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Nonprofit Radio for February 5, 2024: Zombie Loyalists

 

Peter ShankmanZombie Loyalists

Peter Shankman is a 5x best selling author, entrepreneur and corporate keynote speaker. His book “Zombie Loyalists” focuses on customer service; creating rabid fans who do your social media, marketing and PR for you. Peter’s book isn’t new, but his strategies and tactics are timeless. This originally aired 12/19/14.

 

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And welcome to Tony Martignetti nonprofit radio. Big nonprofit ideas for the other 95%. I’m your aptly named host and the pod father of your favorite abdominal podcast. Oh, I’m glad you’re with us. I’d suffer the effects of brom hydros if I had to walk through the idea that you missed this week’s show. Here’s our associate producer, Kate to introduce this week’s show. Hey, Tony now I’m on it. It’s zombie loyalists. Peter Shankman is a five time best selling author, entrepreneur and corporate keynote speaker. His book, Zombie Loyalists focuses on customer service creating rabid fans who dear social media marketing and pr for you. Peter’s book isn’t new, but his strategies and tactics are timeless. This originally aired December 19th 2014 on Tony’s Take Two. How’s your endowment were sponsored by donor box, outdated donation forms, blocking your supporters, generosity, donor box, fast, flexible and friendly fundraising forms for your nonprofit donor. Box.org here is zombie loyalists. Peter Shankman is a well known and often quoted social media marketing and public relations strategist. His latest book is zombie loyalists. He wants you to create rabid fans who do your social media marketing and pr for you. He’s got super ideas and very valuable stories. I’m very glad Peter Shankman is with me in the studio. He’s the founder of Harrow, help a reporter out connecting journalists with sources in under two years from starting it in his apartment, Harrow was sending out 1500 media queries a week to more than 200,000 sources worldwide. It was acquired by Vocus in 2010. He’s the founder and CEO of the geek factory, a boutique social media marketing and pr strategy firm in New York City. Peter is on nasa’s civilian advisory council. You’ll find him at shankman.com and he’s at Peter Shankman on Twitter. His latest book is Zombie Loyalists using great service to create rabid fans. I’m very glad his book brings him to nonprofit radio and the studio. Welcome Peter. Good to be here, honey. Thanks. Pleasure you um live on the uh on the west side of Manhattan. I do. And you, there’s a, there’s a pretty well known five star steakhouse. Uh I’ll get Wolfgang’s not far from you, but you pass it to go to a different steakhouse. Morton’s correct. Why is that? I am a zombie loyalist to Morton’s. What does that mean? I uh love the service, the attention to detail, the quality, the, the sort of where everyone knows my name mentality. When I walk into that Mortons or any Mortons around the world, they have a tremendous uh custom relationship management system uh when I call one number uh in New York or anywhere in the world, it, it, they know who I am by my cell phone and uh I’m treated with uh just, you know, phenomenal uh uh happiness to, to hear from me and, and my wishes are granted as it were. I, we have a happy hour uh holiday party coming up at Morton’s next couple of days. And uh you know, as always, I forgot to call and make a reservation and, you know, I called yesterday and said, hey, I need a, uh, any chance I get a reservation for seven people, um, you know, Thursday night at, uh, 7 p.m. which is, you know, the, the week of the holiday party. And, uh, they looked and they said, oh, well, and then I guess their computer system kicked in, of course, Mr Shankman. Not a problem at all. We’ll get that for you right away. You know, we’ll have, we’ll have a great booth for you. Um, you know, and we’ll, we’ll, uh, tell us the names of the people attending, you know, you know, you know, they’re gonna have specialized menus for them and with their names on them. So they really, they have a really high level of service that, uh, that they provide. Not just to me that’s the beauty of it. I mean, you know, it’s one thing, yeah, it’s one thing if they just provide it to me, but they they do that for everyone. And, um, that is huge because, you know, being able to call when a normal person makes a reservation and, and not that I’m special, I’m actually rather abnormal. But, um, when a normal person makes a reservation and says, uh, you know, Morton says, ok, great. Are you celebrating anything? Oh, yeah, it’s my wife’s birthday. They always ask anyone who calls. I said, oh, you know what, it’s my wife’s birthday. Great. What’s her name? Her name is Megan or whatever. And you go in and they um and you sit down on the, on the, on the uh menu, it says Happy Birthday, Megan and then Megan, whoever she happens to be will spend the next 45 minutes, you know, taking 50 selfies with her menu and, and, and that’ll go online and then when her friends, you know, want that same experience, they’re gonna go Morton’s. You say uh in, in the book you get the customers you want by being beyond awesome to the customers you have. And that’s why I want to start with that Morton story which is in the middle of the book, but they do it for everybody and then they have the VIP S as well. And there’s the terrific story of you tweeting. Go tell that story. That’s a good story. It’s a good story. I love stories. I, I was flying home from a day trip to Florida and was exhausted and starving and, um, day trip mean you’re flying down, I flew down at 6 a.m. at a lunch meeting, flew back the same day. You know, one of those, one of those days. And, uh, I jokingly said the tweet, hey Mortons, why don’t you meet me at Newark Airport when I land with a poer house in two hours? Ha ha ha, ha, ha. Um, you know, I said it the same way you’d say, hey, winter, please stop snowing things like that. And I landed, uh, find my driver and sit next to my driver is a, uh, is a, a waiter in a tuxedo with a Morton’s bag. Uh, they saw my Tweet, they, they put it together, they managed to bring me a, uh, a, uh, steak and, and, you know, as great of a story as it is. That’s, that’s, it’s a great stunt and it’s a great story and it wasn’t a stage and it was completely amazing. But, you know, that’s not what they’re about. They’re not about delivering steaks to airports. They’re about making a great meal for you and treating you like royalty when you come in. And, you know, I, I, if they just did that, if they just delivered the steak at the airport, but their quality and service sucked. You know, it wouldn’t be a story. He said, oh, you know, look what they did for Peter, but I, you know, my steaks cold, you know, so what it really comes down to is the fact they do treat everyone like kings and that’s, that’s really, really important because what winds up happening is you have a great experience at Morton’s and then you tell the world, you know. Oh, yeah, great dinner last night. That was amazing. I would totally eat there again. And as we move to this new world where, you know, review sites are going away and I don’t, I don’t need to go to Yelp to read reviews from people. I don’t know, you know, if they’re shills or whatever the case may be, I don’t know, or tripadvisor, same thing. I want people in my network who I trust and, and people in their network who they trust and then by default I trust. So that’s gonna be, that’s already happening automatically. You know, when I, when I land in L A and I type in steakhouse, uh, you know, not me. I know, I know where the steakhouse are in L A but if someone types into Google Maps or Facebook steakhouse in Los Angeles, you know, they’ll see all the steakhouses on a Google map. But if any of their friends have been to any of them, they’ll see those first. And if they had a good experience, only if the sentiment was positive, will they see those first? And that’s pretty amazing because if you think about that, the simple act of tweeting out a photo. Oh, my God. Thanks so much, Mortons love this. That’s positive sentiment. The network knows that. And so if you’re looking for a steakhouse, you know, and your friend six months ago had that experience. Oh my God, amazing steak. This is a great place there. The sentiment is gonna be there and, and, and the network will know that the network will show you that steakhouse because you trust your friend. And this is where we start to cultivate zombie loyalists through this, through this awesome customer service of the customers. You, you have, uh say more about zombies. I mean, you have so many companies out there who are trying to get the next greatest customer. You know, you see all the ads, um, you know, the, the, the, the, the Facebook post, you know, we’re at 990 followers, our 10, our 1/1000 follower gets a free gift. Well, that’s kind of saying screw you to the original 990 followers who you had, who were there since the beginning? We don’t care about you. We want that 1000. You know, that’s not cool. Um, the, the, the companies who see their numbers rise and who see their fans increase and their, their, um, um, revenues go up are the ones who are nice to the customers. They have, hey, you know, customer 852 it was really nice of you to join us a couple of months ago. How, you know how are you, we, we noticed that you posted on something about a, uh, you know, your car broke down. Well, you know, we’re not in the car business but, you know, you’re, you’re two blocks from our, our closest, uh, outlet or whatever and, you know, once you, if you, if you need to come in, have a free cup of coffee, we’ll use the phone, whatever. You know, those little things that you can do that, that, that really focus on the customers you have and make the customers, you have the ones who are the zombies who tell other customers how great you are. And this all applies to nonprofits certainly as well. I mean, the, the, but even more so, I mean, if you, you know, nonprofits are constantly worried about how to, how to make the most value out of their dollar and how to keep the dollar stretching further and further. And, uh, you know, you have this massive audience who, who has come to you, who’s a nonprofit and who said to you, you know, we wanna help here, we are volunteering our help and just simply treating them with the thanks that they deserve. Not just a simple, hey, thanks for joining car, but actually reaching out asking what they want, asking how they like to get their information, things like that will greatly increase, um, your donations as well as, um, making them go out and tell everyone how awesome you are. And letting them do your pr for you. And that’s what a zombie loyalist does. And, and this is for, this could be, donors could be volunteers to the organization who aren’t able to give a lot. But giving time is enormous. And if, you know, if they have such a great time doing it, they’ll bring friends as, as zombies. Do you know, zombies have one purpose in life. Real zombies have one purpose in life that’s to feed. It doesn’t matter how the Mets are doing. It doesn’t matter, you know, because a chance that they lost anyway. But it doesn’t matter how, uh how anyone’s doing, you know, or what’s going on in the world economy. It doesn’t matter what matters with a zombie. Where are they gonna get their next meal? Because they feed and they have to infect more people otherwise they will die. Zombie loyalists are the same thing. All they have to do is make sure that their custom, they, they tell the world and we all have that friend who does it. You know, that one friend who eats, eats nothing but the Olive Garden because, oh my God, it’s greatest breadsticks everywhere. You know, and they will drag your ass to the Olive Garden every single time they get that chance. That’s a zombie loyalist. And you want them to do that for your nonprofit. And there’s, there’s a big advantage to being a smaller, a smaller organization. You could be so much more high touch and we’re gonna talk about all that. We got the full hour with Peter Shankman. We gotta go away for a couple of minutes. Stay with us. It’s time for a break. Open up new cashless in person donation opportunities with donor box live kiosk. The smart way to accept cashless donations anywhere, anytime picture this a cash free on site giving solution that effortlessly collects donations from credit cards, debit cards and digital wallets. No team member required. Thus, your donation data is automatically synced with your donor box account. No manual data entry or errors make giving a breeze and focus on what matters your costs. Try donor box live kiosk and revolutionize the way you collect donations in 2024 visit donor box.org to learn more. Now back to zombie loyalists, Peter, it doesn’t take much to uh stand out in the customer service world does it, it really doesn’t, you know, and the reason for that is because we expect to be treated like crap. You know, if you think that III I love this example. Whenever I give speeches, I ask, I ask everyone in the audience, I’m like, who here has had a great flight recently? At least one person will raise their hand. I’m like, ok, what made it great? And without fail, their answer said, well, we took off on time and, and I had the seat I was assigned and we landed on time and like, so you paid for a service, they delivered that service and you’re over the freaking moon about it. Like, that’s the state that we’ve become. You know, that’s how bad customer service has been that you are just beyond thrilled that they did exactly what they said they were gonna do with nothing more, less than 20 minutes in the post office line. And I’m ecstatic. Exactly. You know, it’s, it’s so, we really are at a point where we only have to be one level above crap. I, I’m not even asking my clients to be good. Just one level of crap. You know, if everyone else is crap and you’re one level above that, you’re gonna win. It’s my favorite, one of my favorite jokes. Um, the, uh, the two guys are out in the woods, hunting out in the woods and the, or just jogging out in the woods. The first one sees a, a bear and they see this bear and the bear is raised up and he’s about to strike. And the first one, you know, reaches down and tightens up his, his laces on his running shoes. And the second one says, dude, don’t be, don’t be, don’t be an idiot. You can’t run a bear. And he says, I don’t need to, I just need to outrun you. You know, I love that joke because it’s, it’s so true. That’s the concept. You know, all you have to do is be just a little bit better than everyone else and, and you’ll win the whole ball game. Now, we have to set some things up internally in order to have the, the structure in place to create these, the zombie loyalists. Yeah. I mean, you have a, you have a company where the majority of people in your company are afraid to do anything outside the norm. You know, I mean, look at, look at a cell phone company, you know, they, you call them because you have a problem right AT&T or T Mobile, you call them, you have a problem. They are actually the customer service people that handle your call are actually judged and rewarded based on how quickly they can get you off the phone. You know, not on whether or not they fix your problem, but how fast they can get you off the phone, which means how many more calls they get. I remember I worked, uh, when I worked in America online, we all had to do a day of customer service every month just to see what it was like, which I thought was a brilliant idea. But, you know, again, it’s this, it’s, it was a system called V I where you’d sign on and as soon as you signed on, if you weren’t in a call, you know, that was tacked against you. And if you were in a call and, and it went over a certain amount of time, that was tacked against you. So the decks were stacked not in the favor of the customer. There are some companies out there who allow their customer service employees to simply be smarter about what they do and do whatever it is they need to do to fix the problem. Um You know, my favorite story about this is Verizon Wireless. I, I went overseas, I was in Dubai and I landed in Dubai and I turned on my phone, I had gotten global roaming on my phone which, you know, 20 bucks for every 100 megabytes. Ok. So I land and I turn on my phone and it says, um, uh, like before I’m even off the plane, I get a text that you’ve used $200 in roaming charges. I’m like, what the hell, you know, $300 by the time I get off the plane, I’m like, something’s up here. So I call Verizon and a nice guy answered the phone and, oh, yes, I mean, you know, the first thing is it was, yes. So you do have global roaming but it, it doesn’t work in Dubai. So I’m like, ok, well, that’s not really global, that’s more hemispherical roaming I think is, is the issue. And um, so he, uh I said, well, look, I’m gonna be here for a week. I said, you know what? You have my credit card on file bill me like, I don’t know. Can you bill me like 1000 bucks and just let me have the phone for like the week and you know, that, you know, or 500 bucks, I won’t go over two gigs. Well, just do something for me. Sorry, sir. I’m not authorized to do that. Um, you can, I’m like, so what do I have? He’s like, well, you can pay, uh, $20.48 a megabyte. I’m like, I’m sorry, seriously, which equates essentially to, I would be charged $20.48 seconds, $20.48 for every, I think at the time for every four seconds of the video, Gangnam style if I decided to watch it on my phone, like this is pretty ridiculous. So I simply hung up, hung up on Verizon. I went down the street to the Dubai, the mall of the Emirates, which is the largest mall in the world. Has a freaking ski slope in it. And I’m not joking. It has a ski slope in this mall and uh went to one of like the 86 different electronic stores in this mall. Uh bought an international unlocked version of the same exact cellphone. I have went next door to the local uh SIM card store, bought a SIM card that gave me 20 gigabytes of data and 1000 minutes of talk for $40. I then put that in my phone because it’s an Android phone. I simply typed in my user name. And password for Google and everything imported. And Verizon did not get a penny on that trip. Um, how easy would have been for Verizon to say, ok, you know what, we’ll cut your break. Uh, they’d still make a lot of money off me and I would tell the world how great Verizon was to work with and how wonderful they, how helpful they were. Instead, they guaranteed that I will never, that they will never make a penny for me on any international trip. And I take what, 15 of them a year because now my cell phone, um my international cell phone that I bought, all I do is pop out the SIM card and I land wherever I am put in a new SIM card. So, and you’re speaking and writing and telling bad stories and every time I tell the story about Verizon, I make it a little worse. Apparently, Verizon uh tests out the durability of their phone by throwing them at kittens. I read this on the internet. It must be true, but, you know, not necessarily, but you know, the concept that, that all they had to do, all they had to do was empower Mark customer service and it wasn’t Mark’s fault. Mark was a really nice guy, but he was not allowed to do that. He would have gotten fired if he tried to do a deal like that for me. And so it’s this concept, you know, and the funny thing is, is it comes down to, if you really wanna go, go down the road in terms of a public company like Verizon of, of, of where the issue is, you could even trace it to fiduciary responsibility because the fiduciary responsibility of any company CEO all the way down to the employee is to make money for the shareholders. Ok. That’s what fiti responsibility means by not allowing me by not allowing mark the customer service agent to, to help me and, and take a different tack. He’s actually losing money too many CEO S think about the next quarter. Oh, we have to make our numbers next quarter. I’m fired. Companies in other countries tend to think about the next quarter century and they make a much bigger difference because they think, ok, what can we do now that will have impact in the next 5, 1015 years, you know, and really implement the revenue that we have and, and augment and companies in America. Don’t, don’t tend to think about that and that’s a big problem. Um, I, I buy a product line, uh, that has a lot of natural and recycled materials in the seventh generation. And their, um, their tagline is that in, in, in our every decision, we must consider the impact on the next seven generations. It comes from an American Indian. It’s a great, it’s a great line. I mean, just think about how much money Verizon would have made for me in the past three years. Just, just in my overseas, you’d be telling a story about like them, about Morton’s like the one about MS, you know, look, a lot of people listen to me and they went for a time when you googled roaming charges. When you Google Verizon roaming charges. My story about how I saved all this money came up first because I did the math. And if I had not called Mark and bought my own cell phone and done this, I would have come home to a $31,000 cell phone bill and you know, damn well, Verizon wouldn’t know anything about that. They’d be like, oh, too bad, sorry about the fine print. And plus the, the employee who sold you the international plan. I’m sure you told her where you going, I’m going to Canada and I’m going to Dubai. I’m assuming she didn’t know where Dubai was. She probably thought it was near Canada. But uh long story short, I couldn’t use it. All right. So employees have to be empowered. There has to be, we have to be but changing AAA thinking too. I mean, the customer has to come first. The donor of the volunteer donor, the teer you get at the end of the day. Where’s your money coming from? I don’t care if you’re a nonprofit or fortune 100. Where’s your money coming from? You know, and if you, we see it happening over and over again. We see it. Right. You’re seeing it right now. Play out every single day with the company, Uber. Um, and Uber, it’s so funny because Uber makes, uh, you know, they’re valued at $40 billion right now. But that doesn’t mean anything, that doesn’t mean anything if people are running away in droves which people are, there’s a whole delete your Uber app movement. Oh God. Yeah, people are leaving. Uh Well, it’s several. Number one that Uber is run by a bunch of guys who honor the bro code. The company was actually started by a guy who on business in business insider said he started the company to get laid. Um His goal was to always have a black car when he was leaving a restaurant uh to impress the girl he was with. That’s he came out and said that and you see that culture run rampant throughout Uber um from their God mode where they can see they actually created. There was a uh uh I don’t know where I read this. It might have been Business Insider as well. There was a, they created a hookup page that showed or, or, or, or a walk of shame page that showed where uh women were leaving certain apartments like on weekends and going or leaving certain place on weekends, going back to their home. Um It was obvious that they, you know, met some guy and they did that and then, of course, just their, their whole surge pricing mentality, which is, you know, two days ago there was a, uh, a couple of days ago there was a, uh, the terrorist, uh, I think it was a terrorist attack in Sydney, uh, at that, at that bakery and Sydney, uh, Uber in Sydney instituted surge pricing for people trying to get out of harm’s way. You know? And, and they, they later refunded it. Oh, it was a computer glitch. I’m like, you know, I’m sorry, you, you have a stop button and you can, when you see something happening like that, there has to be someone in the office who can say, you know what? Not cool. We’re gonna take care of that and then hit the stop button and it was, yeah, bad, tons and tons and tons of bad publicity. And, you know, I was having an argument with someone on my Facebook page at facebook.com/peter Shankman because they said, oh, you know, um, so what they don’t, they don’t turn on surge pricing. They don’t have enough cabs there and, you know, people can’t get home. I said I’m pretty sure that the only company I’m sure that no one had cab companies there. I’m sure that there wasn’t anyone who had enough cars there, private cabs, Ubers, whatever yet. The only stories I read about companies screwing up during that event were Uber, not Joe’s Sydney cab company. You know, I didn’t see him screwing it up because he didn’t turn on surge pricing. You gotta, you gotta respect your customer. You have to, as we’re uh training for that, then not only uh trying to change that mindset, well, in, in trying to change that mindset rewards for, for customer, for employees that, that do take go do go the extra mile. Well, first of all, if you give the employees the ability to do it to go the extra mile and understand they won’t get fired. You’re not gonna get in trouble. I I always tell, tell every one of my employees, you’re never gonna get in trouble for spending a little extra money to try and keep a customer happy. You’ll get fired for not doing it. You know, you get fired for not for seeing an opportunity to fix someone and not taking it, not doing everything that you know, Ritz Carlton is famous for that. Ritz Carlton hires people not because whether they could fold the bed sheet but for how well they understand people because in Ritz Carlton’s mind, it’s much more important to be a people person and be able to be empathetic and that is such a key word. Empathy is just so so sorely lacking. You know how many you’ve called customer service? Yeah. You know, I have to, I have to change my flight. My, my, my aunt just died. I really need to get home. Ok, great. That’s $300. I just wanna go an hour earlier, you know, you show up at the airport, your bag is overweight by half a pound. That’s $75. I just, I can, you can, you just cut me some slack. Nope, you know, so empathy and giving the cust, giving the employee the ability to understand that the customer that sometimes you can make exceptions and it is ok to make changes and, and this is where a smaller organization has huge advantage and it’s easier to change. That’s what kills me. You know, I go to these, I, I try to frequent small businesses when I can, I go to some of these small businesses and they won’t, they, they act like large businesses, you know, in the respect that, that they don’t have a, like, they wanna be respected almost. They don’t have like a six, a 6000 page code that they have to adhere to. They can simply, uh, do something on the fly and yet for whatever reason they won’t do it. And, and it’s the most frustrating thing is like, guys, you, you’re acting like a big, you’re acting like mega Laar here, you know, and you’re not Mega Lamar and you’re just Joe’s House of stationery, whatever it is and, you know, not being able to help me, you’re pretty much killing yourself because you don’t have 85 billion customers that have come through the door after me, you know. But I have a pretty big network and for a small business to get killed socially as social becomes more and more what, how we communicate. You know, it’s just craziness. It’s, you know, we’re, we’re pretty much in a world, I think where something almost hasn’t happened to you. Unless, unless you share it. I joked that, uh, you know, if I can’t take a selfie was I really there. Um, but it’s true, you know, we, we do live in a world where, you know, I, I remember God 10 years ago, maybe not even, not even 10 years ago. I was one of the first people to have a phone in my camera, you know, and it was like a new phone. That’s what I said, yeah, camera in my phone, right? And it was like a uh I think it was like a 0.8 megapixel. You know, it looked like I was taking a picture with a potato but it was, um it was this, I remember it was 2002 and I was in Chase Bank and there was a woman arguing with the teller and I pulled out my video, you know, it was, I mean, it was the crappiest video you’ve ever seen. But I pulled it out and I said, you know, II I started recording and the, the woman behind the woman behind the counter was going, the woman behind the counter was talking to the customer saying you do not speak to me that way. You get out of this bank right now. And the customer was saying I just wanted my balance and you and the manager comes over and I get this whole thing on my little crappy three G uh Motorola phone phone. And I, I remember I posted online and gawker picks it up and II I gave him, I, I emailed it, you know, I, my, the headline I put on my blog was, you know, Chase where the right relationship is at. Go after yourself, you know, and it was, and it just got tons of play and then gawker picked it up. It went everywhere, totally viral. So it’s one of those things you’re just like, you know, this is in 2002. It’s 12 years later. How the hell can you assume that nothing is being that you’re not being recorded? You know, I, I, I remember blowing, I, I sneezed a couple of weeks ago and, and, uh, uh not to get too graphic here, but it was, I, I needed a tissue big time after I was done sneezing. And I remember going through my pockets looking for desperately looking for tissue and like looking around making sure I wasn’t on camera somewhere that someone didn’t grab that and it was give me the next viral sensation, you know, I mean, I wait, God, I went to high school with eight blocks from here, right? If the amount of cameras that are in Lincoln Center today. Were there in 1989 1990. I’d be having this conversation entirely. I’d be having this conversation behind bulletproof for myself. And you’d be, yeah. So, you know, you’d be, you’d be talking to me, you’d have to get special clearance to visit me. Probably be at the, the Super Max in Colorado or something. So, you know, it’s, it’s, it’s one of those things that you’re just like my kid who’s, who’s almost two years old now is gonna grow up with absolutely no expectation of privacy the same way that we grew up with an expectation of privacy. And I’m thankful for that because she will make a lot less stupid moves. You know, I mean, God, the things that I thought, you know, in, in, in, in high school, I thought the stupidest thing in the world. Thank God. There wasn’t a way for me to broadcast that to the world in real time. Jeez. Thank God creating these uh zombie loyalists. And you know, we’ve got to change some, we’ve got to change culture and thinking and reward systems. Let’s go back to the, the cost of all this. Why is this a better investment than trying to just focus on new donors? I, I love, I love this analogy and I’ll give you a fun analogy. Let’s, I’m in a bar and there’s a very cute girl across the, across the bar and she catches my eye catch her, I go up to her and I go, you know, you don’t know me. I am amazing in bed. You should finish your drink right now. Come home. Let’s get it on. I’m, I’m gonna impress I’m that good chances are she’s gonna throw a drink in my face. Go back talking to her friends. I’ve done a lot of research on this. That’s probably something I was gonna do now. Let’s assume, let’s assume an alternate world. I’m sitting there on my phone, I’m just playing like, you know, some, you know, words with friends or something like that. And, uh, she’s over there talking to her friends and one of her friends look up said, holy crap. That’s Peter. I think that’s Peter Shankman. I’ve heard him speak. I, he’s in this fantasy world. I’m single too today. He, I think he’s single and he’s having this amazing guy. I, I know he has a cat. You have a cat. You should totally go talk to him at the very least. I’m getting this girl’s number. That’s pr ok. And what do we trust more? Me with my, you know, fancy suit collar going over there in my seventies, leisure suit. Hi. I’m amazing. Or the girl saying, hey, we’ve been friends since third grade. I’m recommending that guy. You should trust me on this. You know, obviously that, that’s where, uh, good customer service comes into play and that’s where corporate culture comes into play because if I have a great experience with you and at your company, I’m gonna tell my friend when they’re looking and I will stake my personal reputation on it and there’s nothing stronger than that. And these are the people who want to breed as Zz Willis that’s stronger than advertising, stronger than marketing. And they’re gonna share, people wanna share that. Think about the, the internet runs on two things. It runs on drama, drama, and bragging or bragging and drama. And if you, if you need uh any proof of that, you know, go and look at all the hashtags with crap that’s happened, you know, bad customer service, bad whatever. But then look at all the good hashtags you know it when our flights delayed for three hours and we lose our seat. Oh my God, I hate this airline, you know, worst airline ever but when we get upgraded, right? Hashtag first class bitches or whatever it is, you know, something stupid like that and the whole because we love to share. It’s, it’s only a great experience if we could tell the world and it’s only a bad experience if we can make everyone else miserable about it as well. Its time for Tonys take two. Thank you, Kate. How’s your endowment endowment? That savings account that your nonprofit has that you only spend the interest of each year and maybe sometimes you don’t even spend that much from year to year planned giving. Can help you either launch your endowment if you don’t have one or grow your endowment if it needs to be bigger. And I don’t know many nonprofits that think uh we have enough, our endowment is big enough. We don’t need any more and giving accelerator. I will help you in the accelerator to launch planned giving so that you can start your endowment or grow your endowment throughout the three months of the course, We go March to May done by Memorial Day. So there’s no impinging on your summer plans. We’ll spend an hour a week together on Zoom over those 12 weeks and I will guide you step by step. Had a launch Planned Giving at your nonprofit. I set those weekly meetings up as meetings in Zoom. So there’s lots of cross talk between the members. People are helping each other. There’s a lot of peer support. Uh Aside from the teaching that I’m doing uh each week, if thats of interest to you, please check out Planned Giving accelerator.com promoting the course in uh the rest of this month. And then it starts in early March. That is Tony’s take two Kate. It sounds like a very valuable course. We hope people join. Yes, we do. You’re right about that. We’ve got Buku but loads more time. Let’s go back to zombie loyalists with Peter Shankman. Peter. You have a uh golden rule of social media that a good number of customers like to share and people are gonna keep doing it. People will always share. Um, again, it goes back to the concept that if you create great stuff, people wanna share it because people like to be associated with good things. If you create bad stuff and by stuff, I can mean, I mean, anything from like a bad experience to bad content, people not only won’t share that, but we go out of their way to tell people how terrible you are. Um, you know, how many times have you seen companies fail horribly, uh, you know, after major disasters when companies are tweeting, um, you know, completely unrelated things. Uh, uh, after, after a random school shooting. Uh, no, it was after the, uh, the, the shooting at the, the theater in Aurora, Colorado at the Dark Knight. Um, the Nr A tweets, hey, shooters, what’s your plans for this weekend? You know, and I’m just sitting there going really, you know, but, and of course, the thing was, the thing was retweeted millions of times, you know, with a sort of shame on the NR A. So we, we’re a society like I said earlier that loves to share when, when great things happen to us, but loves to tell the world when we’re miserable because we’re only truly miserable when we make everyone else miserable around us. Um, it’s funny you mentioned, uh, um, the Generosity series, uh, the, one of my favorite stories which goes to sort of a uh a bigger picture of culture and um somehow when you’re just doing your job because that’s what you’re, you’re supposed to do your job. But you don’t realize there are ways to get around that. I, I listen to your podcast among others uh when I’m running through Central Park. Um and more like if you know, my body type, more like lumbering through Central Park. But I, I get there, I’m an iron man. I have, I have that and um so I go through Central Park and it’s super early in the morning because I usually have meetings and I don’t run fast. Um I run like, I really don’t run fast but, but as I’m running, but let’s give you the credit. You have done a bunch of iron man. I do, I do it. You know, my mother tells me that I just have very poor judgment in terms of what sports I should do. But um on the flip side, I’m also a skydiver, which is with my weight is awesome. I fall better than anyone. Um But uh so I’m running through Central Park last year. It was February, uh February 13 and 14. It was of this year. And um it was probably around 445 in the morning because I had a uh I had an 8 a.m. meeting and I had to do 10 miles. So 445 in the morning, I’m running at around 90 79th 80th street on the east side in the park. And a cop pulls me over and he says, what are you doing? And I look at him, you know, I’m wearing black spandex. I have a hat. It’s five degrees and I’m like, what, what playing checkers? You know what, you know, I’m like, I’m running and he, he’s like, ok, can you stop running? I’m like, ok, he’s like the park’s closed. I’m like, no, it’s not like I’m in it. Look around, there are other people. No park doesn’t open until 6 a.m. I’m like, he’s like, uh, do you have any idea on you? I’m like, no, I’m running. He goes, what’s your name? I’m like, seriously. He said, I’m writing you a summons. I’m like, you’re writing me a summons for exercising for I for ex, I just wanna clarify this. You’re writing music and sure enough, the guy wrote me a summons for exercising in Central Park before it opened. The, the charge was breaking the violating curfew. You know, I’m like, I get the concept of the curfew. It’s to keep people out after 2 a.m. It’s not to prevent them from going in early to exercise, to be healthy. I’m like, I’m not carrying, you know, a six pack. I’m not drinking a big gulp. I’m not smoking. I’m, I’m, you know, I’m, I’m doing something healthy and you’re writing me a summons for it. Um, and I said, you know, I’m gonna have a field day with this. I said iii I kinda have some followers. This is gonna be a lot of fun. I’m not, you know, I know you’re just doing your job, sir, even though you have the discretion not to. But ok, so I go back home, I take a picture of my ticket. I email it to a friend of mine of the New York Post, you know, front page, New York Post next day. No, running from this ticket, you know, front page, of course, that’s great. New York Times covered it. Uh Runners world covered it. I mean, I went everywhere, gawker covered it, you know, and, and my whole thing was, it’s just like, dude, you have discretion. Look at me, you know, I’m not, I’m not even going super fast for God’s sake. I’m just, I’m just trying to exercise here, you know, and of course I went to court and I, I beat it. But how much money did it cost the city for me to go to court? Fight this thing. You know, every employee you have to give your employees the power of discretion, the power of empathy to make their own decisions. If you go by the book, bad things will happen. And again, small shops so much easier to do flat line flat organizations. I, I work with a nonprofit um animal rescue, no profit. Um A friend of mine was a skydiver and uh shout him out. What’s the, I can’t, there’s a reason I can. But, but there’s a friend of mine was a skydiver and she was killed in a base jump several years ago. And her husband asked to donate in her memory to this nonprofit. So I sent him a check. And about three months later I get a coffee table book in the mail. And I was living by myself at the time I didn’t own a coffee table. It was, you know, more money to spend on my flat screen. And um I uh I remember I call, I, I look at this coffee table, I throw, I throw it in the corner, I look at it over the next couple of days. It pisses me off about how much, how much of my donation did it cost to print mail and produce this book to me. And so I, I called them up. Well, sir, we believe most of our donors are older and probably prefer to get a print version as opposed to like digital, you know, where they’d throw it away and like, you don’t throw digital away, but ok. Um I’m like, so, so you’ve asked your, you’ve done surveys and you’ve asked all, no, we just assume that most of them are older. I’m like, ok, so I opened my mouth wound up joining their board and I spent the next year interviewing uh customers interviewing every current and past donor about how they like to get their information and shock of shock, 94% said online. And so over the following year, we launched Facebook page, Twitter page, uh um uh Flickr account, uh youtube everything PS The following year for that donations went up 37% in one year. In that economy. It was right around 0809 donations went up 37% in one year and they saved over $500,000 in printing, mailing and reproduction. Imagine going to your boss, hey, boss, revenue is up 37% and we saved a half million dollars. Your boss is gonna buy you a really good beer. You know, all they had to do was listen to their audience be relevant to the audience you have and they will tell you what they want. We have tons of tools for segmentation. You gotta listen to what segment you wanna, people wanna be in. You know, someone, someone asked me the other day. So what, what’s the best? I, I knew nothing about their company. What’s the best uh social media I left for me to be on, should I be on Twitter or should I be on Facebook? I said, I’ll answer that question if you can answer this, this question, I’m gonna ask you is my favorite type of cheese Gouda or the number six. And they say, I don’t understand. That’s not a real question. I’m like, neither is yours. Like I can’t tell you where the best place to be your audience? Can I said, go ask your audience, believe me, they will tell you there’s a gas station in the Midwest. Come and go. Um, I, I just love the name Kum and go, come and go and you can read more about the, their tagline is always something extra. I mean, come on the jokes, just write them for god’s sake. But, um, and they don’t take themselves too seriously. I love that and knowing the name of the company gas station. And, um, you know, I, I like, I remember they were in Iowa and I went up to visit a friend in Iowa and I was like, you gotta get a photo of me in front of the come and go sign, you know, and, um, the beauty of this is that some of their employees actually look at their customers when they’re on their phones in the stores and go, oh, you know, what do you use Twitter more? Or Facebook? And they say, oh, I use that and they record that information and they know it. God customers will give you so much info if you just ask them because then they feel invested, they feel invested in your company. They feel like they, that you took the time to listen to their nonprofit request or their, their, their questions and they feel like they’re, I did it for Harrow every month. We’d have a one question. Harrow survey, you know, Harrow one question survey. And it was, we get like 1000 people respond and I’d spend the entire weekend emailing everyone who responded and thanking them personally, took my entire weekend. But it was great because what would wind up happening is that, you know, if we took their advice and launched it on Monday with the new thing? They go, oh my God. How did this for me? They took my advice. Well, yeah, it was your advice to 800 other people’s advice. But we took it and they’d be like, oh my God, it’s a good thing. And, and it just, it just made them so much more loyal and they’d tell hundreds and hundreds and hundreds of people we’d get, I mean, there were days my God, there were days I remember I was in temple one morning, the garment center synagogue and my phone, I feel my phone getting really hot in my pocket, which is not normal and I was starting to hurt and I look at it, I, it’s, it’s almost on fire. It had frozen because we were mentioned in Seth Godin’s morning blog. And at that time I was getting uh emails every time we get a new subscriber and the phone is actually frozen and was locked and, and was like overheating. I take out the battery and like reset the entire phone because we just got so many new, like 14,000 subscribers in like three hours. It’s obscene, it’s obscene. You say, excuse me, you say uh that customer service is the new advertising. Marketing. N pr It really is. Well, again, you know, if we’re moving into that world where, so imagine a lava lamp. And I love that. I can use this analogy. Imagine a lava lamp. A lava lamp has water, oil and a heat source, right? The heat source heats the oil, the oil flows through the water. It makes pretty colors. I’ve heard it looks really good when you’re high. Now, I’ve heard. Now, imagine if, oh, crystals. Imagine if you’re, uh, everyone you meet in your network. Ok. Is a drop of oil? The water is your network and the water is your world. Everyone you meet in your network. Uh, from, from the guy you’re sitting doing the radio interview with, to the guy who serves you ice cream with local deli to the guy who does your dry cleaning to your girlfriend, to your wife. To not at the same time to your kid’s second grade teacher, to your second grade teacher years ago. Everyone you meet is in your network. You know, right now when Facebook first started, I would see the same weight from a kid. I went to junior high school with, he, his post would have the same weight as like my current girlfriend. Which is ridiculous. I don’t need to know about everything. My friend from junior high school is doing. I haven’t talked to the kid in 15 years. Facebook’s gotten a lot smarter as has Google. Now, I see the people I communicate with the most. Ok. And if I, if I reach out and communicate with new people, they start rising in my feet in my stream. If I don’t they fall, it’s just like a lava lamp. Every person you connect with is a drop of oil. That heat source at the bottom that’s rising, raising or lowering. Those drops of oil is relevance. So if you imagine the heat source is relevance and the more I interact with someone, the more the higher they go in my network and the more I see of them, the more trust level there is when I’m at a bar and I meet someone or at a restaurant or conference, I meet someone. I don’t need to um connect them. I don’t need to go on Facebook and friend request them. You know how awkward friend requesting is when you stop and think that last time my friend requested someone in the real world was second grade. Will you be my friend? My daughter’s doing that now she goes, you know, she goes, it’s like the cat. Will you be my friend? I’m like, honey, the cat doesn’t wanna be your friend. But you know, it’s this awkward thing who the hell friend requests someone anymore. If I’m, if I’m hanging out with you at a bar and we connect again and we talk and we go out to dinner and we’re having a good time. We’re friends. I don’t need to first request that you, you know, so that’s going away. Friending following liking and fanning is all going away. What will interact is the actual connection. So, if I meet with you and I have a good time with you and we talk again if I use your business. If I go to your nonprofit, if I donate, if I volunteer, whatever the network knows that the more I do that, the more I interact with you, the more you have the right to market to me and the more you will be at the top of my stream and the more I will see information about you, the less I will have to uh uh search for you. But if you do something stupid or we’re no longer friends see you, you’re gonna fade. I don’t have to unfriend you. You just disappear. Unfriending is also awkward. I dated a woman. We broke up, but it was nine months after we broke up, either of us wanted to unfriend the other one because it was just awkward. So I, I woke up in front of me anyway. But you know, the concept of not having to, to do that of just, you know, OK, I haven’t talked to you in a while. I don’t see your posts anymore. It’s the real world. That’s how it should be, and if you’re not feeding zombie loyalists, they can start to defect. So I, I want to spend a little time on if you’re not talking to them, giving them what they want, talking about their information, helping them out, they will gladly go somewhere else to someone who is, you know, if I have a great experience with the restaurant, uh, every week for three years and then all of a sudden over time, I’m noticing less and less that restaurant’s doing less and less to uh take care of me, you know, and maybe management’s changed and I don’t feel that uh you know, I’m ripe for being infected by another company. I’m ripe for someone else to come and say, you know, Peter. Uh cause if I tweet something like, wow, I can’t believe I have to wait 40 minutes for a table. It didn’t used to be like that. If I, if someone else is a smart restaurant, they’re following me and they’re gonna be great. You know what, Peter? There’s no way, no way over here. Why don’t you come two blocks north and we’ll give you a free drink, you know. Oh, you know, and that right there, that’s the first sign of infection and I might become infected by, by another company, become a zombie loyalist for them. And so let’s, let’s take, you have a lot of good examples. Let’s take a one on one situation. How can we start to cure that. The simple act of realizing following your customer’s understanding when they’re not happy and fixing the situation before it escalates. Um you know, you can contain a small outbreak, a small outbreak, small viral outbreak. You can contain that by getting the right people finding out what the problem is, getting them into one room, fixing their problem, healing them. You have a good uh united story right back when it was Continental, I was uh a frequent flyer and booked a trip to Paris and uh I was very angry because they charged me like $400 in, in booking fees or something like that. I don’t remember what it was. And, uh, I called the CEO, I just, just for the hell of it. I’m like, I’m gonna, I’m gonna, I wrote, I wrote an email, this was before social and I wrote an email to the CEO and I’m like, this is ridiculous. I’m a frequent da da da da and like 30 minutes later my phone rings like, hello Peter Jman, please hold for Larry Kellner CEO of cotton lines. I’m like, oh crap. You know, and the guy gets on the phone, he’s like Peter, how you doing, Mr Jman? How are you doing? Sorry, listen, these fees, they’re new. Um, we sent them a note, I’m guessing you didn’t see it. We’re gonna waive them for you. But, uh, if you have any more problems, you know, feel free to call me and I hang up the phone for the next 40 minutes just sort of staring at it like, holy crap. Larry Kellner, the CEO of United Airlines just called me and, uh, talk to me and I mean, it was like, it was like God coming down and say you now have the power to levitate your cat. It was just ridiculous. And, um, so, you know, I have been faithful to Continental and now United ever since and, and they continue to treat me with respect and, and do great things and they’re, they’re improving. They, they were getting a lot of crap over the past several years and they really are starting to improve. It’s nice to see and not only, of course, your own loyalty but you’re a loyal guy. You’re a zombie loyalist for them. And how many times how, how much it’s unquantifiable. It’s un, I, I dragged so many friends to United. I’ve, I’ve made so many friends. Uh, I mean, my father, you know, uh, he only flies United now, which means he only drag, he drags my mom only on United. I only dragged my wife on United. There’s a lot of, a lot of work that way. Yeah, we gotta go away for a couple of minutes when we come back. Of course, Peter and I are gonna keep talking about his book comes out in January, zombie loyalists. You have some examples of zombie loyalist leaving en masse like Dominoes, Netflix. They’re both, they’re both in the book. So, so one leaving, if you don’t, if you’re not starting to cure one leaving and then that’s the thing, you know, the beat will be the internet with the hashtags and everything like that, you know, it doesn’t take a long time um for those things to sort of blow up in your face. And, uh, you know, at the end of the day, everyone say, oh, you know, Twitter’s responsible for, for us losing money. No, they’re not. You’re responsible for you losing money. You know, and, and if your product isn’t great and you, your actions don’t speak well of who you are, then there’s no reason your customers should stay with you, you know, and it was, oh, social media is really hurting us because no, you’re hurting yourself. The only difference is that social media makes it easier for the world to know about. They’re just telling the story. Dominos and Netflix are, are good examples because they, they bounced back. They took responsibility and they both owned the Dominoes came out and said, you know what? You’re right. Our pizza, we do have a problem. We’re gonna fix this and they spent millions fixing it. And sure enough, they’re back with a vengeance. Now, I’m, I may or may not even have ordered them every once in a while. And I live in New York City. That’s, that’s a, that’s a sacrilege. But, um, you know, I have the app on my phone for when I’m over, you know, traveling somewhere. I’ll be in shea, whatever. And, and you know, what are you gonna get at 1130 at night when your flight’s delayed and you land? It’s Domino. Um, which reminds me I should probably go exercise on the flip side, you know, something like Netflix. They, uh, they also were screwing up, you know, they were losing, they tried to switch between the two. They came up with a new name and it was like gross in public. And so, and again, you’re watching the same thing happen with Uber right now. So it’ll be really interesting to see if they were able to repair themselves. Listening is important. Both, both those, both, those two examples, they listen to their customers. I think there’s a problem with listening because everyone’s been saying, listen, listen, listen for months and years and years and years now. But, you know, no one ever says that you have to do more than just listen. You have to listen, actually follow up. It’s one thing to listen. You know, I, I use the example of my wife, I could sit there and listen to her for hours, you know, but if I don’t actually say anything back, she’s gonna smack me, you know, and go to the other room. And so you really have to, it’s a two way street, you know, listening is great, but you gotta respond and uh look, I’ll take it a step further. I was like, oh, Twitter’s so great because someone was complaining on Twitter and we went online and we, we saw the complaint and then we fix their problem and yeah, how about if the problem didn’t exist in the first place? You know, because the great thing about Twitter is that, yeah, people complain on Twitter. The bad thing about it is they’re complaining about on you’re on Twitter. So it’s like, what if the problem didn’t exist in the first place? What if, what if you empowered your front desk clerk to fix the problem so that I didn’t have to tweet. Uh Hertz is my favorite story of all this. Uh I used to rent from Hertz religiously. Um And then I went to uh Phoenix Sky Harbor Airport this past April and I gave it, I was giving a speech and I, I go and I, my name is supposed to be on the board, you know, so I can go right to my car and it wasn’t, it was ok. That happens. I got upstairs, I wait 40 minutes on the VIP line. Um After 40 minutes they finally say, you know, there’s a uh only one guy here, a lot of people might have a better chance if we go up to the regular line. Like, ok, you probably could have told us that a little earlier, go up to the regular line. Spend 45 minutes waiting in the regular line. It’s now been. Are you tweeting while this is happening? Well, I had, I was actually not only tweeting, I had enough time to create a meme that should give you some idea of how long I was online with my cell phone. I was enough time to have a meme. I get it to the counter. Hi, can I help you? Yeah. Um I, I was downstairs at the VIP desk and they told me that oh your VIP reservation you have to go downstairs like yeah. Ok, let’s let’s put a pin in that. Um they just sent me up here like uh right. They have to help you. Well, it’s not really, they, you guys are the same company. I mean I could see the reservation on the screen. You, you, you, you can help me. Sorry sir, I can’t help. You have to go to the VIP next. I’m like you just next to me. Ok. So if you know anything about Sky Harbor Airport in Phoenix, um all of the rental car company, they’re all in the same place. So I walked 50 feet. It’s a bus takes you to the big to the big pavilion where they’re all next to each. I walked 50 ft from the cesspool of filth and depravity that was hurt to the, the wonderful Zen Garden of tranquility. That was Avis. And in four minutes I had a nicer cheaper, more or a nicer less expensive car given to me, a woman named Phyllis who was 66 and moved to Phoenix from Detroit with her husband for his asthma. I knew this because she told me, um, she smiled at me. She brought her manager out and said, ah, it’s another refugee from, uh, Hertz. And I said, so this happens a lot. They’re like, yeah, I’m like, wow, you’d think they’d have done something about that. And so on the way out in Avis. Um I, I thank them, I walk past hers. I shoot them this, you know, sort of look at the look of the beast. I get my Avis car and I drive to my hotel. Once I get to my hotel, I write a wonderful blog post about my experience called Peter and Hertz and the terrible, horrible, no good, really bad customer experience. Once you have a kid, you find up rewriting titles about your blog posts that have to do with kids books. Um I do not like Hertz Sam. I am and things like that. And um I included in this blog post, the five things I’d rather do than ever. Uh ran from Herz again, I think number three was um was uh ride a razor blade bus through a lemon juice waterfall um with just, you know, and, and so, but, but of course, the next day Hertz reaches out to me. Oh Mr Jman, this is the head of North American customer service. That’s all you’re about. I’m like, they’re like, you know, we’d love to let Nick know like you, you’re not gonna fix the problem. Number one because I’m gonna Nas Car. I’m never going back to Hertz. Number two. There were five people yesterday, five people I interacted with all of whom had the chance to save me and keep me as a customer for life. A, a customer who had been so happy and I would have loved you. Five people blew it. So don’t waste your time trying to convert me back. You’re not going to what you wanna do is spend some of that energy, retraining your staff to have empathy and to give them the ability and the empowerment to fix my problem when it happens because five people it it takes every single employee to keep your company running, it takes one to kill it. Yeah. PS Avis reached out um to thank me personally and uh I am now just this ridiculously huge loyal fan of Avis and always will be you have a pretty touching story about uh when you worked in a yogurt shop, you were really young. Um We have a couple of minutes tell that, tell that good story. That was on the east side, which again is another reason why I live on the west side. Nothing good ever happens in Manhattan’s East side. So I was uh I was working and I can’t believe it’s yogurt, uh, which was a store that I think back in the eighties IC by. No, no. TCBY was the country’s best yoga. IC biy was a poor, I can’t believe it’s yo, I can’t believe it’s not yoga. I can’t believe it. Yogurt. It was a poor attempt to capitalize on. That was TCB. And I’m working at this store and, um, I go in every day and make the yogurt to clean the floors. I do. You know, it’s a typical high school job and, uh, it was during the summer and thousands of people walking by, I think it was like Second Avenue or something. And there were these brass poles that hung from, you know, it was the, the, the, there was an awning, right? That’s a, that there and there were the brass poles that held the awning up and they were dirty as hell. Right. I’m sure they’d never been polished ever. And I found some, I found some brass polish in the back like, oh, they buried in the back. And one afternoon I went outside and IP started polishing the poles. My logic was if the poles were shiny and people saw them, maybe they come into the store, maybe they’d wanna, you know, buy more nice clean place. And the manager came out. What the hell are you doing? I said, I told him what I thought, I don’t pay you to think, get inside. You know, I’m like, there’s no customers in there. I’m like, ok, I’ll, I’ll, I’ll make sure the yogurt’s still pumping it full blast. And I quit, I just quit that job. Like, I mean, I, I couldn’t even begin to understand why someone would invest, I mean, to own a franchise for 50 grand, to at least to buy that franchise. Why wouldn’t he invest in the two seconds? It took little elbow grease to make the poll clean That might bring in more customers. What the hell? You know, but you’re not paid to think. You’re not paid to think. My favorite line. Yeah. Um, I, I just, I, I encourage if any kids are listening to this teenagers. If you, if your boss says that to you quit, quit, I will hire, you just quit. It’s, it’s, it’s probably the worst thing in the world that you could possibly do because you have customers who you have customers who every day can be helped by people who are paid to think. And that’s the ones you wanna hire. We gotta wrap up. Tell me what you love about the work you do. I get paid to talk. I mean, my God, this is the same stuff. I used to get in trouble for in high school, but on a bigger picture, what I really love about it is being able to open someone’s eyes and have them come back to me. Um, I run a series of masterminds called Shank Minds Business. Masterminds. It’s shank minds.com. They’re day long seminars all around the country. And, uh I had someone come to me and say, you know, I took your advice about XYZ and I, I started listening a little more and I just got, uh, the largest, um, retainer client I’ve ever had in my life by a factor of four. And she goes, and I just can’t even thank you and I send me like a gorgeous bottle of tequila. She’s like, I can’t even thank you enough. Oh my God. Being able to help people, you know, at the end of the day, we’re, we’re, I, I have yet to find another planet suitable for life. I’m looking so we’re all in this together. And if that’s the case, you know, why wouldn’t we want to help people just a little bit more? You know, there really isn’t a need to be as douche as we are as a society. We could probably all be a little nicer to each other and you’d be surprised how that will help. The book is Zombie Loyalists. It’s published by Palgrave macmillan comes out in January. You’ll find Peter at shankman.com and on Twitter at Peter Shankman, Peter. Thank you so much. Pleasure is Amanda. Oh, thank you. Next week. That’s an open question. If you missed any part of this week’s show, I beseech you find it at Tony martignetti.com were sponsored by donor box, outdated donation forms blocking the supporter generosity donor box, fast, flexible and friendly fundraising forms for your nonprofit donor box.org. Our creative producer is Claire Meyerhoff. I’m your associate producer, Kate Martti. The show social media is by Susan Chavez, Mark Silverman is our web guy and this music is by Scott Stein. Thank you for that affirmation. Scotty be with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out and be great.

Nonprofit Radio for February 22, 2021: Listen Closely

My Guest:

Emily Taylor: Listen Closely

If you want to know what folks are thinking, interested in and motivated by, you need to listen to your donors, volunteers, advocates, employees. How do you get to the answers to listen to? Emily Taylor talks. We listen. She’s principal of teenyBIG.

Emily has a free paper for you, “5 Questions to Ask Before Spending More Marketing $$.” It’s here.

 

 

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[00:01:45.84] spk_1:
Hello and welcome to tony-martignetti non profit radio big non profit ideas for the other 95%. I’m your aptly named host of your favorite abdominal podcast. Oh, I’m glad you’re with me. I’d suffer with hereditary angio oedema if you swelled me up with the idea that you missed this week’s show. Listen closely. If you want to know what folks are thinking interested in and motivated by, you need to listen to your donors, volunteers, advocates, employees. How do you get to the answers to listen to Emily Taylor talks. We listen. She’s principle of teeny Big Antonis. Take two a webinar or two were sponsored by turn to communications, PR and content for nonprofits, your story is their mission. Turn hyphen two dot ceo and by dot drives Prospect to donor Simplified. It’s my pleasure to welcome Emily Taylor to non profit radio. She is principal of teeny big coaching nonprofits to meaningful e engage their audiences through human centered design. Her prior experience is in nonprofit management and industrial design. The company is that teeny big dot com and you’ll find Emily on LinkedIn prominently. Emily Taylor. Welcome to the show.

[00:01:47.64] spk_0:
Thank you, tony. Happy to be here.

[00:01:49.53] spk_1:
I’m glad. Let me ask you a question and I’ll bet nobody’s ever asked you. Did I pronounce your name correctly?

[00:01:54.24] spk_0:
Yes, yes, I’ve definitely lucked out with the easily pronounceable name.

[00:01:58.94] spk_1:
Excellent with martignetti. You know, uh, nobody ever asks, and they always mispronounced, but I’m always careful. But of course I

[00:02:05.24] spk_0:
Yeah, I’m married into a more common name. So it made things easy for me. Yeah,

[00:02:20.84] spk_1:
it’s easier to spell. Easier to say now. Industrial design is always interesting to me that I always think of like commercial design, like Cheerios boxes. But But that’s not That’s not strict. That’s not industrial design, really, is it?

[00:02:44.44] spk_0:
It actually is. It’s not the greatest name for a career path, but but it’s designing of products, you know. It’s the people who decide. You know what your cereal box might look like, but also your phone and your car on and, uh, you know, pens and pencils, just everything.

[00:02:46.46] spk_1:
Everything around us has design features to it. And of course, someone else was

[00:03:00.14] spk_0:
inside. You know, someone who decides how they make it, and that’s the engineer. But industrial designer really decides what it looks like what it communicates and how people connect with

[00:03:02.83] spk_1:
it. Okay, well, that I mean, there’s different principles around bookshelves than around iPhones. IPhones A little more complicated, little more complex. What? What did you industrially design?

[00:03:39.14] spk_0:
Most of my career was spent in packaging. So packaging really? And you know it Tze telling you what’s inside of something and you know why you want to pick it up and buy it on DSO Really? I like to think of packaging is an analogy for a lot of stuff. You know how we present ourselves to people have nonprofits present themselves to each other. It’s all a package that someone could gets a sense of before you dive in. Further,

[00:03:43.84] spk_1:
My favorite package packaging comes from Apple computers.

[00:03:48.05] spk_0:
I thought you were going to say that

[00:04:07.74] spk_1:
they’re so elegantly, uh, like the phone. You bet. It’s like on a pillow. I mean, it’s a piece of some material, which is not exactly cardboard, but it looks to me like it’s on a pillow and it’s wrapped in a gentle little plastic sheath. And the the power cable is is perfectly coiled, with a little little tie holding it. I mean, it’s incredible.

[00:04:38.44] spk_0:
Yeah, it is what we call the packaging experience on. And that’s really you know, if you imagine opening that up and having all the pieces jumbled out, you’d be really confused of what to do. And so, um, you know what I’ve been trained to do is think of things as a process. And how do you present information in a staged way So that someone gets it? Someone’s excited about it. Yeah, they can, you know, enjoy the joy. What’s inside?

[00:05:01.94] spk_1:
Okay, excellent. And you’re you’re you’re making a segue. Thio listening. We’ll get there, we’ll get there. Um, but yeah, you You wanna, you know that it’s your first impression. It’s the way the box looks before you even open it before you see just seeing it on a shelf, whatever it is. But then but then you I mean, you’re doing packaging, so there’s also security like you gotta hold the thing together. You don’t want it shaking in the box or whatever it was that you were packaging.

[00:05:16.34] spk_0:
Yeah, you don’t want people stealing it. You don’t want to toe fallout, get too hot while it’s shipping, there’s there’s a lot of different elements thio crunch into that beautiful package. Okay, cool.

[00:05:22.80] spk_1:
And then you move Thio Nonprofits?

[00:05:46.24] spk_0:
Yeah. So I was able to make a lateral shift where I moved, um, took my industrial design knowledge and ran a nonprofit called Design House where we worked in revitalizing local manufacturing, using design, and so we would run workshops on dhe. That was really my first forefront until, like, living in a non profit space versus just volunteering.

[00:05:58.74] spk_1:
Okay. And where’s the interesting listening and engaging with audiences on on that kind of level? Where did that come from? How did you get interested in listening?

[00:06:02.42] spk_0:
You know, I

[00:06:03.81] spk_1:
have developed interest in listening, right? I

[00:06:06.04] spk_0:
mean,

[00:06:07.14] spk_1:
what little But let’s problem where six minutes in. Let’s look what?

[00:07:16.94] spk_0:
Let’s stop listening. Um, well, I I grew up is a very kind of shy and awkward child, and and so I found, but I was really interested in people. And so I found that listening to what other people were saying and figuring out how to connect what I wanted to say and due to that really helped me. Um, you know, figure out how I could connect with people. I almost had you know, analyze it versus it, coming naturally, and so that that has allowed me to really listen in a way that I think not everybody does is I’m really looking for the words people are saying and asking them why they think that way s so that I can understand the context of where they’re coming from. And you know, whether it’s a cultural difference or or just, you know, a difference in in personality. It allows me to like bridge that gap and see where people are coming from so that I can then communicate what I want to to them.

[00:07:19.04] spk_1:
Interesting. All right. It’s very It’s very personal for you, too.

[00:07:41.64] spk_0:
Yeah, yeah, it’s It took me a while to really, like, make that connection back to That’s where it came from. Um, but it’s fun. I always love just, you know, connecting with people well, in the past, in cabs. Or, you know, at the train station you just start up a conversation and and here where people are coming from, because it’s always a totally different place,

[00:07:49.84] spk_1:
we’ll be in cabs again. We’ll be in. Captain, it’s coming. It’s coming. Where you coming from, where you taking. Used to take cabs and trains. Where are you?

[00:07:59.54] spk_0:
I’m in Chicago. So we’re about 2 ft of snow in. Yeah, Okay,

[00:08:13.74] spk_1:
so let’s Tze talk about listening. So we were kind of already kind of touched about it, but, you know, like, why it’s important. But, you know, we’re talking about user research. Why should we? Why should we spend time on this?

[00:08:49.64] spk_0:
Yeah, it’s it’s really important. Tons of for profit companies are doing this, you know, everything that comes out of Starbucks And we mentioned cabs with uber like they’re constantly listening to people and getting ideas in front of people and and hearing the reactions to them. And people are just getting used to having these very customized experiences. And it it connects to nonprofits to people have, once you have those expectations, you have those with everything you do. So

[00:08:50.53] spk_1:
s So how are companies doing this give give a couple of examples?

[00:09:30.24] spk_0:
Um, they’re doing focus groups. They’re they’re interviewing people. They’re putting out surveys. They’re also running, testing, you know, they’re getting prototypes out in front of people. Um, they’re having, you know, influencers work with them to design products. It’s all things that concerned a little overwhelming and expensive on DSO. That’s where I think, trying to bring those the most important elements of those two non profit. So it’s not not a huge cost barrier on, you know, and finding ways to listen in the way you can.

[00:09:32.67] spk_1:
Okay, But I interrupted you when you were describing why this is important.

[00:10:52.84] spk_0:
Oh, yeah, well, you know, it’s it’s important because people are are used to having. Like I said, having these, um, being more targeted and not just following whatever a leader says eso it’s is part of human to human centered design. This is part of the experience of being let’s top down, um, or bottom up, how can we, rather than having a leader that has a vision and everyone follows it to be thinking about, um, yeah, gathering the pulse of the people that were working with and using that to ladder up to the decision making. It’s not to say this is a you know, everyone needs toe to make a decision for all but toe have that input. And I think it’s really important this year because I cannot remember a year where it is so unpredictable what people are thinking, Um, you know, how comfortable are they going out? When are they going to get vaccinated? You know, what is their? How their perceptions of organizations changed over the last year based on who connected with them and who didn’t and you know, stories. They read that it just seems even mawr important to see where people stand because this is like a There’s no apples to apples Comparison.

[00:11:43.04] spk_1:
It’s time for a break turn to communications. The Wall Street Journal, The New York Times, CBS Market Watch, The Chronicle of Philanthropy You wanna be in papers and outlets like that? Turn two has the relationships to get you on those outlets so that when these places air looking for experts on charitable giving, non profit trends or philanthropy, they call turn to turn two calls you because you’re their client. Turn hyphen two dot ceo Now back to listen closely. So we’re interested in how folks are, uh, interacting with our organization or interested in interacting with it. What what, like what’s motivating them? Those kinds of things.

[00:12:23.34] spk_0:
Yeah, I think motivating And then also you know what will fit into people’s lives like you no longer have the, you know, the consistent after school programs or the favorite, uh, you know, venues someone attended to like I remember. You know, it used to be you couldn’t plan things less than a few weeks out on a Friday Saturday night, and now you know, people are home. And so So how do you kind of get a sense of like where, you know, as a non profit where you could now fit into people’s habits as they bring some of those you know, we’re out of home experiences and to their lives.

[00:12:40.94] spk_1:
So when I was introducing the show, I ticked off listening to donors, volunteers, employees Are there other constituencies that we should be listening to?

[00:12:43.04] spk_0:
Let’s see, You said that donors,

[00:12:45.32] spk_1:
donors, volunteers, employees.

[00:13:04.64] spk_0:
Yeah. I mean, I tend to look broadly at, and, um and I call audience, you know, basically people who are following you because a lot of those people could become a donor. They could become a volunteer, and they don’t really see themselves as such. Um, eso

[00:13:06.78] spk_1:
it could include, like your social Social Channel followers,

[00:13:10.58] spk_0:
could it? Yeah.

[00:13:11.85] spk_1:
Okay. Yeah. All right.

[00:13:27.84] spk_0:
Yeah. Um, you know, listening, trying to figure out how do you get them to the next stage? How do you turn them into, you know, one of the other categories? Um and, you know, but there’s really no end to who you could listen, Thio. I think that’s just where I focus is general audience

[00:13:50.24] spk_1:
folks who are benefiting from your programs to if you’re if you’re doing any kind of human service work or it could be customers if you’re a museum or a theater, it could be patrons that way. May not be donors, but maybe patrons to your museum Visitors.

[00:14:02.34] spk_0:
Yeah, and I’m going to make it sound too broad. But the real trick is to figure out who you want to listen to so that you can define it for yourself.

[00:14:11.44] spk_1:
Okay? Okay. But But all these folks, I mean, if they’re if they’re interacting with you in a meaningful way, don’t they? Don’t they deserve a voice in your You’re listening campaign?

[00:14:55.54] spk_0:
Definitely. I think where I’m going with is you know, the people who maybe are following you on social media will have different things to say. You know, if this is a museum, um, I have different things to say that people who are coming in to the museum or people who have donated to the museum for a long time. And so it’s helpful when you’re listening to kind of focus who were listening to so we don’t mix up Well, somebody said this and the other you know, these long term donors think this other thing and and you’re mixing up the messaging when, really, um, you know you need to be separating. People are gonna have a different perspective, depending on how well they know your organization.

[00:15:14.84] spk_1:
Yeah, for sure. And how they interact. So that’s what we’re here to talk about it. So we wanna we wanna avoid this. Yeah, You don’t want All the messages are like all the feedback coming a LH coalesced together and aggregated. I mean, maybe for some purposes, you aggregated. But you want to know what your distinct audiences are are saying back to you?

[00:15:18.25] spk_0:
Yeah, it’s about targeting and segmenting eso that. Yeah, when you listen, it doesn’t get confusing.

[00:15:31.74] spk_1:
Yeah, okay, so let’s let’s let’s talk about how to do this for for different audiences. How do you go about thes listening campaigns? I’m calling them listening campaigns. Is that

[00:15:35.37] spk_0:
okay?

[00:15:36.29] spk_1:
Can you put your imprimatur on that? Is that all right?

[00:15:38.87] spk_0:
No, I love it.

[00:15:44.34] spk_1:
Listening campaigns. Okay, so if you have different listening campaigns for different audiences, let’s talk about some method methods.

[00:16:43.44] spk_0:
Sure, Sure. And, you know, I always wish there was one that could really kind of all encompass get the right information. But there’s different tactics that kind of our good and bad in various ways. Um, but the one I love the most is to just straight up interview people just talk to them and this, you know, that could be done. You know, obviously, if you have very passionate followers that you can have conversations with them at any time and really talk to them about you know why they’re part of your organization. But you can also just go on toe Facebook or Twitter and just say, Hey, you know someone who comments, would you have 15 minutes to chat with me and get them on the phone? Just do that. You know, a couple people a week, and all of a sudden you’re starting to get a broader sense of what people who aren’t connected to your organization are just lightly connected. Think about you.

[00:17:19.74] spk_1:
Yeah. Excellent. Okay, So I like I like that you say, You know, just comment back to somebody on Facebook. I see you know your comment a lot. Would you like to spend 15 minutes talking to me talking to us about our organ? That you you seem to be very interested in? Um, you know, non profit radio is action steps. So, like, what can we dio eso? Um how about I mean, could you just approach? I guess you could just approach volunteers the same way or, you know, you’re you’re devoting 10 hours a week to our work or whatever it is 10 hours a month. Could you could you sit with us for a phone call and talk about the organ?

[00:18:18.14] spk_0:
Any any interaction is ah, opportunity. I mean, you could even if you have a cocktail hour, just go around and ask the same question Teoh a few different people and and take note of what they say it Z. It’s more of a qualitative kind of feedback. But you get some really great answers. Although I would take a step back and just say it’s good to know what you want to learn. I actually had a a little hosted a conversation earlier this morning about listening to your audience, and it was interesting. I asked the group if you could just reach into your audiences brain and find out anything, you know, what would you want to know? And the question really stumped people. Mhm. Uh huh. And so, you know, it made me realize that, like, as you listen, you also need to know what what you’re looking for.

[00:18:19.37] spk_1:
Yeah, that’s like your goal setting for your listening campaign. Every campaign has to have a goal. This is not a volunteer campaign or fundraising campaign. This is listening campaign. So what would you like to learn?

[00:18:39.74] spk_0:
Yeah, you know, it’s so obvious. But sometimes when we just talked to people were used to having a conversation, not, uh, really digging for information.

[00:18:56.24] spk_1:
So when you’re at that cocktail party, if you’re if you wanna engage folks in your listening campaign surreptitiously, you’re not going to say, you know, let’s have a can of pay. Would you join my listening campaign? You’re just gonna say these kind of pays a good I like the I like the little like the little shrimp tails. So what s all right? So what you want to know is gonna inform what question you’re gonna ask or what questions you’re gonna ask.

[00:19:19.64] spk_0:
Yeah, but it might be, you know, how did you find out about this event? This organization? What? What drew you to To come here, kid. Um, you know, those those kind of questions.

[00:19:27.64] spk_1:
What moves you about our work? What do you know about our work, or what’s your favorite thing that you know about our work or Okay,

[00:19:46.64] spk_0:
Yeah. And sometimes it’s a really great time to ask about. You know what you think of certain words. I’ve you know, it’s kind of taking some notes on some clients that I’m working with that are having issues. And I work with this, uh, organization that’s doing contemporary classical music. And they they

[00:19:46.91] spk_1:
have a really classical what? That’s

[00:20:04.04] spk_0:
modern, modern modern composers doing classical music and they always run into Probably What you’re thinking in your head is like people associate classical music with the big, you know, white wigs and Beethoven

[00:20:06.84] spk_1:
Strauss and right. Yeah.

[00:20:23.94] spk_0:
And so I’m really pushing them to start asking people what does classical mean to them so that they can start to really here where people are coming from and what they need to say. Toe to bridge that gap. Okay.

[00:20:25.44] spk_1:
Okay. How about some other methods? So we got the cocktail party casual. We got the, like, the ocean social listening. What else? What’s more form?

[00:21:57.84] spk_0:
Yeah, you know more. Traditionally, there’s there’s surveys which can be big and laborious, so they could be quick. Just three, You know, two or three questions surveys that you pop into your email. Um, and the thing with surveys is, uh I think really making sure they, um they don’t just They asked the right questions. So, you know, again going back to your goals. You really need to look at that. Um, but a lot of times of surveys, um, they’re not great at predicting people’s behaviors. And so, you know, a survey I’ve run into a lot of nonprofits who will say, you know, we did a survey, and everyone thought, you know, Tuesday at seven was a great time for an event, but no one showed up. Yeah, and and you know, I think the thing there is like, it’s really hard for people to predict. You know how they’re gonna feel on a Tuesday night. You know that it tze different people have, like, a mode for answering surveys. And so really, it’s great to get ideas out in front of people for those surveys. You know, maybe, What do you think? Between these three things, Um, you know, these three messaging campaigns, these three event ideas or even just, um, you know what? Sorry, I just lost my train of thought. My cat came into the room. Um,

[00:21:58.63] spk_1:
okay, we’re very We’re very family friendly. Wonderful. It could be a child in animal. Not only family friendly, family embracing, family embracing. You’re welcome to bring your cat onto this. Excellent.

[00:22:35.24] spk_0:
She might she might just join anyways. Okay, um but having what was going to say is having open ended questions so that you can here some of the things that you might not expect, so a lot of times with surveys will we might make assumptions about things. And when you leave some open ended questions that allows people thio, you know, one participate and feel like they’re engaged, but also opens you up to things you might not have thought to ask about.

[00:22:43.94] spk_1:
Do you have a favorite survey tool? Um, Surveymonkey. Everybody knows story. Monkey. Yeah. You have a favorite monkeys.

[00:22:47.95] spk_0:
Great. I’ve just started thio use type form.

[00:22:51.44] spk_1:
I’m, like form.

[00:23:30.64] spk_0:
Yeah, and and that’s been nice. It’s a little You can actually do some assessments. Uh, but it’s a really It’s more like visually engaging software. Um, so I’ve enjoyed that, and I think things where you can just when you talk about tips like putting things in emails So being able to put the first question of a survey into an email blast so people can just click on that kind of get a sense with the surveys about and that just takes, um, shoots him right into the survey versus click on this link to take the survey and then just sort of like one extra step. Okay,

[00:23:34.04] spk_1:
Do you have ah preferred length? You said they could be super long or it could be very short. I mean, I’ve I’ve had folks on saying, you know, no more than five questions or people start to fade out after so many questions. What’s your advice?

[00:24:16.44] spk_0:
Well, I I the big lengthy ones. Those are like like marketing surveys that some organizations do every couple of years. That’s that’s really not by focus. I like, Yeah, I mean, it’s especially right now. People are changing their mindsets month, a month, the quarter to quarter. And so the more the shorter you could make things and the more focused the better. So I’d rather see people you know asked 3 to 5 questions a month or every other month than 25 question survey each year,

[00:25:30.14] spk_1:
it’s time for Tony’s Take two. I’ve Got a webinar for you. Five Planned giving websites that set the standard. It’s on February 25th, 3 p.m. Eastern time. It’s a romp. It’s a quick shot. I’m gonna take a romp through five plan giving websites in 45 minutes. Show you what I love about them. Show you what not to do that I don’t think is so good on them. And take your questions. Of course. Always time Q. And a quick shot 45 minutes, February 25th at 3 p.m. Eastern time, and you register for this esteemed webinar at PG Websites PG websites that is Tony’s take two. Let us return to listen closely with Emily Taylor. Do you have? Ah, this is different. Unrelated. But where my mind is thinking. So I’m gonna ask you Do you have opinion? An opinion on political polling? Like the accuracy of polling. Do you consider that within your I know you don’t do that work.

[00:25:33.37] spk_0:
Obviously you

[00:25:34.49] spk_1:
consider that within your belly. Wick toe comment on.

[00:26:36.04] spk_0:
I’ve been really fascinated by this. And this is where I go back to, like, whatever you do a survey you always have toe question what people really are, You know, the action versus what they’re predicting. Ah, nde. We’ve seen that with the last two elections of poll numbers just being way off. And so that’s that’s the sense that I get is, um that is a result of, you know, asking people toe fill in boxes versus trying to get to what they how they really feel about things. Um, you know, there’s there’s definitely a I think with surveys we can put on a we don’t want to be mean to this non profit hat or, you know, with political things like we don’t I don’t You know, I don’t quite understand. Can’t quite articulate how I feel. But I I’m just gonna answer this because this feels like the safe thing to Dio. And so those kind of answers don’t help us. Yeah, right.

[00:26:45.54] spk_1:
They’re misleading. Uh, maybe. Maybe not intentionally Or maybe in time, But anyway, they’re not helpful. Leaving your right. Leave it leave. It is not helpful. E want to attribute bad motivations to folks. I don’t want to do that.

[00:26:50.04] spk_0:
No. Like I said, sometimes it’s It’s because you know you don’t wanna be means it’s a It’s a good thing, but it doesn’t help.

[00:26:57.34] spk_1:
How about focus groups? Are there are people doing those online? I mean, it’s certainly eminently doable, are they? Are they valuable? Our folks are people participating.

[00:27:17.04] spk_0:
Yeah, I’ve definitely There’s been focus groups happening over the last year. I find them. You know, there’s a lot to be careful with with focus groups because there are group dynamics that you need to be aware of. You need to be

[00:27:28.44] spk_1:
a pro at facilitating those, right? Yes. Yeah. You don’t wanna go off as an amateur trying it out. Yeah, yeah, yeah, exactly. Because you’re asking for people’s honest opinions and

[00:27:40.64] spk_0:
yeah, and it’s very hard for people. You don’t want to talk about some of those being nice elements. That is amplified when you have a few strangers in a room.

[00:27:48.14] spk_1:
Yeah, right. Yeah. I don’t want to say anything controversial. I don’t want anybody feeling. Yeah, but then you’re not getting truthful answers, right? So you need all right, You need a pro if you’re gonna do the actual focus groups, right? Okay. Do you facilitate those? Do you facilitate focus groups?

[00:28:04.84] spk_0:
Um, I do not. Usually there’s a few people I work with that that have done them, or, um, but, like I said, you know, prefer being able Thio digging a little deeper with people

[00:28:16.34] spk_1:
you don’t have that lions lions, then of focus groups. And yeah,

[00:28:40.34] spk_0:
well, I’ve definitely done them in. You know, in the past industrial design world, I’ve watched a lot of focus groups, so e think I I understand how complicated they are. And it’s when you get into, um, nonprofits that air so emotionally entangled in our heads that I don’t find them as is practical.

[00:28:43.24] spk_1:
Okay. All right. So don’t try this at home. Or maybe you don’t need it.

[00:28:47.52] spk_0:
Just just have a good Yeah.

[00:28:49.25] spk_1:
Alright. Another You got another method?

[00:29:20.34] spk_0:
Um, well, another, you know, we can also get into more data driven methods, which is like, a b testing or doing, you know, sending out several different options. And and so this is not listening in the sense that you people are voicing things back, but you’re seeing what decisions they make your observing their behavior. And so I find observing as another type of listening, like,

[00:29:21.18] spk_1:
what are some examples of things you might A B test?

[00:30:13.34] spk_0:
Um, you could a b test a new message you wanted to use to promote a program or or to encourage people to donate. Um, you know, the trick is to always have an action that you want people to take eso You could talk about an event in two different ways. Send that out and see you know what? What? Got people to, you know, come to the event or click for more information? Um, whatever it might be. But that’s those air. Really. They’re harder because again, you don’t get that. Why? But you do. You do get the behavior, which, as I mentioned before in the survey’s can sometimes, um, not come through because, yeah, it’s not someone’s riel reaction. Where reaction.

[00:30:19.54] spk_1:
You’re getting reaction you’re getting You’re getting data. Um, Anything else? Quantitative. You like to quantitative?

[00:30:22.97] spk_0:
Yeah. I, uh I mentioned observing Don’t

[00:30:26.54] spk_1:
hold out on non profit radio listeners. Now, keep anything into my

[00:30:30.51] spk_0:
bag of listening trip.

[00:30:31.84] spk_1:
Nothing. Nothing at the bottom of the bag.

[00:30:57.34] spk_0:
Well, this one is so observing, I think can also happen. Um, it’s a little harder right now, since a lot of people are socially distanced, but observing people’s behaviors, Um, and this could be, you know, watching people and an event. How many people like, if you have different tables where they’re going, you know, keeping track of of some of those things. Are they paying attention to different speakers

[00:31:01.91] spk_1:
when you’re CEO gets up? Does everyone go to the bar or the bathroom? That’s a bad sign.

[00:31:08.04] spk_0:
Yeah, You just don’t know what it means. You know, I always think

[00:31:13.59] spk_1:
they don’t wanna listen. Uh, going to the bar to drink. When? When? The CEO of the bathroom. They probably don’t wanna hear the CEO. So that’s bad.

[00:31:41.14] spk_0:
Well, I always think of the example of, you know, and a friend to other friend gave a speech at an event and came up to her afterwards and was like, What? Why did you hate my speech? What was wrong? And she really She had some sour candy in her mouth the whole time. And so she was kind of like like making these

[00:31:42.47] spk_1:
grimacing, disapproving

[00:31:46.94] spk_0:
faces unintentionally. And so this is where you don’t want to make those assumptions eso we can observe, and that will help

[00:31:53.82] spk_1:
us. I mean, there might be an alternative. Might be an alternative explanation for everybody going to the bathroom when you maybe you had too much

[00:31:59.82] spk_0:
punch. Maybe what? Maybe you serve too much punch.

[00:32:13.74] spk_1:
Punch, punch. All right, All right. So maybe it’s the timing. Okay. Um Alright, so that’s interesting. Yes. Observing dynamics in a room where people where people huddling. What? What? What might you learn from things like from that? Those kinds of observations when we get back to in life are really ever personal. Presidents? What might you What might you pick up or what have you seen? That’s interesting. Um

[00:32:58.54] spk_0:
uh, let’s see. I mean, you can learn like I think of an example like at a museum. You know, where are people stopping and taking the most pictures might learn. Like what is, um, what? Elements of a space are engaging to people and that could then lead you to ask more questions about why that seem more interesting to people. So So sometimes observation helps us come up with more questions than answers, but very, very helpful ones.

[00:33:01.64] spk_1:
Yeah, because those questions then could become goals for your the next phase of your listening campaign.

[00:33:25.14] spk_0:
Yeah, well, and I think, you know, to the museum example, someone might not realize they were, you know, idling in a in a certain room and taking more pictures if you would ask them in a survey or even in an interview. But if you observe them doing that, then they have to kind of think a little bit more about why they why that appealed to them?

[00:33:42.14] spk_1:
Well, that’s it. Like they’re hanging out in the French nudes room. Of course, they’re all going to say, Well, I didn’t realize I didn’t I didn’t know I was there, that really 25 minutes. I don’t make any assumptions about that Yeah, I thought I breezed right through that. The newsroom. Alright. Yeah, e

[00:35:09.14] spk_0:
Just saying Oh, yeah, Are sometimes our minds remember different behaviors than than what we actually did. Yeah, sure. Let’s see if I could think of other ones. Um, I think that that kind of covers I was I was gonna add toe observation is, um and this is less like little observation, but seeing what? What else? People do. Um, and so this could be understanding. Knew where? Where do your where’s your audience shop? What what other things are they doing with their time? Um and so this It’s not really a different method. You might still need to do a survey or interview around this, but but to understand, um, you know those air behaviors that we can then use to work with our programs on dso understanding that people, you know, maybe are more organic or vegan shoppers might then lead us to think more about the food we serve at an event, um, or or how you’re appealing your, um, your mission to people. Especially like a newer There were people. There might be some connection you can make with other habits and behaviors that they have

[00:35:11.05] spk_1:
or knowing maybe what other causes folks give to

[00:35:32.44] spk_0:
exactly. Yeah, um, you know, And knowing that someone shops set eco friendly stores might than, you know, make them more connected to a sustainable part of your organization. And, you know, knowing that you you have sustainable practices could be more appealing to them.

[00:36:28.63] spk_1:
Right? Right. You want to share that? Okay, time for our last break. Quote. There’s nothing as simple as dot drives. Our executive team meets once per week to sit down and go through our dot drives pipelines. It’s fun to watch them have a healthy dialogue and to see them get excited about their numbers rising toward their goals. DOT drives has allowed us to take those key relationships and bring them to a deeper level. End quote. That’s Wendy Adams, director of donor engagement at Patrick Henry. Family Service is prospect to donor simplified. Get the free demo for listeners. Also a free month. It’s all on the listener landing page at we’ve got but loads more time for Listen closely, and I hope that’s what you’re doing. How did you get the company named teeny big?

[00:37:00.93] spk_0:
I gave myself a small window. Thio come up with a name and, um and what I really liked about it is I love zooming in and out on things. And so the big picture is very fascinating to me, but then to zoom in on these little details that we might observe on doing back out to see what we can broadly learn from those, Um, that was that really drew me to to the name.

[00:37:10.63] spk_1:
Okay, Now what? I’m this interesting s So why did you give yourself a time frame for choosing a name? Did you feel like you could go on forever if you didn’t? Yeah.

[00:37:27.83] spk_0:
Yeah. Coming from the design world, I knew I could spend endless amounts of time. And so, yeah, that was an entrepreneur practice I learned of. Give yourself 45 minutes for an idea and just come up with as much as you can. Then, uh, is that

[00:37:31.43] spk_1:
one? You got a company name in 45 minutes? Mhm.

[00:37:33.13] spk_0:
That’s all right. And then 14 minutes for the logo. Yeah. Kept it moving.

[00:37:41.63] spk_1:
Yeah, for a clever name. Okay. Interesting. Very. That was a very productive 45 minutes. Give.

[00:37:43.74] spk_0:
Yeah, it’s interesting. When you give yourself constraints, sometimes you can get a little more creative.

[00:38:13.32] spk_1:
Yeah, that’s for the those of us who work in the last minute. You feel that pressure now? I’m not saying, you know, last but it. But it’s time pressure. You know, your do other things until you know that you’re at the point where you absolutely have to focus on something else. And then you do. I mean, it’s amazing. You know how I can squander three hours and it’s amazing what I could do in 25 minutes. Uh

[00:38:20.72] spk_0:
huh. Yeah, that’s a part of the brain I’ve not quite understood, but it’s It definitely forces some focus. That helps. Yeah,

[00:38:34.72] spk_1:
it’s valuable. It helps. May not that I’m squandering 7/8 of my day, and then I’m only working half hour a day. But but the time pressure of ah, of an imminent deadline helps me.

[00:38:41.72] spk_0:
Yeah, sometimes you have to force it in yourself. I’d like to think about really didn’t like the names. I could just give myself another 45 minutes. But all right,

[00:38:42.21] spk_1:
you’re cheating. Then you’re gonna cheat yourself. I know, I know. Not setting the boundaries. You’re not supposed to abandon your boundaries. Emily, you’re supposed to stay. It was there was

[00:38:51.38] spk_0:
this part of my brain was telling myself that. And then the other part was like, Wait,

[00:38:57.92] spk_1:
maybe if I need more time. All right. Um, what else? Where else do radio? Where else do we go from here? Where do you wanna talk about?

[00:41:06.01] spk_0:
Let’s see, One of the things I love to talk about that I think is not happening very much in the nonprofit world is prototyping and testing on dso. I mentioned this a little bit in the ways toe. Listen, um and this kind of gets into again, like a lot of listening, and it’s a, you know, professional listening, not just conversation is trying Thio get answers to these questions that people aren’t always able to articulate. And so when we can get ideas in front of people that allows them to react. So, you know, you could you might be able to say, Oh, what would get you to come to this next event? You want pizza or free wine or, you know, you might be ableto like Sorry. I phrase it the wrong way. You might ask somebody that and they might say The obvious answer is like pizza and wine or or a discount. Um, I feel like that’s sort of the ultimate, um, answer to a lot of non profit questions when when they do surveys is people like Oh, yeah, I would come if I just had a discount or if there’s a free ticket and and yeah, I like the amount of non profits I hear that. Say, they gave them the discount and they didn’t come, Um, And so if instead we get ideas in front of people and say, You know, what if we had a Q and A at the end, or what if we, um, you know, told you some really interesting stories about this artist or composer? Um, you know, and maybe share some of those tidbits so they would understand what that actually meant. Um, you can start to paint a picture that they could get excited about, and so maybe it isn’t about the discount or the free thing, but it’s about the the interesting value that they would get out of it. Um, and they’re able to react to that rather than having to come up with the idea of themselves

[00:41:08.19] spk_1:
can give another example. It feels like we’re talking in the you’re talking in the abstract. Can we?

[00:41:13.05] spk_0:
Yeah.

[00:41:14.51] spk_1:
Can come An example for us. Toe ground. This?

[00:41:36.41] spk_0:
Yeah, yeah, let me think of a good one. So let’s see, with, uh, there was an organization that they were really having our arts organization, that they discovered that people were viewing them mawr as a entertainment venue. So people were coming and supporting them through ticket sales, but they weren’t moving towards donations And really seeing this organization

[00:41:45.71] spk_1:
as Yeah,

[00:43:11.70] spk_0:
yeah, and so they’re kind of struggling in this barrier. And so what we did is we actually prototypes, um, three statements that they could say ahead of their programming to remind people about the broader work that they were doing what happens, you know, when they left the building and on DWI could hit different, you know, emotional touch points. You know, one was really about the big picture of how this organization fit into the world. One gave us a practical numbers around the impact they were making. I think one told a good story about the history of the organization and So those were prototypes. Those were three different ways they could talk to people about why their organization is more than just entertainment on DSO. Then they could take those those concepts and whether it was in a survey and have people kind of choose which motivated the most. Or through an interview where they can literally just get, you know, ask people what they thought about those different. You know, those different statements and use that to then build a really powerful statement that when they did actually go, so have the next event. They had the confidence that that would make an impact. Okay,

[00:43:33.50] spk_1:
Okay. Helpful. Thank you. All right. Um, any anything we should be cautious of when we’re having doing this work? Maybe whether it’s casual at the over the counter pay table at an event or whether it’s more formal. Any lessons learned that we should avoid?

[00:44:00.29] spk_0:
Yeah, I’ve been going back thio some of things I’ve said before about people don’t always know what will motivate them. Um, and you know, they don’t always know what they’re the kind of predict their behaviors in a certain situation. And so I’ve definitely learned to live with a certain sense of, uh, uncertainty,

[00:44:01.45] spk_1:
A certain sense of uncertainty, a

[00:45:23.19] spk_0:
certain sense of yeah, helpful. Um, you know, listening is a process, and so it’s not as concrete as, um, you know, maybe some some more quantitative data points, but it is. It’s something you should always be doing. But always questioning on dhe. This kind of goes back to making, making assumptions about people you want to make sure that we’re not taking people literally, um, that that were, you know, uh, that we’re trying to figure out the motivations behind them. The, um you know, not just the functional touchpoints. So maybe, are they attending an event? Um, would they want to attend event, But also the why behind it? You know what really draws them to your organization? What caught their eye about that event? Um, and using that to then, you know, kind of taking those bits and pieces and building a story about them slowly so that we’re not. So I feel like I’m kind of getting in a little bit of a word. Jumble. Right. Okay.

[00:45:32.19] spk_1:
Well, you first of all, for functional touchpoints almost put you in jargon jail. I

[00:45:32.30] spk_0:
know. I

[00:45:32.73] spk_1:
know. Okay? Yeah.

[00:45:52.49] spk_0:
Yeah. Tony and I were just talking about jargon on LinkedIn. So, Z, uh, my watch out is to toe always sort of live in this hypothesis with listening on dso I think of. I think of it as, like a scientist.

[00:45:56.65] spk_1:
Okay, what’s the What’s the hypothesis? Oh, that you have a hypothesis going in.

[00:46:50.38] spk_0:
Well, that’s so a scientist is, um, you know, studying rocks, and they might find certain information about those rocks, but they always always have to keep questioning. Is that true? Is that true? Is that you know, is that really, um, the truth? And so I think with listening, it’s the same thing. People are complicated and so we can keep listening and gathering mawr information. Um, but we also have to know that it’s not solid ground that we’re standing on it. Z, it’s something that my ebb and flow throughout. Okay, you know, a ZX time moves on, and so it’s You have to live with some uncertainty. I e I guess what I’m saying is that if you you know, you don’t just do a survey and wipe your hands and think you have all the answers.

[00:47:06.08] spk_1:
Understand? Okay, right. You may need to have You may very well need to probe further. Asked what? Little asking One more question. Ah, dive deeper Thio to get to the rial. Yeah, Motivations person people really motivations what really moves them?

[00:47:25.78] spk_0:
Yeah. And you know, like this year as a ZX vaccinations happened, Those the ideas that people said in March might not be the same as in September. Eso you just have to live with some of that that uncertainty,

[00:47:27.28] spk_1:
okay, but it’s still worth proving its worth. Oh, yeah. You’re listening campaigns, Of course.

[00:47:35.98] spk_0:
Yeah. I mean, it’s better than saying the wrong the wrong thing. All

[00:47:36.78] spk_1:
right, we’re gonna leave it there. Okay?

[00:47:38.78] spk_0:
Okay. All right.

[00:47:51.38] spk_1:
Emily Taylor. Principle of teeny big at teeny big dot com, which was derived in 45 minutes or or less. Um, thank you very much, Emily. Thanks for sharing.

[00:47:53.98] spk_0:
Thank you, tony. Thanks for having me.

[00:48:00.37] spk_1:
I did pronounce your name. Right? Right. Emily, You okay? Okay. No more shy and awkward either. Well, you’re over that. Your china smart assed, uh, non profit radio. You are. Thank you very much.

[00:48:07.77] spk_0:
Thank you.

[00:48:57.67] spk_1:
Next week, strategic execution you know, strategic planning Now what if you missed any part of this week’s show? I beseech you, Find it at tony-martignetti dot com were sponsored by turn to communications, PR and content for nonprofits, Your story is their mission. Turn hyphen two dot c o and by dot drives prospect to donor Simplified tony-dot-M.A.-slash-Pursuant Our creative producer is Claire Meyerhoff Shows Social Media is by Susan Chavez Mark Silverman is our Web guy, and this music is by Scott Stein. Thank you for that affirmation, Scotty, with me next week for non profit radio. Big non profit ideas for the other 95% go out and be great.

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[00:00:12.34] spk_1:
Hello and welcome to tony-martignetti non profit

[00:00:42.84] spk_2:
radio. Big non profit ideas for the other 95%. I’m your aptly named host. This is a short special episode of non profit radio to help you cope with the pandemic reopening from Corona virus. My guest is attorney Lisa Brunner. We see the faint light at the end of the tunnel were slowly emerging as we knew that we would. But these things must be done.

[00:00:44.94] spk_3:
Delicate, please.

[00:01:39.04] spk_2:
So, what do we, uh, what we planned for? That’s coming. How do you keep employees safe? And can they refuse to return to work? What are reasonable accommodations? Lisa has answers. Lisa has advice. Lisa is a partner at a prominent Perlman law firm in New York City, responsive by wegner-C.P.As guiding you beyond the numbers wegner-C.P.As dot com My Cougar Mountain Software Denali Fund Is there complete accounting solution made for non profits tony-dot-M.A.-slash-Pursuant mountain for a free 60 day trial. And by turned to communications um, PR and content for nonprofits. Your story is their mission. Turn hyphen two dot ceo. Thank you very much. Welcome back, Lisa.

[00:01:41.54] spk_0:
Thank you, tony. Thank you for having me.

[00:01:43.54] spk_2:
Alright. Thank you for doing another special episode with us. These are these are these are valuable for listeners. Thank you. You’re welcome. Everything okay? Looks ah. Looks bright and sunny in New York is it

[00:02:00.64] spk_0:
is right. Well, it was raining earlier, but looks like the being the son, maybe. Okay. Make its way through. Looks

[00:02:36.98] spk_2:
looks bright. We’ll call it bright and sunny. Okay. Even so, shining light on your beautiful artwork on your walls. Thank you. So you’ve been thinking a lot about what is ahead as states begin to ah, open up the reduced the restrictions on on work at home, our restrictions on work in the office requirements to work at home. It’s happening slowly. There’s, like, I don’t know, maybe half a dozen states or so, so far that if reduce the the restrictions on just on certain industries, So I don’t I don’t know if maybe, you know, Are there states yet that have office workers allowed back to go back that had restrictions before just on office work?

[00:02:49.54] spk_0:
Well, I mean, we hear about in certain states like Georgia that they’ve already started to reopen certain industries.

[00:03:04.44] spk_2:
Right? That’s just restaurants and dollars to point essential. You gotta have those but our people back in offices in Georgia.

[00:03:08.74] spk_0:
I don’t know that people are back in the offices.

[00:03:12.65] spk_2:
Yeah, so but it’s coming. It’s good

[00:03:14.38] spk_0:
calming you write.

[00:03:15.53] spk_2:
That was like

[00:04:23.24] spk_0:
the end of the tunnel on dhe estates air trying to use depending on the states in the measured approach or prioritising which businesses come back first. New York is already talking about the plan for which are the most essential businesses or industries with the least amount of risk, where they can start reopening construction and different and different things. So it’s it’s a kind of a faced approach. It sounds like it’s happening. In New York, for instance, the governor put in a 12 point plan of different things that he expects them would like to see happen. Ah, in order for the reopening to occur and specifically with respect to workplaces, at least in New York, and it may be may be different in different states. There’s an expectation in York that, uh, is part of this plan that employers are going to put into place implement the safety protocol for their

[00:04:37.24] spk_2:
I thought, This is This is one of things we need toe be planning ahead. So, you know, at this stage, we’re planning for returning. Um, you know, but there. I mean, there’s basics. Like, what’s the schedule gonna be? Who’s gonna come? Um, you know, walk us through some of that pre planning. But before we get to the

[00:07:41.34] spk_0:
sure exactly at this point, tony, employers should be pre planning for that day. Ah, and not not necessarily waiting to see what happens. They should be putting a plan in place, which involves things like who? Who is going to continue to work remotely? Who is gonna be actually in the office? How are we going to How are we gonna make that happen? And how we gonna ensure that employees are safe coming back? What could be looking at their finances? What is it that we can afford to do in terms of who we bring back our their employees? That we will not be able to continue employing that we may need to furlough. Who do we need on the ground? Are we going to need to cross train certain employees? So if there’s certain things that need to get done and the employees we need to do them. Can’t do everything. Mm. From home. Do we have other employees that are able to come in who can actually perform some of those functions? What do we need to do physically in our workplace to ensure that the workplace is is safe, for instance, Um, are we gonna have what we have? Sufficient? Will we have masks? Will we have gloves? Do we need to dio, Do we need to sanitize the workplace? In other words, that we’ve wiped down everything all the surfaces, computer keyboards and door knobs. What have we done to ensure to communicate to our employees that the works, the works space that you’re coming back to is actually is actually safe. So having a plan to communicate to employees about what’s been done in terms of safety precautions, considering what type of personal protective equipment or face coverings and things like that, the employer is gonna have figuring out whether they need to do some type of reconfiguration of the actual work space. So, for instance, it in workplaces where they might have more of an open plan where everybody’s together. Ah, what do we need to dio Teoh either reconfigure this space to make it safe so that we can still allow for social distancing. Do we need to put up plastic or plexi glass? But between the areas where employees are working, do we need to set up one way a one way hallway that, you know, this whole way? Everybody goes in this direction and the other hallway, Everybody comes in the opposite direction. In other words, that employers should be coming up with their post pandemic plan for how they’re going to logistically bring employees be back and who’s gonna come back. And also how how are we gonna bring employees back safely?

[00:08:12.17] spk_2:
Okay, that’s a ton of stuff to be thinking about. But you know, all good. So listeners will go back and start taking notes on, like, the 20 things that you just ticked off as a ZX items to be used to be thinking about, um, everybody talks about the PP do. Do employers have AH responsibility requirement or t provide? I don’t gloves and masks. Or is that is that governed by state law? Or just buy your own moral obligation that you feel what what what what guides them in making a decision like that?

[00:10:12.94] spk_0:
Mm. I mean, I think it’s I think it’s adhering to whatever the precautions are of the CDC and Osho, the Centers for Disease Control and on OSHA, Occupational Safety Ah, and Health Administration. In looking to those to that guidance and also any state and local guidance as to whether their directives right now, perhaps with the exception of the essential workers, it’s really being left to the employers to for the most part, unless there’s a state or local directive to do it, it’s being left to employers to make those decisions. But certainly if the CDC is advising that individuals wear face coverings in instances where they can’t social distance, it would be it would behoove an employer to say, You know, we follow the directives of the seedy city. Ah, in protecting our employees is an under under OSHA. Under the Occupational Safety and Health Act, employers have to maintain a workplace that’s free of any hazards. Essentially, they have a duty to to do that, too. Keep the employees safe, you know, pre from hazard. So in the workplace. So so that would extend Teoh. I mean, recommendation would be that employers do provide face coverings to their employees. And and also they may even consider having face coverings available to anyone who’s visiting the workplace. If they have something cups, someone coming on site, who’s gonna be cleaning the work area clients? Anyone who’s going to be coming into the workplace because those individuals could be, if they’re asymptomatic could be infecting one of the employees. So

[00:10:18.74] spk_2:
that would

[00:10:19.09] spk_0:
be, well, advice to do that.

[00:10:49.09] spk_2:
That brings up another issue about people coming to your office, those you’re serving or maybe just like you said. Maybe they’re just the office cleaners or just people routinely come in. You know the mail gets delivered. Ups comes, you know, et cetera. How do you treat people? Coming to your office is not just what do you expect of them? It’s not just what do you expect of employees and what you gonna do for employees but visitors to the office or your other facilities as well? You know, non profits may very well not even now have a second facility. It’s not in office, but it’s where it’s where they serve meals or serve clients in some other way. Those people have to be accommodated.

[00:11:45.08] spk_0:
Yes. So I mean, all those things there such excellent points and which really go to the point of pre planning now Because Because employers can’t they can’t just show up on the first day of work and say, Okay, now we’re you know, now we’re back to work. Ah, we’re going to do the best we can. They really have to plan out in advance. You know what is social distancing gonna look like And our work space. And it’s gonna be different for every non profit. Like in some instances, it could be, you know, setting something up like we see when we go into when we go into a pharmacy or when we go into a supermarket where they’ve actually designated, you know, spots for people who are waiting on line to understand their six feet between you

[00:11:51.05] spk_2:
because it was sitting on the floor.

[00:12:36.34] spk_0:
Exactly. So depending on the non profit, so I’m not gonna be appropriate in every setting, but depending on the non profit and what, who their servicing and what the layout of their workspaces, it’s gonna dictate what it is they need to dio from a social distancing perspective to keep six feet between people, but they have to. Employers should be thinking now, what is it based on who were serving on what we’re doing? And what are configuration is what kinds of changes do we need to make right now to ensure that our employees feel safe, that that the people that we serve that are coming to our work site also feel safe. Uh, you know that that they’re not going to get infected. So eso the pre planning is is, I think, crucial right now.

[00:12:44.75] spk_2:
Otherwise, you just compounding the crisis. If you’re leaving this until the last minute are you know, the week before or something. You know, it’s not gonna be enough time to look at all the guidance because so you said, CDC, OSHA, and you also have to look to the your state whatever state guidance there may be. And even potentially, your city could have guidelines around requirements for businesses.

[00:14:00.84] spk_0:
Absolutely, absolutely on social distancing. But here’s some other things that I wanted to mention that employers could think about. Two. Is there as they’re planning? Um, I mean, the goal is to to continue the social distancing for now until we know that the threat is over, and so they could consider things like staggering of start times that employees start work staggering in the end times, particularly where people are in larger urban areas. And they may be Trent, you know, traveling by bus or subway where they’re gonna be congregated with a lot of people. And so to reduce that from happening. If employers consider maybe staggering the time that an employee comes to work to avoid Rush Hour or to stagger the time that the employee is going home from work to avoid rush hour, that could be a possibility or changing the day. So we’re

[00:14:16.45] spk_2:
thinking maybe I could get a work day that’s like 10 to 2. Can I squeeze Shoot 10 and leave around two, or maybe to 30 with, and I’ll reduce my lunch to an hour and 15 minutes from an hour and 1/2 That that that is not considered a reasonable accommodation?

[00:14:27.64] spk_0:
Well, a reasonable combination isn’t another context.

[00:14:43.54] spk_2:
I know. Yeah, no, I’m being unreasonable a za potential. But I could never be an employee because that, you know, there are a lot of reasons I couldn’t work for um, so, yeah, I mean, even staggering weeks, maybe. Maybe right 11 team works off site for a week and then comes into the office and the other team, and they rotate it, rotate around that way

[00:15:18.91] spk_0:
absolutely. Or having someone working on a weekend day as opposed to a weekday as a substitute, as a way to to stagger, first of all, so that you are helping the employees reduce the risk if they’re gonna be traveling by mass transit or in a large group. Secondly, er, to reduce the number of people just in the office together at one time. So

[00:15:34.93] spk_2:
there’s a potential, you know, in being flexible like this, there’s a potential to actually, you know, toe help families who, you know, maybe it’s ah, it’s a couple. And it helps them that one of them works on a Saturday or that one of them has, you know, unusual hours tend to six or something. Maybe that helps the family. And so you can build f have that flexibility and also be good to your employees at the same time.

[00:16:17.54] spk_0:
Yeah, absolutely. I mean, I would say one of the kind of key takeaways from all of this is employers should be flexible in the solutions that they are coming up within this time. That’s so unprecedented, but should should just be flexible on the possibilities of what exactly they can provide and what they can offer in terms of bringing the workers back to work and doing it in a way, that’s that’s Ah, that’s safe. Um, so yeah, well,

[00:16:20.11] spk_2:
I was gonna turn Teoh reasonable accommodations, which I perverted a couple of minutes ago. But, um what what do we need to be thinking about that? What does that phrase mean? And how does it apply here?

[00:22:28.34] spk_0:
So reasonable accommodations. So under the law, employers have a reasonable have a duty to reasonably accommodate employees for because they have a disability for religious practices. Ah, in New York for pregnancy, childbirth and related medical conditions. And so the types of things that one needs to reasonably accommodate an employee for may depend import on your jurisdiction and what that jurisdiction recognizes as being entitled to a reasonable accommodation. But for employers who have 15 or more employees, they are covered under a federal law called the Americans with Disabilities Act. And they have a legal obligation to reasonably accommodate employees who have a disability so that that an employee can perform the essential functions of their job. Unless doing that, we would pose an undue hardship on the organization. So how that looks here in in this cove, it situation is if you have somebody who has a disability, they may set a. My doctor says that I need to continue working from home. Ah, nde working from home, maybe a reasonable accommodation. And for that person, it’s also going to be more difficult for employers to say that doing so would pose an undue hardship in view of the fact that so many people have been working from home because of the situation. So somebody has disability, uh, in New York, for instance, if there pregnant or because of childbirth related medical conditions, they may need to. It may be that they that they need to work from continuing work from home is a reasonable accommodation that could be an example working from home or leave of absence or things like that. So where it gets where it now gets trickier, here is the situation where somebody has an underlying condition. Well, let me first say that the E O. C. The Equal Employment Opportunity Commission, which is the federal agency that enforces the A d. A. Has has not said that Cove in 19 is a disability, said it may be good state and city and a human rights laws like New York City. Human rights laws have said that, yes, this this, uh, is a disability and those laws, this is one of most important things is that even if there’s not a requirement into the federal law, state and city laws maybe much more liberal and protective of employees, then what What the a d a provides. So even if a certain reasonable accommodation may not be required under federal law, it may be required under state and sitting law. And so that brings me to the next point about the sister of reasonable accommodations. And that is one of the wrinkles here. Interesting aspects is that we know that people with certain underlying conditions are more susceptible to contracting the virus, right? So individuals who have diabetes, uh, who have, uh, who have respiratory ailments who have auto immune honestly, maybe may be more vulnerable, uh, or susceptible and so So the question comes up. What about somebody who has an underlying health condition? Um, you know, can they, uh, can they refused to come to work, right? I mean, that’s one of the questions, and it’s an open question. I think employers, they’re gonna have to they’re gonna have to consult with legal counsel about what the state and local laws are with respect to that. Um, but the person has an underlying condition like, for instance, in New York City, New York City just issued guidance. Ah, New York City’s Commission on Human Rights just and that’s the agency that enforces the New York City Human rights Law. They just issued guidance around this issue of underlying conditions that employers may need to reasonably accommodate ah, individuals who have an underlying condition in New York City. And it could be in other jurisdictions to having an association with somebody who has a disability is illegal protection. So let’s say an employee has a family member who has a disability that employer can’t discriminate against, or treat that employees less favourably simply because that person has an association with a person with a disability. So depending on the state and city jurisdictions. There could be greater protections for individuals, depending on whether someone there associated with has a disability, whether the employees themselves has an underlying condition. When that employee says to the employer, I want to continue working from home or I need to take time off or something or something to that effect. So it’s kind of it. It’s another aspect of this that employers need to be thinking about. Not just what is the federal Lost A but one of the state and local law say about how I need to accommodate this person and whether they can refused to come to work because of ah, of the of the fear of, uh, of contracting the virus and they might be entitled to. I’m sorry, Go ahead.

[00:22:48.84] spk_2:
What about if it’s just a fear? But there isn’t un underlying, um, underlying diagnosis that makes them more vulnerable either themselves or someone there associated with suppose. It’s just a generalized fear of traveling and returning to work without any underlying medical issue.

[00:25:14.47] spk_0:
Generally, they wouldn’t be able to refuse unless there is Yeah, generally, I mean, once the stay at home order has lifted. Ah, and e No employers are clear to reopen their workspaces. Someone’s general fear isn’t gonna be illegal. Generally gonna be illegal. Ah, excuse provided legal excuse from them not to return to work. I mean, if they if they’re entitled to paid sick leave or paid extended family leave for one of the reasons under the families first grown of his response act, That’s one thing. Generalized Fear, uh, is not going to give them a legal claim for refusing to come back to work. That said, uh, to the extent that employers can reassure their employees as to number one, the efforts of the employers taken in the workplace, them safe. I’ve heard situations of employers who they hire a private van or bust or something where they’re going to bring employees into work to avoid having to deal with mass transit. So employers can be creative and ways in which they can support their employees on reassure the employees about the safety of both being at the workplace and coming to the workplace and being flexible and accommodating, even when there may not be a legal obligation to do so. But for reasons of employee morale and motivating employees finding creative and flexible ways to support employees coming back to the workplace. You know, alternative ways for them to get to work. Ah, and reassuring them that we’re providing face coverings and and gloves so that you feel safe when you’re here. We have protocols for people who are visiting the workplace so that we know you know, that they’re taking precautions when they’re gonna be interacting with you as an employee. Those things go a long way for employees to feel reassured that they that they’re gonna be that their safety concerns are being addressed.

[00:26:18.91] spk_2:
A lot of a lot of what you’re suggesting today is consistent with what you said in the very first. You and I did the very first special episode together, which was probably five weeks or so ago when when we were on the other. We’re talking about other things, just planning for working at home, and a lot of your advice there was be flexible. Um, be thinking ahead. What’s it gonna look like when you, when your workforce is distributed back to home, are after their homes communicate? That was a central message then, and it still is, and this is exactly what you’re saying. Now, you know, communicate with your employees about what you’ve done about what you’re going to do, um, to help them just be reassured. So I mean, the details are different because we’re going from home to back to the office is But your overall messages about be flexible, communicate, um, have some empathy. You know, those air plan ahead. Those are the same things you were saying five weeks ago about the opposite situation.

[00:28:13.44] spk_0:
We are on the other side. It’s true. But those those values and those tools I think are the same because those are the things that give employees reassurance that everything gonna be okay on dhe on dhe. People may have fear about coming back to the office coming into the office again. So to the extent those things can be done, you know they should be done on employers, you know, because we’re in the pandemic. They have also some more flexibility in terms of certain things that otherwise might not be able to do under the Americans with Disabilities Act like taking employees temperatures, although not everybody who has Cove in 19 has a fever, but employers can do that? They can scream. Okay. They can. They can. They can ask employees whether they have the, you know, particular symptoms that have been identified specifically with covert 19. Uh, they can insist that employees self report to them. If those employees start exhibiting any of those symptoms to let them know, uh, employers could do that. Now, of course, they have to keep any any medical information, which includes the results of temperatures and things like that. If they were to do that, they have a legal obligation to keep that information confidential. So whether they decide they’re gonna take the temperatures and record those temperatures or they decide, we’re only gonna look to see if somebody is above a certain threshold. And we’re only going to indicate on a form that they were either below or above the threshold. They can make those determinations themselves about how they they want to administer it. But whatever the results are, they must keep that information confidential. Um,

[00:28:29.31] spk_2:
yeah, I want todo Did you have more than you wanted to say on that? Uh, I thought that what employers? How much further? Employers can go now with questions. And then you know, you still got to or cause I was gonna ask, I was gonna start asking something else, but

[00:28:34.19] spk_0:
I’m sure I know. Go ahead. OK,

[00:28:35.88] spk_2:
OK. The, um

[00:28:37.74] spk_0:
what do you do

[00:28:51.64] spk_2:
in the case where someone is, um, is happier on unemployment because, you know, there’s, ah, there’s that federal bump of $600 a week. Um, plus, whatever the state is paying unemployment benefits, Um, what if you have You just have a recalcitrant employees who is happier receiving the unemployment than then they would be going back to

[00:29:35.05] spk_0:
work. So that’s an excellent question and something that we actually see. And I think first of all, the bump ends on July 31st. That’s the first thing the $600 additional, Uh, so that’s the first thing that the second thing is typically to be eligible for unemployment insurance. The person has to be ready, willing and able toe work. And if they’re being offered a job back, they may be in a situation where they end up being disqualified from unemployment insurance.

[00:29:40.28] spk_2:
You have to certify right that you, I guess, includes that you turned down employment. If you did right, I don’t have to certify. I mean, I know in North Carolina, you have to certify each week it’s probably routine, uh, about white Look for a job, you know, things like that. So it just if you turned down your existing employers offer of returning to work, Um, that’s that would disqualify you for unemployment.

[00:30:15.76] spk_0:
They may. They may be depending on the state deemed ineligible to continue receiving unemployment. If they were then offered hope so. Yes. Oh,

[00:30:19.64] spk_2:
I’m happy here.

[00:30:21.24] spk_0:
It is this way until

[00:30:35.64] spk_2:
July 31st. I’m very content right here. Right. OK, so there’s a mechanism for dealing with that on the on the unemployment insurance state level. Yeah, hopefully. OK, alright. We could dismiss that hypothetic. But you said you ve seen that, or you’ve heard it already.

[00:30:41.64] spk_0:
They were because they’re making more money at this point. So it

[00:30:45.27] spk_2:
was a purely hypothetical. You’ve heard

[00:30:47.20] spk_0:
I exactly. Yeah.

[00:31:24.46] spk_2:
Okay. Okay. Well, not all employees air lazy and not all employers or scruple. Unscrupulous. So, you know, make that z ensure we, uh, fair to both sides. Um, And on this, by the same token, there’s enough blame to go around for everybody. Um So what do we have? Toe? You know, you’ve talked about so many different things. Do we have to have written policies about You know what the expectations are gonna be when you return? We’re gonna be standing for fever. Will be issuing PPS. Um, here’s our policy for visitors to the office. Now you need to comply with this. If you see a visitor, you welcome a visitor. Do there’s always need to be in writing.

[00:34:17.69] spk_0:
Um, not everything needs to be in writing, but certain things should be in writing so that everybody is on the same page. I think I think employers can communicate just again. It depends on the size of the employer as well. In terms of whether something will be in writing or not. I think that you know more long term, longer term policies, uh, and protocols. I mean, you could have you number one. If you do have people continuing to work remotely, definitely want to have a policy on that. You want to have an agreement with that employee so everybody understands what is being expected. What? The terms are what you’re expecting with respect to employees to record their time for those that air covered by the overtime pay laws. You want to make sure that everybody understands about the importance of confidentiality and protecting the data security and and all that for employees in accounting to work remotely for paid sick leave on pay, extended paid family leave under the families First Law. You certainly want to have policies addressing those and the interplay with your other paid time off policies for absolutely for protocols on visitors to the workplace and things like that. Uh, depending on the size of the organization, you you will. You would want to have a policy addressing that particularly things are now changed in terms of how you’re gonna be interacting with visitors to the workplace, does it all the things that you would want to to have, uh, you would want to have policies on for sure. Andi would also want to train your managers and your employees about what these new policies are. So have a chance to address questions, but particularly the managers who were gonna be enforcing these policies. I mean, it’s ultimately in many cases, gonna be a to the managers who will be enforcing the social distancing who will be addressing, you know, safety concerns. Who will be, um, who will also be may be involved in decisions about who’s coming back into the workplace and who’s not. And you want to be careful about that as well that there isn’t, uh, discrimination happening either. You know, people are paying, being desperately treated or you have some type of neutral policy that’s disproportionately impacting older people. Pregnant women, etcetera. And also there’s been a noted increase in in bias against Asians, Um, during this pandemic, um, both in the workplace and outside the workplace.

[00:34:23.65] spk_2:
We talked about that five weeks ago.

[00:34:25.16] spk_0:
We did so

[00:34:26.40] spk_2:
the possibility of that. Yeah,

[00:34:55.34] spk_0:
exactly. So it’s It’s really important that employers are reminding all their employees about their policies, prohibiting discrimination and doing any supplemental training that they feel is necessary to ensure that there aren’t derogatory comments. Remarks directed at Asians Has everyone returns to the workplace. So increased training. I would say a lot of

[00:35:02.56] spk_2:
love can be done in advance. You can be absolutely obviously developing the policies, but also training about the policy discussing them before the first day back.

[00:35:08.51] spk_0:
Absolutely. Yeah. Uh, could be doing that now.

[00:35:13.69] spk_2:
So planning, developing and communicating than training that stuff could all be done in advance. Virtually

[00:36:00.88] spk_0:
yes, yeah, all that could be done. So and also just you know what the employers planning to do exactly. From a safety perspective, you know that they’re adhering to the CDC protocols and directives and what OSHA is recommending and just reassuring their employees about what they’re doing to keep them safe on dhe and also what the mechanism is for employees to bring forth any issues. Like if an employee in a particular work site feels that their manager hasn’t been, Ah hasn’t been acting consistently with what the organization says it’s being done or that there isn’t social distancing happening or the people they feel. The people aren’t taking precautions to keep them safe. Employers want to make sure that they hear from those employees so that it can be addressed, so they want to make sure they communicate whatever the mechanism is for employees to to bring those issues forward.

[00:36:38.37] spk_2:
Okay, Lisa, I think that’s pretty comprehensive. That’s enormously comprehensive. Um, I mean, I was like my takeaways are planned. Be flexible, communicate train, You know, on all these dozens of different things that we talked about. What? That’s that’s what I That’s what I’m thinking. Like in the end. What do you want to leave people

[00:37:51.63] spk_0:
with? I think those air I think those air perfect takeaways. Actually, all of those things be flexible in solution plan. Now for what reopening is gonna look like whose whose ableto continue to work from home. Who on Who needs to come back to the office? Are we being Are we making these decisions for lit? Legitimate, non just discriminatory business reasons. Is it gonna have a disparate impact on a particular group? Older people pregnant, you know, take a look at your decisions and what the impact potentially could be, uh, or will bay in making your decisions plan and, uh, and and the and be flexible in your in your solutions on a train train your employees train your managers to make sure that they’re following the protocols that you’ve put in place and that they have awaited to raise any grievances or complaints or concerns eso that those get can get addressed.

[00:37:57.33] spk_2:
Okay, Incredibly comprehensive. Thank you very much. Lisa,

[00:38:01.00] spk_0:
you’re very welcome. My pleasure, tony.

[00:38:31.86] spk_2:
Thanks for doing it responsive by wegner-C.P.As guiding you beyond the numbers. Wegner-C.P.As dot com by Cougar Mountain Software Denali Fund Is there complete accounting solution made for non profits tony-dot-M.A.-slash-Pursuant in for a free 60 day trial and by turned to communications, P. R and Media for non profits, Your story is their mission turned hyphen. Two dot CEO. Creative producer

[00:38:47.11] spk_1:
is My Half Shows Social Media is by Susan Chavez Mark Silverman is our Web guy. His music is by Scott Stein of Brooklyn, New York Many thanks to Susan and Mark for helping get this special episode out very quickly with me next time for non radio, big,

[00:38:49.86] spk_2:
non profit ideas for the other 90

[00:38:53.74] spk_1:
5% go out and be great.

Who Brings Sunshine To Your Mission? Tell The Stories Of Your Hero Worker Bees

Dive deep and think hard about who in your org is critical to your mission. Who gives it life and delivers sunshine? Use your digital storytelling to share their critical work with your donors, your board, your volunteers, newcomers, even employees. 

Nonprofit Radio for June 1, 2018: Tech Mindfulness & Fringe Benefits Trigger UBIT

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Beth Kanter, Carrie Rice & Meico Whitlock: Tech Mindfulness
Our Nonprofit Technology Conference panel wants you to avoid technology burnout or overcome it if you’re already there. They have mindfulness advice for your entire office, your teams and you. They are Beth Kanter, Carrie Rice from Carrie Rice Consulting and Meico Whitlock of Mindful Techie.

 


Gene Takagi:
 Fringe Benefits Trigger UBIT
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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent i’m your aptly named host oh, i’m glad you’re with me. I’d be forced to endure the pain of zoho iq andthe assis if you stung me with the idea that you missed today’s show tech mindfulness our non-profit technology conference panel wants you to avoid technology burnout or overcome it if you’re already there, they have mindfulness advice for your entire office, your teams and you. They are beth cantor carry rice from carry rice consulting and miko whitlock of mindful techie and fringe benefits trigger you b i t tax law now requires your non-profit to pay unrelated business income tax on parking and commuting expenses you provide for your employees. Our legal contributor, jean takagi shepherds you through the new land he’s, principal of neo the non-profit and exempt organizations law firm i’m tony, take two, show your gratitude. We’re sponsored by pursuant full service fund-raising data driven and technology enabled tony dahna slash pursuant radio by wagner, cpas guiding you beyond the numbers wagner, cps, dot com and by tell us turning credit card processing into your passive revenue. Stream tony dahna slash tony tello’s here’s our panel on tech mindfulness welcome to tony martignetti non-profit radio coverage of eighteen ntc you know what that is? It’s the two thousand eighteen non-profit technology conference coming to you from the convention center in new orleans. This interview, along with all our eighteen, ninety si interviews, is sponsored by network for good, easy to use donorsearch and fund-raising software for non-profits my guests right now are beth cantor carry rice and miko whitlock welcome all three of you. Thanks for having us. Our pleasure, my pleasure. Thank you very much. Carrie with cantor is master trainer, speaker, author, blogger and her latest book is the happy, healthy non-profit carry rice is principal at carry rice consulting, and miko whitlock is founder and ceo of mindful tiki. All right, your workshop topic is had a conker technology distraction and burn out and be more present for yourself, team and organization. All right, that’s pretty lofty presents. I feel like starting right in the middle. Carrie, we’re not so president so often, are we? Well, we broke up our session into our presence for ourselves, our presence for our team and our presence. For our overall organization, that was my focus was really about what are we doing to make it possible for those of us who aren’t members of the paid staff necessarily to remain present for the organization in a way, that’s not pushing them past their use of technology in a mindful way that to their own benefit as well as for the organization. Okay, so so each of you, i guess, has has ah, part of this three tiered presentation. Is that correct? Yes. Okay. So then carry is the organization, right? Isn’t in the organization. Okay, the host needs some notes to keep this straight. And beth was yours. Climb the we the wean? Yes, ourselves that we being of teams or internal organization staff working together. Okay. And, miko, what is your part of this? The eye, the individual? Oh, you’re the individual. Okay. Okay. So how do beth and carry distinguish the two? The two years of years the organization so you’re outside the organization, extra marries outside the organization and remaining being present. And you’re here in the internal. Okay. Got it. Yeah, i do. Alright. So far. I hope i don’t lose it. I got it? Okay. We’re also trying to overcome tech burnout. You’re we’re all concerned about tech burn out what’s the trouble here, rico? Well, the trouble is twofold. So one is what i described his intention deficit disorder, where we have a lack of clarity about what it is. We’re actually focus on it in a particular moment. I don’t think that’s a crazy coin. I mean, i think that’s out there is an attention deficit disorder. Intention? Oh, intention. Attention. Oh, well, i’m glad i okay. Intention. Definite deficit disorder. I’d yes idea. Okay. I made that clear. Yes. And so part of the work i do is around people to take a step back and really reflect on what it is that you’re trying to do in particular the context of a non profit organization, what’s your role. And what are you pushing in terms of the actual mission and the outcomes for this one aspect of it? The other aspect of it is that we have to recognize that the technology is designed in such a way that is intentionally draining our attention. Right? So is, you know, we have push notifications that are set up by default, for example. For social media, for our mobile devices. And we have to understand that that’s intentional. But they’re also ways for us to control that we can turn off those modifications. We canoe certain absent applications to regain our attention, to be more present. But those are sort of two aspects of it lack of intention and then also the intentional effort by companies to actually take and hold and keep our attention. Attention. Okay, thank you. And welcome back to non-profit radio. Thank you. And i talked in twenty sixteen and the other person on the panel who i spoke to in twenty sixteen was best cancer. We’re talking about your was then your new book? Yes. Ok. Healthy non-profit healthy non-profit, which is still you can still get it. It’s. Not like it’s out of print or anything. But in twenty sixteen, it was new. And your co author wass lisa sherman. He’s a sherman. Is she here? Not this year, but this year. Okay. And how is this work today? Different than what we talked about in twenty sixteen and happy, healthy number off it. Well, if we go back to that radio program in your archives, we talked about self care and taking care of ourselves and talk on a culture of well being. So this is a subset of it on dh specifically how staff working together can be highly productive unless distract less distracted and get their works done. And i think what we’re faced with is something called collaborative overload, which is back to back meetings, too many emails, too many platforms, and that keeps us from getting things done. So a lot of what i talked about is how could you be more intentional about your work together to combat this distraction? Okay, we’re cement wristing phrases that lack of intention intension deficit disorder, collaborative overload. Carrie, did you come with the special phrase? Welcome to non-profit a radio is very ous a newcomer. Welcome, i always surround myself with the best, so you’re you’re non-profit radio. Exactly. I’m a non-profit radio way with you and beth in mikko doesn’t get much better than that. Um, well, i come from a world where my branding is called empathetic non-profit management, which is basically that all the stakeholders of the organisation should be treating each other the same way that we treat the recipients. Of the services that we provide so the empathy that we have towards the poppies or the homeless people, we provide the same level of empathy tours, donors towards board members towards members that we’re looking at each of those groups through that same empathetic lens. And so by doing that, and then combining that with technology it’s about changing the expectation of what we do internally on our team or what we do is individuals based on the work that meeko is suggesting that we’re saying, well, maybe that doesn’t all apply to the external stakeholders who aren’t actually getting paid to do the work that we’re doing as professional does not okay, there’s a lot here, we’re gonna unpack it. I’m the remedial person on the panel, okay? Because you all have been thinking about this for years, or at least, you know, it’s, right? I mean, years or at least months in collaborating around this on the newcomer. Well, same way. Okay. Right. Well, ok. I want everyone thinking out of an average. Okay, on average are so you’re quick learner. So bring me along. Yeah. Be respectful. Okay. Uh, it’s. Time for a break. Pursuing they have a new paper, the digital donation revolution how do you keep up in our one click to buy amazon world? Can you use more revenue? A loaded question? The paper has five online fund-raising tactics proven to work and save money proven tactics you will find the digital donation revolution on the non-profit radio listener landing page. Tony dahna slash pursuing radio now back to tech mindfulness look, i don’t know where should we go? I want to start with the i’d like to start with the i actually down the end. Okay, i will start the individual. This the lack of intention this is all around helping us to stay focused right now so that we can be more mission successful ways all it’s all for the good of the of the of the social yes, there’s the societal good. But if we don’t bring it down to the if we don’t start with the individual, we can’t be maximally efficient in helping change the world. Yes, my yeah. Is that a decent contacts i put in an early yes, and so it it starts. I use a framework to people to sort of have ah place to go when they get distracted, right? So distraction is inevitable. So we’re talking about is getting a tool, a framework that they can walk through. It starts with understanding your why or your purpose. So why you showing up? Why are you committed to the work that you’re doing and then understanding based on your based on your wine, your purpose? What your actual goals? And you might have many goals that you’re focused on any point in time. And once you identify what your goals are, you actually prioritize because he recognized that with multitasking were actually mohr effectively be focused on a few things, that we’re not very good. Multi taskers, actually, are we even though we think we are what there’s actually wait, i thought we were not. Are we? Am i wrong? Well, you could say i’m wrong, i’m wrong. Why? In the technical sense, one way you could talk to this is not only me and nico, am i wrong about them? I’m walking about multitasking, i thought we were not really, truly you can’t really multi task exactly on what it when you’re doing two different task, your brain is just switching back between. The two on every time it switch treyz delays, and it also uses up brain cells and raises quarters all of cortisol levels that raises cortisol levels. So i was right. Okay, how come nobody said i was right? I am going to tell you that i think you’re right. It depends on the way to find monisha audiocasting so silent when i know for me i was seeking information that wasn’t next time, i’ll give it to him as long as it’s deserved. I mean, of course, it’s wrong if i’m wrong say, i’m wrong, but if i’m right jump on it, you know, it doesn’t happen that often. There you go, give credit where credit is, tio. Yeah, i actually like transitioning between projects, it’s just that for me i have to set aside an amount of time that works best for me to make those transition and that time is probably more than ninety second i s actually it is more than ninety seconds. Another thing about multi tasking is it takes you several seconds to re find yourself. We acquaint yourself with the task that you left, but you’re not going back to that could take his lorts nine or ten seconds for more, you know, when you’re like bouncing just quickly. I mean, it could take it could take ten minutes if you were writing something, you know, if it is a bigger piece or something. All right, because it’s not just the switching cost is also the cost of actually getting back to the place where you left off, right, and then take some time, they sort of speed up again, right? Right. Okay. Okay. All right. So good. We’re focusing on the on the you know what? I have a question for you, though. Sure. How does the eye how does what you’re describing relate to what carries part of this is she’s here you’re talking about carrie, talk about the individual as off site worker or as a as a consultant to the organization, but you’re also talking about individual. How do your how do your topics today differ? Well, i was so that they overlap, and so when we talk about why we’re talking about obviously, the individual right organizations are not just things they’re made up of people and the same thing when we talk about boards and other external stakeholders, we’re talking about people and individually way have to be able to show oppa’s out best cells so that collectively, when we come together, we can maximize our collective right, carrie okay, carrie where’s the overlap, right? So if someone were following amigos presentation yesterday about thie ability to say yes and to be able to say no with intentionality, then i want a board member who feels comfortable saying no to me because then when they say yes to me, i know they really mean it because i know that they have the skill set to say my schedule is too busy to be doing that right now or it doesn’t fit into my why of why i’m involved with this organization specifically. Okay. Okay. Um, i saw you nodding. You wanted you wanted anything with beth that’s about this promise not to swear this time you can go back, tio? No, it was twenty sixteen. Or was it fund-raising day in new york city, so, like twenty, fourteen or something? My boys just cracked fourteen and the two thousand thirteen thirteen remember better than okay. Two thousand thirteen fund-raising day n y c and best drop the f bomb, but she promised not to do now because i have affiliate stations that are governed by the fcc way, we can’t use the seven, we can’t use the seven words that george carlin had a lot of fun with, okay, okay, in any case, the whole context or yeah, long term listeners will remember best dropping everything twice in the same, the same discussion that certainly new visitors can go to your archives. Thirteen was only on one time that year, you find cantor at twenty martignetti dot com get the twenty thirteen appearance from fund-raising day in new york city. Okay, with that contact. Well, there’s something you want to add to the discussion. So, yeah, i think the collaborative overload is made up of four, four things the four piece and they’re not bad words. I don’t get what you don’t sow planning, planning priorities, being president and then people. So our relationships, interaction with staff and how we work together, communicate and collaborate on projects can lead to burn out in stress and certainly having, you know, just for example, let’s say my phone’s here, right? Yeah. This is like techno fear in ce and a bunch of people are doing this at a staff meeting it’s getting in the way of getting things done. We’re not giving each other our full attention and intentionality. I even considered that maybe you have a word for this cycle of insulting, well talking techno fear with techno parents? Yeah, insulting technology. A little offended you? No, i’m not talking in a meeting and people were picking up their phones. I’d rather they walk out this way. I think they’re going to the bathroom and i’m not tracking their time, so they’re gone for fifteen minutes do-it-yourself trouble may i’d rather they leave and come back and do it while i’m talking. But here’s the thing and it’s a lot of what i talked about in terms of the week. We have to be intentional about the way we’re working together. So if there are work and we’re being explicit at a meeting, we’re not checking our phones during the meeting or a technology unless it’s supporting the technology or else it’s a device free meeting. Okay, all right, so waken new can help with policies. Ground rules were also are also trying. Teo set norms that have to do with acknowledging riel life happening. So for me, some having someone come into a staff meeting and say, i’m waiting to find out if my father’s okay in the hospital. So i’m going to be looking at my phone during the meaning of exception exactly, but sat having that norm set so that someone is sneaking away to look at their phone and distracted from the meeting, but to be able to share with the members of the team. This is why i’m distracted right now i’m doing the best i can than everybody else khun give that person support and make them more successful. I agree, and then the knot intentionality around it. Here’s the reason why? Okay, okay were rough about halfway through and we we’ve talked around way talked about this. Why this is important. I want to spend time on strategies. What is our listeners? They’re in small and midsize non-profits how can they apply this work to them? Or if they are an outsider? Or maybe even a virtual employees carry reitman might you’re you’re part of this. I told myself i also applied a virtual employees. Absolutely, absolutely. Yeah. I mean, i don’t want to drill down through yeah, yeah, and specifically, when it comes to technology wellness with external stakeholders, my rule is simplicity is that sometimes the complicated solutions like using, for example, slack for us to keep track of our conversations for a lot of people who don’t work in a corporation or in an office or in a non-profit they don’t know anything about that program, so coming up with a simpler solution and saying, oh, let’s, just use google chat or let’s, just use text messaging or something like that it’s a simpler solution for an external stakeholder than an internal stakeholder like the teams that that’s talking about where you can actually say, okay, everybody needs to get up to speed on this particular technology, but it’s really hard to do that when it’s someone who is a donor or a boardmember or an external consultant or someone who’s working off site, so you’d probably rather i didn’t say we’re willing it down for the lowest common denominator. I prefer not to use that phrase whenever possible, but i will i’ll stick with simplicity because that people keep it simple, silly, i won’t say stupid keep it simple, silly. Okay, good enough. Miko, how about cem cem, drill down tto strategies. Teo, you know, overcome this tech burnout. So the first thing i will say is that not every solution is a digital technology solution. And so starting with just taking time to really get clear about your intentions and as i was saying, establishing norms in terms of policies around how you actually meet and how technology is involved or not in those meetings and using the time at the beginning of the meeting just run through really quickly. Hey, guys, this is what we agreed to. No cellphone today. Is everyone okay with that and running through it that way? Don’t think i was out, and that would be the time to raise your hand and say my father’s in the hospital. I do. I’m doing the best i can. Okay. Okay, so but if you’re looking for a technology solution, there are a number of aps out there that are really cool that really help you too be clear about their intention and to help you not to spend as much time on your device is doing things that aren’t moving your mission. Or your wife forward. So i think a moment for example, moment is an app that you can download for the iphone and for android moment, yes, moments ok? And it simply keeps track of how often you’re actually using your phone and how often you’re actually using different aps. And so you can look at the data that you’re getting from this and actually haven’t awareness. Oh, i’m spending two hours a day on facebook. I’m spending three hours, you know, looking at instagram like us five hours out of my day. Maybe i could be spending that time doing something else so that simple awareness could be oh, really begins to instigate a shift in behavior. Okay, okay. Strategy strategy for the we the team one one one that’s real popular’s tohave an email charter which includes things like what is your policy around after hours emails which can cause a lot of stress. It’s not so much the amount of time it’s this sense that you’re on call all the time it’s just it’s just the just the existence of it. Right? So having a really formal policy about, you know, for normal business email, i mean emergencies and disaster relief and all that it’s an exception way. Don’t expect youto at reply to your email right away between seven p m and seven a m sometimes it takes, you know, making sure that the senior leadership understands this and is modeling that behaviour as well. Yes, i know it does not. If not c e o on down buy-in none of these strategies, they’re going to be our gonna be adopted, right? Exactly those exceptions ceo is allowed to look at her phone during the meetings. The whole thing crumbles, right? I mean, we got nothing to bases, all right? And that came up in our session as well. Someone asked that my ceo’s looking at the phone all the time and what i know there’s so many things i want to implement, but i can’t and i ask that person well, do you manage a team? She said, my senior management won’t listen to me and i said, you managed to team and i said, yeah, just your team listen to you well, most the time they said we’ll create that culture on your team exact change. You can change the way we roll yet. Okay, okay. That came out and came out on the previous conversation today to try to think about what the the context of that was. Oh, it was trying to get buy-in from above, actually way. Label them buy-in bitches. Bitches is okay. All right, all right, all right. It is ok. Carrie and laura, i think they’re very good team. They’re very good together that used to be at the humane society of us. And anyway, we dump them two buy-in bitches, but one of them said, if you can’t, you can’t make them get get the buy-in above. Then manage what you can on your on your team. So same same idea and then show it off to you know, when your boss sees how productive your name is being, they say what’s the secret why’s your morale so good, why is your productivity so good? And then you’re able to say, because we we managed expectations, we set norms and you’re actually you’re managing up and there was another, another instance that came up with in this case, it was a consultant, mike. My clients expect me to respond to them right away. How do i address? That expectation and it’s kind of well, you. If you reply, you set up the expectations. We know you break the norms. Yes. You know, when that you teach people how to treat you essentially you notice that the boundaries early? Yeah, yeah. Beth is right the first time if you respond immediately, that’s that’s the rule and that becomes, however, if you reply with or if you maybe make make a call instead of replying with email, you know, i don’t i don’t do after hours. I don’t do after eight p m e mails or whatever. I mean, i you know, i have my own life. You said the boundaries of the expectations early and i ninety nine people out of a hundred going to respect that, i think. And i read it it’s in my consulting contracts, actually, that i only do work between norvig snusz hours. Okay, well, you’re the mindful technique. You if your story miss up and get off that shot his mic off. Great, but but i saw kivi, larry miller speak recently if bloom khan and she was talking about the types of roles where we want to be responsive to our members in real time, and so having there be certain members of your staff who have a different work schedule where they’re in the office only twenty five hours a week and then they’re available evenings and weekends fifteen hours a week to be checking so that if someone posts and says, oh my gosh, what do i do about my dog there’s someone who can respond in real time and say, we can’t help you with that? Why don’t you try calling this emergency number but that they don’t have to work full time in the office if they’re going to be available during alternative hours? That’s something that they actually negotiate with their workplace and the expectations air managed and that it actually works really well? Kibby it was an example that give you gave, and i thought that was it great way of thinking of it when we do want to be able to be responsive during weird times, that’s also has implications across time zones yes, yeah, likewise world where the people on the west coast what’s the expectation and carrying your you know, maybe you’re a consultant to a virtual employees on the west coast. Are you? Are you expected to be up and working at six a? M or do you work the hours of your zone? There are policies that cuts both ways, right? But what are what is our policy? That’s when it gets back to the normal? No, we need to go with the norms are what the ground rules are. Yeah. What’s bloom con it’s a balloon khanna blew the bloomerang unconference they do a column around here? Yeah, yeah. Bloomerang does an educational conference, which i know a lot of other vendors do as well so that their their clients are actually getting a lot of information as well as using excellent products, you know, across the board. Okay, that j lo j love involving bloomerang, i guess founded bloomerang. Actually, i think he’s been on the show. A lot of good people now and even more good people. Like i said, i only i only surround myself with the best company. All right, you can place carrie. You still got a couple minutes left. Let’s. Go back to yumiko. You got another another strategy. Tip tool. Best practice? Yes. So you can take control when you come to digital vices like your tablets in your mobile devices, you can actually take control so the defaults might be set to push notifications to you. For example, every time you get an email every time someone likes a post on facebook, but you can actually adjust those setting so that you’re not getting pained every time. Is it really necessary to get a get a email every time somebody likes a post your comments on it? Is it really? That is a really essential? Is it essential? I don’t, i think not. Right? Well, israel, i imagine that could be circumstances where i might be the case. If you’re managing social media on behalf of her brand, maybe it does make sense if you’re monitoring comments, but as an individual, maybe not if it’s, especially if it’s getting in the way of you getting meaningful work. Okay. Okay. Excellent. So look at those defaults. Yes, because the platforms want you engaged. Exactly. Uh, that’s how they make their money? Yes, yes. Yeah. Linked in with the with the what is like that you can you can vote somebody with you. Give somebody a endorsement. Endorsement? Yes, with the endorsement. Oh. My god, it’s rampant? What do i mean? That first of all, they’re meaningless. It’s just an engagement hook. Yes, i think. All right, we don’t need to be notified. I’m obviously i’m sure you’re sharing my bias. Uh, sorry. Okay, but its host. No, no smiling. Now, you don’t think it is all right. Listeners are accustomed to this he’s rants. Okay, another strategy. Ground of something else we can do within the organization. Uh, what? What could we do? Root. Nice reflection. Okay, right out. How are your liberation? Okay, so, uh, because the stress and burnout is what i call fired-up leadership, our fire drill culture, which is basically oh, my god. The grants to tomorrow. All hands in the conference room let’s, get this done and and kind of if there are fired rell’s, you know which happened? It’s having the discipline toe push the pause button and figure out, is there a bigger systems issue or something we can address toe? So we don’t have this fire drill next time. Yeah. Weekly fire drills latto program. No, no one. And it pulls people off their work. It creates a lot of stress. And if the leader has that fire drill, leadership, culture, it’s, the shrill voice. It just causes a lot of stress. Yeah, and that’s, not productive, it’s giving me. I got a chill. I mean, i got a i got a physiological reaction, just as you were, and i didn’t even do it. And full fire drill voice. She didn’t run around or anything. I think it is all my fault. Okay, excellent. Zoho what about you said you call that routinized reflection? Yes. Ok. Ok. What about what about in the organization? Dahna dahna i don’t know. A collective time together. Devoted collective time. That’s not devoted to work. Well, i was kind of other reflection or something. Well, well, two things too quick. Tips. Okay, so so there’s the five wise, which is an exercise. When the fire drill happens, sit down with the team, do a twenty minute brainstorm. Why did this happen? Oh, because we didn’t have the grant on the calendar. So why did that happen? Oh, well, we don’t have a grantspace started before you drilling down, asking why? Why? Why? Why so that’s a really good practice? We actually find out the root cause we’re right through all the symptoms, right? If your record and try to fix it, thie other one is because we have bad time management tools were not using time management tools or headline management, right? Well, saliva flying there that’s mine. You know, sex on that time i was on the table didn’t hurt anybody. Okay? And the other thing is having look ahead. Rituals and ah, latto non-profits do this many don’t just like looking at you probably do this because you’re scheduling what’s coming up the next quarter, the next month, one organization that i know they have stopped days and stop days are they don’t have any internal meetings that one day a month, it’s actually a development team, and they work on getting that deep thinking done the creative planning, finishing up the proposal they didn’t right so it’s not filled with all the meetings and deadlines and stress. Carrie, i’m gonna give you the last shot. Unbelievably, this is we’re almost done last last tool tip strategy tech. I mean, idea what what you got both of my tools would be empathy and empathy. It would be self empathy. It would be taking a moment and assessing yourself and looking at all the expectations you have for yourself and others have for yourself and then empathizing and really thinking about what you’re actually going through. And then every other stakeholder you work with just walking a mile in their shoes and just imagining what’s challenging them. And how can you make it easier for them as well? The empathetic, empathetic also. Thankyou. All three. Very much. This one flew. Flew. Sometimes i gotta pull teeth. This one. Not like that. Okay, they are beth cancer, master trainer, speaker, author, blogger carry rice principal carry race consulting mika whitlock, founder and ceo mindful techie. And you are with non-profit radio coverage of eighteen ntc this interview sponsored by network for good, easy to use dahna management and fund-raising software for non-profits. Thank you so much for being with us. Need to take a break, wagner. Cps before they go beyond the numbers, they cover the essentials for you. Nine ninety and your audit. Check them out at wagner cps dot com. You get to know them in one dimension on the screen. Then go three d real life. Pick up the phone. Talk to the partner. You huge tomb. Or of course, you can use the contact page on the site. If you prefer. I like to talk to people. I like to get on the phone with you. Very nice guy. Not going to let you down. Wittner, cpas, dot com they will take care of you and your auditing. The end accounting needs. Jean takagi is coming up now. It’s, time for tony’s. Take two. I hit this last week, the ninety six year old secretary um i didn’t know who writes this crap. I didn’t hit the ninety six year old secretary she’s already dead. But i did mention this last week and i should write this. I need an intern to blame. She this woman gave eight million dollars to two non-profits in her will had very unassuming lifestyle all of our old life. Nobody knew that she was anywhere near ah millionaire, you know, able to give away eight million dollars in her will. Ah, my takeaway from this is in the video, the little teases i want you to show gratitude toe all your donors. She was not a donor, but she could have been. And she if she had been, she would have been very modest. So that’s sort of a tease. Take a look at the video at twenty martignetti dot com leinheiser love we got we got we got tons where’s it going to it’s going tio let’s start with cambodia and ottawa, canada you’ve been with us a few times. Ottawa welcome back. Germany, gooden tog gergen, india i’m sorry. I can’t i don’t know. How to say hello in indian but the live listener love goes to you brooklyn, new york that is not foreign att least not in my in my book, maybe from people in queens. It is taipei, taiwan ni hao where’s our china. No one in no one checking in from china today. Um, bring it back to the u s, tampa, florida, brooklyn, new york, multiple new york, new york get the to get the two borrows know staten island, queens bronx not checking in today. San francisco, california is with us washington, d c and new bern, new bern, north carolina. The live love goes toe all each and every live listener and the podcast pleasantries that the vast majority of our audience over twelve thousand listeners each week the podcast pleasantries to you. Whatever. However you fit it into your schedule, you binge listen. Six hours on a time on on sundays, pleasantries to the podcast listeners and the affiliate affections to our am and fm station listeners throughout the country. I’m grateful that your station carries us in your schedule and i’m grateful that you are listening. Analog analog will never die. I don’t care what anybody says analog is not going to die am and fm listeners affections to you now it’s. Time for fringe benefits trigger you b i t i i i can hear his heart beating it’s racing. He knows he’s coming in and he’s jean takagi he is managing attorney of neo the non-profit and exempt organizations law group in san francisco. Of course he’s, our legal contributor he edits the non-profit the popular non-profit law blogged dot com you should you should be bookmarking that are subscribing to that non-profit law block dot com he’s the american bar association’s twenty sixteen outstanding non-profit lawyer he’s at g tak welcome back, team takagi. Thank you, tony, how are you? Hey, you’re coming in booming. I love it. I’m doing very well. Thank you. Thank you, it’s. Good to talk to you, it’s. Been it’s been some time? I think it’s it feels like it’s been too long. I don’t know what has been but it feels like it. Welcome back. Thank you so much. Great to be back, tony. Thank you. So we’re talking about ah, cem cem tax law changes one specifically regarding is narrow category of fringe benefits and you be i tv. Ah, unrelated business income tax. We haven’t even talked about this for quite some time years. So remind us what unrelated business income tax is. Please? Sure. I mean it’s a great starting point. Because, um, a lot of folks have never had to deal with it before. And i are going all of a sudden have to have to have to deal with it now. But generally speaking, the unrelated business tax is on income tax that’s imposed on unrelated business trade income, which is income from a trader business that’s regularly carried on. So basically, with the same frequency and continuity is for-profit would do it. And that’s not substantially related to the organization’s advancement of its own charitable or other five a onesie three purpose unrelated business taxable income. That’s what? What? The income tax is going to hit now that people call it. You bit right, cubine? Yeah. Cubine for unrelated business tax. The acronym? Yeah. I’m wondering why it’s not a bit. Because it’s it’s unrelated to not eun it’s, not eun related. So i was. As i was thinking about this, i may adopt a bit you can stick with. You but if you want to be a dinosaur but the trend is moving now because one data point creates trend. It’s now moving toward a bit. Okay, so, quite roll off the tongue is nicely, but it really doesn’t. I think it’s coming is better because it’s unrelated itt’s a it’s, a sin tactically, grammatically, you know. Ah, naturalistic. All right, um all right. So, wait. So we have taxes on we have in minor ways or in, in narrow ways has put it that way in narrow ways on tax exempt organizations because the irs says that they’re primarily tax exempt, right? That what’s up. Yeah, well, i think what they are, they’re tax exempt on income from donations and on income from related activities that those air activities that substantially contribute to advancement of their their charitable purposes, and we never look at how their profits are deployed. So if, for example, a social services organization runs the coffee shop that had nothing to do with job training or anything like that, it was just ah, they bought a franchise coffee shop and they were making money. But using all the profits to go back into the social service stuff. That’s still unrelated, so any earnings coming out of that business would be taxable. Okay, um, and this gets to the three pronged test you mentioned it’s, trader business regularly carried on and, uh, not substantially related to the organization’s exempt purpose. That’s. Right. Ok, ok, we may. We may come back to these because i want to i want to get to the crux of this thing, and then i wanted tear it apart a little bit. I have a lot questions about why, why we’re getting, why, why this is being imposed on us. It doesn’t seem to fit, so you’re going to help you, khun, help all of us out. Hopefully, other people are questioning this, too. Although it’s, too late, it’s not like this is a proposal, i mean, it’s, it’s. A done deal. You have to deal with this thing so so if you have a bit liability, then you have to calculate how much tax you owe to the irs each year. Is that right? That’s? Right? So you’re gonna have to pay now, it’s a flat rate of twenty one percent attack on your puppet and you have to file. Thank you, john. Thank you for that thousand dollars arm or of of the unrelated business taxable income you’re going to have to file form nine, ninety with the irs, so that goes along with your regular form nine ninety siri’s filing, and this is important because this is going to hit churches as well that otherwise don’t have to file nine nineties, but if they’ve got unrelated business taxable income of a thousand dollars or more now they’ve got a file in nine ninety and paid twenty one percent tax on it. Oh, very yes, very interested, right. Churches are exempt from the nine ninety requirement, but now they’re going to file this nine ninety t assume t is for tony handup pick up. Okay? Yes. Interesting churches were swept into the nine. Ninety requirement under this. All right, what? They’ve always say if they if they had over a thousand dollars about unrelated. They always had to file this. But we’re creating new sources of this. We’re gonna have a lot more organizations and that’s. Why it’s important for churches to be aware of it now as well. Interesting. Yes. All right. Let’s, let’s. Get to the crux of it. What is the new source? What are the new sources that we are here talking about today? New sources of of it. So this all stems from what’s known as the tax cuts and jobs act on dh that’s basically congress’s new tax act. So i think most of us and we on an earlier show we talked about the tax reform act that hit and started to apply as of january first of this year two thousand eighteen. So under this tack fact there’s several provisions that affected non-profit on tax exempt organizations and one of these had to do their several that applied to to the labbate unrelated business income tax. But one particular thank you. Thank you very much. When in particular that’s. Quite distressing. Is that now a qualified transportation fringe benefits that’s provided by an employer to an employee is going to be taxable so it’s not any income that the non-profit is receiving it’s, actually, for most of them, an expense that they’re paying for a fringe benefit for their employees. Um and all of a sudden now they didn’t have to last year, but starting this year, they have to pay tax on giving a qualified transportation prince benefit to an employee. Okay, now it sounds like you’re you’re ah, you’re consistent with my thinking because you just drive. It is distressing, and i didn’t see how it was income because typically pre-tax income, but all right, so let’s, let’s define what is a i guess the acronym is q t fbi? What is a qualified but i’ve drug in jail, so, you know, i’m not could put myself in jargon jail. What is a qualified transportation fringe benefit now that is going to trigger a bit under the tax law, so it would include things like any employer provided shuttles to work transit passes that that you might give teo your employees so that they can take the metro or whatever hyre transit that that they have to get, get to work and workplace parking. Zaf employers air providing any of these things to their employees? Not that they’re getting any income from it, but the expenses that they pay out. You’re gonna actually have to pay an additional tax on that now. Yeah, i can’t believe this. Well, it’s dis incentivizing mass transit because they’re going to get tax, the organization that gives you money toward your transit pass or pay, but gives you the transit pass directly. Uh, this is like it’s, like the global warming and climate change enhancement act. Dis incentivizing that’s a lot of levels. I can’t believe the dis incentivizing mass transit usage by taxing the benefit. Ah non-profit employer giving it to employees it’s ludicrous. So i’ll give you a little bit of their ration. Now, if you call this a restless since jean so calm of the calming voice as i’m ranting. All right, go ahead. Yes. Give us the rational please. They’ve taken this away as a deduction from for-profit sa’s. Well, so before a for-profit employer that provided thes qualified transportation bridge benefits, upleaf shuttles and transit classes, workplace parking could deduct it. Yeah, before they pay income taxes on their net income, that kind of made sense, right? You know, it’s an expense to run your business and you’re trying to do do a good thing. Yeah, trying to attract attract labour that may come from a distance, so you’re helping them pay for or offset the cost of their commute? Yep. Then durand non-profits for-profit do not get teo. They lost that deduction. They lost that as of this year. So that’s part of the text you no cuts in jobs act so that that’s one area of new revenue for the government is despite the tax cuts. This is one area new revenue that businesses can’t deduct this and non-profits have to be taxed on it. So it’s kind of ridiculous, but this sweeps end a ton of charities, small charities included and churches that have no unrelated businesses they’ve never had to understand. You bet or a bit because i’ve never had any unresolved business better elearning income so that they would never file the nine, ninety they would never worry about paying this type of income tax, and all of a sudden they’re not making any more income, but they have been providing parting to their employees. Yeah, park and now i’m in transit. If they don’t file the night nineteen, they don’t pay the tax and they could get it, you know, with interest and penalties as well. What’s the rationale for equalizing corporate and non the corporate and nonprofit sectors. Why? Just because one loses a deduction, which also is a disincentive, teo mass transit and commuting it’s equally. But, you know, removing that deduction for for the corporate community is unequal disincentive tio teo taxing it on the non-profits but where’s, the what’s, the reason for having two equivalent make these two equivalent way if we remove the deduction for corporations and we have to, we have to tax it on the on the non-profit sides like they’re competing. What? What? What? What’s the rationale for trying teo equalize thes yeah, it’s a good question, tony, and i don’t know that i have a policy answer just no that’s, basically, that their explanation is to put everybody on the same playing field. But this doesn’t make sense. Non-profits inc organizations, because they’re doing public good, that businesses aren’t required to do so. I don’t get it either. All right, thank you. Let’s. Take a break, gene. Tell us moughniyah lll have a talisman eal ly elementary school is receiving a monthly donation from tello’s for the credit card processing of a company one of our parents owns likely the easiest donation source we have ever secured. End quote, monthly passive revenue that’s what? Tell us we’ll get you the easiest donation source ever think of people who are close to your organization? Who owned businesses who would be willing to switch their credit card processing. That’s what it’s all about. You get passive revenue indefinitely. Start with the video at tony dot m a slash tony. Tell us now, let’s. Go back to fringe benefits that trigger labbate with jeanty jeanty. That could be like you could be a deejay. Or so our rapid jeanty. You like it? Jean d’you did a rap for us once. Didn’t you think you write a rap ones? I’ve written a few you well, i only labbate really perform. Yeah, you did one. You have many. But you performed one on the show like jean t gene t the gene gene t the law machine. Remember, jean, you could be ging t the legal of machine. Remember rum? What was that with chuck barris? Oh. Gosh! Oh, gosh. Oh, don’t got anything geever gene, gene, the dancing machine. Oh, yeah, i remember him. You’re going to be your gene gene the law machine. Gene gene, the law machine gt. All right, jean jean don’t think i’m going to forget this either. Gene gene, the la mission. All right, gene t i love it. Um, okay, so you’re you’re is as dismayed as as i am i i just i cannot see them. Well, i’ve ranted i can’t see the rationale for the equivalent ing equalizing the corporate and nonprofit sector dis incentivizing mass transit. All right. And then so let’s go through. I mean, how does this work in the in the three pronged test? Trader a. You bit a bit of it. I made a mistake. Labbate is has been, um um created when it’s something that’s ah non-profits carrying on a trader business that’s regularly carried on and not substantial related to the organization’s exempt purpose. I mean that this is not even doing this for-profit it. So, it’s not it’s a trader of business. This is not a profit. This is a fringe benefit, employees. How does this fit? And there’s no. Income generated either so it doesn’t fit. They just threw it in because there’s a system of taxing non-profit that has nothing to do with prince benefits, but they found a way to teo just stick it in, and it doesn’t fit your right so that part of the problem, although in one aspect what you said was true, you know, this is the law now, there’s, not much we can do about it, but in another part we can actually do something about it. So while the basic laws are there, there’s just a lot of open questions and a lot of misunderstandings and ambiguities and no way to understand exactly where it applies and where it doesn’t apply in certain circumstances and a whole bunch of organizations, including the national council non-profits the american institute of e p, a american society of association executives are calling on the treasury department, the irs to say, hey, don’t implement these, you know, laws yet because we have no clear guidance and we don’t have a way to tax plan for this because we don’t understand where it applies and where it doesn’t apply, and you’re saying it already takes effect. As of two thousand eighteen, the laws were rushed through without understanding. There are no regulations yet, so treasury hasn’t built regulations yet, right? So how do they enforce something where nobody understands exactly what it means? Our eddie, these organizations challenging the existence of this prevision or they’re just asking questions about it. Do you know? Well, they’re asking for a delay and implementation until there are regulations that are promulgated and regulations require comments. And so it takes a while to get done. But there are so many open questions, i don’t know that they can change the law in and of itself on left congress to become the law, but the regulations that are underneath it and we can discuss some of the open questions that are out there, they’re asking people to comment to the irs directly. And you, khun, you know, if you googled irs comment and tax forms ah, and you put the form nine ninety it’s it’s on ly basically email form nine ninety and say delay. You know, uh, imposing any liability on us until you tell us exactly what the rules are you all right? Now we will get to some. Of the questions i do want to make it clear that we’re not talking about employee’s losing the income exclusion for these benefits, right? That that remains intact. That’s that’s, right? So employees that get these fringe benefits don’t have to pay tax on it. So it’s pre-tax you’re not losing your pre-tax benefits up to two hundred sixty bucks a month for commuting and two sixty month for parking. That’s not right, that’s not employers that are paying for it are now being advised by some of their accountants. It doesn’t fit into their budget additional tax cut that benefits. Yeah, because the tax rate is twenty one percent, right? Correct. So twenty percent of two, sixty is fifty two. So this is costing if you’re giving your if e-giving the max for either commuting or parking, of course will be one hundred for if you’re doing a max for unemployed e you know, this could be roughly fifty bucks to one hundred bucks per employee in tax. Well, it will be over a year, you know, five hundred twenty bucks expand on this. All right? I was just doing it by the month. Oh, yeah, right. Yeah, exactly. One hundred sixty bucks per person? Yeah. Additional tax on the non-profit. So if you have ten employees that you’re doing it for that over five thousand on dh that’s, a modest size non-profit right? All right, um okay, so you have to. So what? What’s what’s your guidance before we get to the questions? What do you recommend? Non-profits do gene be the voice of reason while i’m ranting, please? Well, first you got to understand how many employees you’re actually providing these fringe benefits to and do do you think that they are covered by the tack? So there are these open questions that that we haven’t started to talk about yet, but open questions. So if you’re providing parking transit passes or shuttle bus service is tio any of your employees consider how much tax you may have to pay on it, then you’re gonna have to figure it out in your budget. Can you continue to provide all of these fringe benefits and pay the tax, or do you actually have to do something else? And one of the other things he might do is take away the fringe benefits and just pay employees the income. For them to do with themselves now, that’s not a very attractive option toe a lot of employees. So it’s more than just the money you’re gonna have to think about in doing this. But those discussions have to be had now and comment to the irs and say we can’t we don’t even know how to plan for this until you tell us what the rules no. Yeah, because giving them giving it to the employees of straight income obviously raises their income tax liability. Exactly. All right? Okay. Any any, any more guidance how to proceed or that that exhausted? But i think that’s all the guidance i can give now, but the one area that we’re really uncertain about it, the whole parking area, okay? What’s going to pass the question and stuff on shuttle buses, which not too many small non-profits would do it’s pretty clear, but parking is like it’s just so full of opening that we don’t know what that means. Like suppose you suppose you offer parking too. Ah, guests of your office, you have a parking lot next to your building. My boys just cracked like i’m a fourteen year old building. On dure employees use that, too. What? What? What does that mean? Yeah, that that’s. One of the questions that we have is if the parking is available for anybody for free, then presumably allowing your employees to use it to shouldn’t count. But what if there are a limited number of spaces? So so we know that really, the general public is not using those bases. Or what if the spaces say employee parking only. So those are some of the questions that we have about parking. And what if you know what if the building is is owned by the employers? That doesn’t cost them anything to provide the parking. How do you figure out what the cost is? And how much do you pay tax on it? A lot. A lot of open questions. Okay. Uh, yeah. Um all right. So should we suppose were in that situation. Suppose we do. We we have a parking lot. We owned the building and the lot. Um, we should be talking to our tax adviser. Yeah, but times are tax adviser, and you ask for help again. Delay implementation of the rules. The irs should tell us in treasury. Department should tell us exactly when it applies and when it doesn’t apply, and right now they’re not saying anything because they happened figured it out yet either. So ah, and one more area i wanted to touch on sometimes it the charity isn’t really even providing the benefit themselves because it’s subject to this salary reduction, so basically the employees saying reduce my salary by two hundred bucks and, uh uh, you know, because i want to use that for parking is a pre-tax benefit, so the charity isn’t even paying for it, but the irs seems to have told us at least unofficial coyness when when officials, you know, told attendees at a big conference a couple months ago that the irs would impose you bit on these payments. Employers are made, you know, it’s coming from the boys themselves, it’s over jean okay, committed to this and and what aren’t there some some towns that require ah pra vision of transit benefits? And so aren’t there circumstances where employers might be doing it? Because it’s required by law? Yeah, and that’s so it’s not really a fringe benefit? Is it it’s a required benefit that you have? To give in new york city, washington, d c san francisco shot out. I’ll tell those cities and then the non-profits there you you’ve got some issues. Those are places that require require the benefit is a pre-tax salary reduction. Oh, come on. I mean that. Well, yes, clearly this has not been thought through, but that has to be an exception. That’s that’s not a fringe benefit. That’s ah that’s following the law that’s a legal requirement wrecks that are going to make that clear. But right now, we’ve just got the word of one official that says yes, they’re going to oppose you bit on it. And so that’s the best guidance we have right now. But we have no official guidance labbate gene of it. Um, did we know this was in the in the tax law? I know the thing was enormous. Nobody in congress read it. That was notorious. It was too big to read. It was rushed through. Didn’t have those the hearings that air routine and major tax revisions. Do we know this was buried in there? We well, only those who are paying a lot of attention. I knew it was in there. But it wasn’t the biggest problem that charity, you know, we’re facing. There are other issues with bill, so this particular provisions didn’t get a lot of attention until more recently. Ok, i see. Yeah, there were. There were concerns about. Taxes on large endowments, which we did get on the very high end right there. Remember, there was discussion about whether churches would be exempt from the the politicking. That’s, not the right word, what’s. The help me actually election nearing election, hearing that that still is a big concern for a lot of people that it’s been put into another bill again that that the irs can’t enforce against five twenty three’s, not just churches, engaging an election year. Oh, that’s in a bill that’s in the bill now it’s in the bill. Next. Oh, so and they’re certain factions of congress that continue to slip it into all sorts of bills because there’s a very strong republican platform buy-in that that is to really destroy, and i think that was president trump’s words destroy the johnson amendment, which is the part of five a onesie three that says five, twenty three can’t engage in election hearings, can’t, you know, become partisan political actors? Yeah, right, the johnson amendment yes, we’ve heard a lot about that. All right? Um, we got like, we’ve got to wrap it up so jean, i don’t know if the next time i talk to you will be ah, we’ll be the four hundredth show on july twenty seventh. Maybe we’ll get you in june. We’ll try. I’m not sure, but thank you very much for today and i look forward to talking again. That’s so do i, tony. Very excited. Teo, join you on the four hundred show as well. Cool. Congratulations, creek. Preliminary. Congrats. Thank you again. He’s at g tak e ta ke subscribed to this thing for pete’s sake. Non-profit law block. Dot com read it subscribed to it next week. Henry tim’s with his new book, new power. If you missed any part of today’s show, i beseech you, find it on tony martignetti dot com were supported by pursuant online tools for small and midsize non-profits data driven and technology enabled. Tony dahna slash pursuant radio weather. Cps, guiding you beyond the numbers. Wagner, cps, dot com and tell us. Credit card in payment processing, your passive revenue stream. Tony dot mm slash tony tell us. A creative producer is claire meyerhoff. Sam liebowitz is the line producer, shows social media is by susan chavez, and this music is by scott stein with me next week for non-profit radio big non-profit ideas for the other ninety five percent go out and be glory. You’re listening to the talking alternative network e-giving geever e-giving hello, this is bruce chamois, coast of the web design and technology coach. 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