Nonprofit Radio for September 5, 2023: A Post-Fellowship Conversation With Amy Sample Ward

 

Amy Sample WardA Post-Fellowship Conversation With Amy Sample Ward

Amy Sample Ward, NTEN CEO

What did they do over their Bosch Foundation Fellowship, who did they meet and what did they talk about for three months abroad? For a tease: How tech could save an island nation, and the future of the internet. Trivial topics like that. Amy is our technology contributor and the CEO of NTEN.

 

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[00:00:36.69] spk_0:
And welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host and the pod father of your favorite Heb Domin podcast. Oh, I’m glad you’re with us. I’d be thrown into toxicosis if you poisoned me with the idea that you missed this week’s show, Kate. Give us the highlights, please.

[00:01:10.66] spk_1:
Ok, tony, we have a post fellowship conversation with Amy Sample Ward. What did they do over their Bosch Foundation fellowship? Who did they meet? And what did they talk about for three months abroad for a tease, how tech could save an island nation and the future of the internet. Trivial topics like that. Amy is our technology contributor and the CEO of N 10 on Tony’s take two

[00:01:12.85] spk_0:
fair share. That’s fair.

[00:01:48.04] spk_1:
We sponsored by donor box, outdated donation forms blocking your supporters, generosity. Donor box fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot org. And Bikila grow revenue, engage donors and increase efficiency with Kila. The fundraiser CRM visit Kila dot co to join the thousands of fundraisers using Kila to exceed their goals. Here is a post fellowship conversation with Amy Sample Ward.

[00:02:20.21] spk_0:
It is a pleasure to welcome back Amy Sample Ward to nonprofit radio. They are the CEO of N 10 and our technology and social media contributor, their most recent co-authored book. And frankly, I think another one is due shortly uh is the tech that comes next about equity and inclusiveness in technology development. They’re at Amy Sample Ward dot org and at Amy Rs Ward. Welcome back, Amy.

[00:02:27.59] spk_2:
Thanks for having me. I’m excited to chat about so many things today. Yeah,

[00:02:56.76] spk_0:
it’s a genuine pleasure because it’s been several months because you were on this uh highfalutin fellowship, Bosch, the Bosch Fellowship, the Dishwasher Company Fellowship, which is so much more than uh dishwashers, of course, and vacuum cleaners. So you were in the Bosch Foundation Fellowship abroad based in Berlin, catch us up from there. What is sure. So look like for a summer.

[00:06:43.60] spk_2:
Totally, the Bosch Foundation is the shareholders of the Bosch Company. So I think fewer foundations and companies have this model in the US, but be more common in, in Europe where there is a commercial company and instead of having lots of shareholders and publicly traded stocks, the foundation is the owner and the foundation is a grantmaking organization. They provide grants for all kinds of, you know, nonprofits, um all around the world actually. And one of their programs is called the Bosch Academy where they have uh for nine years now, um a fellowship program that brings folks from truly all different industries and sectors to Berlin for a period of time. I was only there for three months but other folks are there for 69 plus months. Uh to really, I mean, I couldn’t believe it even up until the last day I was waiting for them to say, and here’s what you have to deliver, there was nothing you’re really there to pursue opportunities that you wouldn’t otherwise have kind of the mental space to do in your day to day, you know, work. Um So I was there for three months and all the fellows are on their own timeline. So, uh it was a little bit confusing because I think maybe at least in the US when I think of a fellowship, I think it’s like a cohort of people. We’re all doing like a program together that it, it’s much more of what we would call a residency. So people are on their own timelines. There’s no overarching programming. Uh Everyone is and I think it would be hard to do that because people really are from very diverse um backgrounds. So, while I was there as a fellow, some of my other, other fellow fellows, um you know, there was a GP from England who works in the NHS and had been leading their um digital health work. There was a former president um of Costa Rica. There was um someone from the State Department that now works at Brookings. Um researching industrialization that, you know, so there were people from all, all different backgrounds and interest areas and specialties and I would say the main kind of anchor that, that we did have together was twice a week. We all have lunch together, which feels like, ok, you just have, you know, lunch together, but really opportunities to sit at a, you know, a table that’s small enough, you really could have a conversation with everyone, you know, 10 or fewer people over lunch to talk about things with people who are working all different industries. It’s just not something we normally have the privilege and opportunity to do. Nor do I think we actively create those opportunities very much for ourselves. You know, and the, the kind of twice a week getting to sit together, share a meal talk about what is interesting to us. Um they often brought in speakers. So, um, you know, maybe it’s a journalist from one of the newspapers who’s coming in and sharing, you know, trends they’re seeing um in certain whatever they, you know, in the political section or, or whatever topic, maybe it’s um folks from Eu or German policy, uh houses sharing visa policies. We’re recommending, you know, all different opportunities just to learn and like sit together in conversation. So it was really powerful,

[00:06:51.00] spk_0:
former president of Costa Rica WW. What is he or she looking into?

[00:08:04.78] spk_2:
So, the fellow um that was there with me, that’s the former uh President of Costa Rica Carlos Alvarado was um pursuing now um is a teacher at the Fletcher School. And his fellowship was focused on uh designing a new framework for diplomacy that would support folks entering into this world of, of policy and politics with a mindset on collective wins and kind of personal integrity and that each of our stories do matter and influence how we can build relationship to make more inclusive and hopefully better for our planet and our people policies. Um So really thinking about, you know, how do we teach people to, to be in this, in, in politics in ways that don’t just recycle and repurpose the same kind of oppressive systems that, that got us to today. Very lofty.

[00:08:06.25] spk_0:
Of course, we’re gonna talk about what Amy sample ward was thinking about investigating, talking to people. This all sounds, it, it all sounds very

[00:08:48.22] spk_2:
freeing. It was incredibly freeing and honestly, because it was in Berlin and I normally live out in Portland, Oregon ha, having nine hours difference. Uh also was freeing in my calendar. I went from having, you know, my days are 8 to 4 scheduled meetings to there’s a lunch and then, you know, maybe I’ve got an early morning pacific time check in with a staff person and that was it for what was scheduled, you know, really being able to have the, the freedom in your scheduled day to, to think and do work and do work and think in the ways that you want to was a huge gift.

[00:09:00.67] spk_0:
Uh And you, you took time off from work, right? You, you reduced to 15.

[00:09:06.21] spk_2:
Yeah, I reduced my hours but I didn’t fully step out so that there wasn’t also like an administrative burden to change all of our processes or, you know, I could still run payroll like, you know, those types of things.

[00:09:19.97] spk_0:
And uh is this fellowship a paying gig? Do they?

[00:09:50.26] spk_2:
No, they don’t. Um They don’t give you the place. I mean, they give you the stipend so that you can cover the cost of having somewhere and they can help you find a place. But um you know, there were folks there who are single and don’t have Children and then we were there as a whole family with a child, you know, so everybody has such different needs with their housing that they, they just support you finding what works for you? Ok.

[00:09:54.44] spk_0:
Ok. Uh And you and your husband Max, uh daughter Oren, did you? You traveled? I’m sure you’re in Europe

[00:10:00.92] spk_2:
must have traveled. Yeah, we actually, we, well, I

[00:10:06.61] spk_0:
know you were in, I know you were in Warsaw, Poland. Yeah, because we got you for the 650th show from Warsaw.

[00:11:35.21] spk_2:
Yes, we did spend some time in Warsaw um doing some project collaboration work there. Um And then they got to experience Warsaw where I’d been before but they hadn’t. And then, uh the other trip that we took was to take Oren back to England where we used to live and show her around London. Um go, you know, she got to see some proper castles. That’s really what she wanted. Um And all the fellows, uh and Max non went on a trip down to Stuttgart, which is the, the home of Bosch uh as a company and uh history. And that’s also where the Bosch affiliated hospital is. And, um got to see so many other parts. It’s certainly the first factory floor that I’ve walked, uh and got to see, you know, this mix of, of kind of classic industry, you know, building these things in a, in a building altogether, mixed in with more of the recent tech innovations of, you know, a little robot that delivered you the parts that you needed to inspect. Um And if you got in the way the robot would stop, but then get very frustrated that you were never getting out of the robot’s way for it to go deliver its parts, you know, um things like that. So it was a really cool experience in getting to see really so many other sides to the world that, you know, II I get stuck in my nonprofit space and, and think about our work. Um So it was really cool. That’s

[00:11:53.75] spk_0:
the free, the free, uh a luxury for three months, you said? Yeah, you there three months, right? So uh what, what were you uh investigating thinking about? I’m sure you had meetings, you were talking to people.

[00:13:15.62] spk_2:
Yes. So many meetings, so many conversations. But my focus really. And though, you know, of course, I’m just interested in general meeting with folks who are trying to make the world better and, you know, I had lots of conversations or questions with folks to say, you know, what are you trying and what’s working? What did you try that didn’t work? Like, how do we, how do we get traction? How do we succeed in making the world better? Of course. But the start of all of my conversations and my meetings with folks was this kind of one I know you’re gonna say lofty. But one big question, which was what does an internet that is actually built on safety and freedom and sovereignty look like? And can we build that? And there were a lot of people who, you know, didn’t think it is possible. Um That, that, that, that those, you know, true freedom and true safety and true sovereignty couldn’t all be achieved like they, they couldn’t all three be at the same time or that a better internet wasn’t possible. Um But there also were people who were like, yes, it is possible and we can build it and please can we start yesterday? You know. Um

[00:13:49.21] spk_0:
So I, I got my first interruption. So the uh the, the folks who say No, it, it, it can’t be done. Do they feel that we missed the, the opportunity to have built the internet that you described or is it more that it was never achievable? Not that we not that we went about it or allowed it to develop on its own in i in the wrong way or unobstructed? I

[00:16:49.31] spk_2:
think that honestly, the folks who had the most pushback um in my conversations were folks who were honestly pushing back on my view of the internet now, you know, saying, 00, it already is safe. It already is free, right? Um And so it was less that internet isn’t possible and more like discrediting the place from which the conversate the question is being asked, you know, um and that we can, we can make a few policies and like, we’re, we’re good, you know, the internet’s good as it is. Um And there were also a lot of folks who felt that my focus on those three aspects was maybe the issue for them that, that safety, everybody agreed. Yes, the internet should be safe. Um Not as many people agreed. It should be free. And no, I don’t mean free by cost to access it, but like, what does freedom for each of us look like online? And I think that’s where folks had a little bit of like, but what does that mean? And, and can it be safe if it’s free? Right. Which are important conversations, but I, I think yes, it can be. Um But a lot of folks felt like sovereignty and these conversations about how do we acknowledge and establish sovereignty as communities was me saying it’s all anarchy, nothing matters. You know, there, there are no rules which is really honestly the opposite of sovereignty. Sovereignty is saying I want you to acknowledge that I have rules because my community has said this is what keeps us free and safe, right? Or, or whatever. Um And that the view is, that’s the role of government. But I think honestly, and I’m not trying to like, take this down a, a deep rabbit hole, but I really don’t think that a structure for something like a global system of the internet where we are all interacting all over the world, you know, regardless of which country’s government we we may live under isn’t enough to say that the internet could be free and safe and supportive and, you know, successful in all these ways because all these governments have issues with each other. And like the, you know, there’s communities within a country that are different from each other. Um And they’re there, I think should be passed to be able to say this is what this is, what’s right for our community. Um And again, I’m not trying to like devolve everything down into, into chaos, but I also don’t think I could accept the notion that what we have today. Is working. Um So I’m, I’m mostly saying it has to be something else and not that I have all the answers. Oh my gosh. If I had all the answers, what am I doing? Sitting over here holding on to them, you know, like, but, but we need to have the open space to find those answers or create those answers together and say, what could it be like versus saying this is good enough. Let’s put a policy that says, you know, don’t, don’t take it or something and, and that’s it.

[00:17:47.60] spk_1:
It’s time for a break. Donor box, quote donor box text to give led one of our more successful fundraising events, a concert sharing the keyword short code and scannable QR code made giving easy for our supporters and they did give that’s from Josh Young, Executive director of Hydrating Humanity Donor Boxx, helping you help others. Donor Boxx dot org. Now back to a post fellowship conversation with Amy Sample Ward

[00:17:54.86] spk_0:
who were some of the folks that you were talking to?

[00:18:47.33] spk_2:
Yeah, good question. Um It was really a why I felt really interested in making sure I was talking to a lot of different folks because as you know, even the N 10 community has, you know, all different kinds of nonprofits missions, of course, people of all different departments in an organization, but also consultants and tech companies and foundations and you know, all these different folks. So I was meeting with of course, nonprofits um themselves, folks who see themselves in kind of a nonprofit technology vein, but also folks who are focused on um supporting refugees and connecting them with jobs and they kind of see that technology has to be part of that, right? Um But then I was also meeting with think tanks and foundations and folks who are, you know, kind of advocating or, or resourcing the movement around the internet and on other sides, you know, whether that’s giving money or, or talking to policymakers and government. Um So really talk to folks all across that spectrum and folks in Berlin, folks in Germany and folks more broadly in the EU,

[00:19:18.65] spk_0:
all right. Um I, I think before we, we talk about some of the folks who said, you know, let’s achieve this ideal internet and, you know, you said, let’s start yesterday, what you, you, I, I think it’s valuable for you to summarize where you’re coming from. What’s, what’s your sense of uh of our internet, our technology space and, and you know, it’s uh it’s utility for, for nonprofits.

[00:20:08.89] spk_2:
Yeah, I think that I believe all technology, including the internet should be something that every person, regardless of where they live or whether or not they have a job or how much money they have or, you know, what their interests are, can find AAA way um to be included there, whether they want to help create part of the internet or watch cat videos, you know, whatever they want that this is really a, uh this is really something that is for everyone. And I think a big challenge with that today is um, lack the lack of certain policies that make it accessible and affordable and available, you know, you know,

[00:20:28.82] spk_0:
let’s just start with accessibility. Right. There are pockets of the world and certainly of the United States where the internet is not taken for granted,

[00:23:08.24] spk_2:
right? I mean, there’s more than 45 million people in the US who couldn’t even have sufficient broadband internet to like be on a zoom call with us right now. You know, so the idea that, um, and I’m not saying this is your idea, but I, I do see out in the media, this perception that it’s like other far away places that don’t have the internet, we don’t have the internet all over the US too, you know. Um, and even the pandemic has not accelerated real work to address that, you know. Um, but there’s also the piece of commercialization around the internet. I think that has, of course, come from a lack of policies that, that made it so that, that couldn’t be the case. And the fact that of course commercial companies are the largest lobbyists and so they are able to make sure that the policies continue to work for them. But, you know, the number of folks who think the internet is Facebook and don’t leave Facebook and that because that’s all that they know that means again, they don’t really see how they are part of shaping or making or engaging in, in this global resource we have but also are a victim of, of what that commercialization means. The bubble that Facebook has created all of the, you know, algorithmic bias and hate that comes from that. Um So finding ways where both from the actual access point like communities could own their own networks and have the, the jobs and the profits from managing that all the way up to lots more people creating those apps or those tools, you know, I, I don’t think we need to build an internet where every single person in the world would ever use the same app because not every single person in the world needs the same app. Not everyone has the same phone, not everyone has the same computer, you know, like we don’t need to say that success in technology is when every single person is using it. It’s just when every person that it’s right for is using it, you know, and um building tools or online resources or websites or whatever else that, that aren’t viewed as like scale to the X forever and just, oh great. We succeeded. Everyone that needs this tool is using it, you know, and, and that’s good. Um But that’s really not again because of the commercialization of so much of the web. That’s not how it’s how it works right now. That’s not the incentive. Yeah.

[00:23:41.94] spk_0:
The commercialization, the access issues, the, the cost issues. Yes. Uh, there, I, I think probably, uh, a lot of, or all of nonprofit radios listeners, you know, we, we, we probably take the internet for granted. You wake up in the morning, you click in and it’s there. Um, and your technology is at your, at your bedside when you wake up. Although Beth Cantor would tell you that it should not be. You should

[00:23:44.03] spk_2:
not have to not be, not

[00:24:24.50] spk_0:
be, but the reality is, it’s, it’s, if it’s not at your bedside, it’s uh it’s in the, just the next room over, it’s very close and, you know, so, and it, it works 99.999% of the time. Uh I had someone in uh my, my plan giving Accelerator course he is uh is in based in Malawi. He didn’t even have stable electricity every night. For him. Our meetings were at night time. Um Three o’clock Eastern was nine or 10 o’clock. I think it was nine o’clock, nine pm for him in Africa. Standard time. He didn’t even have reliable electricity each night, let alone reliable internet though, right?

[00:25:24.65] spk_2:
And I think sometimes there’s this misperception again, not saying that this is your misperception, but um more broadly that folks that aren’t online don’t, don’t know things right. There’s so much that um we assume about folks who are not online and it isn’t that they don’t still know the news or that they still don’t, you know, or that, or that they don’t want to be online. It’s just that there are so many other barriers in the way, um, that are structural, not, you know, they’ve never heard of the internet and they don’t know what it is. Um, and so access isn’t just saying like, oh, yeah. Well, there was a, you know, we saw this in the pandemic um in the first, you know, year especially like, oh, well, we know all these kids aren’t in school and all these people need the internet. So we put up a, a wifi signal in this field. You can just drive over. Oh, and we’re just gonna sit in our car for four hours and work and try to do school. Like, what are you, what, how is this a solution? You know? Um So there’s, there’s so much that goes into that and always remembering that folks who aren’t online aren’t unaware, they’re just experiencing a bunch of barriers that they didn’t create

[00:26:16.81] spk_0:
it. It creates frustration. Yeah. Frustration and anxiety because they’re left behind. They know they’re left behind. They can’t access what uh what they know is available to lots of other people. All right, let’s, let’s bring it back to uh uh Germany Berlin. So you met with lots of folks who said, you know, yes, we can achieve this, this uh more equitable, more accessible, um, safer uh uh internet. Um What, what do they, uh, I don’t know, what, what do they want to do? Are you gonna, are you coming back with a bunch of partners that you’re gonna start lobbying and, and policy

[00:29:07.54] spk_2:
paper? Yeah, I think, I think we definitely were able to, um, build stronger relationships with organizations. We maybe new or even tangentially new. Um, because antenna is an, a global organization, there are folks from all over the world that are already in the community, but just the value of actually showing up at their office and sitting down for an hour, you know, really goes a long way and in building trust and relationship. Um But I think the other piece was having the energy that comes from conversations where people are not disagreeing with the premise of which we’re even trying to talk about but saying like, yeah, we are. No, we already agree like, let’s get to this part and really validating for folks. No, you’re not the only one like I’m from this community that you’re welcome to be part of or maybe you are, you know, know about, but there’s this whole n 10 community of people who also think an internet like this is possible and also want to build it, you know, you are not alone trying to like work in your tinyt corner and, and find a way, right? And whatever corner you’re in is needed. We don’t all have to do the same thing. We shouldn’t all do the same thing, right? Like you, if, if policy is your thing, go, go work on that. If, you know, supporting refugees, transitioning into jobs is your thing, go do that, you know, like wherever you are in the work is the right place to be. Um And so those were really, I think validating and generative conversations, especially for folks who felt like they were being told there was only one way to do this work. Um And you know, the only policy recommendations we want are policies that, you know, address A I, for example, lots of A I conversation in the summer in the US and, and everywhere else in the world, you know, and I kept saying, but there might be applications of technology that are specific to what they think A I is today. But wouldn’t it be better to write policy about any way that data was being used from, you know, a, a person or uh where, what, what accountability looks like for when there is harm. I don’t care if they used it in an A I garbage machine or they used it in my health records. I I should get to have the control, right? So helping folks reframe that it doesn’t have to only be a single issue or a single topic like that, that it’s all connected, it is all related, all of this technology work. Is connected and whatever piece you can work on, please go do it as well as you can. You know,

[00:30:07.82] spk_1:
it’s time for a break, increase donations and foster collaborative team work with Kila. The fundraisers. CRM maximize your team’s productivity and spend more time building strong connections with donors through features that were built specifically for fundraisers. A fundraiser. CRM goes beyond a data management platform. It’s designed with the unique needs of fundraisers in mind and aims to unify fundraising, communications and donor management tools into one single source of truth. Visit, Kila dot co to sign up for a coming group demo and explore how to exceed your fundraising goals. Like never before. It’s time for Tony’s take two.

[00:31:40.87] spk_0:
Thank you, Kate. Share share. That’s fair. Who can you share nonprofit radio with? I’d be grateful if you would give it some thought. Maybe it’s someone you work with somebody, a, a colleague, a peer, somebody, you work for your vice president, your CEO perhaps your board, I have gotten, I’ve gotten uh emails through the years that we stimulated a board conversation or I shared this show with my board and we were gonna talk about it at the next meeting, you know, friends and nonprofits people you used to work with assuming you don’t hate them still, you know, if, if they, if they fired you, you’re probably not gonna share this fabulous show with them. So, all right. So that’s out if they fired you let that go. Uh, maybe the job before that, the, the job you didn’t get fired from. I hope that you haven’t been fired. You know, you haven’t been fired that much. Um, nonprofit radios, exemplary listeners. So, never fired. Right. But if in the off chance, all right. So you’re not gonna share it with those folks who let you go. But everybody else you used to work with folks you used to work with. Perhaps I’d be grateful if we could expand the audience a bit. If you could share this show, I believe it’s helping you otherwise you wouldn’t be listening. Who else can it help? Who else ought to be listening to nonprofit radio? Please share with them. And that’s Tony’s take too,

[00:31:49.06] spk_1:
Kate. We’ve got, but loads more time. Let’s go back to a post fellowship conversation with Amy Sample Ward.

[00:32:12.84] spk_0:
This is all very interesting because you can correct me if my perception is wrong. Please do my perception is that Europe is much further ahead of North America. Forget the continent, the United States in terms of data security. Uh There’s the, there’s the GDPR in terms of holding uh holding the large tech companies accountable, you know, suing I see more lawsuits and, and, and successful either settlements or legal out other legal outcomes against uh uh meta Google. I see more of those. I see.

[00:33:15.13] spk_2:
Yeah, I think that I think that there are, I think there are far more um pieces in place in Europe, in the eu than there are in the U SI. Don’t think that they are adequate or, you know, fully functional to the needs of communities. Um And people, and there’s still a lot of them that are in flux, you know, the EU A I policies are, are still being shaped even though they’ve been discussed as if like here’s what they’ll do and it’s great that they’re actually not done, you know. So yes, GDPR is in place. But um there’s, there’s still a lot to be shaped, there’s even more to be shaped in the US. Um But yes,

[00:34:31.76] spk_0:
all right. That, that, that’s why I mean, I’m, I’m not hearing from you that there’s an attitude of complacency, you know, we’ve, we, we’ve achieved and I not, not that I, not that I expected you to say that, but just recognizing that they are further along, they’re, they’re, they hold companies, especially that I’m particularly interested in the company accountability uh around data usage algorithms uh forced, you know, uh forced uh usage like the way threads you have to be on Instagram to use threads. You, if you drop one, you lose the other. You know, I don’t, that, that rubs me that, that to me is it’s just unfair but they uh not, not to that particular degree that, that the eu has figured that out, but generally they seem to be more demanding accountability of, of the of the big tech companies, right? But, but not, but there’s a lot more work to do. I understand. OK. OK. Uh Is there a, is there a story you can tell about some NGO or other, other organization or person that feels like?

[00:34:36.94] spk_2:
I mean, I think we

[00:34:39.70] spk_0:
got something really good. Let me tell you about it. Yeah,

[00:34:48.26] spk_2:
that there’s no resolution that I have to offer. But I think, you know, this, I want to acknowledge that this is, these are the questions I sit with all the time. This is what my work is around and I’m not expecting every listener to be like, oh yeah, of course, like nodding along with me, like if this is your first time thinking about this because you spend your day on a different topic, that’s totally fine, you know. Um Welcome, welcome,

[00:35:11.63] spk_0:
welcome to a new conversation. Yeah, welcome to join or just take

[00:35:58.77] spk_2:
away them. Yeah. So I was, I wanted to offer this because I think it’s a, a way to root these ideas around sovereignty and freedom and safety in a real example. So we’re not just thinking of like some future world and trying to root it there, but, but a way to think about it now. And um we had the opportunity because another fellow um while I was who ended just maybe two weeks after I arrived. Um Kamal, he had created this um big event and, and number of meetings and brought a delegation of folks from Tuba uh Island Nation in the Pacific. Um And it was incredible to hear from them and to meet them. Um But, but really what’s happening there and why they came is um you know, island nations are, of course on the front lines of climate change and the impacts of climate change. Um As you are, we’re recording this as you’re hunkering down for, for a tropical storm, you know,

[00:36:19.11] spk_0:
medal on my beach. Yes,

[00:40:25.63] spk_2:
yes. And what uh what came out while we were, while, while the delegation from Tuvalu was actually in Berlin was they were um climate scientists have previously said their home, their land will be on uh uh unsustainable for living um for their community in this century. And that has been updated because of the impacts of climate change and the acceleration of, you know, the world. Um And they’re now saying within potentially 20 years and what does that mean for these people? Right? These are, these are real people, these are people who are having babies and having jobs and having lives, right? Um To not just have your world change because of climate change, but literally have your homeland underwater, completely, go away, the entire island could be underwater. Um So, uh part of the conversations um with them have been freedom, safety, sovereignty in the internet for a community that cannot say here is our geographic home um in the in this where that we can live at least in that geographic home. Um And so how do we create a digital nation state? How do we digitize place based culture and artifacts and customs and dances and you know, everything else that comes from who you are as, as, as a community. Um How do we digitize it when we can now? And what does navigating social services? What does you know, traveling the world and getting a passport look like digitally through digital governance uh delivery when you don’t have, you know, an address in that country anymore. Um And it’s kind of heartbreaking to, of course, think Tuvalu is not the only uh island nation that will be facing this, this um circumstance. But, but if you think of this happening in a, in a matter of years, it is everyone’s lifetime, it’s not, you know, a century from now. And you kind of like, oh let it go. It won’t be me, right? This, this is us, we 20 years. Well, we are the ones that have to find the path for this, right? And so, um I think those conversations were really um illuminating and I found it challenging to here and witness uh you know, folks responding to say, to kind of think of all of the many pieces of this and say, well, where do you wanna go live? But that’s not the que we’re not, that’s not the, that’s not the top of my question. List, right? Um It is, how are you the the community members in Tuvalu? What things would you need? How would you support the digitization of your own culture, of your own community? What what can we do to build the internet that you need then? How do we build it now so that we can, you know, like you wanna, you wanna build your new database before you migrate your data in, right? You don’t just get rid of the old one and then figure out what to do with the database. It’s this saying we need to build that safe and free and sovereign internet now so that we can support the citizens of Tuvalu existing in that internet before the before they, you know, don’t have the the land of their home. Um And yeah, I just want to offer that as a example, maybe a reminder that climate change is having immediate and real impacts on folks all around the world, but mostly as an illustration of what it means to think about the future of the internet and the need for, for the internet to work differently on a faster scale than like maybe would Microsoft and Google want it to be different, you know,

[00:41:42.29] spk_0:
and, and so many of the nations, people’s communities that are suffering most from climate change are contributing nothing to contributing dely to, to climate change. They’re not, they’re not responsible at all. The the industrial nations are, which are more hardened and more capable and have greater infrastructure and what are we doing to these other folks and how can we help them to help themselves? I mean, yeah, you make me think of just like how they get a driver’s license. How do I, how do I vote in the next election when I don’t, there’s no polling place because there’s no physical location anymore. Jeez. Yeah. All right. Well, I, that’s a, that’s a provocative, that, that’s a provocative case. Thank you. Thank you. Um What else, what else do you want us to know about?

[00:43:13.50] spk_2:
Well, one thing I thought would be interesting to you and, and interested in maybe your take or observations, like I’ll offer a little reflection and interested in your, in your hot take. But I, you know, met with foundations while I was there and, and asked about, you know, what’s a big priority in philanthropy here? What are the conversations and folks named a challenge that I think we all have some feelings about in the US as well, which is um minimum spend out by foundations in Germany. There’s, there is no minimum spend out. Um So there’s many foundations that didn’t spend any money that did not give any grants in a, in a certain year. And that organizations really feel the challenge of that because they don’t, what, what do we even do? Like, are we even, you know, working with you? Are we trying to get money from you. Um So that was a big issue and the other big conversation that felt and people named, you know, I think the US is more ahead of us on this. But um found some foundations starting to have conversations of, of general operating support instead of project specific, you know, funding. Um and what that requires of them, you know, there was a lot of folks saying like, but then what do we put in the grant agreement? What do, what do we expect for the reporting? And I was like, you know, me, I was like, why do they have to report, you know, um but they weren’t asking the questions of, you know, why don’t we trust our grantees or um why have we never done this until now? You know, they were asking very procedural questions like, well, what, what’s the form say? You know?

[00:45:47.23] spk_0:
Uh Yeah, the minimum spend. Um iii I like it uh here in the US. Uh Unfortunately, a lot of foundations consider the, the floor to be the ceiling. So they’ll spend their, they’ll spend their 5% and they met, they met the burden, the regulation and, and so they consider themselves completed and, you know, I don’t know, you know, I see a lot of them, I see a lot of conversations on linkedin about how things ought to be different and, and uh you know, occasionally I’ll, I’ll attend webinars where uh some, you know, foundation CEO panel, you know, they’re talking about what they’re doing anecdotally to, to overcome um the, the, the minimum spend being a ceiling and funding, funding tech as just I, it just, it belongs in everything. I mean, if, if the people are using Word and Excel, they’re using technology in their work. And II, I hope, I hope, I hope there aren’t many nonprofits that are still using uh index cards and, you know, dog eared, uh you know, written pencil spreadsheets like II, I used to do social research on Carnegie Mellon in the, in the late 19 eighties or early, early 19 eighties, 1984. I graduated. So, uh you know, so, but, you know, that’s all anecdotal. I mean, somebody writes a lofty linkedin post, you know, I don’t know, I don’t know whether it really hits home with the, the majority of big, you know, the, the, the biggest foundations that we could all name off the top of our heads that, that control, you know, access to probably 80% of the, the, the foundation capital or something. You know, there’s probably 20% of the cap, 20% of the nonprofit, the foundations are holding 80% if you follow that 28 80 20 rule, uh you know, is, is that, are those linkedin posts and those webinars, you know, are they trickling to the, to those kinds of folks? And are they actually, you know, are these real conversa uh are these heartfelt sentiments a lot of times or, you know, is this um placating, you know, platitudes, lofty, lofty uh academic type conversations that, that don’t result in real change. So you, you can sense my cynicism. Uh Well,

[00:46:36.50] spk_2:
and I, I wanna name also the piece that you said in there about technology. You know, I did ask funders, how are you funding technology? Do you have a, you know, tech capacity building portfolio? Is that something that you fund directly? Do you give every grant, you know, a line item for technology? You know, what, what are you doing? And I didn’t, there weren’t many foundations that had a technology, you know, portfolio or focus or, or, or um grantmaking space. A lot of what I heard was, oh well, you know, it’s 2023 technology is in everything. So we just know that it’s in all of our grants said. Oh, ok. So it must be, you have like a technology budget and every grant to support the tech and they’re like, well, no, because it’s just, you know, part of doing their work, we know they’re using technology. But right, and I said, right, so if technology is part of everything, then it’s nowhere. If it’s everywhere, it’s nowhere to you, you know, and we, you actually need to be providing the support for these organizations to give you this massive report on all of their data. You know, like

[00:47:04.00] spk_0:
you’re saying, you, you you’re saying, you know, that they use it, it’s, it’s ubiquitous. That doesn’t mean it’s free.

[00:47:20.60] spk_2:
Right. Right. And the train just have to use it. Well, is certainly not free, you know. Yeah. Yeah. So, I felt just as, you know, head against the wall as I, as I normally do.

[00:48:38.43] spk_0:
Yeah. You didn’t have to go to, you have to go to the Bosch Fellowship for that degree of frustration. It saved the boss a lot of money there. Um No. All right. You know. So, yeah, I don’t have an answer. I just have, I have cynicism. I, I have a lot of questions, you know, is real change happening. Uh Is it better now in 2023 than it was in 2000? Yeah, I, I think we’ve progressed but, but not far enough and, and new issues are emerging, you know, now there’s on the, we’re, we’re in the midst of just scratching the surface of artificial intelligence. And, um you know, your, your coauthor of a was on a panel with George Weiner and Beth Beth Canter and Alison. Fine. And, you know, we talked for 60 or 70 minutes about the implications, the risks, the opportunities too, you know, but the inequities, uh you know, so that, that, that’s emerging now. So how are foundations reacting to that? What are, are they reacting? You know, it’s, it’s a lot of times it, it feels like the, the, the, the parallel or the analogy is that, you know, how slow government is to react to changes in, in the culture, in society. You know, equivalently foundations feel to me slow to react to what’s on the ground among their grantees.

[00:51:19.43] spk_2:
Yeah. Yeah. Yeah. And I, you know, maybe as a closing thought, want a name that I don’t think that even in an equitable world, it’s a, it’s a world where nobody gets upset where harm doesn’t exist, but it’s a world where there’s a path for accountability for that harm, right? It’s not that that perfect isn’t real perfect doesn’t exist. We’re not gonna go to some future equitable world where, where nothing bad happens, you still fall or you still, you know, get in a car accident maybe or, you know, whatever it might be. But, but there’s places to get care and reconciliation and support and restitution and all of these other pieces, right? There’s, there’s ways for us to be in relationship and work through things together. And I think there’s, it came up in some of my conversations, you know, folks thinking like I’m just so rosy eyed, I’m gonna get, oh we’re just gonna have some perfect world, you know, and I think the way that, you know, you are free is when you have not been free, right? The way you know, you are safe is because you have been unsafe. The way that you know, that you are sovereign is because you had to say hey, there’s some accountability that needs to happen because you were not honoring the sovereignty, right? So, conflict is always gonna exist as soon as there are two humans, you know, there will always be conflict. It’s just finding a world where we, we have the infrastructure and the mechanisms for us to manage that and, and be safe and free and sovereign to together in the world. So as we think about, how do we, how do we fund for that world? How do we build an internet for that world? How do we pursue our nonprofit missions for that world? I think it’s the same. It’s both saying there will always be some needs and how many of them can we eliminate so that we are able to really be happy and fulfilled and, and uh supported. Um So I think, yeah, I just wanted to name that. I, I don’t, I’m not looking for some perfect utopia that doesn’t exist but, but a place where, I mean, how many communities today feel like something horrible happened because of content on Facebook and they have a way to do anything about that. I don’t think a lot of communities feel like they have anything they can do about that, you know, um or, or, you know, they experience threats or hate speech online. Do they feel like they have any way to, to do something because they experience that? I don’t, I don’t know many communities who feel like they have a way to do that. You know,

[00:53:00.86] spk_0:
there’s a lot, there’s a lot wrapped up in that. There’s obviously, um, you know, a, a lot of that comes from the, just the inequities of, of capital, you know, uh, if we bring it back to foundations and fund and grantees, as long as the foundations, 20% of the foundations control, 80% of the, of the capital that’s available through private foundation funding to, to nonprofits. The nonprofits are always gonna be at the, at the beck and call of the, of the, of the gran tours. And if the grant tours are slow to change, then, then the redress is slow. It’s slow in coming. It’s, it’s inherent in the inequities of the, the, the financial, the capitalization. Um, you know, in, in terms of communities, you know, there’s always, I mean, there’s a legal redress but a lot of these things that you just talked about, you know, the bullying and, and um just a, a AAA oppression from technology companies. I mean, there’s no, there’s no real legal redress to that. There’s, there’s only, there’s redress to specific wrongs, you know, they breach their contract. Uh, this person committed, uh uh uh I don’t know the, the a digital assault. I’m, I’m calling that that’s not the legal term but committed a digital assault. So, all right. So I have a cause of action, either criminal or civil but, but those causes of action are, are narrow and we’re, we’re talking about bigger issues that there aren’t mechanisms for redress. Right.

[00:53:12.87] spk_2:
All right. Thanks for having that conversation. So, unlike our usual ones, I appreciate this space to get to cover lots of things.

[00:53:50.37] spk_0:
Absolutely. I mean, it’s not always, you know, tactical about what to, you know, how to use. Uh, uh GP four plus in, in, in your, in your next fundraising campaign. Uh, it’s, it’s, it’s not all about that. So I, I think it’s uh it’s refreshing. Yeah, actually, just talk about some things that are resolvable, but for which resolution is slow in coming, uh difficult to achieve. But nonetheless, nevertheless, a lofty pursuit, a needed pursuit, we never give up never. And

[00:53:56.41] spk_2:
maybe some questions or ideas that, you know, folks listening could go apply to their own work. That is about a different topic too. I would love to hear if folks do that. You know,

[00:55:04.41] spk_0:
the little feedback I get from listeners, uh which I’m not complaining about, I understand podcast listening is, is, is an animal that isn’t given much to feedback. At least at the level I’m on Joe Rogan may get a lot of feedback. But, uh you know, and, and uh the daily he made, but in any case, uh is that, you know, IIII I took this and uh brought it to my CEO or I brought it to my board, you know, we opened a conversation. Uh I asked people to listen. I sent the link to the board so that, yeah, those conversations happen. Yeah. Yeah. Good. All right. Yes. Uh, a lot of space for a, a different, uh, a different kind of conversation. Amy Sample Ward. They’re the CEO of N 10. They’re our technology and social media contributor. If you want to be in touch with them, they’re at Amy sample ward dot org. Uh, and Amy at Amy RS Ward. And uh maybe we should add the Bosch fellowship to your, to your bio officially for

[00:55:08.34] spk_2:
next year. Exactly. Thank you so much for having me, tony. My pleasure.

[00:55:12.44] spk_0:
Good to talk to you, Amy. Thank you. Thank you. Bye.

[00:55:23.06] spk_1:
Next week. Donor retention with Boomerang, Ceo Dennis Foa. If you missed any part of this week’s show,

[00:55:26.04] spk_0:
I beseech you find it at Tomm martignetti dot com

[00:55:44.34] spk_1:
were sponsored by donor box, outdated donation forms blocking your supporters, generosity. Donor box fast, flexible and friendly fundraising forms can say I can’t say I can’t do it. You

[00:55:47.42] spk_0:
can fundraising forms. See it’s a fabulous alliteration, but it’s uh it’s a little tough to say. I know. All right,

[00:56:12.81] spk_1:
fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot org. And by Kila grow revenue, engage donors and increase efficiency with Kila. The fundraiser, Crm Vila dot code joined the thousands of fundraisers using Kila to exceed their goals.

[00:56:18.15] spk_0:
Yes, fundraisers, not fundraisers. Ok. Sorry.

[00:56:23.98] spk_1:
Our creative producer is Claire Meyerhoff. I’m your associate producer, Kate martignetti. The show Social media is by Susan Chavez. Mark Silverman is our web guy and this music is by Scott Stein.

[00:56:51.30] spk_0:
Thank you for that affirmation. Scottie be with us next week for nonprofit radio. Big nonprofit ideas for the other 95%. Please go out and be great.

Nonprofit Radio for August 28, 2023: Employee Benefits, For Employees

 

Courtenay ShipleyEmployee Benefits, For Employees

We’re examining benefits from the employee’s perspective. What does a minimum package look like? Which extras can you negotiate for? How valuable is your benefits package? Explaining it all is Courtenay Shipley, founder of Retirement Planology.

 

 

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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.
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[00:01:05.59] spk_0:
And welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host and the pod father of your favorite abdominal podcast. Oh, I’m glad you’re with us. I’d get slapped with a diagnosis of fasciolopsiasis. If you infected me with the idea that you missed this week’s show, ordinarily, our associate producer, Kate would tell us about the show this week, but this week isn’t ordinary Kate’s family, which is my family is visiting me at the beach this week. Plus my wife is here. Let’s get the martignetti and Amy to the mic to share which nonprofit is their favorite and why? That’s so, we’re gonna start with my brother Andrew. What’s your favorite nonprofit? Andrew? Well, tony, when

[00:01:56.89] spk_1:
I was 16.5 years old, I had to give some consideration to my boy scout, Eagle Scout project as I was previously working on me badges trying to get everything done. Um It was posed to me that the Saint Jude Children’s Research Hospital would be a very good cause for fundraising. So I decided to put together a biathlon in my town and we raised approximately $300 which back in 1984. And that was a pretty good amount of money and it worked out very well. So, I believe Saint Judes Children Research Hospital, uh, very good nonprofit. And, uh, donations were greatly appreciated and worked out very nicely. All right,

[00:02:02.88] spk_0:
congratulations on being an Eagle. You’re not, you’re not. Uh, no, no, we never used the, uh, we never use the past tense. You’re, you’re still an eagle scout, eagle scout for life, right? All right. And, uh, of course, uh, Boy Scouts of America, another nonprofit. All right. Next comes my sister-in-law, Nancy, Nancy. What is your favorite nonprofit? And why is that? So,

[00:02:26.01] spk_2:
tony, I actually have two. and they’re both kind of similar in, in what they do. Uh, the first one is, uh, bows and meows pet rescue. Um, and that is where we got our old dog Hank from and

[00:02:37.82] spk_0:
shout out where is bow? Wow. And meows.

[00:02:48.38] spk_2:
It’s actually in South Carolina. Oh, ok. And, um, then the other one is one love pet rescue. Um, I’m sorry, one love animal rescue. And they are out of New Jersey and that’s where we got our current dog Aspen from. So, I believe that rescuing is the way to go. Um, and, you know, you should adopt and, and, and not, uh, shop,

[00:03:03.11] spk_0:
adopt and not shop and not kill. Of course. All right. Cool. Two nonprofits. Thank you, Amy. My wife Amy. Favorite nonprofit, please.

[00:03:49.95] spk_3:
Yes. Thank you hubby. Um Mine is IC OMF dot org that stands for International Church of Music, which was founded within the last 10 months by my uncle and myself. It’s in Muncie Indiana. The mission is to provide instruments at no cost to Children who are underprivileged so that they can learn how to play music. Um It, it will also be, it is a church that we purchased and so it will be a venue for students to perform so that they can hone their performance skills, um, perform at no cost uh to themselves or their uh group. And, um, also to teach master classes. My uncle has worked in the music industry for almost 50 years and has a lot of contacts through Los Angeles and um, just, he knows a lot of good, very good musicians. And so to bring in um outstanding teachers to offer master classes at no charge

[00:04:18.93] spk_0:
as well. That’s the International Church of Music Foundation IC OMF dot org dot org. Thank you. Thank you. All right. And Kate, favorite nonprofit, please.

[00:04:47.83] spk_4:
My favorite nonprofit would have to be traveling to Dus Incorporated. Their mission is to collect um, different dance, wears dance shoes and send them off to dancers around the world who aren’t able to afford that kind of stuff. And I it would have to be my favorite because my passion is also dance. Um And I was able to actually be an ambassador for their company. And we did like different um costume collections. We’ve done bake sales and I was able to give everything that I earned and collected to Traveling Tutus. And I was able to look on their Instagram and kind of see where all that stuff really went to. So that would be my favorite.

[00:05:19.71] spk_0:
Cool. And they, they uh shared with you their impact. You saw, saw the work that was getting done. International Tutus, travel, travel, traveling Tutus. All right. Thanks everybody. Martignetti Family and uh Amy Drum Love nonprofits. Now, Kate, what’s on this week’s show?

[00:05:24.38] spk_4:
Well, tony, this week we have employee benefits for employees. We’re examining benefits from the employee’s perspective. What does a minimum package look like? Which extras can you negotiate for? How valuable is your benefits package? Explaining it all is Courtney Shipley, founder of retirement plan Technology on Tony’s sake too.

[00:05:48.82] spk_0:
National Make a Will Month continues.

[00:05:52.16] spk_4:
We’re sponsored by donor Boxx, outdated donation forms blocking your supporters, generosity, donor Boxx, fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot

[00:06:06.09] spk_0:
org. I still love that. Alliteration, fast, flexible, friendly fundraising forms. I’m sorry, go ahead.

[00:06:11.35] spk_4:
Here is employee benefits for employees.

[00:06:49.97] spk_0:
It’s a pleasure to welcome Courtney Shipley to nonprofit radio. She is the founder and Chief Plan Ologist of retirement plan Technology, a consulting and registered investment advisory firm for corporate sponsored and nonprofit sponsored retirement plans. She has worked with qualified retirement plans, developed strategies for third party administrators and conducted over 10,000 educational meetings. Number 10,001 is right now. Courtney is on linkedin and her company is at retirement plan technology dot com. Courtney, welcome to nonprofit radio.

[00:06:59.99] spk_5:
Thank you so much for having me. It’s a real pleasure to be here.

[00:07:37.44] spk_0:
Oh, I’m glad you are and I don’t, I don’t even mean to cut you short too. I mean, I’m saying this is 10,001, but you’ve already done over 10,000. So this could be number 11,004, 24. We don’t know, I stopped counting. You stopped counting. That’s probably a good idea. All right, but we don’t want to stop counting our benefits, our benefits. And we want to look at this from the employee perspective, I’d like folks who are employees to know uh what they could get, what, whether, what they’re getting is good or not. Um, things like that. So let’s start with what are minimum, bare bones, you know, you’re getting something but not a lot. But, but you’re getting the bare minimum type benefits package. What, what does that look like?

[00:10:48.20] spk_5:
Ok. So when you’re thinking about your benefits package, think of it in terms of your employer is providing your paycheck and then they’re providing these other benefits that in general are kind of building your f your foundation for your financial security in some way. Ok, so you have your paycheck obviously is your largest asset, the ability to be able to work, they’re providing that we know that one, the next one that you might not be thinking about is what happens if you have a health issue. Obviously that’s health insurance, right? Or if it’s really bad, you can’t go to work. Um, you’re out for an extended period of time. That’s gonna be disability insurance. What happens to your paycheck if you’re not around anymore? And somebody else depends on it. That’s where life insurance comes in. What happens if you don’t want to work forever in a day for that paycheck? Well, that’s where your retirement plan comes in. So that’s going to help you build a paycheck in the future from the money that you’re saving today and maybe your employer is contributing to. And so when you think about your, your financial security, from that perspective, that’s, that’s kind of the easy thermometer for seeing, you know, what, what’s good, what’s not good. And then everything else after that, um will fall into a different category for you. For example, maybe you are early on in your career and you know, you’re going to need to get some more education to advance. Um, and maybe those tuition type of reimbursement programs are gonna be useful for you. Maybe you live in a big city and getting to work is a pain. So there’s a, there’s a transportation stipend that you’re given or parking on site. My gosh in the Washington DC area to have parking, what a luxury, um, maybe you’re looking more towards, uh, you’ve got student loan payments and we know with, with many nonprofits, if you stay for a certain amount of time, then perhaps you, you can have your student loan, um, taken care of by the government depending on if you qualify for all of the programs. Um, so that’s another thing to be thinking about or would they pay something towards your student loan, a student loan payback program? You might be looking at like, do they have um discounts with maybe child care providers or someone that can help, you know, your, with your aging parent and, and figuring out what they need to do from a caretaker perspective and this could be also just building out further on like the health insurance piece. Is there something that’s going to help with mental wellness? Is there something that’s going to happen with financial wellness or these different types of programs? Um, and those could be formal or informal? Right? So when you’re looking at what they’re providing to you, you want to have a list of what’s important to you and then you want to also look at their list and say what on this list is relevant to me, right? Because they may have all the benefits in the world. But if it’s not something that resonates with you and you know, you’re not going to use it. Well, yay for having great benefits. But what a bummer that you, you don’t get to use all of them if

[00:11:11.48] spk_0:
you don’t have student loan debt or Children and then student

[00:11:13.39] spk_5:
loan, what I just talked about doesn’t matter,

[00:11:19.08] spk_0:
repayment assistance and child care don’t matter. Um And some places even provide child care, not just right payments, but some, some larger organizations have on-site child care.

[00:11:27.23] spk_5:
That’s usually a very large organization. Yes, for sure.

[00:11:30.15] spk_0:
Or maybe they have an arrangement somewhere. All right. Um You mentioned, you mentioned that these something could be formal or informal. What, what do you mean by in a more? Well, I think we know what, well, go ahead make the distinction. What’s what’s what, what do you distinguish between formal and informal benefits?

[00:12:25.27] spk_5:
So let’s talk about um the financial wellness piece. That’s an easy one. They may have someone that you can talk to that comes along with your retirement plan, for example, or maybe you call the plan’s record keeper to have your, your financial questions answered. Um Maybe it’s a formal program on site where they come every other month and present different topics. And um also one on one counseling, maybe uh as a third tier of that, maybe you have access to software um or budgeting software like you need a budget or something like that where you get that for free being a benefit um of being an employee there. So from a um this comes along with or occasionally we do these types of programming to something that’s more formal where it’s obvious that they are paying for a third party to provide something for you.

[00:12:38.45] spk_0:
Ok. Ok. Um You mentioned life insurance. Is that a common one? Is life insurance common?

[00:13:01.09] spk_5:
Yeah, I would say that that’s a pretty, a pretty common one either for the um for the nonprofit to sponsor to pay for like a basic benefit. Those are usually very inexpensive Um on the employer side to, to have a group life insurance program. Um, and it may not be a ton of coverage. So it may be up to $50,000 or $100,000 or something like that. And then the employee often has the ability to buy up. So if you do have other people that depend on your paycheck, um, that could be a, a really cost effective way to get extra coverage through

[00:13:16.88] spk_0:
work and depending on what level you’re working at you, you might have different degrees of death benefit. So the CEO might have a half a million dollar policy. That could be

[00:13:27.13] spk_5:
possible. That could be possible. Yeah. Mhm.

[00:13:31.89] spk_0:
Yeah. What about, um, what about vesting for these, what we, that, that’s the period you have to wait before certain benefits become active.

[00:13:42.83] spk_5:
So, um, yeah, there’s two ways. So, really, I think what you’re getting at is eligibility, right? How long somebody has to wait before they can enroll in the program, is

[00:13:52.34] spk_0:
it? Yeah.

[00:14:42.48] spk_5:
Is more like uh portability. So with uh like for your, your retirement plan, for example, they may give you an employer contribution or employer your match. And if you left right away without having been there very long, your employer contributions might not all travel with you, they might not all be yours to keep, there could be a investing schedule. So you earn ownership of it over time. Um But with eligibility, yeah, that’s, it’s all over the map. Um I’ve seen it be as soon as day one when you’re hired, I’ve seen um it be staggered. So certain benefits kick in at certain times like your health insurance starts first, but maybe your retirement isn’t until you’ve been there for one year. Um I’m seeing more and more employers trying to make that easier from an administrative burden and also for employees who just want to know how much is going to be missing from their check right by the time they put their own contributions in. So I’m seeing that come down as far as the amount of time it takes to be eligible for these types of programs and also less of the staggering like, well, you get the health insurance this month, you get the retirement this month, you get the life insurance this month, that sort of thing.

[00:15:03.38] spk_0:
Uh Is it fair to include a remote work among benefits? I mean, it’s not a formal package like you uh uh uh a nonprofit would hire uh an insurance company to provide life insurance. But, right. Isn’t that fair? Is, is that a fair conversation to have when you’re talking about uh benefits?

[00:15:57.42] spk_5:
Absolutely. Absolutely. We’re seeing, um, employees, you know, asking for it. Um I would, it’s going to depend on the employer and the flexibility and the amount of work and the type of work that, that you’re doing for them. But it’s always good to ask like, where does this need to take place? But there’s also the other component of how much does your team need you to be around? And how do you use the facetime strategically within your organization to help people’s careers grow over time because a lot of times when we’re talking to an employee, um it’s usually about finances and they’re disgruntled. A lot of times it doesn’t have anything to do with their compensation as much as just the work environment or not feeling like they have a career path. And so being able to attract and retain the talent that you want. It, benefits are really important. But also kind of that, that how we do work now after coming out of COVID. That’s a, that’s a really big question to answer. How does work flow work, how does work get done? How do people uh get to move up in their career at, at your organization?

[00:16:37.80] spk_0:
And I understand your point, you know, in terms of the remote work, uh it it, it varies. But are, are you seeing trends or are, are you, are you seeing a willingness to allow a couple of days a week out of an office but maybe not full time or like, where are you seeing employers settling around the, the virtual work

[00:16:45.54] spk_5:
question that? Well, it’s still kind of all over the place, but I would say that there’s a, there’s a much higher willingness to, I guess if I have to choose a trend, it would be two days, offsite, three days on or vice versa, at least coming into the office twice a week. Yeah, those are, those are probably the most common that we’re seeing now.

[00:17:06.63] spk_0:
Ok. So if you’re asking for more than that, you know, you might not be aware that you might be outside the, outside the norm and uh you may not get it. Ok? Ok.

[00:17:17.68] spk_5:
At this point in time, I think we, you know, we’ll see next year’s trend will be different, probably

[00:17:43.07] spk_0:
fair enough. Absolutely. August of 2023. And, and uh in terms of negotiating what, well, what, what are, what are employers spending on average on benefits in terms of like percentage of salary? Like if, if you say, uh I used to hear, you know, an employer adds 30% for benefits, uh 30% of the comp the, the, the direct cash compensation. They, they’re, they should expect to add another 30% per employee for this bundle that you talked about, is that still, is that still roughly fair that your employer is spending about another third of your, your, your salary on benefits or is that at a date?

[00:18:07.13] spk_5:
No, I think that’s probably pretty close. That’s a great estimate. Anyway, if you have, um, employers who are, who are trying to make those plans, that’s a really good number to aim for. Um, and yes, and you know, there with nonprofits, everybody’s trying to stay under that 20% number for the financial reporting and whatnot for, um, for overhead expenses. And so, um, that also comes into play too with how, how nonprofits wanna divide the, the, the pie out for their overhead.

[00:19:05.62] spk_0:
Uh II I have a lot of trouble with that overhead. You know, those overhead restrictions, people are not overhead, people are arguably your most valuable critical uh required resource that’s not overhead. Like, like that’s why we have benefits. Yeah, not overhead like uh the hardware on the doors, you know, that’s overhead. Well, we got to replace a latch on the door that’s overhead. Uh We’re not, we’re not latches and door knobs and all right. Uh So I, I don’t, but I know 30

[00:19:37.16] spk_5:
percent number is a pretty good one to aim for another. Yeah, another thing that, um, where we see employers fall short sometimes and, and um, employees should take this into consideration is uh a total total compensation statement because a lot of times employers are not necessarily rolling back the curtain on how much these, these types of programs cost. And so it’s important for an employee to know how much extra is being spent like what’s what’s really in their compensation package, you know, these are value benefits and they are worth money. Um So when they’re, when you’re comparing um maybe one job offer against another having that total compensation statement or just even an estimate gives you more information about, you know, the value of your benefits package.

[00:19:55.93] spk_0:
Yeah, that’s fair. Right. You wanna, you, you wanna know the total, I mean, it’s, it’s certainly part of total compensation. Yeah, it’s, it’s, it’s as much as uh an additional third. So,

[00:20:07.21] spk_5:
but back to my original comment about how um it’s important to have in your mind like what, what types of benefits are important to you, the other part of that is using them because if it uh if you say that an employer matching contribution is important in your 401k or 403 B plan and then you don’t contribute enough to get that match. That’s money that you are, that’s compensation. You are literally leaving on the table.

[00:21:18.00] spk_0:
Yeah, that’s such a big mistake. Yeah, leaving money on the table. But what, what’s, what’s sort of typical now in terms of matching back when I, back in the dark days of my career when I was, when I was a uh an employee, I would, I can’t be an employee anymore. I would be a terrible employee for anybody. But back then I, I used to have this very generous one at a university where I think if we, if we contributed 5% the university contributed seven or 7.5% of my salary. So of course, I put the five in because you want the max, right? You want, I mean, there’s another 7.5% of your salary approaching 10% added to your salary each year by your employer. So, so what, what that, that was uh those are the early 22 thousands. Yeah, those were late 19 9, 19 nineties and early, very early two thousands. So what’s more typical now in terms of AAA match in a retirement plan?

[00:21:26.78] spk_5:
Well, let’s start with how common a match or um a what we call non elective. So thank you for breathing. Here’s money in your retirement plan. Um That is very common nowadays. So if uh

[00:21:39.10] spk_0:
what, what, what’s very common non

[00:21:55.27] spk_5:
or a nonelected or a match. A nonelected is where you’re just receiving the they, they’re just giving you 3% into your retirement account or 5% or something like that. So what you described a minute ago was having to put something in to get something. So you see it both ways and it’s very popular for the employer to be making a contribution. So that’s, that’s one thing to consider is like is this a good benefits package? If you’re getting a an employer contribution in your retirement plan, that is a step in the right direction to say yes, these benefits are, are decent.

[00:22:24.02] spk_0:
Ok. And so while we’re on that right, I’m gonna dig a little deeper on that. We’ll come back to the, to the broader point. But what’s a, what’s a sort of a typical nonelected contributions like 1% to 3? What, what, what, what are you seeing?

[00:23:00.45] spk_5:
Yeah. So um I actually pulled this data just in case from the plan sponsor um defined contribution survey from 2021. Um Both 2021 2022. So what’s most common for, for the, on the smaller side of the nonprofit um Endowment Foundation group is um somewhere around 15% usually gives less than 3% on a nonelected um The next most common, the next most common one is um to give, it looks like between three and 6%

[00:23:09.55] spk_0:
and what percentage of what percentage of the market is giving between three and

[00:23:26.28] spk_5:
six. So for a nonelected contribution, it is about, hold on here. So 30% are giving exactly three in the smaller space and then the 3 to 5 is 15 to, to 25% depending on what size. So those are the most common. Once you get above that 5 to 7% mark, it just drops off completely. So

[00:23:49.57] spk_0:
it sounds like it sounds like roughly 50% are giving between three and 6%. Is that

[00:23:53.44] spk_5:
right? Yeah, we’ll call it in that range three

[00:24:09.91] spk_0:
to six or is it 3 to 5? 3 to 6? Yeah. Ok. So roughly 50% are giving 3 to 6%. All right. So if you’re in the 3 to 6% non, that’s a nice, that’s a nice group. You get, even at 3% you get an additional 3% added to your salary. So. Ok. Ok. So now let’s go back. All right, I just wanted to drill down on what, what’s, what, what it’s looking like. So now your bigger point was uh something that I don’t remember now because I made you digress. Uh We start, you, we uh you have a lackluster host. I, I promised we’d go back but we will. So

[00:24:34.74] spk_5:
well, if you want to know what the most common matching contribution is,

[00:24:38.91] spk_0:
you drill down on the nonelected. Thank you. I knew one of the number. Ok. So what does, what does those numbers look

[00:24:58.86] spk_5:
like? So matching is, is more popular, more, more organizations offer a match than they do the nonelected. So, um, in the matching space, you’d see that 4% is the most common. OK. 4% is the most common. And then the next most common thing after that would be 6%. So imagine how much,

[00:25:05.92] spk_0:
how much do you have to contribute to get the, is it one for one typically it’s probably

[00:25:11.16] spk_5:
one for one. Yeah.

[00:25:12.76] spk_0:
Ok. So you give 4% you contribute 4%. They contribute another four.

[00:25:18.78] spk_5:
Yeah. Well, if you give one, they match you one all the way up to 4%. If you’re putting four. Yeah, you get the full match. So, yeah,

[00:25:25.83] spk_0:
I, I think it’s smart to do the, the four because your, your employer will give you the, uh, the max, whatever your max happens to be, if they will match it, you know, if they’ll go to six, look, you’re, you’re getting more than a 5% increase in compensation. It’s not direct cash compensation. It’s in your, it’s in your retirement plan, but they’re still taking money out of their pocket and putting it into yours,

[00:26:04.47] spk_5:
retirement is a long way away. Um, most of the time you’re gonna need to save between 10 to 15% is what we always recommend because that usually gets most people mathematically on track for retirement. So if you’re coming in and you’re putting in four and they’re putting in four, you’re almost there. You know, so it’s getting you, it’s nudging you the right direction to get to. You’re about halfway. Mhm. Yep.

[00:26:36.90] spk_0:
Yep. Ok. So I want folks to know, you know, if their, if their benefits are, are crummy, if they suck, I want people to know that they, you know, maybe can get negotiate for more. I mean, if you’re, you know, if you’re at if you’re at a nonprofit and you’re looking for a raise and your employer says no raise is not. We don’t have the cash. Well, what about the benefits? Can we tinker with the benefits? A little? You, I’m, I’m the max is now for. Well, they, they may have machinations to go through, right. Uh, their, their plan may, their plan may not allow an increase, but there are other benefits. You know, we’re not talking only about retirement. You could start negotiating around your health care policy, uh health care plan or your disability or the life insurance or the transportation stipend or the tuition reimbursement or the parking or the student loan debt, the debt repayment. So, you know, you can, if your employer says no, no raise this year, well, can you re tinker with the benefits a bit? Right.

[00:27:07.75] spk_5:
Did you just ask for your birthday off? Right. Exactly.

[00:27:08.90] spk_0:
We didn’t even talk about days off. We didn’t even, we didn’t talk about days off. Thank you. That’s a great one. What, what are standard days off? What should we be getting? What does it look like

[00:27:47.88] spk_5:
that’s all over the place. Unfortunately, I don’t have really good statistics on all of that, but I would say that, um, you know, the longer that you’ve been in an organization, the more vacation days you typically earn, that’s a, that’s a trend that we see. Um walking in, uh you know, having no longevity with the company, you’re going to get far less and there we are seeing a trend towards just days off versus having to specify. Is this a sick day? Is it a vacation day? So, giving a little bit more flexibility about the combination there, um There’s also the ability to accrue hours as your longevity increases with the um so accruing, you know, eight hours over this period of time, you know, if you worked this long, you get this many vacation days, that sort of

[00:28:15.93] spk_0:
thing. There’s also the carryover. What, what are you allowed to carry over from year to year versus hopefully you’re not losing vacation time or, or doing, please, please don’t lose, I mean, it’s paid time off. Yeah. And so that’s another that and since you, you said the birthday, that, that, that’s right in line with what I was thinking in terms of negotiating. All right, I can’t get a raise. Can I get an extra week off next year? That’s a week of unpaid time. I mean, paid time that you get to take off that has value, that’s valuable. You’re lessing, you’re working one week less for the same amount of money because the, the employer said no raises for next year. So can you negotiate around time off?

[00:29:05.87] spk_5:
One of our very creative clients decided that you mentioned the, the time off that expires and so they allowed people to instead who are going to lose it, be able to take that turn it into cash and put it towards their student loans. So that was a, a creative way that they, you know, they help them out that way. Now there are some tax implications, there’s some tax implications, but overall, like this is a nice, this, that was a nice gesture for sure. Like, don’t, don’t lose everything, don’t lose these days. Get some cash value for it.

[00:29:43.82] spk_0:
Right. So that, that was income, I guess they had to report that they had to report that. Correct. That transfer as income. All right. All right. So be, but, but days off, if you can get an extra week off next year, that’s not, you don’t have to report, that’s not a taxable event, an extra week off, but you’re working one week less to get the same amount of money. So you’re that consider that a raise, right? It is a, it’s a raise, work days for the same amount of money I got a raise. So, you know, be creative about your negotiating, don’t just accept, ok, no raises next year. Fine.

[00:30:06.42] spk_5:
But if you, if you’re talking about leadership too, um a lot, we’ve, we’ve had some of our clients that are trying to attract new executives in either CEO CFO hr uh C hr O, that sort of thing. Um There is another benefit we

[00:30:11.51] spk_0:
have, we have Jargon Jail on nonprofit radio, the Jargon Jail. C hr O what the heck is

[00:30:17.36] spk_5:
that Chief Human resources officer.

[00:30:19.79] spk_0:
All right. All right. Well, I bet I’m not the only one. All right. Cro, all right, you’re out of

[00:31:19.93] spk_5:
jail, you’re out of jail. Thank you. Thank you so much. Um, so, uh, it, when, when you’re trying to attract that talent, um, and those people have, there’s not as many of them and they’re hard to find and, you know, they’re hard to retain. And so that’s where we’ve seen some pretty creative negotiation as well. I don’t know who’s listening and if they’re in that type of leadership role, but um being able to, to negotiate, well, help me pay off my graduate school loans. You know, I, if I stay around in three years, then I get $10,000 towards that loan or if, um uh you know, I want to save more for my retirement, I’m trying to play catch up because I’ve had a long career, but I haven’t been as good a saver as I should have been. I’d really like to have a 4 57 B plan. Um, and, and be able to have extra money going towards my retirement. Now, the 4 57 B is a really important non-profit benefit because they’re the ones that get to have it. Uh It can only cover about 10 to 15% of the total population of the employees that are there, but it’s basically a way to save more for retirement. So, uh the funds are at risk if the nonprofit does go out of business to be subject to creditors. But that’s, you know, if you’re the one who’s helping run it, make sure that doesn’t happen. Right. Um,

[00:31:43.92] spk_0:
we’re on the employee side. So the A 4 57 B, yeah, this is not a very common benefit or it is

[00:31:47.23] spk_5:
not all the time. No, it seems to be forgotten by many nonprofits. So, if you are an employee who’s walking into a situation where you have access to one of those, that’s a pretty forward thinking organization.

[00:32:31.39] spk_4:
It’s time for a break. Donor box quote, I regularly experience how donor boxes easy setup and ultra swift pay, fast checkout deliver what we need. Donor box allows us to focus on why we do this, our clients and their needs. End quote. That’s from Jenny N A board member and recurring donor at Organic Soup Kitchen in Santa Barbara, California donor box helping you help others. Donor Boxx dot org. It’s time for Tony’s take two.

[00:34:21.37] spk_0:
Thank you, Kate. It’s still August and that means it’s still National Make A Will Month. Yes, every August National Make A Will month and I use this month to remind nonprofits that wills charitable bequests same thing. They mean the exact same thing, gifts and wills charitable bequests, that’s the place to start your planned giving. Always launch with the simplest gift, the most popular gift, gifts in Wills. And I’ve been posting on linkedin all month by the end of the month, I’ll have all of my 18 reasons why wills are the re wills are the place to launch your planned giving. Like the one that says that uh it’s by far the most popular gift as I already mentioned and how easy it is for your donors, how easy it is for your staff that it helps you build endowment, it ensures your sustainability. So there’s I think five or six ideas right off the top of my head, the full 18 are on linkedin. They will all be there by the end of next week and for a lot of you listening weeks after. If you go to my linkedin, you’ll see all the 18 reasons why wills are the place to start your planned giving fundraising. I hope you are enjoying the the mass celebration around National Make A Will Month. I I we can almost, it can’t contain the excitement around National Make A Will month for those of us who are celebrating the holiday. That is Tony’s take two Kate.

[00:34:24.28] spk_4:
We’ve got but loads more time. Let’s get back to employee benefits for employees with Courtney Shipley.

[00:34:34.82] spk_0:
What kinds of details? I mean, we’ve talked some about the details like uh vesting versus um what was the uh eligibility? Thank you. Yeah. So what other, what other like details should we be drilling down about? I mean, so you know, we talked about retirement planning a good bit. But what other detail type things are, are like devils in the details. We should, we should we be thinking about,

[00:35:43.60] spk_5:
I think you should be thinking about ease of use and getting help. I think those are two important parts. So uh when you get a whole bunch of benefits that are thrown at you, do you really want to sit there all day and read? No, you want it, you want it to come with a person or you want it to come with at least a chat bot or something to help answer questions. Everybody’s different. They’re going to use benefits slightly differently. And so it’s important for you when you’re choosing between your different health care packages or um, your different uh offerings to be able to have somebody that you can, you can ask. So I think that that’s a very important thing to be looking for is who’s gonna help me make these decisions back in the day. Yeah. Go ahead. Yeah. Support. Yeah, that is support. Yeah. So I think support is very

[00:35:46.50] spk_0:
important. And are you, are you meaning support in the nonprofit or support from the provider that offers the life insurance or the disability, et cetera? I

[00:35:56.47] spk_5:
would say it could come from either way but probably more commonly from the provider

[00:36:01.57] spk_0:
from the provider.

[00:36:03.87] spk_5:
But hopefully, then hopefully when the nonprofit has chosen these types of benefits, they’ve, they’ve figured out a way to get help to their employees. That’s a big cultural difference. I think that if you are looking at your benefits package, your compensation package, the offer that’s coming to you and you see that they have the ability for you to talk to people to help you make decisions. That’s gonna tell you a lot about their culture right there that they care about you as an employee.

[00:36:31.10] spk_0:
So I think that’s very important and the other was uh ease of use,

[00:37:12.15] spk_5:
ease of use. So how, how do they, how do they put all these disparate systems together? Your benefits package is not going to be provided by the same provider? Do you have a website where all of the documents are housed? Do you have videos on, on one page? Is there portal? What, what makes your life easier? Do you have to go to six different phone numbers if you need to get help or you need to submit a claim or you need a, you have a question answered about something. So how has, how has the nonprofit put this together to make it easy for you to access it? That counts for something

[00:37:27.83] spk_0:
for sure. What about other uh other benefits that uh you might be able to negotiate for things we haven’t talked about uh like little special things that you’ve seen that folks have, folks might be able, like I said, a able to, to weed the uh their nonprofit or their potential employer. You know, one of two situations might be at a nonprofit or it might be weighing offers now or, or in the future, uh weighing competing offers. What, what are the things have you seen folks? I don’t, I hesitate to say, get away with, but, you know, get, get access to that, uh might not have been offered, uh, you know, in the first round.

[00:39:03.40] spk_5:
So the, um, if, if they have the ability to, to ask for um, a health savings account, there’s only certain types of health insurance policies that go with it. The, the HS A eligible, um, programs, it used to be called high deductible. But that’s kind of a misnomer. You start to do the cost analysis, but the thought is that you can put money aside into the HS A, that money can stick with you throughout your time. You can continue to fund it. You can use it to pay your health care expenses. You can keep it rolling until you get to retirement and use it. Then it’s a triple tax free benefit. So it’s tax free going in. You don’t, you know, the, it comes out pre-tax from your check, it sits in there, it can grow, it can be invested, that’s all tax deferred or never to be taxed. If you take it out for health care reasons, it comes out tax free. So that’s an awesome benefit. If they haven’t considered it, you could try it. You know, and you’re saying I want more benefits that’s one of the ways that you might be able to negotiate maybe after you’re already employed there or something to be looking for. So that’s, that’s a nice, a really nice benefit. If you want to use it, it’s a great option. Um, and you don’t see that everywhere.

[00:39:08.26] spk_0:
That’s the HS A, the health savings account. Is that the same as flex, flex spending?

[00:39:17.78] spk_5:
No flex spending is, um, a really nice benefit. But, um, that’s the use it or lose it. So you have to use it within the calendar year on certain types of expenses. The HS A, you never lose it. You just, you can use it to pay for health care expenses. Um, and there’s a list of them on the IRS website that it is always being updated. Um, but you just keep rolling it forward so you can accumulate a pretty darn good balance in

[00:39:36.66] spk_0:
there and the flex spending you have to use within the year. Yes. Pardon me?

[00:39:43.36] spk_5:
I said that’s also a nice benefit to have the FS A. Yeah.

[00:39:46.97] spk_0:
Um, it just, what else?

[00:39:49.08] spk_5:
Uh, 5 29 college savings plan.

[00:39:53.76] spk_0:
Yes. Explain that. I’ve seen those. What do, what do those look like?

[00:40:35.13] spk_5:
Sure. So that’s, um, that’s going to be for folks who have kids more, more than likely, however, it’s for education. So it really could be for anybody if you want to start saving something for going back to grad school or something like that later in life. Um The um it’s money that is set aside and it grows without any tax implications. As long as you use it for education expenses down the road, then it comes back out tax free. Um Employers technically could make a contribution to it if you um if, if there’s access to that so that could be something. Um And it’s, it’s really designed to help with school, like of some sort. So that could be private K through 12 schools. Um room and board tuition, things like that also higher education. So like I was saying before, more of the um uh undergraduate and, and um graduate degrees.

[00:40:54.08] spk_0:
So that, that can be, that can be for anybody that can be for yourself. Children could be grandchildren, nieces, nephews and you, you

[00:41:01.08] spk_5:
can change the beneficiary, you can change the beneficiary. So if you have somebody who doesn’t go to college and your family and you want to use the funds, you can just change your, the beneficiary to you. So there’s, there’s a lot of flexibility with it. It’s a nice, it’s a nice tool that can be used in, in several ways, but mainly you do pretty well if it’s for education.

[00:41:20.56] spk_0:
All right. And those are the 5 29.

[00:41:30.88] spk_5:
So having a um a payroll deducted 5 29 plan, that’s a, so it comes straight out of your check, it’s real easy. Um There’s also, uh and like I said, the employer can make a contribution to the 5 29. That would be extra special. So that could be something

[00:41:46.17] spk_0:
maybe then, you know, you got a, you have an exemplary package. Yeah, that’s not emp 5 29 plan if your employer is contributing a percent or two to it. Right. Ok. That’s that. Ok. This is what we wanna know. Do our benefits suck or they middling or are they exemplary? It’s important to know you want to know where you stand. That’s

[00:42:08.91] spk_5:
right. Um, also on the subject of education, uh, the tuition reimbursement, I think I mentioned that earlier. A lot of them will have a tuition reimbursement program. Um, you could also look at, will they pay for certificates for certain skills or conferences, um, or other types of things that help you with your career long term? Make you a more valuable professional

[00:42:19.13] spk_0:
development. Is there, is there a budget for professional development? Can I get more professional development dollars? No, there’s no raise this year. No, no raise for next year. Right. Well, how about professional development? Uh, can I get $2000 to go to a conference?

[00:42:32.92] spk_5:
Yeah, I think it’s perfect. Right. That’s a great way to

[00:42:35.85] spk_0:
use some other way. I was just thinking of conferences because people are trying to get out more now because that we can. But, uh, can I get, can I get some professional development money? Ok. It’s great. Courtney. What else? What

[00:43:01.22] spk_5:
else. Um, well, I, I want to point out that that’s kind of a win in both directions if they go and get a certificate that makes them a more valuable employee to the nonprofit. Like, that’s a win, win for everybody. Right. You’ve got more skills, they’ve got more skills that you have. Um, I think the

[00:43:02.41] spk_0:
HR O should, the C hr O should recognize that. Right. Exactly. C hr O should know,

[00:43:09.59] spk_5:
um, other student loan programs like a student loan payback program would also be extraordinary on the, on the list of benefits. So if they’re going to give you $50 a month towards your student loan or something like that, that’s a, that’s a big deal. That’s a huge deal as a matter of fact. So, um,

[00:43:24.50] spk_0:
meaning it’s kind of rare. Yes,

[00:43:52.65] spk_5:
it’s rare and it’s super helpful because if you think about just looking at how your debt works and paying off extra every month, it reduces the life of the loan. It saves you massive amounts of, of interest payments over the life of the loan. So that is a, that’s one that we really like. Now there’s mixed feelings, of course about student loans and, you know, should we should, should they be wiped out the, you know, there’s, that’s been kind of a political

[00:43:57.90] spk_0:
side to it. Yeah. Is it in because there are populations who never can’t afford college or? Yeah.

[00:44:05.14] spk_5:
But, but at the end of the day it’s an attraction and retention tool. So, I think employers should.

[00:44:20.51] spk_0:
Right. Right. Ok. Ok. Anything else we could be, uh, negotiating for if we feel our benefits are on the lackluster side or you exhausted it? If, if that’s it, you know, that’s ok.

[00:44:46.22] spk_5:
I think lunch and learns on different topics are probably another good one. Could you bring in a speaker about XYZ? That’s, that’s kind of an easy one for employers to, um, you know, if you want more knowledge, if that’s what you’re after, have somebody come in and, and, uh, speak on a certain topic or negotiate a discount for us for XYZ product. So, we’ve seen, we’ve seen that happen sometimes where, um, even if it’s just the coffee shop next door and you get 5% off or something, that’s, that’s a bit, that’s nice. Yeah, because if you think about it, I mean, most nonprofits are, are heavily involved in their local area. So, you know, can they leverage that to also provide more benefits for their employees?

[00:45:09.28] spk_0:
Ok. Ok. Excellent. Think on the local level too. All right. All right. Um, what else, what else do you want folks to know about from the, again, you know, of course, the, from the employee perspective that, uh, way, maybe ways of negotiating or what, what else, what else would you like folks to know about?

[00:46:13.01] spk_5:
Well, I think when you, when you go to negotiate it’s always important to recognize the you the benefits, the compensation, all of that is going to vary based on how large your employer is. Um the their budget, right? The different constraints that they may have um from outside where they’re located. Um So it’s important to remember that you wanna have the value conversation about how you’re a valuable employee and that’s why you’re asking for these additional benefits. I think that’s an important thing to remember. Um Because the, it’s easy to say yes to an employee who’s very valuable, right? Um It’s kind of a no-brainer.

[00:46:15.20] spk_0:
So you need to make the case, you need to make the case of, of your value, whatever, whatever value it is, you bring expertise uh experience. Um non for nonn doesn’t have to be formal education. We’re not talking about that necessarily just, you know, what, what’s the, what’s your value as an employee? Not just what do you do, but what do you bring that somebody else can’t bring?

[00:47:45.38] spk_5:
Yeah, or what, what great work have you done? That’s made things a lot easier for everybody or, or what, you know, what are you bringing to the table? Because I, when we’re, when we’re in um conversations with folks who remember that I do um corporate retirement plans. And so when we’re talking with, with people, a lot of times it’s centered around their money and I just need to make more and it’s like, well, ok, but don’t forget that they’re employing you to do a job. And so they, they, they have an easier time when your, your performance reviews are great. So that’s just something to, to keep in mind of what moves the needle, what’s important to the organization, um what fits within their culture. Um When you go, when you go to ask for things. So I think that’s, that’s important to think about. Um And also don’t, if you’re, if you’re comparing two benefits packages, we have clients that just can’t afford to do amazing things, but they do good things and the opportunity to work there is still great and the culture is great. And even though you may not make as much money in the long run, the experience that you get or the um the cause that they serve is, is worthwhile. And so I think that’s one extra level that for profit entities and for profit employees don’t have to think about as much because a lot of the nonprofits really do make a great difference and they are um they’re a different type of work environment. So that’s also something that has value to it that I don’t think we, we think about sometimes.

[00:48:39.61] spk_0:
Yeah, absolutely true. Right. The benefits are just one component, 11 variable among many when you’re weighing whether you want to stay working where you are or whether you’re uh considering different options that you may have, you know, a couple of different offers, the the benefits are just one variable and certainly that the quality of the work, the culture equity issues, you know, these are all, those are all value variables as well. All right. All right. How I leave it there then you feel? Ok,

[00:48:42.90] spk_5:
I do. Do

[00:48:43.50] spk_0:
you? All right, I do. But I’m not the expert. You are

[00:48:48.41] spk_5:
fair enough

[00:48:49.39] spk_0:
expert feels good. All right, Courtney Shipley, you’ll find her on linkedin. You’ll find her company at retirement plan dot com. Courtney, thank you very much for sharing your expertise. Thanks a lot.

[00:49:02.69] spk_5:
Thank you so much for having me. I really

[00:49:04.23] spk_0:
appreciate it. My pleasure.

[00:49:14.82] spk_4:
Next week, Amy Sample Ward returns with Reflections on their Bosch fellowship in Berlin. If you missed any part of this week’s show, I

[00:49:17.63] spk_0:
beseech you find it at tony-martignetti dot

[00:49:49.76] spk_4:
com. We’re sponsored by donor Boxx, outdated donation forms, blocking your supporters, generosity. Donor Boxx. Fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot org. Our creative producer is Claire Meyer. So it producer Kate Marett Devices and shows. So is our web guide this by Scott Stock.

[00:49:54.49] spk_0:
Thank you for that affirmation. Scottie be with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.

Nonprofit Radio for August 21, 2023: The 5 A’s Of Awesome Fundraising

 

Cara AugspurgerThe 5 A’s Of Awesome Fundraising

It’s a valuable back-to-basics conversation with a bunch of tips you’ve probably never heard. Leading us through is Cara Augspurger from Donorbox.

 

 

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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.
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[00:00:35.76] spk_0:
Hello and welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host of your favorite Heb Mittal podcast. And oh, I’m glad you’re with us. You’d turn me into a mono. Thus, if I had to see that you missed this week’s show. Here’s our associate producer, Kate with what’s coming?

[00:00:59.48] spk_1:
Thank you so much, tony. We have the five A is an awesome fundraising. It’s a valuable back to basics conversation with a bunch of tips. You’ve probably never heard leading us thorough is Kara Augsburger from Donor box on Tony’s take two.

[00:01:02.29] spk_0:
It could have been the end for me,

[00:01:12.22] spk_1:
were sponsored by donor box, outdated donation forms blocking your supporters, generosity, donor box, fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot org.

[00:01:21.65] spk_0:
I love that. I love that alliteration. Kate, fast, flexible, friendly fundraising forms, love that.

[00:01:29.32] spk_1:
It sounds cool, but it’s not very fun to say

[00:01:34.42] spk_0:
tough,

[00:01:37.39] spk_1:
very tough. Now, here is the five A’s of awesome fundraising.

[00:02:08.04] spk_0:
It’s a pleasure to welcome Kara Ox Beger to nonprofit radio. She is a longtime development professional, currently serving as fundraising coach for donor Boxx and focuses on consulting with nonprofits of all sizes. Her expertise is in coaching, annual fundraising, project management and communications. She’s on linkedin Kara Ger with A P, not A B. It’s not.

[00:02:14.32] spk_2:
No, it’s not tony

[00:02:18.75] spk_0:
and the company is at donor box dot org. That’s correct.

[00:02:22.03] spk_2:
Thanks, tony. Thanks so much for having me. What a warm welcome pleasure.

[00:02:26.13] spk_0:
Pleasure to have you from Noblesville, Indiana.

[00:02:29.41] spk_2:
That’s correct.

[00:02:30.90] spk_0:
And we’re talking about the five A’s of awesome fundraising. So this is not just, this is not just, you know, lackluster, mediocre type fundraising. We’re talking about awesome fundraising,

[00:02:46.79] spk_2:
right? The five A S, you know, our donor box team coined the term the five A’s of awesome fundraising to really introduce the concept and help people remember the cycle of fundraising. So, you know, identify, cultivate, solicit steward, we just made them a little easier and put an a next to each of them. So we have, it’s

[00:03:22.00] spk_0:
the cycle that we’re accustomed to. Exactly. But all right. So refreshers are important, valuable basics, basics, lots of people trigger, you know, they’ll say, oh, you know, that’s just a good reminder, good reminder. So we’re gonna, we’re gonna share good reminders. Excellent, excellent. So, uh I’ll let you introduce your, your first. A

[00:04:21.71] spk_2:
Well, sure. So we often at donor box, we are working with fundraisers who are really, really good at delivering on their mission. They’re really, really good at um creating innovative programs, but maybe they’re struggling to understand some fundraising fundamentals. And so my job is to kind of create ways to make learning those fun and engaging. And so that’s was the basis around the five A’s. So first we attract new supporters to your organization, you know, that would be identi identification and cultivation and then we ask them to come alongside you by giving, then we promptly acknowledge those gifts, right? And then we account for those donations and we do it again and again and again. So it’s attract, ask acknowledge account. And again, so those five A’s, they’re not fancy, they’re not innovative, they’re nothing new. Um But those are kind of those fundraising fundamentals that successful nonprofits are actively doing and actively incorporating into their communication cadence to bring donors into the life of the organization and really cultivate that sense of belonging.

[00:04:40.93] spk_0:
All right. So let’s, let’s focus on attraction. Yeah. What, what uh what are your reminders there, your tips.

[00:04:51.46] spk_2:
So, you know, you, you need to attract new supporters to your organization and then you need to make sure that your organization is attractive to those. So, uh you want to make sure that you are um actively on social media that you’re telling compelling stories of your mission and action, you’re showing people ways to get involved by volunteering and things like that. So you’re attracting those people, you’re, you know, the fundraising fundamental. So you’re cultivating them to your organization

[00:05:31.48] spk_0:
and some of those uh some of those uh a attraction mechanisms might be as simple as, like, sign a petition. Absolutely. Yeah. I mean, it doesn’t have to be come in person or something. We can, we can have, we could have a lift but something that gets people uh initially

[00:05:34.05] spk_2:
engaged. Yeah. You’re aware, you’re building awareness for your organization. Yeah.

[00:05:38.95] spk_0:
OK. That’s another good a but that’s not in awareness. It’s like a subset. So, uh I’m not, I don’t want to pervert the whole donor box. Uh the whole donor box. A team of five A make it six.

[00:05:49.76] spk_2:
We don’t want no.

[00:05:50.75] spk_0:
Every time you say an A word, I’m not gonna say, oh, there’s an A but uh awareness is a subset of attraction and being, being attractive. Talk a little more about the, the being attractive part how you, you know, how you appeal.

[00:06:37.23] spk_2:
Yeah. So you know, you repeat the cycle and you want to keep your organization attractive to your current supporters. So maybe that’s where you introduce a survey or you ask what appeals to them most about the mission. You could uh engage with them through some newsletters, some good communication about what’s going on or, you know, in person. So you can invite them to coffee, invite them to events, invite them to volunteer. Um And it’s not just about doing those things, it is about staying relevant in the minds of your supporters. You know, we know supporters are supporting fewer organizations these days, dollars are limited. And so you really want to stay in the forefront of your supporters’ minds. And so that’s where you really just want to keep that communication cadence. Um going throughout the year, you don’t want to just go, go to your donors when you need something, you want to communicate and build relationship and stay in relationship with them.

[00:07:05.75] spk_0:
Yeah, that is critical. Not only sending solicitations, you know, however many times a year, let’s drill down, let’s drill down a little bit on the, uh, the surveys, surveys. What, what’s your advice around survey? You know, like length? Um, I don’t know, time of year, uh, how to get folks to do the survey, you know, what, what are your tips around those things?

[00:07:53.68] spk_2:
You know, I think my, uh, my advice to anyone is as, um, personal of the ask as you can make it. I think the more, um, engagement you’re going to get around it. So if you could say, hey, tony, I’m gonna send you a survey in the mail or in the, you know, in your email. And if you have five minutes to really give me some insight into what you see, you know, in the organization, boy, I would really value that if I could ask you that on the phone or if I saw you at an event or something like that, you might be more engaged and more apt to complete that survey. So, that, you know, and you can even personalize that at a scalable level through some emails, some make your email look really personal through some mail merges and things like that to really make it seem like you’re speaking one on one to the receiver. So that’s how, that’s an

[00:08:20.22] spk_0:
introductory email. Yeah. Yeah, couple of days I’m going to send you or something

[00:09:13.79] spk_2:
like that or, yeah, I mean, just however the communication, the communication schedule works out for you, you could even, you know, package it together with the survey link or something like that. But yeah, just as, as interpersonal as, as, as possible. So it looks less like it’s from the organization and more from the person who’s sending it, whether that’s the executive director or the communications manager, the development manager, whatever it is. So I think that one on one really feeds engagement. Um, but as far as like length, what we’re seeing that is working really well is micro content so short, actionable. Um, you know, I think if people see how far along they are and in the steps, you know, you’re at step one of five, question, one of five, something like that. That kind of keeps people motivated to complete it as opposed to this never ending survey that, that never ends. I know, I know,

[00:09:14.86] spk_0:
I appreciate the progress bar. You’re 10% or 20% or right, one out of five or something. I like to know that I like to know where the end

[00:10:31.15] spk_2:
is. Yeah. Yeah, absolutely. And I think if you have um, well crafted questions, so you’ve worked with, you know, a board member or your staff ahead of time to determine what is, what’s your outcome on this survey? What do you really want to glean from this information? I’m working, I’m on the board for um, a nonprofit here in uh the Indianapolis area that works um to provide um services to people who are a little food insecure. Um But the foundation, so there’s a foundation that’s set up to, to kind of um resource the food pantry and, and the services. So there’s some confusion right now on, do I give to the church that runs the services or do I give to the foundation or whatever? So, what we’re doing is we’re crafting a survey to say, hey, do you understand the difference between the foundation, the church, the food pantry? How does that work? Um And, and really trying to get to the purpose, our purpose is clarity around our communication and where to direct people to give money, but we need to work backwards and craft the questions so that they really are um short and compelling and impactful and give us the answers that we need. So I think as long as you’re, you’re really paring down um and really honing in on the purpose of the survey, I think you’ll be able to, to draft some short, uh, really, really great questions that’ll, that’ll drive the, the answers that you’re looking for.

[00:10:56.06] spk_0:
You have a maximum number of questions that, that you’re working toward in your survey.

[00:11:13.30] spk_2:
I’d like to stop it. I’d like to leave it at five. I think five is a good number. Um, you know, I think if they’re quick questions, if it’s multiple choice, those would go a little faster than those open ended. So maybe you’d have a little more wiggle room for some questions there. But I think, you know, too, I think there’s always an opportunity for an executive director or someone to step in after you complete the survey and say, hey, tony, those were really great um examples you shared in that survey, would you be open to a conversation to talk a little bit more about what you think and you know, those opportunities, those touch points are really part of those five A’s, you’re keeping that conversation going and saying, I see you and I value the input that you have into our organization.

[00:11:41.30] spk_0:
I think people would be very grateful for like personal follow up. Now, if you’re, you’re sending thousands of surveys, you know, I don’t know. Uh hopefully you get more than a dozen responses. Sometimes surveys can do poorly. So you might, you might only get 12 or 15 or 20 responses and then you can be personal um with, with those, with those folks and look, I mean, you’re thanking them in a way for, you know, for being among the small percentage of people who did reply.

[00:12:09.52] spk_2:
Oh, for sure, for sure. And what, what’s the, what’s the old adage that you ask for it? You ask for money and you get advice, but you ask for advice and you get money. Well,

[00:12:19.67] spk_0:
that, that may result indeed. Or you, or you might, you might get a, a new volunteer or something. You’ll, you’ll certainly get somebody grateful. Uh, after you’ve, you’ve, like, personally followed up and said, you know, your answer to this was important or

[00:12:32.16] spk_2:
whatever. Yeah. It’s an opportunity. It’s an opportunity for conversation, an opportunity to grow that relationship.

[00:12:58.25] spk_0:
Another thing, um, folks have said is that you don’t ask for information that you, uh, you can’t preserve and, and act on like, if, like, if you’re asking a survey question, would you rather we email you or use direct mail or text? Then they give you the answer. You have to, you have to honor their, their answer. Either that or don’t, don’t ask the question. Yeah,

[00:13:14.38] spk_2:
exactly. Yeah. Yeah. If you’re not gonna segregate that information into your data and you end up mailing someone who said they only want an email, then it may have backfired on you the whole process, right? You really,

[00:13:17.36] spk_0:
yeah, then you have hurt the, then you hurt the relationship better to not even just ask if you don’t have the capability for text. Don’t offer communications, you know, by, by

[00:13:26.08] spk_2:
MS for sure, it goes back to the whole big, big goal that what outcome do you want from the survey?

[00:13:33.26] spk_0:
Absolutely. Very true. As you said at the outset, right? All right. Uh You feel OK with uh attract and being attractive?

[00:14:15.40] spk_2:
Yeah, I think so. I think, yeah, identify and cultivate and um really get them introduced into all that your organization offers. So that is a track. OK. Then you’re ready to ask. Oh, you are ready to ask. And I think so many nonprofits think that that ask is exponentially um hard and it’s an exponential, you know, use of time in fundraising. But really if you’re doing these other things, well, that ask gets a lot easier, but it, it is important to ask and if you are only telling, you know, stories of impact and um you know, really advocating for your cause, but you never ask for money, you’re missing a big opportunity there.

[00:14:23.10] spk_0:
Now you ask, could come in other forms too, right? It might be. Now, now we’re talking about something more than, you know, sign a petition, but it could be volunteer.

[00:15:14.76] spk_2:
Mhm Absolutely. Yeah. Absolutely. One pitfall I see with that though, tony is um a lot of times in a fundraising appeal, I think we sometimes as nonprofit professionals are kind of uncomfortable about that ask and what we tend to do is gloss over it in the fundraising appeal. So, hey, tony. Can you give me $50 or volunteer or share this email? I think it’s really important in a fundraising appeal to have one call to action and if you’re asking for money and for a volunteer and to share the word, guess what people are going to do, the one thing that doesn’t cost them money. So if you’re asking for money, make sure that that’s super clear. And that is the only call to action in your, in your fundraising appeal.

[00:15:47.97] spk_0:
Yeah, I, I didn’t mean to dilute your, your, your, your fundraising. Ask if I was just saying, you know, you could be asking for something else that’s substantial, which is a gift of time. Yeah. But no, I absolutely agree. You don’t dilute, don’t and don’t be humble. You know, you, oh, you know, we hate to ask. But could you, you know, you have, needs, your work is important and you have, needs to, to fulfill that work, to fulfill that mission. Ask with

[00:15:48.71] spk_2:
confidence. Right. Absolutely. Absolutely. Um Fear free fundraising is, is kind of the approach I take there. You, you need to know what you do, why you do, why it’s important, um, what you’re doing differently than anyone else and be really, really proud of that. And when you kind of have those things ingrained in to your thought process, why do you care, then it’s much easier to communicate that to other people? And you don’t feel like you’re tap dancing around it all the time

[00:16:17.36] spk_0:
and, and you don’t want to take for granted that, that people understand all that, you know, because you work in it, day in, day out, week after week, et cetera. But, but everybody else

[00:16:28.17] spk_2:
doesn’t. Yeah. Absolutely. Yeah. Absolutely.

[00:16:31.82] spk_0:
Um, have you seen any, uh, any good, uh, asks lately that you can, uh, you can share?

[00:17:48.29] spk_2:
Well, we’re, we’re getting ready for the biggest ask of the year, right? The year end fundraising season is always a good one. Um You know, I help a lot of organizations really learn the art of appeal, writing. And so, um I’m excited to, I actually have a live in person workshop with a lot of new fundraising professionals in, in about two weeks. And so I’m excited to work with them through that process and see what they come up with. Um But as far as good asks lately, gosh, they’re all over the place. Um We have a nonprofit that we work with called Maya’s Hope and I actually just saw on linkedin before I got on this call, they had a really clear compelling ask to become a monthly donor at $10 a month. And what they show was a picture of a boy in Ukraine and what he, he has special needs and his mom is unable to work right now, has two young Children. They live in a war zone, right? Um But what $10 a month provides for him. There was a photo of it and it was some diapers and some hard to get medication for his, you know, for his situation. And it was saying for $10 a month, um you can give this mom peace of mind that her son is gonna get what he needs for the month because you give to this organization, you put the, the materials in this mother’s hands and relieve her burden and you know, relieve the, the pain that her son is going through because you give to this organization and it was just such a clear, compelling, um, as it really stuck in my mind and I saw it really just a few minutes ago.

[00:18:17.38] spk_0:
Um, it’s personalized. Yeah,

[00:18:19.63] spk_2:
it was, it was

[00:18:20.49] spk_0:
mom. It’s her son.

[00:18:22.19] spk_2:
Mhm. Yeah. And, and you know, and I think that they target demographic. I think a lot of their donors are probably mothers, um, who are kind of feeling the same things about their kids. And so they have a, it’s a woman run organization and I think they have a lot of female donors who just really feel that the tug at the heart strings and understand when they give a little bit and another mom might have some relief.

[00:19:07.57] spk_0:
Maya’s hope is an example that uh we’ve cited in some of our sponsorship messages with donor box because they, they have incredible, I forget what their percentage of increase was when they, when they moved to the donor box platform, but I don’t know if it, if it was the 400% 1 or it was the 267% 1 or whatever. But they’ve been cited in our, in our

[00:19:22.81] spk_2:
message for you. Oh, yeah, I actually I meet with them once a week and so my, my meeting with them is this afternoon. So I’ll be sure to mention that to them that, that you’re noticing them. They’ll be very happy about that. It’s time for a

[00:20:00.99] spk_1:
break. Donor box quote, I regularly experience how donor boxes easy setup and ultra swift pay fast checkout deliver. What we need. Donor box allows us to focus on why we do this, our clients and their needs. End quote. That’s from Jenny N A board member and recurring donor at Organic Soup Kitchen in Santa Barbara, California donor box helping you help others. Donor box dot org. It’s time for Tony’s take two.

[00:22:34.42] spk_0:
Thanks, Kate. I had a rough experience harrowing experience earlier this week. It was just uh four days ago. I was in a car accident. My car was totaled, totally smashed in the front. Uh It’s total. I walked out of it. Uh My, my steering wheel airbag went off my head, hit it and III I smelled this acrid burning smell and I heard hissing, I quick, you know, checked myself, I unbuckled my seatbelt and I was able to just get out and, and walk remarkable could have been, it could have been a lot, a lot different. There were four cars involved and there was someone who was not as fortunate as I was, he was, had to be extricated from the car by the fire department with those jaws of life and they bandaged his head and I could see there was still blood coming even through the bandages. I could see him and he was taken away on a stretcher in an ambulance. He was the worst hurt. You know, it just, it just could have been a lot worse who obviously grateful that I was unscathed. Not even a nose bleed. Uh My, my glasses didn’t even bend, hitting the, the airbag makes me think of my uh father in-law who’s no longer living. Uh because he was an automobile engineer. Cars are engineered to absorb impact with, with crumple zones in the front and the back. I, I needed the one in the front. That’s what saved my life, you know, but crumple zones and safety zones and airbags and the sensors and that’s, um, that, that’s a credit to my father-in-law and all his colleagues in automotive engineering. And it makes me think about how, how close I came and just makes me grateful for scientists, engineers who make our lives safer. That was just this week. And that is Tony’s take too,

[00:22:39.05] spk_1:
Kate. I’m glad you’re with us, Uncle tony.

[00:22:41.45] spk_0:
No, thank you.

[00:22:44.06] spk_1:
We’ve got, but loads more time now back to the five A’s of awesome fundraising with Kara Ox Beger.

[00:22:55.77] spk_0:
Anything else on the, on the ask?

[00:22:58.13] spk_2:
Well, you know, I think so much effort is spent on thinking of that first gift. Um but I think it’s just as important to really earn that second gift. And so that is actually a really great segue into our next A OK.

[00:23:20.15] spk_0:
Oh, I just, I thought of one. OK, before we get, before we get to this, to the next a uh acknowledge um in, in writing, you know, if you’re, if you’re doing, whether it’s digital or print II, I hate to see the asks buried in a, in a dense paragraph, you know, make it, I think, make them stand out now again. Don’t be, don’t be shy and, and humble in your asks. Yeah. Make sure

[00:24:58.19] spk_2:
that it’s clear somewhere. Yeah, what we really encourage people to do so we teach appeal, writing and what we encourage people to do is start with um their direct man letter as an anchor of their communication series around their ask. And in that direct mail letter, what we have them do is make sure that you can understand if you only read the bolded parts of the letter that, that actually tells the whole story. So you have the um the problem. So, and I mean, I’m gonna use this, this Maya Hope example again. So, um mom doesn’t know what to do. Uh son is in need of medication. So, you know, throughout you’re telling a narrative but, but that is, that’s the problem, right? And then you talk about how the organization can help with that. Oh, but Maya’s Hope provides these materials and then you put your call to action and for $10 a month, this child can get what he needs and mom gets peace of mind. Um So if you, if you in the whole narrative of the letter, if you bolded those pieces, the, the reader would be able to really understand what the problem is, what your solution is and how they can help. And then what we do is encourage people to take that anchor piece. A lot of people don’t even do direct mail, but I think it’s a good idea to even start by writing it. And then you can syndicate that direct mail letter into an email or an email series and some social media posts to follow up with that. So you’re really taking um a story and using it as a fundraising campaign for a short period of time and really curating all of your communications around that, that anchor piece.

[00:25:21.21] spk_0:
Do you have advice around uh maximum length of uh I mean, clearly, you know, emails should be shorter but, but uh uh you know, maximum length for a direct mail, you know, print piece.

[00:26:17.87] spk_2:
Well, you know, Mal Warwick is kind of like the, you know, the official go to for me for direct mail writing and he says longer, longer is more compelling. Um, four pages. I’ve never in my life sent a four page appeal letter. Uh but they say, you know, the research says the longer the better I’ve received some in the mail. Um, but no, I, I tend to stick to a front of a page in the back of a page and insert a response device and a carrier envelope in a return envelope. So that’s the package I usually like. Um I think a lot of people think that you have to, you have to just limit the length of a mailed letter to just the front of the page. But I think you can go a little longer. Ok? Especially if you’re telling a good story. I mean, it’s all about storytelling and and really keeping the donor engaged. If you, if you’re writing, well, the donor will turn the the donor will turn the page and keep reading.

[00:26:33.14] spk_0:
Acknowledge. We, we, we almost, we almost got there. You teased right now. Now we’re into that important acknowledgement. I know you’re gonna say that acknowledgements should come fast.

[00:26:49.30] spk_2:
Yeah. So earning that second gift right? We know that acknowledgements need to be prompt and personally um and really make an impact. You want the reader to understand that you are so grateful for their support, so that sincere gratitude, so prompt, personal, sincere gratitude. That really goes a long way.

[00:27:06.00] spk_0:
I love sincerity. You know, and you don’t have to be long to be sincere, genuine heartfelt in your, in your, in your gratitude.

[00:27:21.33] spk_2:
Absolutely. And, and I think, I think, you know, I think that’s something that we, as people are really craving right now. That authenticity, that sincerity. I think that we’re living in such a fast paced life and we have all this A I and all this tech around us that when we get something sincere and authentic, um it really stands out to us.

[00:27:37.92] spk_0:
I’m a big fan of handwritten notes.

[00:28:37.26] spk_2:
Yeah, I just wrote about 15 last night for a fundraising campaign. I’m working on. So, yeah, I, I feel it. I, I’m a big fan of them too. I love receiving them. I love sending them. Um I know it’s a lot of work. I have, I have organizations that I work with. They’re like, I don’t have time for that. Well, there are ways you can, you can modify it. You can do um a mail merged email that looks like it just came from your, your inbox and you can really be like, hey, I just saw your donation come in. I, I really wanted to let you know right away um what this will do and you know, you can, you can really be a little creative. You can even print some Acknowledgments hands, sign them and write a little note on them. Um I received an acknowledgement from an organization, the other day where it was actually written and signed by a volunteer. And that’s OK. I think that those kind of things are just fine. I think you just really need to acknowledge that gift and we know that um that, you know, I think donor attention is down right now. I think a lot of people are saying I’m losing donors and I’m losing donors. Um And I think acknowledgements are the key to that donor renewal. You know, I mentioned earlier, a lot of organizations focus on that first gift. Um But really earning that second gift is what’s important and that’s where acknowledge comes in.

[00:28:55.36] spk_0:
You just gave a lot of good uh tactics for, for, for handwritten or, or something very close to it. Uh Another one is that, that’s, it’s a terrific activity for a board board members. You give them a list of 15 or 20 they can either they could do it in a board meeting or they could take it home with them. You just give them the stationary, take it home with them. I’m sure they’d be happy to mail them,

[00:29:38.78] spk_2:
make a phone call, they can make a phone call. Yeah, leave a voicemail. Yeah. Give them a little script that, you know, most, most calls go to voicemail anyway, just give them a little script that they can leave in a voicemail and, and that’s really impactful. Um What, what always helped me when I um was in a role, I was in a um director of development role and my primary responsibility was acknowledgements. And what I did is I blocked out the last hour of my day on Tuesdays and Thursdays and I made that my handwritten note uh time. And so I went through, I went through the reports. I made sure that they got um notes, but I built it into my schedule and then it was just part of my day and part of my routine for the week. And then I got to go home feeling like I actually accomplished something right

[00:30:37.96] spk_0:
for anything that’s, that’s important. You know, you have, you have to make the time, you’re not gonna find it. Listeners maybe heard me say that if you’ve been listening a while, you’re never gonna find the time, you’re gonna make it. So you have to make it if handwritten notes are important to you an hour a week, two hours a week, delegate it to your board, delegate it to volunteers. That’s a great idea. You know, it’s, people are gonna be thrilled to get a handwritten note because I, I agree with you that we are thirsting for some, some more personal contact coming out of the pandemic when we were, we were prohibited from having personal contact and, and you’re right with artificial intelligence uh growing in popularity to get something that, you know, is genuine, authentic. Um or even the substitutes that you mentioned, you know, if you can, if you can’t do the literal handwritten note, the ways you mentioned to come close, you know, something that’s, that’s email. That, that sounds genuine.

[00:31:07.67] spk_2:
Um, and again, yeah, I think, I think when it comes from the individual, not the organization that adds just a little more impact, um, it makes it seem a little more authentic and, um, yeah, I, I think that one on one is where the relationship grows.

[00:31:25.08] spk_0:
And then if you want to follow with a more formal letter that, you know, maybe says, you know, the, uh it gives your tax deductible tax deductibility disclaimer if you want to include that, you know, that could follow several days later or a week later after the, after the, the, the, the phone message from the board member or the volunteer or whoever. So, you know, you don’t have to incorporate it all in one. And well, how do I sound genuine if I also want to put a tax disc disclaimer in?

[00:31:53.15] spk_2:
Yeah, absolutely. Um The

[00:31:55.33] spk_0:
disclaimer message could be automatic but the, the first thank you could be genuine, sincere and handwritten or a phone

[00:33:07.90] spk_2:
call. And there are some ways you can blend the two I know um donor box, you can customize your donation receipt, so you can warm up that language that they get right away. When they make an online donation, you can add in a little story or a video. Um You can really warm that up. I like to use the analogy. I think a lot of people are confused. I’m glad you brought this up, tony because I think a lot of people are confused about the difference between a donation receipt and an acknowledgement. And so I like to use this analogy. So your donation receipt is like the receipt you get um at the grocery store. It’s very transactional. It says um you know, you purchased this item on this date for this much money where in a management is like, um, a thank you note to your favorite aunt because she sent you a birthday gift. And so you would never say dear auntie thank you for the sweater valued at $49.95 that you mailed on August 15th. Um, no, you would never say that you would say. Wow, thank you so much for your generosity. That’s my favorite color. I’ll wear it all the time. Um, and then I think there’s a big pitfall too. A lot of people will ask for a second gift in their acknowledgement. You know, hey, thank you for, for giving $10. Would you give us $10 a month? No. And use that analogy then as your, as your litmus test, you would never say dear auntie, thank you for that sweater. Can you send me some jeans and some shoes to match it? No, you would never do that. So if you kind of use that as a litmus test of what you’re sending out. Um I think that that’s, that’s usually what I do in my mind. Anyway,

[00:34:09.76] spk_0:
there’s another opportunity to ask for the follow on gift to ask for the gift to be a sustaining gift monthly. You have other chances at that. Don’t, don’t blow your, your gratitude time on on talk about diluting now you’re diluting your thank you with a with a second ask. It’s just like you said, don’t dilute your ask, don’t dilute your, your gratitude with a with a second ask or request for anything. You just make it a straight. Thank you and touch the, touch the person again at another time.

[00:34:12.91] spk_2:
Sure. Yeah, absolutely. And like I said, if you’re doing those other things, well, if you’re, if you are acknowledging and you’re showing that you’re accountable for those donations and you’re, you know, continuing to make your organization attractive when you do ask for that monthly gift or whatever is next, they might be able, you know, raise their hand a little faster and say, yeah, I’m in

[00:34:44.45] spk_0:
indeed indeed. Give them the chance, right? Let, let them, let them maybe self identify too. All right. All right. All important. Uh We’re up, we’re up. Well, go ahead. You, you announced this one, you see them at the beginning, but you can announce our fourth. Awesome

[00:35:39.70] spk_2:
A our fourth A is a count. And so that would also fall under stewardship in that, you know, typical fundraising cycle. But this is where you’re showing impact for your gift. And we know this is important because, um, donors say they stop giving because they believe that their gift won’t really help or the money won’t be used. And so that’s where you have to account, account for that hard earned money that your supporters give to your organization. So show the impact, show the, the numbers of people you’ve fed or the number of shoes you’ve given away or the an animals you’ve saved, tell stories of how life change happened because someone gave. And so that’s what I mean by account, it’s as easy as just showing a little impact. It could be numbers, it could be stories, it could be anything that really gets that point across and keeps people wanting to learn more about how their gift, um went to work.

[00:35:46.87] spk_0:
And Maya Hope example, you used kind of incorporated the two into, into ask and also account, you know, by showing what the impact would be for your $10 monthly gift. You have another example, maybe of a, uh, of a, of a impact, an account that, that stays with

[00:37:09.82] spk_2:
you. Yeah. You know, there’s always, you know, nonprofits do a good job of kind of some year end annual reports that maybe you get in the spring or after the fiscal year and that’s not really what I’m talking about. Um, you know, I just got an, an, um, an email from a nonprofit I support. And it said in a very informal term, you know, in a, in a very informal tone, y’all really stepped up because you gave you, um, provided money for this many teens in this program and you helped dig a well at this site in Africa and you did this and you did this and you did this and it was about six bullet points of what I did and it, I know that my, whatever, my $25 I gave or whatever didn’t do all those things. But it, but addressed it, it said corporately because you gave these things happened. And so I think those are, that’s just a really quick, easy in my inbox. It took me two minutes to read it or less. Uh, but I, that stuck in my mind and I was like, yeah, ok, my money went to work and it did all these things. That’s really amazing. So that’s what I mean by account that doesn’t have to be a large, you know, overly processed brochure mailed, you know, that kind of thing. It can be stories of impact, it can be one on one. You know, I’m sitting across to you from coffee and, and I wanna tell you about somebody who came through our door and was hungry or thirsty and how, you know how we helped them. It’s as easy as that, that’s a count

[00:37:38.12] spk_0:
and you distinguish it from the, uh, the annual report

[00:37:56.31] spk_2:
and, and, and that, that is an impact report. Yeah. And that, I mean, I think that that’s important too. That’s a really great way to show um in a very large format how to, you know, you’re accounting for those donations that are entrusted to you. It’s intimidating for so many nonprofit professionals to think. Oh, I have to knock out an annual report. It’s important you should do it. But throughout the year use these little opportunities to show um that you’re accounting for those donations.

[00:38:12.69] spk_0:
Ok. Anything else? Uh accounting, accounting

[00:38:26.79] spk_2:
wise, well, acknowledge an account, makeup stewardship. Good stewardship means donor retention, right? So that’s, that’s the end goal, donor retention. They want those donors to come back for their second gift and their third

[00:38:29.64] spk_0:
gift. Yeah, because we know that acquiring a new donor costs us so much more than retaining. And uh yeah, our retention rates are very poor, right? Like 20% or something, the 80% of donors leave after the first gift.

[00:38:44.09] spk_2:
Oh, yeah,

[00:38:44.86] spk_0:
17% is our retention rate or something. It’s very, very pitifully low.

[00:38:51.26] spk_2:
So for yeah, you’re bringing in 10 donors and eight of them are turning around and never coming back. But the statistics show that if you have repeat donations. So those people who give second um make their second gift and third gift, their retention rate is closer to that 60% level. So those are the kind of numbers that you really want to, to um report on. You really want to keep your eye on as you are creating your fundraising strategy for the year.

[00:39:19.49] spk_0:
And that’s our uh again, right? Our, our fifth, our fifth a of awesome fundraising is again,

[00:40:10.49] spk_2:
again, yeah, repeat. It’s, it’s just repeat. So as you repeat the cycle, you know, you’re focusing not only on attracting new donors, right? But making your organization attractive to your current supporters. So you’re engaging them, you’re inviting them, you are starting that conversation and just keeping that conversation going and you keep that cycle going year over year. We have um one woman who runs an organization who’s in our fundraising coaching and she shared with me that they have an organizational commitment to ensure that any supporter receives at least two communication touch points before they’re asked again. So that is just a framework that you can have as part of your organizational practices and really just kind of keep that in the back of your mind. So if you’re not over asking, um now there are seasons that are very ask heavy like year end fundraising. You might feel like you’re really, really asking a lot during that time of year and that’s ok. Just make sure that you’re balancing out your communication touch points throughout the year so that they’re not all ask heavy,

[00:40:27.79] spk_0:
you’d probably like to see an annual plan.

[00:40:29.98] spk_2:
Yeah. Oh, absolutely. Communications

[00:40:32.17] spk_0:
marketing plan.

[00:40:34.14] spk_2:
And when you’re mapping out that plan, keep those five A’s in mind and just make sure that you’re, that you’re plugging touch points in that, that apply to those throughout the year.

[00:40:45.52] spk_0:
Anything else, Carrie, you wanna, uh, you wanna leave us with could be, could be outside the five days of awesome fundraising if, if you like anything. Uh, um,

[00:41:15.80] spk_2:
yeah, I say, you know, now is really the best time to shore up some of those good fundraising practices to really um take time to say, ok, what am I doing right now? Have I done a good job of, you know, accounting for the donations people have given to me. Have I taken time to say thank you. Um And that was a really good time to really assess that and make up for a backlog if you haven’t before we get ready for that year end fundraising. So that will help your organization stand out in your supporters’ minds when it’s, when it’s time to ask again. But I think now is a very important time to really make sure that you’re aligned for all that’s ahead in the coming months.

[00:41:40.81] spk_0:
Kara Ger with A P, not with A B No, she’s the uh fundraising coach for donor box. You’ll find her on linkedin. You’ll find the company, of course, you know, because uh they’re graciously sponsoring nonprofit radio, you know, that the company is at donor Boxx dot org. Kara, thank you very much. For sharing. Thanks so much.

[00:42:08.78] spk_2:
Oh, it’s been such a pleasure, tony. Thanks so much for having me next week.

[00:42:15.72] spk_1:
We don’t know, but it’ll be a good one. If you missed any part of this week’s show,

[00:42:19.01] spk_0:
I’d beit, you find it at tony-martignetti dot com.

[00:42:31.82] spk_1:
Were sponsored by donor box. Outdated donation forms blocking your supporters, generosity, donor box, fast, flexible and friendly fundraising forms for your nonprofit donor Boxx dot org. I love

[00:42:40.97] spk_0:
that alliteration. And by the way, when I said tough, I didn’t mean tough for you to say I meant too bad. You gotta say it

[00:43:03.87] spk_1:
too bad yet to say. Try to say it five times fast, fast, flexible and friendly fundraising for, for your nonprofit. Our train is Claire Myer. I’m your associate producer, Kate martignetti. The show social media is by Susan Chavez. Mark Silverman is our web guy and this music is like Scott Stein.

[00:43:24.35] spk_0:
Thank you for that affirmation. Scottie be with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.

Nonprofit Radio for August 14, 2023: Impact Metrics

 

John Mark VanderpoolImpact Metrics

First, we resolve any confusion over impact versus outcomes and outputs. Then, John Mark Vanderpool continues by sharing how to measure your impact, and how to market your impact. He’s co-founder of Social Impact Solutions. They have a free quiz to see if you’re leaving money on the table. It’s at FundraisingQuiz.org.

 

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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.
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[00:00:20.08] spk_0:
And welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host of your favorite abdominal podcast. Oh, I’m glad you’re with us. You disrupt my mono theia if you made me hot with the idea that you missed this week’s show. Here’s our associate producer, Kate with what’s coming?

[00:00:37.84] spk_1:
Thank you very much, tony. This week we have impact metrics. First, we resolve any confusion over impact versus outcome and outputs. Then John Mark Vanderpool continues by sharing how to measure your impact and how to market your impact. He is co-founder of Social Impact Solutions on Tony’s take too.

[00:01:01.99] spk_0:
August is National Make a Will Month.

[00:01:19.92] spk_1:
We’re sponsored by Donor Boxx with intuitive fundraising software from donor Boxx. Your donors give four times faster helping you help others donor Boxx dot org. Here is Impact Metrics.

[00:01:51.20] spk_0:
What a pleasure to welcome John Mark Van Der Pool to nonprofit radio. He is co-founder and Chief of Business Solutions at Social Impact Solutions. He develops strategies that organizations can deploy to achieve success in their marketing funding and impact efforts. The company is at social impact solutions dot com and John Mark is on linkedin, John M Vanderpool. Welcome to Nonprofit radio.

[00:01:54.67] spk_2:
Thank you so much. It’s a pleasure to be here.

[00:01:59.62] spk_0:
I’m glad to have you. Thank you, impact metrics. Uh This is, this is what you’re all about social impact solutions is the company we need to start with the definition of what you mean by impact

[00:02:27.85] spk_2:
metrics. Absolutely. So there’s actually quite a bit of confusion around what does impact mean oftentimes you see it associated specifically with fundraising. But when we’re talking about true social impact, we are talking about what are the short term and long term outcomes of our programs, of our nonprofit programs. So if you have and think of any nonprofit program, you ask yourself, what are the actual social results like the societal changes and benefits that occur as a result of that program?

[00:02:58.42] spk_0:
So we want to distinguish it from uh what I think most people think of as outcomes, which is just like numbers of people helped or number of backpacks stuffed, like you’re saying, let’s go a step further. What, what was, what was the, what was the impact of those provided backpacks to those 500 elementary

[00:03:15.06] spk_2:
school Children? That is exactly right. And we would actually, if we want to nitpick a little bit, we would call what you said an output and then you could say an outcome would be the short term midterm, long term outcomes or impact. So they can be used a little bit interchangeably. But most organizations, if they focus on anything, they o they focus on those outputs, just like you said, 500 backpacks delivered with XYZ goods inside 15,000 wheelchairs delivered 10,000 houses built. That would just be the, the actual output. The next level is where all the magic happens and where I’m excited to talk about um on this podcast.

[00:03:42.44] spk_0:
Ok. Ok. So you would call those outputs. All right, we’ll stick with that. Um And so I think a lot of people think that those that is not measurable. How are we gonna track those 500 Children? How are we gonna pack uh track the people who are sitting in those 10,000 wheelchairs?

[00:05:12.96] spk_2:
Right. Right. It is challenging if there’s not a process built around it. And so this is what’s we really love to see because we know that organizations feel like they’re pulled in a million directions. But if you look at the one unifying theme across all stakeholders, but absolutely, with donors employees, the people that you serve to your constituents as well as volunteers. The reason why they give their money or their time or their careers to you is because of the social impact that you create. It really boils down to that. And there was a wonderful study back in 2019 that came out and the number one reason why donors that includes millennial Gen Z but especially focuses on major donors. The number one reason why they give is the societal impact that your, your organization creates. Now, the second reason why they give and everyone knows the second reason why is because stories of transformation and so they want to see really, we combine those together, what are the data driven stories of transformation that your organization is creating? And then finally, if you want to take it to the next level, how are you then communicating that impact to your donors in a way that they can see themselves as a part of your ecosystem? And so what’s the data, what data are you collecting? How are you collecting it? How are you measuring it? Which we’ll absolutely zoom in on, in a moment. What kind of stories of transformation are you capturing and then reporting to your donors, employees, stakeholders, everybody. And then how are you positioning each one of those stakeholders accordingly in a way that they can see themselves as an agent of change or a change maker? Because everyone here, I mean, millennials, baby boomer generation, all generations see themselves as changemakers. And so it’s a matter of how do we encourage that line of thinking rather than compete with that line of thinking by talking about ourselves in our own, you know, ourselves being nonprofits in our own way.

[00:05:36.96] spk_0:
So, all right. So we, we’re talking about the measurement and the marketing of, of the social impact

[00:05:44.16] spk_2:
100% 100 or the outcomes. And that is exactly what we focus on measuring market your impact. And so let’s talk about what you were saying earlier. How do you do it? Right. It’s a lot of work. So, how do you do it? And do we want to use, uh, just an example that you have? Is there sort of a type of nonprofit that you’d love to start with?

[00:06:17.94] spk_0:
Uh, well, can we, can we keep going with the 500 backpacks elementary school students, uh, like school school supplies for an underresourced community where the kids need help with pencils and stapler and uh, other school supplies that I don’t have Children. So, uh, you know, I don’t think you’d put an ipad in there, but, right, I, I don’t know whatever this current school supply

[00:07:20.99] spk_2:
needs are. Right. And if you want to look internationally that we know that a lot of, a lot of schools where you aren’t allowed in unless you can afford a uniform, right? And so the barrier of a uniform say, hey, this is your, this is your ticket, this is your tuition. And if you don’t have the money for, for a uniform, you can’t come to school. So here we have this massive problem. Right. So let’s talk about what you’re saying, underresourced school, underresourced students trying to get into school. Excuse me, we would want to begin with the end in mind. Right. And that’s the whole idea behind this concept called a theory of change. It’s a logic model framework that we can apply to the nonprofit sector that is extremely, extremely clarifying it is just a clarifying heuristic. And so the theory of change begins with, what kind of impact are we trying to create? What are the outcomes that we’re aiming for? Right. We don’t know that we’re hitting them yet, but we want to know the target that we’re aiming for. And so that might mean we want to ensure that 90 plus percent of students in this target area have enough school supplies to make it through the year. Right. They want, that’s sort of the ultimate goal, but they want to start seeing improvements of education. We want to be able to follow up. Can we see if their grades are improving? What are we? And I’m pulling all of these out of my ear because we don’t

[00:07:48.25] spk_0:
know grades, right. Great. Uh, grade improvement. I even, I was even thinking longer term, maybe high school graduation rates. We’re talking about elementary, elementary school now. So let’s say it’s 7th and 8th graders. Uh, but we want to see high school graduation rates. Are we one

[00:07:55.41] spk_2:
100%? Right? We’re

[00:07:56.20] spk_0:
impacting those if we even college, maybe college admission,

[00:08:43.10] spk_2:
if you can do this kind of like longitudinal approach, it’s where everything changes for your organization. I know I’ll allude to why this is what major funders are looking for. Major funders are looking for long term thinking nonprofits that they can come aside and fund for the long, they want to see these longitudinal, not truly longitudinal studies from an academic standpoint, but they want to see the long term change that they can partner with great organizations doing excellent work. And that’s, that’s a great way to look at it at minimum. You want to be thinking 3 to 5 years out. That’s what we’re talking about from a true midterm and long term outcome. Let’s talk about 3 to 5 years. But again, that requires follow up and follow through which is not easy, right? It’s not easy to do these things, but it’s just all it is is a system that we need to build into your operations team. I think people are confused. Yeah. Go ahead.

[00:09:01.42] spk_0:
Can we, can we report on short term too? Like just uh you know, improved grades. Yes, in, in this current school year and then maybe, I guess more, you know, more midterm, mid to long term would be high school graduation or maybe performance in high school and then high school graduation and then college admission would be the long term. That would be like a 55 year for a, for 1/7 or eighth grader.

[00:12:26.52] spk_2:
So just imagine that this organization that we’re describing right now, just imagine they’re starting with kindergartners, fifth graders in that, in that time frame and they are wanting to turn somebody into a lifelong learner, like that’s what we’re going for. We want to take someone from an underprivileged underserved neighborhood and turn them into lifelong learners. So that’s a very aspirational statement. And it turns into how are we going to know if we’ve done that? Like, how are we going to know? And you just listed out several things, you know, we wanna have college acceptance rates, we wanna have job, you know, job acceptance, we wanna see media and household income in this region go up like we can go really, really wide with this data or we can start really simply which is where we recommend people starting. But let’s start simply if you don’t have the capacity to pull all of this off yet. But let’s do begin with the end in mind so that we can start, you know, getting our creative juices flowing the right way, thinking about what change, ultimate change do we want to see in this community? Right. So let’s just think that way and then it turns into how are we gonna know if we’re doing that just with the metrics that we laid out and then how are we going to measure that? And it just turns into a pattern of follow up and follow through. You might do things through surveying focus groups. You might have an outside research firm come in and evaluate and analyze individuals that have gone through your program before. If you’re more government funded, there’s just other kinds of tools that can be used to measure change from a government standpoint. Like you, they test grades, you know, testing and evaluation, aligning that up with the kids that have gone through your program versus those that have not. So control groups versus non control groups. Other ways to do this are pre and post assessments are really, really important with human services. You see this a lot in in the human services space specifically, the government funded human services space by nonprofits that can evaluate pre and post. It’s a very effective way to show short term outcomes. So using a a different kind of example, imagine some kind of um clinic, maybe it’s overseas and you take a needs assessment. It’s a very common tool that most nonprofits are aware of that they need to be using what are the needs in our organization. And then we design a program, we already have a program implemented to address those needs. Let’s take baseline data, where are the individuals in this area? And then after the course of a program, say it’s a a three month, six month, nine month program, we can now evaluate where these individuals are now. So using a different example, let’s say it’s a nutrition program and they’re serving, they’re serving a community that is wildly malnourished, but they have a nutrition program attached to the schools. They evaluate where the students are today and then nine months later, but let’s say they do it quarterly. They check in, the kids have gained X amount of pounds, you know, they’re seeing reduced rates and XYZ, we don’t need to get into the medicine side of this. But it’s how you really measure the change, measure that delta of change with the program that you’re, that you’ve designed to make this kind of difference. And that is how you get that immediate short term outcome. Not necessarily, we serve 500 kids. It’s like no, we served 500 kids and we reduced, you know, child malnutrition by 75%. That’s a very different conversation. And you take that number to your grantors, take that to your donors, take that to your volunteers to your employees and this is what your employees want. They want to be a part of that kind of change. So make it really easy for them to understand the great work that you’re doing.

[00:13:00.68] spk_0:
Uh There’s a significant commitment which is gonna have to come is gonna have to come from leadership clearly because there’s gonna be resources allocated to these, to these pre and trans and post measurements. And uh so, all right. So we’re gonna need leadership commitment to this

[00:13:01.75] spk_2:
100%.

[00:13:03.13] spk_0:
It’s not like just our marketing team is gonna be writing stories of transformation.

[00:14:35.95] spk_2:
Correct. Correct. And now can you give a couple of just like cheat coats if you want to talk about how to do this the right way? I think one of the biggest call them cheap cheat codes. Just sort of a, just like cheat codes. Like, here’s how you can sort of sneak it like. Oh, cool. I’m gonna get to the next level real quickly. I just, ok. Yeah, impact comes from your operations department and that, that’s just what it boils down to where does impact come from. It comes from your operations. Now, the beauty is when you have a process and this is what’s happened in the last 15 years with technology that makes life so much easier, it’s that you can build impact data collection into your existing programs and you do that with technology, right? There’s just so many more ways to leverage technology from an operational standpoint. I mean, we work in very very remote parts of the world, our partners like the clients that we work with. No wifi, no nothing, right? Very very remote parts of the world. And so we have to help them create systems that capture impact data as frequently as their program allows for it. But when we can capture the data and it’s just a part of literally just a part of our day to day existence, it works exceptionally well. It works really, really well. So I think let’s go back to a school example, you know, you do education evaluations annually a couple times a year, whatever the frequency is on that. And if you’re able to collect that categorize it and report on it, that’s how you can very quickly see what’s going on. It’s the same mindset, just imagine. And if, if I was wanting to lose £15 over the course of three months. Ok. Well, I need to be losing, you know, £5 a month. I need to be checking in, you know, with that weight scale every single day to be able to say, am I actually losing the weight? Am I plateauing? Am I gaining what’s going on? But we need to bake this into the existing process?

[00:14:57.32] spk_0:
Ok. Uh Why don’t you uh share a story of some, some nonprofit that uh did not have these kinds of measurements in place, you know, did not have that as part of their operational plan uh and built it in and, you know, saw success and maybe even, you know, saw fundraising, saw a fundraising impact whether in whether individual or institutional, but, you know, for saw an impact from their own impact reporting.

[00:19:00.38] spk_2:
Absolutely, I’d love to use a very, very relevant example in this because I, I want to get a little bit of behind the scenes of what this looks like. So this is an organization very well known, very large, you know, they have a, a very large footprint across the United States and actually around the world as well. Um But there wasn’t really much of an attitude towards collecting data and data sort of sounds invasive. I’m not talking about invasive data whatsoever. It’s just, they didn’t really have an understanding of who their direct constituents were, the people that they served. It was very detached from headquarters so very close from a grassroots standpoint. The headquarters had a significant detachment from, you know, from their grassroots organization. So there just wasn’t really an attitude around um process improvement, you know, from the business space if we were going to have that kind of mentality, process improvement. So we came up with them, we partnered with them. This has been, this is a three year old story at this point. And so let’s start out with the needs assessment. Let’s survey the needs of the people that you serve. Let’s see what it is that they say that they want from you. And so literally online service. So we were just focusing on the US based um constituents at that point, online survey, we were able to collect thousands and thousands of, you know, new new people to headquarters. The, you know, regional offices were very aware of who these individuals were. But headquarters for the first time, they were able to see from the perspective of the people that they serve. This is what they need the most and what they needed the most was additional care and we can get into all those details later. So what did they do? They tweaked, they didn’t have to start 500 new programs. They didn’t have to, you know, redo everything they tweaked a couple of their existing programs to accommodate some of these needs. They reported on that to their funders. They started getting more data. Just survey results from the people that they served. The people that they serve were ecstatic with the new services they were getting and funders were even more excited. They had one funder in particular who found out like, OK, you are actually talking to the people that you serve and they are giving you feedback and you are making decisions based on that feedback. I think this is one of the things that most nonprofit leaders are afraid of. They feel like they have to have all the answers and take that to their funders. When typically their funders, you know, they run businesses themselves, they understand exactly how challenging growing an organization is. Like they have a lot of commonality and when they hear while you’re innovating in this type of format, they want to double down. That’s exactly what this one funder did. He, he told them, hey, I’m gonna write you guys a very significant check and it was, you know, multiple commas in that, in that check. And then he came, the check finally came in and it was double the investment that he told them that he was gonna make in person simply because this was an organization that was listening to the needs of their people, changing some of their operations and better serving their constituents along the way. So you build that into an impact report. You start sending that impact report to family foundations, granting organizations high net worth donors. Millennials. Gen Z, you curate it for all of those different audience types and they can see not only are you serving this many people? Not only have you served X 1000 outputs, but you are listening to the needs of the people that you serve and then you’re tweaking your operations to better serve them. And now you have data that shows that you’re seeing a higher quality of life, you know, through multiple surveys and things like that of the people that you’re serving. And it makes a tremendous difference for the, the end user, the constituent and the donors are even more engaged and inspired than ever before. I said

[00:19:23.21] spk_0:
earlier, you need a leadership commitment. You, you also, you and that part of that leadership com commitment needs to be uh a time commitment. We need to be, we need to be invested in this for, I know we had talked about short midterm long term but you know, I would think you need at least a year or 18 months. Maybe it depends on what your work. Maybe it depends on what your work is it right? But you need, yeah, you need to be committed to this for, for AAA reasonable amount of time to, to, to coalesce the data that you need to show the, the, the social impact.

[00:20:32.60] spk_2:
Absolutely. And what’s, and what’s exciting though is that when you start the right way and you do not have to rip the whole organization apart and put it back together. That is not the advice that we have for existing organizations. It really is a matter of let’s start simply let’s because this organization that I’m referencing had very, very little data. Um And by data, they didn’t know the people that they were serving the needs of the people that they were serving. They weren’t even tracking outputs and they absolutely weren’t tracking outcomes. So we need to start very simply. And we start with that theory of change that does not require herculean effort. It just requires getting people in a room and saying we want to measure our desired outcomes like we want to actually measure for this. So we start small and we slowly start trickling in catching capturing data that are showing, hey, is this working? Is it not working? What do we need to improve? So again, we’re starting very simply but just like anything else with compounding it’s over time, you really start to build this, you know, repertoire of information that really helps you make better decisions as an organization. And it’s exactly what your funders are looking for. Like it, it is not, it is working in concert with what everyone else is looking for. They want to see impact data from an employee volunteer constituent, but mostly a funder standpoint. So it works very well. That way

[00:21:32.14] spk_1:
it’s time for a break. Donor box. Are you thinking about adding membership levels? How about sustainer giving or maybe you offer them? But your platform is slow, tedious and potential members and donors are dropping off. Enter donor box, they have the platform that’s four times faster and stops the drop. So you stop losing members and donors. Donor Boxx helping you help others. Donor Boxx dot org. It’s time for Tony’s take two.

[00:23:47.47] spk_0:
Thank you, Kate August is National Make A Will Month. The purpose of National Make A Will Month is to remind people all of us to create a will if we don’t have one or check our will to make sure that it reflects what we still w what we want to have, happen with our assets with our estates. Uh At our death, I put a spin on that and I like to use the month of August to remind nonprofits how important critical it is that when you launch your planned giving fundraising program, you launch it with gifts by will the most simple planned gift, the most popular planned gift, gifts and wills A K A charitable bequests. Same thing. Wills are the place to start for lots of reasons. And I’m enumerating those reasons on linkedin this month. So if you uh wanna take a look, I’ve got 18 reasons. I’ll have 18 by the end of the month we’re doing uh six a week in two different posts. So sending them out in uh in little packets of three. And by the end of the month, we’ll have the 18 reasons why wills are the place to launch your planned giving fundraising. And I’ll just give you a teas or one of the reasons is because they are the most common planned gift. And why are they the most common planned gift? Because they’re so simple because everybody knows what a will is. Everybody knows how wills work and everybody knows they need a will. So that actually is two of the reasons. So you got 1/9 out of the 18 by the end of the month, we’ll have all 18 on linkedin. The point is wills are the place to start your planned giving program and all those reasons are why that’s true. And that is Tony’s take too,

[00:23:51.37] spk_1:
Kate. Ok, tony, we’ve got boat loads more time now back to impact metrics with John Mark Vanderpool.

[00:24:01.88] spk_0:
Anything else that you wanna, you wanna say about the uh the metrics, the measurements before we move to the, to the marketing part, sharing, sharing these stories. Anything else?

[00:26:17.92] spk_2:
Yeah, I’d love to zoom in a little bit more on theory of change. Just so there’s, there’s no confusion there if that’s ok with you and please pick it apart as much as you want to because it really is a process of reverse engineering, what your goals are. It’s not a mission. Statement. It’s not really a vision statement, but it works with your vision statement. It is, these are the target outcomes that we’re trying to, we’re trying to go after we are trying to go after. So let’s use your example of a world where everyone in this county and whatever state, all these Children have access to education and you know, all the tools they need for education that and then you have to ask yourself the question of how are we going to know that we’ve accomplished that goal? It’s not, how are we going to do that? It’s how are we going to know that we’ve done it? Yeah. And that’s where those measures come from. And again, I think there’s a little bit of confusion and this is where you can marry sort of the best of academia with the best of best practices from an, from a tactical standpoint where if you can use what are called validated research tools, I know you were in the academic space for a long time, like they are just survey tools. There are different resources that you can rely on with a high degree of credibility. Yes. If people are passing this quality of life survey, not passing. But if they are showing improvement according to this quality of life survey, we are much more confident that we’re creating a significant societal change within this target population. And so using different types of survey tools, other kinds of qualitative and quantitative tools that are out there is tremendous. And so we begin with the end in mind, our target outcomes, our target impact outcomes and impact again being synonymous terms. And then we back it up with how are we measuring it? And then we back that up even more. And we say great, what do we need to be producing? So on an output standpoint, what do we need to be doing on a monthly, a weekly, monthly, annually basis that would lead to these target outcomes? And then you reverse that even more in what’s called the activity stage in theory of change. Like what do we need to do every single day that is leading to these target outcomes? And then if you want to get fancy and talk about the input feature, that really is what are all of the resources? So the money people time that we’re going to need in order to pull this off to do

[00:26:27.84] spk_0:
these activities on a daily, weekly

[00:27:28.48] spk_2:
basis. Exactly. Exactly. And, but you do break it down by department and II, I think that’s really important because it can be confusing. You’re like, well, I’m in marketing, what do I have to do with operations? It’s like, well, let’s let’s separate these, separate these out and this is why we do marry the whole marketing conversation into it because it supercharges, you know, marketing and fund and development, but it’s every single day of the week I need to be doing XY or Z from an operation standpoint, I need to be attracting new constituents into our program. I need to be serving them the way that we have it outlined in our program. And then we need to be following up with them in certain increments. Great. I get that from an operation standpoint. From a development standpoint, we need to be attracting in converting more donors. So we need to acquire more donors and we need to keep the donors that we have longer and we need to have them give more money over time. Fabulous. What are those daily activities? We can talk about that later and the same thing for marketing, same thing for finance, things like that. But theory of change really is a helpful model. Um And we can provide resources, blogs and things like that to the audience if they would be interested in that.

[00:27:37.30] spk_0:
OK. On theory of change, on theory of change. All right. All right. Um Well, are those at uh social impact solutions dot com?

[00:27:45.64] spk_2:
They are, but we’ve also included it into a fundraising quiz. So we have fundraising quiz dot org where you can take, take it. It’s like a two minute assessment where you can establish where you are in the theory of change model as well as some other fundraising questions as well. But we can talk about

[00:28:07.65] spk_0:
that more later too. I was gonna mention that later, but you got it fundraising quiz dot org, correct? Ok. Ok. Um All right. So let’s move then to, to marketing. Now we’re gonna, we’re gonna tell these stories of transformation. Absolutely. Based, based on, based on our data.

[00:28:18.82] spk_2:
Absolutely. And this is where things get really excited. Right. This is a lot of fun. Do you have any questions before I dive in? I’m happy to do whatever you want. No, there,

[00:28:24.75] spk_0:
my questions are general. Like, where do you get started?

[00:32:34.04] spk_2:
Where do you get started? So if there’s something that is more common than anything else I’ve seen in the nonprofit space is that marketing needs more information out of operations. It’s just, hey, I need stories. What do you got for me? I mean that if there is a bottleneck that exists, it is a a bunch of wonderful marketers talking to a bunch of wonderful operations experts saying I need more stories from the field. I need more data. What can you give me? Like II I just don’t have enough content, don’t have enough anything for our, for our donors, for volunteers, for everybody. And so that really is why this process is so important because we want to build a system that generates stories of transformation on a consistent basis. We want to build a system that generates impact data on a consistent basis. So your marketing team is not hounding your operations team saying, hey, I’ve got a presentation next week and if I don’t have the these five things it’s gonna flop, right? You want to give your, your development and marketing folks the data, they need to do their job exceptionally well. But impact comes from your operations department. That’s where all, all of the impact is created because they are serving the people that your your target, your target population. And so what does it look like? It looks like every week knowing exactly those outputs how many people were served? And if you can do this, this is why we love pre posts, um, pre posts assessments. Where were they when they began, began their journey with your organization? So if you can establish a baseline again, let’s just use the same example from before a, a wonderful nonprofit that gives Children school supplies. Well, were they at zero? Did they not have any access to school supplies? Were they completely, you know, separate from that? This child came to our program? He literally didn’t have backpack, didn’t have, you know, sneakers didn’t have anything in order to go to school. We gave him everything he needed so that he could start school, you know, August, whatever on the of this year. So we take a baseline and we find out while 25% of our target population doesn’t even have access to shoes, doesn’t have access to adequate clothing, doesn’t have access to pencils, textbooks, whatever it is. So we understand the problem even better because of the process that we’ve built. Well now marketing is able to take that, take that information. I keep saying data, but just take that story. Hey, 25% of the kids in our community don’t have, don’t have what they need to go to school. This is crazy. So they’re able to tell Hammer on the problem. 25% of students in our area do not have adequate school supplies. That’s not ok. We know that you as a donor, you as a committed member of our, our community isn’t ok with that. I, you’re not ok with that. We need to raise however many thousands of dollars in order to satisfy this need. We know that you care about this as much as we do. We know that you want to get back to this community. We’ve made this easy give now, I mean, there, there’s your outgoing email on the problem, right? Because we have to, we have to anchor the problem appropriately, but we have to do it. We absolutely have to make sure as marketers that we’re communicating the problem that our constituents are going through. Ok. Now we’ve raised the money. We’ve delivered the school, all those school supplies. Now, let’s check back in with those families. Let’s check back in with those students. How are they doing now? What does it look like from a sustainability standpoint? Are they now able to go acquire these supplies on their own? Are they getting better grades? What kinds of changes are they able to see? I mean, even just the ability to attend school versus not attend school is a significant change. So I don’t want to forget that, but you have this information now that gives you unlimited content opportunities from a marketing and development standpoint, you convert that into a fundraising script, you convert that into a video series, you convert that into months worth of social media. I mean, if 25% of our kids don’t have adequate school supplies, we have a huge issue. We need to gather together as a community and solve this problem. Which is that galvanic, that galvanizing statement that all marketers are looking for, to really inspire their donor base. All right. Uh

[00:32:59.69] spk_0:
You make it sound, uh you, you make it sound simple. Uh But there is a commitment, you know, there’s a commitment of uh money, there’s a commitment of time. Um I don’t know, you know, I mean, you, you’re, you’re doing this day to day, you’re studying it. Uh iiii I can’t even uh see holes to uh to challenge you on uh what, I don’t know what, you know, what else, what else is there to talk about?

[00:33:05.07] spk_2:
You know, I think what’s fun. And I’m

[00:33:07.67] spk_0:
at a, I’m at a rare loss for uh the uh the degree of lackluster of the host is uh, is pervasive in today’s show, you know, II I don’t really know more, more to ask you,

[00:34:19.07] spk_2:
I think one, something that can make things even simpler. And we have spent a lot of time with this problem. We have, we have spent a significant amount of time and we’ve been very fortunate to work with wonderful organizations, doing great work, but in very challenging technological environments, geographic environments and it just boils down to a system. It’s a system in a process. And every social entrepreneur is a nonprofit leader, social entrepreneur, business, social um good business. They understand that if we can just improve, if we can start and then improve some process and just add a little bit of resource to it. We don’t have to, you know, spend hundreds of thousands of dollars on consulting firms to come in and fix everything, right. That’s not the answer. We need to start somewhere and then we need to just get a little bit better every single month, every single week, every single day. And it really is just a systemic opportunity where it’s like we don’t have any data. OK, great. Let’s do something to turn on the data switch to flip the switch for. Now, we do have data. Um You said

[00:34:27.97] spk_0:
earlier, let’s start small, start with, start with

[00:36:32.92] spk_2:
something. Let’s just start so simple. And like, that’s what’s great is that the reason why people associate impact with fundraising is because it’s really easy to measure. It’s really easy to measure. Like, hey, we switched to Xyzcrm or now we have um you know, some new fundraising platform that we’re using and our donors have a one click, check out before we had this problem. Now we don’t and we made 15% more money. Look at the impact of that. And so it’s easy to measure. Number. Finance is always easy to measure just because it’s numeric, but it’s the same conversation around the social change there. If you want to go even deeper into this, there’s a, there’s this whole notion of social return on investment and the US is lagging a little bit behind Western Europe, the UK because this is a very standard common practice in, in western Europe where you have to measure what is the social return on investment. It’s an actual calculation. It really is a dollar per outcome. And there are different grading agencies in the United States. Um Charity Navigator being one of them that is now starting to measure nonprofits according to their social impact. They just rolled this out within the last six or 10 months maybe. What’s their social impact beacon I believe is what they call it. And they’re really just looking for one thing. What is the dollar per outcome? It really is the dollar per outcome. So just think of that, think of that equation. Yeah. And I would say this is a guess, but I would guess that 90% of nonprofits, I might be a little, let’s just say 75% to be a little bit more safe are just now starting to track outputs where they can say for these students that we’ve been giving, you know, school supplies to, we gave 500 school supplies out this year and it cost us $5000. So we can now do the math on dollar per output. But what everyone wants to know and by everyone, I mean, the major funders of the world, they want to know if this is more effective than some other solution. We want other solution or,

[00:36:35.93] spk_0:
or, right, some other solution or doing nothing or doing nothing. Yeah, I mean, right. Anybody sophisticated is gonna wanna know, you know? All right, 500 backpacks. So, what, what, what difference did that make other than giving people a backpack full of supplies?

[00:36:50.85] spk_2:
Right. You’re

[00:36:51.73] spk_0:
absolutely right. That’s what we’re, that, well, that’s what you and I are all talking about.

[00:38:04.31] spk_2:
Right. You are 100%. Right. And it, it’s just amazing of when you can measure that and I, I’m not trying to be, um, too eccentric with this. I’m not trying to just amp this up too much, but this is exactly what your employees are looking forward to. Employees are dying for meaning and they are dying for their employers to give them meaning. Show me what my hours are leading to just tell me, tell me why I left this, you know, high-end accounting firm, not me. I’m just like, so why we, someone left this high-end accounting job to be a, to get my pay cut, cut in half. And now I’m a CFO for this organization. Tell me why this matters so much. Or I’m gonna go, I’m leaving a sales position and I’m getting into development because I want my life to mean something. The impact data is what communicates that to them. The stories of transformation is what communicates that to him. But the way you communicate where they matter. And I love this so much because it’s such a good leadership communication tool. If you can put that person or that employee or that donor or that volunteer as the hero of their own story, because they already are in their mind, they are already the hero of their own story. If you can say that you are a game changer, you are a world changer, you are changing the lives of these people around the world and here’s the data to back it up like this is what your work is going to great job, like you’re making a huge difference, right? That’s why people stay at jobs. That’s and also if they don’t have, that’s why they leave.

[00:38:54.07] spk_0:
You’re getting to employee retention, right? Uh Especially among younger folks who are looking for meaning, I’m generalizing. But what I read is, you know, they’re looking for meaning and purpose in their work beyond paycheck and benefits and, and time off 100%. All right. Yeah. No, that’s uh that’s a, that’s, I think it’s a valuable point that a lot of people are, you know, probably thinking of this from a fundraising perspective, whether it’s individual or institutional, but employee retention, the meaning of your work, the meaning

[00:39:32.02] spk_2:
of your work. And we can have fun because this is where the math gets really exciting from a fundraising standpoint. And if you’re looking at, ok, great with this new impact data, we were able to acquire new donors at this part. So we can look at our donor acquisition costs. It’s like, wow, we have this valuable data which is leading to, you know, lower donor acquisition costs. But now we can look at donor retention, right? Because we’re looking at donor lifetime value, we kept somebody for five extra years, 10 extra years, however many extra years and we increased their giving because we were giving them exactly what they wanted, impact data stories of transformation and we were positioning them as the hero. It’s the same thing with employees. We want to be able to recruit better employees and keep them longer. It’s such an expensive ordeal, losing an employee as someone as an employer. I know how painful that is. I know how, you know, brutal that can be. But if we can inspire and retain our employees, it makes a huge difference. And with volunteers, it’s, it’s, it’s even better because what they’re lowering our cost of goods sold by so much as a nonprofit, you can run so many different equations on this and makes a huge difference for the bottom line of the organization,

[00:40:15.16] spk_0:
let’s say a little more about positioning as a hero. I mean, isn’t, isn’t that as simple as your time for a volunteer? It’s like a volunteer instead of a donor, your time means uh a increased, increased likelihood of uh college admission for, right? This percentage of our, this percent of our community, I mean, is it, this is just as simple as your, your, your, your message, your, your, the words, you choose

[00:40:28.30] spk_2:
absolutely 100%. It is as simple as the words you choose. Thank you for putting it that way, tony, like that is 100% true.

[00:40:35.17] spk_0:
OK. Right. I mean, I like, I like to see a copy that says, you know, you did this versus we did it or you helped us do it. Uh You know, and then some, sometimes I get pushed back. Well, they didn’t literally do it. Well, you know. All right. So let’s take a little bit of license but, you know, without their money, we, we wouldn’t have been able to do it. So you wanna, you wanna argue that, that we couldn’t have done it without them, which means they did do it because if it hadn’t been for them, it wouldn’t have gotten done.

[00:41:01.61] spk_2:
Absolutely. They enabled it, they enabled the activity, right? They were the ones that enabled the ability to do that. And so they did do it and I did

[00:41:10.49] spk_0:
agree with you. They did it, not that you helped us do it or you, you know, you did it, you did this, you did this in our community. Here’s, here’s what you’ve done

[00:42:12.39] spk_2:
and you and I are completely aligned on that. I love the phrase because of you. This happened because of your generosity because of your time because of insert whatever they did, this outcome was achieved. You’re incredible. Let’s keep partnering together. Do more good work. Just tell people they’re great. And this like, let’s just look at this from an email marketing standpoint that I think we can riff on this forever. But just think about it. People are so concerned, nonprofit marketers like, oh, but we’re, if we email too often people are going to unsubscribe and I always tell them it’s like, listen, no one unsubscribes from somebody tell them how great they are every single week in the good work that they are doing by partnering with you. They don’t have to subscribe for that. No one likes to be told. No one’s going to leave an email marketing message that says, you’re incredible. Thank you for all the great work that you’re doing. We are thrilled to have you as a dedicated donor. I can’t wait to see what we do together next year. They might not open every single email, but they are sure as heck going to be inspired because you are telling them that they’re doing a great job because they are doing a great job. They’re giving you money, they are doing great stuff.

[00:43:00.90] spk_0:
All right. Uh At the risk of we’re not gonna end on a, on a negative note. But we uh something did occur to me now where it didn’t occur to me 15 minutes ago. Uh The potential downside of uh collecting all this data. So is we’re not making an impact. This is a great question. I mean, there’s also a possibility that we’re having a negative impact. Like the the Children with the backpacks are, I don’t know, ostracized or, you know, because the backpacks look weird or whatever, you know, but let’s not go negative, but we’re just not seeing a statistically significant impact uh from the work

[00:43:01.86] spk_2:
we’re doing, you are asking the right question.

[00:43:03.84] spk_0:
That’s, that’s certainly a possible outcome. What now we, now we need to, now we need to revise our theory of change.

[00:46:24.23] spk_2:
Absolutely. And that’s what happens is you learn something and that’s what’s so important is when we have data, we actually have something that we can learn. And this is a huge, huge, huge concern for organizations. But I love this story. Are you familiar with um Vision Spring nonprofit that you’re familiar with beautiful, beautiful organization, um predominantly sub-saharan Africa, India? But they had a, I’m not gonna say a failed attempt because I don’t think they failed but they were unable to scale their operations in, I think it was Guatemala. But let’s just say Central America and it, they just couldn’t get the model that they had perfected in India to work in Central America. Different context, different culture. I know everyone understands that but it didn’t work and it was just, it was a lot of money. I think it was like $10 million that and I want to be clear, this is not a client. This is a published, you can find this story that I’m telling you on the internet. I’m not. There is no inside baseball here. This is something that they’ve been extremely transparent about. And I think it’s served them exceptionally well, but they published the fact that hey, we thought this was gonna work in Central America. It didn’t like the model that we have really been championing inside of. I wanna say Southern India specifically is not applying over here. We just burned through $10 million but here’s what we learned and then they just bullet it out here are all the things that we learned. I think this was published through Duke’s um MB A program. It’s a fantastic case study if anybody wants to read about and they went back to their donors, the same donors that gave them $10 million and they said total flop didn’t work. But here’s what we learned and here’s what we’d like to do. And it’s gonna cost another 10, 15, whatever it was. Million dollars. The donors, like I said earlier, they were thrilled. They’re like you’re able to generate this, this much insight. You were able to learn this much. You were working that hard and this is what you came back with. Fabulous. We want to help you innovate. We want to create an impact. We can’t do that as donors, we need you to help us do that. And so transparency goes a really long way and there is a, a very real fear and I respect it, but there’s a very real fear of failure. We’re thinking that hey, our donors are going to be disappointed in us. And the the truth of the matter is and this, this happens too often is the real failure is not learning because in every other space imaginable, you have to innovate in the business world, you have to innovate in the marketing world. You have to innovate operations have to innovate too. So let’s just use the backpack example. Hey, it’s not working. Ok. Well, what are we dedicated to solving? We go back to our theory of change like, ok, we want to increase attendance rates or whatever the the desired theory of change, job opportunities, college education, all of that, we thought this backpack thing was the right way to do it. But it’s not turns out it’s something else. Well, make it happen with something else like make that happen and I, I can, I can say this, I promise you, you will be surprised with how supportive your funders will be because they want to know that their money is going to meaningful things. They just need you to tell them the truth of what’s actually going on, but keep them updated. It’s, it’s so rare. I, I don’t know if I can think of a single time where a donor has come back and said, I can’t believe this didn’t work. I’m never funding you again. I, I can’t think of a single time where an organization had negative impacts and donors left.

[00:46:40.32] spk_0:
You know, the donors are still committed to the community that they just, that what you were doing wasn’t the way to improve the community.

[00:46:49.14] spk_2:
Exactly. But

[00:46:53.79] spk_0:
you learned and now you’re gonna pivot to assistant for tutoring, class, class tutors, uh, after school or whatever, whatever, whatever it is. Right. All right. All right. So it’s not, uh, it’s, there’s a potential downside but, uh it turns out it’s not a negative because, uh you’ve been working on this a long

[00:47:44.40] spk_2:
time. We have, but it really is an opportunity to learn and just think about it with anything else. You know, I think easy examples are, you know, working out running, learning, whatever it is like, oh, man, I’ve been doing this one thing for so long and it’s not working like what’s going on and then you find out something new something better and you start using it and it works well. That doesn’t make you a failure. It may just forced you to learn something and then you learned and you applied it and it’s made all the difference in the world. I mean, I can think of lots of mistakes I’ve made in the past just because I had the wrong, you know, mindset or wrong frame of mind around a problem. Then when I learned a better way to approach something skyrocket, I mean, just completely takes off. So it really is that same idea, but just organization wide.

[00:48:08.95] spk_0:
All right, we’re gonna leave it there. Impact metrics. Social impact Solutions is the company. This guy is John Mark Vanderpool, co-founder and Chief of Business Solutions. The company is at social impact solutions dot com. He’s on linkedin, John Mark. Thank you. Thanks for sharing these

[00:48:10.75] spk_2:
insights, tony. Thank you so much. It’s been an absolute pleasure. Thank you so much for your time.

[00:48:21.06] spk_1:
Next week. The five A’s of awesome fundraising. If you missed any part of this week’s show, I

[00:48:24.15] spk_0:
be. See, you find it at tony-martignetti dot com.

[00:48:41.03] spk_1:
We’re sponsored by Donor box with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Donor Boxx dot org. Our creative producer is Claire Meyerhoff. I’m your associate producer, Kate martignetti. The shows social media is by Susan Chavez. Mark Silberman is our web guy and this music is by Scott Stein.

[00:48:58.29] spk_0:
Thank you for that affirmation. Scottie be with us next week for nonprofit radio, big nonprofit ideas for that other 95% go out and be great.

Nonprofit Radio for August 7, 2023: Leadership Lessons

 

Steve JohnsLeadership Lessons

Steve Johns’ book is “Fearless.” He shares his philosophy of fearless leadership including building a service mindset and embracing a culture of curiosity; investing in yourself; talking without telling; understanding how “No mud, no lotus” can help you persevere; and a lot more. He’s CEO of OneCause.

 

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[00:00:33.70] spk_0:
And welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host of your favorite He Abdominal podcast. Oh, I’m glad you’re with us. I’d be stricken with mono blea if I saw that you missed this week’s show. Here’s our associate producer, Kate with highlights.

[00:00:56.43] spk_1:
Thank you, tony. This week we have leadership lessons. Steve John’s book is Fearless. He shares his philosophy of fearless leadership, including building a service mindset and embracing a culture of curiosity investing in yourself, talking without telling, understanding how no mud, no lotus can help you persevere and a lot more. He’s CEO of one cause on Tony’s take too

[00:01:11.38] spk_0:
summer stewardship.

[00:01:27.09] spk_1:
We’re sponsored by Donor Boxx with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Donor box dot org. Here is leadership lessons.

[00:01:54.67] spk_0:
What a pleasure to welcome Steve Johns to nonprofit radio. He is CEO of One Cause fundraising software company and he’s author of the book, Fearless Leadership Lessons at the Crossroads. He has over 30 years of experience in technology, corporate development, venture capital, event production and entrepreneurship. You’ll find the company at one cause dot com and Steve is on linkedin Steve Johns. Welcome to nonprofit radio.

[00:02:03.24] spk_2:
Thanks tony. Thanks for having me. Appreciate

[00:02:05.19] spk_0:
it. Uh Absolutely, my pleasure. And uh the, the book is leadership lessons. So we’re gonna talk a good bit about a bunch of your lessons. And I love every, every chapter has a collection of lessons from that chapter. Uh But just, you know, give us the, the high level overview why this book, you know, why

[00:04:27.82] spk_2:
now ha ha happy to do that. So, so first of all, I didn’t set out to write a book. And so what I call myself is the accidental author. And so this all started tony at the beginning of the pandemic, we’re making a bunch of changes to the business and I made a commitment to the company to keep them informed of how the business was doing. And II, I hesitated a little bit and then I said, I’m gonna make that commitment to, to be weekly and so on April 2nd, around 2020 I wrote my first weekly update and I wrote my second weekly update and my third and I kept writing these weekly updates. A year and a half later, my marketing team presented to me that, that following summer, the compilation of these weekly updates. And we looked at it and we shared some labs and actually, we probably shared some tears as well. And we said, wow, this feels like it might be the beginning of a book. And that’s really how it came about. And so, and so we, we set about then taking and I had, and then I wrote for another year because this was the summer of 21 and we weren’t out of it yet. And so I continued to write and we continue to look at the opportunity to kind of bring some of these lessons together thematically. So we didn’t just do it all chronologically. So we grouped them together in themes. And in the summer of 22 we wrote introductory pages to, to talk about how I was feeling what the company was going through, what the tone of the country was at that moment in time. And then to your point, and I said, what we have, if we’re gonna call this leadership lessons at the crossroads, we have to have some pretty specific leadership lessons. So I was really insistent and we got it at the end of every chapter. There’s three or four leadership lessons that here’s the, here’s the thing that, that I want that I hope people take away from this. Yes, we wrote these chapters during the course of a global pandemic that changed our lives. But these leadership lessons I believe are lessons that people can use every day. We, we, we run across crossroads every day, we have decision points every day. And what I would say is these are lessons that can be applied every day, whether it’s at, at the office as a, as a CEO or any type of leader in your company, as a spouse, as a parent. These are just leadership lessons that I think are broad based and can be broadly applied.

[00:05:20.69] spk_0:
There are a lot of episodes of nonprofit radio folks will say, you know, this isn’t only for nonprofits and this is clearly as I expected. And you’re suggesting this is clearly one of those episodes, not only for nonprofit, less lessons for life, really, a lot of, a lot of them do. Um I love your humility in the book. You know, you’re open. Uh you share even that you had trepidation about committing to a weekly update. That was, that was gonna share how the company is doing. Uh you know, that just, you’re, you’re, you’re very, I, I think humble and, and transparent in the book. I, I admire

[00:06:11.17] spk_2:
it. II I appreciate that. And again, you know, part of, part of what I like to do is, um you know, just kind of rally around this notion of being authentic um in, in and also part of my authenticity. Tony is this vulnerability and, and the vulnerability that I had to show in, in the pandemic. Because if, if you stand up and say in, in the course of this, this, this great unknown, these great uncertainties, I’ve got all the answers. Well, then people are going to know that you’re not being transparent and that, and that you’re not being honest. And so I think the, the only, the only way to do that is to basically say open yourself up, be vulnerable, have the trust in your organization. Um when you expose yourself like that, that they’ll follow you. And so what I also say is that vulnerability has a little bit of a paradox because everyone thinks of it as a weakness, but it actually has to start from a, from, from a position of strength. You have to be strong enough to know that when you open yourself up and when you make yourself, as they say, vulnerable, that, that you have a plan that you have the strength to say, I don’t know, I don’t have all the answers, but I have a plan. Let’s go.

[00:06:41.46] spk_0:
Absolutely agree that vulnerability is a sign of confidence, I think and, and not at all weakness, uh vulnerability, humility, you know, these are, I think, I think very good uh very positive traits in, in all people leader, leaders, leaders are not um help us with uh fearless leadership. The book is fearless leadership lessons at the Crossroads. What, what do you conceive of as fearless leadership?

[00:09:23.37] spk_2:
So we were all so we have this raise conference that we sponsor every year and we’ve been doing so since 2017 and we started using the word fearless together with fundraisers and we hashtag fearless fundraisers and it became something of a mantra that we would continue to use with Ray. And then when it came time to, to name the book, we just really came back to this notion of being fearless. Ok. So what does fearless mean? Right. Fearless means the willingness or the ability to take action in the face of great unknowns and uncertainties. Well, if you think about when we started writing these chapters, it was in a time of the the of great unknown and great uncertainties. And again, you can call that courage. I, I really like the word fearless. And I, and I actually mentioned in the book, I, I wrote about wearing this No Fear hat that, you know, kind of uh I was a brand in the maybe in the early two thousands, maybe late nineties or something like that. And, and I, I really, you know, uh metaphorically and actually, you know, want to put that no fear hat ad on all the time. And so, so being fearless is being willing to move forward, um not getting stuck down with analysis paralysis that, you know, because we could have all just kind of just frozen in time, right? What do we do? We, we, we’re, we’re in the, we’re in the business of providing software to help nonprofits fundraise at primarily in person gatherings, auctions, galas dinners, runs and walks and rides that all came to a screeching halt in March of 2020. We had literally had 2100 in person events scheduled for the spring that went to zero overnight. And so you can just sit there in your fear or you can choose to be fearless, create a plan and move forward and, and that’s what we did. And in fact, you know, I say sometimes procrastination is really just another form of fear. It’s either, I don’t know, fear of being found out, it’s fear of failure, it’s fear of uh not being good enough or smart enough. And we basically said we just, I need to, I need to set the tone. I need to take action, I need to put a plan together. Let’s be fearless together. And in the face of this great uncertainty that we’ve never experienced before, let’s move forward. And again, that’s what being fearless is all about. And like, like we said, this isn’t just for nonprofits, this isn’t just for one cause or Steve Johns, this is about every day. We face these fears when we get up in the morning, when, when we, when we get to the office in the morning, when, when we’re just taking our kids to school, there is this, you know, uncertainty and doubt and it’s just the willingness and ability to take action

[00:09:45.49] spk_0:
that that actually gets to one of the lessons that uh I, I’m, I’m sure we’ll have to talk uh a chance to talk about which is uh that you can’t control events, but you can control how you react to them. But we’ll, we’ll get to, we’ll come to that. We’ll come to that. One of, one of many, 11 of many, um, something else that runs kind of runs through the book and, and I think is important to, to, to get at the outset is the uh, no mud, no lotus metaphor. Uh, share that with us.

[00:10:17.54] spk_2:
So I, I appreciate the ability to do that. And, and that really, I, what I would say is that I’m gonna call it maybe a parable really set the tone for the rest of the book.

[00:10:22.72] spk_0:
That’s, that’s higher level. Now, I only called it a metaphor. You’re going parable. I’m all right. Go ahead,

[00:13:01.98] spk_2:
go ahead. Really set the tone for the rest of the book in terms of finding inspiration outside of our world to bring to the one cause one cause team every week that we could kind of rally around. So it was probably my, my third or fourth update. I have a, I have a routine tony every morning iii I get down on the mat and I listen to my, my Calm app. I listen to the daily Calm. I listen to meditative music. I try and get a sense of mindfulness going in the morning so that I can kind of use that to propel me through the day and take me through the day. And that morning, I was listening to the Daily Calm App and there was a retelling of the story from Buddhism that starts with the lotus bud in the mud. And the lotus bud makes its journey through the mud and the muck and the mere of the pond and, and it represents potential and as it works its way up through the pond and finally comes to the surface of the pond and begins to open up, pedal by pedal into this beautiful lotus flower that’s rebirth. That is, that is the the ultimate of what that bud can become. And so when I was on the map that morning, I heard that story in, in, you know, the the shorthand is, you know where there’s no mud, there’s no lotus, it’s without the test, without the mud, without all of that stuff that the lotus bud has to get through, then that journey and to become that beautiful lotus flower um is something less than and so I said to myself, this is who we are. This is who one cause is right now. This is our customers, our nonprofit customers, we are in the mud. We’re not even in the pond, we can’t see the surface. And so I have to be able to tell the story and I have to be able to tell the story of where we are today, but also provide a vision for where I think what that we can go or where, where we can finally become. And that’s that beautiful white lotus flower that sits at the top of the pond. And so that became uh very inspirational to us in terms of the artwork for the book. Um and again, uh it is, it is so beautiful. It’s such a beautiful story. It’s such a beautiful illustration and it, it’s such for, for me, it’s such a uh an illustration of where one cause was where our customers were. And I will say that 2022 was a great year, 2023. You know, we’re, we’re getting hit by all kinds of different issues. Now, now we have fears of inflation or fears of recession, we have inflation, we have high interest rates, we have all that other stuff. But from the, from the aspect of the pandemic, I would believe that we have finally emerged as that beautiful white lotus flower on the top of the pond

[00:13:23.91] spk_0:
pushing through that the, the uh the muck of, of adversity. Yes, to uh to

[00:13:30.21] spk_2:
emerge. I really like that. You use that word too because I use that word a lot. So the fearless is a story of great resilience in the face of great adversity. That is really the story of fearless.

[00:14:15.25] spk_0:
Let’s talk about some of these lessons like we’ve said, every, every chapter uh wraps up with, with several uh lessons and related to what we’re talking about. Uh So I’m gonna take a bunch off and I’m gonna ask for you to ask you to elaborate on them if that’s ok. And we’ll, we’ll come to a point where I’ll ask you what your favorites are too, but we’re not quite there. We’re not quite there yet. That gets, that gets a little anarchic. I, I gotta, I gotta maintain, I gotta maintain my control. So, um, focus on what’s in your power that we can’t control the events. But we can, this is, you know how we respond. This is the one that I was just alluding

[00:15:21.37] spk_2:
to before. So, so again, II, I appreciate that because you just helped me jump to one of my favorites. So, so that is, that is definitely one of my favorites. And, and so this the, the, it, it, it comes in a, in a few ways, it really kind of weaves its way through the book, right? And it’s this notion and, and, and I actually refer to it as like the secret to happiness and the secret to success. And I wish somebody would have explained this to me 30 years ago, tony. It, it, you know, that, that, that, that what you need to focus in on is the things that are in your control and not focus on those that aren’t in your control. And there are various forms of this, that, that, that, that we, we see um every day. But my, inspire, my inspiration from this came from the Stoics and, and there was a couple of Stokes, particularly Seneca and Marcus Aurelius um is one said something like it’s not what happens to you but how you react to it, that matters. So, so again, take for example, the pandemic or even somebody cuts you off on the road or somebody’s at the grocery store taking too long in front of you, right? Oh my God. The examples

[00:15:32.35] spk_0:
are, are rampant. I mean from right, from somebody cuts you off at the grocery store to climate change

[00:15:37.52] spk_2:
and climate change, right? The the

[00:15:39.02] spk_0:
exist existential

[00:16:34.56] spk_2:
questions like that we’re not in control of those external factors. And so what we have to do is we have to say, ok, I’m not in control of that. But what I’m gonna focus on right now and that I’m 100% in control of is how I react to that I can react with anger. I can react with frustration. I can, I can react with compassion and, and grace. And so man, it’s such a it’s such a great lesson to, to learn. And and so, you know, again, as I said, I wish somebody would have taught me this 30 years ago. I hope somebody listening today hears this and says, aha, that is going to change. My life is not to dwell on those things that I can’t control but to focus instead on what I’m 100% control in control of. And that’s how I react and respond to that. And I know that my wife is happy that I’m trying to embody this lesson as well.

[00:17:20.33] spk_0:
I, I have AAA, personal example that I, I’ve seen several times, uh, calendar mistakes, you know, somebody, we, we’re all, we’re all scheduling events, right? And the, the savvy of us, uh, use calendar and then there’s the rest of us like me who just still do the back and forth emails and, um, you know, people make mistakes, you know, they, they, they forget the time zone change. Oh, you’re eastern. I thought, yeah, I’m central. I thought, you know, I was an hour so I was an hour late, you know, et cetera and the way you react, you know, people. Uh Well, II, I always say, you know, I’ve done it, I’ve, you know, with no problem, we’ll reschedule. I, I can’t do it right now. We’ll reschedule. No problem. I’ve done it myself. I’ve, and people are, people just come back with such effusive gratitude that I’m just saying, you know, I make the same mistakes, you know, instead of all right. You know, uh I, I guess I understand uh we can, we can reschedule some time. We’ll see if it works out for the future

[00:17:36.41] spk_2:
in that passive aggressive kind of way. Right. But

[00:17:43.12] spk_0:
people are just so gracious, grateful for a, a decent gracious, you know, I, I screw up too. Let’s, let’s reschedule.

[00:17:46.32] spk_2:
Yeah, I think Grace is one of those words that we really started to use a, a lot during the pandemic. It’s just like grant people some grace, man. It’s, it’s OK like stuff happens. Let’s just, yeah, let’s just figure it out.

[00:18:04.16] spk_0:
Um start a conversation. Uh a a around difficult subjects.

[00:19:29.25] spk_2:
Yeah. Again, um what, what, what, what we were trying to do there again, was to say what we have to do is engage and, and again, from, from my perspective, this is, this is really about more human connection. And so, and so, one of the things that we lost dearly is our ability to communicate, I think effectively. And we all went to Zoom. Uh and we lost this, this ability to just have a conversation in a hallway. Just have just, just to talk with these serendipitous um uh collisions as I think that they’ve been called from time to time and just have a conversation and have an openness about something and be willing to talk about it. And I think sometimes we lose that with Zoom. Sometimes we lose that with everyone working from home. I think we lost that during the pandemic. And so part of what I uh you know, big strong message. Again, for me, it’s actually the second thing that I like. Uh one of my favorite chapters actually is about connection and it’s, it’s chapter 15 and it’s called Connect. And it’s about friendships and it’s about family and it’s about making sure that you live your life now and celebrate your life now. So, um those are a, again, those are lessons that we learned during the pandemic, but also lessons that can be applied um, every single day um of our lives. It’s also important

[00:19:54.28] spk_0:
to be conscious of this because it’s so easy to default to the zoom meeting and, and sometimes they are necessary, you know, if we’re in, if we’re, if we’re across multiple states, you know, we don’t have a choice. It used to be phone, you know, now it’s, now it’s zoom or, or some equivalent. But when you do have the chance for a face to face, you know, when it can work, opt, I think opt for that opt for the opt for the in person when, when it can work and just don’t automatically default to the, to the virtual.

[00:22:00.32] spk_2:
And I think, I think what you’re touching on is a, is another one of the lessons I think it’s called what I call like the silver silver lining mindset is, is that we are always looking for silver linings in the crisis in the everything that the pandemic was throwing at us. And I think, I think the ability to, to reach, for instance, from a, from a, let’s take it from a nonprofit standpoint. Our events went from essentially being all in person to being 100% virtual and online. And so that, that is, you know, at first you think, wow, that’s a real negative because you lose that face to face. You you lose the ability to have that dinner and have that open bar happy hour and experience that gala feeling that drives auction, silent auction, live auction donation moments that drives the generosity of, uh, uh you know, associated with that. But what going virtual did was expanded the reach. And so if you’re in person and inclusivity as well, if you’re in person, maybe you have three or 400 people who can afford the $400 ticket to go downtown. Dress up, get the babysitter, you really kind of spend, you, you make an investment of a day and a lot of, of dollars to do that. And there are some people who don’t want to. So, so what our nonprofit customers found was that the reach of that event expanded from three or 400 people who were of course, very generous to the thousands of people who are in their mailing database who would simply get a link and click on the link and could tune in to the live stream, participate in the silent auction, using our software, participate in the donation moment. And we saw again while the attendance at, at events shrank dramatically to, to kitchens and living rooms and in small studios, generosity continued to flow and people continue to, to, to step up and answer the call of the, of the nonprofits who needed them now more than ever. So we saw that as part of the silver lining mindset is that they found reach in this, in the, in the void of in person. They found the opportunity with online and virtual.

[00:22:31.55] spk_0:
Let’s talk something too about uh having these difficult conversations, you know, making uh making time to talk about weighty subjects rather than waiting for the time to appear, which, you know, time never taps us on the shoulder and says, uh you’ve got a half a day coming up, you know, tomorrow. So do something, do something important with it that, you know, to make the time for these, these weighty

[00:23:31.24] spk_2:
conversations. Yes. So, so time was, was, you could see time was a topic that I tackled a couple of times in the book. Number one, I tackled it in connection with the Eisenhower matrix, which is kind of, uh, some, some a different variation of the Stephen Covey urgent and important. We’re gonna get, we’re gonna get to that. Yep. Yep. Ok. And then, and then, uh, so I’ll move on from that. And so, and then I also talk about this Kronos time and Cairo’s time and Kronos time is time that goes so slowly and it ticks away. And if you’re watching the clock, you’re like, did the clock just move backwards? I swear the clock just moved backwards. But Cairo’s time is that time flies, feeling that feeling where you can be just involved in something. It’s a moment you’re experiencing this moment and all of a sudden three hours have gone by and you say, where did, where did the time go? My gosh. And so my, my, my rallying cry was, let’s, let’s live life in Cairo’s time and, and, and not in Kronos time. And I’ll uh I’ll, I’ll send it back to you and say, I will wait to talk about uh the Eisenhower Matrix until you, you’d like me to. Ok.

[00:23:56.47] spk_0:
But why don’t we do it now? We’re not gonna tease listeners right now. You, you gave a great instruction to it. It’s, it’s such, it’s so simple and Eisenhower and uh Stephen Covey.

[00:26:12.45] spk_2:
So what I was addressing with, with this, this topic was this notion that I just don’t have the time to do this. And so, you know, I get a little bit like, yes, of course, time is the one thing is the one thing that everyone on the planet has the same of Elon Musk doesn’t have more than 24 hours in a day. He doesn’t have any more than I do. He doesn’t have any more than you do. But somehow he’s able to create so much more in that, in that period of time. And so we’re all given this time and, and during the pandemic, we were, we were forced to really manage this time. How do I office from home? How do I school my Children from home? How do I be a good spouse and be a good partner at home? Be a good parent at home and also look after my friends and family. And so what I tried to do is I said, let’s put, let’s let’s learn some things from some, some, some people and the Eisenhower matrix in the, the Covey matrix kind of really focused on urgent and important. And what we, what we, what we don’t take the time to do. Tony is the things that are important but not urgent. And what are the things that fall into that category? Things that are kind of uh bettering us as human beings learning a new language, reading books and, and, and, and educating learning. It’s so important to our development as people. But yet we get caught up in the day to day and the urgency of paying the bills and making money and, and taking care of the kids and feeding the kids. Those are urgent things that have to get done. But what we have to eliminate is those things that are not important and not urgent. What were we doing? We were watching a lot of TV. We were, we were, we were getting caught up in scrolling through Facebook and Instagram and, and all the online social media. And so what I was trying to do is get people to think, listen, you do have the time. What we need to do is just, is just take inventory of how we’re using that time. Give yourself a little bit more of the things that are important and not urgent and eliminate some of those things that are not urgent and not important. Of course, the things that are both urgent and important, you gotta do it right. You can’t, you, you have to do those.

[00:26:22.51] spk_0:
And then there, there’s the fourth cell of urgent but not important and the advice there is to delegate.

[00:26:51.52] spk_2:
Exactly. Exactly. Exactly. Delegate and, and again, it’s, it’s, it’s, you can sometimes delegate to technology too. It’s not just like, oh, I don’t have an assistant. Well, let technology handle that go into your email and set some rules, you know, just say, listen, I don’t want, you know, if, if, if they’re, if, if, if, if you’re spending all your time on, on managing your emails that are coming in, set a couple of rules that, that send them to, you know, later box and, and only work on the things that, you know, are important as they’re coming in.

[00:27:02.40] spk_0:
It’s a very simple matrix, uh simple. But, but valuable. If you learn, if you, if you, if you just pay a little attention to it, you can easily find uh your own work that belongs in all four cells and uh or your own, your own distractions in the case of the, they’re not urgent, they’re not important, you know, these kind of time suck type things. Um It, yeah, I, I love it. It’s simple, it’s elegant but it, it is

[00:27:51.05] spk_2:
valuable and then just think tony, what you can do. Let’s just say you find another half an hour of your day or another 45 minutes of your day. Just think of the things that you could do. I just talked to my call map only takes 10 minutes. And so you get, get on the map and get on the mat and listen to the call map for 10 minutes, 11 minutes and it’ll change your day completely. It’s time for a break.

[00:28:42.43] spk_1:
Donor box. What makes Donor box stand out? It’s a fundraising platform built with fundraisers for fundraisers. They have the Ultra Swift donation form that makes giving four times faster and it cuts down on drop off. They’re a comprehensive fundraising platform along with the Ultra Swift donation form. There’s event ticketing, peer to peer text to give and the new donor box live kiosk. So your folks can swipe tap or dip to pay at events. They’re committed to customer support and they understand nonprofits because they all have nonprofit backgrounds. Donor box helping you help others donor Boxx dot org. It’s time for Tony’s take two.

[00:30:21.83] spk_0:
Thank you, Kate. Summer, summer is the ideal time for stewardship. It’s a time that we typically are taking care of ourselves. Right? Thinking about our vacation with family, friends, maybe vacations, right? And that’s all important you because you have to take care of yourself before you can take care of others. I say that routinely you gotta take care of yourself first. So, after you do that though, I’m suggesting summer is a great time for stewardship, talking to your donors. Easy conversations. What’s going on with their summer? How are they handling the, the summer extra heat? If, if that applies where you are, if it’s temperatures are higher than normal, it seems like they are just about everywhere. But you know, what are their summer plans? Uh How are they taking care of themselves? Share your summer plans, you know, so it’s just, just light, light touches easy stewardship during summer. So I, I urge you to take care of yourself first and then think about your donors. Make these easy outreach calls. Um And yeah, and, and calls calls are perfect. Not, not, I’m not thinking email. I’m thinking pick up the phone and have some light conversation with, with donors. That’s it. Summer stewardship. That is Tony’s take two Kate. Well, my voice just broke like I’m 14, Kate. Kate. Kate. Hey, Kate.

[00:30:29.90] spk_1:
Do you want me to continue? We got, but loads more time now back to leadership lessons with Steve Johns.

[00:30:39.90] spk_0:
Another of the many lessons harness a service mindset.

[00:32:00.92] spk_2:
Yes. Yes. So I’m really big on this. And so, and so again, it goes back to the stoics a little bit but it’s, it’s, we live in, I live in service to, to my customers. I live in service to one cause and, and we together live in service to, to our customers And so I think that if you, if you, if you operate from a position of being a servant leader or understand that you’re here for the benefit of others, again, I think that it will, it will change the way that you, that you act. And so it’s also part of the, the, the ancient stoicism of doing the right thing. And I think that’s why, that’s why I think stoicism connects with me because I would just call, I just, before I learned about stoicism, I just called it common sense. I just called it doing the right thing. I just called it being smart. And then when I started to learn about the, the how the, the, the Stokes went about life, it really was about living a life of service and doing what’s right. Um And, and putting yourself um second to, to others. And again, I, I try to live that way. I try and serve that way. When I introduce myself. Most of the time time, I try to say I’m Steve Johns and I serve as a CEO of one cause because I feel that is how I serve one cause and that’s how I serve our nonprofit customers. Say a little about

[00:32:14.13] spk_0:
the, the Greek Stoics. Yes, uh educate us on

[00:34:01.13] spk_2:
that. So this is a 2000 year old philosophy really started by the Greeks picked up by the Romans. And it’s this notion of um of, of doing, of doing What’s right? And, and um Marcus Aurelius is one of the uh greatest I would say, maybe most well known um of the, of the school of Stoicism. And he has a book called Meditations. That is a book that I carry around in my briefcase. II, I bring it on flights because I can pick it up. I can literally open it to the middle of it and learn something. I don’t have to be reading it. Chrono chronologically, I don’t have to uh remember where I was. It’s just literally his musings or his journaling of his thoughts as the emperor of, of Rome. And it’s really this, this sense of ethics um right and wrong. Um You said humble before um humility, um and the notion of serving others. And so again, I have been asked from time to time. Hey, Steve, uh what book are you reading now? And I’m not really a big reader of current novels and, and current books, but again, $9 on Amazon, I don’t get any royalties from it whatsoever. But here’s the offer that I made to, to the company in one of my updates. I said, if you go on Amazon and you buy Marcus Aurelius Meditations for nine bucks, and you don’t think it was worth $9 I will personally refund your money. And so I’ll offer that to your listeners as well. I would say, go pick up, go pick up meditations on, on Amazon. And if you don’t learn anything, if it doesn’t improve your day through, through tony, I will pay you your nine bucks back.

[00:34:04.13] spk_0:
And, and you, you don’t have the, uh, residual stream from Marcus Aurelius.

[00:34:08.34] spk_2:
You, I do not.

[00:34:11.35] spk_0:
This is all related to one that, uh II, I remembering now this was II, I wasn’t thinking about this one for discussion, but it’s so related that helpfulness is not zero sum.

[00:36:21.48] spk_2:
Yes. Yeah. So when I, when I say I say that I said what we do is not altruism because um it al altruism is, is helping at the potential um a loss of opportunity or benefit for yourself. And so what, what, and, and, and, and I think I, I quoted, um I think I quoted Zig Ziggler in there if I, if I’m not mistaken um about, you know, we are, we are help, helpful is one of our core values and, and I, I don’t know if there’s many companies out there who have helpful as a, as a core value. And, and it is our, it is our um obligation to help our nonprofit customers raise more money and connect with more donors. We do that by providing software that provides that value, but we also have a company to run. And so, and so I expect also I have, I’m in, I’m, I am a commercial company and so I expect a fair price for that software and that’s so that I can continue to be the innovation engine for nonprofits for the next 5, 10 15, we think, you know, 30 years or more. I want to be here for the needs of the nonprofit organizations because of the way that they’re structured, they, they can’t in invest in long-term technology and innovation and that’s where I come in. And so we want to be helpful, we want to provide the best value and software possible. We want to be able to, to, to wrap, you know, to, to have consulting and people around that and help them be successful. But we also have to get paid for it because we need to be self sustaining and we need to be, to invest. I said, you know, we’ve invested literally millions of dollars over the last several years in making our software better so that nonprofits can benefit from that. And so that’s what I say, it, it, it has to, there has to be, you know, a, a, this is not altruism, but this is helpfulness and, and I think related

[00:36:35.62] spk_0:
to, you know, it’s, it’s interesting. Uh uh as we’re talking about them, I’m seeing more how they’re, they’re intertwined than I did, you know, reading, reading the books. Um But, you know, uh listen, you gotta start with the book. So, you know, and, and I didn’t, uh where, so where I said, where the company is not that we’re done, we’re not done, but I’m just Midway. I want folks to know where do they find the book? Is it at one cause dot com or, or it’s not?

[00:36:46.77] spk_2:
No. So you can go to Amazon and search for Fearless and my name as an author and you should be able to find it there.

[00:37:09.40] spk_0:
Ok. Amazon. All right. We’ve heard of that. All right, good. Um So that so related, you know, again, the, the interrelationships between these um a, a culture of curiosity that not, not fearing change. And that’s, this is all related to what you were just saying about software development, software investment, nonprofits can’t do it uh largely. Uh but, you know, all your investments have not been lucrative investments in technology, of course, right? Curiosity, the, the the value of curiosity,

[00:39:00.74] spk_2:
right? So, so again, it, and, and our values go, we are passionate, we are curious, we are helpful and we are committed and so the, the curious comes the from the passion. So we’re, we’re passionate about our customers and their causes and, and the issues and problems that they, that they face. And so we’re curious, we wanna learn more about the problems that they face so that we can convert that to solutions and be helpful. It’s really interesting, tony, we have these four values and we talk about them at, at the company, we talk about them as we’re bringing in new, new staff, almost invariably the the younger generation. When we ask the gen Z and, and the millennials, which one of these values speaks to you the most. And for me, it’s committed because that’s what I’ve really built. My entire career around is like, is, is building and, and being committed to, to customers and, and, and boards and investors and, and getting the job done and to young professionals. It’s curiosity, it’s learning, it’s exploring, it’s innovating and just, I just love that because that’s what we need, we need that as, as a company, we need that as a society for that continual process. And I’m not too old to be curious. I want to be curious but it, it’s, it’s not, it’s not a, it’s, it’s more commonly found in, in these, in the younger professionals. And, and in the story, I talk a little bit about our uh our relationship with curiosity kind of as we grow up. And, you know, we’re curious until we uh burn ourselves on the stove or, you know, we learn a lesson. Um And, and you know, I, I quote, you know, curious George always getting into trouble because he’s always curious about

[00:39:25.61] spk_0:
something curious George man in the yellow hat.

[00:39:26.64] spk_2:
Exactly. So, so again, I want, I want us to live in this balance of our values, but I love the notion of curiosity. I love how it drives our innovation and it loves how it, I love how it drives us continuing to find solutions to our customers issues. And and problems that they’re, that they’re trying to solve every day. And how for listeners,

[00:39:56.40] spk_0:
for listeners, you know, the curiosity goes to uh you know, problem solutions, uh you know, exploring avenues to overcome challenges that, that your organization is facing, that, that your beneficiaries, your, the, the the folks your service are facing, uh you know, look exploring, you know, openness to new ideas about how to, how to, how to achieve your, your mission,

[00:40:56.41] spk_2:
right? And, and we even talk about curiosity just in terms of your, your f your coworkers and your colleagues and, and you know, just showing a curiosity to learn more about what is driving them and what is, what is their background, what motivates them and really understanding more, what, what, how your, your team works so that you can work better. And so we actually do take uh tests, strength finders, tests and learn about uh what makes Steve Johns Tick so that, you know, how you can work together with me. And so that’s part of our curiosity too, is learning just more about people and, and, and being more open to that. And for our uh

[00:41:19.36] spk_0:
generation Z and perhaps millennial listeners, uh you could be curious about curious George. You can certainly uh Google, curious George Man in the Yellow Hat and you will see the uh see the books, I don’t think Curious George ever had a movie, but I think you’re right. You should have, I don’t know. Why didn’t curious George become a Disney. He would have been a good Disney character. They could have, they could have worked with that. Why didn’t Curious George ever get a movie?

[00:41:22.41] spk_2:
I am not sure, man.

[00:41:39.82] spk_0:
He got screwed and, and the, and the nice man in the yellow hat. Uh, they both got screwed together. All right. They, they should have had a movie anyway. They were good books. They were good. They were good children’s learning books. Um Yes. Uh investing in yourself making that this, this sort of goes to that, that cell where it’s important but not urgent uh in the, in the Eisenhower coffee matrix investing in yourself. The value of doing that.

[00:43:32.30] spk_2:
Exactly. And it became it beca again, it became so important during the pandemic, but it’s not any less important today. And so I feel very strongly about investing in myself. And so, but, but to your point, tony about everything interweaving it all gets back to time too because what do we do is we’re too busy for ourselves most of the time. We’re too busy working, we’re too busy taking care of our family. We’re too busy doing everything else but ourselves. So then what I say is, well, when are you in complete control of your day? And that’s probably at early in the morning. And so you have to start back solving. It’s like, well, ok, the dog wakes up at seven, ok, the kids wake up at 6 30. Ok. Well, then get up at six, get up at 5 30 you have to figure out. So, so then now that is your time between 5 36 or between 5 36 15. Now, what do you want to do be, you know, if you want to focus on mindfulness, get on the mat and listen, if you want to focus on physical fitness, get outside, put your shoes on and go run or put your shoes on and grab your gym bag and go and, and work out. Or if you want to learn a language, put your headphones on and, and start listening to Italian or start listening to Spanish if that’s your goal and I, I called myself out. I have been putting Learn Italian on my personal development list for probably 20 years. I have yet to do it. Um And, but I continue to, I just put leverage on myself by telling you and so people can hold me accountable. I think that’s another great, it’s another great tool about investing is tell your spouse or tell your partner or tell somebody, hey, you know what, I’m, I’m gonna, I’m gonna learn a new language or I’m, I’m gonna lose £5 or I’m gonna get more physically fit. They will hold you accountable if you don’t hold yourself accountable. So make those investments in yourself. But I think it gets back to time again. You have to find the time to do it because you’re always gonna find the time to not do it.

[00:43:53.65] spk_0:
And can I challenge on one word there? You have to make the time. Yes, you have to make the time you. No. And this is related to one that I did want to talk about. Don’t be passive with time. Listeners are probably tired of me saying this, but you have to make the time. You, you’re not gonna just find it. Time is not gonna tap you on the shoulder and say you’ve got 45 minutes free tomorrow. You, you’ve gotta be conscious. You, you say passive, don’t be passive with time.

[00:44:14.77] spk_2:
And that’s what I was trying to do with this notion of the Eisenhower matrix and urgent and important. And you know, say I feel the same, you know, that’s, that’s, that’s bunk, that’s, that’s whatever it is. You know, you, there’s, there’s 24 hours, you can

[00:44:28.71] spk_0:
call it bullshit. It’s OK.

[00:44:30.84] spk_2:
There’s 24 hours in the day. You can figure it out, grab it, take it, control it, it’s yours. And, and, but you also have to stop doing the things that are time wasters

[00:44:47.87] spk_0:
talk without telling, talking without telling that that uh you don’t, you don’t, you, it’s related to what you had said earlier. I it didn’t occur to me at that point uh that you don’t have to have all the answers. You know, you don’t always, you don’t have to be telling you can be talking

[00:46:05.91] spk_2:
without. So when I, when I sat down to write my weekly update every week, I was talking, not telling, I was sharing stories. I was, I was letting people know how I was feeling. I was thinking I was, I was picking up the vibe of, of how other people were, were thinking I was tracking what was happening in, in, in the nation. I was tracking what was happening in with our customer base and, and fundraising. And I was hearing stories of, of success and creativity and ingenuity in ways that our nonprofit customers were using our software in ways that we had never experienced before. And I was having a conversation, I was talking, I wasn’t telling, I wasn’t preaching. I wasn’t, I wasn’t admonishing or anything to that effect. I was just saying, hey, this is how I feel or this is how you might be feeling and right. You know, it’s hard to argue. You can’t, if you say this is the way it is, then people can argue with that. But if you say this is the way I’m feeling or this is the way I think about that. Well, you can’t argue, you cant disagree, you can have a different opinion, but you can’t take that away from me. And that’s, that’s what I believe. And so that, that’s my point is, is we need to talk, we need to engage in dialogue. We need to have conversation, but it’s not about telling people what they need to do or telling people what they’re doing wrong or telling people what they should do next.

[00:46:36.52] spk_0:
All right. So we’re, uh, we’re 40 some minutes into this. Now, I’m, now I’m, now I’m feeling uh gracious and generous. So let me read to you. What, what, what would you like? Which, which lessons would you like to talk about that? We haven’t, uh we haven’t talked about

[00:49:44.44] spk_2:
yet. So again, um, you know, again, picking some of these lessons is like picking your favorite child. I have two. I love them both. Um And so I, I did, I did choose, um, you know, when I think about what I, what my favorites are is human connection. So let me just kind of touch on that one again because III I kind of glossed over it. A little bit. Chapter 15 is called connect. And I’d say that if we look back at the pandemic and what it uniquely took away from us was human connection. In fact, what it did instead was it taught us to fear humans. We were walking on the sidewalk and there were people who were walking towards us, either we or they would move to the other side of the street to avoid passing, you know, and, and so, and, and we were taught and we were telling our kids like, oh, don’t touch that or, or don’t go uh approach that person or here comes a person, we need to walk to the other side. And so it was such a huge loss. And so a lesson is seek human connection. There’s actually a physiological connection. I’m not. Uh and I probably cited a study in the book, but there’s actually a proven physiological con connect connection of health and wellness and well-being um in long living longer that’s tied to human connection and friendships. And so I said, reach out to people that you haven’t talked to in a while, be the person who makes the call, not who waits for the call. Um Because there might be somebody who’s sitting at home who’s feeling super isolated, who needs to hear from someone. Um So be the person who, who does that reconnect with old friends. Um uh you know, again, whether if you can’t see them in person, get, get, get on the phone or, or, or get on the Zoom, reconnect with your family, spend more time with your family. So I relate a story of us getting in the car and driving out west is that my kids are adult kids, but it was a lot of fun to just reconnect on that level and just, just spend more time with your kids. And then finally, this whole idea, we had great loss during the pandemic as well and we continued to have loss and my dad um is, is nearing 90 he is um he, he has dementia and the isolation of COVID rapidly accelerated his decline because he needed that human connection. And we had people in the family pass away who we weren’t able to, to, to, to be with. And so my, my, my message and my lesson behind that was celebrate life. Now, don’t wait, don’t wait for anything because we don’t know, nothing is promised to us. And I, and I wanted to encourage everybody do it now celebrate life, live life. And so, um I really want to uh encourage and again, I think the, the, the mental health crisis that we’re continuing to face today, that really um was it, of course, it happened before the pandemic, but it was really exacerbated by the pandemic. It’s gonna continue for a while and we just need to be, we talked about grace earlier. We need to give grace. Um And we need to, to, to, to be with people. We need to connect with people uh phy physically as well as help with uh the mental health aspect of the pandemic that unfortunately, we’re gonna have to live with for many, many years to come.

[00:50:08.39] spk_0:
One of your lessons explicitly is celebrate. Don’t wait. And you were just talking about celebrating celebrating life, friendships, loved ones. But celebrating uh on the professional side, celebrating successes and they don’t have to be, they don’t have to be monumental. It could be a daily, you know, I did a good job on that call. I handled that meeting. Well, II I handled that question. Well, they don’t have to be monumental for us to, to celebrate and

[00:51:24.95] spk_2:
recognize tony. And, you know, interestingly enough now in the post pandemic world that, that we’re entering, I was communicating weekly. Now I’m communicating maybe quarterly. I’m on a regular cadence of, you know, commercial entity reporting quarterly revenue and earnings and you know what I’m hearing, we’re not hearing enough. We, we, we need more. And so, and so I need to go back to that to your point celebrating those little victories being in touch more because I was, I was communicating weekly uh with the team. So, so I don’t, I don’t have another, another favorite, but I did have a quote that I wanted to, to bring to your attention and bring to the reader’s attention, maybe have a conversation around it, just love it. It’s a CS Lewis quote and the quote goes something like you can’t go back and change the beginning, but you can start where you are and change the ending. And I, when I found that in the middle of the pandemic, I’m like that is gold. That is mic drop stuff, right? It’s like you can’t go back and change the beginning but start here right where you are and change the ending. And I think, you know, if there’s anything that we could learn, we can, we can apply that at any point in time in our lives, at any point in time in our career, in our marriages, wherever we are, it’s just like just start again, start today and change how it ends.

[00:52:11.82] spk_0:
That’s a beautiful place to end. I appreciate it. All right. All right. The book, uh Fearless Leadership Lessons At The Crossroads. It’s on Amazon. The company is one cause at one cause dot com and you can connect with Steve Johns on linkedin, Steve. Thank you very much. Wisdom Pearls. Thank you. Thank

[00:52:15.78] spk_2:
you, tony. Thank you. This

[00:52:17.87] spk_0:
was uh I it felt like Cairo’s time to me. I hope it did time for you.

[00:52:22.67] spk_2:
It was Cairo, I can’t believe an hour passed.

[00:52:26.25] spk_0:
All right, good. All right. Thank you. Thanks. Thanks so much, Steve.

[00:52:30.27] spk_2:
Absolutely. You bet. Thanks. Thank you, tony.

[00:52:39.90] spk_1:
Next week, Impact Metrics with John Mark Vanderpool. If you missed any part of this week’s show, I

[00:52:43.03] spk_0:
bet you find it at tony-martignetti dot com.

[00:53:01.33] spk_1:
We’re sponsored by Donor Box with intuitive fundraising software from Donor Boxx. Your donors give four times faster helping you help others donor Boxx dot org. Our creative producer is Claire Meyerhoff. I’m your associate producer, Kate Barnett. The show’s social media is by Susan Chavez. Mark Silverman is our web guy and this music is by Scott Stein.

[00:53:28.07] spk_0:
Thank you for that affirmation. Scottie be with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.