What have you gone through personally to kind of reconcile some of this? Um And then, you know, a lot of this is also based on an indigenous, restorative justice model. So we hear a lot about restorative justice in the nonprofit sector. Now, this is, ah, method that’s used in schools. And I’m in the criminal justice system to help people deal with with things that have gone wrong to kind of get back on the right track. And so this is ah, model that has come from indigenous communities where we sit in circle with the offender with someone who has harmed us or done us wrong to get to a place of truth and reconciliation.

[00:33:56.08] spk_3:
I saw ah grieving Ah, you say everybody I mean, because of our inter relatedness, where we all need to grieve, including people of color indigenous, those who have been oppressed.

[00:34:48.73] spk_4:
Absolutely. We all need to grieve. We need to get to a place where we’re just very clear and honest about the history of this country. What has happened, what the idea of, you know, white supremacy, which is not a real thing, right? But why the idea of subscribing to that the harm in the loss that has calls for people of color but also white people? And, you know, I think that’s well. It’s pretty clear the trauma and the harm that has been calls in communes of color. It’s not so clear we don’t talk about it very much. The loss that Ah, that colonization and the idea of white supremacy has actually calls in white communities. But it’s, ah, it is. There is a loss there. I talk about it in the book, um, of the idea that white people came from from communities where they had cultures and tribal ways of of interacting in many cases, languages and things that were given up in order to assimilate to this idea of being American. And I think now we’re seeing folks feeling a sense of loss about that. That’s why if you see these commercials for these DNA tests are so popular right now because everyone wants to kind of remember where they’re from and it feel connected to that in some way.

[00:35:21.33] spk_3:
Um and, um, the ah, the thing you talk about two is, uh, the orphans orphans. You say that? Ah, those of us who are descendants of of the of the settlers you call us orphans? How’s that?

[00:36:55.80] spk_4:
I call them orphans. This is a term Moberg from some research that has been done on whiteness. And it is it’s kind of speaking to this idea of loss again, sort of giving up the culture that maybe from from from the home country, from where folks settlers came from, given up. There’s those ways of being an interactive in community to subscribe thio this individualistic way of being in America. And so with that, there’s been a lost of sort of that that mother country for lots of white folks and a loss of identity because although, you know I’m not anti American, let me be very clear about that This is the greatest country in the world. I’m very proud, TB, a citizen of this country. But there is something about leaving behind and not remembering where you originated from in order to adopt sort of this new culture here, um, you know, and and and not, um, that that makes you feel sort of like an orphan. If you’re not, you have no connection to where your green appearance or from, or the language. They spoke with the culture they have. Um, and I feel that that’s a loss for many white communities, that is actually a feeling that is shared with communities of color on. And if we recognize that loss in that trauma that we have in common, it opens doors for a different type of conversation about race. You

[00:36:56.09] spk_1:
said a few

[00:36:56.41] spk_3:
minutes ago that white supremacy is not a riel. Not really. All right,

[00:37:00.09] spk_6:

[00:37:05.06] spk_3:
why why do you say that? Well, I mean, there’s a white supremacist movement, but how are you thinking about it that you say it’s not really

[00:37:07.87] spk_4:
Well Well, the idea that that ah, you know, a certain group of people white people are superior because of the pigment of their skin is not a real thing, right? So this wasn’t on ideology that was created. Um, in order, Thio be able to have the types of oppressive movements and systems and policies that have been put in place for many years. And so it is a mindset that has been, you know, an idea that is not really, but we have built systems and societal norms around that, you know, growing up, I was taught that, you know, are sort of the default for me was whiteness was was better. And so if I were to behave or address or act, I’m in a certain way that appeared to be more white than that was gonna be, ah, better thing for me. And so we know that the idea white supremacy is you know, the idea of it is not really, but they’re very real implications and for how we have adopted that belief.

[00:38:08.65] spk_3:
All right, Um and you’re you also encourage non profits and teams toe have ah, grieving space we’re talking about. We’re talking about grieve. We have about a minute before break, but and then we’ll move on with the seven steps. But what’s a grieving space in an office.

[00:38:23.18] spk_4:
Yes. So you know, these these steps are personal, but it can be applied in organizational setting. And so I think, especially those of us working in the non profit, where we’re supporting communities, we need tohave space. Space is in our in our our work live to be able to talk about bad things that have happened and to grieve that into Philly motion to be human about it. And so, you know, I share some research in the book and some antidotes of folks who have have done that and the researchers that there it’s actually leads to a much more productive workplace toe have moments where we stopped the work to actually grieve and acknowledge the events are happening. You know, in our communities,

[00:39:06.61] spk_3:
the book is de colonizing wealth. Just just just get the book because we can only scratched the surface of it here in an hour. But de colonizing wealth dot com That’s where you go. So I gotta take this break.

[00:39:34.75] spk_1:
Tell us, Start with the video at tony-dot-M.A.-slash-Pursuant porting. You talk to them, have them

[00:39:36.36] spk_3:
watch the video and if they switch, you are going to get that long stream of passive revenue from the fees they pay.

[00:39:44.49] spk_1:
Tony, that m a

[00:39:53.06] spk_3:
slash now back to Edgar Edgar Villanueva. See, I practiced saying Edgard because I just assumed on. I thought, now I’m sure he uses Edgar, just

[00:39:57.42] spk_4:
like editor Allan Poe.

[00:39:58.44] spk_1:
Yeah, I know, I know. I understand. That’s the, uh, uh, your name

[00:40:11.56] spk_3:
your Taliban ass anyway, And I I, uh I assumed we know what makes you know what happens when you make assume, make an ass of you and me, uh, so Okay,

[00:40:15.26] spk_5:
uh, Edgar, um, I

[00:40:15.37] spk_1:
like the idea

[00:40:30.21] spk_3:
of the grieving space. You know, acknowledge, you know, everything doesn’t go well all the time. It’s impossible. No organization succeeds. 100% nothing. So give yourselves time and space to talk about it, acknowledge it, learn from it and and move on rather than it being some cloud over the organization that everybody’s afraid to talk about or something. You know, it’s how oppressive is that?

[00:40:38.83] spk_4:
Very oppressive. And in philanthropy is, especially because we were sort of carrying around the secrets of like, how this wealth was a master secrets that were then these families that you know, many people feel bad about. And so we just need to kind of, you know, beat, be truthful and honest about the history and spend time grieving over that so that we can move forward. As she said.

[00:41:24.56] spk_3:
And that was the next step in terms of, uh, your next step apologizing. Recognizing, which includes recognizing the source of the foundation money you worked for the Reynolds Kate be Is it Kate Pickett, Be Reynolds Foundation, Reynolds Tobacco, North Carolina. You know that money was raised on the backs of slaves. Um, I’m not gonna ask you if the KGB Reynolds Foundation acknowledges that, but that’s an example of what we talked about in the in the steppe, apologizing.

[00:41:31.91] spk_4:
Absolutely. There was. There was no acknowledgment of that. And, uh, chapter one of the book is called My Arrival on the Plantation because our foundation offices were literally on the former as stay or plantation of R. J. Reynolds and so really, literally and metaphorically, I was I was working there, but no, there was. There’s no acknowledgment of that. And I think you see that, you know, in North Carolina recently, the chancellor of you of the University of North Carolina acknowledged that the history of slaves and in building that university and that some of the buildings there are named after a former slave owners. What most people of color want is just to be seen and heard and for folks to make that recognition.

[00:42:28.10] spk_3:
Yeah, acknowledge and maybe moved to apology for perhaps that didn’t Johns Hopkins University do something similar? That that they had their founders were, uh, Johns Hopkins. Their founders were slave owners,

[00:42:30.73] spk_4:
I think. Georgetown University,

[00:42:34.47] spk_3:
Georgetown. Sorry. Thank you. Okay, Georgetown, they were

[00:42:35.48] spk_1:
pretty, right? There were priests,

[00:42:37.76] spk_3:
priest founders that were slave owners.

[00:42:41.71] spk_4:
That’s right. Actually, no. Ah, friend of mine who lives in New Orleans is ah, black woman who is a descendant, um, and was called to Georgetown to share about her family’s history. And it was a beautiful moment, they said, and community together, talking about the history, talk, acknowledging the contributions of her ancestors. And there’s a big write up in the paper. And, you know, this has been a very ah healing, I think Ford, the university, and but also front for my friend Karen, who is now having that You know that recognition that the contributions of her ancestors.

[00:43:25.68] spk_3:
You talk a good bit about the reconciliation process in South Africa. Um, Canada, You

[00:43:26.14] spk_1:
got to get the book way. Can’t. Can’t tell all

[00:43:28.56] spk_3:
these stories. I mean, I know what listeners I know. I know you love stories as much as I do, but

[00:43:32.32] spk_1:
there’s not enough time to just get the damn book.

[00:43:34.26] spk_3:
Just goto de colonizing both dot com For Pete’s sake. You

[00:43:41.40] spk_1:
go right now. If you’re listening Live, Where are you? But Pepsi? Schenectady, Uh, Nottingham, Maryland. Just go to

[00:43:47.80] spk_3:
de colonizing wealth dot com. Um, okay. Listening. You talk about mm. Empathic and generative listening.

[00:45:07.26] spk_4:
Right. So, you know, often when we when we moved to a process like this, we feel bad. We’ve apologized. Um, the default, sort of like dominant culture way of being is like, Okay, I’m done with that. I’m going to move forward. And so But before you move for an act, you just need to Paul’s toe, actually. Listen, tony, listen and learn. So thio for nonprofits, You know, I ran a non profit. I’ve worked in flame 34 14 years. When I asked non profits, What is the number one thing that you wish funders would do differently. The response is always I just wish they would listen because there’s something about having resource is money, privilege and power. When we enter the room, there’s a power dynamic where we automatically feel that we can control the air space and we have an agenda. And on the non profit, they’re gonna be responsive to what we want. And you know that often is the case. But the best way to really build a relationship with folks where there is ah difference in power and privileges is to actually stop and listen. Put aside your own assumptions and try as best you can to put yourself in their shoes to understand their experience. And their history is just gonna make you a better person. I feel like listening is a human right. We all want to be. We all deserve to be heard. And so that is just something that we have to keep reminding folks who have privilege is thio two to stop at times toe also, Listeninto let others be hard.

[00:45:57.50] spk_3:
Yeah, put aside the white savior complex. Absolutely. Yeah, listening. We talked about we talked about that a lot on the show in terms of donors. Andi, I know you’re next. You’re next step is relating versus being transactional. And that’s that’s That’s the beginning of a relationship, is you said, you know, listening. Genuine hearing, um, to whether it’s donors or potential potential grantees. Um, there there’s a lot to be learned. Goes back to the value of bringing, representing the communities that you’re that you’re serving. Um, Okay. So relation You want us to Ah, you want to relate?

[00:46:01.93] spk_1:
Let me ask

[00:46:05.23] spk_3:
you. Ah, you read, um, how to win friends and influence. People say dozens of times. Doesn’t I have trouble reading a dozen pages in a book? You’ve read one book dozens of times. Uh, what do you take away time after reading? Ah, Dale Carnegie’s book. Dozens of times.

[00:46:19.68] spk_4:
Well, you know, I still have an original copy from that. I, um I stole from the library of Ah. My mom was a domestic worker and she was carrying for ah, frail, elder elderly man handle this vast library. So ended up with this little book that you

[00:46:34.86] spk_3:
stole from an infirm.

[00:46:36.32] spk_4:
I believe. You know, I feel terrible about book Haunts me to this day. So this is a public.

[00:46:42.17] spk_1:
Didn’t even think to leave, like, 20 bucks or something on the table and have

[00:47:09.42] spk_4:
it if I had it at that. All right, Um, so hopefully this is my my way of giving back. This is my reparations for for that that wrong. But, you know, and the wouldn’t take away from me in that book. Ah, is ah is really kind of connected to relating and listening. Um, is when you’re when you’re talking to folks. People just really want to be heard. So mostly you should listen. Um, and if you actually just listen more than talk people going to think that you’re a great friend like, Well, Edgar, that was such a nice time with you. But even if I did

[00:47:22.68] spk_1:
it right, and so yeah,

[00:47:23.33] spk_4:
it’s really about listening and letting others feel that they’re important because they are, um, you know, we I think people just feel so invisible these days that just by giving people that moment of feeling hurt and connecting with something that they’re interested in, it’s just gonna really take you much further and building a relationship

[00:47:45.83] spk_3:
and stop the transactional, the transactional thinking You

[00:47:46.00] spk_1:
have you have an

[00:47:50.78] spk_3:
example of? Ah, um a ah, like building design. Like office design kitchens. You’d love to see a kitchen in the center of offices.

[00:48:08.34] spk_4:
Yeah, you know, so sort of like these ideas of, like, the colonizing virus infects every aspect of our community. So, yes, even the way buildings were designed, especially buildings that are financial institutions. Think about what banks look like when you walk in and with with all the marble and, you know, ground hard edges. Absolutely. Foundation offices where you have to go through five levels of security to get in as if we’re as if the millions of dollars were in the office, right? And so we just threw even how we design our offices. And, um, you know, the way they appear can be super intimidating for folks who are coming in who need access to resources.

[00:48:40.37] spk_3:
Take a break. When we come back, we’re gonna talk about organizational designed to instead of just office designed

[00:49:34.86] spk_2:
time for our last break in the new year. Might you want to build relationships with journalists who matter to you so that when news breaks and you want to be part of the public conversation you’ve got your best shot turn to is former journalists, including for the Chronicle of Philanthropy. They know how to build relationships with journalists, especially in the non profit space and other media, of course. Bloggers. Um uh, what were the other examples of media besides generals? Um, of course, any of the, uh, webinars that you could your expertise could be portrayed in webinars seminars, conferences. They can build those relationships. That’s how you get great coverage when it matters. They’re at turn hyphen to dot ceo. We’ve got butt loads, more time for de colonizing wealth.

[00:49:38.62] spk_3:
Now, we’ve got several more minutes for de colonizing wealth again. Just go to de colonizing both dotcom get the thing, get the book. Um, in terms of designing organizations ah, more egalitarian. You’d like to see

[00:49:52.48] spk_4:
absolutely so one of the steps the book is represent. And would

[00:49:56.54] spk_1:
you look

[00:49:56.95] spk_4:
at the, uh, the demographics of the nonprofit sector and especially in foundations that part this sector? We still have a long ways to go with diversity, particularly when you look at the board of directors and the CEO positions. Folks who really hold power organizations. So

[00:50:14.18] spk_1:
what are

[00:50:25.38] spk_4:
the one of the ideas that I put forth in the book is that foundations should have a requirement that at least 51% or at least 50% of their boards to reflect the communities they serve. This would drastically change what you know, shake up what the seats on the bus look like. But this isn’t this far from what is required of many nonprofits. Funders actually are requiring this of their non profit that their funding, Um, and many cover organizations that receive government funding federal funding have these types of requirements that the folks who sit on the boards must be folks who are benefiting from the service’s of theirs. Non profits

[00:50:53.40] spk_3:
again be representative. Absolutely. Yeah, that’s a That’s a stretch. 51%.

[00:50:58.48] spk_4:
It’s a stretch. It’s a stretch. But, you know, um, the conversation has has been zero about it. So I figured, you know, if we put something a bold vision out there to help us imagine what’s possible, maybe we’ll get a little bit further down the road.

[00:51:12.01] spk_1:
And there are some

[00:51:12.47] spk_3:
examples use like the Novo Foundation in the book. They have, ah, women’s building that they’re that they’re repurposing some old warehouse or something. Turning tow this building and and the decisions being made by women who are gonna be using the building.

[00:51:56.45] spk_4:
Absolutely. There’s some great examples of foundations and funds that are really putting these values into practice in their work. Novo is a foundation. I really appreciate Jennifer and Peter Buffett, the founders of Doesn’t over foundation wrote the Ford to my book. And they are folks that you if you get to know them, you can see that they have done this work. Um, and it shows up in how they give. They are a foundation that absolutely sits in community and listens Thio folks who are impacted by especially women and girls, which is the issue they really care about. And they fund in a way that is responsive to what they really need versus what the foundation’s agenda might be.

[00:52:07.49] spk_1:
Is it no vote that funds

[00:52:08.62] spk_3:
for five years or seven years guaranteed you cite this in the book, no matter how much trouble you’re having in year 123 you’re going to be funded for five or seven years for their initial commitment,

[00:52:25.53] spk_4:
right? Right. And that type of long term commitment is Ah, you know something that that is the best type of funding. You know, folks can be you can focus on building a relationship versus oh, I’ve got to meet these certain objectives so I can keep getting this money year after year. And so to be relieved of that, that pressure of thinking about where am I gonna you know how I’m gonna pay the salaries next year really allows folks have the freedom to think about the actual work that they’re doing the communities

[00:53:00.35] spk_3:
and planning and comm plans that are being one only one or two years. Um, s so we kind of mish mash together, you know, relating and representing, um, investing.

[00:53:33.04] spk_4:
So investing is really a call to philanthropy. To think about using all of its resource is for, um, for the public. Good, right. And so we are not going to be a sector that achieves equity that that is really moving the needle on issues. If we’re supporting with, the 5% are right hand. Really good work. You know, Michigan, late at work. But in our left hand, we are investing 95% of our resource is in industries and causes that are extractive that are, you know, really cancelling out the positive of our resource is so, you know, they’re great foundations like the Nathan Cummings Foundation, for example, who just recently declared that 100% of their assets, their entire corpus, is going to be used and support their mission.

[00:53:51.22] spk_3:
Yeah, on again, other examples in the book and, uh, we just have about a minute or so before we have to wrap up, Actually, um, so talk about your final step, which is

[00:54:29.31] spk_4:
the final step is repair all of us who were philanthropist or givers. And as we’re getting close to the end of this year, we’re all philanthropists. I’m supporting non profits in our communities. Think about how we can use money as medicine. How can we give in a way that is helping to repair the harm that has been done by colonization and in this country. And so think about looking your personal portfolio. Are you giving to at least one organization of color to support grassroots leadership? So reach across support folks who may not look like you invest in ways that are helping to unite us versus thinking about some of the traditional ways of giving that have not been, you know, along this line of thinking are exercising these types of values.

[00:54:47.44] spk_3:
Okay, so I’ll give you last 30 seconds, Uh, in the way that the way I learned that natives are the original philanthropists was by What? You what? You talk about your mom?

[00:54:57.70] spk_4:
Yes. So, you know, I think a lot of giving when we look at giving in this country the biggest philanthropy hours, philanthropist or fix, we’re giving the most highest percentage of their incomes. Incomes are actually poor people. And so I do you talk about my mom in the book who, um, was, uh, you know, is actually very low income. And but yet she gave to our community and how to run a ministry out of our church to support Children.

[00:55:22.40] spk_1:
Yes, the bus ministry, the bus ministry

[00:55:24.24] spk_3:
just got got to get the book. You got to read

[00:55:25.63] spk_4:
the last ministry. And so is the giving of time. Treasure and talent not just resource is. And so all of us who are caring for our communities and ways that are, um, you know, through love is we’re all philanthropists.

[00:55:37.74] spk_3:
Get the book. Go to de colonizing wealth dot com. Edgar Villanueva Thank you so much. Thank you

[00:55:42.24] spk_4:
for having me on tony.

[00:55:43.11] spk_2:
Real pleasure. Next week. Personalized Philanthropy With Steve Myers. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com But

[00:55:58.88] spk_1:
Coco Mat in

[00:55:59.36] spk_2:
Software Denali Fund Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant in for a free 60 day trial and by turned to communications, PR and content for nonprofits. Your story is their mission. Turn hyphen to dot CEO. Ah, creative producers

[00:56:35.02] spk_1:
Claire Meyer off Sam Liebowitz is the line producer shows Social Media is by Susan Chavez Mark Silverman is our Web guy, and this music is by Scott Stein of Brooklyn with me next week for non profit radio Big non profit ideas for the other 95% Go out and be great