Lauren Hopkins: Multigenerational Technology Teaching
If you have folks spanning the generations working or volunteering for your nonprofit, you may have noticed they learn technology differently. Lauren Hopkins shares the strategies for teaching tech across the generations. She’s from Prepared To Impact, LLC.
Jett Winders: Goals Aligned With Technology
Step back from your technology decisions before you buy the shiny, new apps. What are your goals for the tech? And how does the tech support your overall goals? Jett Winders from Heller Consulting helps you think through it all.
These both continue our coverage of NTEN’s 2023 Nonprofit Technology Conference, #23NTC.
Listen to the podcast
Podcast: Play in new window | Download
Get Nonprofit Radio insider alerts!
I love our sponsor!
Donorbox: Powerful fundraising features made refreshingly easy.
We’re the #1 Podcast for Nonprofits, With 13,000+ Weekly Listeners
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.
View Full Transcript
Transcript for 641_tony_martignetti_nonprofit_radio_20230522.mp3
And welcome to tony-martignetti non profit radio. Big non profit ideas for the other 95%. I’m your aptly named host of your favorite abdominal podcast. And this is number 641 which means we are just nine weeks away from the 650th show. 13th anniversary coming in July. Oh, I’m glad you’re with me. I’d suffer the effects of dextrose gas tria if you upset my stomach with the idea that you missed this week’s show multigenerational technology teaching. If you have folks spanning the generations, working or volunteering for your non profit, you may have noticed they learned technology differently. Lauren Hopkins shares the strategies for teaching tech across the generations. She’s from prepared to impact LLC and goals aligned with technology. Step back from your technology decisions before you buy the shiny new apps. What are your goals for the tech? And how does the tech support your overall goals? Jet Winders from Heller Consulting helps you think through it. All these both continue our coverage of N tens 2023 nonprofit technology conference on Tony’s take to share, share. That’s fair. We’re sponsored by Donor box with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Donor box dot org. Here is multigenerational technology teaching. [00:02:29.17] spk_1:
Welcome to tony-martignetti non profit radio coverage of 23 N T C. The nonprofit technology conference we are at the Colorado Convention Center in Denver where we are sponsored by Heller consulting technology strategy and implementation [00:02:31.98] spk_0:
for nonprofits. With [00:02:34.41] spk_1:
me. In this meeting is Lauren Hopkins. She is social impact consultant at prepared to impact LLC Lauren Hopkins. Welcome to [00:02:46.00] spk_2:
Nonprofit radio. Oh, thank you so much. Thanks for having me. I appreciate it. Pleasure. [00:02:53.09] spk_1:
I love your topic. We’re talking about teaching to technology skills in a multigenerational workplace on the baby boomer. You’re a millennial. I am and we will try to bring in a couple of other Jen’s as well. We don’t want to exclude Gen X and sometimes it does sometimes feel a little left out or [00:03:09.88] spk_2:
they don’t think they feel left out. I don’t think so. As long as we provide the tools, I don’t think so. Okay. [00:03:17.34] spk_1:
Um And Gen Z, of course. Yes, we’re not going any younger than that. Now. [00:03:21.41] spk_2:
We do have the traditionalist um younger or I’m sorry, older than the baby boomers. And we discussed that in myself. Okay, traditionalists, traditionalists. Yes. [00:03:33.10] spk_1:
Okay. Because I’m a young boomer at 61 where traditionalists, I [00:03:38.33] spk_2:
believe the traditionalists if I recall about 78. [00:03:57.48] spk_1:
Okay. Well, there still are some 78 year olds in the workplace, especially returning to returning to work, perhaps second career. Okay. Okay. Thank you. I don’t want to leave out and I don’t want anybody traditionalists. So uh just give us, give us like overview. Why did you, why do you feel we’re not doing as well as we could training across the generations? [00:04:45.23] spk_2:
Yeah. Well, you know, so I really enjoy teaching technology skills. I started as a social worker and I started to um teach technology skills in various sectors. And so Department of Social Services, teaching software implementation. And then I went to Aflac teaching the same thing and in the nonprofit field, and I really feel as though we have individuals within, within the various generations that still have a lot to learn and depending on the learning styles, their learning needs are very different. And so the strategies that we use to teach the technology could vary based upon the generations. [00:04:52.04] spk_1:
So when you say their learning needs you there starting in different places, starting [00:04:56.47] spk_2:
in different places and their learning styles as well, [00:04:59.84] spk_1:
comfort [00:05:01.18] spk_2:
their comfort and um and the tools and strategies that we will use to reinforce some of that learning some of the activities and such may be different based upon the generation. [00:05:15.15] spk_1:
One of your takeaways is learning how people value training differently, they value it differently. That was interesting what I’m not, I don’t think of valuing training. So I’m obviously not in the mainstream. So that’s why I’m talking to you because I need help. So how do people value it differently [00:06:12.37] spk_2:
across the ages if you think about it? Um with some of the, with the baby boomers and we the traditional list, they genuinely want to learn. Um They just may need some, some help along the way where we think of millennials and the Gen Zs. It’s sort of as if um they’re just expecting for the information um to be provided to them. And so we just want to make sure that we’re providing the information that they need to be, to be successful. So it really, it depends on how the information is provided that their values may change. [00:06:20.18] spk_1:
You have some techniques to talk about. Yes, for training across. [00:06:26.30] spk_2:
Absolutely. [00:06:28.01] spk_1:
Let’s, let’s dive in. Okay. Don’t sell short now. And nonprofit radio listeners don’t, don’t, don’t, don’t hold out okay. But what’s, what’s the technique? Which, which one, what should we start with? [00:07:08.68] spk_2:
Let’s start off with the traditionalists. Okay. Yes. So with the traditionalist one, one thing that we do well with the traditionalists and the baby boomers, we want to make sure that we are providing step by step tools and strategies for them to be successful. So if you are training on some technology skills, make sure that you do have the step by steps with screenshots available and really encourage them to, to go ahead and print that out. So within the training, if your training is virtual or if it’s in person, they can follow along really well. Also, we want to make sure to the best of your ability if we do have someone of a younger generation that maybe we can partner them together with someone of the older generation and they can, they can assist in the learning process. [00:07:31.30] spk_1:
Students. [00:07:57.50] spk_2:
Yes. Yes, both are learning because we’re talking about a multigenerational workplace. Um And so, um and also with the baby boomers and the traditionalists, they both prefer to learn within a traditional in person classroom setting. But we know that that’s not always possible. And so we want to make sure that we are um making some accommodations to ensure that they are getting the information in the best way that they receive it the best way that we can. Okay. [00:08:06.56] spk_1:
So in person is better for the older folks [00:08:11.28] spk_2:
better and well, let me say preferred is preferred for them. Um Research shows [00:08:19.45] spk_1:
preferred their prey, but it may not be [00:08:21.23] spk_2:
possible. How do you, how do you like to learn? Do you prefer virtual as a baby? You say your baby? Right. So do you prefer to learn virtually or in person as far as if you’re learning new technology skills? Yeah, [00:09:01.32] spk_1:
I have a two part answer to that first is I generally don’t like it when guests turn the tables and put me on the spot. That’s the first, that’s the first answer. But the second answer I will go along with you. Is, uh, no, I prefer, I’d much rather be in person. Yeah. I also prefer speaking to in person audiences. Um, I prefer in person into like this. I mean, I have to do most of them over Zoom because the guests are from all over the country and I live in North Carolina. But, um, are you in [00:09:10.28] spk_2:
North Carolina? I am from, I’m from North Carolina originally. I now live in South Carolina. Where are you, where are you from? I’m from Hickory and then I went to undergrad in high point and I also lived in Wilmington’s. [00:09:21.44] spk_1:
Okay of those three. I’m the closest to Wilmington’s. I live in Emerald Isle. You know, the little beach town about an hour and a half above Wilmington’s. Yes, [00:09:30.36] spk_2:
I do love it. Small world. Where’s hickory hickory hickory? It is at the foothills and so it is about an hour from Charlotte and about an hour and a half from Asheville. [00:09:44.83] spk_1:
Okay. Okay. Foothills. Alright. Alright. I’m originally from New Jersey. Okay. Okay, cool. And you’re in South [00:09:49.70] spk_2:
Carolina? I do live in South Carolina now Columbia, South Carolina settled down there. So [00:10:30.84] spk_1:
that’s the capital of South Carolina in Columbia, South Carolina. Don’t think I don’t know why. Yeah. Okay. So, um, yes, so I prefer in person, everything, audiences, learning interviews, um, meetings with, I do plan giving, consulting, fundraising. So I much prefer to meet donors in person, but a lot of times phone has to suffice. And for the older folks that I’m working with, they’re usually not interested in being on Zoom, they’ll do it for their grandchildren, but they’re not gonna do it for me, which is fine. So I pick up the phone, I got you. But I’d rather be in person whenever I can whenever I can. [00:10:36.81] spk_2:
May I ask something? Then [00:10:38.82] spk_1:
after my first answer to the last question you’re still gonna ask again? [00:11:18.05] spk_2:
It’s not a question. It’s not a question. But as far as far as baby boomers and the traditionalist, I also recommend providing an option for them to call. That’s what reminded me uh providing them an option for them to call the, the training consultant, whoever’s doing the training in case they have questions. Um If there’s a phone available phone number, because oftentimes with technology, you know, we want them to email if they have questions or send a message. But with those two generations, they prefer to pick up the phone or if there’s an option to meet in person, not sure if that is possible. But um at least the phone option will be great better [00:11:42.12] spk_1:
than email or text. Makes perfect sense. It’s what they grew up with. Exactly. And an email and text or what the other generations grew up with. Exactly. So follow up phone offer, phone, follow up anything else for dealing with Boomers, traditionalists? Not right now. Okay. What if maybe we’re gonna get to this. What? Yeah. Alright. So you are we gonna be talking about having multiple generations like in the same class? Yes, like you said, pair off somebody younger with somebody older. Okay. [00:11:57.72] spk_2:
Okay. Yeah. So one of my suggestions is to um in your training plan, look at the learning styles of all these generations, figure out what is best or how each of them learn best and just implement various little nuggets that meet the needs of all of the generations. That is my suggestion instead [00:12:16.66] spk_1:
of like what give me some sample nuggets. [00:13:30.31] spk_2:
Sure. Yeah. And so for the, let’s start, let’s start at the top. So for the um for the traditionalist and for the baby boomers, like I said earlier, you may want to have a um a print out of the step by step guides for the Gen Xers. They love independent work. So for the activities to reinforce that learning, if you have some independent work that would be helpful um for the millennials, they also enjoy group work. And so after the session, if we have some group work, that would be great. And um we can reinforce their learning to by pairing them up with someone who’s a bit older and helping to strengthen both groups. And then for the Gen Z’s, they love videos, training videos. 3 to 6 minutes is the sweet spot videos of 3 to 6 minutes. Because remember this is the generation that goes to youtube for answers to almost anything. And so videos will be great. And so um if we can have trainings and then implement just little pieces that are catering to the various generations inside of the learning plan or the training plan, that would be ideal. [00:13:37.53] spk_1:
Okay. So take a hybrid [00:13:39.11] spk_2:
approach. Exactly. Touch [00:13:45.58] spk_1:
everybody with what they need and this is all research based. We know Gen Z does much better. Exactly. Two [00:14:01.32] spk_2:
six minute video. Yes. Yes. And for those who have attended the conference this year, the learning materials and my slides with the references are online. Okay, so they can pull that [00:14:03.12] spk_1:
up, walking your talk. Alright. Yeah. Um what else other, other techniques across the generations? We got plenty of time [00:14:22.38] spk_2:
together. Okay. So let’s go with the Gen Xers. They really enjoy being active and so their activities, if they can be active, that would the ideal um any type of gaming that would be great too. So um in their activities, if they can get up and move, if it’s in person or if it’s virtual, let’s set up a way that the activities can help them to just be active and implement what they are learning. That’s key. [00:14:43.66] spk_1:
So active, meaning they get up out of their [00:15:35.85] spk_2:
seats. Oh yeah, that’s good. Let me clarify, let me clarify. Yeah. So for active you could get out of your seat. But an activity. So what I like to do is say for instance, you have a, um, an activity plan for them to, let’s say I used to work at our local United Way, United Way of the Midlands in Columbia, South Carolina. And I taught the homeless management information system to about two huh 100 users. Right. And so what I like to do is after their New Year’s or trainings, I would email them a task sheet for them to complete their tasks. And once they finish that task sheet, go ahead and send me their work and I’ll look over it. So that is a way for them to be active. Now, depending on the resources that your agency have, you may have um some gaming um strategies or tools. My agencies did not have that. So we work with what we have. Um But that is a way just for them to be um to be actively doing something and to reinforce the learning that has taken place. [00:16:40.97] spk_0:
It’s time for a break. Stop the drop with donor box. It’s the online donation platform used by over 100,000 nonprofits in 96 countries. It’s no wonder it’s four times faster. Checkout, easy payment processing, no setup fees, no monthly fees, no contract. How many potential donors drop off before they finish making the donation on your website? You can stop the drop donor box helping you help others donor box dot org. Now back to multigenerational technology teaching with Lauren Hopkins. [00:16:48.01] spk_1:
What about Gen Z. Anything? Anything further further for Gen Z besides the video? [00:17:05.26] spk_2:
Yeah, just for, for Gen Zs and for millennials, one thing to note is that they love learning management systems or LMS as most people. Um Well, [00:17:06.23] spk_1:
I have Jargon Jail on non profit radio. So I’m glad you opened with learning management system. LMS would have to call you out. What the hell is an LMS? [00:18:48.07] spk_2:
Um So the LMS for learning management system that have a feel of social media. All right. So if we have a discussion board, if we um have some sections that just feel like social media, that you can put together a poster or um share a tidbit or tip of the day that just feels like social media that would be helpful. Now, if your agency does not have those type of resources, that is okay. Another thing that is helpful, especially for the millennials is if there is a blog for um this generation really enjoyed blogs. And so if there’s a blog where you as a trainer can introduce some tips, so say for instance, every week or two, you do a tips Thursday or tips Tuesday or whatnot and introduce or post a tip for them to be utilizing the system. That would be, that would be great also. And another thing as well, remember remember that with these videos, we have to have somewhere to store them, right? And so one thing that I do a couple things that I suggest finding a mutual place where we can store the videos via your, the L M s or maybe it’s a site that is open where you can store those, those videos, a screen share videos that could be helpful as well. Um And also I’m not sure if it’s possible, but depending on your agency, if your company has a, a, a, a company, youtube, see if it’s possible where you can record the screen of some trainings, just making sure that it’s not any confidential information on the screen. But see if we can store it on there. And remember too that the videos should be between 3 to 6 minutes if that’s not possible. 20 minutes or less, but the sweet spot is 3 to 6 minutes. [00:19:19.53] spk_1:
Yes. Um What kinds of you already had your session? I did. What kinds of, what kinds of questions were you [00:20:21.73] spk_2:
getting? Yeah. So I got a couple questions. One question that we got was for the baby boomers and for the um traditionalists if they are in this um in the classroom and um we cannot implement in person trainings, how do we teach them? What’s the best way? And so one thing that I really enjoy doing, especially with training software is for those generations, I really like to do one on one training. I love to do one on one training. And so what I offer them is let’s meet one on one now in my um in my work experience, we always use teams. And so, and I’ve also um I use some others too, but mainly teams, but let’s go ahead and share your screen. And what I like for them to do also is for them to drive the training. So I don’t, I always prefer if the learners, no matter what the generation is, if the learners will share their screen and, and drive and I will teach them as they practice. Dr [00:20:32.68] spk_1:
meaning what they decide what the topics [00:21:54.58] spk_2:
are, training, training agenda. Yes, we have a training agenda. Exactly. So let’s say for instance, I am teaching um a staff member at a local shelter how to check a client into a bed using a particular software. What I’m going to do as the trainer, if this is their first day, I’m going to ask them to log into the system. Be it the live system or a training system somewhere? They can mess up in and practice or whatnot and share their screen. I’ll give them a login, share their screen and I will teach them. All right. This is where you go to enter in the client’s name. Okay, go ahead and do that. Alright. Next, we’re going to click on such and such. Okay, go ahead and do that. Um And so that’s what I mean by driving. So letting them um letting them navigate and, and play around and see what it feels like also I do enjoy and I do suggest rather having step by step guides like I’ve mentioned before. But if your agency does not have that or you don’t have time to create it or whatnot, because we do know that a lot of nonprofits, they have a smaller staff and such or, you know, smaller department. So that’s okay. Make sure you give your learners no matter what the generation time to write notes, um write notes during the trainings. And so make sure that, you know, you’re taking your time and and can write, allowing them to write some notes that that is a huge tip. [00:22:06.64] spk_1:
Any other valuable questions you got? Oh, [00:23:01.81] spk_2:
yeah, let’s see here. I did have a question about um oh, confidential information. Um Someone asked me a question about um confidential information and sharing, not sharing the confidential information. But what if it is a part of the new software? Let’s say that it is an electronic health health record that your agency is in implementing. And so one of my suggestions is to just ensure that the company that, you know, the company’s policies and what can be shared during training and what should be only shared, you know, in, in the real world. And so that, that is um that is huge. Someone said that oftentimes that is the question, should we be sharing this or whatnot? So that’s my suggestion that just look at your company’s policies as far as the training or if y’all don’t have that, um, go ahead and implement something, what should be shared during these trainings, what can be shared or if we need to go ahead and make up some dummy data [00:23:09.39] spk_1:
beforehand, dummy database. [00:23:12.76] spk_2:
Exactly. And then sometimes with some databases, um if there’s not a dummy database, maybe that we can make up some data in the live one and just delete it. It just depends [00:23:25.57] spk_1:
or something. Exactly. [00:23:29.61] spk_2:
Exactly. Yeah. So that’s part of the pre planning process. [00:23:34.53] spk_1:
You were going to have folks practice designing strategies. Now, how did you, we can’t practice here but how did you set folks up to? It was [00:24:37.91] spk_2:
great. Yeah. So what I went ahead and did, I created five different scenarios of agency that are implementing a training, a tech training. And so what we did is we went around the room and we split up the individuals and um they went ahead and I created a pre created objectives for the scenarios for the, for the training plan and they put in place some activities for them. And then also that could be um that could be used to teach the information and then a skills check activity. So how can we ensure that the learner has um understands the information? And so it went really well. And then after that, after um after the groups, we probably spent 15, 18 minutes or so and then the various groups went around and shared with the entire um and with the entire class, their ideas one or two minutes, but they gave us some um some fresh ideas that they have utilized in the past. And then, um as they, as they were working in the team, how they brainstormed then went really well. Now [00:24:57.73] spk_1:
skills check. Sounds to me like a euphemism for test. [00:25:26.15] spk_2:
Yeah. Well, it doesn’t have to be though. It does not have to be a quiz. It could be say that that task sheet that I was telling you about earlier, do this, do this and then once you finish these tasks, send me say the client number or the client I D and I will check it out. I’ll check it out before you get access to the life site. I really like to do that or it could be um just do this worksheet and go ahead and write down the responses oftentimes to with these skills checks. They don’t need to turn them into, you know, if you want them to and that could be an evaluation part or evaluation strategy for you as a trainer to make sure, okay, our folks really learning what they need to learn but sometimes it’s a way for them to just practice. Mm hmm. [00:25:47.36] spk_1:
What did you learn in your session? You know? [00:25:51.06] spk_2:
Yeah. That’s a good question. [00:25:52.91] spk_1:
I finally 23 minutes in decent question comes out of this guy. I [00:28:21.56] spk_2:
love it. No. Um So what did you take away? Yeah, my takeaway was that I really through that activity of the scenarios and then creating a training plan. I actually came, came away and walked away with some good ideas, um, that I could actually use in the workplace or share with others. And, yeah. So, um, let’s see here. Oh, one particular group they stated that they would have a hybrid training, so to meet the needs of all of the generations, they would introduce a hybrid training instead. So virtual for some and then in person for others um that’ll be really helpful. Also making sure that we have a step by step guides um available. That is really good. Um I did have if I could go back to the one question that you stated about um about the questions that some folks asked. So one thing that someone came up to me afterwards, they stated that they work for um they work for Salesforce and they train um the Salesforce Salesforce software with different agencies and because sales force can be so customizable, she was wanting to know what are some suggestions or what is a suggestion that you have for the step by step guide piece, especially for some of the older generations or even the video piece also because sometimes you don’t want to create too many videos because the screens may change because it is customizable. And so um and I did ask her, I said, okay, Well, do you have relationships with these individuals? And she said, yeah, so, so she’s not just going in one day and then just leaving. So over time, I did encourage her to just get to know the learners, um try to figure out what their needs are and to create a video for that agency specifically for that agency that may be helpful. And then as the software changes, she may need to um recreate a video, but hopefully that will last a little bit for, you know, once they’ve been, you know, customize their screens have been customized a bit, but that is one suggestion. She said that was very helpful. Um So, you know, she may not, she said she didn’t have time to do the step by step right now guides. So that’s okay. Um But let’s see if we could do some videos and because the video should be 3 to 6 minutes. She said that maybe, oh, maybe I could do some short videos depending on the topic and go ahead and create those and share them with the agency. All [00:28:50.26] spk_1:
right, Lauren. Um You want to leave us with some uplifting thoughts about, you know, why it’s important to be all inclusive in your training. [00:29:29.53] spk_2:
It really is. Well, thank you and thank you for the opportunity. So this subject matter is very close to my heart. I really enjoy training and especially those of the older generation. Um No offense but baby Boomers and the traditionalists. Yeah, they’re actually my favorite generation to teach. And I think oftentimes as we’re thinking about technology, we sometimes leave out um, Gen Xers, baby boomers and the traditionalists and we sort of forget about those learning needs. Now. Um I did not share this and you might not, you might know, but I actually have a doctorate in curriculum and instruction and, [00:29:37.18] spk_1:
yeah, [00:29:57.86] spk_2:
that’s okay. And so, um so training and learning is just very close to my heart. So just remember that no matter what the generation is, um just please keep in mind their learning needs and that if they’re in the classroom, they might be forced to be in the classroom depending on their jobs. But they all have various learning needs and they have um they have value at the agency and we need to equip them with the tools to be successful. We really do. And so um so it’s just been, it’s been very, very good, it’s been a good experience and I really hope that folks can take some of this information and use it at their workplaces and in their communities, at [00:30:53.57] spk_1:
the very, very least rages consciousness. You need to be aware, sensitive to the different values, the different learning styles, learning needs of everybody who’s in your workplace. Not just the folks who are new to the organization or not just the folks who are of a certain age of a certain age, of course, So raising the very bad, I mean, you’re going way beyond just consciousness raising, you have a lot of very good ideas too. But greater consciousness is [00:31:14.33] spk_2:
absolutely. And one other thing if you don’t mind, the you brought up a good point in saying beyond the new user training, the initial training, remember that just because the users of any generation has completed, the new user training does not mean that they don’t need on going training. So we want to remember that and make that a part of the overall training plan for ongoing training. [00:31:21.49] spk_1:
Our staff, absolutely, internal professional development. People want to feel supported otherwise, quite quick. Yes. [00:31:29.61] spk_2:
Yes, absolutely. [00:31:35.61] spk_1:
I would like to put something on the record that I am a very young 61 born, born in 1962. So very among the youngest of all the baby Boomers is me on the record. I love it. Dr Lauren Hopkins, Dr Lauren Hopkins. Thank you very [00:31:48.43] spk_2:
much. Thank you. I appreciate it, tony. Thanks for having me. My [00:32:03.59] spk_1:
pleasure. She is social impact consultant at prepared to impact LLC. And thank you for being with me for our 20 our 2023 nonprofit technology conference coverage where we are sponsored by Heller consulting, technology strategy and implementation for nonprofits. [00:33:23.25] spk_0:
Mhm. It’s time for Tony’s take two. Hello, who can you share non profit radio with? Maybe it’s among your friends, your colleagues who on your board should listen at least who on your board. Would you like to have? Listen, first step is you gotta share the show with them or who did you used to work with that you’re still willing to talk to. Could you by chance mention non profit radio on your linkedin or Twitter Mastodon? I’d be grateful if you tag me. I will certainly give you a shout out. And I thank you very much for thinking about who you could share non profit radio with and then sharing non profit radio. Thanks very much. That is Tony’s take two. We’ve got just about a butt load. More time here is goals aligned with technology. [00:33:54.88] spk_1:
Welcome to tony-martignetti, non profit radio coverage of 23 N T C. You know what that is? You know, it’s the 2023 nonprofit technology conference that is hosted by N 10 and that we are in Denver, Colorado. We are hosted by Heller consulting technology strategy and implementation for nonprofits. And from Heller with me now is Jet Winders, Director of Sales at Heller Consulting Jet. Welcome to non profit [00:34:00.76] spk_3:
radio. Thank you for having me, tony. Pleasure. [00:34:04.57] spk_1:
Absolutely. Your session topic is how to align your nonprofit’s goals with technology. That’s right. Why is this an important session? Why do we need this? [00:34:24.12] spk_3:
Yeah. You know, for so many organizations and certainly for tech enthusiasts at a conference like this, sometimes we geek out on the and want to jump straight to what system or what tool are we going to use? And it’s really important to step back and think about what is the goal of using that tool. So what is your nonprofits goals to even start with and then align that with the technology? Because the technology is always advancing something the organization is trying to do, [00:34:52.20] spk_1:
right? The technology is advancing, presumably your mission certainly is stable. Your goals are going to evolve to achieve achieving that mission. But we need to align these moving parts basically. [00:34:57.38] spk_3:
That’s right. You know, non profits, they spend a lot of time building strategic plans and they’ll outline, you know, what those North Star goals are and then what those specific levers they’re gonna pull, you know, whether that’s increasing fundraising or awareness or patient outcomes. Those are the goals that the technology is driving towards the goal is never let’s adopt a new tool just for the sake of doing it. [00:35:22.22] spk_1:
So I’m taking from your, from your learning objectives, identifying technology strategies and how those affect software solution. So what kind of technology strategies are we talking [00:36:13.40] spk_3:
about? Yeah, you know, sometimes we talk about uh organizations, you know, approach to technology, how do they adopt it? What type of relationship do they want to have with it? So for some organizations that might mean we want to be the most innovative in the field were okay taking risks if it’s going to allow us to be a first mover or advanced something or show the sector something they haven’t done before while others might be, you know, we have to be conservative with our dollars. We want to do something that’s tried and true. We want to do what is proven in the space already. And so we want to do what our peers are doing. That’s a totally different relationship with how you might approach technology and the tools you might adopt. And, and that is just, you know, sort of a philosophy that different organizations adopt that can have an impact on what technology they ultimately select. [00:36:26.61] spk_1:
Okay. Have you done your session [00:36:28.41] spk_3:
yet? No, it’s to, it’s on Thursday. Okay. [00:36:31.23] spk_1:
So walk us through, how are you going through it with your in your session? How are you approaching this? [00:37:30.18] spk_3:
Yeah. So for first, what I like to get organizations to imagine is that changing technology is actually part of a broader operational change within the organization. And whenever you change technology, uh your business processes also have to change along with that. And your people also have to change whether that’s simply training to use the new tools or it could be new roles and responsibilities based on those tools. And so you want to put in contact context, a technology change with the broader impact that it’s going to have to try to make that change. The other way. I like to get organizations to think about it is that, you know, the technology is always advancing those broader goals within the organization. And so we want you to think through the impact that you’re trying to make first and always be. So starting with that impact messaging rather than, you know, again, getting into the nitty gritty of what tools we’re gonna change in systems we’re gonna change. We need to be centering the impact that it’s going to have at the organization for us to actually sell and make that plan for what we’re gonna adopt and what tools we’re gonna move forward. Okay. So [00:37:58.19] spk_1:
yeah, centering the impact, right? Not centering the tools we’re not focusing on, not focusing on the tools. Um What is there a method of you? I think you have a method of um assessing different options, information systems options. You say what, what’s, what’s that assessment part [00:39:15.54] spk_3:
about? Yeah, we take folks through a roadmap methodology that starts with, you know, real strategic discovery to understand what organizations are trying to accomplish. Uh you know, get those specific requirements of what do these tools need to do? It’s not about tool functionality. It’s about what do staff actually need to be able to accomplish in their day to day rolls and then from those types of requirements, build out what you need these systems to accomplish for you. So what role will those technology systems play within the organization? And then only then start to put specific names to what those tools are and that’s where you might actually go out to the vendors at the conference to start to fill in. You know, we need a tool that’s going to do this for our organization. Well, let’s find what tool that is. And you know, the way technology has changed over the years, there’s so many options out there. You know, whether you’re going to take an approach that’s based on a platform and build and customize it to meet all those requirements, or if you’re going to try to find more highly special tools and uh take on the sort of integration requirements of using, you know, tools from different vendors. So there’s not one size fits all anymore of, I just need a tool that does X. You really have to think through that broader approach and put the pieces together and make sure it’s all gonna add up to, you know, those, those goals and outcomes you described at the very beginning. [00:40:14.31] spk_1:
What about the difference between the like sort of the all inclusive, like like a black box solution or Salesforce versus smaller apps that do different things like accounts payable or there’s an accounts payable vendor behind me. Um Behind us, we’re in the same boat behind us. Um or something else does. You know, it is a fundraising CRM is if you’re, if you’re trying to center the goals, there’s, there’s, there’s one, there’s a one, one size fits all system like that really makes sense. Yeah. Well, one can it, I’m, yeah, that’s such a neophyte question. I don’t know. [00:41:11.54] spk_3:
It’s, it’s a great question because you are centering the goals and then you also want to look at your organization’s relationship with technology. So that is that example I I shared about whether you’re an innovator or you want to do best practices. You know, these are sort of guiding principles on what your relationship is with technology. Another example might be, um we want to build up our own internal capacity to manage tools and systems with a strong I T and operations department where another organization might say we’re first and foremost fundraisers and program managers, and we’re going to leverage experts outside of our organization to manage our technology. So that’s two totally different relationships with technology. So when you start to decide on your own guiding principles at the organization on what your relationship with technology will be that can then help you answer that question of whether it makes sense to use a platform where you’re going to be responsible for maintaining the integrations and maintaining the customization, or we’re gonna look to a single vendor who’s gonna provide multiple tools in the ecosystem because we’re going to use them as our experts and, and not keep that internal expertise. [00:41:40.23] spk_1:
Is there a case study or story that you can share? [00:42:06.58] spk_3:
Yeah, tomorrow, I’ll be highlighting, you know, three different examples of organizations that we worked with and, and took them through this process. And so you know, for one organization, uh they were really focusing on having tools that were easy for their users to use. They needed to look across the organization to a platform that could support five different departments within the organization. Um And they were prepared to take on managing that platform but didn’t want to build it all out from scratch. And so that organization chose salesforce as a solution that had built some of the purpose built mission tools that they needed on their platform already working with another organization on the [00:42:42.44] spk_1:
salesforce. Absolutely. What kind of outcomes did they see that? You think they would not have, they would not have gained if they had done is the way it’s typically done or, you know, focused on focusing on the technology instead of their mission and goals. [00:43:06.24] spk_3:
Yeah, I think the approach that they might have taken that I, in my opinion would have been a mistake would be to look at each of these departments in the organization individually. So they’d be looking at uh you know, their programs and uh mission support separately from fun raising separately from finance. They might have each submitted an RFP focused on what are the requirements for each of that department? And they might have chosen different systems based on in a vacuum, what looked best for that department and then none of it would work together and I T would never be able to support it. They never get any good analysis of how information is actually flowing within the organization? [00:43:30.24] spk_1:
Alright, I kept you from another [00:43:59.59] spk_3:
story. Well, yeah. Well, in uh in contrast, another organization really was looking at efficiency, you know, they were in that state of having different systems within each of the departments and their I T department recognized that they couldn’t support the different systems that had been chosen independently by different departments. And so they really focused on having a centralized I T structure that could manage and develop solutions on behalf of all of these different departments. They chose Microsoft as a platform because it was an extension of expertise that they already had already using Microsoft in some areas of the organization and then building on that. So they have a core competency now as an organization on Microsoft and are able to hire for those roles and maintain solutions across the organization that are sharing from that platform. [00:44:49.16] spk_1:
If you’re centering your goals, there’s a lot of organizational introspection that’s got to happen first. So are you, are you looking to your strategic plan? I guess if, if you’ve got one that’s current, I mean, how does this, how does this exercise take place before you start talking about technology [00:44:49.81] spk_3:
solutions? That’s right. You know, when and where [00:44:52.24] spk_1:
also it’s c suite conversations. Is it down at the user level? You know, so please wear also. Yeah, [00:45:30.76] spk_3:
absolutely. You know, when we start working with clients, it’s amazing how much work has usually already been put into defining those types of broader organizational, you know, goals, you know what those strategic plans are, those are often already, you know, their year three of a 10 year strategic plan and they may or may not be on track to achieve some of those lofty goals that got put out there. So, you know, technology is really downstream to support those goals. And we’re often, you know, when we’re working with somebody in operations or an I T kind of forcing them to dig up that, that document and, and confirm like this is still the path the organization is, is on, that’s what we’re trying to accomplish so that we can put our recommendations in context of what the whole organization is doing. [00:45:52.09] spk_1:
Okay. Um And you had a third story. [00:46:31.72] spk_3:
Yeah. Well, you know, I I shared uh an example of a Salesforce platform and Microsoft platform. We worked with another organization that actually left Salesforce, um really recognized that managing that platform was too much for the organization. They did not want to keep the in house staff to manage that. Uh They wanted to focus on fundraising, but, you know, didn’t really have the internal capacity to, you know, select apps or integrate with, you know, other online tools. And so they actually went to a purpose built solution, they went to virtuous that happened to have a lot of, you know, features and functionality out of the box for them with an easy on boarding process and a lot less ongoing maintenance and cost for them in the long run. And so, uh, there’s no, you know, perfect solution for everybody out there. It’s really about aligning what you need, you know, to work with and the tool and, and finding what’s going to be the right fit for you. [00:46:57.27] spk_1:
You have some recommendations about evaluating different uh solutions that you might have, you might identify. Okay, they fit your, your, your stated goals. How do we make the, make the decision? [00:47:28.65] spk_3:
Yeah. Well, one thing I discourage folks from doing is focusing on the old demo with organizations. You know, when we talk with folks, that’s almost the first things that they go to, you know, they wanna see demos of a bunch of different products and the demos only offer a limited insight into some of the usability, you know, how user friendly something might be. Uh people are flying through the [00:47:33.69] spk_1:
screen, they could never replicate it, you could never replicate it five minutes after it was shown to you. [00:48:15.84] spk_3:
That’s right. It doesn’t give you the full perspective. And so, you know, what we really encourage folks to think through, you know, once you’ve done that sort of identifying your goals, understanding what types of tools might be appropriate based on how you want to approach and use technology, then, you know, actually identify systems and platforms that could meet those goals. Sometimes there’s only one or maybe sometimes there’s one or two with big contrasts between them. You can actually do a lot more groundwork and understanding whether those are going to be a fit for you or not before you actually see the product, seeing the product is just that kind of final confirmation to see how it works and get a little more familiar. So how do you do [00:48:22.87] spk_1:
this groundwork in your evaluation? How do you, yeah, what do you do before the [00:49:07.82] spk_3:
demo? Yeah. So from, from your discovery effort and developing the requirements, the critical step is prioritizing those requirements against the goal. So you know, when you ask people what they need or what they want to be able to do, you’ll hear tons and tons of different things. And so the real critical period is prioritization of what is going to be mission critical for that fundraising strategy. That’s gonna get you double fundraising in three years or what’s that critical requirement? That’s gonna allow you to analyze whether, you know, multiple, you know, whether one of your program participants is actually participating in three programs so that you can actually see, see that rather than it being siloed data in separate program databases. So prioritizing what’s critical for you allows you to then look at different technology approaches and systems and narrow them down before you ever get to the demos. What [00:49:24.98] spk_1:
else do you have planned for your audience tomorrow that we haven’t talked about yet. [00:49:59.80] spk_3:
Yeah. You know, the last exercise I’ll talk folks through um is one way to, to map out your systems in sort of a pre work to any technology selection is to track what data is coming in to the organization where that data is stored, how it’s being used by different individuals and what other data folks would want and need. You know, sometimes a mistake that we see organizations make is they just think all data is good. We want to capture as much of it as possible, but that’s actually not the case. You really want to understand what data you’re already getting and where it is, but also what data you need to make critical decisions and who needs to use it. And when, because having that kind of map of where your data is, how you’re going to use it and what you need is really a lens that we can use to look at these technology systems of whether it’s going to support that or not. [00:50:25.97] spk_1:
Okay. Anything else planned for tomorrow? I don’t know what you’re holding out on nonprofit radio listeners. I think we’re [00:50:33.15] spk_3:
gonna talk about tomorrow. I think you’ve got the highlights for sure. [00:50:47.12] spk_1:
Okay. Okay. These Jet Winders, Director of Sales the hell are consulting, which is our 23 N T C sponsor technology strategy and implementation for nonprofits. Jet. Thank you [00:50:52.14] spk_3:
very much. Thank you, Tony Blair. My [00:50:54.11] spk_1:
pleasure and thank you for being with tony-martignetti non profit radio coverage of 23 N T C 2023 nonprofit technology conference [00:51:38.77] spk_0:
next week, equitable project management and make time for professional development. If you missed any part of this week’s show, I beseech you find it at tony-martignetti dot com. We’re sponsored by Donor Box with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Check out donor box dot org. Our creative producer is Claire Meyerhoff. [00:51:41.05] spk_1:
The shows social media is by Susan Chavez [00:51:43.71] spk_0:
Marc Silverman is our web guy and this music is by [00:51:49.46] spk_1:
Scott Stein. Thank you for that [00:52:00.34] spk_0:
affirmation. Scotty B with me next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.
Processed on: 2023-05-20T20:04:09.702Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2023…05…641_tony_martignetti_nonprofit_radio_20230522.mp3.525905002.json
Path to text: transcripts/2023/05/641_tony_martignetti_nonprofit_radio_20230522.txt
And welcome to tony-martignetti non profit radio. Big non profit ideas for the other 95%. I’m your aptly named host of your favorite abdominal podcast. And this is number 641 which means we are just nine weeks away from the 650th show. 13th anniversary coming in July. Oh, I’m glad you’re with me. I’d suffer the effects of dextrose gas tria if you upset my stomach with the idea that you missed this week’s show multigenerational technology teaching. If you have folks spanning the generations, working or volunteering for your non profit, you may have noticed they learned technology differently. Lauren Hopkins shares the strategies for teaching tech across the generations. She’s from prepared to impact LLC and goals aligned with technology. Step back from your technology decisions before you buy the shiny new apps. What are your goals for the tech? And how does the tech support your overall goals? Jet Winders from Heller Consulting helps you think through it. All these both continue our coverage of N tens 2023 nonprofit technology conference on Tony’s take to share, share. That’s fair. We’re sponsored by Donor box with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Donor box dot org. Here is multigenerational technology teaching. [00:02:29.17] spk_1:
Welcome to tony-martignetti non profit radio coverage of 23 N T C. The nonprofit technology conference we are at the Colorado Convention Center in Denver where we are sponsored by Heller consulting technology strategy and implementation [00:02:31.98] spk_0:
for nonprofits. With [00:02:34.41] spk_1:
me. In this meeting is Lauren Hopkins. She is social impact consultant at prepared to impact LLC Lauren Hopkins. Welcome to [00:02:46.00] spk_2:
Nonprofit radio. Oh, thank you so much. Thanks for having me. I appreciate it. Pleasure. [00:02:53.09] spk_1:
I love your topic. We’re talking about teaching to technology skills in a multigenerational workplace on the baby boomer. You’re a millennial. I am and we will try to bring in a couple of other Jen’s as well. We don’t want to exclude Gen X and sometimes it does sometimes feel a little left out or [00:03:09.88] spk_2:
they don’t think they feel left out. I don’t think so. As long as we provide the tools, I don’t think so. Okay. [00:03:17.34] spk_1:
Um And Gen Z, of course. Yes, we’re not going any younger than that. Now. [00:03:21.41] spk_2:
We do have the traditionalist um younger or I’m sorry, older than the baby boomers. And we discussed that in myself. Okay, traditionalists, traditionalists. Yes. [00:03:33.10] spk_1:
Okay. Because I’m a young boomer at 61 where traditionalists, I [00:03:38.33] spk_2:
believe the traditionalists if I recall about 78. [00:03:57.48] spk_1:
Okay. Well, there still are some 78 year olds in the workplace, especially returning to returning to work, perhaps second career. Okay. Okay. Thank you. I don’t want to leave out and I don’t want anybody traditionalists. So uh just give us, give us like overview. Why did you, why do you feel we’re not doing as well as we could training across the generations? [00:04:45.23] spk_2:
Yeah. Well, you know, so I really enjoy teaching technology skills. I started as a social worker and I started to um teach technology skills in various sectors. And so Department of Social Services, teaching software implementation. And then I went to Aflac teaching the same thing and in the nonprofit field, and I really feel as though we have individuals within, within the various generations that still have a lot to learn and depending on the learning styles, their learning needs are very different. And so the strategies that we use to teach the technology could vary based upon the generations. [00:04:52.04] spk_1:
So when you say their learning needs you there starting in different places, starting [00:04:56.47] spk_2:
in different places and their learning styles as well, [00:04:59.84] spk_1:
comfort [00:05:01.18] spk_2:
their comfort and um and the tools and strategies that we will use to reinforce some of that learning some of the activities and such may be different based upon the generation. [00:05:15.15] spk_1:
One of your takeaways is learning how people value training differently, they value it differently. That was interesting what I’m not, I don’t think of valuing training. So I’m obviously not in the mainstream. So that’s why I’m talking to you because I need help. So how do people value it differently [00:06:12.37] spk_2:
across the ages if you think about it? Um with some of the, with the baby boomers and we the traditional list, they genuinely want to learn. Um They just may need some, some help along the way where we think of millennials and the Gen Zs. It’s sort of as if um they’re just expecting for the information um to be provided to them. And so we just want to make sure that we’re providing the information that they need to be, to be successful. So it really, it depends on how the information is provided that their values may change. [00:06:20.18] spk_1:
You have some techniques to talk about. Yes, for training across. [00:06:26.30] spk_2:
Absolutely. [00:06:28.01] spk_1:
Let’s, let’s dive in. Okay. Don’t sell short now. And nonprofit radio listeners don’t, don’t, don’t, don’t hold out okay. But what’s, what’s the technique? Which, which one, what should we start with? [00:07:08.68] spk_2:
Let’s start off with the traditionalists. Okay. Yes. So with the traditionalist one, one thing that we do well with the traditionalists and the baby boomers, we want to make sure that we are providing step by step tools and strategies for them to be successful. So if you are training on some technology skills, make sure that you do have the step by steps with screenshots available and really encourage them to, to go ahead and print that out. So within the training, if your training is virtual or if it’s in person, they can follow along really well. Also, we want to make sure to the best of your ability if we do have someone of a younger generation that maybe we can partner them together with someone of the older generation and they can, they can assist in the learning process. [00:07:31.30] spk_1:
Students. [00:07:57.50] spk_2:
Yes. Yes, both are learning because we’re talking about a multigenerational workplace. Um And so, um and also with the baby boomers and the traditionalists, they both prefer to learn within a traditional in person classroom setting. But we know that that’s not always possible. And so we want to make sure that we are um making some accommodations to ensure that they are getting the information in the best way that they receive it the best way that we can. Okay. [00:08:06.56] spk_1:
So in person is better for the older folks [00:08:11.28] spk_2:
better and well, let me say preferred is preferred for them. Um Research shows [00:08:19.45] spk_1:
preferred their prey, but it may not be [00:08:21.23] spk_2:
possible. How do you, how do you like to learn? Do you prefer virtual as a baby? You say your baby? Right. So do you prefer to learn virtually or in person as far as if you’re learning new technology skills? Yeah, [00:09:01.32] spk_1:
I have a two part answer to that first is I generally don’t like it when guests turn the tables and put me on the spot. That’s the first, that’s the first answer. But the second answer I will go along with you. Is, uh, no, I prefer, I’d much rather be in person. Yeah. I also prefer speaking to in person audiences. Um, I prefer in person into like this. I mean, I have to do most of them over Zoom because the guests are from all over the country and I live in North Carolina. But, um, are you in [00:09:10.28] spk_2:
North Carolina? I am from, I’m from North Carolina originally. I now live in South Carolina. Where are you, where are you from? I’m from Hickory and then I went to undergrad in high point and I also lived in Wilmington’s. [00:09:21.44] spk_1:
Okay of those three. I’m the closest to Wilmington’s. I live in Emerald Isle. You know, the little beach town about an hour and a half above Wilmington’s. Yes, [00:09:30.36] spk_2:
I do love it. Small world. Where’s hickory hickory hickory? It is at the foothills and so it is about an hour from Charlotte and about an hour and a half from Asheville. [00:09:44.83] spk_1:
Okay. Okay. Foothills. Alright. Alright. I’m originally from New Jersey. Okay. Okay, cool. And you’re in South [00:09:49.70] spk_2:
Carolina? I do live in South Carolina now Columbia, South Carolina settled down there. So [00:10:30.84] spk_1:
that’s the capital of South Carolina in Columbia, South Carolina. Don’t think I don’t know why. Yeah. Okay. So, um, yes, so I prefer in person, everything, audiences, learning interviews, um, meetings with, I do plan giving, consulting, fundraising. So I much prefer to meet donors in person, but a lot of times phone has to suffice. And for the older folks that I’m working with, they’re usually not interested in being on Zoom, they’ll do it for their grandchildren, but they’re not gonna do it for me, which is fine. So I pick up the phone, I got you. But I’d rather be in person whenever I can whenever I can. [00:10:36.81] spk_2:
May I ask something? Then [00:10:38.82] spk_1:
after my first answer to the last question you’re still gonna ask again? [00:11:18.05] spk_2:
It’s not a question. It’s not a question. But as far as far as baby boomers and the traditionalist, I also recommend providing an option for them to call. That’s what reminded me uh providing them an option for them to call the, the training consultant, whoever’s doing the training in case they have questions. Um If there’s a phone available phone number, because oftentimes with technology, you know, we want them to email if they have questions or send a message. But with those two generations, they prefer to pick up the phone or if there’s an option to meet in person, not sure if that is possible. But um at least the phone option will be great better [00:11:42.12] spk_1:
than email or text. Makes perfect sense. It’s what they grew up with. Exactly. And an email and text or what the other generations grew up with. Exactly. So follow up phone offer, phone, follow up anything else for dealing with Boomers, traditionalists? Not right now. Okay. What if maybe we’re gonna get to this. What? Yeah. Alright. So you are we gonna be talking about having multiple generations like in the same class? Yes, like you said, pair off somebody younger with somebody older. Okay. [00:11:57.72] spk_2:
Okay. Yeah. So one of my suggestions is to um in your training plan, look at the learning styles of all these generations, figure out what is best or how each of them learn best and just implement various little nuggets that meet the needs of all of the generations. That is my suggestion instead [00:12:16.66] spk_1:
of like what give me some sample nuggets. [00:13:30.31] spk_2:
Sure. Yeah. And so for the, let’s start, let’s start at the top. So for the um for the traditionalist and for the baby boomers, like I said earlier, you may want to have a um a print out of the step by step guides for the Gen Xers. They love independent work. So for the activities to reinforce that learning, if you have some independent work that would be helpful um for the millennials, they also enjoy group work. And so after the session, if we have some group work, that would be great. And um we can reinforce their learning to by pairing them up with someone who’s a bit older and helping to strengthen both groups. And then for the Gen Z’s, they love videos, training videos. 3 to 6 minutes is the sweet spot videos of 3 to 6 minutes. Because remember this is the generation that goes to youtube for answers to almost anything. And so videos will be great. And so um if we can have trainings and then implement just little pieces that are catering to the various generations inside of the learning plan or the training plan, that would be ideal. [00:13:37.53] spk_1:
Okay. So take a hybrid [00:13:39.11] spk_2:
approach. Exactly. Touch [00:13:45.58] spk_1:
everybody with what they need and this is all research based. We know Gen Z does much better. Exactly. Two [00:14:01.32] spk_2:
six minute video. Yes. Yes. And for those who have attended the conference this year, the learning materials and my slides with the references are online. Okay, so they can pull that [00:14:03.12] spk_1:
up, walking your talk. Alright. Yeah. Um what else other, other techniques across the generations? We got plenty of time [00:14:22.38] spk_2:
together. Okay. So let’s go with the Gen Xers. They really enjoy being active and so their activities, if they can be active, that would the ideal um any type of gaming that would be great too. So um in their activities, if they can get up and move, if it’s in person or if it’s virtual, let’s set up a way that the activities can help them to just be active and implement what they are learning. That’s key. [00:14:43.66] spk_1:
So active, meaning they get up out of their [00:15:35.85] spk_2:
seats. Oh yeah, that’s good. Let me clarify, let me clarify. Yeah. So for active you could get out of your seat. But an activity. So what I like to do is say for instance, you have a, um, an activity plan for them to, let’s say I used to work at our local United Way, United Way of the Midlands in Columbia, South Carolina. And I taught the homeless management information system to about two huh 100 users. Right. And so what I like to do is after their New Year’s or trainings, I would email them a task sheet for them to complete their tasks. And once they finish that task sheet, go ahead and send me their work and I’ll look over it. So that is a way for them to be active. Now, depending on the resources that your agency have, you may have um some gaming um strategies or tools. My agencies did not have that. So we work with what we have. Um But that is a way just for them to be um to be actively doing something and to reinforce the learning that has taken place. [00:16:40.97] spk_0:
It’s time for a break. Stop the drop with donor box. It’s the online donation platform used by over 100,000 nonprofits in 96 countries. It’s no wonder it’s four times faster. Checkout, easy payment processing, no setup fees, no monthly fees, no contract. How many potential donors drop off before they finish making the donation on your website? You can stop the drop donor box helping you help others donor box dot org. Now back to multigenerational technology teaching with Lauren Hopkins. [00:16:48.01] spk_1:
What about Gen Z. Anything? Anything further further for Gen Z besides the video? [00:17:05.26] spk_2:
Yeah, just for, for Gen Zs and for millennials, one thing to note is that they love learning management systems or LMS as most people. Um Well, [00:17:06.23] spk_1:
I have Jargon Jail on non profit radio. So I’m glad you opened with learning management system. LMS would have to call you out. What the hell is an LMS? [00:18:48.07] spk_2:
Um So the LMS for learning management system that have a feel of social media. All right. So if we have a discussion board, if we um have some sections that just feel like social media, that you can put together a poster or um share a tidbit or tip of the day that just feels like social media that would be helpful. Now, if your agency does not have those type of resources, that is okay. Another thing that is helpful, especially for the millennials is if there is a blog for um this generation really enjoyed blogs. And so if there’s a blog where you as a trainer can introduce some tips, so say for instance, every week or two, you do a tips Thursday or tips Tuesday or whatnot and introduce or post a tip for them to be utilizing the system. That would be, that would be great also. And another thing as well, remember remember that with these videos, we have to have somewhere to store them, right? And so one thing that I do a couple things that I suggest finding a mutual place where we can store the videos via your, the L M s or maybe it’s a site that is open where you can store those, those videos, a screen share videos that could be helpful as well. Um And also I’m not sure if it’s possible, but depending on your agency, if your company has a, a, a, a company, youtube, see if it’s possible where you can record the screen of some trainings, just making sure that it’s not any confidential information on the screen. But see if we can store it on there. And remember too that the videos should be between 3 to 6 minutes if that’s not possible. 20 minutes or less, but the sweet spot is 3 to 6 minutes. [00:19:19.53] spk_1:
Yes. Um What kinds of you already had your session? I did. What kinds of, what kinds of questions were you [00:20:21.73] spk_2:
getting? Yeah. So I got a couple questions. One question that we got was for the baby boomers and for the um traditionalists if they are in this um in the classroom and um we cannot implement in person trainings, how do we teach them? What’s the best way? And so one thing that I really enjoy doing, especially with training software is for those generations, I really like to do one on one training. I love to do one on one training. And so what I offer them is let’s meet one on one now in my um in my work experience, we always use teams. And so, and I’ve also um I use some others too, but mainly teams, but let’s go ahead and share your screen. And what I like for them to do also is for them to drive the training. So I don’t, I always prefer if the learners, no matter what the generation is, if the learners will share their screen and, and drive and I will teach them as they practice. Dr [00:20:32.68] spk_1:
meaning what they decide what the topics [00:21:54.58] spk_2:
are, training, training agenda. Yes, we have a training agenda. Exactly. So let’s say for instance, I am teaching um a staff member at a local shelter how to check a client into a bed using a particular software. What I’m going to do as the trainer, if this is their first day, I’m going to ask them to log into the system. Be it the live system or a training system somewhere? They can mess up in and practice or whatnot and share their screen. I’ll give them a login, share their screen and I will teach them. All right. This is where you go to enter in the client’s name. Okay, go ahead and do that. Alright. Next, we’re going to click on such and such. Okay, go ahead and do that. Um And so that’s what I mean by driving. So letting them um letting them navigate and, and play around and see what it feels like also I do enjoy and I do suggest rather having step by step guides like I’ve mentioned before. But if your agency does not have that or you don’t have time to create it or whatnot, because we do know that a lot of nonprofits, they have a smaller staff and such or, you know, smaller department. So that’s okay. Make sure you give your learners no matter what the generation time to write notes, um write notes during the trainings. And so make sure that, you know, you’re taking your time and and can write, allowing them to write some notes that that is a huge tip. [00:22:06.64] spk_1:
Any other valuable questions you got? Oh, [00:23:01.81] spk_2:
yeah, let’s see here. I did have a question about um oh, confidential information. Um Someone asked me a question about um confidential information and sharing, not sharing the confidential information. But what if it is a part of the new software? Let’s say that it is an electronic health health record that your agency is in implementing. And so one of my suggestions is to just ensure that the company that, you know, the company’s policies and what can be shared during training and what should be only shared, you know, in, in the real world. And so that, that is um that is huge. Someone said that oftentimes that is the question, should we be sharing this or whatnot? So that’s my suggestion that just look at your company’s policies as far as the training or if y’all don’t have that, um, go ahead and implement something, what should be shared during these trainings, what can be shared or if we need to go ahead and make up some dummy data [00:23:09.39] spk_1:
beforehand, dummy database. [00:23:12.76] spk_2:
Exactly. And then sometimes with some databases, um if there’s not a dummy database, maybe that we can make up some data in the live one and just delete it. It just depends [00:23:25.57] spk_1:
or something. Exactly. [00:23:29.61] spk_2:
Exactly. Yeah. So that’s part of the pre planning process. [00:23:34.53] spk_1:
You were going to have folks practice designing strategies. Now, how did you, we can’t practice here but how did you set folks up to? It was [00:24:37.91] spk_2:
great. Yeah. So what I went ahead and did, I created five different scenarios of agency that are implementing a training, a tech training. And so what we did is we went around the room and we split up the individuals and um they went ahead and I created a pre created objectives for the scenarios for the, for the training plan and they put in place some activities for them. And then also that could be um that could be used to teach the information and then a skills check activity. So how can we ensure that the learner has um understands the information? And so it went really well. And then after that, after um after the groups, we probably spent 15, 18 minutes or so and then the various groups went around and shared with the entire um and with the entire class, their ideas one or two minutes, but they gave us some um some fresh ideas that they have utilized in the past. And then, um as they, as they were working in the team, how they brainstormed then went really well. Now [00:24:57.73] spk_1:
skills check. Sounds to me like a euphemism for test. [00:25:26.15] spk_2:
Yeah. Well, it doesn’t have to be though. It does not have to be a quiz. It could be say that that task sheet that I was telling you about earlier, do this, do this and then once you finish these tasks, send me say the client number or the client I D and I will check it out. I’ll check it out before you get access to the life site. I really like to do that or it could be um just do this worksheet and go ahead and write down the responses oftentimes to with these skills checks. They don’t need to turn them into, you know, if you want them to and that could be an evaluation part or evaluation strategy for you as a trainer to make sure, okay, our folks really learning what they need to learn but sometimes it’s a way for them to just practice. Mm hmm. [00:25:47.36] spk_1:
What did you learn in your session? You know? [00:25:51.06] spk_2:
Yeah. That’s a good question. [00:25:52.91] spk_1:
I finally 23 minutes in decent question comes out of this guy. I [00:28:21.56] spk_2:
love it. No. Um So what did you take away? Yeah, my takeaway was that I really through that activity of the scenarios and then creating a training plan. I actually came, came away and walked away with some good ideas, um, that I could actually use in the workplace or share with others. And, yeah. So, um, let’s see here. Oh, one particular group they stated that they would have a hybrid training, so to meet the needs of all of the generations, they would introduce a hybrid training instead. So virtual for some and then in person for others um that’ll be really helpful. Also making sure that we have a step by step guides um available. That is really good. Um I did have if I could go back to the one question that you stated about um about the questions that some folks asked. So one thing that someone came up to me afterwards, they stated that they work for um they work for Salesforce and they train um the Salesforce Salesforce software with different agencies and because sales force can be so customizable, she was wanting to know what are some suggestions or what is a suggestion that you have for the step by step guide piece, especially for some of the older generations or even the video piece also because sometimes you don’t want to create too many videos because the screens may change because it is customizable. And so um and I did ask her, I said, okay, Well, do you have relationships with these individuals? And she said, yeah, so, so she’s not just going in one day and then just leaving. So over time, I did encourage her to just get to know the learners, um try to figure out what their needs are and to create a video for that agency specifically for that agency that may be helpful. And then as the software changes, she may need to um recreate a video, but hopefully that will last a little bit for, you know, once they’ve been, you know, customize their screens have been customized a bit, but that is one suggestion. She said that was very helpful. Um So, you know, she may not, she said she didn’t have time to do the step by step right now guides. So that’s okay. Um But let’s see if we could do some videos and because the video should be 3 to 6 minutes. She said that maybe, oh, maybe I could do some short videos depending on the topic and go ahead and create those and share them with the agency. All [00:28:50.26] spk_1:
right, Lauren. Um You want to leave us with some uplifting thoughts about, you know, why it’s important to be all inclusive in your training. [00:29:29.53] spk_2:
It really is. Well, thank you and thank you for the opportunity. So this subject matter is very close to my heart. I really enjoy training and especially those of the older generation. Um No offense but baby Boomers and the traditionalists. Yeah, they’re actually my favorite generation to teach. And I think oftentimes as we’re thinking about technology, we sometimes leave out um, Gen Xers, baby boomers and the traditionalists and we sort of forget about those learning needs. Now. Um I did not share this and you might not, you might know, but I actually have a doctorate in curriculum and instruction and, [00:29:37.18] spk_1:
yeah, [00:29:57.86] spk_2:
that’s okay. And so, um so training and learning is just very close to my heart. So just remember that no matter what the generation is, um just please keep in mind their learning needs and that if they’re in the classroom, they might be forced to be in the classroom depending on their jobs. But they all have various learning needs and they have um they have value at the agency and we need to equip them with the tools to be successful. We really do. And so um so it’s just been, it’s been very, very good, it’s been a good experience and I really hope that folks can take some of this information and use it at their workplaces and in their communities, at [00:30:53.57] spk_1:
the very, very least rages consciousness. You need to be aware, sensitive to the different values, the different learning styles, learning needs of everybody who’s in your workplace. Not just the folks who are new to the organization or not just the folks who are of a certain age of a certain age, of course, So raising the very bad, I mean, you’re going way beyond just consciousness raising, you have a lot of very good ideas too. But greater consciousness is [00:31:14.33] spk_2:
absolutely. And one other thing if you don’t mind, the you brought up a good point in saying beyond the new user training, the initial training, remember that just because the users of any generation has completed, the new user training does not mean that they don’t need on going training. So we want to remember that and make that a part of the overall training plan for ongoing training. [00:31:21.49] spk_1:
Our staff, absolutely, internal professional development. People want to feel supported otherwise, quite quick. Yes. [00:31:29.61] spk_2:
Yes, absolutely. [00:31:35.61] spk_1:
I would like to put something on the record that I am a very young 61 born, born in 1962. So very among the youngest of all the baby Boomers is me on the record. I love it. Dr Lauren Hopkins, Dr Lauren Hopkins. Thank you very [00:31:48.43] spk_2:
much. Thank you. I appreciate it, tony. Thanks for having me. My [00:32:03.59] spk_1:
pleasure. She is social impact consultant at prepared to impact LLC. And thank you for being with me for our 20 our 2023 nonprofit technology conference coverage where we are sponsored by Heller consulting, technology strategy and implementation for nonprofits. [00:33:23.25] spk_0:
Mhm. It’s time for Tony’s take two. Hello, who can you share non profit radio with? Maybe it’s among your friends, your colleagues who on your board should listen at least who on your board. Would you like to have? Listen, first step is you gotta share the show with them or who did you used to work with that you’re still willing to talk to. Could you by chance mention non profit radio on your linkedin or Twitter Mastodon? I’d be grateful if you tag me. I will certainly give you a shout out. And I thank you very much for thinking about who you could share non profit radio with and then sharing non profit radio. Thanks very much. That is Tony’s take two. We’ve got just about a butt load. More time here is goals aligned with technology. [00:33:54.88] spk_1:
Welcome to tony-martignetti, non profit radio coverage of 23 N T C. You know what that is? You know, it’s the 2023 nonprofit technology conference that is hosted by N 10 and that we are in Denver, Colorado. We are hosted by Heller consulting technology strategy and implementation for nonprofits. And from Heller with me now is Jet Winders, Director of Sales at Heller Consulting Jet. Welcome to non profit [00:34:00.76] spk_3:
radio. Thank you for having me, tony. Pleasure. [00:34:04.57] spk_1:
Absolutely. Your session topic is how to align your nonprofit’s goals with technology. That’s right. Why is this an important session? Why do we need this? [00:34:24.12] spk_3:
Yeah. You know, for so many organizations and certainly for tech enthusiasts at a conference like this, sometimes we geek out on the and want to jump straight to what system or what tool are we going to use? And it’s really important to step back and think about what is the goal of using that tool. So what is your nonprofits goals to even start with and then align that with the technology? Because the technology is always advancing something the organization is trying to do, [00:34:52.20] spk_1:
right? The technology is advancing, presumably your mission certainly is stable. Your goals are going to evolve to achieve achieving that mission. But we need to align these moving parts basically. [00:34:57.38] spk_3:
That’s right. You know, non profits, they spend a lot of time building strategic plans and they’ll outline, you know, what those North Star goals are and then what those specific levers they’re gonna pull, you know, whether that’s increasing fundraising or awareness or patient outcomes. Those are the goals that the technology is driving towards the goal is never let’s adopt a new tool just for the sake of doing it. [00:35:22.22] spk_1:
So I’m taking from your, from your learning objectives, identifying technology strategies and how those affect software solution. So what kind of technology strategies are we talking [00:36:13.40] spk_3:
about? Yeah, you know, sometimes we talk about uh organizations, you know, approach to technology, how do they adopt it? What type of relationship do they want to have with it? So for some organizations that might mean we want to be the most innovative in the field were okay taking risks if it’s going to allow us to be a first mover or advanced something or show the sector something they haven’t done before while others might be, you know, we have to be conservative with our dollars. We want to do something that’s tried and true. We want to do what is proven in the space already. And so we want to do what our peers are doing. That’s a totally different relationship with how you might approach technology and the tools you might adopt. And, and that is just, you know, sort of a philosophy that different organizations adopt that can have an impact on what technology they ultimately select. [00:36:26.61] spk_1:
Okay. Have you done your session [00:36:28.41] spk_3:
yet? No, it’s to, it’s on Thursday. Okay. [00:36:31.23] spk_1:
So walk us through, how are you going through it with your in your session? How are you approaching this? [00:37:30.18] spk_3:
Yeah. So for first, what I like to get organizations to imagine is that changing technology is actually part of a broader operational change within the organization. And whenever you change technology, uh your business processes also have to change along with that. And your people also have to change whether that’s simply training to use the new tools or it could be new roles and responsibilities based on those tools. And so you want to put in contact context, a technology change with the broader impact that it’s going to have to try to make that change. The other way. I like to get organizations to think about it is that, you know, the technology is always advancing those broader goals within the organization. And so we want you to think through the impact that you’re trying to make first and always be. So starting with that impact messaging rather than, you know, again, getting into the nitty gritty of what tools we’re gonna change in systems we’re gonna change. We need to be centering the impact that it’s going to have at the organization for us to actually sell and make that plan for what we’re gonna adopt and what tools we’re gonna move forward. Okay. So [00:37:58.19] spk_1:
yeah, centering the impact, right? Not centering the tools we’re not focusing on, not focusing on the tools. Um What is there a method of you? I think you have a method of um assessing different options, information systems options. You say what, what’s, what’s that assessment part [00:39:15.54] spk_3:
about? Yeah, we take folks through a roadmap methodology that starts with, you know, real strategic discovery to understand what organizations are trying to accomplish. Uh you know, get those specific requirements of what do these tools need to do? It’s not about tool functionality. It’s about what do staff actually need to be able to accomplish in their day to day rolls and then from those types of requirements, build out what you need these systems to accomplish for you. So what role will those technology systems play within the organization? And then only then start to put specific names to what those tools are and that’s where you might actually go out to the vendors at the conference to start to fill in. You know, we need a tool that’s going to do this for our organization. Well, let’s find what tool that is. And you know, the way technology has changed over the years, there’s so many options out there. You know, whether you’re going to take an approach that’s based on a platform and build and customize it to meet all those requirements, or if you’re going to try to find more highly special tools and uh take on the sort of integration requirements of using, you know, tools from different vendors. So there’s not one size fits all anymore of, I just need a tool that does X. You really have to think through that broader approach and put the pieces together and make sure it’s all gonna add up to, you know, those, those goals and outcomes you described at the very beginning. [00:40:14.31] spk_1:
What about the difference between the like sort of the all inclusive, like like a black box solution or Salesforce versus smaller apps that do different things like accounts payable or there’s an accounts payable vendor behind me. Um Behind us, we’re in the same boat behind us. Um or something else does. You know, it is a fundraising CRM is if you’re, if you’re trying to center the goals, there’s, there’s, there’s one, there’s a one, one size fits all system like that really makes sense. Yeah. Well, one can it, I’m, yeah, that’s such a neophyte question. I don’t know. [00:41:11.54] spk_3:
It’s, it’s a great question because you are centering the goals and then you also want to look at your organization’s relationship with technology. So that is that example I I shared about whether you’re an innovator or you want to do best practices. You know, these are sort of guiding principles on what your relationship is with technology. Another example might be, um we want to build up our own internal capacity to manage tools and systems with a strong I T and operations department where another organization might say we’re first and foremost fundraisers and program managers, and we’re going to leverage experts outside of our organization to manage our technology. So that’s two totally different relationships with technology. So when you start to decide on your own guiding principles at the organization on what your relationship with technology will be that can then help you answer that question of whether it makes sense to use a platform where you’re going to be responsible for maintaining the integrations and maintaining the customization, or we’re gonna look to a single vendor who’s gonna provide multiple tools in the ecosystem because we’re going to use them as our experts and, and not keep that internal expertise. [00:41:40.23] spk_1:
Is there a case study or story that you can share? [00:42:06.58] spk_3:
Yeah, tomorrow, I’ll be highlighting, you know, three different examples of organizations that we worked with and, and took them through this process. And so you know, for one organization, uh they were really focusing on having tools that were easy for their users to use. They needed to look across the organization to a platform that could support five different departments within the organization. Um And they were prepared to take on managing that platform but didn’t want to build it all out from scratch. And so that organization chose salesforce as a solution that had built some of the purpose built mission tools that they needed on their platform already working with another organization on the [00:42:42.44] spk_1:
salesforce. Absolutely. What kind of outcomes did they see that? You think they would not have, they would not have gained if they had done is the way it’s typically done or, you know, focused on focusing on the technology instead of their mission and goals. [00:43:06.24] spk_3:
Yeah, I think the approach that they might have taken that I, in my opinion would have been a mistake would be to look at each of these departments in the organization individually. So they’d be looking at uh you know, their programs and uh mission support separately from fun raising separately from finance. They might have each submitted an RFP focused on what are the requirements for each of that department? And they might have chosen different systems based on in a vacuum, what looked best for that department and then none of it would work together and I T would never be able to support it. They never get any good analysis of how information is actually flowing within the organization? [00:43:30.24] spk_1:
Alright, I kept you from another [00:43:59.59] spk_3:
story. Well, yeah. Well, in uh in contrast, another organization really was looking at efficiency, you know, they were in that state of having different systems within each of the departments and their I T department recognized that they couldn’t support the different systems that had been chosen independently by different departments. And so they really focused on having a centralized I T structure that could manage and develop solutions on behalf of all of these different departments. They chose Microsoft as a platform because it was an extension of expertise that they already had already using Microsoft in some areas of the organization and then building on that. So they have a core competency now as an organization on Microsoft and are able to hire for those roles and maintain solutions across the organization that are sharing from that platform. [00:44:49.16] spk_1:
If you’re centering your goals, there’s a lot of organizational introspection that’s got to happen first. So are you, are you looking to your strategic plan? I guess if, if you’ve got one that’s current, I mean, how does this, how does this exercise take place before you start talking about technology [00:44:49.81] spk_3:
solutions? That’s right. You know, when and where [00:44:52.24] spk_1:
also it’s c suite conversations. Is it down at the user level? You know, so please wear also. Yeah, [00:45:30.76] spk_3:
absolutely. You know, when we start working with clients, it’s amazing how much work has usually already been put into defining those types of broader organizational, you know, goals, you know what those strategic plans are, those are often already, you know, their year three of a 10 year strategic plan and they may or may not be on track to achieve some of those lofty goals that got put out there. So, you know, technology is really downstream to support those goals. And we’re often, you know, when we’re working with somebody in operations or an I T kind of forcing them to dig up that, that document and, and confirm like this is still the path the organization is, is on, that’s what we’re trying to accomplish so that we can put our recommendations in context of what the whole organization is doing. [00:45:52.09] spk_1:
Okay. Um And you had a third story. [00:46:31.72] spk_3:
Yeah. Well, you know, I I shared uh an example of a Salesforce platform and Microsoft platform. We worked with another organization that actually left Salesforce, um really recognized that managing that platform was too much for the organization. They did not want to keep the in house staff to manage that. Uh They wanted to focus on fundraising, but, you know, didn’t really have the internal capacity to, you know, select apps or integrate with, you know, other online tools. And so they actually went to a purpose built solution, they went to virtuous that happened to have a lot of, you know, features and functionality out of the box for them with an easy on boarding process and a lot less ongoing maintenance and cost for them in the long run. And so, uh, there’s no, you know, perfect solution for everybody out there. It’s really about aligning what you need, you know, to work with and the tool and, and finding what’s going to be the right fit for you. [00:46:57.27] spk_1:
You have some recommendations about evaluating different uh solutions that you might have, you might identify. Okay, they fit your, your, your stated goals. How do we make the, make the decision? [00:47:28.65] spk_3:
Yeah. Well, one thing I discourage folks from doing is focusing on the old demo with organizations. You know, when we talk with folks, that’s almost the first things that they go to, you know, they wanna see demos of a bunch of different products and the demos only offer a limited insight into some of the usability, you know, how user friendly something might be. Uh people are flying through the [00:47:33.69] spk_1:
screen, they could never replicate it, you could never replicate it five minutes after it was shown to you. [00:48:15.84] spk_3:
That’s right. It doesn’t give you the full perspective. And so, you know, what we really encourage folks to think through, you know, once you’ve done that sort of identifying your goals, understanding what types of tools might be appropriate based on how you want to approach and use technology, then, you know, actually identify systems and platforms that could meet those goals. Sometimes there’s only one or maybe sometimes there’s one or two with big contrasts between them. You can actually do a lot more groundwork and understanding whether those are going to be a fit for you or not before you actually see the product, seeing the product is just that kind of final confirmation to see how it works and get a little more familiar. So how do you do [00:48:22.87] spk_1:
this groundwork in your evaluation? How do you, yeah, what do you do before the [00:49:07.82] spk_3:
demo? Yeah. So from, from your discovery effort and developing the requirements, the critical step is prioritizing those requirements against the goal. So you know, when you ask people what they need or what they want to be able to do, you’ll hear tons and tons of different things. And so the real critical period is prioritization of what is going to be mission critical for that fundraising strategy. That’s gonna get you double fundraising in three years or what’s that critical requirement? That’s gonna allow you to analyze whether, you know, multiple, you know, whether one of your program participants is actually participating in three programs so that you can actually see, see that rather than it being siloed data in separate program databases. So prioritizing what’s critical for you allows you to then look at different technology approaches and systems and narrow them down before you ever get to the demos. What [00:49:24.98] spk_1:
else do you have planned for your audience tomorrow that we haven’t talked about yet. [00:49:59.80] spk_3:
Yeah. You know, the last exercise I’ll talk folks through um is one way to, to map out your systems in sort of a pre work to any technology selection is to track what data is coming in to the organization where that data is stored, how it’s being used by different individuals and what other data folks would want and need. You know, sometimes a mistake that we see organizations make is they just think all data is good. We want to capture as much of it as possible, but that’s actually not the case. You really want to understand what data you’re already getting and where it is, but also what data you need to make critical decisions and who needs to use it. And when, because having that kind of map of where your data is, how you’re going to use it and what you need is really a lens that we can use to look at these technology systems of whether it’s going to support that or not. [00:50:25.97] spk_1:
Okay. Anything else planned for tomorrow? I don’t know what you’re holding out on nonprofit radio listeners. I think we’re [00:50:33.15] spk_3:
gonna talk about tomorrow. I think you’ve got the highlights for sure. [00:50:47.12] spk_1:
Okay. Okay. These Jet Winders, Director of Sales the hell are consulting, which is our 23 N T C sponsor technology strategy and implementation for nonprofits. Jet. Thank you [00:50:52.14] spk_3:
very much. Thank you, Tony Blair. My [00:50:54.11] spk_1:
pleasure and thank you for being with tony-martignetti non profit radio coverage of 23 N T C 2023 nonprofit technology conference [00:51:38.77] spk_0:
next week, equitable project management and make time for professional development. If you missed any part of this week’s show, I beseech you find it at tony-martignetti dot com. We’re sponsored by Donor Box with intuitive fundraising software from donor box. Your donors give four times faster helping you help others. Check out donor box dot org. Our creative producer is Claire Meyerhoff. [00:51:41.05] spk_1:
The shows social media is by Susan Chavez [00:51:43.71] spk_0:
Marc Silverman is our web guy and this music is by [00:51:49.46] spk_1:
Scott Stein. Thank you for that [00:52:00.34] spk_0:
affirmation. Scotty B with me next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.
Widespread data literacy helps your teams build a shared language of data communication, recognize good and bad data, and appropriately apply analytics to improve decision making. Alexandra Mannerings makes the case. She’s from 
