Tag Archives: coaching

Nonprofit Radio for October 9, 2023: Performance Improvement


Heather BurrightPerformance Improvement

Do you want to get the best out of your teams? That means getting the best from each player. Heather Burright recommends 360 Degree Feedback and she takes you full circle. She’s CEO of Skill Masters Market. (This originally aired on August 9, 2021.)


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[00:00:40.71] spk_0:
And welcome to tony-martignetti Nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host and the pod father of your favorite abdominal podcast. And I am feeling better about 95% to normal. Oh, I’m glad you’re with us. I’d suffer with leishmaniasis if you infected me with the idea that you missed this week’s show. Here’s our associate producer, Kate with what’s coming?

[00:01:10.30] spk_1:
Hey, tony, this week it’s performance improvement. Do you want to get the best out of your teams? That means getting the best from each player. Heather Burright recommends 3 60 degree feedback and she takes you full circle. She’s CEO of skill masters market. This originally aired on August 9th, 2021. On Tony’s take two,

[00:01:12.64] spk_0:
one from the

[00:01:46.44] spk_1:
archive were sponsored by donor box. Outdated donation forms blocking your supporters, generosity. Donor box, fast, flexible and friendly fundraising forms for your nonprofit donor box dot org. And by Kela grow revenue, engage donors and increase efficiency with Kila. The fundraisers crm visit Kila dot co to join the thousands of fundraisers using Kila to exceed their goals. Here is performance improvement.

[00:02:13.66] spk_0:
It’s my pleasure to welcome Heather Bur Wright, she is founder and CEO of Skill Masters Market, creating dynamic people centric solutions that drive business goals. She has 15 years of experience identifying core competencies that are needed to see real results and creating the learning strategies needed to develop them. The company is at skill masters market dot com and Heather is at Heather Burright. Heather. Welcome to nonprofit radio.

[00:02:22.80] spk_2:
Hey, tony, thanks for having me. It’s a

[00:02:37.38] spk_0:
pleasure. Absolute pleasure we’re talking about, we’re talking about performance improvement and you use this tool called 360 degree feedback. So we’re gonna start with the basics. What’s an overview of 360 degree

[00:03:07.78] spk_2:
feedback? Yeah, absolutely. Um So 360 degree feedback, a 3 60 assessment is a great way to get feedback. It’s exactly what it sounds like to get feedback with that 360 degree view. So you can invite people like your supervisor, your peers, your direct reports, um other colleagues or partners and you can get anonymous feedback all in one place and then you have some good comparison data. So you can see how you’re being perceived. Uh There’s also a self uh survey as part of that. So you can compare how you’re being perceived to how you’re perceiving yourself and it just gives you really rich information. So that as you start to think about, what do I want to work on? Where do I want to invest my time, my energy, my resources, you have some really good data to work with, to help inform that. So you can prioritize your professional development a little better.

[00:03:32.26] spk_0:
It sounds very interesting to uh compare what you think of yourself to what others think of you do. You uh have you, you’ve been doing this for many years, you see a lot of um disparities, uh a lot of incongruent between self assessment and the assessment that others have provided.

[00:03:54.63] spk_2:
There. There can be for sure. Um I actually, with 3 60 assessments, I feel like you’re

[00:03:59.79] spk_0:
living in deep denial. Maybe

[00:04:52.28] spk_2:
it happens with 3 60 assessments. I feel like um how you show up to different groups of people can intentionally be different. So what your supervisor sees may be different from what your direct report see or what your peers see and that might be OK. So it’s about taking that information, finding those discrepancies, finding that alignment and then interpreting it uh for your own, your own work, your own lifestyle and, and what, how you wanna be, you know, showing up to all of those different groups. I actually do something and it’s not for, for today’s conversation, but I actually do something called an intercultural development inventory, the I dia qualified administrator for them and that assesses uh intercultural confidence. And there’s actually uh I’ve seen a greater disparity in that assessment than in 3 60 assessment asses which typically assess more general or more common leadership competencies.

[00:05:12.82] spk_0:
OK. All right. So in the, in the intercultural intercultural assessment, people perceive themselves as more aware, sensitive conscious than, than they are perceived by others. Not surprised. Yes,

[00:05:18.43] spk_2:
we do that a lot. Right. We do. It’s why, for me that’s why, you know, we all think

[00:05:24.01] spk_0:
we all think we’re great people.

[00:05:26.17] spk_2:
We do and we are right there. We all have great skill sets and things that we can offer the world. But I think if you think about your to do list, right? A lot of us will tend to put too many things on our plate. And then we wonder why we can’t accomplish at all. It’s because our perception is not always matched to our reality.

[00:06:04.88] spk_0:
Yeah. Yeah. Perception and reality, right can diverge greatly. OK? That could be, I mean, this could be fodder for therapy too. But, but when we’re talking about coaching, because coaching, you know, you need, uh I gather, you need somebody to help you assess all this input that’s coming in. And especially if you’re deeply divergent between what you think and what others think. Uh you know, you, I could see how coaching would be critical so that you don’t jump off a cliff with these results.

[00:07:04.51] spk_2:
Yes, absolutely. With 3 60 assessments, I recommend going through the assessment process, which just helps to increase kind of your own self awareness where you are, where you want to be and then working with a coach to help prompt you to action. So, in the awareness phase and you know, you’re taking this assessment process, it’s anonymous feedback. So it’s feedback that you’re not necessarily going get anywhere else. Most people aren’t gonna just walk up to you and say your communication skills are not as good as you think they are. So it’s feedback that you’re not necessarily going to get anywhere else and it can show that those discrepancies in that alignment, um which is really, really helpful, it brings a lot of self-awareness to the table. But then during that coaching session, you can start to identify action, focus on the action that you want to take. So you’re able to identify, you know, which skills are, are most essential to your current role. And how did you do on those skills or which skills are most essential to future role? If you wanna look at it from a future perspective, I know I wanna move into this other position or this other role. And so what skills are gonna be most important there? What do I need to work on to get there? And so you can start to consider what you might need to leverage. What are your strongest skills are? Uh but also what you might need to enhance as you move forward. And then those skills which are identifying with that coach uh can become part of a custom action plan that you have. So again, you’re able to prioritize your professional development a little more effectively.

[00:07:47.84] spk_0:
Ok. Um All right. So let’s take a step back. We, we get a little ahead, but that’s ok. Um, where, what’s the, all right. So you’ve already said this is confidential. It’s anonymous. All right. So it’s, it’s really the best information we’re gonna get. Um, it’s from all different, all different networks. So it’s people that are lateral to you, uh, working for you who you work for could be others. I mean, I don’t know, in nonprofits, might you go to, you go to board members? If there’s a relationship there, if there’s some liaison, work there or something, would you go to? Maybe donors, would you, donors, volunteers that the person is working with or is that really not appropriate to ask them to participate in?

[00:08:16.89] spk_2:
Yeah, I’ve not seen anybody go to donors, but definitely volunteers if you’re, if you’re working with them in a capacity where they’re going to see those skills at play, right? If they, if you’re not working with them in that way, they wouldn’t make a good feedback provider.

[00:08:30.94] spk_0:
Ok. All right. So volunteer. Yeah, donors, that seems like a little much to ask for someone to rate the person that you rate the fundraiser that you work with or something. Ok. Um, so let’s identify the benefits for the organization that would do a 3 60 assessment.

[00:09:38.71] spk_2:
Sure. Yeah. So what I love about assessments is that they are strategic uh but also compassionate, human centered, right? So when it comes to leadership development, um professional development is especially important. You want your leaders to be better, you want them to be stronger for your organization and you want them to perform well. So assessing on uh those common leadership competencies, gives a baseline that is both relevant to their work and to your organization and practical. Um But you also, if you think about the human Center piece of it, um your leaders also have dreams, they also have goals beyond just your their role at your organization. And so, uh by having the 3 60 assessment, you’re able to assess those things, those competencies that are important for your organization, but you’re also giving them some ownership and what they do with that information. And so they’re able to tailor the, the action plan that they’re gonna get out of this, they’re able to tailor that based on what their goals are within the organization as well. So whatever they decide to do will benefit the organization, but it will also be tailored to them. And so they, it will benefit themselves, you know, their own development as well.

[00:10:00.92] spk_0:
So I’m gonna ask about some outliers ha have you seen cases where the, the assessment was just so bad that the, the organization decided, you know, we, we gotta just let this person go like we just, we can’t, there’s no performance plan, there’s no action, there’s no action worksheet. That’s gonna, that’s gonna, that’s gonna bring this person along. It’s, it’s, it’s just

[00:11:07.34] spk_2:
hopeless. Yeah. So I have not, uh my recommendation is not to use it to use a 3 60 assessment in a punitive way. Um And so you would only use a 3 60 assessment. If there’s someone that you want them to develop, you want to see them develop and grow within your organization. Um And in fact, I I recommend that the results are kept confidential between the participant and the coach and that no one else actually gets a copy of those results. I actually get that request a lot at the board level. If it’s the, it’s the CEO that’s going through um the assessment process, the board chair will, will want those results. My recommendation is, is not to do it that way. Um I also get a lot of um requests for the 3 60 assessment to be the performance review and that’s also not a great use of a 3 60 assessment. You wanna do the performance review separately and then one of their goals through that performance review process might be to complete a 3 60 assessment. But again, only if you’re really invested in them growing and developing as a leader, not as a way to, to sort of move them out of the organization,

[00:11:32.68] spk_0:
it’s counterintuitive, not using the assessment as a as performance uh evaluation tool. What, what why is that say? Say a little more about why that’s not recommended.

[00:12:06.47] spk_2:
Yeah, I think so for me. Um, I think giving the 3 60 assessment to someone that you um believe in and you are valuing their contributions, you’re gonna have a lot better outcome. They’re going to be more honest in the assessment process. Uh, their feedback providers are probably going to be more honest as well and then they’re able to have a good honest conversation with their coach and they’re able to kind of lean into that vulnerability without constantly thinking, I’m gonna get fired, right. It’s actually really good useful information to grow. Um And I would recommend 3 60 assessments for star performers. Um you know, just as much as I would for those that you are looking to develop for a particular reason.

[00:12:30.57] spk_0:
Ok. Ok. Um So how do we get started with this uh uh in the, in the organization? I mean, if we’re gonna suppose we’re gonna do this enterprise wide, I mean, that could mean, you know, 456 employees for some listeners, it may mean hundreds of employees. How do we start this? Yeah, where do we start?

[00:14:13.63] spk_2:
Yeah. So every organization is different, they’re going to approach it in a slightly different way. Um The I work with a vendor that hosts 3 60 assessments. So those assessments are already created, they’re standard, they exist for um different types of leadership. So whether it’s the, the CEO executive director or um whether it’s more of an di contributor in individual contributor or something in between, they have assessments um that are tailored to each of those different um types of roles within an organization. So I would, you know, first look at um how do you want to roll this out? Um A lot of organizations will start with maybe a senior leadership team to show that they’re, you know, modeling what they, what they, what they would ask of their other staff. Um And so they might start with a leadership team, um have a small group, go through this process and then look at adding some additional staff to that. Um The only thing that you would wanna consider really is um great or fatigue. So if in an organization, you’re going to be asking the same people to provide feedback to multiple people at the same time, um that can get a little bit fatiguing and then they might not be as honest or they might not take as much time um as they go through the assessment because they’re just trying to get through all of them. Uh So you want the readers, the people who are providing the feedback um to feel like they have the time and um you know, the energy to get through those assessments as well.

[00:14:32.73] spk_0:
Yeah, because if, if, if there’s a lot of people at the same level and you’re evaluating your peers, right? I mean, you could have to be doing a lot of these. All right. So how do you overcome that spread, spread out the time and give them more time to do. I mean, I suppose you have to do six or eight of these things.

[00:14:46.78] spk_2:
I would start with a smaller group and then as that group finishes, you could look at bringing in another group to complete the assessment.

[00:15:28.11] spk_1:
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[00:15:31.56] spk_0:
So this is not something that sounds like it can be easily done in house. You, you’re saying you work with a vendor that already has these, these assessment tools published. It sounds like something that would be kind of hard to recreate in house and, and do and do. Well,

[00:16:08.09] spk_2:
I think it depends on just the resources of the organization. Uh There are really good off the shelf assessments where you don’t have to spend the money to create something that’s custom to your organization. You can a lot of um a lot of the vendors who offer off the shelf um assessments can also do custom assessments for your organization, but it’s, it’s a fairly resource heavy project um, because you wanna make sure that whatever gets created is statistically relevant. It’s a valid assessment and all of that. And so, um, to do that a lot of times it does take more time and more resources to make it happen.

[00:16:25.93] spk_0:
What happens if there’s an outlier in the, in the Raiders, like one person rates somebody so high or so low compared to the other six or eight people. That, that rate what, what happens to those outlier ratings.

[00:17:23.67] spk_2:
Yeah, that does happen from time to time. You’ll have somebody who, um, you know, every question just about is really high or really low. Um, you know, I, as a coach, um, I might ask the participant, um, if they have any thoughts about why that might be the case and we might have some conversation around, you know, why someone might be rating really high or really low. It is anonymous. So, unless it’s the supervisor, they’re probably not going to know who said, you know, who it is, that’s rating them that’s out there. Um, but you can have some good conversation that way. Sometimes there’s not, you know, anything that comes to mind that would make someone, um, be completely different than the other radio. And so, um, you know, you’re gonna kind of go with the, with the theme across and so if most people are rating you at a four and then one person at a one, perhaps that one person had one particular experience that they’re, they’re, you know, calling to mind if they’re completing the assessment. And so that’s causing those scores because

[00:17:45.64] spk_0:
the person, you, you, you keep their car when they took your parking space to the right,

[00:17:52.72] spk_2:
you never know, you never know. Uh And so it’s, it’s information um but it’s not necessarily the focus because the theme is that most people are, are rating you in that four.

[00:18:52.95] spk_1:
It’s time for a break. Kela increase donations and foster collaborative teamwork with Kela. The fundraisers, CRM maximize your team’s productivity and spend more time building strong connections with donors through features that were built specifically for fundraisers. A fundraiser, Crm goes beyond a data management platform. It’s designed with unique needs of fundraisers in mind and aims to unify fundraising, communications and donor management tools into one single source of truth visit, Kila dot co to sign up for a coming group demo and explore how to exceed your fundraising goals like never before. It’s time for Tonys take two. Thanks, Kate.

[00:24:10.82] spk_0:
I’m replaying the Tony’s take two from the show that Heather Burright appeared on. I was talking about sharing non profit radio, but I went into a, a bit of a tangent about waiting tables and sharing tips. Here. It is, sharing is still caring. Who can you share a non profit radio with? I was thinking it could be a lackluster colleague or maybe somebody who’s in another non profit or you know, a friend who works elsewhere who you just happen to know is not up to speed mediocre, lackluster because we’re talking this week about performance improvement. So, whose performance do you want to improve? That’s the person you refer to nonprofit radio. They need to be listening. They got to up their game. They don’t want to be mediocre and lackluster any longer and you don’t want them to be, especially if they work in your shop, they’re dragging you down. It’s like when you used to, did you ever wait tables? Those are waited tables. If, if you did and sharing tips. Oh, that’s the worst. It was just last week. Um I wrapped it up. Yeah, just, just in just uh late July uh no years ago waiting tables and we shared tips, the mediocre people bring you down and you know who they are. You, you know, you can hear them at the adjacent tables. The adjacent station, I was always mediocre at one thing. I was terrible, worse than mediocre. I was always terrible at cappuccinos when somebody ordered a cappuccino. And I had a face that daunting high, highly polished copper machine with the nozzle for the milk and the foam and the, the knobs and the, they gotta press the espresso in right and it’s just the right pressure and the milk has to be the right temperature and this, this machine just scared the hell out of me just to look at the thing. I didn’t even like walking by it. I got, I, I would, I would get, I would get, I would get sweats just walking past it. Let alone, I had to face off with the thing when somebody ordered a cappuccino or God forbid, a table table of four or six. Yeah. Well, all round of cappuccinos. Oh, my God. Every other table in my station is gonna be half an hour late Now while I fight with this machine to get the milk to the right temperature and the foam and the right consistency and the wh cappuccinos my death. I really somebody who wrote a cappuccino. You sure you don’t want a Limoncello. I have a Limoncello on the house give you I’ll give the table around Limoncello. If you will, you alone will just not get a cappuccino. All right. That was my bane as a waiter. But so, so, but that didn’t bring the tips down cause everybody got free drinks because I hardly ever poured once I got smart. Of course, the house didn’t like it but they never knew. Um So you know, so the tips actually were, were better because I was given free drinks for everybody to bribe them away from a single cappuccino. So that aside the uh yeah, the sharing of tips, I hated it. I the, the, the, the, the poor performers were always dragging us down were killing us every night and I could hear them you know, that in low energy they forget what the specials are. They read the specials of their little, their, their parchment paper, little, little note pad because they couldn’t afford to buy a new one because their tips are so low because they’re so poor and they were gonna drag me down with them. Well, first of all I didn’t use the little book. I used to memorize the specials. I never liked looking at that because the thing gets red wine spilled on it. And you know, it’s, it wouldn’t get cappuccino on it because I didn’t know how to make them, but it might get milk on it as I was trying. So the poor performers, the poor performers in your nonprofit, I’m bringing it back. I’m bringing it back. Don’t worry. Uh You know, they’re dragging you down. So you got to refer them to non profit radio. That’s it. You want to raise the level of all the boats. Wait, you want to raise the level of the whole sea. Wait, you wanna raise, you wanna, you wanna raise all the boats, you gotta raise the sea. That’s what it is or the yacht basin. So your organization, you’re non profit, that’s the yacht basin. You gotta, you wanna raise all the boats, you gotta raise the sea. Refer these poor performers to nonprofit radio. That’s the point. That’s where I’m headed. All right, cappuccinos and Limoncello. Who can you refer non profit radio to I’d be grateful. Remember, board members too, if you got any friends, they’re board members. Board members are great listeners. They, they use it to stimulate conversation to stimulate thinking very valuable. Plus anybody who works for a nonprofit naturally. Thank you. Thanks for thinking about it. Who you can refer non profitt radio to? That is Tony’s take two. That is Tony’s take two Kate.

[00:24:15.55] spk_1:
You know, dad just got a new espresso and cappuccino machine. So when you come over for the holidays, we’re gonna learn how to make cappuccino. So you can’t, you know,

[00:24:38.92] spk_0:
I can practice, I can practice on the, on the, on that machine. All right, I’m telling you those things scared me. It’s got that long tube with the milk that, that the milk has to come out of and steam and froth and the knobs and everything.

[00:24:40.94] spk_1:
You’re gonna be an expert by the end of the holidays.

[00:24:44.12] spk_0:
Ok. Christmas cappuccinos. I’ll, I’ll be pouring them. All right.

[00:24:49.07] spk_1:
We’ve got, we’ve got just about a butt load more time. Let’s go back to performance improvement.

[00:25:01.75] spk_0:
And what form do people who are rated, get this information in? WW? Is it something quantitative or is it narrative or both or what, what are they seeing? What’s each person who gets rated seeing?

[00:25:34.04] spk_2:
Yeah, absolutely. So, um the vendor that I work with particularly, um and I think this is true of, of other vendors that I’ve seen as well. Um There is data that’s involved. So you will be able to see for each question um how you were rated, you’ll be able to compare those scores by the different R groups. Um A lot of times there is um an opportunity to roll that data up as well, so you can start to see overall what are my strengths and my development opportunities. Um And then there’s typically something um a little more qualitative um included as well where people can kind of open comments, provide feedback and you can spend some time looking at that as

[00:25:54.30] spk_0:
well. Ok. Ok. Um And, and let’s talk more about the, the coaching and the, and maybe the work plan that goes along with improving areas that aren’t so strong. Um How long does that last or what? What, what does that look like?

[00:26:55.70] spk_2:
Yeah, so um the assessment process itself uh can take a few weeks just to get that feedback. You know, you’re gonna do self assessment, you’re gonna invite your readers, they’re gonna go in, provide their feedback, it’s gonna generate the, the data, the report for you. Um And then the coaching session you want at least one that I would say is the absolute minimum. I thought this was right to go through that data. Um If you’re really looking to, to see that person um that participant make progress on their action plan, so they’re making progress towards their goals, then I definitely recommend looking at a longer term relationship with that coach because they can start to become an accountability partner and they can continue to prompt them to action. They can continue to help them think through how they’re gonna apply what they’re learning on the job. And so there’s just a lot of value there. Um, I would say that about that, um, does vary by organization as well. Um, but if you want to see, you know, those results, um, and see the action being taken. Um I would say at least three months um probably longer to, to watch that behavior start to change.

[00:27:33.84] spk_0:
Uh Tell us a story about an organization or it could be a person. Um I kind of like the organization level if you have a story like that, like where you saw, you know, you saw them go through this process and you saw improvement among key people in the organization and they don’t have to be senior leaders, but you saw, you saw improvement, you know, you saw a benefit come out of this, whatever, eight months later, a year later, a year and a half later, you know, share a little story.

[00:29:27.05] spk_2:
Yeah. So um for, I guess for anonymity sake, I can share my own story because I have been through the 3 60 assessment process um myself. Um If you like, so I, when I went through the 3 60 assessment process, um some of the feedback that I received was that I needed to use my voice more that I had, um, you know, good ideas when I spoke up and that I needed to, you know, speak up more and make sure that people heard and valued what, you know, whatever it was that I had to say. And it was something that I, it was a piece of feedback that I found very interesting because I felt like in some environments, I was pretty quick to speak up to, you know, take a lead in something um to have my voice heard. And then in other environments, I might be a little less likely to do that. And it just kind of depended on the situation. What um I was on a lot of cross functional project teams at the time. So, you know, what was my role on that project? Who was leading that project, that kind of thing? To me, it all felt very strategic about when I was um using my voice and, and when I wasn’t, but with that feedback, right, that’s information. So with that feedback, I was able to um start to think about how do I want to use my voice? And um when do I want to use my voice and what would it look like or what would it feel like to be heard in, in different settings? And uh through that process, I was able to um more intentionally start pick up um not just in meetings, but also, um you know, one on one with my supervisor and say, you know, hey, I’m interested in this or I wanna know more about this or I think we should do this or whatever the case is. And I was able to start using my voice a little more intentionally. And the within the organization, um and saw from a, from a career perspective, saw my own, my own career start to um open up and, and grow quite a bit from that.

[00:29:56.55] spk_0:
And so the feedback you got wasn’t as nuanced as you would have, you would have thought it would be like you said, certain situations, you were deli deliberately reticent to speak up and others, you were more vocal, but the feedback wasn’t that nuanced.

[00:30:31.97] spk_2:
Correct, correct. Because if my, if you think about like my peers, they’re seeing me in different environments or uh my partners, I was working on a lot of cross functional teams. So I had partners from all over the organization that were providing feedback. And so depending on which projects I was working on, I might have been leading the project or I might have been just a contributor on the project. And so depending on um what my role was, I was showing up differently in those settings,

[00:30:51.04] spk_0:
right? So each people, each person saw you differently. They didn’t, they didn’t see the full breath. But overall, you took it as I should speak up more, I should be more assertive, I

[00:30:52.06] spk_2:
guess Yeah, absolutely. And just think about how I’m being perceived as well, right, within a, within a meeting or, um, a team.

[00:31:06.28] spk_0:
And then how about developing an action plan? What, uh, what, what do you do that in conjunction with the coach or what ho how does that, how does that look? And how long is an action plan last?

[00:32:56.08] spk_2:
Yeah. So I recommend doing that in conjunction with a coach, uh, at least on that first coaching call to have um something in mind that you’re gonna be working towards. So I typically go through kind of the who, what, when, where, why, how questions. So um you know, what is it that you wanna do? What is it that you wanna focus on? Which competency is standing out to you? Which area are you believing that you want to develop in some way? Again, it could be enhancing um or leveraging a strength that could be enhancing something that’s a little bit weaker. But what is it that you wanna work on? And then how are you going to do that? Are you gonna go um to a training? Are you gonna participate in a leadership program? Are you going to, you start listening to podcasts like this one about, you know, whatever topic you’re trying to work on, what is it that you are going to commit to, to develop that particular skill? It could be taking on a different project at work, right? That you know, is gonna challenge that skill set. So um thinking through your options and deciding how you want to develop that skill and then also with that, putting a timeline to it. So when, when are you gonna start, um what are the, you know, milestones that are gonna be along the way? How long will it take you to complete whatever it is that you’re deciding you want to do? Um And then from there, who, who’s gonna help you, who’s gonna help hold you accountable? We know that most people don’t just change automatically. So if you think about the number of people who um don’t uh follow through on their New Year’s resolutions, right? It, it takes more than just knowing that you need to change or even sometimes having a desire to change and so who can help you, who can be that accountability partner for you, um to make sure that you’re working on this goal and, and it could be the coach, but it could be someone else as well. It could be a supervisor, it could be a peer, um a partner, even someone just in your life that’s going to help, um help you, you know, work towards your goals. And so going through some of those questions, you’re able to put together an action plan that includes things like that timeline. How long you’re gonna be working on it? What do we

[00:33:21.08] spk_0:
do for the folks who really just don’t take this feedback. Well, maybe there are strengths but they’re not, they’re not acknowledging those or maybe, maybe they don’t have strengths identified or let’s just say it’s objectively, it’s, well forget, um, subjectively it’s taken as very bad, forget how it looks objectively. The, the person is taking it very badly, very hard

[00:33:41.46] spk_2:
it happens.

[00:33:42.08] spk_0:
What do we do? What do we do?

[00:34:27.39] spk_2:
So, you know, a skilled coach will probably do one of two things. I, I believe I’m a skilled coach, but a skilled coach will likely do one of two things. Um, one try to on that call, uh, get to at the, the bottom of that feeling, basically what’s causing it. Why am I getting such a reaction from this information? Um, just trying to understand perhaps there’s something that is triggering the reaction beyond just what’s on, on the, the paper, so to speak. And so having that conversation can actually sometimes move people into a new place, a better place to, to have the conversation that you have wanna have. Um, another option. And, and another thing that a skilled coach might do is just ask to reschedule the call. Um, because sometimes

[00:34:36.89] spk_0:
to do what reschedule

[00:34:53.58] spk_2:
the call, the coach call, right? Um Because sometimes there’s just something, whatever it is, whether it’s a, uh, a data point or a comment that has been included in the feedback, something just hijacks you and you can’t move past it in that moment, but that doesn’t mean that two weeks from now, one week from now you wouldn’t be able to move past that. And so sometimes having some space can, can be really beneficial. And so just saying, you know what it sounds like, this is not gonna, you know, be a good time for us to have this conversation. Why don’t we reconnect on Tuesday and then you’re giving some, them some space to kind of think through and process what they’re, what they’re learning in the assessment.

[00:35:21.60] spk_0:
Ok. I could see how some people could take it hard.

[00:35:23.86] spk_2:
Absolutely. Absolutely. Right. There’s that one comment, the comment that

[00:35:29.60] spk_0:
like maybe you even thinking, I know who said that. I know who that was. He killed me.

[00:35:36.52] spk_2:
Yes. People spend time trying to figure out who said what and it’s not, that’s not the point, right of the assessment and so helping them move past that can, can be part of the, have you had

[00:35:48.58] spk_0:
people plead with you to tell you? Oh, come on, who said that?

[00:35:51.98] spk_2:
Well, as a coach, I don’t know who’s at it. So

[00:35:55.20] spk_0:
it’s anonymous to

[00:36:08.79] spk_2:
you. It is, I, I might know uh for the, for the data points, I know which group it came out of and, and they do too, um but not necessarily for the open field comments. Um And so it’s, it’s, you know, you can think about this all day, but it doesn’t mean you’re gonna get it right. And then what if you do, what, then what, you know what’s gonna change for you? How are you going to use that information? So,

[00:36:17.88] spk_0:
now I’m, now I’m blowing this up. Like, have there been cases of retaliation where somebody confronted somebody? I know you, I know you’re the one who wrote this.

[00:36:26.79] spk_2:
I, I would guess somewhere in the world that perhaps that is the case. Um, but I have not experienced

[00:36:42.49] spk_0:
that. All right. No workplace blow ups or confrontations over 3 60 assessments. All right. All right. Um What else, what else would you like us to know? We still got, we got some time left. What like what happened? I asked you that you think folks should know about these 3 60 degree feedback?

[00:38:23.26] spk_2:
Yeah, I would just add that. Um So I work with, with nonprofit leaders to help them create scalable learning strategies. And um you know, oftentimes when there is some sort of learning need, some sort of professional development need, we go to training and I create training. So I’m biased. I, I like it. I think it’s a great solution but it’s a solution. And I think pairing any other sort of professional development program, um like a training with a 3 60 assessment is actually even more valuable because if you’re able to assess your skills first and then say, here’s where I need to improve, here’s where I need to focus and then you send them through, say a leadership training, they have that skill set in mind. As they’re going through that training, they’re focused on that particular skill set, whether it’s, you know, communication or relationship building or whatever they’re focused on that, they’re gonna get back out of it and then you’re gonna see some really intentional transformation um because they had the assessment process first. So when I think about creating scalable learning strategies for organizations, it is thinking through that whole process, how can we make sure that we’re being strategic, that the organization is getting what they need? But then also thinking about the individual within the audience. So things like 3 60 assessments combined with formal training, combined with coaching, um can actually be a really effective way to see how people grow and develop. I think, you know, for me, I think people are worthy of investment and then I think investing in your people, make them feel valued and gives them, you know, a new, new skills and a new passion for their work. Um And as leaders in our organizations, we get to create that environment, we get to create those opportunities so that our people can thrive. And so an assessment is one great tool that you can use in conjunction with many other tools to help your your leaders grow and develop.

[00:39:02.09] spk_0:
So then by coalescing all the assessment data for all the individual people, you’re saying you can target training enterprise wide that that helps lift lift skill deficits that, that are like common across lots of people in the organization.

[00:39:27.21] spk_2:
You can, you can. And even if you have a general leadership program, if your individuals have gone through the 3 60 assessment process, they’re looking to develop particular skills. And so they’re gonna be looking to find that you, you often find what you’re looking for, right? So they’re gonna be looking to find whatever that is in the leadership program. So even if it’s a, a more general program that you’re offering, um or you’re, you know, sending people to the 3 60 assessment, gives that individual information so that they look for that when they’re in that program. Yeah.

[00:39:51.41] spk_0:
Right. Right. As you said, right. They’re looking, they find what they’re looking for. Yeah. Absolutely. Ok. All right, we leave it there, Heather, what do you

[00:39:53.31] spk_2:
think? That sounds good, tony. Thanks for having me.

[00:40:10.16] spk_0:
Oh, it’s my pleasure. Absolutely. Heather Bright founder and CEO of Skill Masters Market. The company is at Skill Masters market dot com and she is at Heather Burright. Thank you again, Heather. Thanks tony

[00:40:18.28] spk_1:
next week. Financial Fitness for your board. If you missed any part of this week’s show,

[00:40:21.11] spk_0:
I beseech you find it at tony-martignetti dot com

[00:41:11.92] spk_1:
were sponsored by donor box, outdated donation forms blocking your supporters, generosity, donor box fast, flexible and friendly fundraising forms for your non profit donor box dot org and by Kela, grow revenue, engage donors and increase efficiency. With Kila, the fundraisers CRM visit Kila dot co to join the thousands of fundraisers using Kila to exceed their goals. Our creative producer is Claire Meer. I’m your associate producer, Kate martignetti. Social media is by Susan Chavez. Mark Silverman is our web guide and this music is by Scott Stein.

[00:41:26.83] spk_0:
Thank you for that affirmation. Scotty be with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.

Nonprofit Radio for February 6, 2023: Mr. Wake Up Excited, Go To Bed Fulfilled, Returns


Eric SaperstonMr. Wake Up Excited, Go To Bed Fulfilled, Returns

I had to have Eric Saperston back. After the October 17, 2022 show with him, I got more positive comments than I remember for any guest. This time around, he shares how important nonprofit volunteering has been in his life, the joy he gets from coaching, what he’s learned from his series “Three Things,” and more.


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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.
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[00:02:10.54] spk_0:
Hello and welcome to tony-martignetti non profit radio big nonprofit ideas for the other 95% I’m your aptly named host of your favorite abdominal podcast. Oh I’m glad you’re with me, I’d be thrown into encyclopedia Fauria if I saw that you missed this week’s show. Mr wake up excited, go to bed fulfilled returns. I had to have Eric Sapperstein back after the October 17, 2022 show with him. I got more positive comments than I remember for any guest this time around. He shares how important non profit volunteering has been in his life, The joy he gets from coaching what he’s learned from his series, three things and more on tony steak to guilt here is mr wake up excited, go to bed fulfilled returns. What a pleasure to welcome back Erik Sabiston to non profit radio there were so many comments the last time he was here just a couple of months ago that I had to have him back. He’s in such high demand though that I couldn’t get him back as soon as I wanted him back but he’s very gracious and he is back and I’m very glad he’s Erik Sabiston, he wants to know if you’re waking up excited and going to bed fulfilled. He’s successful Meeting magazine’s top keynote speaker, executive leadership and communication coach, director of the award winning film the journey which is in my carefully curated DVD collection. I don’t just let any movie in there. He’s also the best selling book, live in wonder. He’s host of the hit series three things which we’re gonna talk about and you’ll find him all at eric Sapper Stone dot com. Welcome back my friend,

[00:02:17.89] spk_1:
uh tony Such a treat to be back. Thank

[00:02:33.95] spk_0:
you. I’m glad you are. I know our listeners are uh folks, folks loved your, your appearance a couple of months ago and uh how to have you back to talk a little more Aloha, you remind, just reminding folks, you’re, you’re in Hawaii on a farm where, where in Hawaii,

[00:02:41.73] spk_1:
I live in Maui Hawaii and uh I live um

[00:02:48.35] spk_0:

[00:02:48.57] spk_1:
like to tell people I live in the, where the garden of Eden meets Willy Wonka

[00:02:54.32] spk_0:
and why is that? Where’s

[00:02:56.03] spk_1:
the Willy Wonka?

[00:02:57.84] spk_0:

[00:03:25.09] spk_1:
live in the most remote part of Maui on 100 and 80 acre organic farm with just uh it’s a food forest essentially, so we can walk around and there’s papayas and there’s mangoes and there’s lychee and there’s Ramadan and there’s coconuts and there’s just so much food and so it’s, it’s like the garden of Eden. We, you know, we have waterfalls and then, and then we can walk around and, and and pick something right off off the tree and it’s like, wow, these snows, berries take like taste like raspberries and it’s just, it’s just, you know that, that’s the Willy Wonka part is just being able to walk around and just pick incredible, unique fruit right off the right off the land and put it in your mouth and it’s just, it’s magical.

[00:03:59.53] spk_0:
Alright, I’m visiting, I’m visiting. Uh let’s start off with what we wrapped up with the last time we did, we uh we were talking about your your your three things, your three things series, Where’s that stand? What’s going on with that?

[00:04:09.19] spk_1:
You know, thank you for asking. You know, the three things has been a real um uh like I said, I would say my new journey, my first journey was bridging the gap between young people and elders and calling up really wise people when I was in my

[00:04:17.50] spk_0:

[00:04:20.89] spk_1:
And that led my 30s. And then now I’ve been thinking about, well I guess this is a kind of a funny story when I was on the Today

[00:04:25.95] spk_0:

[00:04:27.07] spk_1:
promoting my movie

[00:04:28.98] spk_0:
uh when I was on the Today Show and then there was Good Morning America. Uh then there was then it was morning joe and of course I did uh I did Rachel, you know, he just Rachel, I did Rachel, I did Lawrence, you know?

[00:05:37.89] spk_1:
Uh well I was just saying when I was on the Today Show and uh my parents had watched the segment and my father had said, you know, it seemed like you were on there for a long time, you know, that was that was a pretty long segment, how long were you on there? And I said I was on there, I think six minutes in total. And my dad said, oh you better start thinking about how you want to spend your other nine minutes of your 15 minutes of fame. And so I’ve been thinking about those nine minutes a lot and that is the the the evolution of the I guess the the opportunity for me to step out again into the international stage here is um things and it’s been so fun. We started off, it’s been an organic process, I think I started three things maybe 11 years ago where I started interviewing people um

[00:05:41.99] spk_0:

[00:05:43.21] spk_1:
and walking around and we travel around the world and I’d walk up to strangers on the street corner and to say excuse me, can I come up and talk

[00:05:49.45] spk_0:
to you?

[00:06:28.63] spk_1:
And that was always really exciting just to walk up to strangers and uh and see if we couldn’t befriend them and then some people would be a know that many people were yeses and then we would put a camera on them and I’d ask them a series of questions that were three things questions at that time. It was really centered around uh what are three things your father taught you or what are three things your mother taught you or what are three things that you share with your younger self or what are three things you’ve learned about communication or just random questions that I would ask people and they would drop in and share these really poignant heartfelt. Uh we were we were we were doing it before humans of new york, but it was very much like that idea of just dropping into the humanity of people

[00:06:38.69] spk_0:
and that

[00:06:57.00] spk_1:
we did. We’ve got uh we’ve got thousands of interviews and I think we’re gonna turn that into an art exhibit and interactive art exhibit at some point. Uh and then that evolved into we had a wonder summit uh in san Diego, where we brought 65 people from around the world to come together for this uh weekend party, which was caused creative night, more wonder in each other’s lives. And as an opening for that experience, we we had all our friends, we took three things questions and we put them in a little hat and we had everybody

[00:07:11.00] spk_0:
pick a

[00:07:31.07] spk_1:
three things question out of the hat. And uh and then as a as a as an exercise for the for the weekend, everybody was was charged with the opportunity to go talk to everyone at the event and ask them their three things question. So if your question was, what are what are three things you’ve learned from making the mistakes? Uh and my question could be, what are three things I’ve learned about getting lost. Uh and then I’d go ask everybody my question. You go ask everybody your question throughout the entire weekend. Then at the end we had a closing circle and then

[00:07:48.22] spk_0:
everybody, they

[00:08:15.58] spk_1:
got a chance to share what their question was and what they learned from asking 65 people. Uh and and it was phenomenal. Everybody gave many ted talks about leadership, communication, intimacy, relationships and everybody got to share because they got to poll all these, the collective wisdom of everybody that was there and then share the commonalities, which was phenomenal. And then, um, uh, the pandemic happened and I was just prior to the pandemic, I was working on a series called Legends by the Fire, where I was interviewing iconic legends by a campfire. We had interviewed steven Tyler from Aerosmith and Weird Al Yankovic, who just got uh, got a movie out that’s doing really well. Uh, and we interviewed Kenny Rogers, I’m a big music guy. So we interviewed these guys as pilots,

[00:08:41.97] spk_0:

[00:09:13.57] spk_1:
before he died. And it was awesome. And then the pandemic hit, and when the pandemic hit, you know, that that idea kind of fizzled on the, on the fizzled out. And then zoom happened as you know? And with zoom technology, it was incredible. I can zoom out and speak to people all around the world. And so I just pivoted and started calling up really extraordinary visionaries and pioneers and champions of industry and asking them a three things question. So we’ve created a series that’s really designed to extrapolate wisdom quickly from extraordinary people and that’s what we’ve been doing. And it’s been phenomenal. We’ve interviewed so many incredible people? And we’re coming out with our first season at the end of this quarter,

[00:09:28.84] spk_0:
what what’s a uh, what’s a Sapper Stone take away from all these thousands of three question interviews, What what have you, what have you gleaned about strangers?

[00:09:43.79] spk_1:
You know, it’s so fun. I won, I’m an optimist and I’m able to

[00:09:49.55] spk_0:

[00:09:50.25] spk_1:
to people and just reassure them, create a safe space.

[00:09:56.30] spk_0:
Are you, I gotta ask you, are you, are you optimistic at the beginning of every new year?

[00:10:06.49] spk_1:
You know, I’m about domestic every day, the new year. The new year doesn’t really matter to me much, You know, I’m not a new year guy, I’m not a holiday guy, I’m not, I’m not to me every day

[00:10:15.38] spk_0:

[00:10:15.94] spk_1:
I know it may sound like a platitude, but I, you know, I grew up, my father, my father had a stroke when he was 20

[00:10:21.83] spk_0:

[00:10:22.59] spk_1:
and he was,

[00:10:23.95] spk_0:
he, yeah,

[00:10:48.11] spk_1:
he was the main breadwinner in my family and a superstar. And when, when he lost his ability to be himself in the way he envisioned himself to be and became bitter and angry. It just as a, as a child growing up in that environment, it just, it taught me to live every day, like it’s my last and so I’ve just, I’ve been doing that for so long. Um, yeah, I, I think that’s, that’s a big part of it. So I’m I’m an optimist by nature and I think one of the, I guess, what have I learned from asking people three things questions,

[00:10:58.27] spk_0:

[00:10:59.04] spk_1:
think as a guy who has been a professional interviewer and and has has has conducted thousands of interviews at the beginning.

[00:11:07.87] spk_0:

[00:11:08.11] spk_1:
would write really elaborate questions uh paragraphs and then sit or stand in front of somebody and read the paragraph. And by the time I had read it, I mean everybody was lost and forgot what the

[00:11:20.65] spk_0:
question was.

[00:11:22.12] spk_1:
And so I learned right away that brevity is great. And then I started uh writing tighter questions and then um then I realized that

[00:11:32.85] spk_0:

[00:11:33.13] spk_1:
asking a single

[00:11:34.89] spk_0:

[00:12:19.99] spk_1:
ended question, I would only get so much information was like what’s one thing you’ve learned about leadership or what’s one thing you’ve learned about communication and then people would share. And that was really cool. But it would it would it would meander on and it was very hard to follow sometimes the plot and by asking people a three things question it adheres to the basic tenants of storytelling. It has a set up a conflict resolution, a beginning, middle and an end. So what I realized by asking people three things questions, it really makes all of us sound smarter because we’re able to consolidate our ideas in a very powerful form that is universally gettable and

[00:12:20.27] spk_0:
you share something uh I don’t know, shocking, most interesting that uh clever that that you heard from all these thousands of folks. I love the idea of talking, I love the idea of just talking to strangers what

[00:12:36.92] spk_1:
strangers are? My my favorite, I mean strangers, just that,

[00:12:40.88] spk_0:

[00:12:45.28] spk_1:
know, there’s, there’s um I guess the big takeaway frustrate, I’ll do to strangers and then I’ll talk about one of my latest three things interviews with, with legends. That

[00:12:53.05] spk_0:
thing about

[00:12:56.61] spk_1:
strangers is that I at the very core essence, I think of who we are as humans, we want to relate, we’re relating creatures and we’re just waiting for somebody to, to create the right

[00:13:10.81] spk_0:

[00:13:39.60] spk_1:
for us to share our heart with one another. And I really believe that. So I would walk up to some, the coldest or titus or frustrated people and I’d also walk up to some of the most joyous and bubbly people and both categories of folks, just when given the chance to really ask a sincere earnest question and because I genuinely want to learn from this person, all the societal fear kind of melts away quickly and people drop in and it was incredible to watch people that I’ve never met all of a sudden just start crying or tear up or be emotional about something. And it’s, it’s like,

[00:13:57.20] spk_0:
um it’s

[00:13:58.36] spk_1:
like medicine, I guess in a way, good medicine, I would walk by somebody and just be able to ask

[00:14:04.27] spk_0:

[00:14:05.15] spk_1:
question. It felt like they were waiting their whole life for somebody to ask them and then they would just jump in and deliver something that was poetic and impactful, um, share share,

[00:14:18.01] spk_0:
share something

[00:14:32.56] spk_1:
I interviewed uh this elder man, um That that was at a mechanic shop and uh and I said what are three things that inspire you to live and wonder? And

[00:14:36.58] spk_0:
um the first

[00:14:37.48] spk_1:
one he said was childbirth? Uh the second one is that he was in the back of his car with his daughter driving the car with his daughter and his daughter went into labor uh and then he had to stop the car and deliver the baby in the back of the car, which was really incredible. And then

[00:14:58.52] spk_0:
then he

[00:14:59.02] spk_1:
said family,

[00:15:01.08] spk_0:

[00:15:31.61] spk_1:
then he started to break down and cry because he and that daughter were estranged and they haven’t been speaking in years. And then then as this really amazing masculine man just, he cried and then you could just see on camera he’s just swallowing that pain and then just holding himself back into his body and then saying, Those are my three things.

[00:15:34.13] spk_0:

[00:15:34.30] spk_1:
just got back into composure, but it was, it was like in the moment watching it, it was we we call it an emotional burp. It just, it just popped up without like it just, it bubbled up out of him and he couldn’t control it, it was just a moment in time and we’ve had many of those. So that was that was extraordinary.

[00:15:54.36] spk_0:

[00:16:03.78] spk_1:
right now, one of, one of my interview guests Pat Simmons is out on the, he’s the he’s in the band called the Doobie Brothers and they just got inducted into the Music hall,

[00:16:07.03] spk_0:

[00:16:07.37] spk_1:
of their out on their 50th anniversary tour, selling out venues all around the world. Uh they’re incredible, he’s the guy that wrote the song, Oh Black Water keep on Rolling, Mississippi Moon, won’t

[00:16:20.60] spk_0:
you keep

[00:16:21.57] spk_1:
on shining right, he’s awesome. And I I interviewed him and I said, Pat, what are

[00:16:26.68] spk_0:

[00:16:36.14] spk_1:
things you’ve learned about songwriting? And he said, well number one, keep it simple. Number two,

[00:16:37.89] spk_0:

[00:16:43.75] spk_1:
about what, you know, Your own experience and three don’t bore

[00:16:44.70] spk_0:
us get

[00:16:49.46] spk_1:
to the chorus and I just thought man, that’s such a good lesson for all of us in communication and leadership and all that is just, you know, keep it simple. Talk about what you know, and don’t bore us get to the point,

[00:17:21.86] spk_0:
how about your your speaking, you do a lot of you do a lot of key noting and other other types of speaking. What what what what do you love him? What do you love about that kind of work talking to big audiences?

[00:17:55.70] spk_1:
You know what I like about talking to big audiences is Well, first it’s I I hold speaking with such reverence, you know, you know, even you and I right now I feel like the way I visualize what we’re doing is you and I are in a teepee right here, there’s a fire between us and you’re a chief and I’m a chief and and you have the talking stick and then you graciously give me the talking stick and we pass the talking stick back and forth and and I, I, whenever I’m invited to give a speech in front of a big audience, I feel like it is such an honor, I mean to, to, to be given the talking stick and to to be given time, I think that’s probably another thing that I value so much is

[00:18:09.85] spk_0:

[00:18:10.98] spk_1:
the one thing uh that after interviewing thousands of really successful, extraordinary people, the one thing, we don’t have enough of his time and we’re all fighting that clock and so I’m just so committed to not, not wasting people’s time. And so when somebody says, hey I want you to come and give a speech in front of an audience, it’s it’s a huge responsibility to make sure that I’m providing value because people are giving me

[00:18:39.91] spk_0:
their time,

[00:18:47.63] spk_1:
It’s a big, big, big, big request, so getting in front of an audience like that I find um uh intimidating, exhilarating,

[00:18:50.72] spk_0:
um I

[00:18:52.11] spk_1:
still get nervous backstage and then um I walk out there and

[00:19:00.00] spk_0:

[00:19:00.25] spk_1:
feel like you know, all the people that I’ve met interviewed, you know, jimmy carter billy, crystal Henry Winkler, Jack Canfield, my angelou on and on and on that, I feel like what gets me out there in front of all those people is I, I just visualize

[00:19:19.75] spk_0:

[00:19:20.20] spk_1:
these people that gave me their time knowing how precious time is. They gave me their time and shared their life lessons and their wisdom. And then I feel like I’m a conduit. I get bridged the gap. I get, I get to share all this wisdom that I’ve learned with an audience to help them on their journey

[00:19:41.54] spk_0:
and and I think

[00:19:42.86] spk_1:
that’s what pushes and drives me to do that.

[00:20:49.41] spk_0:
It’s time for Tony’s take two. I saw on Twitter, the average attention span is nine seconds and I thought that’s enough time for my mother to create guilt. I’m coming over for dinner. Can’t you stay for the night? I’m coming to stay for the night. Can’t you stay for the weekend? I’m coming to stay for the weekend. Take me on a cruise. I’m taking you on a cruise. Can’t you move back home? I’m moving back home. Let’s get cemetery plots. I’ve been doing that bit recently to open webinars and I thought I would share it with you. It’s that simple. That is Tony’s take two. We’ve got boo koo but loads more time for Mr wake up excited. Go to bed fulfilled returns with Erik Sabiston. So you’re at both ends of the spectrum. You talked to individuals, strangers alone and you talked to big audiences thousands, I guess hundreds, at least write thousands of thousands of folks. You’re comfortable in both you and that was that was that

[00:21:05.79] spk_1:
was one of my visions when I was in when I was growing up. I just, I I always thought

[00:21:11.94] spk_0:
that that

[00:21:29.13] spk_1:
one of the things that I wanted to be in my life and thought that this would bring my life joy and opportunity, pretty and adventure was to be the kind of person who can talk to everyone that that to me was really important. I remember uh watching the movie and reading the book Willy Wonka and there was for some reason it’s a very small detail, but it caught my attention as a child and that was the Wonka elevator. And when charlie gets in the elevator with Willy Wonka and and he says push any

[00:21:52.83] spk_0:

[00:22:38.15] spk_1:
And because what’s magical about this elevator is that it doesn’t go up and down it goes anywhere you want to push it so you can push any button, it’ll take you there. And I remember that metaphor and I thought communication and language is so important and talking to people is a portal into everywhere. And so I can talk to people on the street that are strangers. I can talk to President of the United States, I can talk to rock stars. I can talk to people who are in the kitchen washing the dishes. The more people that I can talk to, the more fulfilling my life is uh, and and that’s been true for me. I’ve, I’ve really enjoyed meeting all kinds of people and they bring such uh uh laughter and levity in life to my journey. And I’m so grateful for that skill. And I wish everybody had that. I want everyone to have that skill where we remember that we’re relationship oriented and to, to, to risk talking to another because you never know where that conversation is gonna take you.

[00:23:21.78] spk_0:
We’re relationship oriented. Yes, treating people like uh, simple golden rule a lot of times. It sounds cliche, but you know, to treat people like you’d like to be treated, you’d like to have them treat you. But uh, I see it lacking in so many corners of our culture that I don’t think it is, it’s not cliche. I think it’s, it’s relevant um relationship.

[00:23:36.04] spk_1:
I just interviewed a a hospice nurse and

[00:23:36.85] spk_0:
it was phenomenal

[00:23:38.05] spk_1:
talking to

[00:23:38.64] spk_0:

[00:23:39.62] spk_1:
And one of the things I’ve been a hospice nurse, his job is to

[00:23:42.65] spk_0:
help shepherd

[00:23:44.27] spk_1:
people, you know, that are dying uh

[00:23:47.47] spk_0:

[00:23:47.68] spk_1:
the next next place, you know, and

[00:23:49.79] spk_0:
and and help the families to help

[00:24:08.55] spk_1:
all of it. Yeah. And it was really cool. I said what’s the greatest lesson? You know, I’d ask them three things questions and right now I’m not thinking, I can’t remember the first two, but I remember the third point and that was that he was saying that that the golden rule,

[00:24:11.74] spk_0:
he said was

[00:24:17.15] spk_1:
a rule that he believes is outdated. And I thought, whoa, that’s pretty strong statement, the golden rule of studying world religions. Every world religion has some version of the golden rule written in their sacred transcripts that is do onto others as you would like done unto you. And that’s been a big guiding principle that many of us have been taught throughout our lives. And it’s it’s a it’s a great guiding principle

[00:24:43.49] spk_0:
and he

[00:24:43.92] spk_1:
was saying that it’s outdated and even Assumpta tiv and I thought wow this is bold, what do you mean by that? And he said, look I’m here helping people that are dying and if I do onto them as I would like done unto me, I might put a pillow underneath their knees or I might grab a cloth

[00:25:03.75] spk_0:

[00:25:36.11] spk_1:
put it on there because I think wow, this is what I would want, I want to, you know, a cold cloth on my forehead and what he’s learned is what he’s calling the platinum rule which is to do onto others is they would like done unto them that way. It’s not presumptive, it’s not, it’s not, it’s not me thinking I know what’s best for you. It’s me actually taking time to check in with you and say, hey how can I be of service to you and then offer that value? I thought that was really insightful. So given Given given no no rule where there’s takers and people that are not cool, okay, I like having the golden rule as as a good guide post and then I think if we’re thinking about advanced leadership and communication skills, I like this idea of the platinum rule doing onto others as they would like done unto them. I think that if we get more into that realm uh then we’re really uh building a very cooperative and caring society.

[00:26:08.74] spk_0:
Are you a musician? Eric play an instrument? I do

[00:26:09.77] spk_1:
love music. What do you play?

[00:26:13.21] spk_0:

[00:26:13.39] spk_1:
know I play uh I play the guitar, the drums, uh the shaker. Uh I always thought it’d be fun. You know all these cool people start all my friends that are rock stars, you know they they’re a lead guitarist and they start a band or they could even be the bass players, start the band, maybe even a drummer that starts the band. But I always thought I wanted to be the guy that started the band being the egg shaker.

[00:26:37.09] spk_0:

[00:26:37.15] spk_1:
always thought that’d be a that I thought that’d be a fun way to start a band. What do you do? I’m the egg shaker.

[00:26:42.49] spk_0:
Is the shaker. Is that the is that the instrument? That’s wood and has all the beads around it. Is that the shaker?

[00:26:48.26] spk_1:
Yeah there’s so many different, yeah there’s so so many different versions, you know I just

[00:26:57.13] spk_0:
hold it a little closer hold it closer to the mic when you play your

[00:26:59.81] spk_1:

[00:27:04.91] spk_0:
Yeah like

[00:27:05.32] spk_1:
that that’s a shake

[00:27:07.32] spk_0:
is your guitar very far away.

[00:27:11.29] spk_1:
Yeah that’s not near me at this

[00:27:12.75] spk_0:

[00:27:15.62] spk_1:
itself on music. You know you know, one thing I, one thing about music is

[00:27:19.76] spk_0:

[00:27:58.54] spk_1:
really is the universal language is the guy that studies language and, and wants to connect with people. Uh, it’s, it’s, we were in Morocco and just rolled up in the, in the souks there and some Moroccan guys playing guitar and singing, which you know, I don’t even know what he’s singing and uh, you know, Sarah and I are walking by and I have a shaker in my bag and all of a sudden just stop getting next to him and start shaking and all of a sudden there’s a crowd of people and we’re making music together and smiling and laughing and hugging and it’s just, it’s, it really is. It’s uh, I think the two universal most powerful things we, we can do is smile. I think smiling is a universal language that transcends everything and, and welcomes people in. And I think uh, singing and playing music is another one that just creates community instantly.

[00:28:16.51] spk_0:
Know what I love about smiles. Even through the pandemic when everybody was masked, you could tell if somebody was smiling at you.

[00:28:25.16] spk_1:
Yeah, the eyes,

[00:28:35.27] spk_0:
the eyes get a little squinty and you could just, and maybe they wrinkle a little bit around their temples and the face exposed enough of the smile around the, around the mask that you could tell when people were smiling at you. I always like that.

[00:28:44.62] spk_1:
Me too. That’s a sweet visual,

[00:28:54.55] spk_0:
You’ve done some work with nonprofits for nonprofits. What what’s, what’s been the impact of that work

[00:28:58.23] spk_1:
on you?

[00:28:59.10] spk_0:
You on, on you, not on the nonprofits, on, on eric

[00:29:20.33] spk_1:
on me. I, you know, I started so young. I’m really grateful for my family having a value of service. And yeah, I started really young volunteering for camp and then volunteered for the special olympics being a coach. And then

[00:29:25.37] spk_0:
when I

[00:29:26.21] spk_1:
was in college, I ran the volunteer center, got invited to

[00:29:31.25] spk_0:

[00:29:32.05] spk_1:
the olympic torch. Uh, ended up becoming

[00:29:36.13] spk_0:
a vista

[00:29:42.99] spk_1:
volunteer, which is like the current AmeriCorps volunteer. Um, yeah, you know, I think, I think the,

[00:29:46.22] spk_0:
the big

[00:29:53.72] spk_1:
takeaway for volunteerism for me is that beautiful adage. Today I met a man

[00:29:55.37] spk_0:

[00:29:56.00] spk_1:
had no shoes and he complained

[00:29:59.84] spk_0:

[00:30:23.51] spk_1:
he met a man who had no feet and I think that has been such an impact for me that just being in the volunteer community. Uh, it works on so many cylinders, you know, to, to be of service, to make a difference to remember how grateful I am for my life and all the blessings that I have. Um,

[00:30:24.54] spk_0:

[00:30:43.59] spk_1:
it’s, it’s meaningful work. It’s just, it feels so meaningful And um, you know, that’s a big thing I learned on the farm. The farm culture is, is, uh, we always talk about the difference between consuming and contributing, You know, that’s a great question to ask. Are we consuming more than we’re

[00:30:47.68] spk_0:
contributing? And

[00:30:49.20] spk_1:
we’ve become a very consuming culture? Give me give me take, I want I need this is my right, this is and and all that is,

[00:30:58.66] spk_0:

[00:30:58.84] spk_1:
doesn’t bring us closer and it doesn’t build

[00:31:02.28] spk_0:
um cooperation

[00:31:17.40] spk_1:
or inspire civility. It’s it’s it’s the opposite. And I think if we walk around in our lives showing up anywhere in our lives and ask ourselves this question, how can I help?

[00:31:20.26] spk_0:
And that

[00:31:21.28] spk_1:
uh is just a beautiful question just to ask, how can I help? How can I help in this moment? How can I help in this moment? How can I help in this moment and to be people that are of service always. So I for me, I think probably now I I’ve conflated, I don’t see myself volunteering anymore. I don’t, I just see myself being of service everywhere. I can

[00:31:53.76] spk_0:
you do a lot of executive coaching too. And so how do you how do you see yourself in service to, to those folks?

[00:31:57.31] spk_1:
You know, my executive coaching career started

[00:31:59.74] spk_0:

[00:32:08.47] spk_1:
not I was studying speech communication in college and emphasis on leadership and one of my assignments early was I had, I had worked with the United Way in SAN Diego at the time and

[00:32:17.12] spk_0:

[00:32:17.46] spk_1:
Ceo, the guy was running the United Way there in SAN Diego I had offered as one of my thesis papers to do a communication audit

[00:32:27.81] spk_0:
with him

[00:33:20.12] spk_1:
and that was the beginning of my journey where I went in and I interviewed and studied the Ceo and asked him what was his mission, what was his vision, what are his guiding principles, what are his commitments, what are his values? And then identified essentially what his um rudder was to his boat uh and what his, his, what what what pushes and what pushed and drove him to be who he was, what was the sum total of his character. And then we figured that out. And then I created a survey that would then go test who he says. He was like the assignment for me is to to make sure that what we’re saying and who were being is in alignment. And so I got a chance to go interview his wife, go interview, his colleagues, go interview people on the board, go interview his son and then be able to go check

[00:33:30.26] spk_0:

[00:33:31.03] spk_1:
and go, okay, this is what this person says they value and then what’s

[00:33:35.15] spk_0:
the experience

[00:33:36.97] spk_1:
that people who are in that person’s life have of them and is what they’re saying about who they are in alignment with what people’s experience of them are. And it was absolutely fascinating to be able to go come back and report back to this person the blind spots in their life. That’s one of the things that I’ve learned so much by talking to wise people is

[00:33:59.49] spk_0:
that there

[00:34:49.59] spk_1:
is what we know, there’s what we don’t know and then there’s what we don’t know, we don’t even know it because we don’t even know it. And it’s that blind spot that we don’t know is the thing that will trip us, prevent us from getting the promotion, will have the husband or wife wake up one morning and say I’m leaving. It’s it’s just it’s the part of us that we just I can’t see who I am to you. I can only I’ve got my own perception of who I am. I’ve got my values, I’ve got my principles, I think I’m being this particular way. I convince myself of being this particular way and then I walk through the world. And if I the only way for me to get access to this quadrant of what I don’t know, I don’t even know, I don’t even know it is to be able to to ask others to contribute. And um that reminds me of one of my early interviews with the president of coca cola Donald Keogh who and I you know the most powerful ceo in the world with the most recognizable brand in the world. And I had asked him what separates those who achieve from those who do not. And

[00:35:05.68] spk_0:
uh he

[00:35:06.85] spk_1:
said what separates those who achieve from those who do not is in direct proportion to one’s ability to ask others

[00:35:12.74] spk_0:

[00:35:51.81] spk_1:
help. And I’ve always thought that was just so significant. We’re a culture that that is afraid to ask for help or we think asking for help is a sign of weakness and it’s actually a sign of strength. And this exercise is asking the people in our lives for help to give us feedback on what what’s their experience of me? I know that you know with my romantic partners there, you know, um I can tell her all day long, I love you. I love you, I love you, I love you, I love you. But it doesn’t really matter that I’m telling her I love her. What matters is what’s her experience of me and is her experience of being loved by me. And that’s what this exercise does is it gets it taps into the experience that other people have, not just what I believe it is. And so these that was the beginning of my coaching journey where now I’ve done thousands of them and recommended to everyone, every executive or anybody that’s listening to this

[00:36:08.80] spk_0:
podcast. All

[00:36:32.90] spk_1:
of us can use a linguistic chiropractic adjustment from time to time and uh have have opportunity to just check in check in about who we are, what we are. What are the principles, What are the values, What are the the beliefs that we’ve been carrying that govern our lives? And let’s just check in and make sure that they’re still relevant that we didn’t inherit them from people that we don’t really actually value any more. Their outdated get really clear about who we are and what we stand for and then let’s go test that. Let’s go, let’s go talk to people in our lives to give us feedback. And what we talk about in my coaching clients is that language is either in the on position

[00:36:49.27] spk_0:

[00:36:51.41] spk_1:
the off position and we want to switch our switches from the off position to the on and this communication audit definitely gives us a chance to a get access to our blind spots, be able to then recognize that they’re there and then choose powerfully to switch them from a negative place to

[00:37:09.35] spk_0:
a place

[00:37:11.00] spk_1:
that serves us better.

[00:38:21.14] spk_0:
It’s the gap between our own perception of ourselves and others perceptions of us. That is what it is, what it sounds like and uh, that, that quote from the ceo of co coco of coca cola that uh, the ability of one to succeed is in direct proportion uh, with their ability to ask for help. I, I put that in a nonprofit radio sizzle reel uh, kind of a teaser reel because I, I think it’s such a simple bit of wisdom. Um, and it was gleaned from your hundreds of interviews on the, in the VW microbus journey, which is, which we talked about a couple of months ago and which of course is chronicled in the film, the journey. Uh, so I, that that bit of wisdom has stayed with me since we first met in 2000, whatever it was 10 or 11 or something like something like that. Um the ability of the ability to ask for help, you

[00:38:21.94] spk_1:
know, as a, as a, as an entrepreneur, it helped

[00:38:25.83] spk_0:
me, you

[00:38:26.02] spk_1:
know, I have been able

[00:38:27.79] spk_0:
to, to

[00:38:28.77] spk_1:
make things in the world

[00:38:31.30] spk_0:

[00:38:35.38] spk_1:
essentially, I’m not supposed to have made

[00:38:36.50] spk_0:
them because

[00:38:37.69] spk_1:
I don’t have the skills to do

[00:38:40.65] spk_0:

[00:38:41.62] spk_1:
And I think that’s what prevents so many people from accomplishing

[00:38:46.37] spk_0:
uh is that

[00:38:48.07] spk_1:
People wake up one morning and say, I’m

[00:38:50.30] spk_0:

[00:38:51.27] spk_1:
I’m compelled,

[00:38:52.86] spk_0:
then I’m

[00:38:53.25] spk_1:
gonna go do this thing, I’m gonna eradicate this injustice, I’m gonna go write

[00:38:58.38] spk_0:

[00:38:58.92] spk_1:
book, I’m gonna make this movie, I’m I’m gonna go do something really extraordinary. And after the initial buzz of making that declaration, they go tell some of their community

[00:39:10.50] spk_0:
about it.

[00:39:11.18] spk_1:
And then their community out of love says, oh, you want to do that thing. Well,

[00:39:18.07] spk_0:

[00:39:19.38] spk_1:
you study

[00:39:19.97] spk_0:

[00:39:22.34] spk_1:
No, Oh then you probably can’t do that, or you know, do you have a bunch of money? No, you

[00:39:29.49] spk_0:

[00:39:30.41] spk_1:
can’t do that. And you know, for my, my, I studied speech communication and I was telling people, I was going to make a film and they’re like, well,

[00:39:38.67] spk_0:

[00:39:41.43] spk_1:
you go to film school? No, well

[00:39:42.88] spk_0:
then you can’t

[00:39:46.04] spk_1:
make a movie then. And so there’s a lot of people that will

[00:39:48.75] spk_0:
put a lot of

[00:40:01.50] spk_1:
doubt and insecurity in somebody’s vision because their, their credentials or at the time that they’re talking about, it doesn’t match what it is that they want to make. And this idea of asking for help is just it’s it’s a bright light and a dark world. It just it’s a it’s a it’s a compass that that that gives somebody a chance to move from one place to the next. And that is that I was able to

[00:40:17.85] spk_0:
make, take a

[00:40:18.21] spk_1:
movie and not only make a movie, I was lucky to make an award winning film that has touched and inspired millions of people around the world and because I was willing to ask

[00:40:27.33] spk_0:
for help,

[00:40:37.31] spk_1:
that was the only reason why it happened. I had a good vision. I knew my story, I was willing to do the work. And the only way to make a movie at that time for me was to enroll Disney and to enroll Billy Crystal and Roland Jaffe was an Academy Award winning director, took me under his wing and it buys me and Henry Winkler, you know, the great actor and Fons and producer and director I had and and Michael Greer, who is an award winning editor, edited the film and

[00:40:57.29] spk_0:

[00:41:32.89] spk_1:
many people helped me make it into an awesome film. I’m I’m just 11 guy, but it took a whole village to make it happen. And if I wasn’t willing to ask for help, it would have never happened. And so that’s why I think it’s so profound is that anything you and I and and the listeners we want to create in our lives. It really comes down to having a clear vision of what it is we want and then go seek out people, why is smarter uh and ask for help. And I’ve discovered that that people

[00:41:34.07] spk_0:
want to help

[00:41:35.56] spk_1:
people find value and joy and their life’s purpose gets illuminated when there’s an opportunity for them to contribute and help. Another

[00:42:03.17] spk_0:
eric’s Epperson is keynote speaker, leadership and communication coach. He’s got that award winning film, the journey. You’ll find it all at eric Sapper Stone dot com Erica. Thank you very much again. What a pleasure! What a pleasure!

[00:42:07.65] spk_1:
You know, a rising tide lifts all boats. Thank you so much. I was a privilege to be here on your show. It’s a privilege to be your friend and I know you all these years and I’m grateful that we get to stay connected uh and and uh and and keep keep popping back into each other’s life,

[00:43:08.20] spk_0:
genuine pleasure indeed. Thank you very much ERic Next week. Inflection points in your non profits growth with Brooke richie Babbage! If you missed any part of this week’s show, I Beseech you find it at tony-martignetti dot com. Our creative producer is Claire Meyerhoff shows social media is by Susan Chavez. Mark Silverman is our web guy and this music is by scott stein, Thank you for that. Affirmation Scotty B with me next week for nonprofit radio big nonprofit ideas for the other 95%, go out and be great.

Nonprofit Radio for January 12, 2018: Free Coaching In 2018 & Maria’s 2018 Plan

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Welcome to twenty martignetti non-profit radio big non-profit ideas to be either ninety five percent on your actor named oh, i’m glad you’re with me, i’d suffer the effects of organ neo-sage if you got taste saying you missed today’s show free coaching in twenty eighteen, four coaches small non-profits nationwide through its network of volunteer specialist in marketing, hr technology management finance and mohr kurt kurt springstead is from the northeast region, and he revealed how to get free, ongoing support for your organization and maria’s twenty eighteen plans. Maria semple has strategies for your fund-raising digital marketing and trusted research prospect, research contributor and prospect finder. I thought he’d take you twenty eighteen plans all this month responded by pursuing full service fund-raising data driven and technology enables, tony got a last person and by wejust piela guiding you beyond the numbers. Western piela dot com hello durney credit card processing into your press of revenue stream. Tony dahna made black teller i’m pleased to welcome kurt springstead to the show. He is a certified mentor and chairman for the score northeast new jersey chapter his near forty year career was in information technology and ranged from programmer trainer and adjunct professor. Tow it, director, consultant and non-profit boardmember score is at score. Mentors and score dot org’s. Kurt springstead. Welcome to the show. Thank you. It’s. A pleasure to have you, um, score. Now, i i grew up with score being the service corps of retired executives, but that’s ah, that’s. Old news, right? Yes. We’ve dropped that. That acronym? Because it turns out that nearly half of us are working to some degree, many full time in some part time. Okay, so so i was like, like, aarp is no longer the american association of retired persons. It’s just aarp like that, right? Like that. Okay, um, and score is nationwide and supported by the small business administration. Technically, we have our own funding from the directly from the government, and we’re a partner of this administration. They just kind of helped me or the money out. Okay, okay. But of course, score is itself a non-profit so people can give to score and support the work. Well, the way we have our own non profit foundation called the score foundation. Okay, in order to to accept funds donated from the public or from corporations that want to sponsor is because as a government agency, which is what we are, we obviously can’t take donations. Oh, you’re still you like you’re a part of small business administration? Not just i thought, supported by the website says, supported by i thought that meant like you get grant, you get a grant from score. I mean, from s b a. But what exactly happened? Wear actually empowered by an act of congress and they give us a small grant that they they ask our big brother, the spd administer. Okay then, when someone tried to donate a large sum of money a few years ago, we had to figure out how to make advantage take advantage of that. So i created the square foundation, which then sponsors various programs that were involved in whether it be training or outreach. They allow us to be more effective than what we get from the government. Okay, so the yes. So the score mentors are acquainted with non-profits not wanting to turn down gift if they don’t have to. Absolutely. Well, we we end up in our particular chapter having to raise nearly half of the money we need to operate. So we understand all the all the issues that not-for-profits okay, excellent. Eso s o score is i think i feel i feel like my voice just crafting a score score score score is mentoring that is on coaching that is available nationwide, including for non-profits let give us a sense of the breath of this. What? What? What non-profits could learn? Sure. So, yeah, one of the key services we do offer is confidential and free mentoring for as long as you’ll have us. And, you know, there’s about thirteen thousand of my friends in three hundred thirty chapters across the country with people who have done everything you can imagine serial entrepreneurs, uh, people with industry specializations, i spent a lot of time as you mentioned it, but we have people who are retard lawyers piela people have come from not-for-profits organizations and so on, and then what we offer you is whatever services you might need it’s really, in terms of a coaching, a relationship. So if you were people come to us with simply a gleam of an idea, i’d like to create an organization or like to create an entity that does the following and i need to know where the steps are. What are my resource is? How do i make it happen? And since most of us and our careers have been down that road already, either in for-profit or not-for-profits we can i tried to tell you where the where the dangers are and what kind of decisions you might have to make. Okay. And that’s, that’s, that’s pre startup. But our listeners are are already in non-profits, you know, vast majority is already in non-profits so i first of all, i just love the idea that this is available to us as us taxpayers and non-profits ah, you know, in part supported by our small business administration. I love that guy like that, right? So actually, you should be really important. Happy the taxpayer because for every dollar the government gives us, we return fifty dollars. I don’t think there’s any other group in the government that actually gives money back. Is that right? Yeah. Okay. So the yes. I mean, well, you know, we tend to see a lot of people who are looking to start a business, but probably nearly half our business. People who already in business. Ok. For a significant period of time, and so the services are the same. The questions they’re sometimes different not trying to find out necessarily where to go, but we have some trying to grow or i’m thinking of adding a new line of service, or i’m struggling with managing the people that i have a client come to me has been a business for twenty five years, and suddenly the numbers went went rid. She had no idea why that happened or what was going on had, uh, any number of people who come to us with, uh, you know, i just we feel we need to grow. We need to serve more of our clients. We’re not getting out to the the community we were designed to serve. How do we make people aware of us? How do we get volunteers? All those kinds of questions that we run into excellent. Okay, so so even though it’s small business administration, you know that there’s a reason that you’re on non-profit radio i want listens to b b certain that they can avail themselves of this inn non-profit so so whether it’s marketing or law or human resource is a righty or accounting? What? I mean, like any any business functionality is available for the is available as coaching and mentoring that i haven’t run into anything yet that i can’t find, you know, the reality is that for, you know, a cz you’ve mentioned, i’ve been on board and, you know, i’m i’m running a fifty person ah, small non-profit myself locally with the team that i have, so i’m struggling to find more money trying to struggling to find volunteers, i’m tryingto struggle to keep them engaged, too. Figure out how i can reach more clients, which is one of the reasons is wrong with you today. What can i do to make sure that everybody knows our service is out there? So we have the same kinds of problems, the same issues. So, you know, sometimes you need legal advice, and i appreciate the nuance that there are some regulations and some decisions that are different for those of us who are in a not for profit status and the have you got a charitable registration you need to set up? How do you? Some of the legalities of when we hyre people on how we treat them are a bit different howto do with the tax situation. I mean, one of the most interesting questions i get it someone has come to us, has had a for-profit business i have working with a woman who’s been teaching art for a number of years, but now she wants to turn it over and offer some of her courses for free on the internet. And she was going to look for grants. Well, unfortunately, she’s a commercial operation and the number of grants for a commercial operation are quite small. So we started to talk about how she might look at establishing an aw for-profit and attract people to make donations to that business. So i, you know, i’ve only been with score about three years, but i’ve been all over the map. So in terms of those kinds of questions, i can’t help but notice the similarities between my four business work in my not-for-profits although, as every business has its own unique nuance, um where where we do our best to help with that? Yeah, we have to take our first break so you just hang out for a moment and it’s time for a break. Data driven fund-raising field guide that is their newest resource on the listener landing page. There was more data generated in twenty, sixteen and twenty, seventeen, and in all of previous history made that is amazing and it’s too much for you to deal with a field guide to help you translate the data. You have the fever got into actionable inside, drive your fund-raising so you can act on your data, not be stuck in its muddled through it. You know that, ah, fancy report that you get out of your fund-raising starita basis is not worth anything. If you can’t act on it and have it helped you in your fund-raising what is taking what they’ve learned in working raise large organisation, and they have boiled down to basic principles for you in data analysis. The data driven fund-raising field guys it’s at tony got a flash for students capital p now, back to springstead and free coaching in twenty eight i’m with kurt springstead on, we’re talking about score, which is consulting, coaching, mentoring, that’s available to you in all these different areas that that kurt has been touching on anywhere in the country. Him he happens to be in the northeast new jersey chapter, but how many three hundred chapters you said throughout the country, country hundred thirty welcomed the beauty of it is we have a significant number of clients that we service, uh, who who are comfortable with an exchange of e mails, and we’ve also started in the last year or two significant amount of mentoring the video conference, so if the particular expertise you need isn’t in the small team, in your neighborhood or in your your area, then with some help your you, khun, search and find a person anywhere in the united states, and you can make the arrangements to work with it. I was working with the young man who originally met with him in kentucky or talk with him while he was in kentucky and one day we were chatting while he happened to be in china working on this project, so we’re no longer bound by the code we working. Okay, excellent. All right. Very good to know. All right, so if someone wants to work with score, we want to take advantage of this vast consultancy basically that that’s free to us way get started with the the website it scored out. Or gore or how oh, that is the most efficient way to do it. Okay, you go to score dot organ, you’re going to find one of several buttons that it’s going to or hidden around the screen or on the screen that will tell you, you know, meet with a mentor. And at that point, you’ll be asked to you know what? How do you want to do that? Face-to-face email whatever you type in very minimal information that your name and address phone number email a little bit about what you want to talk about and hit entering within two business days. Somebody is probably going to be back in touch with you trying to establish the appointment to move ahead and you make a distinction between mentoring and consulting? How do i know which of those is better for me? Okay, well, actually, there you’re going to be with one person. We find that we have to wear a couple of hats were primarily mentors and had been a consultant most my life. I could make a hope, a simple distinction. A mentor, a guide you through the process asks you questions, ask you to probe things, operas you advice and counsel and points it out, but allows you to come to your own conclusions. We make no judgments about what it is you’re proposing to do or how you propose to do it, because ultimately it is your business. But there are times when what you need is information and instructions specifically how to do something and when we can do that, you know, we can’t practice law, and we can’t do the work of people do, but we can we can help you review a business plan, our build, you know, proposal to a bank. We’re going to coach you on that when i was a consultant, i i also would charge you to do that work or i do it for you. We are not. Equipped to fill out your business plan, but to help you go through that. So most of the time were mentors were were advising coaching, encouraging, sometimes supporting when times get tough. But every once in a while you need someone with the main expertise. Oh, and that’s, when we put on our consulting hat for a bit of time. Now, how do you get familiar with the work of the non-profit before this before this initial meeting? So so the initial meeting is for the purpose of, of understanding. What is it you want to accomplish? Where are you? What have you done so far? And then establishing a game plan? And one of the key things is do we need other players in the meat in the mix? That’s the advantage i have i i i’m probably meet with you with someone else anyway, just because more people that are listening, the better hyre information will gather anyway. But then if i know that there’s a particular expertise or challenge at the moment, then i can go out and make sure that i have the right person with me at that time, or i might need to do. Some more research to find out through my other channels, other partners that we work with to make sure that we have the information that you’re going to need or the access so the resources that you want. So that first hour, so it is really sort of like the doctor taking your vital signs, we need to kind of know what we’re dealing with first, before we start begin to do any kind of diagnosis. I mean, many people come to us, i think they have just a quick question. They want to get answered, and and that may be true, but oftentimes during the dialogue, they come to the conclusion that they there’s more than they had asked for the problem’s bigger or the questions are broader than they had thought and that’s that’s why we look at that first meeting is simply this sort of the diagnosis, okay? And you’ll stay with them. You said it’s a cz long as they’ll have you. Right, so the ad varies a bit by by chapter, but in our our chapter, the basic model is if i were to work with you, for example, i would intend to work with you for as long as you have me and as time would go on, i would expect you would need to have many different resource is, and you’d need things well beyond whatever my expertise might be. So i’m going to just make sure that i’m going to be your single point of contact with score throughout that entire relationship and get you the resource is that you need within score and without way our research, your partner, the fda, there might be a time when we need to reach out to there were two other governmental agencies, for example, to help you with something you’re trying to do and that’s the ideas we have that you can you can build that relationship with deaf. You not constantly telling your story to new people who might show up the answer a question, i suppose it’s something general, i’ve had guests on talking about, you know, planning on dh here we are in january talking about planning for the new year, i suppose it’s like, you know, i don’t feel like my will keep it in your in your ballpark, you know, i don’t feel like my eye is is adequate. You know, but i’m not really i mean, i don’t feel like the programs we have or the methods we have, like we’re two spreadsheet dependent, but, you know, i’m not really sure what direction to go or what, and i don’t know how much you know, money i need to spend, i suppose it’s something you know as general is that, uh, you know, sort of nebula nevertheless, is that well, that’s actualy pretty specific. Thank you, really? For that i was trying to give you a hard i was trying to give you a hard hypothetical. Yeah, so the whole idea’s, because i happen to have that the main expense, i’d start asking in little more in depth questions and understand and why you have these feelings with the challenges are what, what your current situation is preventing you from doing what things you think you’d like to be able to do, and we could talk about whether or not your system would do that. And then because i’ve had thirty or forty years, i can start to help you figure out how to shop for a new solution. If that’s the right case i could give you. Some ideas of what the orders of magnitude of expense might be the time to get these accomplished some thoughts about the steps of going forward, you know, recently have been advising a couple of people who are creating app in their particular space, and it’s it’s been a lot about strategy? You know what kind of a platform that we put it on when i have no money to start with? And then what do i do if i open up my app and i suddenly become, you know, huge, i’ve got, you know, one hundred thousand users where am i thought i might have a thousand on the first day, so all those kinds of things, you know, we’re equipped to do it, and, you know, it doesn’t it’s not always going to happen in a one hour session, and we understand that, yeah, of course, yeah, now i assume this is all confidential, absolutely pr every year we’re we’re required to re certify on our code of ethics and the number one tenant is confidentiality we that’s built into the when you actually agreed to be a client, you’re you’re covered by that, and i could just tell you from my own experience, unless we engage of one of my colleagues into a into a particular client, i’m not likely to be speaking about your personal situation with other members of the team. Frankly, just no, no need to do that. So you could be you can be absolutely certain that whatever we talk about it it’s just between us. Can we bring in other people from the organization? If i want, maybe it’d be helpful for you to talk. Tio my c f o r a boardmember can we can we engage multiple people on our on our side? Absolutely. We recently had a team of from my office to meet with the entire board, a new organization to provide some residents living facilities for people with special needs. And they were struggling with there being pressured but costs. And so it was important to get the full perspective from from their, uh, their leadership to what they thought their challenges and issues were. And that was so we had a nice big meeting, so we’re oftentimes it’s scaled up. And that sounds like a good story. Good non-profit story. How were you able to help? Those folks they st louis where they, you know, they gave us a rundown on what they saw, their challenges and what the in terms of the quality of people they needed toe hyre because of the concern for the people that the population they were serving, the challenge is about how they were funding the business. There were some options available to them, given the structure of some of the reimbursement that’s available through healthcare plans and such on dh ahs well as the diversity of their program, and we were able to share with them from our differing expertise. I had someone who had financial background, and there was another one with people back, personnel background, and i looked at some of the systems approaches, we were able to provide them with some frankly, in their case, so a way of sort of prioritizing the many challenges that that they had, and that seemed to be a recurring theme by the way that we run into many of the existing businesses there are there are so many things we could work on that sometimes we can’t make up her mind, which is the one that, uh, it’s going to be the most productive well and that’s, that and that’s a big challenge, of course, in the non-profit community, especially now, as you know, if if if we see government funding reduced to the point, where are our state can no longer offer services, you know, i think a lot is going to fall to non-profits and prioritization is going to be the challenge. I mean, this is gonna be so much more that needs to be done. Can we do it? Should should we be doing it on def? So you know how right? And, you know, i think the other thing is that for many clients of in both the non-profit world as well, the for-profit world, sometimes the best be that outside force or that outside opinion, um, your board is a good team, your volunteers were good team, but you you are not already looking through a filter based on your day to day knowledge of what, what you do and how you’ve done it. We come in with with none of those constraints, we don’t we don’t know everything about the business, so we’re not afraid to ask stupid questions or two proposed the idea from another industry or another space that perhaps could be adapted to your space. One of the interesting things we teach some business start up ideas, and one of the concepts in there for one of the leading thinkers is that there are no new business models. There are simply people who were innovatively applying business models into a world where they have not traditionally been used thinking of things like amazon into the book market, for example. So sometimes it just creates it’s just good to hear somebody who doesn’t already have the corporate think, if you will say, agree with your idea or think that your priorities are correct. What about around social media? If i if i feel i’m struggling, i’m not sure which which channels to be in? Um, i’m not you know, i don’t feel like i’m thoroughly engaged with people you know is help with social media within within the score of expertise to a degree, yes, i would be we find that more often than not just because of this, the fact that it moved so quickly, even with some of the the younger subject matter experts that we have on our team it’s just hard to keep up, so we understand i mean, frankly, is an organization we were struggling every day and constantly checking to make sure that what we’re investing in, what we’re doing is social meat is working, but so we can give that some overviewing could put that in the context of other efforts that you might be doing to get your workout, but we also can help you identify a partner if that turns out to be the right thing, because there are two aspects to it through the strategic aspect, which we can offer probably more help with, and we have we have, you know, hundreds and thousands of resource is on our national website on a variety of topics, several of which are around that we also produce a webinar every week on a different topic and oftentimes social media’s his way one part of that so we can provide that overall information, but sometimes it’s uh, i will just tell you that score we’ve hired a contractor who actually implements a lot of our strategy and making sure that we’re getting post out, helping us figure out howto measure and find out if it’s actually working if we’re if we should be boosting post if we should be buying at how are we using our google place that nature so we can get you two started in that the right direction? Sometimes all we can do is help you be a good customer when you have to go out and buy a resource. Because you what? You really someone who could come and spend time, day after day doing the work for you, which were just not structured, right? Right. That’s, not yours. Ok, but but you can’t help identify the questions we should be talking. We should be asking potential vendors and identify the for us, you know, a process for for hiring, whether it’s frankly, whether it’s, a social media manager or ah or an outsource cfo or right. I mean, you can help with that, you know, acquiring the expertise? Absolutely. And so it will be better than just sort of, you know, hitting up google and looking for the one in neighborhood. Yeah, we’ll give you some some measurements of some things you can ask during the interview. What should you look for in their in their background or in their proposal, if that’s the right thing and some sort of sense of perhaps with the fees and costs on toby, i’m thinking about this, too. In terms of finances, you know, a lot of people, lots of people get into non-profits started non-profit because they have enormous passion for some cause and let’s put aside the question whether forming a non-profit was the right business decision to make or not because they already passed, that they’re already incorporated, but they often are lacking the business savvy that it takes two to scale and sustain. And i think i think financial issues particularly stand out what you know suppose suppose that’s me, i mean, i got a lot of passion and i’ve already incorporated is a non-profit but i’m not sure i’m accounting correctly, you know, people talk to me about ah, accounting software, you know, how do i start? Right? And you have the reality also is this significant potential legal and issues if you don’t do that sort of thing, right? So yeah, that is that’s a very common peace. I would just tell you that very few people who go into business a cz well, who might have a passion for a not for profit uh, area really ever intend to be the business person they wanted. They want to serve the population, they wantto feed the cause they want to, you know, sell the best pizza, whatever it might be. So and then they say, oh, not so now. I’ve got to run this business thing and double these forms, and the government wants something, and i got to write a check to this guy and i just, you know, what’s all this about and that’s where we can provide a couple of layers of support sometimes it’s simply where those of us who are from score who have the financial chops of the management chop could just be that that mentor we meet with you on a fairly regular basis, help you realize, you know, figure out howto watch the pulse in your company and make some of the long term, bigger decisions if you’re comfortable doing the day to day checkbook and that sort of thing, okay, for other people, it’s it and, you know, maybe you’re lucky and you you’ve blossomed you in your really big skill, you know, i was on the board of a couple of not-for-profits that are, you know, had million, multi million dollar budget. So we we had professional accounting firms to do it eso again helping to find the right people. But also, you know, people will tell you, make sure you do the right accounting and so on. But you need to go with them and help them explain to them well, what your strategy, which your long term plan for the organ ization? Where am i going to go next? Because that might affect what they do today. So we can help you crystallize and formulate those plans on growth situations. And then you have someone who could do the day to day blocking and tackling. If you do need sources of funds, where do i find that? You know, if i’m not for-profit i have some opportunities. Perhaps go for grants. How do i write a grant? Where would i find a grant writer? Do i need a grant writer? That kind of thing all come up as we go forward. And then also how do our their limitations on the money that i have? I can tell you that in my organization. There are certain things that i can’t pay for with the money the government gives me to operate, but i can pay for with the money i get through donations off. All right, so these are all factors that we many of us have expertise we have their knowledge of and worst cases again, we will help you become the better informed consumer of services for by a professor. All right, we have to leave it there. I just wantto make sure that people understand, too, that there are a lot of do-it-yourself resource is at score dot org’s articles outlines templates. Kurt mentioned one hour webinar every week, so i’m encouraging you for twenty eighteen to check out, score, score, dot or ge and at score mentors. Kurt springstead thank you so much, my pleasure. We need to take a break. Redner’s here’s a testimonial, i was on my new position when i began working with regular piela my confidence, i can have grown knowing that i can rely on the professionals to answer any questions and make recommendations that will ensure the success of our non-profit you were given sound advice enabling us to increase investment income while at the same time, protecting you. Ask that. I trust and respect our audit team on the forward to their annual visit and vote. That is, from a midsize religious organization in the big graft. Dahna look at this. I mean the people of more than piela e-giving investment income on that’s. Good advice. And the person looked forward to their orders. I don’t think you have no properties are looking forward to order. I think they’re more feared, maybe dreaded, but it’s not a fortune from the midtown religious organization in the mid west and diversity of expertise reminds me of all the guys that they have all the guys, guys, guys, all these forms in ten places and white papers on diver subject oppcoll way beyond accounting. No, lecter goes way beyond the numbers for their clients. You know that you’re supposed to change audit firms every three years to get a fresh perspective on your practices on the first set of eyes looking over your books and your management management processes. You want the advice of a firm that goes broads help you? I think you know beyond the balance. So that is what i’m always saying. They go beyond the numbers talking on one of the people you could talk to. Is you too, who’s? Been a guest on the show martignetti piela dot com that’s not tony. Take two. Well, it’s almost for your twenty eighteen planning there’s. More coming after this one next week. Takagi what is the new tax law metoo for your twenty eighteen? Hundred. And on january twenty sixth, it’s gonna be me and amy, i’m gonna be talking about starting your plan e-giving programs in twenty eighteen, and then amy sample ward is gonna have her twenty, eighteen plants, just like maria has plans coming up very shortly. We’re supposed to have joe garrett. Unfortunately, he had a family emergency, couldn’t make the day that we were gonna be recording, so we’ll get joe garrett back fund-raising plan. But instead of joe playbook, that i get that, but i’m always got, so we have got you covered for the whole year, all month of january, that is all you got to do. My pleasure. Welcome. Maria semple, prospect finder, trainer and speaker on prospect research. Latest book is magnifying your business. Six tools and strategies that growing your business or your non-profits our joy and if they’re free, get the prospects finding dot com and at maria semple welcome back, maria semple. Happy new year. Happy new year county. How are you today? Thank you. Doing great. Thank you very much. It’s. Good to talk to you. And and you’ve been thinking through what i’m calling maria’s twenty eighteen plans. What are you going to start with? So, you know, i thought i would give a little bit of a mixed some tips that i might be, you know, might have offered through my focus. Well, it’s, um, it’s really focused in on prospect research in particular. And just, you know, trying to make sure that non-profits are a cz short up, as they possibly can be for the upcoming year. Okay, so that book might like that magnifies your business school gravity’s growing your business or your non-profit looking talking about? Yep. That’s the one that’s, the books magnifying. Okay, i wanna make sure that was it. All right. So what? Do you want something? Well, you know, i was thinking about thie importance of really solidifying your relationship with individuals. Andi, this is where i think non-profits really have the greatest strengths on dh, their greatest opportunities as well, for growing. So, you know, when you think about, you know, launching a major gift effort or maybe upgrading your major gift effort, this is really the year to do what if you haven’t done so already? So, you know, sort of a first step that you might consider doing is to do a database screening. There are a number of companies out there that will screen your entire donordigital base, um, so that you’re really able to kind of elevate those those prospects that might be hidden in your database and give you an opportunity that you know where to focus your efforts. All right? So you’re encouraging diversifying into an individual e-giving program if you don’t already have one that’s, right? That’s, right? But you need to know where we’re to focus so very often if you’ve got a board that’s been changing out a lot or you’ve got, you know, a lot of staff changes and so forth. And you really don’t have that longevity and people really standing who’s in that donor database, so you’re able to sort of look at it on your own, obviously that’s seen cheapest way to do it right? Because now you’re not, you know, outsourcing anything, they’re not paying anybody to screen the database, but i really find that when when organizations take an opportunity to do that, it gives them the chance elevator to the top, the names of the people they should really be focusing in on. So, you know, you might even do it. Has a lot of the companies will allow you to send in a batch and test your database to see, you know, if it’s going to be worthwhile. Thio do the whole thing. Okay, um, something else you want to have in place before you do a major gift on individual individual giving program, major gifts or welchlin yeah, you’re gonna end up with maybe get program if you take this important step starting individual e-giving program’s going to end up with major donors, some are goingto give more brothers, but either way, you want to have ah, constituent relationship matters in a database. You crn database in place on dh. There are very affordable ways of doing that there’s so many different cloud services and there’s some that you just played by the records. So when you’re starting small, you know, you don’t have to have the major’s your commitment, maybe database, that, uh, that is only going to have a couple dozen names in the beginning, but you want to have a way of capturing all those relationships all those different data points with people because of something that you just mentioned area staff turnover, when when one person leaves, they’ve had all the conversations with, you know, half your donors, uh, you don’t want to lose weight, and i talked about that. You don’t want to lose all that precious information, right is right, and, you know, it’s a problem as as i’m sure you’ve seen in your own consulting that happens time and time again, where you get in there and you talk to an organization and they say, you know, well, you know, i’m new here, i’m only on the job three months i’m really not sure what those relationships were like on dh then you find out that you know, a lot of conversations and so forth, which simply not recorded anywhere. Elearning yeah, i mean, the last thing that you want to do is call the donor and say, hi, you know, my name’s, maria semple, on our new year of the organization, and i’d like to get to know, you know, for your interest, why do you give to us, you know, i mean, you should know that you should know all of that information. Yeah, i just had that conversation with your your predecessor two months ago, so so database screening find find people on, of course don’t only pay attention to the wealthiest in your in your in your database on that also have your e r n, right? Okay, you’re you’re also encouraging, looking into recurring yeah, you know, this is a place that you have an opportunity to garner, and i’m going to say those smaller gifts, those people that will commit ten dollars in most twenty dollars a month, whatever it is that’s hating their credit card, everybody so, you know, many of us are already used to paying whatever netflix, whatever this monthly charges that’s hitting our credit card accounts. On dh so it’s already sort of been absorbed into our monthly budgeting and so forth. And so if you can convince people to start setting up a recurring, uh, payments to your organization that’s going to go a long way to helping booth and of course, you’re not talking to the major gets here. You are talking about getting people in, perhaps at a much lower entry point and keeping them engage. I think it’s pretty standard practice, but i was going to make this explicit no on that donation page that you’ve got. You want to have a button for making monthly or something like that so that the person who is giving at a level that could conceivably be the monthly recurring donation could easily do it, you know, you know, ryan and i have to go in someplace special to make a set of recurring giving, i think that’s pretty standard, but i want to make it quick, make sure hyre no, that could be it could be very valuable. And you know what we get on saying that people just forget about it and fills, usually until their credit card expires, and then they’re reminded oh, yeah, no, i got this thing, and then and then sometimes that’s an opportunity for you asking for upgrades when a person is reevaluating. I mean, yeah, there’s always a chance that they’re goingto stop those donations at a point like that. But there’s also a chance that they’ll they’ll increase it. So you use a of failed transaction as an opportunity to essentially increase. Yeah, yeah, and, you know, it’s an opportunity for you to really start using the language that you would use, maybe with a major gift donor-centric tuo invest on a monthly basis in our organization, you know, you might have a monthly investments that you have set up for, you know, for yourself, for your for one kings or, you know, whatever we’d like you to take just ten dollars and twenty dollars a month and invest with our organization in the future viability of the organization. So, you know, give that compelling story, give that compelling reason why they should be engaging and investing with you on one thing faces, okay? And that’s, uh, you wanted to be telling them stories about about your outcomes, basically, what a big part of the story. Selling that’s, right? That’s right night. I saw that you actually had done them a video recently, you know, kind of on this topic as well. You know, you’ve got to be able to thankfully tell your story and, you know, there’s a lot of information out there on the web, all you need to do is really do a google search for non-profits storytelling, um, there are a lot of experts in that arena i’ve seen some of them speak even at the american marketing association conference on dh you know, the thing that you have to get across to people is, yeah, you’ve got your stats on, you know, those important metrics that you’ve got to be able to communicate, but that’s usually not what’s going to sell somebody right on on wanting to invest with your organization. So you’ve got to be able to humanize it and tell stories about the impact that your organization has on the community and, you know, making sure that you’re kind of a hearing too, really good storytelling, a beginning, a middle and an end and really understand all the different types of stories that there are out there. There’s a reason why we can’t remember, you know stories about whatever little red riding hood and the three little pigs, right? There’s a certain set up to those stories, you can learn tons of information about that on the web, and i really encourage you, teo teo, focus focus in on getting the story straight not only for your major gift donors, but also across the board at all we know right now definitely cross for this matter from e-giving five dollars a month with five dollars, more than they need to know what you’re infected and we’ve had listen, we have a guest here too. You go, teo durney martignetti dot com and search storytelling, the the guests we’ve had on that subject will obviously come up. Yeah, you got to share your impact? Um, you’ve also been thinking about trying to capitalize on sigil ambassadors? Yeah, yeah. So talented people. Yeah. So, you know, i’m sure that this is something that amy sample ward talks a lot about when when she’s on your show, tony as well. But, you know, you want to think about engaging people to be able to help amplify your message. Right? So, you know i think we’re all asses point sort of accustomed to seeing campaigns were online where your friends or maybe joni there their birthday, you know, raising money for an organization on behalf of their birthday, that type of thing. So those types of sort of crowd funding these people are digital ambassadors for an organisation when they do that, all the people that were involved in that bucket challenge, they were digital ambassadors, right? And there were some that were really, really strong, obviously that the first family, the first guy that kicked it off, they must have had a pretty good following to get to get kissed off as well as he did, but you wanted to try and figure out who those digital ambassadors are if you don’t have any really it’s time to start recruiting some on broadening your outreach, even if you have to think about some paid opportunities, you know, on facebook such as, you know, i don’t know ads are boosted post, yeah, big book and also twitter yeah, yeah, you know, as you find the people who are most network most deeply connected and you start a campaign you wantto be working with them. And this is something that any and i have talked about to work them back channels. You get them enthusiastic and you get them talking before you start your public campaign, right? Get there. And you get that they’re connected to help you in the public. And so that i know that people who follow you, uh, people who were with you and you have the most followers fanned. Whatever. You know, those were the most connected are going. Teo, be active participants in your campaign. Maria, we gotta take a break. We’re going toe. We’re gonna come back and talk more about yeah, ambassadors. And i know you have some resources share finding them right now. I gotta take a break. Elearning credit card payment processing brovey check out the video at tony dot m a flash tony, tell us explained the process of businesses joining tell us on having their credit cards, other payments process by tello’s and reminds you that you are going to get fifty percent of the revenue that hello elearning that’s a long revenue stream because they have one hundred percent satisfaction rate. So you can be assured that the business is going to be pleased, and you’re going to be earning revenue from this four, a good long time every single month. Also, the video for their, uh, one hundred percent satisfaction and the price match guarantee. You go beyond that. Tell us, can’t save the money that you started to tell us, and you’re getting two hundred fifty dollars. So it’s worth starting. Think about businesses. That next-gen tio, you know, as the rest of you watch the video. Think about like, a local body shop where, by the way, out there, all wearing masks and your protection jewelry store the area where they make a pie with the crust recognize from a bakery where hope that we don’t have very good. Um, think about that think about the businesses that you’re you’re boardmember zoho family members only any of these potential referrals to tell us for credit card processing, you just have to generate some interest to check out the video. That’s brightstep teo, your long tail of revenue. Tony got a last tony tellers. Now, look, rebecca miree simple and her twenty eighteen plan. You have some resources for finding who the deepest, most networked ambassadors are among your constituents. Yeah. Yeah. I have some resources that you might want to consider looking into. First of all, i came across a great white paper download that blackbaud put together. They put together a nice free guide. And it’s actually called super has the kids program how to create a super advocate program. So there i read through it, and it looked like there were a lot of really good chips in there. So that might kind of give you the first time ideas about how the framework and what it is that you might want to do and, you know, it really is going to be able to create opportunities foreign organizations most committed supporters really did take more action hyre value actions than than a typical supporter. This’s why you’re our joy and of your cubine free, right? So that the guide is free, but the guide three guys? Yeah, another one, right, yet so a couple of other things actually one that you brought to my attention called attentively, which is one of the blackbaud solutions actually wait give you the opportunity to identify whose influential so they say that a mass email files with social data and so that you can better understand the social side of yours supporters. So if you do have an email list, it is an opportunity to see who amongst that list might be really great social ambassadors reorganization, that’s attentive dot leaves they’ve got a y yeah, they they also make the point that home email i just better don’t. Usually the one people used to sign up with social network, so if you have a file of of home addresses, home email addresses attentively that’s not that’s not well, my treat so that’s not a free one, but no that’s correct zsystems blackbaud but value there and finding the most connected people and you got zaptitude what is zaptitude about? Yes. Zaptitude right. Kind of an interesting name. They have one of their service offerings is called good influence. And i learned about this company a few years ago. And i actually met some of the folks behind the company at one point and met people at the american marketing association conference who use this tool. Two years ago, you been holding out on us. You got a couple of years. You’re feeling it now in january twenty eighteen, you know, i’ve got i’ve got to keep some gems for you. I don’t think w hole not on non-profit idealware way. Never talked about you and waited. All right, maybe you alright? I get it out? Yes. So anyway, they have they have a tool called good influence and basically it it’s an opportunity to is your existing customers because this is used side both, you know, businesses and non-profit so in this case, your existing donors to dr support through new donors. So it’s a platform that really again helps to amplify not so much doing the search like thehe tentative job l y product would do, but really, this could be a platform for you. Teo, try and scale off your digital ambassador efforts. And when i was going back and reviewing some information about the current leadership team i’m looking at the bio of the founder and ceo is kind of interesting in marinette, we talk about the good influence product with the bat phone for the social activation engine for the famous i spoke a challenge current, so i’d be interested in having another conversation with him, actually myself. Teo, figure out more about how exactly the good influence taught. It played into that. I stuck a challenge. Okay, cool. And that’s that information about that is that zaptitude yeah. Dot com. Right. Okay. That’s that that to write? Well, you would be our most likely contributors. So let’s, get some prospect. Researcher idea. That is okay. So i was also thinking about a new arena we haven’t talked about before, which is maybe trying to research some of the companies in your community that are set up as the corporations and so i know, you know, you know why i don’t want to get thrown in the jargon jail so let’s, talk a little bit of what? You know well, listeners know that’s okay, well, that’s all right, gene cog and i’ve talked about the corpse on there now, and they’re they’re social, social good missions, not sickly, profit driven, but they certainly can be profit making, so you’re okay. You’re okay, cool. Cool. Ok, good. So there’s, actually a website called b corporation dot net. Uh, where you can go and search by state and see, you know what? All the big corporations are right in your state on dh. Then, you know, you’re kind of using, you know, good old fashioned prospect research looking at that company, trying to figure out who’s behind the company and so on and so forth and trying to learn a little bit more about him. You know, these people already have a social mission built into their companies. Perhaps the work that you’re doing can align some way with a particular social mission. So, you know, i think it’s an opportunity for you two. Maybe developed, um, uh, some relationship with him. Yeah, most of the time. It’s, private companies, so relationship supply. The companies that are set on our course. I love it. It’s, like it’s, like doing the same kind of research assay. Would foundation wear where they would be court they’re aligned with, and whether you might fit in. Yes, in-kind. What do you got for us? You mentioned a family you mentioned foundation so it’s touch upon that for a moment. If you have not made your annual trust to your local cooperating collections of the foundation center in your in your next the woods it’s time that you do that no, we’re going ahead and get a subscriptions directly to the foundation directory online. So if you have the funds to do it and you do a lot of foundation’s research definitely worth while having that tool in house, but it is available fourth grade if you go to the foundation center or one of their cooperating collections in your community. So what i recommend is to try and focus in instead of the really big foundations in your state, which everybody seems to kind of know today everybody goes, everybody goes, yeah, focus more in on the foundations that are the family foundation’s, even if they do not seem to have a lot of assets and some you will even notice some will come up xero and assets and don’t let that turn you off because if they had gone through the effort of setting up the framework for a sound of private foundation, but there may be, you know, a plan in the future that that family is may be planning to sell business and funding the foundation, and you don’t know what the thinking is behind it and it’s going to get to know them a little bit. So don’t discount the ones that you even see with xero asset, okay? And you trying to find connections between your non-profit and foundations not only terms of mission, but you know, if you’re looking in your state, you’re looking for a board connections two are some kind of some kind of relationship, right board connections, mission over laugh, it could be that they are literally in your county or in your town. So these air opportunity three to try and develop relationships with some of these people don’t forget, i mean, if it’s a family foundation, people behind the whole thing on dh there’s, you know, it’s just happens to be the vehicle by which they are, um, you know, putting all of their philantech through so it’s worthwhile, taking an opportunity to research it there if you don’t have any access, any way of accessing the foundation centers products you could do a similar type search on guide star okay, another case, and as you do your research, don’t be afraid to bring lips of foundation board members and foundation names to your board meeting try to have a board members or, if not at your meeting, circulated some other way, but have your boardmember scrutinizing the foundations that you’ve found that align with your work and start getting people you’re boardmember you know where the where the connections might be, but we gotta leave maria, thank you very much. Happy new year, thank you are joining of thirties and free, you’ll find her at the prospects finding dot com and at maria sinful next-gen takagi what’s the new tax balm for your twenty eighteen fund-raising plan if you missed any part of today’s show, i didn’t think you’d find it on tony martignetti dot com were supported by pursuing online tools to small and mid sized non-profits data driven and technology enables twenty dollars, by pursuing your guiding you beyond the numbers regular piela dot com and tell us credit card payment processing your passive revenue streams. Tony got a last tony killers our creative producers try my family, which is the line producer shoretz social media site. Shadow and its wonderful music. In-kind you give me that? We’re not from the radio. Big non-profit ideas for the odd third, ninety five percent go out and records. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah, insights or no presentation or anything, people don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a, m or p m so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones. Me dar is the founder of idealist took two or three years for foundation staff to sort of dane. Toe add an email address their card it was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were on dno. Two exchanges of brownies and visits and physical gift mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell. You put money in a situation and invested and expected to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.