Nonprofit Radio for March 8, 2019: What Does The Data Divulge?

I love our sponsors!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

WegnerCPAs. Guiding you. Beyond the numbers.

Credit & debit card processing by telos. Payment processing is now passive revenue for your org.

Fundraising doesn’t have to be hard. Txt2Give makes it easy to receive donations using simple text messages.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Steve MacLaughlin: What Does The Data Divulge? 
Predictors for planned gifts. The state of online giving. And what to expect for 2019 fundraising. Steve MacLaughlin from Blackbaud shares the data on these topics and explains what it means.






Top Trends. Sound Advice. Lively Conversation.

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

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

Get Nonprofit Radio insider alerts!

Sponsored by:

View Full Transcript

Transcript for 429_tony_martignetti_nonprofit_radio_20190308.mp3

Processed on: 2019-03-15T20:43:51.509Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2019…03…429_tony_martignetti_nonprofit_radio_20190308.mp3.83079153.json
Path to text: transcripts/2019/03/429_tony_martignetti_nonprofit_radio_20190308.txt

Hello and welcome to Tony Martignetti non-profit Radio Big non-profit ideas for the other ninety five percent. I’m your aptly named host. Oh, I’m glad you’re with me. I’d suffer the effects of pseudo graphia. If you wrote to me that you missed today’s show, what does the data divulge predictors for planned GIF ts the state of online giving and what to expect for twenty nineteen fund-raising. Steve MacLachlan from Blackbaud shares the data on these topics and explains what it means on Tony’s take to Act Blue and nineteen NTC. We’re sponsored by pursuant full service fund-raising data driven and technology enabled Tony dahna slash pursuant by Wagner. CPS Guiding you Beyond the numbers regular cps dot com by Tell us turning credit card processing into your passive revenue stream. Tony dahna slash Tony Tell us and by text to give mobile donations made. Easy text. NPR two four for four nine nine nine Real Pleasure to Welcome Back Steve McLachlan to Non-profit Radio He’s the vice president of Data and Analytics at Blackbaud and best selling author of Data Driven Non-profits. He spent twenty plus years with a broad range of companies, government institutions and non-profits. He’s been featured as a fund-raising non-profit sector and data expert in The New York Times, The Washington Post, Los Angeles Times, The Boston Globe. Blah, blah, blah The Chronicle. Philanthropy. Yes, yes! Blob blob. I’ve been I’ve been in some of these. I’ve been I was in The Chronicle. I was in The New York Times. I wasn’t I wasn’t in The Washington Post. I have not been in the Times. I’ve not been in the Boston Globe non-profit times. Yes, I was there. Stanford Social innovation with you. Yes, yes. Bloomberg Now I’ve been there on He’s appeared on National Public Radio. And of course, now it’s time for you, Stephen Hawking, to update your bio to say that you’ve appeared on Non-profit Radio. He’s at S MacLachlan, and the company is at blackbaud dot com. Welcome back, Steve MacLachlan. Thanks for having me back, Tony. Pleasure. Oh, you’re loud and clear. You use. I’m going to give a little shout out. You’re still loud and clear. I’m going to give a shout out to the mike that you and I both use. The yeti blew us B. Yes. Way both, like, the same high quality podcasting equipment. Absolutely. That And I I first heard that there were other people who, like I was on their shows and they sounded so clear. It happened twice. I was interviewed by other people, and I asked them both what they were using. And they said the yeti blew us B And, you know, one of them sent me a link to Amazon. And for a hundred bucks, it’s a very good mike. So there you go. Absolutely. Uh, And you’ve had yours. I think you told me you had yours a couple of years. A few years. Love it. Yeah. Shake it with me wherever I do. This kind of thing. You travel, you travel with it. I have travelled with it. Okay? It’s not travel friend. That’s kind of big. And yeah. Okay. Interesting. I never thought about doing that, but that’s how much you love it. So there you go. Shout out for Yeti Blue. Um, all right. So, uh, let’s see. Steam O’Clock in what’s been on your mind lately? You, uh, you here’s here’s what happened? You you tweeted something about a mysterious plan to gift, and you said it shouldn’t have been so mysterious. That was that was because of the because of the story on Alan Nayman in December eighteen. Or was there some other impetus to that tweet? I think it was probably that one. I think it was around there where you train with an eye. Reinardy. Yeah, I responded. Yeah, yeah, that was for years. You know, I every time these surprise gift stories come up, I always have the same reaction. Which is what? It really a surprise. I shouldn’t have tried. Should it have been you? And in this case, I think, yeah, you’re referring to the Alan Ayman story that was in, you know, all over the media towards end of year. And I was on the twitter, tweeting and sort of a pine that again. But this is a great story. A very generous individual. These are great organizations who are benefiting from this in a series of bequests. But should it have been a surprise? And even to a certain extent, does treating these gifts like surprises, undermined fundraisers and put them in a difficult position? Interesting. Alright, let CZ fill in a little bit. So he was a social worker in Washington state. His is final annual salary was something like sixty three thousand dollars a year. But he had earned a lot of money in banking and inherited a lot of money. Millions. But he had like a thirty year career in social work. He had left banking long before he died. Died young sixty to sixty three. Something like that. Live three sixty three live very frugally. They one of the one of the articles, said that he wore shoes that were held together with duct tape warrant drove a gel A peak are, uh, shopped in thrift shops. You get the idea. And then when he died, he had eleven million dollars to distribute and he gave it to, I don’t know, five charities or so something like that gave it all away. Never had children, never married. And you felt that those enormous planned gif ts shouldn’t have been a surprise. Ah, no, I wasn’t. I wasn’t sure I agreed with you, but let’s see why now we’re going now, now we’re off the twitter. We get a chance to get her off. The Twitter were talking and realize. Andi, you nailed the overarching story, and this is typically the overarching story and a lot of these. The stories you see in the news right? Frugal, individual, relatively low annual income, but makes a significant gift, and it surprises people. But I started to dig into the details because the details matter. And as you noted, you know, he was He worked it er in the state of Washington, Department of Social and Health Services for a number of years, and you win come around sixty three k. He You know, it was noted to be a very frugal individual, but there’s a some other details that come up to, for example, yes, go ahead. I left off the GIF ts. Yeah, yeah, well, he had inherited, you know, several million dollars previously from his parents when they were two seams. Um, and then if you start to look through the types of organizations that he made gifts, too, it makes sense. There’s a lot of affinity there, right? At least nine to ten organizations that he made terrible gifts to do. Almost all of them are related. Thio children’s charities or charities help benefit either low income families or children. Children with disabilities. His brother was disabled, so that was another thing that influenced his giving. You put those those things together and the picture starts to emerge. That’s a little bit a little bit clear. I think the other thing that’s worth noting is, um, for at least two of the organizations that he made a significant bequest to he made previously made a pretty large donation. So one organization in Washington pediatric Interim Care Center, he had made a ten thousand dollars online gift to that organization prior to a two and a half million dollars a request. And another organization, Tree House, which is a foster care group. We know from his background that he was involved in Mr Care programs. He made a five thousand dollars one time get to the organization before a nine hundred thousand dollar bequest. So again, not exactly out of thin air. Not a complete surprise. And a lot of the things that noted here, in terms of the income range and other things, actually do match up to what we see and other types of plan giving. Okay, we got We got to take our first break. Steve, Hold that. Of course, we’ll get right back. Teo. Mr. Nayman story Pursuant their newest free E book, The Art of First Impressions. It’s donor acquisition. To attract new donors, you make a smashing first impression. How do you do that? The book has the six guiding principles of ineffective acquisition strategy, including how to identify your your unique value. It’s got creative tips as well. You’ll find it at Tony dahna slash pursuant. You need that capital P for, please. All right, now, let’s go back to what is the day to divulge Steve, all right, And and one of those GIF TS was so large that the organs to the ten thousand dollar gift online was so large that the organization called to make sure that he had putting the right number of zeroes, that he didn’t intend at one hundred or thousand dollar gift. And he confirmed for them before they process the transactions, whatever that that it was indeed, a ten thousand dollar gift. So so that gift was a huge outlier for them, as were the other gifts that he made. But all right, so so now to those organizations, though. So were you saying that those organizations that got those huge gifts out of the blue and they came just a couple of months before he died. Were you saying that those organizations should have known? No. You couldn’t be saying that that there was a large that there would be a bequest for them, but or or just that. They should have paid more attention to him and possibly found out about his other intent engines. I think it’s the ladder, right? Obviously, if you have a gift of that amount and and a typical fund-raising programs, I think you would make certain assumptions about the type of stewardship and cultivation that would result from a gift of that level, even if it was an outlier. Or maybe especially because it’s an outlier and a a typical, Um, I think the other part two is, and you know this because you’ve got a lot of history and background plan giving that there’s a lot of myths about plan giving. You know the reality is a significant amount of plan. Gifts du come from individuals with lower income. You know, I think one of the study’s it’s reported, is the median annual income for the Quest. Commitment is only sixty thousand dollars a year. That totally falls in the rains we’re talking about here. I think there’s, you know, there’s the other myth that young people don’t make the quest. Uh, it’s on ly older donors will again data shows that that’s not true. If we look at it, donors who make decisions about their bequests commitment between the ages of forty and fifty four, there’s sixty percent of your best prospects. Maria, if you wait until people are sixty and seventy and older, um, that’s actually a much smaller pool of your best prospects. Your best prospects for plan giving and, in particular bequest krauz. Um, that’s where ninety percent of playing gifts come from, not from terrible gift annuities or crux and crack right overwhelm our request. Overwhelming because there are people who are forty to fifty four on. I think people may just not realise that that’s what the data shows. Okay, that’s interesting. My my concern about soliciting the bequests at younger ages on DH Interesting. And a lot of times I started fifty five. So we’re gonna have an interesting, robust conversation here. My concern about younger folks and I’ve even seen marketing or, um, articles. That’s a hard word from articles Yes, I’ve read read so infrequently that the word articles is difficult for me. I’ve read that, you know, there are There are some companies that are recommending promoting plan gives to people in their thirties even. But let’s stick with what you said forty to fifty four. My concern is that, you know, and and and we know that the last will is done like two, two and a half to three years before death, on average, on average. That’s what my concern is that that organization that puts you that you put in there will or that you that it gets put in the will at forty or forty five or fifty isn’t going to last until until death at in the eighties and nineties. And of course, longevity is getting getting hyre because life, circumstances change and the organizations that were important important enough to put in the will. And I’m I’m sure we agree that that’s a big step when you put an organization alongside your your husband, your wife, your children. That’s a huge step to put in organization in your will. But but even the organizations that are love that much in the forties and early fifties. I’m questioning whether those organizations are still going to be loved enough when that last will on average, gets done two years, but two and a half to three years before death. When the people are in their eighties and nineties, what do you think? So let’s let’s pretend that’s true. Boo. Then who’s the burden on? And I would say in that scenario the burden that is on the non-profit organization to continue Tio Stuart and move along that relationship so that you when that commitment you made of that decision you made when you were in your forties in your fifties when you’re in your seventies or eighties? Obviously, yes, people, people change their minds. People change decisions about there planning, but all of those decisions are influenced by something. And is it possible that in your forties and fifties you’d plan tto leave a portion of your estate to charity A And later on, you decide to charity B? Sure, I would say that’s just the same. Is it what you would see happen in principle or major E-giving or even other e-giving? Certainly, we know that donors change their minds about where they give and and how they give. Um plan giving isn’t isn’t immune to that. It doesn’t suspend those laws. Sure. Fund-raising and dahna behavior we already know. Yeah. All right. Well, um, stewardship. That’s a that’s a long time to Steward. Um All right. You make you make a good point. It is, right. I mean, I think we all recognize that zoho talk about a plan gift. A plan gift is usually a major gift. It’s just deferred, right. The difference is about the timing. You know? Am I making that gift today? Because I have liquidity, and I can make that significant gift today. Or is it differed because I want to make this gift, But But, you know, uh, until I passed away or something happens, I’m not able to make that gift, you know, timing different. So we’re, you know, we’re disagreeing about We’re just agreeing about roughly fifteen years because you you said forty to fifty four is the sweet spot, right? Did you have When where your best prospects are? Best way our people start subject. These types of initial decisions, you say forty, forty to fifty for that. That right? Forty to fifty for about six? Yeah. About sixty percent of all your best prospects are in that age range. Yeah. Okay. Okay. Because then it goes down from there. All right, All right. Because I typically start marketing around age fifty five for charities that have age a lot a lot. Don’t. Um yeah. All right. That’s all right. So we’re talking about fifteen years, Mohr, you know, ten, fifteen years Mohr of stewardship. Um, all right. I’ll I’ll take it in to take it under advisement. I I still am concerned that the lives are going to change in the and and the importance of the charities. You know, other things are gonna happen in life that are going toe elevate other charities. Now, you would say, Well, they might get at it, but that doesn’t mean that the initial one’s going to be subtracted. Granted. Okay, No, uh, take it under advisement. You’re Yeah. Okay. Okay. So the lesson for for these Washington say charities that had these windfalls was had they started the Mr name. And after he made his lifetime gif ts that we’re way off the charts for the for these charities, the one even questioning the amount it was so large online they might have learned about his intentions by Will is that is that Is that where you’re you’re going with that? I think so. I think also, it’s there’s a cautionary tale here that if we believe that these significant types of gifts are just going to appear out of nowhere that, in fact, there’s nothing as a fundraiser or is an executive director Seo over Non-profit Aiken dio. I’m almost it’s almost down to pure lock on, and I would reject that. It’s pure luck, I agree. But it is. You can start to plan for this. You can identify people with a higher likelihood. Ah, hyre inclination to make these types of gifts. And in fact, I think, you know, we’ve talked about this on Twitter and other places. Playing giving is a huge untapped opportunity. Yeah, and so so don’t think of it is magical or luck. Think of it as a huge untapped opportunity that you can build into your PA programs and be successful. But you gotta put the time and effort into it as well. Absolutely agree. Reject that notion of its just a windfall. They just happen magically. You can look at data you can look. Att Yeah, your data data you have on giving history and identify your best plan giving prospects irrespective of age. They they might even end up being in their forties, and you don’t know it because you don’t have A, um you’ll have a gin, your file on DH? Yeah, absolutely ages Only one part of it. I think when we look ATT plan giving likelihood things in the data that make that bubble up the top are certainly, you know, things like wealth and assets, but things like church attendance, loyalty to a cause. Another thing that we found in the past with predictive modeling is if those individuals are more civically involved, they they donate to a political campaign so they donate to things in their state local area. Another big factor is lack of living children. And that certainly played out Alan Damon’s case. He had no, wasn’t married, had no children. We see that all the time and plan giving, and it could be, you know, those children are older or they had no children. Those are all factors. It certainly isn’t just all down to age, and that’s a great point. And and for smaller organizations, because our our audience is small and midsize. However you define that I don’t. I never put any definitions or boundaries around that. A lot of what you’re getting at is going to be findable by meeting people and talking to them in terms of civic engagement. Ah, marital status, children, ages of children if they have them. So they volunteered your organization, factors like that. You, Khun, quickly get Teo. Well, that one. You’ll have that when you’ll know I’m I’m suggesting that a lot of what you were describing you wouldn’t be a smaller midsize shop, wouldn’t be able to find unless they were meeting unless they were talking to people. Or is that an out of date? Am I by a dinosaur? And that’s anachronistic opinion. I mean, I think that world is changing, and I think, you know, in the next couple of years, let’s just say for the next decade I think that’s going to change a lot, or, in fact, needs to change a lot way. Topic comes up all the time. We talk about organizations in their use of data. There’s a tendency to think of a smaller How does this data benefit of smaller organization and and a lot of cases, you know, if your ah if you’re a two million dollar or one million dollar non-profit organization, if you miss out on a big opportunity, there’s a significant impact there. If you raised sixty million dollars a year and you miss out on one or two opportunities, it has less impact so that the data actually becomes, you know, very valuable for mid size, smaller organizations to so, But I wantto get to some of the data points that you mentioned, Um, that that I was suggesting you you’d only learn if you talk to somebody. Like like, civic engagement, number of children not volunteering because you would know. You know, your volunteers are on DH. You rattled off a couple of others? I don’t remember, But it was occurring to me that you’d only find those out through conversations. But are you saying that databases are evolving? That would help us find this out without having to meet somebody? Yeah. I mean, a lot of these, a lot of these data elements or even models you would do our things that that non-profit organization’s been doing for, you know, probably twenty years. It’s just becoming Mohr wide spread and common as the cost of doing that continues to get lower and the value that people are realizing from it. Okay, okay. And, you know, you could also Yeah, the true enough. I mean, you can yeah, mining, no mining the social networks. They’re there cos that will do that for you. For your file. Blackbaud is probably one of them. I mean, you can do. Do you have that capability? Yes. Certainly. One of the things that we do with our customers as we have the ability to upend these types of data elements to a file. But actually, what’s more common is organizations ask us tow, screen their donors and identify people who have a major gift likelihood or a plain gift likelihood or an annual gift likelihood because you’re you also start to quickly drift into. I want to understand all the donors or potential supporters I have, and some are a better fit for different types. Of programs and others. Yeah. Yeah. Okay. Okay. Uh, the Well, that’s the data accessibility that a lot a lot of people fear, but it exists on DH. If it’s there and you can use it for the benefit of your fund-raising, you might as well. All right. Um, absolutely. You want to talk about a little about digital? What? What? What’s on your mind about digital online? Fund-raising I have a lot on my mind about digital way. Just have an hour. Yeah. Sorry. I think the big thing is I recently wrote something about the fact that online giving it’s been around for twenty years. Now, that’s a long time. And yet a lot of the current perception or continued perception the sector is online. Is this new thing? No, it’s not. I mean, it’s a twenty year old. It’s moved out of the house. It’s grown up, uh, you know, and I think that’s going to call call into question. How long do we persist? Thinking about online is a totally separate animal from the rest of Fund-raising. When the reality is, it’s just a channel, right? It’s like direct mail. It’s like phone. It’s like street canvassing. It’s like events. It’s you know, it’s like, you know, we used to have basic cable and then we got all the advanced, you know, channels on cable. That’s what digital has brought us. But there’s still a lot of thinking about it. It’s a separate thing. We should think about it separately. I think now that we’re twenty years into this, we probably need Teo evolve our thinking and think about, you know, if we thought the last twenty years brought a lot of change. The next twenty is going to bring a really transformative change in a lot of ways. So the the online giving is still under ten percent. You’re the charitable giving reports puts it at eight and a half percent is that I have the eight and a half percent but growing heimans madox people. It’s growing. That study has been steadily growing. Yeah, that shocks people. But it’s interesting. The U. S. Department of Commerce publishes the percentage of all retail sales that happened on the Internet, and that’s only nine point eight percent. So again, I don’t know. Everyone may think you buy everything from Amazon and you buy everything online. The reality is less than ten percent of retail is online and less than ten percent of Fund-raising is online and they’re actually tracking pretty close. That just tells us consumer donorsearch Hey, viewer had a lot of cross over. OK, absolutely true about the retail I would, I would have guessed, I don’t know, forty or something less than ten. Just under ten. Nine point eight percent of all retail sales in the point eight percent are online. Dang Alright, alright. I knew I was going to learn from This is a part of this too. And it brings up another interesting question. Which is how how you fund-raising is not the same as what you fund-raising so to me. The how you fund-raising what channels to use your running a direct mail program. Do you do events? Do you send email? But then there is what gets fund-raising taste. And there’s a crossover, right? So are you Are you raising money through a monthly giving program? Are you being an annual giving program? Do you have mid level giving Major e-giving plan giving on? And these things really blurred the lines right? You know we’re talking about the the exact example previously that individual made to online gifts, you know, in excess of several thousand dollars. That’s very common these days. So to me, that’s less about the fact that they made the gift online and has more to do with Where do they fit into your fund-raising program? Because in a lot of cases online, it is. It’s just convenient. Right is less friction. There’s less steps, but it doesn’t. And this is another point. I think that’s come up on social media in a lot of debates is, well, is. There’s also a tendency to think, um, we need to put all of our money into digital and stop putting money into the traditional Let’s just call it analog stuff, and I love digital. But that’s crazy. Like that’s a bad idea. I think what we find is you need to have a mix. You gotta virality You’ve got to be a multi challenge. It’s gotta be, Yeah, yeah, that’s on. That’s consistent with what so many guests have said about communications. You have to be multi-channel. Your fund-raising needs to be as well. What are the right? So what are the larger sources of If if online is just only eight and a half percent where The biggest too. So what’s the biggest two sources of of channel? Yeah, of individual Give? Yes. Channels. Yeah. I mean, it’s going to be, you know, direct mail. Still direct phone. Yeah. Face-to-face canvassing and then digital and within digital, you’re going tohave email. You’re going have online ads. You’re going tohave social media. I mean, there’s probably, you know, a two dozen channels that we could look at you and, you know, digital. Just one of them. Sure, sure, alright, but but so direct mail is still the number one. The greatest source of individual giving is still from direct mail. No, I would say you really looked at the numbers. You would find that it is the face-to-face, not canvassing face-to-face, but face-to-face, I’m gonna go sit Tony in your living room this afternoon, and we’re going to discuss that three million dollars gift, okay? Because the reality is, um if you look at a ball, all of fund-raising eighty two percent of all the revenue comes from twenty percent of donors and those air come from significant gifts. So if he really got down to ah, what channel or what type of interaction raises the most money, it’s going to Major, give fund-raising and those air face-to-face conversations. Okay? We’re not having a conversation about just what raises the most money. I think what we want to understand is what is the mix of channels, right? Oh, yeah. Wait, no. You gotta that first gift might because you saw an advertisement on NPR. Or you got something in the mail or you saw something on social media, and you develop that relationship over time, and it takes a lot of channels to get there, for sure. Absolutely. Yeah, I just, uh it seemed like a natural question. What is the largest. Steve. We’ve got to take a take a take another break. Okay, where you see Piela. They have an archive Webinar for you. Their accounting update. What has changed this year that Wagner knows categorically and you need to know just a skosh. New requirements for financial statements. For instance, that’s what the webinars about what’s new this year. You goto wagner cps dot com Click Resource is then Webinars. Now it’s time for Tony’s. Take two is next week. Act Blue and Non-profit Radio at the Non-profit Technology Conference in Portland, Oregon. ActBlue is our premiere sponsor at nineteen and TC. I hope you will come by booths five o eight and five ten where we are together in. In. If there is no five o nine in between us, that’s on five nines on the other side of the aisle. So we’re in a large booth together. Non-profit radio in ActBlue. Just just look for the booth with the bright studio lights, because I’m gonna be shooting video a cz. Well, as I’m capturing interviews for the coming months on the show, Act Blue is they’re talking about the power of small dollar donations. While I’m capturing interviews for now. I just said right this crap while I’m capturing you. Yeah. No shit. I just said that I need an intern. I am soliciting ob soliciting resumes for interns. So I have somebody to blame for this. Poor copy. Eso submit your resume Tonia tonia martignetti dot com And the next time there’s a mistaken my copy. You know that I will blame you so send your resume quickly. Alright, in the meantime? Um actblue Yes. You know them for their wildly popular on DH successful political grassroots fund-raising platform raised over three billion dollars. You can go to AC Blue and you can see the sea the counter. But now they want you to check out their platform and small dollar donation value for your organ. It’s no longer just for grassroots and political. So you do that a tony dot m a slash ActBlue. Come to the booth. Sabelo. Ah, the interview schedule. It’s completely booked. I’ve got thirty seven interviews in the two and a half days of NTC. Unbelievable. Non-profit radio, wildly popular. Last year. We had about eight or so empty slots this year. Not a single empty slot. I mean, we’re, you know, we’re taking bathroom breaks and lunch breaks, but thirty seven interviews come by. Come by. Say hello, Teo. Me and ActBlue. All right. That is Tony’s. Take two. Now, let’s get back to Steve McLaughlin. And what does the data divulge? You probably got a little more. Yes. You were just admonishing me for asking the question. About what? What What is the highest? What is the largest source of individual gifts? And I understand we’re not. We’re not. We’re not categorizing. One, two, three, four. The point is, you do need to be multi-channel, um, and and not not not focus on any anyone area. All right, so you got a little more you want to say in digital, I’m sure or on this on this subject, I mean, I think you’re spot on, you know, it’s got to be the multi-channel. I think the other thing that we’re learning is non-profits air starting to understand that it’s also the sequencing and those channels. I think if we look back ten or fifteen years from now, I think this is an area where artificial intelligence machine learning can really help. In some ways, which is understanding. What is the sequence of messaging? Is it? There’s a direct mail piece, followed by an email followed by an SMS message, followed by this followed by that followed by something that hasn’t been invented yet. That is the right sequence that drives donors to give or renew our whatever happens to be. And certainly I think another part worth noting is his mobile is part of this digital landscape. For a number of years, we’ve looked at the percentage of online donations that happen on a mobile device. Yes, in twenty eighteen, it was twenty four percent, right? So we’re done debating if mobile is a really important thing because it’s almost a quarter of all the online donations are happening on a mobile device, and that was only, like, nine percent a few years ago. So it’s that continues to grow. I think if you look put down the time Horizon Mobile has the potential to be one of the most transformative, um, elements of e-giving experience. Um, you know, there’s seven billion people on Planet Earth, and five billion of them have a mobile phone. There’s only like two and a half billion PCs. So mobile has a lot of potential. And you’ll see over time, e-giving will move the mobile. Um, a lot of these other type of non-profit interaction things will move to a mobile device. And I think a lot of ways that will help us get over our online versus offline hang up because a mobile devices, all those things in one, right? We don’t think about Oh, I’m online on my phone. No, You know, we just don’t think of it that way. Yeah. Yeah. All right. All right. So your point one, the points you made were past the debate whether you need to make sure that every page that you’re giving our all of that is mobile optimized that videos that your your videos you maybe sharing play, play properly on on, ah, a phone or a phone or a tablet. But you’re talking specifically about phones, so we’re we’re past all that you need to be one hundred percent mobile optimized, and so let’s so let’s talk some about sametz giving. What do we do? We know that specifically in terms of Is that the you don’t know? I’m asking a six different questions at one time. You’re stuck with me as a host. I’m sorry. There is. There is no other hosts non-profit radio, it’s me or dead air. So you’re stuck with me. Okay. The report says mobile donations, twenty four percent. Is that all SMS or no, That’s people going to a website and filling out an online form Ah, form on their phone. What is what’s in that? Twenty percent. Twenty four percent. We’re looking at donation to happen on a mobile device. We’re not looking at SMS SMS is interesting. Um, you know, there was a point in time several years ago where we saw SMS was going to be the new big thing and that turned out to not happen. I think it was the right medium, but the wrong method. So you know, two thousand ten was probably the big moment for text to give in the US there was the Haiti earthquake. There were tens of millions of dollars raised through SMS text to give. There was a lot of hype. Everyone said it’s all going to be text to give Ah and you fast forward to today And essentially that’s not what happened. What happened? Wass, Um we we were right about the medium that people would want to do something on a mobile device. But we were wrong about the method. Text to give was not going to be the method that people prefer to use for a lot of reasons. But really, what’s become sort of the most effective approaches when you optimize your website, your donation forms your email messages, your digital experience for mobile. Um people will give through that and and a significant portion, um, text to give. I don’t think it’s really, um, sort of panned out the way people thought. Now that’s not to say that SMS is a communication and an engagement tool hasn’t been successful. I think there’s a lot of examples of SMS being a good way to engage supporters, volunteers, activists. Um it’s just text to give, at least for the U. S. Um, I think it’s had its day and you’ll see the most of that just shifted people doing on a mobile device. Okay, interesting way. Have a sponsor text to give that well, not be happy to hear you’re and I’m sure they have a different take on this although they do mobile engagement also on DH there is that there is a lot I think is is do something. Are they the premier example of mobile text text, engagement? Do something dot or do something? There’s a lot there. Crisis text line right after them. The Lublin in the folks that crisis tech find right amazing stories of what? Sms from an engagement perspective and a programmatic perspective, they have some amazing work. They’ve done their, um, part of it. Just as would text to give one of the challenges. Is it’s? It’s a regulated industry. You got to deal with the telcos. Ah, the amount you Khun give is limited. Ah, all the rules around it are highly constrained. So would I rather get a one time, ten dollars text gift or what? I rather send them to my website? That’s optimized, and I get a twenty five dollars per month recurring gift or a thousand dollar gift. Um, you know, just some different things happening in that space, for sure. Okay, we got to take another break. Tell us. Can use more money needed to revenue sources. Stephen, I talkingabout multi-channel You get a long stream of passive revenue. This is passive revenue. When companies that you refer process their credit card transactions through, tell us, watch the video, then send these potential companies to watch the video. Could be trusty, local, local company that’s been supporting you. If they take credit cards, their their their prospects for this and you will get fifty percent of the fee of each transaction. That’s the long revenue stream. The video is that Tony dahna slash Tony Tello’s. Now let’s go back to Steve McLachlan. Um, all right, so you know, we’ve got another twenty minutes or so. Roughly. Um, let’s talk a little about what you see. What your what your thoughts are around overall giving it’s up up a percent. A half in twenty. Eighteen. Um, And let’s talk about what you what you think is coming for twenty. Nineteen. That’s a wide open heart. Open topic. Yeah, well, first, I think we should note that despite the reports of the demise of Fund-raising Oh, yes, Yes. The reports were greatly exaggerated, right? You know, you You seen this over the past eighteen months? Eighteen months as much as anybody, right? Oh, the fund-raising. Is going to go down the tubes. The bottom is gonna fall out. Mass hysteria. Turns out in twenty eighteen. That didn’t happen. Way looked at about thirty two billion and fund-raising revenue across a wide range of organizations. And what we found with E-giving was up about one and a half percent on a year over year basis. And we actually took a step back and looked at a three year trend because a lot of stuff has happened in the past three years. And if you look at the three year trend, so twenty sixteen to twenty eighteen and you look at the same exact organizations and how they performed overall giving is up nine percent. Um, so I think that’s A positive one of things also tells us is that twenty seventeen was a much better year in terms of giving than what we may be thought a year ago, um and twenty eighteen was probably a return to more normal levels. Um, but I think most organizations would take nine percent over three years. And from a girl’s perspective now, help me understand this, Um, what’s the difference between the one and a half percent growth in overall and the and the nine percent? Sure. So, one half percent growth if we take the exact same non-profit organizations in twenty seventeen and we see how they performed in twenty, eighteen through one and a half percent here apples, apples, comparison. Um, but when you look at it over three years, you actually see it. It’s a nine percent growth rate. I think if anything that tells us, you know, twenty seventeen probably had a spike in giving caused by a multitude of factors the economy, uh, politics, lots of stuff. And maybe that got overlooked in a lot of the hysteria about what may or may not happen in giving in twenty eighteen. But overall, you know, growth is good. And certainly as we head into twenty nineteen. Um, we’re looking for some good news there, too. Okay. All right. See, So over three years, the growth was was nine percent. Um, so you’re you mentioned your charitable giving report Looks at about thirty two billion dollars in giving. Yeah, but total total individual giving is like, four hundred billion. So how total giving is about four hundred ten billion Total individual giving is what is it? Seventy percent of that. Okay, right. It’s a three quarter. It’s It’s usually three quarters of so, So so about three hundred billion. Um, so s So how do you answer the question? You’re looking at roughly ten percent of individual giving. Ifyou’re looking at thirty two billion and it’s three hundred billion total, How do you How do you respond if that za small percentage of total individual giving? So how do we know it’s representative of the whole? Well, you know, all data is only representative of itself not to get a topical right. Says that’s very esoteric. We’re looking at David and two billion dollars. That’s what happened for these organizations, I think one of the challenges. Um, no, one has all the data for the four hundred something billion dollars. Um, so if you’re looking to find the absolute number and all the data that doesn’t exist in one place, certainly what we tried to do with e-giving report on some of our researches, let’s try and have a very large, significant sample size. I’m not aware of anyone sample sizes larger and try and provide some insight and analysis there. That’s a interesting way I’ve touched on this from time to time through the years. Um, it’s related to the fact that we have to wait until June of each year when the giving us a report comes out to find out what the what the charitable giving was for the previous year. It just seems to me that in twenty nineteen, we shouldn’t have to wait six months on. I’m not, I guess. Well, I am implicitly imputing giving us a You know, there used to be the atlas of giving and Rob Mitchell was on the show a number of times. They had an algorithm that that they said was nineteen, ninety nine or ninety eight or ninety nine percent predictive. When you look back based on all kinds of econometric variables that they said they could predict. And then they change it every month. They could look, he didn’t call them predictions that could forecast he didn’t like the word predictions. It could forecast the future with these with these econometric variables, but that the, uh, the the atlas of giving no longer exists that it didn’t didn’t prevail. I don’t know. It’s just we don’t have a good measure. No one does have all the data. Why? Why do we have to wait six months? Made this twenty nineteen and we were just with all the with all the technology we have access to data. Why do we have to wait six months to know what happened in the previous year? You’re that your data scientist? Help me understand. Why is this so hard? Why can’t someone? Why can’t someone tackle this so that within a couple of weeks we know what happened in the previous year? Boy, do I want to get into this one way? Got about ten minutes left, so go ahead. Uh, well, I think a couple of things. One, Certainly. You know, my perspective is that what giving USA produces and what they’ve done for fifty plus years is is really valuable to the sector because it’s a lot of deep research in tow into the data and what’s happening and trends. But like anything, any benchmark, any report, I think we’ve got a really focus on How does it help? You know, what’s the point of it is that we wantto count how many billions were raised. I don’t think it’s necessarily that that makes for interesting headlines, but I think really, it’s about how do we make? How do we make that information actionable and in so many ways? I think what I continue to see is it’s really valuable for an organization, whether you’re one million dollars a year budget, human services organization or a fifty million dollar healthcare charity. You want this information, these insights because you want to be able to compare your performance to what else is happening in the sector, but probably more importantly, you want to be able to compare your performance to similar pierre organization, right? That’s how am I doing compared to others. And, you know, what is it that some of those organizations might be doing differently? That’s driving growth? Or am I outperforming them? And that’s useful to know? Yeah, I agree with all that, of course, that there is value. But why do we have to wait six months? That’s a long time. Six months is a long time to know what’s actionable from the previous year. Were you? Do you Do you remember the atlas of giving you? Are you familiar with what that was? I’m familiar with it. Yeah. Okay. Um, what did you think of Atlas of giving you can You’re free to disagree, Rob Mitchell Will doesn’t. Nobody listens to this show, so don’t worry about it. I’m starting to think that they had built some sort of black box. Proprietary forecast, right models, right? What was happening with e-giving? Um, that changed, uh, with a lot of frequency. Well, they don’t know. They updated the therefore decided it wasn’t That wasn’t a valuable, useful thing to have. Maybe. Yeah. I don’t know if it was the market or the marketing. You know, I was a small, a small company. Um, I have a background in economics, and I I, uh I mean, I wasn’t privy to their to their algorithm, but okay, s so I I used to lean toward that, basically, but it didn’t. It didn’t succeed. For whatever reason again, I think a lot of that is there was a small business and they were up against e-giving Yusa, which does have Ah, long history, like you said, fifty years. Okay, I don’t I’m not cutting off the topic. Steve Matlock, and we’ll go right back to it. You could respond to exactly right back to what I just said, but I got to take care of our sponsors. Last break is the last break. Text to give can use more, uh, more money, more engagement. You need a new revenue source. This is another way we’re talking multi-channel mobile giving. I know we just talked about it with Steve, but, uh, text to give is more than just mobile giving. It’s also mobile engagement. Um, but with their emphasising, is there five part email? Many course tto learn more about what they’re doing. It’s five e mails and the weight to get into the email. Many course is you text NPR to four, four, four, nine, nine, nine. Now, we’ve got several more minutes for what does the day to divulge? Um, okay, Um all right. Anything? What do you want to say? Anything. Response to what I was just saying you know again? I mean, I think any of these reports, anything analysis stuff we should always go back to. How can an non-profit apply it to what they’re doing? I think in the case of giving you say, they’re tryingto bring together a lot of data. Some of it is economic data, you know is, you know, when you’re tryingto forecast or predict what happened, it’s partially based on there’s IRS data. There’s economic data. There’s a number of factors there. I would say, You know, we sort of on the blackbaud side, we differed e-giving Yusa to say how much was given and toe which type of organizations was given, too, because that is a complex undertaking of which durney you know, that’s not our not our focus. We’re sort of Mohr interested in trying to understand things that a at a different level on more about what the trends are than the actual dollars. But then giving us a doesn’t even give us a forecast. I mean, they they say some generalities like the political environment and climate change, and so societal factors and the metoo movement, you know, will impact e-giving. But but they don’t, They don’t They don’t have any numbers along with their forecast. Uh, I mean, they don’t have any. Numerical forecast is what I mean. It sounds like you’ve got some topics and potential guests for your next show. Them. Well, you could be one of them, but yeah, but But nobody’s got the Why does it take? Why does it take six months? This’s twenty nineteen, for God’s sake. I just don’t understand why it takes six months to get the previous. All right, It seems to me we should be able to have it in, like, two weeks. Your data scientist, To prove me wrong, I I would defer to them. Uh, probably blackbaud should do it. You should take it on. You could do it in six weeks. You could beat them all right, Until I just I uninformed opinion, but I think it’s I think it’s doable. Maybe uninformed, but it’s still valid. It’s complete contradiction. All right, um all right. What do you What do you want to say about about About the future. I’ll get off the, uh, donor advised funds. Okay? And we talk about that once We got a couple, you just have a couple minutes left. Sure. What about them? They’re growing well. You know. They’re growing, I think. The Chronicle Plan B is noted that five of the top ten charities in the US or now don’t advise funds. You’re seeing a lot of growth there. I know there’s been a lot of talk about tax law changes, but it’s worth noting none of that tax law changes impacts dahna advice funds. So, you know, I think you’re going to continue to see them grow. I think you’re going to see the thresholds on those donorsearch vice fund start to move down. You know, it’s not going to be that I have to make a five or a ten thousand dollar gift to start one. You’re going to see those things lower. Um, I think it’s going to be part of a bigger part of giving, which is is different, right? You know, it’s not going to be, you know, certainly we track giving two foundations, but we don’t look at that in terms of the growth of giving, because it’s a bit of an intermediary in some cases. But I think you’re going to see dahna advice. One’s continued to grow uh, continue to be a bigger share of ware. Charitable giving goes on, and nonprofit organizations are gonna have to get better it both engaging with donors and educating them about, Hey, hey, it’s okay if you choose to use a donor advised fund, but but here’s how you can use that to help continue to give their organization and do things. And I think that’s that’s sort of the new reality. Like we talked about Mobile, the new normal dahna advice funds are here. They’re not going anywhere. They will only continue to get bigger. And that’s a part that fundraisers and and non-profit leaders need to pay attention to. That’s a great topic. I hosted a panel on the foundations at the foundation center, and we aired it here. Dahna advice. Funds are you know they’re a source of frustration for not for charities, starting with the fact that sometimes they don’t know who the gift is from the Schwab or the or the Fidelity. You know, I won’t tell them Yeah. I mean, I think it’s certainly create some frustration on the part of non-profits, but I think it’s not going away. Yeah. So how does he adapt to it? Um, you know, there’s probably a whole set of best practices that certain organizations have learned to embrace that, um, you know, that type of approach and again from a tax law perspective or some other other types of things, uh, they don’t really impact recover What donorsearch vice funds or doing? It’ll also be interesting to see what donorsearch vice funds due to, um, private foundations. What does it mean for local community foundations? Who who in some cases, do run their own donor advised funds as well? That’s a whole interesting ecosystem. Well, yeah, I mean, you could Well, I think of dahna advice funds, as the modest income persons foundation mean, I got it, you know, And and I I hear your point. The thresholds will will come down. You believe that? Sounds very very likely. So let’s say, you know, But for a thousand five thousand dollars, I can have a private foundation through a donor advice. I’m going to put the money in, and I and my kids, if I had kids could decide where, where, where, where and when to make those. And I don’t have the five percent spend requirement that private foundations have. All right. I guess I didn’t mean Teo. I’ll give you the last word. You’re the guest, but we do have to wrap up. So So give up. Give us a thirty second rap thirty second rap again. I think there’s a lot of positive trends in terms of e-giving what we’re seeing with digital, but ultimately it still comes back to How are we engaging with donors? How we steward that starting them. Um, how are we showing the impact that they have, Like all those, uh, basic bread and butter blocking and tackling. Insert your analogy here. Those are replaced by technology or anything else. You still have to do those things and the organizations that do those things well, the ones that will continue to grow and do more amazing work in the world. Steve McLachlan, He’s vice president of Data and Analytics at Blackbaud. You should follow the guy’s. Very smart. Very smart. Uh, at S McLachlan. It’s m a C Lachlan. Okay, at S McLaughlin on the companies that blackbaud dot com. Steve, thank you so much. Thanks for coming back. Great. Thanks, Tony. Real pleasure. Next week it is Jason Lewis and the War for Fund-raising talent. If you missed any part of today’s show, I beseech you, Find it on tony martignetti dot com. Responsive by pursuant online tools. Here’s where the music cue the music. Chris Care is responsive by pursuing. Oh, no, that’s my mistake. Now you don’t okay, turn the music down. That was Tony martignetti mistakes. You’re stuck with this host up there, but I’m the only one. Chris is doing the show perfectly, and I just screwed him up. Responsive by pursuing online tools for small and midsize non-profits data driven and technology enabled. Tony dahna slash pursuant by Wagner CPAs Guiding you Beyond the numbers. Wagner cps dot com By Telus Credit card and payment Processing your passive revenue stream Tony dahna slash Tony Tell us and by text to give mobile donations and engagement made easy text. NPR to four four four nine nine nine Ah, creative producer is Claire Meyerhoff. Crisco terrorizes the line producer much better at his job than I am at mine shows Social media is by Susan Chavez Mark Silverman is our Web guy and this music is by Scots Diner, Brooklyn, New York, with me next week for Non-profit radio Big non-profit ideas for the other ninety five percent go out and be great. You’re listening to the talking alternative network. E-giving. You’re listening to the talking alternative network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi. I’m nor in sometime potentially ater tune in every Tuesday at nine. To ten p. M. Eastern time and listen for new ideas on my show Yawned Potential live life your way on talk radio dot n Y c. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested Simply email at info at talking alternative dot com Yeah. Do you like comic books and movies? Howbout TV and pop culture. Then you’ve come to the right place. Hi, I’m Michael Gulch, a host of Secrets of the Sire, joined every week by my co host, Hassan, Lord of the Radio Godwin. Together we have over fifteen years experience creating graphic novels, screenplays and more. Join us as we bring you the inside scoop on the pop culture universe you love to talk about. Wednesday nights eight p. M. Eastern Tough radio dot and wives. Thie. Best designs for your life Start at home. I’m David here. Gartner, interior designer and host of At Home. Listen live Tuesday nights at eight p. M. Eastern time as we talk to the very best professionals about interior design and the design that’s all around us right here on talk radio dot N. Y. C. You’re listening to talking on. Turn their network at www dot talking alternative dot com, now broadcasting twenty four hours a day. Are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Sam Liebowitz, your conscious consultant. And on my show, that conscious consultant, our awakening humanity. We will touch upon all these topics and more. Listen, live at our new time on Thursdays at twelve Noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s twelve noon on talk radio dot you’re listening to the talking alternative network.

Nonprofit Radio for March 1, 2019: Your CEO/Board Chair Relations

I love our sponsors!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

WegnerCPAs. Guiding you. Beyond the numbers.

Credit & debit card processing by telos. Payment processing is now passive revenue for your org.

Fundraising doesn’t have to be hard. Txt2Give makes it easy to receive donations using simple text messages.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Aisha Nyandoro: Your CEO/Board Chair Relations
You, or your CEO, as the case may be, need to work together with your board chair toward an aligned vision. How do you establish it and what if it gets blurry? Aisha Nyandoro shepherds us through CEO/board chair and full board relations, as in recruiting, onboarding, engaging and removing. She’s CEO of Springboard to Opportunities.




Top Trends. Sound Advice. Lively Conversation.

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

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

Get Nonprofit Radio insider alerts!

Sponsored by:

View Full Transcript

Transcript for 428_tony_martignetti_nonprofit_radio_20190301.mp3.mp3

Processed on: 2019-03-02T20:45:38.376Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2019…03…428_tony_martignetti_nonprofit_radio_20190301.mp3.mp3.964728940.json
Path to text: transcripts/2019/03/428_tony_martignetti_nonprofit_radio_20190301mp3.txt

Hello and welcome to Tony Martignetti non-profit radio Big non-profit ideas for the other ninety five percent on your aptly named host. Oh, I’m glad you’re with me. I’d be forced to endure the pain of ventricular itis if you broke my heart with the idea that you missed today’s show your CEO, board chair, relations you or your CEO, as the case may be, need to work together with your board chair toward an Aligned Vision. How do you establish it? And what if it gets blurry? Aisha nyandoro shepherds us through CEO board chair and full board relations, as in recruiting onboarding engaging and removing she’s CEO of Springboard to Opportunities. Tony’s Take two act Blue responsive by pursuant full service fund-raising data driven and technology enabled Tony dahna slash pursuant by Wagner CPAs. Guiding you Beyond the numbers. Wagner cps dot com Bye. Tell us. Turning credit card processing into your passive revenue stream. Tony dahna slash Tony Tell us and by text to give mobile donations made easy text. NPR to four four four nine nine nine It’s a pleasure to welcome Asian nyandoro back to the show. She is chief executive officer of Springboard to opportunities. Springboard provides strategic direct support to residents of federally subsidized, affordable housing. She’s been an academic and evaluator, a philanthropist and NON-PROFIT executive. She’s a Ted ex speaker and her work has been featured in Essence Magazine, CNN, MSNBC, Fast Company, the Nation and other media. Isha’s life mission is to holistically and compassionately lift families out of cycles of poverty. She’s at Isha underscore Nyandoro and springboard to opportunities. Is that springboard to dot or ge? Welcome back to Non-profit Radio Ayesha. Thank you so much for having me back. Tony Beets. Absolute pleasure. Sorry. Yes, thank you. I’m glad it feels good for you. It feels good for me. Um, you’re calling in from Ah, you in Jackson, Mississippi? Is that right? I am calling you from a rainy, dreary day here. Injected it. Good. OK, it’s always good. It’s always good in the south, right? Yeah, it’s I like that. It’s always a good thing coming. Fancy coming for somebody? The Northeast Teo, You know, we’re all jaded and think we’re the center of the universe. No, that’s not true. All right. I’m glad to have you back. It was about three years ago. I look back. It was about three years ago, actually to the month. I think it was May have been a January of twenty sixteen that you were on. So it’s, uh it’s been three years since I met you at the opportunity collaboration, which must have been that the October before. That must’ve been October twenty fifteen. That’s exactly right. Well, and a lot of a lot of change since then. But I’m still doing the same great work with springboards opportunity here in Jackson. And so yeah, I think I’ve seen you two be good. I’m glad. Alright. I love your laugh to scorn. Follow-up lifting. Love it. Okay. Um, so your your primary point we got, you know, we have an hour together, so we got time to Flesh is sold out. But you’re you’re very concerned about having an aligned vision between you as CEO and your board chair. What? What does that look like? A big align vision is really a vision where you, as the CEO are maintaining your ideals, your leadership and not losing yourself in the voice of the chair of your board. But they’re also really recognizing that in order for that vision, come to pass, but you really do need the support of the chair. So it really is a beautiful day in, and it is a relationship that a lot of intentionality and work has to be put into. And I don’t. I think a lot of folks understand. I understand the work and the balance that it takes a really maintaining those relationship. And that is not something that happens overnight. And, well, you know, if I get the relationship in order to make sure that you’re getting all of the benefits from the relationship, you have to invest in it. And so, you know, that’s true with the relationship between the CEO, our executive director and the board chair really being intentional about the relationship and putting the work in and ensure that both parties are getting the support that they need from it. Okay, just like any personal relationship or or like any part of the relationship yesterday evening, it’s the same thing. And I think the best beauty about you know, it really is something that translates over easily into personal relation. Because what you’re bored Chair, you really do have to have a personal relationship with them. It just can’t be about whatever is going on professionally with the organization, because so we lead of organization. So much of your personal idea ideology is invested into it. And so because of that you, you know, Yes. You have to have a personal relationship with that individual, will you? You said it’s a It’s a beautiful dance. Uh, who leads? Even Think of a way your words against you Eve. Of course, to see only because the CEO is the head of the organization. But with that that thing you really have, tio have a relationship where you can be open about your vision and your idea. And you can trust that you know it time that you all may not be on the same page and you’ve done the work and the relationship in investing in the relationship to trust that the relationship will still stay in even when you do have moments when you disagree. You know, for my board chair and I have a great relationship. I’ve known her now for years, and she is one of my absolute favorite people. But they are sometimes, but we have had to have courageous conversation and that is simply a conversation that was difficult because I knew that we were on different sides of, you know, a position that that we felt both passionately about. But because of that that we had done investing in a relationship ahead of time, we’re able to have those conversations were ableto agree to disagree. And the work continues. Okay, So give us give me a sense of what this looks like when you’re, uh you’re thinking about who’s who the next board chair is going to be. How do you You know, How do you start this dance? How do you make sure that he or she is aligned with the mission? The way you as the CEO are you before you select? I mean, you maybe have a couple of people. Maybe Maybe it’s a few board members. Or maybe he’s an outsider. You know, you wouldn’t. You wouldn’t really bring an outsider on to be bored. Share, would you know, you bring out that you would cultivate them up, okay? You would cultivate them. You want someone who understands some of the historical history of the organization has that context of the work and you know, and has worked their way up the ranks start to stay in the board. Okay. And so far, you know, that’s a good question because currently springboard its own wrapping a new board chair. So we identified the chair who would take over the end of this year, and she’s currently serving in the role of vice chair. And so for me, the way that I am going about really fostering that relationship with her and getting to know her, it’s a chicken once someone you know, so we can begin to get to know each other, get to know it doesn’t work now, personalities I know her, but I don’t know her nearly as well as I know the board here with whom I talked to weekly and, you know, and that I’ve talked to weekly for No for years now. So just be really being intentional about putting that time and think, OK, let’s just you know, And, uh, my board chair is in Maine and fice Terrier. My board is in New Orleans. So where the vice chairs like? Okay, listen, virtual coffee because you are in the world. I am in Mississippi. I can’t physically see you want so much, but we can, you know, elect some time on our respective calendars. Just a connect and, you know, catch up with the work, catch up with personal life and just really no began to build those connections that I know are necessary when you’re trying to, you know, move strategy forward. Okay? Give me a chance for a break and we can compete up the conversation. Right. Right where you are. Just hold on. No problem. Pursuant, their newest free book is the Art of First Impressions. It’s all about Donorsearch acquisition. To attract new donors, you need to make a smashing first impression. How do you do it? E Book has their six guiding principles of ineffective acquisition strategy How to identify your organization’s unique value plus creative tips. You’ll find the book on the listener landing page at tony dot M. A slash pursuant capital P for please. All right, now, let’s go back to your CEO Board chair relations. Did you say your current board chairs in Maine? And the vice, The vice chair. The chair to be is in New Orleans. Is that right? That’s correct. Okay. Do you find now? Okay, Well, you’ve the current board chair. You’ve worked with her for years on DH before she was bored. Chair. You obviously were working, whether just not as closely did that distance, uh, hinder the relationship You, you know, not at all surprising. And that’s the thing with technology now. Yeah. You know, there’s so many opportunities to connect and really be a relation buy-in ship over with technology. We have no meetings there. Space time there’s, you know, text messages. There’s all these ways to stay connected. I text her all the time. It’s just something that I think is interesting, just our foreign, her different articles. So there really is so many ways that you could be a relationship and feel connectedness when you are not physically in the same space with someone. So I don’t want people to feel like, you know, in order to have a really great relationship with the boardmember that you have to have physical proximity because I found that not, you know, that has not had to be the case. Yeah. So you’re you’re texting frequently. Your you have these weekly calls with the board chair, but frequent texts back and forth, There’s just you know, it’s it’s deeper than a I don’t I don’t really know what to call it, so I don’t want to take a chance and blow it and call it something wrong. But it’s deeper than just a professional relationship you have with her That’s not exactly right. But I’m saying you know so much you really do get to the place where it is a personal relationship with Will I feel in order to truly advanced the work. You have to have those things and especially for those of us who lead now process because so much of non-profit working really hard work. So it really is a lot of your personal convictions. And, you know, it’s a lot of your personal convictions go into the work. So you do get to a place where you know it’s a professional personal relationship, but at the same time, you feel do recognise it. Okay, um, even though we have this relationship that it’s still it’s a working relationship. So it’s not as if you ever you know, blur the line and get to a place where you know you’re unprofessional or you can, you know, get really comfortable in some of the spaces because it still is your balls. And you still have to be mindful of that on DH. That’s just, you know, this is the reality of our working relationship. I feel Yeah, yeah. Now I hear you. It’s it’s a deeper professional relationship, but it’s still not, you know, it’s not a relationship with your friends. Of course you can’t. You can’t You can’t You can’t get that. That’s that would be inappropriate. But it’s but it’s not dry in stagnant, and you don’t know who wants to work in that space. It’s close. It’s close. I mean, it’s a close working relationship, so and so in terms of this, you know, vision alignment, you would. You would learn that as the person worked their way through the ranks of the board, I mean, whether whether they’re in line with the mission and they see it, the mission and the vision, the same way you do. You would learn that a cz you got to know them on the board, and if you didn’t feel it was a right fit, you know, to be to be chair, then you just, you know, you wouldn’t nominate that person or you would exactly right and that, and I think that’s exactly right. And I think it’s a lot to be said for that because I think sometimes wanted a steak that non-profit leaders to make. If you know, wanting to promote their friends and putting their friends on their boards in different things such as that, And then you know, you make your friend your board chair and you all may not have the same vision. And they they really affected friendship than an answer, being a really stressful situation for everyone involved. And so that really allowing the individual work up the ranks on the board and get to know that individual doesn’t mean that, you know, they’re your personal, your favorite person on the board. But is this the person that you understand? You are most aligned with the and that can really help carry the mission forward because of the end of the day, It is all about strategy and mission driven and trying to figure out how do you make sure that the organization is living out his mission? Envision as best, possibly when when you do have some rough spots, let’s say you know you. You said, you know you’re there times you know you’re on the other side of oven issue problem than the chair. How do you, uh, how do you approach it? You talk about it. If you don’t let us sit. I mean, haven’t you have open dialogue and conversations and you just go in and you lay out your position and your Russian allies, you’re give him out? You don’t go into Vince. Um, you build your best case for why you are advocating for whatever that position is, and you allowed them to do the same. But it really is that open dialogue and communication in trusting the work that you have put in and establishing a relationship to begin with. Yeah. You have a solid foundation that you’re building, right? You said earlier you’re confident that the relationship isn’t going to break down over this thiss obstacle. Obstacles overcome oppcoll, but it takes open communication to do it. And I really do think that’s a sign of a healthy relationship. When you can have those disagreements and recognize it at the end of the day, everybody’s okay. Because if you were not able to go to your board chair and say I disagree with you on that, or I don’t think this makes the most sense in here is why is it a relationship and, you know, and are you out truly allying And so to be. If you are not in a place where you can have it on a silo, there’s no more that needs to be done with that relationship. Okay. Okay. Uh, excellent. All excellent advice. What? Let’s see. So So before we before we start talking to the to the bigger issues and I’ll move, move to the bigger board and the CEO relationships there. What? Maybe you’ve already said it, but what would be your your number one takeaway for that? For that board chair CEO relationship, the number one takeaway really would be for first CEO to understand their vision for the organization and to feel comfortable communicating that beige into whoever, whether or not to be your board chaired. The donor is the staff members of the board members that whoever that has to truly know what your vision is on Bac comfortable in that space and then from there, hold having open dialogue and communication with your board share regularly. And recognizing that fostering that relationship has just so much a part of your job as the fund-raising aspects of your relation of your job. It always, you know, extreme part of your job description. Well, that was to take aways, but I’ll let you go. Your anarchist now. Yeah, you weasel doing there. But that’s fine. Not all important. I’m just getting, um, Yeah, I mean, I hear you communication, open dialogue, a strong, foundational relationship. Uh, you know, as you said, so that you can you can be honest in the rough times and hear each other and work through. No, no obstacle is insurmountable. If there’s if there’s a strong relationship. Teo, att the base. All right, Cool. All right, so, so broadening a little bit. You know, if we if we go to the think about now the CEO relationship with the Fuller, that the bigger board, um, how do you How do you get involved with board recruiting Yeah, so you know, for us, boy recruiting, really. Governance committee. Where must again, we’re going through that process right now, We have a governor’s committee where we have set up a metric of what it is that we know. That we need organizational in orderto helpless, you know, extra cheese, the pieces of our strategic plan that was recently identified. And so it really is using that rubric to help guide our decisions about what makes the most sense. And that’s where you know, having strong boardmember that are well connected labbate locally, regionally, nationally also comes into place because they can make recommendations and allow us the CEO to say yea or nay order, do some research on those individuals going. You know what, the CEO, you have individual that you think they make sense that that really is where bilich conversation should come into play. And it could be a fun process. But, you know, really thinking about who gets to be a part of division for the next three or so years moving for it. You know, I love. I love putting boards together. You know, one of my favorite pieces of my job, because it really is a lot of fun. So you lean on your board members toe open up their networks. Teo. Potential board members. Yes, the and Boardmember should recognize that that is a big part of their job as well. You know, provide access to their network into really be Campion’s before the organization with their friends and colleagues. You know, talk about what is this? That we’re doing a talk about what it is that the organization is doing not just from by natural lorts teeth, but also from, you know, he wasn’t a recruitment. Peace and social capital is really important, and we have a dynamic board right now in the majority of the board members that we have have come directly from referrals from other board members. And so shall you know the board. Your board’s ability to provide their connections in that social capital is just as important to me. In my opinion, for them to help with the financial fund-raising aspect of it is Will. And this well is there. You know, they’re content expertise because our board is still a fairly small board. So I really do rely on thy boardmember. They have contact because experts in various pieces on that we know will be to be strategic and move forward. Okay. I probably should’ve asked before you stay. You’re stuck with Ah, lackluster host. I’m sorry. Describe your tell us about your board. How big? What committees do you have? Yes. Our board is really small working board. We have seven board members were potentially about to growth either nine or eleven. And yeah, and everyone. Everyone on the border’s content expert that aligned to specific buckets. The work that we do for the organization. So we have individuals who are housing expert. Since we’re working affordable housing experts. Since we work in the space of federally subsidized, affordable housing, we have individuals who are organizational strategist. Because when we started seventy years ago, we said that we knew that we would be growing rapidly so that we so we knew we needed someone that provided a level level of expertise. So it really is matching Arnie. Finding is like chess. The needs that we have fighting appropriate individuals to feel that gap for us. Now, how does that feel? You if you’re going to grow from seven to ten or eleven, I mean, that’s Ah, that’s like roughly a fifty percent increase in inboard size. How does that feel it feels about? It feels right. It feels like it’s time we go back your fourth and you know. And so if you know it will bring bring on either two or three, so so it doesn’t feel too big on there. Still is manageable because, you know a lot of CEO time managing for it. It helps relations with those things. Those bilich manageable for me. I don’t know if I don’t want to have a board that is twenty members or fifteen members or different things fishes at which those of my colleagues have. So it feels it feels good. And it feels like we’ve all been involved in the process of getting to the place of having a board decide on that. Feels like it’s timely that, you know we’re being conscious of the organization’s posts and where we are and saying, OK, as we have grown in our strategies and our footprint, we need to bring on more experts that can help in these various spaces, though it’s not something that we’ve done happenstance, very few teaching in time. So where we are, which is also very important for individuals to be mindful of. Yeah, yeah. Mindful that you’ve you’ve identified areas of need that a springboard has grown that you now require. And so you’re expanding the board to bring those experts bring those experts in. Exactly. It’s not like we said, Alice. Bring more boardmember just because it feels like we’re way behind a lawyer. But the lawyer will you see piela? No, not like that. Okay. Yeah. You don’t want lawyers anyway. You you stay away from lawyers. Trust me, we’re bad. I used to be one. I don’t remember the Oh, I’m reformed. Exactly. So you get get reformed attorneys. They’re good because they still have subject matter. Expertise. There may not be able to represent you, but they still have good advice to give. They have a kind of expertise you need exactly. Right. Okay. Okay. That’s exciting. I mean, that growth, that kind of growth. Um Okay. So you’re Yeah. It’s kind of a follow on, too, you know, leaning on your board members, Teo, bring in their networks, you know, do you? Do you subscribe to the belief that you know if if you’re not asking your board members to do enough. Then they’re going to start to get disengaged and bored versus I’m afraid I might be asking him to do too much. I don’t want to impose. You know, I don’t want to take more of their time. They’re already spending ten hours a month. I mean, how do you how do you fall in that on DH? How do you balance that? So far, it’s only balance when we are bringing on board members or with our boardmember very honest about the time commitment and, you know, and also very honest about it. And we’d like, if it were small board, so he empopwering brought on as a constant burghdoff x, y Z, whatever it is that we need. So there may be some months where I leave more heavily protect one particular boardmember than others, and I’ve come to learn that they actually really appreciate that. And for so many of them, they’re bored service. It’s a part of their community service because we don’t have a paid boards where really is their, you know, their service, and they approach vitiate, being able to use their expertise and something differently than how they use it in their ninety five. And so, yeah, I think it just really goes that, too. The being honest about what the demands are of the boards were prior to asking somebody to come on. And I really do by within the space of utilizing the folks that you had at the table. And if it feels like too much, they will let you know whether or not they don’t have the commitment or had to have availability at that particular moment to provide the level of commitment that you may need a But I think you have to ask for what it is that you beat, and that hell is so you have to do everything by yourself. Yeah, there’s like, you have a board, so I don’t have to do everything by yourself. Yes, I’ve had guests on say, You know, you can’t be a subject matter expert in everything there’s on. There’s no time for you to learn And that’s that’s pointless because it takes you away from what your what your own expertise already. Exactly. It takes you away from what the boys hyre todo if I’m over here trying to figure out accounting. That takes me away from all of the other pieces, and I’m supposed to be doing that. It’s not what they hired for, so there’s exactly right. Do you put the board expectations in writing at the recruiting stage? Do you give him a document that lines it out or hat? How do you make sure that they understand for sure what the expectations are, So we don’t do the expectations as faras the times you made a commitment in pieces. But there is when we’re going through the recruitment process, there are conversations will be multiple conversations with me on the conversations with the board chair and conversations with other boardmember. So they have last of opportunities tax question and then also lots of opportunities for various individuals who are connected to the organizations to provide their take on what the commitment looks like and what they needed and what their understanding of the organization. Okay, so you’re saying that several levels of interviews with, with you and board members I don’t like the word interview, the conversation mandatory, mandatory conversations just, you know, trying to feel interested that makes you know we’re tryingto field issues. But also really trying to make sure that we’re being transparent so that we can get the right fit, you know? And sometimes you know the path we on around the new boardmember. And we were really excited about her coming onboard. And I bumped into in, her job changed. And she knew that based on the various conversations that she had had with myself another boardmember, that she no longer would have the time necessary to provide the commitment that we needed. So she elected so, you know, jump off the board, even though she just jumped on the board, and that was good. But I think the expectations ahead of Thai And so before we get six months down the road or so it was, you know, easy for her to say. I know this is no longer want to work for me because we have been very open with our dialogue prior to Yeah, now that that’s the best outcome. If if that was gonna happen, that’s the best way to have it happen. She backs out in advance, bows out, pull my service. She you know, she says, know in advance versus she’s stressed over the commitment that she’s not fulfilling. You’re disappointed because she’s not mating upto the everything that you and you and the other board members laid out far while she was being recruited. You know, I would be disappointed on both sides, but obviously much better just have her back out. Okay? But the lesson is that she understood what the expectations were, and she took it seriously enough to know that she couldn’t fulfill them, so Okay. Okay. Okay. Um, let’s Ah, let me let me take another break, and then we’ll come back, and we’ll talk about a little more formal onboarding and keeping boardmember is engaged. And I even hoped that we could get toe having to remove board members, possibly before there, before their term is up. So we’ll come to that. Okay. Great. Where you see piela? A new archive. Webinar for you. Which is why she was just talking about accounting. It’s accounting update. What has changed this year that Wagner knows unqualified Lee. And you need to know a little bit. For instance, new requirements for financial statements. You’d like to be a little acquainted with it, but you don’t want to have to do them, certainly. And you don’t have to scrutinize him to make sure they meet Muster. But you want to be a little acquainted with the new requirements. That’s what this there there webinars all about. Goto wagner cps dot com Click Resource is then Webinars. Now time for Tony. Take two ActBlue. There are Premier Sponsor at nineteen NTC. The twenty nineteen non-profit Technology Conference. It’s next month in Portland, Oregon. I presume you’re going because you know that this is the go to conference for people who want to know how to use tech. Smarter in in their organization. You’re if you use a computer, you’re using technology. What can that computer do? More for you that you’re not aware of and make you and your staff more efficient? That’s what ntcdinosaur all about. So you’ll be there. That’s a given. Okay, so we got that. So it’s March thirteenth of fifteenth, but already know that because you’re coming, you already made your plane reservations. What you don’t know is where to find Non-profit radio and Act blew. You would go to the exhibit floor booths five o eight and five. Ten. We’re sharing a booth together. There are sponsors at the conference, which I’m very, very grateful for. They’ll be talking about the power of small dollar donations while I’m capturing interviews for Non-profit radio. Ah, you can learn more about small dollar donations at tony dot m a slash Act blue, and you could see more about what we’re going to be doing together. The swag, the chats, the on site training giveaway that’s all in my video. And that video is that tony martignetti dot com, that is Tony’s Take two. Let’s go back to Aisha nyandoro and your CEO board chair Relations and Onboarding Way just started to touch on a little bit. What’s your What’s your recommendations for? Ah, a non boarding process of Ah Niu boardmember from a recrimination for Onboarding process of new board members is too like that our lawyer have conversations of front with multiple folks with on the board so that they truly understand that process and then do a retreat or training. Pacifica will not retreat. Training no of this facilitated by the board chair just for those in the big who are coming onto the board so that they can have an opportunity to be a relationship with one another tax any more in depth questions that they may have not had an opportunity to ask and then, you know, introduce them to the full board. It’s a pretty scene was processed. So how do you how do you do that? Training? Is it a day or a half a day or something? Or how does that work was, like, half a day, half a day and go through all of the organizational pieces. So for us, that would be going through the strategic plan that would just adopted and making sure that individuals understand the goals that we have. Outline, um, for the next two years talking to the organizational strategies history. Those pieces are accountants sometimes just in and is involved in that process. This they’ll understand our our finances and what that piece looks like. But yeah, I know some individuals through a full day as they get their pants on how large organisation for us, a half day has been sufficient to get that done. Okay, um, and do you have a requirement for how many of the board meetings people need to be physically present for versus virtual or not, You know, we don’t because we are an organization that is based in the city. But we have a footprint, that it crosses various various states, and we have boardmember that live in various states. We have to board meetings that are actually physically in Mississippi twice a year. But all of our other board meetings, we do virtually the zone. So we do not have requirements about whether or not you know how many you attend in person versus online and the reason we don’t do that. It’s because we trust individuals want to be a part of this organization and the part of the board, because it’s not a paid position. And so if you have signed on to give your expertise, we trust that you know you will do that you would show up. You will be engaged in the process. But how many board meetings do you have a year? We have six board meetings a year, Okay? And two of those are on site in Mississippi. Tuitele zoho inside the beans and those way have size in Mississippi are fairly. You know, today is because if you’re going to go through the work of getting individuals here, he could make sure that you’re, you know, handling a lot of good business in the process. Okay. You have some dinners to I mean, you have some social times, I’m sure. Ugo. Yeah, yeah, Way duitz site visit. We, you know, conduct the board, is that we hear from partners that we pack a lot in when we get him here on side. Do you have any formal mentoring for new board members? But would they be meant toward by a longer term? Boardmember You know, we have not done that on, but it really is because we’re such a smile, Gordon, that we have not. I felt that that was necessary. And it also, since our own wrapping process, with the conversation, it so much that that is not a piece that we’ve put in on. And I actually have not thought about that. But now that you mention it, I’m like, let me think about that. But it’s not. It’s something that we’ve put in place. Okay, it’s something I’ve heard from other guests, and I don’t know, maybe as you expand the board makes sense, but just okay. Um uh, okay, so so then Oh, so What do your committee’s what The board committees. So we have a finance committee and we have a government committee, and that is for the most part, pretty much it. You know, we every once in a while, if we have a process of getting it put coming into place, we’ll do an ad hoc committee, like we just in the trash if you do plan. But we had a committee for that. But for the most part, since we are, you know, once again, such a smile board, you know, everyone just works across the board. That’s necessary. But we do have a finance committee in the government committee. You So you’re gonna have to get your going to get out of the habit of saying small board. You’re growing up to nine or ten that I I’ve seen three and four. I mean, I’ve seen thirty. I’ve seen thirteen and fourteen. I’ve seen thirty and forty also. But I know it’s a It’s a midsize board. Maybe. Thats on the small size relative. You’re right. I don’t know, maybe something small size of bid, but I don’t think it’s small anymore. I think it’s on the, you know it is on the average smaller side, but also small, like three or four. So you’re right. And I know better because, you know, I’m on the center for the I’m on the center. I’m on the board. Four men are now process here in this city, So I have seen boards that are three. So you? Exactly. It’s not a smile board. Okay, Um, So where does where does fund-raising fit into your board? Well, I guess I should ask what? Is there much individual fund-raising or is your work more government government fee for service or what’s your revenue? So we have a hybrid is government, you know, its developer fee for service. And it is also larger foundation philanthropies. Fund-raising so. But that with board members, is also where the social capital comes into play, you know, because getting access to the larger funders, you know, it’s a lot of times of war meeting a boardmember. Excuse me. You know, shooting a e mail, um, or having a personal relationship with someone, they Hey, I’m going to this conference, and I really think you should be here as well. So you know that really, where? A lot of fund-raising support comes in with the social capital cities, of course. You know, like Al Gore’s. I’ll be wanting boardmember to give it one hundred percent. A lot of sounds. A lot of salvation, Actually, I do. Look at that right now, require that. But we do not have, you know, a require set up. Now what we ask our board members to give, you know, physically. Okay. Got you. Um, so then keeping these, these new board members engaged. You know, the last thing we want is you mentioned earlier, you know, bored people getting or I said it. And I think we both said it people not filling that They’re that they’re talents are being utilized. They got they brought on the board for a purpose to share their expertise. The last thing you want is them feeling that they’re not being tapped. Um, how do you How do you do? You start getting them engaged. Started in the game for asking questions immediately. And pieces that, you know, there’s a place that I have been struggling in tapping in and getting that done and shooting those emails and asking, you know, for those phone calls they hate can’t beat right quick. I want to touch base with you without X. Y Z Because in so many instances, there are pieces that I really my boardmember than a lot of instances about partners to really help me think pieces that may be critical with something that I’m trying to figure out. A perfect example of that sabat boardmember who is a local business owner here and, you know, really connected with the corporate, you know, funding world. And that’s one of the pieces I’ve been trying to figure out. So, you know, shot him. But I saw him out socially at the special format socially and finishing on the shooter and email because I really want to talk to you about ex wives. And so just using those opportunities to connect with them all pieces that I’ve been thinking about, um, we’re struggling with what their feedback on it doesn’t have to be something that requires a two. A three hour work session. Ah, lot of the things that I need in a lot of instances earlier, you know, twenty, thirty minutes. Strategy conversations. Just four. Simple can. You could make me the X Y Z. Yes, of those pieces. So that’s how I in this. Something is not a heavy list for them is something. Because there has been some time why I needed the boardmember to look at a contract, which was a little heavier lift. But a lot of instances is not a really heavy lift into this about building those connections, building those relationships, making them still involved because they are involved in a larger mission and really allowing them to use their cuts and expertise outside of their day with a job. And, you know, having to be of service. So yeah, I can see how the relationship would just develop over time. You know, you’re just you’re you’re tapping them as needed conversations, You know, you don’t have to. You don’t. You don’t wait for a board meeting. Toe tap, someone. You have a need. You, you, you, you You express it right away like you have a need to express that. You have asked us, President. And even though you don’t know what they can’t but feel that need, they can connect you to somebody who can help you with that. Mita, I gotta take a break, but I will leave you with this. You said you said you. You sought someone out socially. That sounds like stalking to me. I have taken a break. I’m taking a break while you laugh. Excuse me. Uh, tell us, can you use more money? A new revenue source, Perhaps We’re talking about revenue. Right now. You get a long stream of passive revenue When the companies you refer process their credit card transactions through Tello’s, go watch the video, then send these potential companies to watch the video. You will get fifty percent of the fee for each credit card transaction that tell us processes for those companies you referred And that all adds up. That’s your long stream of revenue. The video is at tony dot m a slash Tony Tello’s Let’s do the live Listen, love it’s Ah, it’s it’s pre recorded live love But the love of goes out It doesn’t matter That the love is not Is not in any way Uh mitigated Ah or impinged upon when it’s pre recorded it still it still love going out It’s just not exactly love live but it’s love Still s o to ah to our live listeners love going out to you and the podcast audience. The pleasantries come, you know, they do very grateful that you are with us. The vast, vast majority of our audience listening by the podcast, The over thirteen thousand. Thank you so much. Thank you for being with us pleasantries to the podcast audience. Now, let’s go back. Teo. Aisha Nyandoro. Um Okay. So you’re over this stalking thing. I tell you that. It sounded like social, social, seeking out. That sounds like stalking to me. All right, all right. Maybe that’s just my warped head. I’m willing to admit that. That’s just my warped perception of Okay, Um all right, so All right, so we got to keep them engaged. Well, let’s talk about a little bored conflict, I’m sure through the years, um, you’ve had conflicts, uh, whether it was you and a boardmember or between Boardmember Sze. I mean, all the personalities through all these years couldn’t have gotten along perfectly. What do you What’s your advice around around? Let’s say boardmember to boardmember conflict. So thankfully, I have not had any my board. I kid you not. I have had no boardmember boardmember conflict. I have had no conflict with my board members, and I didn’t even know there was a thing. And you brought it up. Oh, come on. That’s it. You know, So that had that I am not had that issue. I would. So for me, I feel obviously, personally powerthru fiction currently have not had that issue. I have a board member on the board before I’ve had conflict come. And when that presented itself for me, I have a decision to leave that board because I felt like my expertise was no longer thou you’re needed. And since for yeah, it’s almost like, you know, I don’t have to be somewhere where I’m What is this? That I am bringing to the table is no longer respected. So I just decided to bow out and leave that process altogether. Yeah, okay. That’s that’s extreme. It must have been bad, you know? Interesting. I don’t know. Have executive that work today help duvette differently. I don’t know, but for beauty, you know, that’s what I decided to do. But I have not had. I’ve not had any conflicts that I’ve had to revive. And hopefully, you know, we will not get to the place where we have a conflict that we have to resolve. What I invest heavily in my personal relationship to each one of my board members. We try to make sure that we’re investing in the Boulder members knowing each other like you know what I said earlier? We have come together and Mr fifty twice a year, and we do build in the social time when we get to mess and have dinner and, you know, try to make sure that we know what’s going on with each other’s families and those things. So we really are trying, Tio. It’s a model, a culture of community as organization because so much of that, as you know, our forward facing work. So we really are trying to model what it is that we say we believe in. Organizationally. All right? And it’s a testament to your recruitment process, like you just said that. But you haven’t had those conflicts. But I’m going to put you in a hypothetical. Suppose you did suppose. Suppose you had a, um suppose you had a difficulty. Lets one that I think is kind of common like one boardmember on dit may not be the chair. It might be, but it might not be just like overbearing in the meetings. He or she talks successively. Take successive time. Ignores the agenda Times fell in every guard, every day that little gee up to the board here, to have a conversation with her counterpart and to resolve that and really point out to them that OK, there’s a process. And we really want to make sure that we’re being mindful Arrival of rule and everyone has an opportunity to be heard and share. So I would act in that regard. I would ask the board chair to step in and have a conversation with her counterparts. Okay. Starting challenge new words that space that I feel like basis, it. And with that, I don’t think that that will be my responsibility. Um, manage that situation. Okay. So peer-to-peer and sort of Pierre. I mean, there is an authority. The board chair is invested with authority over the board so that it’s not exactly peer-to-peer, but I mean, like, volunteer to volunteer. That’s what I mean. Peer-to-peer. But the board chair does have that authority that everybody recognizes. Okay, you know, and I guess if it’s not, if it’s not resolving. You would have to talk about removal, which has never happened for you. Yeah. Gosh, so hard. But yeah. I mean, if the person I don’t know Well, let’s talk it through. I don’t mind talking through. I mean, what if the person is not coming around like they’re just like, Yeah, I like the person’s not coming around. They have made a decision that they no longer want to be there. So I just feel like I don’t like they would have removed them, sells the best situation, You know? I don’t know. B a no. Okay, Well, hopefully they would, um, hopefully they would, but if it’s not once again that will be. Then I will be for the board and, you know, to have a conversation about that in the board chair to make it, you know, toe accent individual to remove themselves from the border to leave the board. Okay, there again. You would lean on your board chair. Yeah, I would have a lien on my board here. Okay. And you’re like that would happen from I think that you have aboard here if head to govern the board. Okay. So, yeah, I would lead on the boys here for that. I can see that. Because, you know, if if you if you were stepping in, then then you’re sort of, you know, your usurping the authority of the board chair. Exactly. Yeah. I want to use the word you starting. Exactly. That’s exactly right. And usurping the usurping the role of the boards here. And quite frankly, stepping out of order, it’s some regard. So you have to resist. Expect that structure that is put into place, put in place for a reason. Okay. Um, are you a member of the board? Uh, ex officio member. I am that you’re not Okay. I know a lot of lot of CEOs are, but they might not be voting. They typically not voting board members because that’s a conflict. Jean Takada and Jean Takagi. And I’ve talked about that. He’s our legal legal consultant, but a lot of but a lot of CEOs are members. OK? You’re not OK. I’ve seen it both ways. And what would you do? So then? I mean, let’s take it a step further. The person is not stepping down. The board chair has done whatever she can. It’s not. It’s not. It’s not effective. Now you’ve got You’ve got a lot of tension on the board. What are we going to do? What would you do? We’re putting out of spite. CEO Seo is the board. Members of the board chair has acted to step down and they’re still not stepping down. I mean, really, alright are not pay. Okay? Alright. He’s maybe she hasn’t asked her to step down, but the all right, Well, I guess a tension continues to build. Then you were just at the person to resign and Yeah, actually person Terry. Okay. Okay. I got you. I got you. Um, how long? How what do your board terms? How long term. So we have your first term of three years. And then you have an option of doing another three year terms that you could do a total of six years. Okay, On our board have you had very many people take take you up on the second the second term? Everybody. It’s a great organization. Yes. There’s never any conflict on the opportunities to spread our board. That’s right. So they thought was going on utilizing their expertise. Who? You know, I’m not wasting their time. I’m not over the banding. I get to parties in here. I get to parties a year in Jackson. I mean, who would turn all this down way walk away from that after three years? I know. I can’t imagine it. All right, we got a carvery way, Got takeout. Very last break. Think about what you want to talk about because I’m going out. I’m going to turn to you and because I’m kind of out of topics. But that doesn’t mean we’re done so think about what you want to talk about. Text to give can use more money a second way. The second revenue source. Here’s another one mobile e-giving learn about it with texted Gives five part email Many course fiv e mails once a day That’s a ce faras. You are away from raising more money on raising it through mobile giving. It’s There’s not a big hurdle to get started. All the gifts are not necessarily small. Lots of misconceptions overcome in this mini course, which I took to give them any course. You text NPR to four, four, four, nine, nine, nine. And we’ve got lots of time left. Several more minutes left for your CEO, board chair, Relations. I What do you, uh what do you want? Talk about? What do you want to talk about? Teo? No guy and I was just throwing some things. Nothing specific. I was just you know, I was just trying to generate some ideas about CEO board. Um, stories You got any cases? May be a difficult case. Um, good case. Somebody he wasn’t feeling so good or they were feeling a little disappointed. You were able to bring them back up. Anything like that. What do you mean? I wasn’t feeling so good year. We’ll bring them back. Well, like, you know, they they felt like they were. They were They were not so and not his engages they wanted to be. Or they I don’t know. I’m just I’m just kind of throwing things out. I don’t have You don’t get your board members to ask them what the troubles are. I didn’t I didn’t go to your board and say what? What story. Should I ask? I used to tell I didn’t do that, so I don’t have any of that personally. But I was thinking, you know, we’re thinking about CEO for relationship. I was thinking about the truly smile organizations that you know, the three four, the number board just really start up. Some start up thinking about how, in so many instances, especially when you’re what do your their smiles from Thompson’s feeling like your mom and pop were startup or whatever. The whatever the situation may be that at some time it the board relation can suffer because you feel like so much of your work really does have to be with building the organization and actually doing the work and the service and being a community of whatever it is, you know, really living out that mission. And so this morning, the caution folks that you know as the CEO of executive Power, whatever the title, maybe you know the board relation. As I said earlier, it’s really a big part of your individual mission as the leader of the organization, and you should really look at that as a significant piece of how you get to doing the work in the community and that just be so forward, facing something so many times you feel like you have just have to face outward. And you should, you know, really figure out how to do both simultaneously, the outward facing, you know, the leader of the organization. But then also making sure that you’re looking inward and challenging your board members to help, um, be strategic and supporting us necessary as you’re not placing folks shit. Do not be afraid of their board members, amazed at the number of CEOs and talk to who really don’t feel like they can call and have on his conversations with their board members. And so really challenging folks, just really, you know, invest in a time necessary for those relationships and, you know, don’t have individuals on your board that you don’t feel like you can work with. That. A personal. It’s what was professional. Yeah, investing. So how did I guess you’ve heard this from colleagues? You know, Piers, how did they get to that point? How did How did somebody get on their board that they didn’t feel comfortable working with and tapping, you know, because they Because other boardmember recommended him, and they didn’t feel like they could say no because that person has a really great reputation in the community and just not not leaning into their leadership and understanding that you can say, Oh, I don’t think this is a great fit for this organization And, oh, you know, just because they’re doing x Y Z over here doesn’t mean they need to be doing a B C with us. And so it really does go back to, you know, a CEO having their voice and recognizing that I have a say So what the organizational board looks like and that you really do have to a voice that, uh, yeah, on that goes back to the recruitment process. Yeah, and that there’s a lesson there that the community leaders, the prominent people in town, uh, or the air in the state, You know, whatever are not necessarily the best board members for you for your organization, Wade. Yeah, a lot of times else. Individuals out, you know, could be on four or five different boards already on it. They could be doing great work, and it could be, you know, amazing people and that means, and you didn’t even they don’t necessarily put them on the board. You put them on a committee or something, you know, last sametz needed, but yet it doesn’t mean they necessarily have to be on your board. Um, so just, you know, knowing what it is that you need and being being really strategic with the limited seats that you have, because, you know, you have a limited number of seats that you can feel in your board. So, thinking through what makes the most sense for they’ll seek section have Okay, we got just, like, forty five seconds left, So I’m gonna leave it to you, Teo, give parting thoughts, My parting thoughts. That’s a lot of really think it will affect your relationship between the CEO and the board chair. And that relationships should be one of mutual trust and respect and openness. And it is a beautiful being. One done, right? Awesome. Thank you very much. Thank you so much, Tony. I appreciate pleasure that our flu she is she is ceo of springboard opportunities. You can follow her at Aisha. Underscored Nyandoro, and you find springboard at springboard to dot or GE next week have ever let you down. I know one time there was the fermentation show. I was young. I was naive. It was a youthful transgression, locker room banter. And to the extent I may have hurt some hyper sensitive people who might have been unreasonably offended, I deeply and sincerely wish I could apologize for the fermentation show. If you missed any part of today’s show, I beseech you, find it on tony martignetti dot com. We’re sponsored by pursuant online tools for small and midsize non-profits data driven and technology enabled. Tony dahna slash Pursuant Capital P by Wagner CPAs. Guiding you Beyond the numbers regular cps dot com. Bye, Tello’s credit card and payment processing your passive revenue stream, Tony dahna slash Tony Tello’s and by text to give mobile donations made easy text. NPR to four four four nine nine nine Ah, creative producer is Claire Meyerhoff. Sam Liebowitz is the line producer shows Social Media is by Susan Chavez. Mark Silverman is our Web guy and this music is by Scots. Dine with me next week for Non-profit radio Big non-profit ideas for the either ninety five percent. Go out and be great. What Wait Thank you. You’re listening to the talking alternative network. Next Monday. We’re doing that. You’re listening to the talking alternative network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi, I’m nor in Sumpter potentially ater. Tune in every Tuesday at nine to ten p. M. Eastern time and listen for new ideas on my show beyond potential life. Your way on top radio dahna N Y c Hey, all you crazy listeners looking to boost your business. Why not advertise on talking alternative with very reasonable rates? Interested? Simply email at info at talking alternative dot com buy-in. Do you like comic books and movies? Howbout TV and pop culture. Then you’ve come to the right place. Hi, I’m Michael Gulch, a host of Secrets of the Sire, joined every week by my co host, Hassan, Lord of the Radio Gobbling Together we have over fifteen years experience creating graphic novels, screenplays and more. Join us as we bring you the inside scoop on the pop culture universe you love to talk about. Wednesday nights eight p. M. Eastern Tough Radio got in life duitz. Theo. Best designs for your life. Start at home. I’m David here. Gartner, interior designer and host of At Home. Listen live Tuesday nights at eight. P. M. Eastern time as we talk to the very best professionals about interior design and the design that’s all around us right here on talk radio dot n. Y. C no. You’re listening to talking Alternative Network at www dot talking alternative dot com. Now broadcasting twenty four hours a day. If are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Sam Liebowitz, your conscious consultant and on my show, the conscious consultant, our awakening humanity. We will touch upon all these topics and more Listen, live at our new time on Thursdays at twelve Noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s twelve noon on talk radio dot n. Y. C. Buy-in for political advocacy, right. You’re listening to the talking alternative network. Schnoll.

Nonprofit Radio for February 22, 2019: Flash Fundraising & DEI and Governance II

I love our sponsors!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

WegnerCPAs. Guiding you. Beyond the numbers.

Credit & debit card processing by telos. Payment processing is now passive revenue for your org.

Fundraising doesn’t have to be hard. Txt2Give makes it easy to receive donations using simple text messages.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guests:

Matt Scott: Flash Fundraising
Prepare. Launch. Engage. These are the essential elements for rapidly and successfully fundraising when breaking news intersects with your cause. Matt Scott from CauseMic talks us through.




Gene Takagi

Gene Takagi:DEI & Governance II
Gene Takagi and I wrap up last week’s thoughtful convo on diversity, equity and inclusion, with mechanics for your board: by-laws; recruiting; committees; decision making; oversight metrics; and more. He’s our legal contributor and principal of NEO, the Nonprofit & Exempt Organizations law group.




Top Trends. Sound Advice. Lively Conversation.

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

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

Get Nonprofit Radio insider alerts!

Sponsored by:

View Full Transcript

Transcript for 427_tony_martignetti_nonprofit_radio_20190222.mp3.mp3

Processed on: 2019-02-24T04:09:03.387Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2019…02…427_tony_martignetti_nonprofit_radio_20190222.mp3.mp3.516903415.json
Path to text: transcripts/2019/02/427_tony_martignetti_nonprofit_radio_20190222mp3.txt

Hello and welcome to Tony Martignetti non-profit Radio Big Non-profit ideas for the other ninety five percent. I’m your aptly named host. Oh, I’m glad you’re with me. I’d be forced to endure your Asef Feliz. Um, if you blew my mind with the idea that you missed today’s show flash fund-raising Prepare, launch, Engage these air the essential elements for rapidly and successfully fund-raising when breaking news intersects with your cause. Matt Scott from Cause Mike talks us through and d I and governance to Jean Takagi and I wrap up last week’s thoughtful conversation on diversity, equity and inclusion with mechanics for your board by-laws recruiting committee’s decision making oversight metrics. He’s our legal contributor and principle of Neo the non-profit and exempt organizations law group attorneys take to act blue. We’re sponsored by pursuant full service fund-raising data driven and technology enabled Tony dahna slash pursuant by Wagner CPS guiding you Beyond the numbers wagner cps dot com By Tell us turning credit card processing into your passive revenue stream. Tony dahna slash Tony Tell us and by text to give mobile donations made easy text. NPR to four four, four nine nine nine Here is Matt Scott with Flash fund-raising Matt Scott is CEO of Cause Mike and an industry leading Non-profit fundraiser. He helped Team Rubicon scale from two hundred fifty thousand dollars in annual revenue in two thousand eleven to thirty million dollars in two thousand seventeen twenty seventeen. He’s led the company to help a diverse range of non-profits raise millions of dollars online, including Movember Volunteers of America and the Humane Society. He’s at Matt B. B. A, and the company is at cause Mike Crew and cause. Mike dot com Matt Scott Welcome to the show. Thanks for having me really appreciate it. Pleasure, Pleasure. We’re gonna talk about flash fund-raising. And so I presume that the first thing Teo need to have in place is preparation so that you know, like what kinds of topics and issues are going to cause you tow burst into this flash Yeah, absolutely. So we kind of defined flash fund-raising as any time bound campaign, meaning it’s not going to be an evergreen campaign they’ve got running all the time. But to your point, Tony, it’s really rooted in in this notion of what kind of big moment they’re related to. The impact of your non-profit has in the world is newsworthy. Right? So how do you leverage or capitalize on those newsworthy moments? They relate to your organisation in order to raise funds and awareness. And Dr supporters Okay, so we really kind of finding is that Yeah. And, you know, if something relates to your mission in the news on and you are silent, you know, then I think you risk becoming irrelevant. Yeah, that’s exactly right. I mean, whether you were somebody like our client u s A for UNHCR working with, you know, refugee communities all around the world, or you’re someone like Mercy Corps who we work with. Who could capitalize on, uh, you know, the hurricane in Puerto Rico or the earthquake. And, Paul, you really gotta look for opportunities to be relevant in the news cycle. It’s an opportunity for you, Really, You know, both get your brand out there, but also to acquire new supporters. How How suddenly do you need to be ableto activate when we’re going to get to the preparation? Were not act activation yet launching yet. But I mean, how how quickly do you need to be ready to go? Yeah. I mean, I think it’s really important that that you’ve got the systems and process and method in place in order to capitalize on a news cycle within those first twelve to twenty four hours. I mean, if you take something like Hurricane Hardy Urmila Maria last year and you look a, you know, just really what does that cycle look like? It’s within the first twenty four to forty eight hours where the news is mace drawn to it. And that’s when you’ve got the greatest opportunity, too. Galvanize your base of supporters as well as engaged new supporters. I would say you need to move quickly within the first twenty four hours on the news cycle. In order, Teo really kind of be relevant. And then so I guess tangential to this because we’re talking about fund-raising. But you also want to have a communications plan in place so that you can activate quickly. Journalists. You want to be in touch with bloggers, other influence leaders influencers that you want to be in touch with when again when you know as you’re saying, something hits the news. So you can you can activate quickly on the communication side. Not, you know, not fund-raising related, but trying to get out to the media. Bloggers fear, etcetera. Exactly. I think of kind of two approaches to the communications plan, and both of them you absolutely had on in the head are all about being prepared. The first one is having a list of media outlets in building a relationship with those media outlets and people there prior to master over some news moment, right? So that they know that you’re a trusted source. You don’t want to use that news moment as a as a chance to reach out to them cold. You really kind of want to build that relationship in advance. Also, you want to think about how do you make it as easy as possible for you to be featured as a subject matter expert in the event of a newsworthy event? How are you going to make. It is easiest possible for them to ask you critical questions or to provide context of how your organization is driving impact to solve whatever problem it is that you’re facing. The second piece of it is really comes down to having a multi-channel communications plan, and this is a lot more in the work, you know, in the control of the non-profit. So that includes everything from, you know, SMS. Mmm. So text messaging, chap pot, email, marketing, social media, paid ad paid search How do you develop like a full multi-channel communications plan that ultimately has a single narrative and across all of those channels, but the actual messages slightly different, unique to those channel requirement. Yeah, excellent. Excellent. And listeners you’ll remember had Peter panepento on, and I think it was December and around his book, which I can remember the name of. But we talked all about communications plan and a public relations and a media strategy. Take back public relations. That’s not quite right having a media strategy. And we did talk about what what Matt is talking about, you know, having in place relationships and a plan in advance. So if you want to hear a flower on on a media strategy, including flash moments, go to tony martignetti dot com and just search Peter panepento and that that show will come up. It was a pressure was last December, or was it was November. Okay, so, Matt, so thanks for that. Well, digression on communications. I put you on the spot because that’s not your not your expertise. But thanks for thanks for weighing. And that was that was valuable. Um, all right, so let’s go back to strictly the fund-raising. And what what technology do you need to have in place in advance? Yeah, that’s a great question. So first and foremost, you need I make sure that you have a sierra. Some of our favorite theorems, their sales force for kind of some other organizations that wanted fund-raising solution. All in one, there’s Sierra something like fund-raising straight AA lot of more established organizations. They’re using products like, uh, like blackbaud, Right. But at the end of the day, you wantto want a place where you can collect dahna information as those donations start to come in. Beyond that, you also need to think about like, the top of funnel. So from acquisition, how are you really keeping track of which acquisition channels are working? So if you put out those paid Searcher paid social ads, how can you ensure that you’re seeing return on investment? You need a way to capture thie email address at the very least of the supporter or some form of communication, like a phone number, so we can text you also, of course, need a way to collect donations. So some of our favorite platforms for that include give lively, which is entirely free for non-profits pretty much disrupting the space right now. Getting integrate seamlessly with sales for you also got stuff like classy or fund-raising, both excellent classrooms and innovative sales lorts. And so you want to have a way to kind of take those donations right? But you also want to have an email service provider in place and, increasingly, more and more our clients. They’re seeing a lot of success around text messages and using SMS and Chapa. So we think it’s really important that you also have, you know, leverage a platform like Twill Leo, which you know is an amazing product that is near free for non-profits on and allows you to send one on one SMS and mmm messages to your constituents. So I think in terms of overall, you need a way to acquire and track your acquisition channels. You need to see our AMAH place deposits that in for me, Agent, you need to make sure that you have a way to process donations. Then you gotta have on the communication side, at the very least, a stronger but no service provider as well as an ability to text message your your constituents. I say those are the fundamental elements. Of course, there’s a lot of other a lot of other things that can go into a great text back, But those were really the fundamental Okay, we’re gonna take our first break. Matt. When we come back, I’m gonna, uh, tease out something that you sort of suggested. You didn’t say it, but I just sort of blackbaud razor’s edge. I wonder if those air getting antiquated even though they’re so huge. I mean that not those that razor’s edge product. So we’re going to die aggressive labbate. So give thought to that You got, like, thirty seconds and then I’m going to be on spot again pursuant their newest free E book, The Art of First Impressions. It’s all about donor-centric track new donors making it You need to make that smashing hit first impression. That’s what this is about. The book. It’s got six Guiding principles of Ineffective acquisition strategy. How to Identify your Unique value. Plus, it’s got some creative tips. You’ll find it at the landing. Paid the listener landing page tony dot m a slash pursuing capital P for please. All right, now, let’s go back. Tio, Matt Scott and Flash Fund-raising. So So, Matt, it was just like an inflection and you’re in your voice. Is blackbaud becoming, ah, dinosaur, even though it’s enormous in the market? Or Or did I misread your tongue? Uh uh, political answering this question now he’s hitting on you at the end of the day. Here’s what I’ll say. We’ve moved dozens of organizations off blackbaud and on they’ll force. We have yet to move anybody from sales first blackbaud. Um, but at its core, this is this is kind of the fundamental difference on, you know, sales forces really disrupted the space and the main different. You’ve got an open source platform where you’re able to use best in class female service. Best in class. Uh, you know, text messaging or best in class fund-raising. And you’re able to integrate all of those things in an open way where blackbaud forces you really to use their products. So when you think about you know it’s really come down the innovation, it seems like everybody else’s innovating. And and I think that it’s really important that non-profits go down the way where they’re going to have the ability to capitalized on major trends in the market, like the ability to monitor what’s going on on social media or the ability to really robotically track. Uh, you know, your ad spending conversion and as far as I can tell it can’t say that I You know, I’m all knowing about Blackbaud by any means. But I will say that, you know, we’ve been very satisfied with sales force and the ability to recommend that in class solutions to our non-profit clients that integrate into a system seamlessly really interesting. I So I’m boiling it down to open source versus proprietary. Ifyou’re on Blackbaud, you’ve got to use their plug ins. You gotta buy there. You gotta buy their add ons exactly. Right. At the end of the day, they weren’t forced to innovate. They were really the only players in the field of battle, you know, five years ago. And that makes a really big difference. The sales force still have first ten licenses for ah non-profit are free. That’s correct, gang. With the non president’s success, pack the first ten licenses training non-profit or free. Um, And then you’ve got to, like, give lively right there. Entirely free non-profits that integrated sales, They’re seamlessly. You’ve got a lot of non-profit discounts for Tulio. Male chimps. You got a lot of options there that just aren’t available. Okay, Okay. Say, Say what? What? What’s the programme again called on Sales Force sales force. What? Oh, non-profit success back. Okay, we’re given unpaid, unpaid shoutout to sales force because all right, so I think they need it. Yeah, right. They should be our biggest. Have four corporate sponsors. They should be the largest stations. Should be owning this. No owning this show. No, I own the show. It’s like a carry away. It’s not Salesforce non-profit radio, but yeah, they OK, I agree. All right, So I heard you. I heard you’re right. I read you. Right. I’m glad. Okay. Um, so we’re still in the preparation stage. You’ve got something called a campaign kit. What? What is this? We’re still in preparation. Yeah. Yeah. So really help our fine set up in advance, right? Like, what is that Multi-channel communications plan Look like? You need to make sure we have clearly defined brand guidelines. So what is your voice? What is your tone with style? Uh, what do you want to get out there? It’s really important. We start going across all these different channels because you want people to know, to be familiar with your brand. You want them, whether it’s the first that they’re hearing about you or their longtime supporters, you don’t want any surprises, right? You want someone to know this is a team Rubicon, This is mercy. This is the Humane Society. I know that because it’s strong. Brand guy won. Second thing you want to do is have a graphic kit teed up. So let’s say that you’re you know, the origin Humane Society. One of the clients. They respond to disasters as well. So if you know that that’s not your primary mission. But it’s something that is a service you provide. So when there’s wild fires, for example, they went down to California and rescued puppies and kittens to what other lies have been displaced. They pre-tax and we set up graphics in advance that had direct needs that showcase the work that they were doing that connected a supporter. The actual impact in the field. You also want to have a list of talking points, right? These are things that anybody on your team can point to, a reference that Khun clearly simply articulate. Exactly the you know what the purpose of your work is. That’s a really key point. And finally you really wantto have kind of the sample emails. Text Pete up. So these air urgent appeal emails are urgent appeals tax that clearly again demonstrates your target audience. The impact that you’re having, the fields and the urgency. It is important the customizes for each and every event. So it’s important that you don’t just think about it. It’s like, Okay, I’m sending out this temple it every time. Uh, but at the same time, there are, you know, there are certain aspects of it that you can pre planned for us. The final piece of, you know, kind of a campaign hit, if you will, is segmentation. We spend a lot of time helping our clients segments, their communications. It’s all about meeting each and every constituents on their preferred platform with their preferred message. There prefer time Dr Conversions to derive from using for the non-profit. So we like to think about donor-centric fund-raising and advocate. And within each of those major profile sites you need to develop a multi-channel communication plan, cleared grand guidelines, great visual, clear messaging on the talking points and lots of appeal. That action. What about making this all or subsets of it available publicly so that you can engage some people who might want to do their own like Peer-to-peer campaign around your your flash campaign, you share these share the stuff publicly. Absolutely. You just hit it on the head, Tony. I mean, you talk about Peer-to-peer fund-raising, right? These are people who are passionate about your cause, but they’re not professional. Fundez. Yeah, right. You have to deliver to them the tools and the messages that will resonate with care with your potential supporters, their friends and family. At the same time, the majority of people who donate to a peer-to-peer fund-raising page are not really in it to support the organization. They’re basically in it to get their friend their family off their back, over off their doors. Kept that at the end of the day, how do you transition somebody from being? I made a donation to Tony, too. I made a donation to U. S. A. For UNHCR. Yeah. Lorts begin to send them through the channels. So that bad because our okay, we’ll spend more time talking about making that transition. Where do you like to share? Where would you like to see clients share these docks for the people who wanted take it to the next level and do their own peer-to-peer fund-raising. Well, my favorite is keep it easy. And I think text messaging is rapidly becoming the way that we distribute fund-raising coaching serious tio clients. Fund-raising techniques like favorite. Okay. First for sharing the tools for people to create their own peer-to-peer campaigns. Oh, yeah. Okay. Where you going? Where’d you like to put the repository of these? The tools the guidelines. You know, the graphics, etcetera of the sample emails that people can use. What? Where do you like to see that stuff put? Yeah, I mean, if you if you’re only gonna host it in one place, having on a site the you own your own website, It is really important. But I actually think it makes a lot more sense to break it off over time and defended out by a tax ID. Now, you know, don’t give it to him all of once, but instead send them little bits of information that they could take action on right away to drag. Okay, so, like so, like, every every twelve hours. You mean in this in this Because this is going well, this is going to be pretty short lived campaign, right? We’re talking about, like, a week or two or something isn’t even that long. Yeah. Yeah, I think two weeks is actually the okay. So how often do you sending out tio thes people who really want to activate the next level do their own peer-to-peer campaigns. How often you sending out new stuff to them by text with? Within the first twenty four hours, You want to send things out like two, three times, and then it tapers off. So then it’s kind of every day for the first week, and then you want you want to kind of spacing out every other day. You can kind of run spring in in three day period. We find that that’s the max that anybody wants to receive multiple communications per day. But that’s where that multi-channel engagement strategy comes into play. Thinking, email, social. A phone call, right? You’re kind of sharing the burning across channels so that they’re interacting with your brandy today on getting kissy stay. But it’s not always delivering the same channel. OK, OK, What about, um, having some influencers like pre positioned that people that you know are going toe? Uh, create that peer-to-peer campaign. Or at least if they’re not going to do a campaign, they’re goingto help you get the message out. But having this in the, you know the prepare a story of proprietary stages, you got ten or twelve key influences, you know, love your mission. You know, if it’s UNHCR, the High Commissioner for Refugees and there’s a refugee crisis, you know they’re going to jump on it, these ten or twelve people? What about having those relationships in place so that they’ll start blogging? They’ll start emailing whatever you know, whatever they do, treating Teo help you build momentum. What about having those relationships in place in advance? Oh, absolutely. That’s the preference. I mean, one of the great examples that comes to mind right off that is Anson Mount, who’s a great celebrity supporter. Team Rubicon, Um, you know, building up that relationship with Anson in advance and then basically empowering him. And so create custom fund-raising Vegas for Anson to be ableto fund-raising for Team Rubicon in the event of a disaster in Texas. So he was, you know, filming a television show for A in Texas, and it was a perfect opportunity for him to reach out his constituents. But all that was set up in advance of the disaster season to be more or less knew that most likely there will be a disaster in Texas, that here they’re setting up that influence relationship, giving him the talking points e-giving in the sample Social media post really empowered into Ray’s about forty eight thousand dollars Teamviewer response to flooding in Houston All right. I’m gonna admit that I’m a pop culture. No, nothing. I don’t know this guy, Anson. Who is that? Uh, it’s amount is, uh well, he’s huge co-branded teamviewer columns of a great celebrity Porter. But even after, um and he was the lead on hell on wheels and he also most recently played in a marvel movie as well on, you know, fair track, maybe. Okay, he’s a great guy. Okay, I’m sure he is, but it’s, uh, you know, I’m not. Yeah. I mean, if you’d said Al Pacino, I wouldn’t I wouldn’t have asked you. Who is that? You know, So I got a bunch of clients who were looking for that pompel ball club buddies. Support has been even relating. Yes. Uh, okay. Just generational difference. No problem. Okay. All right, So we got we got everything in preparation now its launch time, and we need to know who’s gonna who’s gonna pull the trigger, right? Yeah, we having a clearly defined who Didn’t your maker go? No, go critical because, like, we already talked about first twenty four hours Really important. So we recommend Ma Bargain was down with too much process. It’s important for you really have, uh, you know, check the balance is in terms of copy, make sure the things that spell correctly that you’re not speaking or offer ends, but that decision to go or no go she’s really lead with a single person. So they’re they’re given the information that says we feel like for all intensive purposes, with traffic, it’s really high, you know, highly spoke about in the media. Let go, or we feel like that. If we were to activate right now, we wouldn’t really necessarily be included in on the conversation. We’re not going to get a lot of media. It could get a lot of in front of a lot of supporters then. Probably not going. Why would you feel the ladder? What would lead you to conclude? To not not activate? Yeah, I mean, well, let’s take you could be popular. That disaster response here. Let’s take hurting. Hold the urn and Maria write one hit after another. You have to begin to really think about Donorsearch a Teague and the fatigue of of society as a whole. So timing is really important. Hyre segment of your communications. Which media outlets he reached out to, you got to take into account how much you’ve already gone through. You know, your supporter lists and how much you’ve already asked them. So that really influenced things. Like a decision. That’s just one data point. Like what’s the frequency of the storm Who was hit how long ago to be asked for support? Um, how did Airbase responded that those are some of the elements. Okay, Okay, so s so if we decide not to go, then the show’s over. So the conversation over. So let’s go the other way. Now, let’s decide that way. Are gonna we’re gonna launch. Um what? What? What’s What’s first thing we need to do, the CEO or whoever the decision maker is, has said yes, she’s approved. Where do we go now? Yes, this is where if you have a fund-raising tool like fund-raising classic, give lively. You got that? Get that fund-raising page set up right away. Home and because you already have, you know, kind of prefect communications plan that we talked about. You begin to activate that. So you get those emails in place, you begin to send out, start with the channels that are really busy. So text messaging doesn’t take long. Social media doesn’t take wrong. And depending on what your brand you know, look, it feels like it’s important not to miss good for great meaning. People want to see what’s going on behind the scenes. So if you’re responding to disasters and example and you’re in the planning phase and you’re really getting ready for a response that you don’t get have powerful visuals of light the people affected by Thorne it’s important to show that behind the scenes wolf because it’s raw, It’s interesting and it’s easy to get out. So I would say, Start with channels that are really easy to just share information with and then work your way towards the channels that are more work, like email, where you’ve got a draft more more. Give me some examples of that behind the scenes early on. I guess that’s like first twelve hours or so content. Like what? Yeah, so examples might include, uh, your team monitoring storm. Or they might include in from, you know, meeting time that you’re preparing or getting your go bags around here. Any equipment you need to get out the door. What’s happening? Place dramatically behind the scenes. In the case of refugees like, you’ve got terms of people working around the clock trying to find out more information from the field so that the field team can make informed decisions. All that kind of content is interesting and engaging, and it can just be shot on a smartphone, right? Just simple. There are updates. Maybe it’s somebody from your field team or your program. He’s literally just shooting a thirty second video that you know is framed. Well, well lit light in your face horizontally shot. Just quick tips on how to make them look better without spending a lot of money. But it’s just someone standing there saying, like, Look, this is These are the actions that were taking right now, and it’s thanks to the generous support of supporters like you, where we’re looking for people who financially contribute were dedicated to solving this crisis. This is what we’re doing Those air, like really, really impactful communications. Yeah, people do like, behind the scenes, absolutely that you’re drawing them into the crisis before as it’s unfolding to you that you’re trying to learn more, you know, you’re keeping them informed. I mean, if you’re going to fund-raising around a crisis or an incident, Um you Ah, yeah. I mean, you want to draw them in and you said something that really struck me. Please, when you when you’re doing quick video, please. Please hold. Hold the phone horizontally, not vertically. Act can’t stand those little frames. You get a little one inch by one inch frames you get when it’s vertical, for God sake. Okay, this is, uh we’re running a little long, so, um, let’s let’s go to engagement. So we’ve already We’ve already launched. We got our You’ve already talked about SMS and M M s and having chatbots replaced. Let’s move to engagement now. Yes, this is really the most the most important part, right. Uh, be your authentic self. So first and foremost, we want to express gratitude in a compelling and interesting, unique way. I highly recommend using a tool called can written. Um, this is one of our favorite tools for clients and integrate seamlessly with sales for us. It allows you to literally send and written cards by a robot, um, to each and every one of your supporters and comic, We actually have, like, a great pricing deal with them. So Chan, this plug there, but you’ve been retired there, But anyway, I think starting with a few card is really important. Is that going to help you stand out? The second thing you want to do is you want to send somebody through a new supporter. Welcome. Serious. And this is different, depending on whether they made a one time gift a recurring gift. But the serious should really be focused on first and foremost, expressing gratitude and immediately shifting toward the impact that they’re having in the field. Yeah, sure. Right. We like to talk about it. OK, that I’m going to give you give you an extra minute. Let’s go toe up. Great. Let’s goto let’s jump to upgrading. You touched on it earlier. You want to move these these one time donors to something more? You got a minute? I’m holding you to it. Yeah, so basically up their strategy is if you’ve got a one time donor-centric heidtke percent most e-giving difficult to do in a minute. But I would say Send them through a multi-channel supporter. Welcome serious. Quantify that impact present to them opportunities upgrade to a mostly get. To be honest, you can come to cosmic dot com on download our free guide on how to build a month e-giving program in ninety days. And I think that’s all I could do in a minute. Okay, that’s all right. Okay, so But it’s important to try to move These donors passed the incident that you were flash fund-raising for. Okay. Sametz got CEO of Cause Mike. You’ll find him at Matt b B a. And the company is at cause Mike Crew and cause mike dot com Where you could go for the resource is Matt just mentioned that Scott. Thank you very, very much. Yeah. Thank you so much for having me. We need to take a break. Wittner, CPS. They have a new archive. Webinar for you. It’s accounting update. What has changed that? Wagner knows intimately, and you just need to know the basics off. That’s what they’re going to cover for. You. You don’t want to know the bait. You don’t want to know the intimacy of it. You just need the basics. For instance, new requirements for financial statements. You might not like to know a little about that, all right, and there’s other stuff that they cover in this accounting. Update. Webinar Go to Wagner cps dot com. Click Resource is then webinars to view the archive. Hey, it’s time now for Tony’s take Do I’m back Live ActBlue. Yes, ActBlue. I’m very grateful to them. They are non-profit Radios Sponsor, Premier, sponsor AT and TC Thie twenty nineteen Non-profit Technology conference. It’s March thirteen to fifteen in Portland, Oregon. P D. X. We are in a booth together. Boots five o eight and five ten. I’ll be doing tons of interviews for the show, Of course, that will be using over the ensuing months, and ActBlue will talk. Be talking to folks about the value of small dollar donations. You know them for political fund-raising Grassroots fund-raising three billion dollars worth over three billion dollars worth. Think about them for your non-profit fund-raising getting small dollar donations into the mix. That’s what they’ll be talking about. Um, they have a giveaway they have on site training. Giveaway on site. Did I say on site training giveaway that we’ll be doing at the booth? So come see us. I’ll be doing lots of interviews. Come say hello. If you’re at ntcdinosaur course, come buy boots five o eight five ten. Say hello to me. Metoo folks from ActBlue thank them for sponsoring ActBlue at the conference. Ah, and there’s a little more AA plus. Ah, mention of how hard it is to get good video talent on my video at tony martignetti dot com. And we’ll be talking about this more. Nineteen ninety Si, always a pleasure to welcome Gene Gene, the law machine. He’s our man. He’s the managing attorney of Neo, the Non-profit and exempt Organizations Law group in San Francisco. He edits the enormously popular non-profit law blogged dot com. He’s the American Bar Association’s twenty sixteen outstanding non-profit lawyer. He’s at G tak G Ta k. What else can I say about him? The best thing I think I most enjoy saying is Welcome back, Jean. Thanks, Tony. It’s great to be back. Yes, after just last week. Um, you were the twenty sixteen. You know, you realize now that that American Bar Association Outstanding non-profit lawyer thing, that’s three years old. Now it is. So we’re gonna have to get a new tagline for that or something. Are you going to run again? Can you? Can you be nominated again? I think maybe when I retire Tony, hopefully that’s some years away from that. That’s the Lifetime Achievement award. Yeah. You want to stay away from those? That’s that’s a death knell. Lifetime achievement award. You’re coming to a close when you get one of those. So you don’t You don’t want that yet. Okay? I want to thank you again for our very thoughtful the conversation last week. I don’t know. How does thoughtful, sincere conversation on this difficult diversity equity inclusion topic. I listened back to it on di just Thank you. That’s what I want to thank you very much for doing it. And for being a generous and sharing partner with me. Well, thank you for having that discussion with me to Tony that those air difficult discussions toe have, but I think really necessary ones. And it’s great to share that. Share it with the audience. Yeah, absolutely necessary. On DSO now, this week, which we didn’t get the cover. We want to turn some of this discussion into some action points for the board, and you have a lot of ideas around the board’s by-laws. Yeah, I think that’s right. So, you know, once you’ve committed that that, you know, diversity, equity, inclusion our topic of last weekend today are really part of the fabric of your organization’s core Vallon. You’ve got a champion for that, and they see it is organizational values they want on Believin in an equitable a system where you know all people are created equal and should have equal protections of law on equal rights. Unequal access. Once you’ve decided that that really is something that you want to do. And it’s not just about furthering your mission, which, you know, might be, too, um, advanced after school education. But you want to do it an equitable manner so that you’re not just favoring one you know group over other groups. And so once that’s decided, I think a really good sign of embedding those values into the organization is to put it in the organizational policies and the by-laws are really one of the core governing documents of the organization, and they’re really provisions there that can reflect the board’s commitment to diversity, equity and inclusions. Okay, um, and there’s, uh, there’s a lot that the board Khun do. Some of this is difficult. I want to point people to your blood post at non-profit law block dot com. You go into more detail there, and we have time for today about different provisions within the by-laws. But one that struck me is the is the selection of directors, and, well, I guess it’s too at the way you have The Post organized the selection directors in the qualification of directors, you know, again, challenging gets into should there be quotas or not? But, you know, say a little. It’s a little about the that selection and the qualification of directors. That was really apparent. So you know, a lot of people are focused on Well, the boards of non-profit organizations are really no more diverse, and they were twenty years ago. And sadly, that’s you know, with many non-profit leaders saying diversity on our board, this really important but not no riel action taken, you know, a sector over the last twenty years, and boards are still disproportionately dominated by white people and not with a lot of people of color, particularly in leadership positions. And the bigger the organizations are. Those discrepancies get get even worse. White males were talking about white males. Yeah, primarily, although there are a lot of females on especially smaller organization board, but still not not a lot of women of color on those boards. So addressing kind of some of those, you know, the discrepancy between non-profit leaders saying, this is really important, and the lack of action or achievement in advancing diverse boards or board composed of diverse populations is problematic. And so it’s not an easy thing to fix. But one of the things that you may think about is to determine Well, how are you? You know, qualifying board members. Do you have certain qualifications that say, you know, we we need board members toe, have this background with this education, or come from this particular area? Um, is that a good thing or bad thing? You know, sometimes you can say a quota like you mentioned way want, you know, a minimum of thirty percent of our board members. Uh, to be made up of women. So, you know, recently there’ve been some movement. California, I think, being going on one of the states in which they said, if you’re a public company operating here based in California, that you must have a certain percentage of women on your board by certain period Oh, interest line, though. Having a quota for non-profit corporations on board when when they haven’t really moved very much, could be effective. But there is sort of the disadvantage of Well, what if we said, you know, they had to be, uh, no, fifty percent Asian American? Andi, let’s say an organization and serving Asian American communities, we said the board has to be composed of fifty percent Asian Americans. Is that a good thing or a bad thing? And, um, you know, that’s a little bit more tricky to discuss. If we’ve got, uh, you know, uh, population where they’ve not been, where they’ve been marginalized and they haven’t been reflected. Well, fifty percent might be a good thing in terms of we. We’re not going to make them tokens in this organization if it was ah white dominated board, for example. But compare that if we said, Well, at least ten percent of our board must be African Americans, and we’ve got, you know, eight people on our board. So that means one boardmember they’re going to look for to be an African American person. And how are they going to feel if you know the reason they were picked? Because they’re African American. You know, that’s that was the determining criteria that you can’t really do it that way. I think you shouldn’t do it that way. That’s my opinion. So if you’re going to set a quota, you have to make sure that you’re looking at overall what your needs on the board are. So maybe you say, Well, we you know our serving African American population so we don’t have anybody African American on our board. So we lost that perspective of knowing how best to serve these communities. But bringing one member on the board and saying, Well, you represent all African Americans and give us your take on what they need is unfair. Yeah, that’s not only not only unfair but silly, it’s not fair to the person and just unreasonable Jean, I have to take a break. Got it pursuant their newest No, that’s Ah, that’s actually not the break that I need to take. The day break I need to take is tell us, can you use more money? You need a new revenue source. You know, you get the long stream of passive revenue when the cos you re far too Tello’s process their credit card transactions with Tello’s watched the video, then send the potential companies to the video. So it’s at tony dot m a slash Tony Tello’s We got to do the live listener love Oh, and there’s a ton of it to holy mackerel. Way far out. Well, whoa! Let’s go abroad. Um Brazil. Beirut, Lebanon. Seoul, South Korea. Bangalore, India. Hanoi, Vietnam. Lima, Peru. Moscow, Russia, Iraq in Baghdad and Yosh Car Ola in Russia Also well live listener Love to all the foreign listeners. That’s remarkable. Live love out to you Here in the States. I’ve got multiple New York New York. We’ve got Tampa, Florida got Providence, Utah, not Providence, Rhode Island, Providence, Utah Hello, Utah. Live love to the listeners who are with us at this very moment and the podcast pleasantries to those who are with us. At some other moment, maybe a couple days. Weeks could even be sometimes, you know, I see downloads Not uncommon, you know, like eight weeks later. Wherever, wherever we fit into your life into your podcast listening regiment pleasantries to you, the podcast listeners. All right, Jean, Thank you for that. Um, yeah, expecting. I mean, that’s that’s just gross tokenism and unreasonable, you know, expecting one person to reflect on the entire community, even if it’s just a neighborhood, you know? That’s that’s awful. Alright, so again, you know, like we talked about last, you and I talked about last week. We said between the two of us were these things, they’re challenges. He’s issued a challenge, but they’re not insurmountable. Theyjust take thought, you know, and some back and forth. But the these challenges can be overcome. I think so, too tiny. So, you know, you may determine on the board that you’re looking for a new board members, but not only to bring you perspective with respect to a particular population that your organization may serve. But you also may need somebody with the financial manager with background and somebody who lives in a particular geographic area and now you know how to get your candidates. He made sort of way in all of those things, and this might be house on some universities determined who to accept. You know their students when when they assess their applications, there’s sort of taking a look at all of the things and maybe the fact that a particular candidate is African American. And the example I gave to you where there is nobody with that identity on the board currently is a heavier weighting factor. But the fact that that person also has this financial experience and also comes from the geographic area that’s also not represented him. We have to think of of identity groups of being intersectional because, for example, I’m not just Asian American. I’m also a male. I also have a certain educational background. You know, certain social economic status, certain physical ability, status, a certain sexual orientation, certain gender identification, and we all encompass multiple multiple identities, and we bring different things to the table. So just sort of thinking about that and how people can contribute to an organisation overall and how you might waste certain things a little bit more at a particular period of time because it’s underrepresented in your organization. And I think you just have to sort of treated as a totality. And so while quotas, I can be helpful in some ways, especially if the board has shown no movement, adding just one member to take a good picture. And I think wait, talked about sure is in a terrible reason. You do it. So you want to make sure that you’re giving that person or those persons, preferably two or three board members. Toe bring in if you’re. If you’re picking a racial identity group, I I think really they’re bringing two or three people in minimum. Um, if you don’t have any persons that that belonged to that group, existing is really important. And making sure they have a voice and power within the organization. Well, athletic ability. I’ve seen pictures of you playing soccer. Is that your? Is that your sport now? Okay. That volleyball was a volleyball. Okay, about volleys, E. I thought you were bouncing a ball off your head, but that wouldn’t be followed. Well, that’s not that’s not good volleyball. So maybe I remember wrong. That was years ago. But I remember I don’t know. Maybe you were giving me potential pictures for a head shot or something Where they were on your website. It was playing was playing viable alt-right you’re in the sand. You’re like you’re wearing a suit in your barefoot in the sand, aren’t you? Rate a little bit old now, but yeah. Go play. Okay. Volleyball. All right, all right. Um, so let’s move. All right, so that’s that’s That’s very well said, Gene. And again, your block Post at non-profit law block dot com was into a lot of other areas in the by-laws of terms of meetings, compensation, different committees. That was a good committees. Well, we did talk about you having I made the point of having a diverse committee versus diversity committee. You make a good you make a good point in the post About diversity Committee could be valuable not being a committee of the board, because then it could be more inclusive. And you don’t consider you don’t have to bring everyone into your board. You don’t worry about expanding your board flesh out a little bit. That diversity committee that’s not a part of the board. Yeah, so you know, there there, maybe, at least in the initial attempts, difficulty to bring in that particular identity group to your organization. If you’re not really doing anything with you know that targets programs or that targets a particular aspects of what you do with respect to that identity group. So I’ll use Native Americans, for example, on DH saying, Well, we don’t have any programs that when we’re not planning on any, but we would sure like to have somebody who brings us that perspective with respect to what we do, Well, that’s going to be hard for somebody to want to be on the board, just to give you their perspective unless they’re tied to the organization in multiple other ways. But if you are looking for them just to sort of give you a little bit of voice, they might be a little bit more amenable to joining the committee that, you know, that might have a limited life man to see you know whether you really should be addressing Native Americans in your programming. Or maybe you’ve got a Native Americans on your staff, and you’re not really sort of thinking about what their particular perspectives or needs might be. That might be different from from other people. So, um, breaking committees together at hot committees or task forces and bringing in people from different backgrounds. Teo give you some advice, You know, on a high level might be a good way to start, and eventually that might lead Teo bringing them onto the board. If if you know it gets further along and you want to empower them and their ideas and they’ve got great things to contribute and you know it’s a way to bring your values that you are the organization’s agreed upon values. You know, more toa wife in what they’re doing by having the perspective. You also say that one of the activities of that diversity committee could be to conduct a diversity audit or D d I on it. Not just deficit but diversity, Equity inclusion, audit on DH giving that report voice. And then there’s a question where that should be public or not. But I thought that was that was particularly striking as well. Had an impact that can really be helpful to an organisation because you don’t know what you don’t know. And if you don’t have other perspective on it, you may never be able to find out. So bringing those people in-kind can really help. We gotta take our last break Gene. When we come back, let’s let’s talk about some decision making some oversight on a switch away from the from the by-laws nous. Really, our last break is text to give. Can you use more money? I need a new revenue source. Here’s the second one was repeated. Another way of doing it. Mobile giving learn about it with text to gives five part email. Many course fiv e mails away one a day break through some of the MS no mers and misunderstandings around what it takes to get into a text to give program the way to get the five part many course, which is five emails. One a day, you text NPR to four, four, four, nine, nine, nine. All right, and we have got several more minutes with Gene for for our DEA and governance, too. Conversation, um, some decision making. Jean. You know, the basically, um, you know the oversight. How does that on DH? How does how does that how is that influenced by thes de issues suren and another really challenging area that that can be very organizational specifics. I’m going to really be speaking in generalities here, or maybe giving you a few examples of what it might be. But and I think first, you know, people who are leaders and nonprofit organizations really talk about being, you know, mission centric really centered. You know, all of their decisions should be made based on on advancing the mission in the best way possible. But, you know, with respect to some organizations if you advance your mission, but without considering your values, you really Khun go a stray from what you want the organization to be, so you know you’re You might feed homeless people, for example. But certain minority groups might be excluded because they aren’t receiving communications about those services in the language they understand or you might educate students. But you’re only serving those who can access your school, which might be in a more wealth the community and you might be protecting the environment, but not in places where marginalized communities lived. And in one example that’s close to the Bay Area, you might be. You might have an immense, an impactful grantmaking program, but failed to protect your employees from harassment and discrimination. Right? And so embedding D I values in how you oversee your organization and how you plan for their future and how you set policies. It’s really important because they can address all of those things, and there’s no shortage of examples where you know your values and diversity. Equity inclusion are not part of it where things could go go wrong. So hiring the CEO, selecting consultants, determining executive compensation How do you evaluate executive? All of those things don’t be influenced by the valleys that the organization have. And if you know, diverse, equitable and inclusive, um, practices are really what you wanted your organization to stand for. And really you think that’s going to be the best way to advance your mission and have, ah, happy, satisfied, fulfilled staff and volunteers and happy donors? I think you’ve got to start thinking about those things. You’re raising your raising consciousness. You know, again, we’re shifting from discussion toe action. If your organization is committed to d I as a core value, you know, then you’re you’re raising consciousness about what you could actually do to act on it and not just talk about it at board meetings. Let’s take a minute. You We only have about two minutes left. Was there a case in San Francisco that you were referring to her? That you said the Bay Area where our non-profit got into some trouble or what? Yeah, it was more a PR issue, but with Silicon Valley Community Foundation here, one of the biggest truckers in the world, you know, you know, they they ran into some some employees harassment at issue. And maybe, uh, leadership there was was not looking at that particular issue as muchas, sort of their core mission rather than than the set of values. So it really is just an important part of every organization I think is how you carry out your mission, Not just what your mission is. Yeah. Um, all right. I feel like, you know, we’re a little short, but I feel like we should wrap it there, Gene, because that’s I think that’s just perfect. Perfect. Wayto summarize our hour and a half of conversation. So I thank you again for covering this having this conversation, these conversations with me. Thank you so much Sharing, Gene. Great. Thank you, Tony. You’ll find him at G Tack. And, of course, non-profit. Lob log dot com Gene Gene, the law machine for insiders. Gene and I are going to talk about diversity, equity inclusion and your financial planning next week, your CEO board chair relationships with Aisha Nyandoro. And that’s going to spill over into a little about what Gene and I were talking about about intentionality of the selection of your board members. Because I know that we’re going to cover that because pre recorded that with Isha, see how it all blends together should not happen. Stance, for God’s sake. If you missed any part of today’s show, I beseech you. Find it on tony martignetti dot com were sponsored by pursuant online tools for small and midsize non-profits, data driven and technology enabled tourney dahna slash pursuant capital P by weather CPS Guiding you Beyond the numbers Wagner cps dot com by Tell US credit card and payment processing your passive revenue stream Tony dahna slash Tony Tell us, and by text to give mobile donations made easy. Go ahead and text NPR to four four four nine nine nine. Fine. Our creative producer is Claire Meyerhoff. Sam Liebowitz is the line producer shows Social Media is by Susan Chavez. Mark Silverman is our Web guy and this cool music is by Scots. Dine with me next week for Non-profit radio Big non-profit ideas for the either ninety five percent. Go out and be great you’re listening to the talking alternative network. E-giving. You are listening to the talking alternative network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi, I’m nor in sometime potentially ater tune in every Tuesday at nine to ten p. M. Eastern time and listen for new ideas on my show Yawned Potential live life Your way on talk radio dot n Y c. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates interested? Simply email at info at talking alternative dot com. Do you like comic books and movies? Howbout TV and pop culture. Then you’ve come to the right place. Hi, I’m Michael Gulch, a host of Secrets of the Sire, joined every week by my co host, Hassan, Lord of the Radio Godwin. Together we have over fifteen years experience creating graphic novels, screenplays and more. Join us as we bring you the inside scoop on the pop culture universe you love to talk about. Wednesday nights eight p. M. Eastern Tough radio dot in life. Thie. Best designs for your life Start at home. I’m David here. Gartner, interior designer and host of At Home. Listen live Tuesday nights at eight p. M. Eastern time as we talk to the very best professionals about interior design and the design that’s all around us right here on talk radio dot N. Y. C. You’re listening to talking Alternative Network at www dot talking alternative dot com, now broadcasting twenty four hours a day. Are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Sam Liebowitz, your conscious consultant. And on my show, that conscious consultant, our awakening humanity. We will touch upon all these topics and more. Listen, live at our new time on Thursdays at twelve Noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s twelve noon on talk radio dot you’re listening to the talking alternative network.

Nonprofit Radio for February 15, 2019: DEI & Governance

I love our sponsors!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

WegnerCPAs. Guiding you. Beyond the numbers.

Credit & debit card processing by telos. Payment processing is now passive revenue for your org.

Fundraising doesn’t have to be hard. Txt2Give makes it easy to receive donations using simple text messages.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Gene Takagi

Gene Takagi: DEI & Governance
Diversity, equity and inclusion run deeper than having folks of color on your board. Are you managing treatment, access and opportunity for non-white males? Gene Takagi and I talk through the issues, goals and methods. He’s our legal contributor and principal at NEO, the Nonprofit & Exempt Organizations law group.




Top Trends. Sound Advice. Lively Conversation.

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

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

Get Nonprofit Radio insider alerts!

Sponsored by:

View Full Transcript

Transcript for 426_tony_martignetti_nonprofit_radio_20190215.mp3.mp3

Processed on: 2019-02-15T23:46:00.277Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2019…02…426_tony_martignetti_nonprofit_radio_20190215.mp3.mp3.739300197.json
Path to text: transcripts/2019/02/426_tony_martignetti_nonprofit_radio_20190215mp3.txt

Hello and welcome to Tony Martignetti non-profit radio Big non-profit ideas for the other ninety five percent on your aptly named host. Oh, I’m glad you’re with me. I’d be hit with like Oper diagnosis if you made me breathe in the idea that you missed today’s show. D I and governance, diversity, equity and inclusion run deeper than having folks of color on your board. Are you managing treatment, access and opportunity for non white males? Jean Takagi and I talk through the issues, goals and methods. He’s our legal contributor and principal at Neo Non-profit and Exempt Organizations Law Group on Tony Steak, too planned giving one piece at a time. We’re sponsored by pursuing full service fund-raising data driven and technology enabled Tony dahna slash pursuant but Wagner CPS guiding you Beyond the numbers. Wagner cps dot com Bye. Tell US Attorney credit card processing into your passive revenue stream. Tony dahna slash Tony Tell us and by text to give mole donations made easy text. NPR to four four four nine nine nine Always a genuine pleasure to welcome Jean Takagi back to the show. He’s managing attorney of Neo, the Non-profit and exempt Organizations Law group in San Francisco. He edits the wildly popular non-profit law blogged dot com and he’s the American Bar Association’s twenty sixteen, outstanding non-profit lawyer. He’s at G Tak. You know, it means Gene. Gene, the law machine. Welcome back, Jean Takagi. Thanks, Tony. How are you? It’s a pleasure to have you. I’m well, thank you. Happy New Year. Happy New Year to you as well. Thank you. I think maybe this is just the first shot misses. And you’ve been on before? Yeah. You have been on to the new year. No, I haven’t. I think this might be the first one was the first buyer, and this is February fifteen thousand. Alright, well, so we wish you a happy New year anyway, on DH and I I hear you wishing it back. So thank you very much. It’s never too late. Never too late to say pleasant things to each other. Um all right. So diversity, diversity, equity and include vision. I feel like we should first identify our terms. That is that is that everybody knows that diversity, equity and inclusion are not the same thing. This is not like, what’s the law, you know, aiding and abetting. You know the law, he says. The synonyms mean the exact same thing. Break and enter or, you know, a dahna bet this’s not this is not that this is not that. So what? What? How would you define diversity? Arika? Well, I think you know, it’s a great point that that it’s not a belt and suspenders approach these three different terms, meaning three different things. So diversity, I think, is the range in way people different people differ, and it’s used often in reference to race, ethnicity, gender, age, national origin is big, and the news now religion, disability, sexual identity and orientation, socioeconomic status, marital status, language, physical appearance and just a number of other characteristics. So it’s just reflects the way that we’re all different from one another. Equity is the quality of being there, I think, with respect her rights and treatment, and access and opportunity and advancement for all people. It’s kind of the constitutional principles that we think of equal protections of the law and all of us having the right toe. Life, liberty and justice and persons and organizations that work towards a more equitable society focus on understanding the root causes of the inequities, and they’re looking to identify and eliminate barriers and, of course, increase justice and fairness, both on a micro level on on a macro level and that final term Tony inclusion is really the state of creating or maintaining environments in which any individual or group Khun B and feel welcomed, respected, supported and valley to fully participate, embracing differences among different people. So diversity gets us one part of the way. But without inclusion, diversity may mean very little. Yeah, on organization could be diverse. But that doesn’t mean that it’s inclusive because divers is just a photograph of ah, multi racial, multi ethnic, multi gender aboard. But that doesn’t mean that that that that board is inclusive on DH, creating the right kinds of environments like you’re talking about. Yeah, absolutely right. So if we you know, we might approach that that topic and in a bit. But if we just bring in people of marginalized communities like certain minority groups or certain gender groups or all of the other categories we talked about and they’re just tokens but not given any authority, and they just make for the good picture that you were talking about. Well, that’s not inclusive. Or and that’s not equitable at all. That’s just having diversity for diversity. Stake? Yeah. Yeah, for a good photograph and a like a check box or something. All right. So is this. Ah, well, this is an area that non-profits are, uh, working on. I mean, it’s an area that our whole countries working on. It’s it’s in our culture with black lives, matter and metoo and, uh, marriage, marital equality. So it’s this is not certainly certainly not unique to non-profits, but but our our national consciousness has been raised. Um, how do you feel? Or how are non-profits faring? I mean, and what do you see among the groups that you work with? Two? Sure. I mean, it’s a great point, Tony, that this is in our national conscience. And, uh, there are a lot of tension and controversies where these what I will think our our moral issues are at play, and we’re looking at legal solutions on sometimes opposites sides of what some people will consider moral and Justin, others might say, are not a matter of morality but my position. And I think the position of most of the organizations we’ve worked within. And I’ll note that we do work in San Francisco, and we work with them non-profits in New York as well. And those air, certainly, um, uh, centers that that might be seen as more liberal than other areas. But, uh, there are, I think, these basic beliefs that, you know, some people are born with certain advantages or disadvantages, no choice of their own. Some people are born with certain characteristics or abilities, and some are not have no choice of their own. And many of us believe that we should work TTO help assure that all people have equal rights, equal protection, equal opportunities. And that’s sort of the moral case for saying, you know, diversity, equity and inclusion in our non-profits really matters because if we’re not leading in these areas is a nonprofit sector there’s there’s a question about that’s not a core value, really, is what the work we’re doing just focused on benefiting certain groups and maintaining status quo and improving the status quote for certain people with power and privilege. So that’s that’s kind of where I stand on that. Yeah, um, we may as well just call this right out. I mean, I feel an obligation to do that, You know, when we say certain people, some people no fault of their own, whenever you know, born with privilege and power and status. I think talking well, We’re talking about white males. There’s a There’s a white male supremacy culture in the country. And, um, that’s what creates structures that are oppressive, you know, day to day to people who don’t enjoy that power and have that that perceived status and and you know it. It creates a lack of opportunity and oppression and, ah, difficulty and just like day to day struggle, that it’s hard. It’s hard to. It’s hard for others for me to appreciate. I try, but it’s hard to understand the full the full impact of it. And I appreciate that, Tony. It’s I mean, it’s a different I mean obviously a complex and difficult to discuss subject. It makes us all uncomfortable, which is part of the reason we need to have these discussions on the board level and on a broader organizational level. Let me sort of make one sort of caveat to all of this. In America, with white male culture can be seen is, you know, the dominant color alter with the power and privilege very fairly in various duitz. Observe that, and that’s obviously a very informed opinion that you have with others and I’ll even say it’s not an opinion. It really is a fact. But marginalization goes beyond race to, you know, and and gender. It goes to sexual identity and orientation. Religion, nationality, wealth. Wealth is a big one. I think age now disabilities, um and I don’t necessarily, you know, have the capacity to understand all of those aspects, and nobody really has the capacity to ask, Understand the aspects of marginalization for all the different groups that we may have. And we do categorize people on a number of different levels and have to recognize that these are off often overlapping and interdependent zsystems um, that that involved discrimination and disadvantage, and some people refer to this is intersectionality. But it is something that we’re all dealing with this country and the one that you raise. Maybe it’s the one that’s primarily on her, uh, our attention right now. And that’s kind of the white male dominated, uh, power and privileged class of individuals and how our institutions have developed over our history with that perspective on informed by that group on how difficult it is to change on recognize the problems that we have if we just continue to go down that path and try to make little incremental changes to the system to make it a little bit fair rather than to think about rethinking some of these and re imagining how how more equitable systems could take their place. But the white male power structure, though I that’s the that’s the root of all of it. It it seems, you know, the more I read and think that’s that’s the foundation of it. Of all the all the inequities, I myself apologize. We’ve got to take a break, but we’re coming right back to this gene. Stay right there. But I have to take care of our sponsors, too, Pursuing their newest free book, The Art of First Impressions. It’s all acquisition. To attract, acquire new donors, you have to make a smashing first impression. They re book has the six guiding principles of ineffective acquisition strategy. How to identify your unique value, plus creative tips. You’ll find it on the listener landing page at Tony dahna slash Pursuant Capital P for please. Now let’s go back, Tio, My conversation with Gene and D. I and governance. All right, So Jean, you know, and so I think that’s the route is the white male supremacy, Um, and you know, And so you and I have to have a safe, you know, safe space for conversation. And it so happens there thirteen thousand people who are going to listen to this. But, you know, you and I, we know each other. So we I for the first time in, like, eight and a half years, I’m feeling a little awkward, but, um, I think if I say that, then that helps me. Teo, we’ll give it voice and just recognize it and say that’s that’s how I’m feeling. But we have to, you know, we’re two people who have known each other for for those eight and a half years, we’ve had lots of conversations where? Thirteen thousand people? Well, years ago, it was only fifteen hundred. But now it’s thirteen thousand. Have listened, and we’ve always been fine. So you know, you’re in a safe space. I’m in a safe space way. Have we have good heads when we have good judgment and, you know, just we have to just, ah, acknowledge there’s a little There was a little attention. At least I was feeling it you know, and just have toe. Okay. You know, these are just the’s air manageable topics. Fair enough. That sounds okay. Absolutely. Tony. And I’m appreciate you having you know, this conversation. It’s obviously one again that’s super sensitive, and I’m sort of, um, the beneficiary of certain powers and privileges myself, so I can appreciate. While I’m of Asian American descent and I have dealt with certain inequities because of that, I can certainly appreciate the many powers and privileges of I’ve had because of my background, including being a male and including living in AA community, where Asian American males are not that uncommon. So it’s a difficult discussion tohave, and everybody’s gonna have a different perspective on this, but I think again, making sure that people do have this discussion at every table. So at the board table, at the dinner table with your family, I think these are important discussions and, um way only benefit by talking about this. Even if there are disagreements. And even if there are attentions and a certain level of uncomfortable feeling that I get generated by them on get’s, you know, we challenge ourselves. I mean, you know, you have your own business. You’ve you’ve broken out. You’ve you’ve challenged yourself in lots of ways. I have my own business. I have a show that, you know, half years ago didn’t exist, you know, So we’re open to challenge, and so we shouldn’t fear another challenge. We’re just taking on another challenge. I gets a sensitive topic, but that doesn’t mean it’s insurmountable by any by any stretch we’re both accustomed to challenge. So we’re challenging ourselves. I mean, you spent twenty minutes on Twitter, hominy, hominy, uh, you know, postings the seasons, challenge yourself and break outside. And those who don’t think differently think, think like everybody else. And where would we be if we all were of that sort? You know, I mean, you see that stuff on Twitter and Facebook all the time, And so now we’re, you know, I mean, you and I live it, Ah, lot, because we have our own businesses. But now we’re doing it in a a different way. A different arena, but still the same thing. It’s the same concept. It’s a it’s a challenge. And it’s ah, it’s overcome oppcoll I agree? Absolutely. Absolutely. If you don’t have the difficult discussions, then you’re probably not advancing a zoo, group or organization. Very well, right? And if you don’t challenge yourself, you’re not. You’re not advancing and growing as a person. That’s because that’s what I was getting to absolutely agree. So All right, so what if you’re on a board and you feel you’ve, you feel like, uh, the board does not reflect or the leadership of the organization. Let’s even bring in the CEO of senior leadership. But you’re a boardmember because we’re talking about defying governance. Um, and you don’t feel like the that that leadership, as I defined it, represents the the people that you’re serving doesn’t represent the communities that you’re serving. What do you think you should do? Hyre It’s a fantastic question, and I think that’s the one that everybody is asking right now, Tony. And partly because we keep getting these results, uh, that show that the nonprofit sector has really not been leading by example in terms of diversity on its board of directors or diversity in its leadership. I think the first thing we need to do is acknowledge that is that we’ve been doing pretty much a terrible job is a nonprofit sector in terms of getting diversity on our boards and diversity in an inclusive way, of course, so I wanted to raise. There was a survey by board source in two thousand seventeen called Leading with intent, and it found that ninety percent of CEOs and board chairs were white. Eighty four percent of board members were white, and twenty seven percent of non-profit boards were entirely wait. And these are bear improvements over a similar survey that they conducted more than twenty years ago. So, yeah, ah ah, highly disproportionate group and we were talking about power and privilege. Um, a really disproportionate number of Non-profit non-profit leaders in governance and CEO rolls are white. And when we talk about this in terms of larger organizations on and sort of the hyre paying CEO position, the gender differences come out as well, where a lot of white males again are dominating on those boards. And in those CEO position, Um, somewhat reflective of, you know, for-profit Fortune five hundred company CEOs and boards where there’s been actual movement, Teo increase att least on a gender basis. Some diversity on their boards. But Non-profits so far have been just doing the terrible drops, I think. Acknowledging that and saying whatever we’ve been doing so far, his not been very good. I think that’s the first place to start. Okay, So you could say, you know, our board is not unique. Our leadership. Sorry of the way. Our seven. Our leadership is not unique. You know, here’s the statistics. The trend is awful. The numbers compared to the twenty years ago, it’s either flat or just our bare improvement there or it’s a walk back. So we’re not unique, but we But we can be leaders on DH. It doesn’t make me comfortable, Teo to be on a to be a part of this organization, that it doesn’t reflect the people we’re serving. Um, first thing I suppose you are a boardmember. Er I don’t Should you? What would you What would you suggest in terms of bringing it up? Would you bring it up in a board meeting now? Probably not mean, you should. You want to have ah, a couple of back channel discussions first, right before you before you make this a, uh ah, ah, anew. What’s it called on agendas? You do boardmember is all the time A new Your business new business before you bring it up is there are lots of hard work that hard work for me to find. If you have a five minute discussion at the end of the board meeting about this topic, it’s not really gonna go. Yeah, you’re very far not introduce it as an issue and put it really on the back burner, if that’s how you’re going to raise it. So I agree some back channel discussions among some of the board leadership and bringing in the CEO to say, You know, this has been a problem in the sector. Let’s take a look at our own board and lets see, do we have this issue as well? And there’s a little bit of, you know, something that’s been called in the racial context. White fragility about being very defensive about about this and think, you know, Yeah, the sector is awful at diversity and equity on board. But you know what? Our boards really different. Even though you know, our composition might exactly make up our community. We’ve got a few people you know who are persons of color, or we’ve got a few people who were women or however you wantto look a diverse. But do they have to testify that you’re being very defensive? Very defenses? I think, having open discussions about, well, what would this organization’s board look like? Ideally, in an ideal world, what would this board be composed of? What different perspectives can we bring in? And why would we want diversity on our board, Our specific board? We know it’s a problem across the sector. We know that maybe on an organizational level, we haven’t always done the best job. But we feel like we have our hearts in the right place. Well, what would this ideally look like? And I think maybe that’s the starting point of discussion to say, Why do we want diversity? What tack of diversity do we want? And ideally, what would that bring out our organization? Why would that make us on it further our mission in a more effective and efficient way. Why would that make our organization be more sustainable over the long run? And maybe after that sort of sort of going for the positive first, maybe after that going? Well, what happens if we don’t do anything about it? Are we going to still be relevant? Are we still going to be around in ten or twenty years? Are we going to still be able to serve our populations as well? If we don’t do anything about these things. So I think those are the questions you ask. Maybe start with the positive and then go to the alternatives. What if we don’t do anything? I’m feeling like Tio. If the board is goingto have, uh, focus on this and have meetings around this and that a professional facilitator could be really valuable because, you know, because of the things that that I talked about and you you seem to feel too, you know, ten minutes ago, and that’s just two of us who know each other very well. You know, but I can imagine a board of eight or ten people, and the defensiveness starts coming up. I could see where a professional facilitator could be really valuable. Absolutely, Tony. And one who has experience dealing with DEA issues. Right, Because they they are particularly sensitive. Just a strategic management consultant who doesn’t deal with this and who might be a member of a powered and privileged class might not have the same perspectives and sensitivities to be ableto bring in the discussion than the understandings of the board members. Teo, be able to move this discussion forward in a way that will actually promote inclusiveness and equity in the organization. Just when would you just said d? I was just thinking this is a really It’s a good thing they don’t call it, uh, equity inclusion and diversity. That would be I’d improvised explosive device. And this this stuff can be really explosive. So if you’re not so I think I just if you’re not careful, you could you could you? If you’re not careful, you could die from the i e d of D I Yeah, that’s absolutely all sorts of possible acronyms. And I hear E. D. I is a frequent acronym on this issue as well. But, yeah, put the put the letters together in the wrong order, and those are the bad things that can happen. You could die from the from the explosiveness of deeds of I of d I. So All right, So what are some of the positives? And, you know, we were going to take inventory. The positives. Then we’re going to take inventory of the negatives to the fear the change. Some people gonna lose their board slot over years. This is obviously not gonna happen in six months. It’s not even happening. One board cycle. But if it’s going to if the organization will be committed to it, you know, there’s going to be costs and benefits. But so what? What? What? Can we identify some of the benefits of having a board that does represent Ah, leadership? Sorry, I keep saying board, but leadership that does reflect the community that we’re serving. What We know someone we know, some advantages. I mean, I because I could spitball a couple, but what do you What do you think? Well, I I think maybe the common sense advantage that we can all probably think about say, that makes sense is that when you got diverse perspectives and diverse backgrounds, it’s going to result in. Mohr informed better decision making because it’s not a bunch of people with the same experiences on the same backgrounds in the same kind of understandings of certain things. You’ve got more, more different thoughts, a different thought. Leadership in there and diverse leadership attracts broader community support. It also leads to greater equities because you’re now thinking about well how to our programs or how our services effect not only just sort of people in general, but segments of our communities. How are we doing with our African American communities or with our Latin next communities or with our Asian American communities with our LGBT communities? And you know those air things that we can all sort of bring in more diverse boards in an inclusive, diversity. Inclusive manner, of course, brings more different perspectives. Beings Mohr leadership that’s informed by different ideas and different backgrounds on DH that really helps out on, you know, also different networks. You’re opening up the opportunities for for for networking and who could be brought to the organization by having a more representative, diverse and inclusive board just absolutely latto napor networks and I think thunders now are starting to become very interested in this area’s well. So in terms of attracting the funders, if you rely, at least in part, on having grants coming from foundations, um, there’s trying to become more and more interested in this space. And part of the reason why is because there has been a lot of backlash against Thunder’s not taking into account DEA in the past, on their being called out and there have been different books. I’m not sure if you’ve been sort of talking with people about these areas, but on and had your argast has been, he wrote Winners Take all, which was on The New York Times top one hundred books list and that talks about sort of power and privilege and philanthropy and how, it seems, you know, serves to perpetuate inequities. Well, foundations are sensitive to that, and I know there are some foundations like the Ford Foundation, that are actually really moving, um, to address some of the inequities that have been caused by by foundations. There’s rob racial Stanford, who just wrote just e-giving who talks about tax policy and how wealth and philanthropic giving like that by maybe like somebody like Jeff Bezos who pledged two billion dollars to charity is really something that deserves not our gratitude but our scrutiny because of his ability to shape policy. You hung that money, influence things going forward and again in a way that a white male sees importance but not addressing it with a broader community. So I think the philanthropic sector is more interested in funding in these areas now, as they’ve been called out on it. Uh, and so if you’re a charity just dependent upon it, it’s gonna really be important out to your funders, many of them and increasingly, mohr that you’ve got a diverse board that has taken into account different populations that it may serve. Are we gonna take a break? Someone we did have on this show just just a few weeks of December. Edgar Villanueva, Uh, the author of the book de Colonizing Wealth and his thesis that use money as as healing For all the past inequities over centuries, Edgar is excellent. Also. Jean, When we come back, let’s let’s talk some about some of the downsides, the fears that we’re going to have to categorise and and list and deal with also among the leadership for this change. Andi, let’s talk some about token ization, too. Weinger CPAs anew Archive Webinar foryou. Accounting update. What has changed that Wagner knows intimately. If you can get intimate with accounting, you shouldn’t get into it with accountants. But but that’s hard. We’re talking about the topics that they know intimately, and you just need to know them a little bit so you don’t need to be intimate with them like the accounting update. New requirements for financial statements. You find this at regular cps dot com. Click Resource is then Webinars. Now time for Tony Steak, too. Take your plan. Giving one piece at a time. I was watching a tree get cut down in my father’s yard like Abraham like, uh, and I was thinking about planned giving. I did not think about honesty. I was thinking about No, wait, That was, Who was the tree? That was George Washington, not Abraham Lincoln, right? Cutting this tree down. That was George Washington. Um, but I wasn’t thinking about either of those Anyway, I was thinking about plans e-giving there’s a guy up in in the bucket and he throws a rope around a branch so that it doesn’t fall uncontrolled after he cuts it. And that’s just like you need to have a couple things in place. Simple things. Just simple rope, that’s all. Nothing elaborate but simple rope thrown over another branch. You need to have a couple things in place before you start your plan giving like, you want to know who your prospects are going to be. We’re gonna be promoting this, too. You wanna have some? Ah, simple plan for going ahead. And then you can go ahead and start your promotion. The cutting. And that would be, of course. You start with bequest. Just take it one piece at a time. Just the way I watched this guy cut this tree down One branch of the time it took ah, full eight hour day and including all the clean up. So you take it one step at a time. And, of course, I’ve got clips of ah, thiss tree surgery, all as part of my video at tony martignetti dot com. Now let’s go back, Teo. Gene on DH talk about D I. Diversity, equity and inclusion and governance. So, Jean, some of the some of the negatives that we’re going to have to deal with, um what what do you fear of change? I mean, I’ll throw a fear of change. Like I said earlier, some boardmember is going to lose their seats. I don’t know that hands are going to be going up and saying, OK, I’ll surrender my seat, even though I’ve got I’ve got two terms left because our by-laws called for three times. But I’ll give up my last two terms for there to be a person of color in my seat. I don’t think that’s gonna happen. So what are what are some of the negatives were going to deal with? Sure. So, you know, in addition to the one that you mentioned about, well, you know, does that mean I have to go was a boardmember because I’m a white male and be replaced by somebody else? That’s not necessarily the case, but that is certainly one of the fears that comes up more. General fear is maybe that Hey, we’ve got some great board members here, but they happen to be white. Does that mean we have to let them go? So that’s one of this year’s They’re stuck on a government structure that says, okay, maybe we were goingto have at nine boardmember Zohra ratio of four to ten, and you have ten board members and nine happened to be white. And you think they’re all great people? You don’t want to lose any of them, so the side as well, we can’t make our board more diverse without losing good people. And that’s a difficult discussion. Tohave One solution maybe increased the size of your board. You go. It’s not It’s not an either or, you know, good, bad. Kind of No, that’s a center in institutional structure. Way. Have to sacrifice some loose, um, good white people so we can get people of color on know just what you suggested. How about we just expand the size of the board? Yeah, but in some cases, it might be good for some people to step aside. And I say that with respect to age as well, because, well, we haven’t talked about it very much. Ah, Non-profit boards tend to be kind of older to Tony as you may know, uh, and young people, particularly millennials. Andi, even some Jen acts are just not getting onto boards. And they’re losing interest because nobody’s recruiting them. So people stepping aside to let in younger generations new thoughts, new ideas, new backgrounds and bring them onto the board, I think is just incredibly important as well. Yeah. You know something? I’m I’m thinking, um, you know, any of these solutions or methods? I really I don’t want to call a solution a method of process that we’re talking about. Jean, you know, may or may not work for aboard, but I guess what my goal for this show is just to encourage the conversations. You need to figure out what’s gonna work best for your organization. Um, you you know? So yeah, you need to You need to tailor these ideas of just But but think about it, you know, be introspective. And if there’s if there’s some If there’s angst, you know, talk about it and give it voice and think about a way a way forward of making the situation better. I could not agree any more with you, Tonia. Absolutely right. I did want to address some of the other challenges, a swell that you raised about having these discussions. Because while it’s great to say, you should have these difficult discussions, there are these barriers to them. And so I think it’s okay to acknowledge that there barriers, including this fear of losing good board members or maybe getting kicked off the board yourself. But, you know, in addition to that, you know, people are thinking about well, in our mission really isn’t about diversity on, and it isn’t about racial equity. Our mission is about something else. It’s to increase, huh? Education in the sciences or it’s tio promote the art or to do something something else doesn’t Apparently, att leased the surface level have, ah, racial lens on it. So people think, Well, it’s working, invest and to do this right, Tony, you talked about bringing it consultant. The board has got to be prepared to invest money and time. You’ve got to do it on the budgeting process and you’ve got to say, diversity, equity inclusion. This is one of our core values, and we are going to invest as if it is a core values, and that is another barrier it’s going to cost money, it’s going to take time. It’s going to take time out of your board meetings because this is a difficult discussion that you’re not goingto have in fifteen minutes. Uh, it’s going to take time, and it’s going to be probably something that goes on forever. So these aren’t short term solutions that solved a particular initiative. These are ongoing discussions that aboard needs tto have to mean make sure that it continues to promote and observe its core values. And I would say that board members, individually you talked about the board of the whole thing, that this is the rule to have these discussions Well, I’m going to argue that a boardmember individually has a fiduciary duty. If D. IE is a core value of the organization to bring it up, Teo, talk with first, you know, private conversations with individual more members. But make sure that that goes to the full board, because if acting in the best interests of the organization is your fiduciary duty, which it is, and G I is a core, value the organization while doing things that further your mission and are consistent with your core values. That is your legal duty. And while you might not get into any legal liability situation for not observing him, it’s still your legal duty to do it. So I would say it’s really imperative upon individual board members who have identified D. I as in core Valley of their organization to make sure that it gets stated that way. And that discussion goes to the board and that investments are made on decisions are made, which will cost something. So to make investment means you’ve got to take money and time out of something else and put it towards this. It’s now time to start doing that for a great many organizations, take money from something else, or find right, raise more money. Correct. There may be sources of money that, uh, that will support this kind of work. Um, I don’t know, but but it’s again it’s not an either or thank you, that’s that’s excellent the way you explained Gene the individual responsibility, because if yeah, because if we all just looked to the if we all just looked to the collective and the collective never raises it, I mean, the collective is just a the collective just a bunch of people. And so if the collective never acts, then that none of the people are. If none of the people are acting, then the collective will never act. That’s why I’m trying to say it sticks me in the circle. Curious way of getting to things. But so, you know, if if every individual’s waiting for every other one, it’s never gonna happen. Um, okay. Uh, all right. When we come back, I got taking a break. When we come back, let’s talk some about organization, Gene. Tell us can use more money. You need a new revenue source. You get a long stream of passive revenue When cos you refer process their credit card transactions through Tello’s. It’s that simple. You give fifty percent of each individual fee and those things add up. That’s the long stream. Month after month after month. Watch the video. Then send your potential companies to watch the video. You’ll find the video at Tony that m a slash Tony Tello’s Let’s do the live listener love. Um it’s ah goes out wherever you might be from Guten Dog which would be Germany to Ni hao, which would be China two Konnichi wa which would be Korea. Um konnichi wa is what konnichi wa is Japan. I’m sorry on genes on Kenichi while Japan, of course. Because Korea is Anya Haserot. That’s right. Yes. Uh, So the live love goes out and that’s for the listeners abroad. But the live love goes to the domestic listeners. Nonetheless, sometimes I do abroad first. Sometimes I do domestic first. So this time I’m doing their broad first But the domestic listeners throughout their fifty states because it’s not only the continental United States we’ll bring in Alaska and Hawaii also, of course, the live love goes out there. So wherever you are listening, live love out to you and the podcast pleasantries, too are vast podcast audience. I’m grateful that you are with us been subscribing the numbers keep rising pleasantries to our pod cast audience. Okay, Jeanne, Um so organization. What? What does that look like? When people of color, uh, or other, uh, other classes are brought in as tokens. What? What does that look like? What that looks like Tony is it’s awful. Well, let’s use the person of color a CZ example. You have, ah, vast majority of the the current board composition being white, and that board decides what we need. Toe add a person of color onto our board. Um, so they bring in one person of color, maybe an African American individual. They bring them on the board, and then they take the picture that we talked about at the beginning of this show. It makes for a better picture than it wass before. Um, but that individual boardmember is really not given any additional power or duties. They’re not asked for their different perspectives that they bring onto the board. There’s no plan to incorporate that person’s background in knowledge to influence what mate be done with the organization’s planning efforts or its future board governance structures. So that person is just brought in there for the good looking photo that shows a more diverse board than it wass on DH by excluding such person from from riel positions of influence and power. Yeah, that’s really just making them a token. And that’s what we’re talking. There’s the key. Yeah, they have. No, they have no power in the organization. There’s no plan for rewarding sharing the power. Um, yeah, the power center isn’t changing. And if it’s one person that that’s probably that to me, that would be a red flag has to be a pretty small board for one person, too, to make a difference and to be incorporated into power structures adequately, Um, and you know the kind of something you know, sometimes you’ll see the diversity committee, right? And so the so the people of color, the lgbtq, you folks, whatever three older folks they’re put on the diversity committee, and that’s it. She really just be called the Divers committee. We have a committee that’s diverse, That’s it. That’s what they do. That’s their structure. That’s their charge to be diverse. Okay, we have a diverse committee, you know, Um, you know, it’s it’s it’s insulting on its It’s also counterproductive because people know when they’re tokens when when they’re not given the levers of power or access to them. People know that, you know, they feel it, and it’s just going toe. It’s gonna create resentment and animosity. It’s It’s counterproductive to have ah, a diverse committee. I agree. Chun hee. So in there, lots of stories where persons of color who get invited onto boards find themselves being the only, UH, person of color on that board and being appointed to a diversity committee. Um, and that gets to be a routine. They join other boards with similar sort of bored compositions, and again, they’re asked to be part of a diversity committee. And, well, if that diversity committees actually given enough power and influence to effect change so that diversity, in an inclusive way is really strengthened in the organization and its governance. Well, that’s one thing. But if that diversity committee, year after year, is just for the photo op, uh, and just for the Grant proposal that says we have one, well, that’s really classic token ization. And and that’s something that is counterproductive in the incredibly you’d be better off not having that individual joined the board. That will be a terrible board experience for that person as well. Let’s talk about how this is a e-giving deviating from what I was thinking, but it is important. How do you share the levers of power? A. CZ. So if the leadership is, is all white what? What do they do? What do they need to do? Latto give real power, too. The their newly new people of color, etcetera. They’re newly diverse board members. What does that look like? Sharing the levers of power. What? You know, I need you to talk a little bit so I can think about it cause I just thought of it myself. How do you do that? How do you start to share power? Great question. And that would be kind of one of those generative questions that board should have. Ah, long discussion about once identified D. E A. Is something they want to prioritise and adopted the core values, and I think they’re a few ways to do it. The first way is to decide well, the first thing to do is recognize every boardmember actually has no interference. Individual power. Every boardmember individually has no power unless it’s delegated to them individually. While they have no power. Collectively, as the board, they’re the ultimate power of the board of the organization. So collectively they have power individually, they have no power. So bringing on one person, colored just to be an individual boardmember not delegating any authority to that individual is classic. Token is but you have officers. So you have a chairman of the board. You may have a vice chair, you may have a CEO. You may have a development director, some of these air staff positions in all volunteer organizations that may all be volunteer positions. And there may be mixes, obviously, but their officers who do have individual authority and that where you have to think about is, is our diversity in an inclusive manner being affected through our officer positions there. Maybe committee positions that have power as well. Where they’re delegated with the authority to do things on behalf of the board and executive committee would be, you know, a typical committee that’s often asked to sort of take over Mohr of the day to day oversight. Then the full board would be and is a person of color, or whatever marginalized group that you’re trying to increase. The first report is that person, or are those people representative on those committees that have important power? And then, beyond that, maybe the other way to think about it is influence. So while I said each individual boardmember has no power different board members have considerable influence. And if you have a board meeting that’s, you know two hours long if you’ve got a board of, like, fifteen people, there’s only so much that each person Khun say and allow everybody to participate right, And that’s often controlled by the chair of the board, sometimes by the executives who run the board meetings, which isn’t always a great way to do it. But somebody is facilitating and latto presiding over the board and the board meetings. And to do that in a way that recognizes that persons from marginalized groups the person that you asked to be on the board, to represent some of those ideas and perspectives and thoughts, well, that might be unfair to say, you know, you’re brought on to represent every person who’s you know in that group. Yeah, that’s on. So just yeah, just to bring those people just to get at least their individual perspectives coming from that background or characterization, that can be important. But if the board members just don’t acknowledge that, you know, and just give them five minutes to speak at a you know to our board meeting because everybody else needs there five minutes. That’s not going to do much to effect change, either, You know, So so. But promotion, um, get mentoring access to the leadership Onda leadership that that hears them. I’d also welcoming challenges to the leadership, you know, not mutiny. But there’s a lot between silence and mutiny. There’s a broad spectrum there, and so welcoming challenges to the authority and even even in public. If you know if something comes up in public and it seems wrong that the challenge to that shouldn’t be defensiveness, marginalization and rebuking, it should be acknowledgment. I’m trying to listen and learn. You know? What is that? What’s the What’s the What’s the source of the conflict that’s been pointed out? Mean those air? Those are things that that I was thinking of. Two as a cz ways of sharing power and e-giving e-giving voice. I got to take our last break. Gene Hoexter give. Can you use more money? Need a new revenue source? Here’s a second way mobile giving. You can learn about it with text to gives five part email mini course. Fiv e mails won the day and you will know no more about text e-giving mobile giving than you did six days earlier. I did it, and I learned it’s easy to get started. It’s cheaper. It’s easy for your donors. It’s cheap for you to get started. There’s just a couple of lessons that come out of this many course to get the email many course Text NPR to four, four, four, nine, nine nine. And thankfully, we’ve got several more minutes, but probably not enough, uh, for D I and governance. Anything else you want to add? Jean, too. I threw something out that I took a break, because that was that was that unfair exercise of power? I’m sorry, E. I got it. I got to take care of the sponsors. I didn’t mean to do it that way. So anything you want, toe, respond to what I just said. I’m going to echo actually what you said because avoiding conflict going for consensus based decision making on boards, I think is really, um, enhances the white supremacy culture or a majority or power privileged supremacy culture. So I think embracing some sort of conflict is important. Having a long term focus and not just a short return focus is really important not to looking to just better perfect the status quo when you recognize that the status quo was largely designed by one group for their own benefit is also another important factor. Now I’ll just leave you with a few. Resource is so bored. Source has got some excellent subject matters, particularly those written by Veneta Walker, who used to be their vice president and now engaged in consulting. And I’m going to have a chance to talk with Brunetta about four diversity on a webinar coming up in March. So just plug that a little bit and say, look for her readings because she’s a really leader in this space and you can learn a lot. Okay? And now you’re going to be on this Webinar in March, which I’m sure you’re going to promote at the non-profit. Law blogged dot com, right? Absolutely. Okay, so people need to be subscribing to that. You’ve heard my admonition hundreds of times, subscribed to non-profit law blob dot com and you’ll you’ll find out info about Jean and on the Web in our with Veneta, we still have some time left. Jean What? What do you want to talk about? Well, I’m going to say a few more things than what one is that I was going to mention Edgar Villanueva’s Well, because his book, It’s remarkable de colonizing wealth, and I really appreciated your show with that girl. That was such an interesting show. He’s excellent. He’s excellent. Yeah, the next thing is, maybe once you figured out what you want to do in terms of Why are you bringing diversity on? And how is it going to help your organization pursue or an advance its mission in a better way. That’s the time to start to now, reach out to communities of color on DH. You’re gonna have to go through different ways because the traditional way of bringing in boards for most non-profits that have self perpetuating board, we just ask our friends or we asked our contacts and very much, you know, and I think there’s an evolutionary biology principle of affiliating with, you know, people who are of our similar characteristics, all to do with the selfish gene and and all of that and so that that’s our comfort zone. That’s what we may be predisposed to because it had sametz solutionary advantage in the past just sort of congregate with one another that we’re very much alike. But we’ve got a break out of that. And if you want diversity, you got to reach out and go beyond that. Acknowledge that you may have those those predispositions, but you’ve got to reach out. Consider Boardmember Ching Services, identity based professional affinity groups, colleges, community leaders reach out and be uncomfortable. As you said, Tony, be uncomfortable, get to know new people and get your organization to know new people and new groups and figure out how to do it right. If you’re really open and honest about it, these people are going to want to help us. Well, yeah. Go into the communities that you are under represented by that you’re under representing, uh, set up some meetings. Um, you know, maybe it’s Maybe it’s among your benefit community, The people you’re helping talk to them or uh, but as you said, Gene, you know, goingto community’s going to networks that you haven’t been in. People take a meeting, they’ll take a meeting. And if your genuine and sincere they’re going to hear that, they’re going to hear that and they’re going, They’re going to want to help you. All right, Gene hears. I don’t know if we covered this adequately again. My goal was just to get people consciousness raised and get them thinking about and talking about these things. But I want I want each of us to listen back to this, and you and I’ll decide together whether we should say some more on this or we feel like we’ve we’ve done enough. Not that now that we’ve covered the whole topic. But have we, uh, Have we met the goal? Okay, but then you know what? I set the goal. So I’m open to a different goal to see, see that white powers creeping in and set the goal. And then I’m saying that we’re going to judge it by the goal that I said, So it’s bad. So you and I will collaborate together, and we’ll decide if we’re going together. If we’re going to do this topic some more sound good. I love to do with you and love to actually talk about how you can implement some of these ideas in by-laws and governing documents from illegal angle. There’s your record to it. Okay, It’s up to you if it’s upto us together, if we want to do some more. All right. So he’s Jean Takagi non-profit law block dot com. You got to subscribe to that and follow him. He’s at G tak Gene. Thank you so much for real. Genuine and could have been even tougher. But but it wasn’t as tough as it could have been. So I thank you for that conversation. Thanks so much. Really Appreciate it. Tony. Have a great day. Thanks, Gene, next week. I don’t know if you missed any part of today’s show. I beseech you. Find it on tony martignetti dot com were sponsored by pursuing online tools for small and midsize non-profits data driven and technology enabled. Tony dahna slash Pursuing Capital P by Wagner. CPS Guiding you Beyond the numbers regular cps dot com by tell us credit card payment processing your passive revenue stream, Tony dahna slash Tony Tello’s and by text to give mobile donations made easy text. NPR to four four four nine nine nine are creative producers Claire Meyerhoff. Family Blitzes. The Line producer shows Social Media Is by Susan Chavez Mark Silverman is our Web guy, and this music is by Scott Stein of Brooklyn with me next week for Non-profit radio Big non-profit ideas for the other ninety five percent go out and be great you’re listening to the talking alternate network e-giving. E-giving. You’re listening to the talking alternative network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi, I’m nor in Sumpter potentially ater. Tune in every Tuesday at nine to ten p. M. Eastern time and listen for new ideas on my show Yawned Potential Live life Your way on talk radio dot n Y c. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com dafs. Do you like comic books and movies? Howbout TV and pop culture. Then you’ve come to the right place. Hi, I’m Michael Gulch, a host of Secrets of the Sire, joined every week by my co host, Hassan, Lord of the Radio Godwin. Together we have over fifteen years experience creating graphic novels, screenplays and more. Join us as we bring you the inside scoop on the oppcoll universe you love to talk about. Wednesday nights eight p. M. Eastern talk radio dot and wives. Theo. Best designs for your life Start at home. I’m David, the’RE. Gartner, interior designer and host of At Home. Listen live Tuesday nights at eight p. M. Eastern time as we talk to the very best professionals about interior design and the design that’s all around us right here on talk radio dot N. Y. C. You’re listening to talking Alternative Network at www dot talking alternative dot com, now broadcasting twenty four hours a day. Are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Sam Liebowitz, your conscious consultant. And on my show, that conscious consultant, our awakening humanity. We will touch upon all these topics and more. Listen, live at our new time on Thursdays at twelve Noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s twelve noon on talk radio dot you’re listening to the talking alternative network. Hyre.