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Nonprofit Radio for November 20, 2023: Your Case For Support

 

Febe VothYour Case For Support

Whether you call it a case statement or case for support, it’s a critical part of your next fundraising campaign. Febe Voth has devoted decades to the art of crafting these fine documents. She shares lots of savvy advice from her 2023 book, “the case for your cause.”

 

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And welcome to Tony Martignetti Nonprofit Radio. Big nonprofit ideas for the other 95%. I am your aptly named host and the pod father of your favorite Hebdomadal podcast. Oh, I’m glad you’re with us. I’d be forced to endure the pain of hypertropia if I saw that you missed this week’s show. Here’s our associate producer, Kate with what’s on the menu? Hey, Tony, I hope our listeners are hungry because this week we have your case for support, whether you call it a case statement or case for support. It’s a critical part of your next fundraising campaign. Phoebe Voff has devoted decades to the art of crafting these fine documents. She shares a lot of savvy advice from her 2023 book, The Case For Your Cause. An Tony’s take two. The right person were sponsored by donor box, outdated donation forms blocking your supporters, generosity. This giving season donor box, the fast flexible and friendly fundraising platform for nonprofits donor box.org here is your case for support. It’s a genuine pleasure to welcome Phoebe VTH to nonprofit radio. She is the author of the book, The Case For Your Cause, a guide to writing a case for support that hits all the right notes, Phoebe has spent more than 20 years working in the realm of the case for support. Her work has helped achieve fundraising goals of up to $100 million. The thesis for her master’s degree was on the case for support. The first master’s thesis to be written on this topic in Canada. She studied storytelling under the tutelage of Canadian novelist, Sandra Birds. Phoebe is on linkedin and her book is at Phoebe vth.com. Phoebe. Welcome to nonprofit radio. Well, thank you. It’s really fun to be here. I’m glad you are. Congratulations on the book. The Case. Your case for support. The case for support. Congratulations. Thank you. And I just uh misstated the uh book is not your case for support. The book is The Case For Your Cause. The Case for your Cause. And I’m wondering why you chose uh all lower case letters for the title, The Case For Your Cause. Hm. Well, the person who designed the cover chose that basically. Um but I think maybe it’s a bit of a reflection of me. I’m not a loud person. I’m a person who lives quietly in my head. And so when I saw the lower case treatment, I liked it. It’s about as complicated or as simple as the answer is simple answers are terrific. Um Interesting. You, you feel you’re, you’re a person who lives mostly in your head with your with your thoughts? Is that, is that helpful to a writer? I think most writers live there? Yeah. Uh, that’s my experience anyway. We, we go away and get our assignments, whether it’s fiction or whatever kind of writing. But in my case I go away and do my interviews, spend a couple of days out in the world with people and then I’d come back to my office, close the door and write where it’s quiet and I’d play with words. And, um, so that, that muscle really gets strengthened as you do more and more of the writing work that um you become, um, yeah, you live in your head. Uh And interestingly, I’ve picked up a hobby now as I’ve slid into retirement and I’m, I’ve picked up pottery and that’s also a very cerebral kind of thing. It’s a thing. You go down, I go down to my basement where I have a lot of set up and I’m quiet and there with my thoughts, maybe some quiet music and there’s lots of activity up in the head but not so much through the mouth. So good luck with the interview today. Interesting. No. Well, you, you wrote a book so you’re willing to share your, uh your introspection about writing. And the book came about in part because people were encouraging me to do workshops and maybe do, do some videos and things like that. And I said, I, I think I’d be a dreadfully boring presenter, but I can write. So maybe I should write about the case instead and share what I’ve learned over the years. So you had, you had some encouragement to do that. Uh Especially from one of your students that you mentioned in your Acknowledgments. Yes, I started tutoring people a little bit or coaching and, and she started looking, she said, you know, there’s so very little out there on the case and it’s such an important document, you should write something. So that’s how this ball got rolling. Plus Tom Barraco who wrote the foreword for me, he is uh he’s now the past chair of CFRE CFO International. He two for a number of years has said you really should write something about the case. So there it is, all right, perfect segue to a 129 pages. So I kept it slim and that’s a perfect segue to uh why the the case for support you, you say it’s the our most important document. Absolutely. I think it is because it gives, it gives uh um everyone in an organization, the language uh with which to speak about their work. Um Otherwise you, I use the music analogy in the book. Otherwise an organization can easily sound like an orchestra tuning up. Everybody’s saying their own different thing about the work that the organization is doing. Um they’re telling stories differently, they’re choosing their stories differently. Um They’re framing their arguments differently and it’s just a mess. Um Whereas a case for support, um gathers information figures out what needs to be said or the writer does this figures out what is the strategic way to present the mission and the vision of this organization in a way that it’s relevant to the donor uh or achieves the, the the goal of the document and then disseminate, disseminate this information, this document amongst all the people involved in moving it forward. And so everyone speaks with 11 voice. Um It’s so it’s, it’s like a music score and you, you uh make the case that uh forgive that, but that this isn’t a neutral document. It’s a, it’s a persuasive document. It is a persuasive document. I think I say that if there’s one thing you take with you when you read the book, if you remember only one thing it is that your job is to persuade if you’re making a case. Um And you know, some people who I read, one fellow asked me what, what portion of a case should be persuasion on what should be information. It should all be persuasion. Some people will be persuaded with information and some people will be persuaded with more. Um maybe with stories or something that’s a little bit more emotional, but the whole thing needs to persuade, that’s the job of the case writer to persuade, to take the bits and pieces of information, what they hear from donors. The work that the organization does, where it wants to go the strength of leadership, the importance of the organization’s history and weave it together so that it becomes this beautiful whole that at the end people will say, sign me up, I wanna be part of this. This makes sense. We need to do this or we need to be part of this. Another analogy that you use is uh that the, and we’ll, we’ll talk about this, uh, in, in your writing, you’re, you’re starting with what an attorney would call the closing argument that you’re, you’re making the case upfront that let the evidence prove that, you know, but in this case, it’s let, let us show you that our cause is worthy. Let us make the arguments, persuade you, uh move you to, to support our cause. Exactly. And be that direct about it. Um IA a case a little while ago and you kind of had to dig around to see what is it that you’re asking the donor to? Yeah, you don’t like that at the end. Tell us up front what you want us to do, what you’re excited about, um, what the big deal is. Um And just like a lawyer would argue in front of a judge and jury. I’m going to convince you that. And sometimes when you write a piece, if you begin with that line in your draft and then you remove it, maybe you need to soften it in final, in the final analysis, but it gets you a focus, right? That this is my job to convince you that this organization is worthy of support, that the work we do here is um worthy of support. That’s actually a better way of phrasing it the second way because people don’t give to, they give through an organization not to an organization, I think more so. And um you know, so avoid putting too much emphasis on the organization itself. It’s on the work that the organization does. That, that’s where the emphasis should be giving to the work through the organization. There you are, you’re, you’re, you’re editing me, you’re editing yourself, you just decided you like the second way better. Yeah, see that’s what writers do. We’re used to playing with words and changing things up. So that’s what you get me. All right, I’m up to the challenge. I know you, you challenged me at the outset. Um And so you lay out, you lay out some essential things that, that need to be in the, in the case, leadership, mission and vision um stories, history, very clear about the giving goals and, and timeline as you had just said, um urgency to, to get things moving and, and the significance of the cause. Um All this is to uh to acquaint us uh to persuade us to give to the cause through the organization. Um I, I found it was interesting that you uh you find stories essential. I’ve read a lot of cases that, that don’t include stories. Most people are, well, let’s, let’s say at the near the beginning, most people are not nearly as thoughtful about the case for support as you are. I think a lot of people write these, as you say, you should not do between meetings. I think a lot of these get written over a weekend. Uh They may get written by committee. You do this part. Uh The, these three will write that part and then the two of us will do this other part. Uh You’re much, much, much more thoughtful about the case for support. Thank you. That, that means a lot to me to hear that because I, I my hope with this book is that we can move the dial a little bit on the case, case development away from what you described there where it’s uh kind of a fill in the blank document or let’s just get it done, kind of a document to really, for it to become a really strategic document that, that moves the organization forward. Um If we can go back to that argument about, you know, thinking like a lawyer and the courtroom, if, if we had a reason to hire a defense lawyer, we would hope that that defense lawyer would defend us thoughtfully. I would think if something has happened in our lives, um to do some research to, to think about the arguments not to carve bits and pieces off and say, OK, you write the opening arguments, you write the closing arguments and you go out and do a little bit, you know, talk to a few experts and then we’ll all just throw it together and see what the, what happens, what sticks with the judge. So one could argue that, that what we do in the not for profit sector, social sector is probably on a scale more important than what happens in the courtroom. For a single individual who needs a defense. You know, we have a lot of, we have big jobs to do. You know if it’s a food bank, we have families to feed, we have um education to deliver health care, to strengthen um feeding the hungry. We’re big, we have climate, that’s a big one. We have lots of challenges, difficult, big things to uh to uh address. And so we need, I think we need to really pay attention to the case. Be super strategic. Take the time it requires to, to develop one test it. Um because a lot writes on it. You say that uh this is advice you would have given your younger self. Yes. So why don’t you share how you came to this work and, and have evolved in it? OK. Um I started my career in corporate communications. I work for government, worked for a post-secondary and then I ended up working in the oil and gas sector for a short stint. And I went out on uh on my own. I had a young daughter at the time, didn’t feel it was right for her to be in so much before and after school care. So I thought I can write. Um I will go out on my own and see what I can muster up for contract. And a friend of mine had um uh communications agency and she got a contract that was just one too many for her and her staff and asked if I wanted to, to take it. And it was a case for support for the University of Calgary Faculty of Law. And um that was my first, that was my introduction to the case and I just loved the document. It’s super strategic motivational, it gives you, it’s almost like speech writing. It, it, it allows you to take license to put kind of put words in people’s mouths. Um And yeah, I, I just really fell in love with this, the strategic element of the document and also the, the creativity that it uh afforded the writer. Um you could take some creative license with it. And, and uh a thing that I keep coming back to is this notion that words make worlds. And if we can get the right words out there, then we can create the world. Maybe that, that we want not, maybe that we want to see, think about really su super motivational speeches. Um The big ones, right? I have a dream, how, how words can build up and um create a response in people. And so it’s very challenging and very uh rewarding work. When you think about the impact of how your words can land and in our sector, this hard, you know, might make you’re hard pressed to find um sectors or, or language that is more, needs to be more motivational and can bring about more change than the language of fundraising. We’re asking people to part with, with money, uh whether it’s large or small, it’s still at a, like the, whether the amount is large or small, it’s a significant decision for people, money and, and money and time to, uh you have a quote, you have a quote that I think is right on point to what you’re, what you’re uh revealing for us. Uh what we say, how we say it and how we hear people affects more than the moment. And I, I think that uh bears uh again, on what you’re saying about the case for support, but also on, on fundraising relationships that, you know, uh um how we hear people, those are, those are and what we say, how we say it and how we hear people, you know, those are fundamental to individual fundraising, which is the work that I do in, in planned giving fundraising, but across all, across all relationships, not even just fundraising relationships. But what we say, how we say it and how we hear people I think are, are fundamental to building relationships with each other. Absolutely. I, I totally agree. Um, listening, really active listening can be absolutely revolutionary as opposed to this, listening to get to the next thing I’m listening. But I know what I’m going to say next, but you’re not really listening. And part of the, a beautiful thing I think with the case is that it begins to work in its making you, if you’re building a case for support, you will want to sit down with stakeholders. So probably some major donors, some longtime donors, um some volunteers, leadership, volunteers and other volunteers as well. Maybe you want to. It’s been a wonderful opportunity to sit down with the mayor or uh some, some, someone of a political stripe um whose influence and leverage might um help the organization down the road at some point. It’s, it’s an opportunity to make friends in the community. Um And to listen to them, you’re asking questions about why they think the organization is of value, um What its mission and vision um contribute, what would happen if that organization closed its doors? What would the impact be? You really have an opportunity to let people think about and dig into why the organization and its work exists and listen and reflect that in your case, it’s time for a break. Are you looking to maximize your fundraising efforts and impact this giving season. Donor box’s online donation platform is designed to help you reach your fundraising goals from customizable donation forms to far-reaching easy share, crowd funding and peer to peer options. Plus seamless in person giving with donor box like kiosk. Donor box makes giving simple and fast for your donors and moves the needle on your mission. Visit donor box.org and let donor box help you help others. Now, back to your case for support, that’s all reflected in your uh in your part two, the uh the A AAA trusted, a trusted process where you and you talk a good deal about the interviews that uh should precede the writing and that are part of your own research along with what the, what the uh organization has may give you as a consultant or already has and it’s, you know, sort of its communications library. Uh So the interviews and the pre-existing materials and all. Um So we, we, we can’t talk through the entire book because people need to buy it because we only have an hour together. So you need, you need to get the book uh the case for your cause. Uh I’d like to spend a good amount of time on your, on your part three, which is your advice. You have, you have advice on messaging, advice on storytelling and advice on writing since I think the, the process gets short shrift or if, if not, maybe not, that bad, but it is not done as thoughtfully as you recommend. I thought le let’s spend some time on, uh, on, on the, on the writing process. Um So you have advice on, on messaging and even the importance of the opening paragraphs. Share, share, share your thinking on the, the, the messaging advice. Well, there’s a quote that I used to have up on my office wall. Um, and it reads, it’s by John Steinbeck and it says if the story is not about the Hearer, he will not listen. That kind of wraps it up. Um, it’s easy to write about your programs and services and be dreadfully boring to the Hearer. Um, I tell a story in the book about going to a, a barbecue in our community. Oh, yes, Sarah and Andy. Sarah and Andy and his real name. But it’s not, it’s too, it’s too embarrassing to, to whoever the real Andy is. Yes. Go ahead. Story about Sarah and Andy at the barbecue. So we ran into twos at the bar. Um, Andy kind of just came up to us, kind of accosted us in a way my husband and myself and he just drawn on and on and on about his lovely life and his hospital visits and his Children and how successful they are and vacations and like we just wanted to run away from him and then we turn around and a little while later we see Sarah, I haven’t seen Sarah in a long time and she’s there with her daughter and granddaughter and we just can’t stop talking. We just, I could have had another hour with Sarah and I thought some, some fundraisers are like this. Some cases are like this. How do you become the Sarah and not the Andy. And for one, I think I had much deeper relationship with Sarah than I ever did with Andy. And she was interested in me in my life, um, in our lives and everything had sort of connected a lot more. So, you know, that, that goes to your advice about knowing your reader because you knew Sarah much better than you knew Andy. Yeah. And I was interested in her life and, and she was interested in mine. It was a two way street. Right. So don’t be the boring guy at the barbecue. No. Know your reader, know your audience. I mean, that, so it’s one truth to take away from this. If your job is to persuade, if you’re writing a case and able to persuade me, you have to know me, know your audience. That’s the basic philosophy and crux of any writing to be successful. You have to know who you’re writing to. Otherwise your, your ch your chance of being meaningful to that person if you don’t know what, what they care about. Um It’s pretty slim and, and much of that will come from your interviews that you, that you will have done thoughtfully because, uh because Phoebe explains them in part two of her book that, that we’re gonna get. Um So this notion of knowing your audience is not a new one for a communicator. It goes way back all the way back. Well, probably before even, but it’s recorded with by Aristotle 300 year specie. Um And he says that it is in accordance to the character of the audience that one can examine the passions and emotions that the orator may excite. So, no, you know what, know what they care about. And in, in our work, people give to advance the things that they value. So understand what people value. Um Let me give you one example here. Um My elderly mother um lived in a condominium in a nice little community and there was a community center down the hall, sorry down the street. And she was approached by a fundraiser to um support uh a program for troubled youth that was supported at the community center and they talked about the programs and services and blah, blah, blah. And it did not move my mother. She probably felt a little badly about uh about the young people, but you know, she gave to her church and she had her or getting established. But I think if they had approached her and said maybe through a story here that, that um the outcome of the giving might result in less crime in the neighborhood Uh, right. Sometimes you have to be very, uh, diplomatic in how you say things and that ST, that’s also a time when story comes in and story can be very helpful to shed light on, um, a, a topic that it’s maybe a little bit dicey to speak directly to. Um, do you know what I mean? But if they had told her a story of a young person who, whose life had been straightened out through this counseling and had turned away from a life of petty crime. Um that I think maybe there would have been a different response from my mom because the one appealed to her values, right? And the other just spoke about the organization’s good work and, and maybe the benefit to the young, the young person. But we all approach life with a degree of self interest. So, you know, consider um consider your audience self interest as you’re writing, you’re very thoughtful about words. Um Sometimes I, I think that um uh expletives uh swearing is, is uh can give us a nice uh Everybody understands what everybody understands what we’re talking about. This is sort of a common reference, I suppose, you know that. So you um so I, I heard a comedian once say that there are so few words that mean anything anymore that we, we need to rely on the, on the swear words to, to convey, to convey what we want to say sometimes. So you you, uh you have advice about a shitty first draft of your, your case for support. Talk, talk about the uh the shitty first draft. Very easy to have writer’s block. It’s writing a case. Even for someone who’s done it for many years, it’s intimidating to stare at the empty screen and know that uh an organization’s to some degree, an organization’s ability to move their mission and vision forward and for the people who would benefit from that kind of hinges a bit on, on what you’re going to produce, that’s super intimidating. Um It becomes less intimidating if you give yourself some breathing room some license. Um Anne Lamont, I don’t know if you’re familiar with her as a writer. She’s a wonderful writer. She wrote a book on writing called Bird by Bird. And this is the advice that she gives in there just to label your first draft, a shitty first draft and who cares how it turns out, who cares how it reads, just sort of puke the words onto the page, then play with them a little bit and you just, you just relax on the screen a little until you and then you find your voice and then you get going. But I have to say even with that shitty first draft label, um I rewrite the lead over and over and over for most cases because if I lose the reader in the beginning, if I don’t frame up an argument that’s meaningful to the reader or donor. It’s all over. Yeah, I can, I can have terrific text on page three and four and five and six. But if I’ve lost them, if I’m not meaningful, if I don’t approach them from an angle that’s relevant to them, it doesn’t matter what falls, you also suggest coming full circle from, from the beginning and sort of closing the circle at the, at the end. Yeah. Um That is um that is something somebody taught me that you and it’s, it’s really good, good advice. I think um you, you want to end the way you start, it just provides a nice satisfactory kind of wrap up at the end. So if you begin by talking about Xy and Z, you allude to Xy and Z at the end, um it, it creates a nice package. Yeah, it’s, it’s a good way to write and if you begin to pay attention to, to speeches and how people write, like people who know how to write, how they write, that’s, you’ll see that pattern. I, I see a lot in journalism. So another thing that’s uh been very useful to me is to write into your headlines. If you know, if you’re getting a little bit stuck, figure out what are the main points you want to talk about. So let’s say you’ve got really excellent leadership, create a headline that speaks to the strength of the leadership and maybe weave in to that, why it’s important like strong leaders in a time of something or other. And then you take the paragraph below and you unpack that headline, explain that maybe you need two or three paragraphs below to explain the headline. And what’s really nice about writing that way is that people are just skimming your text then um then they get, they get the high points by reading your headlines. You don’t have to read all the supporting texts. Do you outline? Do you outline before you start writing? Uh not really, but I create a document plan. So when I worked in corporate communications, I wrote communication plans all the time. Um and I took the format of a communications plan and made it a document plan. So what is my goal? What are the object like goal overarching big things that I want to achieve with this? What are the objectives? Do I want to tell, you know, 10 stories through this document or am I good with just two? Do I think, what do I think it means um to, you know, to want it to be friendly to? So, yeah, so cool, objective audience identify the audience in quite some details. What are my key messages? What do I want the takeaways to be when someone’s finished reading the document or had had it delivered to them verbally, however they come across the case. Um and then some timelines and a few other details there and I use that as my guide. OK? That uh I don’t know. That sounds to me, that sounds to me like an outline, but I’m not gonna, I’m not gonna force you to call it an outline. You, you call it a document plan. I’m not, I’m not forcing you to call it an outline. Your, you have your methods. T 2020 25 years in the making. We’re not, I’m not, I’m not trying to remake your method. It sounds like it sounds to me what I envision as an outline to me, an outline would be more one paragraph about this and one paragraph about that. And then I moved to this topic and then that topic, I give myself the freedom not to be boxed in by go from one paragraph to the next to the next. Like not one topic I found being um uh having clients, if I presented an outline when the draft was delivered, they would want the draft to match the outline. Well, sometimes it flows better if I move things around a little bit and that through that, through some of them. So I moved away from that. Yeah. Right. As you’re, as you’re writing, right? You’re gonna reorganize. And uh you also suggest having uh like AAA copy and paste section, I forget what you call it over on the like another a second document or that where you, you, you never delete that. That’s that your advice really is never delete. Just copy. Well, if you have, if you have reasonably good text and you just find, oh, it doesn’t belong here. This isn’t working. Don’t throw it away. Start a second document and put all your scraps like a cutting the cutting room floor. Maybe I overstated to say never delete. But, but if you like something you just don’t know, it just doesn’t fit where it is. It might fit somewhere else. Don’t delete it. Save it, save it elsewhere. Exactly. Because it might fit somewhere else or move it around. If it doesn’t belong where you have it, maybe it belongs somewhere else in the document. So before you get rid of something, make sure you can’t use it somewhere else. But on that note, um be prepared to cut out, edit out your darlings. You might have the section that you think is just beautiful. It just sounds almost like a poem or it just, you’re just proud of it and it doesn’t fit. You gotta, you gotta remember what the goal is and stay goal focused and if your darling sentence or paragraph doesn’t belong, it doesn’t belong. Yeah. II I appreciated that one. Sacrifice your darlings or something you say something like that. Um But I, I really appreciate the uh the license that uh shitty first draft gives. I I’ve Yeah, just, just titling it that it’s very simple advice from uh Anne Anne Lamott. Uh It’s very simple but you know, if you’re thinking that way then, uh, it does, it frees you up, just start getting thoughts out, like you said, puke them out, you know. Yeah. Yeah. The other thing for me that’s super helpful, um, is the time of day that I write. I want the house quiet. Um, I don’t want distractions and I, I think that’s probably pretty common so often. I will, maybe I’ll wake up at night and I’ll have a thought. I will either have a notepad beside me where I can write it down, but more often than not, I will get up in the middle of the night and write. It’s when I do my best work. So someone listening out there maybe just try it and see, maybe, maybe your best work is that early in the morning or mid afternoon. Um, a very cool thing that I find with that kind of approach is, wow. I wonder how the document would have turned out if I wrote it yesterday in the middle of the night, it would have been a different document. That’s the cool thing about a creative process. It’s what it’s what’s in you, what, what is percolating and, and what happens to come out just at that moment and if it’s usable and good, that’s wonderful. You just confirmed that you are much, much, much more thoughtful about your case for support than uh than the average nonprofit writer is because they’re, they’re not this would sound like advice if for someone who was writing a work of fiction, uh you know, to have a note notepad by your, by your bed stand. Um So, you know, you’re, uh you’re taking this a much more thoughtful approach, but you know, the note stand, the, the notepad by the bed is not a bad one even for um someone who’s not a, a full time sort of case writer, but someone who needs to write a case for their, for their, their work because our night brain works differently. I think our night brain is more creative than our day brain and it’s problem solving that happens in the night. So if you’ve given your brain kind of an assignment to think about something and solve the problem, like what, what is my best lead? What is it that people are going to respond to? And you wake up at three in the morning and you have a thought, write it down because it might be gone at six o’clock when they, it’s definitely gone. Yeah, you, you swear, you won’t forget it, but you always do. At least, at least I, I always swear I won’t forget something in a dream and then I always do. Yeah. So it’s a simple, simple thing to do in case that the thought comes. No, this is savvy writing advice. It’s time for Tony’s take two. Thank you, Kate. When you get the right person who knows exactly what you need and how to do it. It makes all the difference. The guest this week, Phoebe Voff is perfect example. She’s been working with case statements for over 20 years or a case for support, whichever you call it. But it just reminds me that the right person for the right task, but it may not even be a job. It might just be some task that you need some project when you find the right person. I had another example myself talking to a financial guy for something this week. He knew exactly what the problem was and exactly how to fix it. So I’m encouraging you to, I guess that means hire the expertise you need when you don’t know how to do something, find somebody who knows it. They, they’ve, they’ve, they’re expert in it and there’s no point in your trying it out as a novice when you can get somebody who’s expert, they’ll do it quicker. Yeah, you, you have to pay them but your time has value the time that you’re gonna learn. Getting up to speed and you’re not gonna get as far as they already are because you’re gonna get the person for the task that’s been doing this for years, maybe decades. Like Phoebe vs, I encourage you. It’s worth the money. Get the right person for whatever project, whatever task, whatever it is that you need done that you don’t have the expertise yourself or you don’t have it in house. It’s worth going out finding the person. The outcome is so much more likely to be so much more successful. Then if you did it yourself or if you did it in house done by folks who are not really sure how to proceed. That is Tonys take two Kate. Well, thank you to all of our guests and the right people who helped make this nonprofit podcast, what it is, you know, all the names that we share at the end. They are the right people for our show. They absolutely are. You’re included, associate producer, Kate. Um Absolutely. And I’m, I’m very glad I, I’m very glad I brought you into the show several months ago. I really am. Well, we’ve got Buku but loads more time now, back to your case for support with Phoebe Vos. Let’s talk about storytelling. Uh The second part of your, your part three is advice on storytelling and you talk about dressing truth in story and I think you were alluding to that earlier, but I didn’t wanna, I didn’t want to amplify it. Then I, I wanted to talk about it as part of your, the, the strict advice conversation. Uh, dressing truth in story. Yes. Did you read the Parable? The Jewish teaching story? I did. Yes. Dressing that they, uh they, they invited the truth in. Will you tell the tell the parable? So here goes truth naked and cold had been turned away. From every door in the village, her nakedness frightened the people. When Parable found her, she was huddled in a corner, shivering and hungry, taking pity on her. Parable gathered up her up and took her home there. She dressed Truth in story warmed her and sent her out again, clothed in story. Truth knocked again at the villager’s door dose. This time, she was welcomed into the people’s homes. They invited her to eat at their table and she warmed herself by their fire. That’s a Jewish teaching story. I think as humans, we are wired for story, there’s something that, that grabs onto a story. Whereas cold facts and information doesn’t stick quite as, as well. I remember taking my daughter to um some kind of presentation. She would maybe have been, she was elementary school age and there was a speaker and she sat nicely the whole through the whole thing. And on the way home, I said, what do you remember about what he talked about? And she remembered the stories he told these are things we remember. These are things that we remember. Um because somehow they touch us human to human. Um statistics and numbers are they support things but, but it’s the, the, the people reason that’s why we do things. Um and, and the stories illustrate um how our sisters and brothers in the world fair and how we can help them. I think I have my own anecdote of that. I I used to open my conference uh training sessions about planned giving, telling the story of my very first ask, which was in seventh grade when I had a terrific crush on Lisa Maggio and I asked her to go steady at our seventh grade dance. And the story continues. And years later, people remember that story. They, you had that, you had that story, you had that story about Lisa or some. Sometimes I didn’t even remember her name. It’s remarkable or they didn’t remember the name that you told that story about, about uh your first ask in, in elementary school. You know, uh it’s the same as your daughter, but it’s just years later, literally, people remember that. Remember the story. Yeah, it’s our operating system as humans, I think, look, look at Netflix, look at the storytelling that happens on the streaming systems now and how the Yeah. Yeah. Um Movies uh a series. Uh People sit night after night, after night to hear stories being told. So are I think nonprofit stories are maybe more like parables. They are stories with some kind of meaning. Um Where there’s, there is a goal for a storytelling. I want you to flush that out. Yes. You want each story to have a purpose. Yeah. So it’s, it’s really helpful um As you’re writing your case to sit down and say, what do I need my stories to do? Do I need them to show impact? Do I not need them to maybe put a donor, tell a donor story. Why people, why not? Some, some someone else is giving to this cause? Um Is it about vision, what the future, what, what world we want to create or how we want to change things for people or is it about the mission? Um I had a, a case that I worked on many years ago and pretty well, it was a new organization in Canada. They existed elsewhere in the world, but it had just come to Canada. So we didn’t have that much to talk about. That was of interest uh in terms of um what it was, was actually doing, it was more about the impact that it wanted to achieve. So kind of a blend of mission and vision. Um And we, we took the whole thing and we just w one story and after the next with a little bit of information about where they were going and what they were about and it was this beautiful warm case at the end and um this organization is doing very well today. So it did help them get off to some kind of start. Yeah, you also ask us to consider opening with a story. Wh why, why you might, why pardon me, why you might or might not do that? The reason you would really want to open with a story about a story might just uh get people’s attention whether you need to open with the story or not, it’s a nice way to open. But if people don’t really buy into what you’re doing, um If there’s, if there are people questioning what your organization’s mission and vision is about, like, for example, if the, if the hearers um belief is that um all homeless people are lazy, uh If you begin to tell them a bunch of stats and information about your programs and it’s going to fall on deaf ears. So a story can help tell. Uh maybe a story can help change their belief. If you can show that all homeless people are not lazy, but they fell on hard times and you know, put some flesh on the bones of that story so that the ground that the facts and figures will fall out, uh The thieves will fall into fertile ground, right? When, when they hear the facts and figures and information about the programs, then they’re not going to dismiss them so quickly. Or if at all, let’s, let’s say a little bit about plot. You, uh you, you lay out the elements of a, of a story characters and setting point of view. Um say a little say about share your thinking about the plot. Well, a story, even a short nonprofit story and they are super short, usually compared to uh fiction, um just a few paragraphs, but you have to have an arc, an arc of a story. You have to have a beginning, middle end. Um But consider playing around with the sequence a little bit, uh is a good place to begin. The story is right toward the height of the action, not necessarily a sequential. Um You know, I, I think I tell a story in the book or I do tell a story in the book of a mom who comes into the emergency with her teenage daughter who has a headache. Um, They’re afraid there’s something terrible and she gets sent. The young girl gets sent for an MRI and we find out everything’s ok. There’s something was causing the headache, but it wasn’t a brain tumor or meningitis or something terrible. So I’m supposed to write a donor story about this, but I’m really happy for the family that it was nothing terrible. But it’s easier for me. It’s an, it’s an MRI center that you’re writing about. That’s right. Uh It would have been a lot easier for me if I’d had a little more drama in the store, maybe they covered, uncovered a brain tumor and the girl’s life was saved because of this machine. But instead, uh this is what I had to work with. So I started the, the telling of the story at the point where the mother was watching her daughter’s brain on the screen and how terrifying it was for the mother and then went back and filled in what, what brought them to the emergency and then how things turned out. So you can look for the point of highest drama, highest emotion and try to try to begin your story there or just play around with sequence. A story doesn’t have to be told. Um uh As in, in time sequence, it can be told that, you know, begin at the end or in the middle or wherever it makes sense to begin just again. Like I said, with the shitty first draft, give yourself freedom to, to try on a few different approaches. A lot of Quentin Tarantino films are an example of that. Yeah, shifted, shifted, shifted times point of view is another important one. If I can jump in here, I know our time is running short. No, we’re OK. Yeah. No, a little anarchy is OK. Please point of view is a really important one who tells the story. Um Is it the executive director of an organization? There are benefits to having the executive director build, tell the story. You’re building a relationship with your donors, you trusted voice. Um So there are benefits but the executive director can resign tomorrow. And then there’s the, the risk of that voice. Um the closer to the heart of the action you are. If it’s um you know, a, a home for unwed mothers or um uh abused, abused women, let’s say a home for abused women. If you can tell the woman’s story that might have more impact in hearing it directly from her and then told through somebody else’s uh uh perspective. Yeah, there isn’t a right or a wrong. But the thing to do is to, to be thoughtful about the perspective you choose. If you sit down to write the story, think about which perspective will be most meaningful and most powerful um and pursue that and each voice comes with different uh benefits. Right? There are pros and cons for each voice, whether it’s first person or uh you know, if it’s a doctor telling a story about a new piece of equipment, he can speak with an authority that a patient can’t and he can explain the technology in a way the patient can’t. But there are pros and cons to each. You just need to consider whose perspective, whose point of view you use. What about taking license uh with a story you, you had uh writing for the MRI Center, you said it would, it would have been in easier writing task if there had been something more dramatic, not that, not that you are wishing that on the young girl naturally. But what about uh taking some liberties with the, with the story, maybe maybe mashing uh uh several characters together to, to make a, to make a more complete story. How, how do you feel about that sort of create a composite character composite? Yeah, I think if you do that. Uh And I think it’s legitimate to do it, but you have to you have to reveal that. Then at the bottom of the story, I think you have to say that this is, this represents, this is a composite character. This represents uh what we see in the clinic every day. Um I think, I think the reader here needs to be respected and told that that is me. That’s my, would be my, my response to that. Another way you could approach that is maybe sit down with a doctor or uh somebody who, who sees all these different characters. Uh, people come in and, and have a chat with that person and tell the story, like reflect the conversation you’re having with, let’s say the doctor, the radiologist or whoever. All right, but be, be intellectually honest. Absolutely. Yeah. Alright. Yeah, that’s how I would want to be treated so right. That’s how you have to treat others. I think your, your third advice portion of the, of the, uh, of the advice. Uh, in part three is advice on writing and we, we, we talked about some of some of your advice there, sacrifice your darlings and don’t be so quick to delete. But uh save and, and move. Um, what else, what else could you say about the writing task? Um, know what you want to say. That makes, makes it a bit easier to write and you know what you want to say. But often, not often you can, you can get to the screen and you can sit down and you need to, you know, you need to build up the section but you don’t know what you’re saying and you’re just spinning your wheels. So then that’s a good time to pause and say, OK, what is it that I want to say in this next section and be clear with yourself, what the next section needs to cover and then it’s a lot easier to get going. It sounds, it sounds silly to say it, but a lot of times writers block happens because people don’t know what, what they they need to cover in the next section. You also suggest the active voice, which that, that, that stood out to me. II I uh I actively try to avoid the passive voice. Uh explain that one for us, the active voice is just stronger and more engaged. The action happens in the voice. It didn’t happen yesterday. It’s not happening tomorrow. It’s happening now. Um And it’s stronger and more colorful. Uh So that’s the voice to strive for. Um Yeah. Um What else? Um Well, you have not uh not over qualifying. Yes. Don’t want to overqualify. You want, you want to be authentic like um a lot of times writing is stronger if you, if you remove the qualifiers, like what, like what are some examples? OK. Just uh you know, it was a very sunny day, it was a sunny day, that’s strong, much stronger than a very sunny day. Um So all the little adjectives, try removing the adjectives and you’ll probably have more confident writing. The other thing to do is to look at verbs. Once you’ve written a document, go back underline all your verbs and see if you can make them a little puncher, more active or stronger or more reflective or so if you can find a better verb because they add color and life to a piece of writing. Do you use a thesaurus? Very much? Not really. No, I don’t, I do use it but not very much. Um What I do often do if I, how do you find the punchier one? Uh I just think of a different way of saying you’re walking, you’re walking thesaurus then. All right. I, I rely on a, I rely on a thesaurus to help me. Yeah. The other thing to do is to take whatever it is that you’re not quite happy with. If it, if it’s more than just a verb, put it in your second document just for 10 minutes, try to rewrite that paragraph for that sentence, see what you come up with and then contrast the 21, see which one you like better. Maybe it’s a blend that’s often how it happens for me. Go ahead. You have, you have one you like yes, outward focus. Um It’s not about you, it’s about the reader. So whenever you’re writing, stop and say is this is this inward focus or is it, is it looking out the way it should um in fundraising, sometimes it’s easy to state the negative we need this or that because of this or that there. The need is so great. You can try to flip the negative state, write the negative statement. But then see if you can flip it into a positive affirmative statement. You want your case for support to be a hopeful, joyful documented solutions oriented. It’s not presenting a bunch of problems, it’s presenting solution and hope so. If it’s easier for you to write the problem down, go ahead and write it down and then go back and edit it into a positive sentence or paragraph. Can you give an example of that? Oh What could it be? Um OK, I’ve done a lot of work for, for health care organizations. So um the wait lists are too long for uh for people to access an MRI for example, this is a truth in Canada. Yes, you have, you have this one, you have this one in this example in the book. OK. Right there. That’s not cheating. No, that’s OK. That’s fair. That’s not cheating. Instead of saying um the wait lists are too long. You can say that with your help, we can, we can reduce wait times, we can um we can make sure that people get, get access within whatever time is reasonable that that what would happen within days rather than months. Yeah. Yeah, and in your own community. So, you know, once you begin to, once you flip it into the positive, then you can also build on it. Sometimes you had some advice, uh more, more savvy advice uh that think about your community without your work. What if, what if your work was to cease, what would that mean for your community? A lot of times you can get, um you can see the significance of something if you imagine it gone. So if, if you, if your organization sure closed its doors and didn’t reopen, nobody stepped in to fill the gap, what would be the consequence of the organ on the community? The people who rely on you and think of it as ripples in the water. So yes, the people who rely on you day to day, they would be impacted. But what about the next ripple out? What about the neighborhood? What about, you know, whatever or whatever sector you are in within the sector? How will it be affected? If, if you went away, the food bank went away, people who rely on it to put food on the table would be affected for sure. But would there, what would happen to the community? How would those people fare? Uh would there be more homelessness? Would there be would, would kids not do as well in school? For example, the kids of those families who relied on food bank and maybe they don’t go off to university because they’re hungry and you, you can, you can build on things like that and then go looking, go looking for uh supporting evidence. As a case writer, you have to be a bit of an investigator. So if you think that food bank is closing and it’s going to affect Children, think long term, what would that happen? How many kids who go to university have been, maybe at some point in their life, been been supported by the food bank? Can you find that out? Maybe go talk to? I don’t know, find some, somebody who might have done some research into that and see if you can use that and as you build your argument. Well, this whole conversation has been uh inspirational around doing a more thoughtful case for support. So, uh but I, I’m gonna, I’m gonna ask you to just kind of coalesce and, and leave us with, with even more, more inspiration, more promise. What, what, what can our cases do if we’re just more deliberate and thoughtful about our writing? Well, I go back to, to the courtroom analogy that we sort of started with if you have a case that has been um kind of thrown together, written on the back of a napkin and pieced together and maybe a little bit more like a paint by numbers kind of a case. And you, you create a case that is more strategic, more thoughtful. I I’d be surprised if you don’t see a difference in, in, in everything you do, how you recruit, uh the, the volunteers, you’re able to recruit the consistency that you’re able to speak with. Uh When you put together your um grant proposals, you’ve got a well to draw from. You have your information, your statistics, your stories, your descriptors, you have an argument that’s um compelling and stirs hearts and minds. Um And so it’s like the lawyer who stands up in front of the judge and jury and he’s prepared. He’s thought about how his words are going to land on the judge and the jury. He’s going to have a better outcome than the one who just rushes in and hopes to wing it. So I think, I think, um, especially small nonprofits who have not had the luxury of investing in a, um strategic case. I think it could really make a significant difference. Having one, she takes her own advice, ends, ends where she started. There you go. Phoebe Voff, her book is the Case For Your Cause. A guide to writing a case for support that hits all the right notes. You’ll find the book at Phoebe vth.com and Phoebe is spelled Febe Phoebe. Thank you very much for sharing all your, uh your wisdom. Thank you so much. Thank you for inviting me here. I enjoyed this. You’re a very thoughtful guest and I, I don’t, I don’t mean kind. You’re, you’re thoughtful and, and deliberate all all, all, I don’t know you, you speak the way you write, I think. Thank you. You know, there’s a section in the book about asking good questions and that was your job today. You asked fantastic questions. Oh, you probably said that to all your, all your podcast hosts. All right. Thank you. All. So, so some you don’t. All right. Thank you, Phoebe. Thank you very much. Next week, Tony will pick a winner from the archive. You trust him, don’t you? If you missed any part of this week’s show, you better. Trust me. I beseech you find it at Tony martignetti.com. We’re sponsored by donor box. Outdated donation forms blocking your supporters, generosity. This giving season Donor box, the fast flexible and friendly fundraising platform for nonprofits donor box.org. Our creative producer is Claire Meyerhoff. I am your associate producer, Kate Martinetti. The show’s 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. You with us next week for nonprofit radio. Big nonprofit ideas for the other 95% go out there and be great.

Nonprofit Radio for October 23, 2023: The Surprising Gift Of Doubt

 

Marc PitmanThe Surprising Gift Of Doubt

That’s Marc Pitman’s book. It’s stuffed with strategies to help leaders—and future leaders—lead better. Marc is founder of Concord Leadership Group. (This originally aired on August 2, 2021.)

 

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[00:00:11.68] spk_0:
And welcome to tony-martignetti Nonprofit

[00:00:46.62] spk_1:
radio. Big nonprofit ideas for the other 95%. I’m your aptly named host and the pod father of your favorite abdominal podcast. I’m traveling this week so I may not sound up to my usual. Oh, I’m glad you’re with us. I’d get slapped with a diagnosis of coccidioidomycosis if I had to breathe in the idea that you missed this week’s show. Here’s our associate producer, Kate with the highlights.

[00:01:13.59] spk_2:
Hey, tony, it’s the surprising gift of doubt. That’s Mark Pittman’s book. It’s Stuffed with strategies to help leaders and future leaders lead. Better. Mark is founder of Concord Leadership group. This originally aired on August 2nd 2021 on Tony’s Take two.

[00:01:16.36] spk_1:
Goodbye. Marian

[00:01:52.67] spk_2:
were sponsored by donor box, outdated donation forms blocking your supporters generosity. This giving season donor box, the fast flexible and friendly fundraising platform for nonprofits, donor box dot org and buy Kila grow revenue, engage donors and increase efficiency with Kila. The fundraisers, CRM visit, Kila dot co to join the thousands of fundraisers using Kela to exceed their goals. Here is the surprising gift of doubt.

[00:02:44.96] spk_0:
It’s my pleasure to welcome Mark Pittman to the show. He is founder of Concord Leadership Group. He helps leaders lead their teams with more effectiveness and less stress. His latest book is the surprising gift of doubt, use uncertainty to become the exceptional leader you are meant to be. You may know him. Also as the bow tie guy, Mark has caught the attention of media organizations as diverse as the chronicle of philanthropy, Al Jazeera Fox News Success Magazine and real simple. The book and the company are at Concord leadership group dot com and he’s at Mark a Pitman, Mark Pittman, an overdue. Welcome to non profit radio.

[00:02:48.81] spk_3:
It is an honor to be here. Thanks tony

[00:02:51.09] spk_0:
and I’m not sure why you haven’t been on years ago and, and many times before. So I uh I feel bad about that because you’re a smart guy and you have lots of good, you have lots of good content, lots of good ideas. And uh that’s why I say long overdue.

[00:03:03.92] spk_3:
Well, thank you. And my head may not fit out of the office after this kind of word. Don’t get carried away,

[00:03:27.54] spk_0:
but you do. You do have a lot of good ideas, including the uh the ideas that are in your new book. And I want to start with having you explain how agonizing doubt can be a gift. Please help us understand that.

[00:04:48.45] spk_3:
Um It’s I’ve been an executive coach for 18 years now and it’s one of the things that really surprises people the most is the fact that high performers, first of all, don’t tend to know how to ask for help and then they get derailed when they start feeling down because they start feeling like they’re, they’re faking it. The that they’re the, you know, the wizard of Oz, the man behind the curtain, they don’t look at him um because they’re, they’re producing results, but they’re not sure how. Um and that doubt can be very destabilizing, but the gift is it can force us to look internally for our own cues. Uh Look to look, to look in areas where we’ve been told they’re soft or, you know, they’re, they’re woo woo. Um look at things that make us unique and it actually clarifies our, our leadership because it’s very much about the, the grain of our wood, the way that we put a spin on things as opposed to just doing all the best benchmarked activities that are out there. Um Yeah. So the surprising gift of that is it, it can make it to me what I’ve seen it do is instead of having that inner critic saying I must be broken, I must be just, I must, I probably shouldn’t even be in this position. It shifts the conversation to why might I be perfect for this role? Why might my organization be exactly the voice that the sector needs to have right now?

[00:05:00.90] spk_0:
And there is a lot of introspection involved in the I guess the overall work that you’re describing and we’ll go into some detail about, about. But uh you, you, you need to be reflective,

[00:05:58.28] spk_3:
introspective, right? Which often is something that a lot of leaders don’t. There’s not a lot of, there’s so much need in, in organizations that there’s not often a lot of time given for professional development or leadership growth. And so people don’t think of the time as, as doing reflection as legit leadership work. They feel like um when we’re in early in careers, we’re, or even in school, we get graded on what we accomplish, we take tests, we do tasks, we complete tasks and that becomes how we are promoted as we move into management and leadership. It’s taking that time to reflect uh is so incredibly important, but we haven’t seen it modeled that much. Um So there is, you’re right. Absolutely right. There’s a lot of introspection, but there’s also, that’s what leaders do. They no longer, they provide, they, they no longer are just making sure things get done. But they’re also looking forward to see where should we be going? Where, where should we skating to where the puck is? I guess even though I’m not a sports guy, I grew up in Maine, so there’s a lot of hockey there.

[00:06:12.61] spk_0:
Uh Thank you. Yeah. Any, any sports analogy will be largely lost on me, sports

[00:06:18.01] spk_3:
ball. So I, I’m

[00:06:26.47] spk_0:
not familiar with basketball. So I wouldn’t know that skating in the park uh uh metaphor now. And I want to reassure folks that this is not only material for current leaders but future emerging leaders.

[00:07:22.91] spk_3:
Absolutely. When part of what um what we, when we’re going through our leaders journey, if we can identify the earlier, we can identify what makes us different, what makes us unique. Where are our limits? Where, where are we really good? Um Where do, where can we excel? It can help us position our leadership roles so that we’re not being squeezed into somebody else’s box, uh as much as possible, the organizations are clear are artificial. They’re, they’re not um they’re not perfect. So we’re always gonna have to do things that we don’t enjoy or we don’t like, but we can definitely, there are things we can do in our environment and in our, our schedules and the people that are around us that can help us or can really hinder us. So the earlier we know, even as, as people are going through their own personal growth journey, uh the more that they can identify these, these uniqueness is uh that they, that they bring to the table, the better thinking somebody was asking in a previous podcast, can’t you throw these conversations? Can’t you throw some of the, you know, if you’re being interviewed for something, can’t you just answer the questions the way that you think they want them to be answered and you could, but you may get the job that you don’t want.

[00:07:50.98] spk_0:
Right. That may not be in your, your, your best self interest, your own self interest. Um, you know, I can see how, uh, you would, you, you’d be soothing as a coach, just your voice. I have that. I have that in New York. I grew up in New Jersey, but close enough to New York City, Stone’s throw. I got that, uh, east coast. But you have a, I mean, you’re northern. You said you grew up in Maine now. You’re in South Carolina. You have a, you have a soothing way about your

[00:08:11.83] spk_3:
voice. Well, thank you, Mark after dark was gonna be my, uh, my DJ handle Mark

[00:08:19.61] spk_0:
after dark. You and Alison Steele the Night

[00:08:21.44] spk_3:
Bird, then it turns out there was already a mark after dark. So I’d have to spell dark with AC. Ok. So we do it. Here

[00:08:27.68] spk_0:
we go. All right. Claim it. Yeah, you just, your voice has a, uh, a softening calming quality

[00:09:00.51] spk_3:
to it. I’ve been told that I’ve had some people come to me and want, um, they kind of want me to be their boss, uh, some business owners and some nonprofit executives or, well, I want a coach that’s gonna tell me exactly what to do and make it, you know, make it hurt to not do it and that’s not who I am. I’m sure there are those coaches out there that are drill sergeants but um I believe most leaders are really hard pressed and doing the best they can. And so I like to be able to encourage them and, and kind of blow on the coals that are the fire that’s almost going out and rekindle their, their passion to do it themselves. Coaching with compassion. Nice. Wow dot com. I’ll get that coaching

[00:09:31.50] spk_0:
with compassion, the compassionate coach, the bow tie guy and the compassionate coach. Um I wanna dive into something that uh very interesting to me but you have it buried, it’s buried on page 98. Ok. It’s the Pittman family homework that you used to do. Tell me about that you uh you, you covered in just a couple of sentences. I to me it was a little bit of a gloss over because I’m very interested in what got you to where you are and what informs your coaching and, and I got to believe that the Pittman Family homework is, is integral

[00:11:11.48] spk_3:
in, in here. Absolutely. As I look at my bookshelf, they all, many of the books are things that I, I grew up reading. So in my family, we had uh school work because we were students at school. But my sister and I also had uh homework for being pitman’s. So we were had to read positive mental attitude books and to listen to motivational speakers. Um and we had to go to events, seminars, rallies, the sort of things where people were talking about goal setting and, and uh living your dream and, and all, um, my parents were just amazed that they hadn’t been taught this. They were learning it with us and they were shocked that they’ve never been taught goal setting or dreaming or leadership or people skills and they didn’t want us to, to be inflicted with missing that before we left the house. So, um, I didn’t know other people might, I thought everybody had homework because they’re in their family. But I was started to read is I, I had been reading Dale Carnegie how to win friends and influence people. Uh, Frank Beers’s how I raised myself from failure to success in selling Charlie tremendous Jones. Life is tremendous. Listening to Zig Zigler Florence Let Tour, uh, Les Brown growing up that part of the part of the way, one of our kind of traditions too was having a motivational speaker on while we were in the shower. So we would always have a stack of tapes next to the, next to a, uh, a kind of boom box. And, uh, we would just put them on while we’re doing our thing. And then, you know, the person’s done when the tape goes off.

[00:11:18.65] spk_0:
That’s when you know your shower is done. Wow. So, yeah, I mean, this was the days before, uh, waterproof, uh, uh, phones and, and I ipods.

[00:11:45.86] spk_3:
So my wife knew that she said, she said she knew she was when we were dating, she knew she was dating an entrepreneur because I had a whole bunch of tapes. She had to clear off for the passenger seat of the car. I was just so used to listening to different tape series and uh you know, Kiyosaki, Rich Dad, poor dad. And yeah, all sorts of different, always learning. Trying to, always

[00:11:47.65] spk_0:
after Kawa, what did you say,

[00:12:33.18] spk_3:
Kyi? Uh Robert Kiyosaki wrote a book called Rich Dad, Poor Dad in a series after that poor dad. Yeah, just different ways. People keep different uh mindsets, people have about money and um security and, and it’s really helpful and going into fundraising was really helpful to have this kind of being able to speak the language of your donors is one of the most important things um in fundraising and having been exposed to this literature that the other leaders were being exposed to, made it a lot easier to, to talk to them. In fact, my first talks in um first professional talks were translating marketing things in sales for fundraisers cause sales was the s word 25 years ago. And um so I would take like Seth Seth Godin’s idea, virus information, marketing and make it. So I’d fully attribute it, but I’d make it so that it was understandable to how this could work in a non profit.

[00:13:28.39] spk_2:
It’s time for a break. Are you looking to maximize your fundraising efforts and impact this giving season? Donor box’s online donation platform is designed to help you reach your fundraising goals from customizable donation forms too far reaching easy share, crowdfunding and peer to peer options. Plus seamless in-person giving with donor box, live kiosk. Donor box makes giving simple and fast for your donors and moves the needle on your mission, visit donor box dot org and let donor box help you help others. Now back to the surprising gift of doubt.

[00:13:47.56] spk_0:
So this Pittman family homework, which obviously, as you’re describing, you know, evolved through the, through the decades, you’re continually, continually learning to even today, you say that in the book a couple of places. Um But this was like elementary school. You were, I mean, they were, they were probably considered this indoctrination.

[00:14:34.22] spk_3:
Oh Absolutely. Yeah. Looking back on it, it totally was. And when Charlie, totally, well, my uh my Charlie tremendous Jones became a mentor of mine, which he’d been a hero of my universe cause I, I love his book. Um and he said, when I was looking with our kids, he said, oh, I would never do it that way with, as your parents said, I would teach, have them do stories, I’d have them. Uh have your kids read biographies and be inspired by, by stories as opposed to reading the how to literature. But um I probably because of my upbringing, I love, I love nonfiction. I love reading a good how to book on, on leadership or in goal setting or vision casting storytelling. Yeah. Credit to credit the

[00:14:35.26] spk_0:
pitman parents. Well,

[00:15:05.88] spk_3:
one time Sandy Reese was in interviewing me and she, uh, years ago and she came up with a, she cataloged all the books that I referenced in the talk. Uh, and my, just in a conversationally because I still read 50 to 75 books a year. Um, to, and, and I had to set a goal years ago to read nonfiction because that’ll make me a better storyteller. But I had to set it as a goal. Now. I can fully enjoy reading nonfiction. I mean, reading fiction. Sorry, reading, sorry. Yeah, reading the fiction books. Um, that are enjoyable. I always thought I was cheating but now it’s a goal. So I’m ok. I said a certain number of goals for fiction books I want to read in a year and 50 to 70

[00:15:14.91] spk_0:
five a year. Do you still

[00:15:34.33] spk_3:
read? Yeah. I, I’m cranking through books this year too. I don’t know why. But I love, well, part of it is, there’s just, I want to keep fresh when I’m writing a book. I try to not to not read in the genre that I’m writing it. So I didn’t read a lot of leadership books. So I was doing surprising gift of doubt because I didn’t want to, um, mistakenly, like I take, take over somebody else’s thought that should be attributed to them because I really do think crediting the source is really important. Um which this book even get more, more to the point. The editors were even more insistent that I, I double and triple checked my, my references, which I thought was wonderful. Yes, there’s a bunch of end notes. Yeah, I haven’t been pushed this hard in a while. So I’m really, really pleased with the team that helped me with this one,

[00:16:05.77] spk_0:
something you say early on is that the motivation is within you expand on that for us.

[00:16:11.89] spk_3:
Well, the um part the, I don’t remember exactly. I know that was part of the chapter. Sorry, you have to flip through the pages, you know, you write a book and then it’s a quiz

[00:16:19.84] spk_0:
on page 16 or something, but you talk about the motivation, the motivation for leadership and, and good and just good intentions is is within you.

[00:17:31.76] spk_3:
Yeah, I think part of what we um we spent so much of our life and another part of the book, I do this map of the leader’s journey where it’s a four quadrant section uh where we start off on the confidence scale, which is the vertical scale and we go down to unsure, we’re gonna talk about the leader’s journey. OK. Well, that’s part of it is that we are so used to looking externally for our cues that the, we forget to look internally and find out what, what are, what, what do we value? What are we passionate about what are two things we forget, we forget to, to actually give them air. And often we don’t really permit ourselves to, to define what we value or what we hold on to because we’re looking for others in uh for cues, either the culture or systems. But the other thing that we somehow don’t do is we don’t credit them as being unique traits. We think everybody must be like us. Uh, you and I both wear glasses and it’s almost like we forget that we’re wearing glasses at times. I don’t know if you’ve ever had the experience of trying to find your glasses and they’re right there on your face. They’re not even on your head, on your face. You, um, I get fingerprints all over my glasses when I do that. But we often, the stuff that’s within us is often the stuff that makes us unique, makes us, um, a, a valued part of the team and we just kind of write it off as a weird quirk of our own. Not something that’s worth giving attention to.

[00:17:54.92] spk_0:
It’s, it’s some of it’s among those natural strengths you talk about natural strengths versus learned skills.

[00:18:02.28] spk_3:
Well, yeah, some of our

[00:18:03.78] spk_0:
natural strengths. You, you’re right. We, I guess we, we, uh, we minimize them thinking everybody, everybody’s that smart or everybody

[00:19:48.77] spk_3:
thinks about that or if I can do it quickly, then it must not be work. Um, I remember being in a early job. I, I loved, I was fundraising for prep school and I loved it. I just loved the traveling. I loved the, you know, when I was home at the boarding school, being at the table with the 10 other students, the 10 students and my, my wife and I were the faculty parents. And um I love the kind of matching school’s mission with donors values and trying to see if there was a fit and being ok if there wasn’t but being excited if there were that all excited me, but I didn’t think I could enjoy work that much. So I was talking with a, with a faculty colleague and I tried to make it sound really hard, you know, because there’s a lot of stuff that is hard. The travel isn’t that in inspiring, there’s delays and all. So I tried to really accentuate the bad stuff and he looked over at me and he said, you love your work, don’t you? And I felt so guilty because I totally did. And then I found out he didn’t, he would never want to do what I was doing because every day was different. Every day I had to come up on the spot with different answers. And um and I didn’t know what I had no idea who’s gonna call what I was gonna, who I was gonna see what opportunities are gonna arise. He liked being in his classroom and knowing this is the curriculum and this is where I can adjust if we go too long on one area or if we go too fast on another. He, he loved that stability. Uh, and that’s where I started realizing that the stuff that I thought was just kind of everybody would want to do this. And I, you know, I kind of got lucky is, no, not everybody wants to do this and any fundraisers listening to this knows that because we’re usually the oddballs out the non profit. We’re the ones that are outward focused in ways that others aren’t. Why don’t we talk about

[00:19:49.68] spk_0:
the, the four quadrants of the leader’s journey. Um You have some self assessments that folks are just gonna have to buy the book to do. We’re not going to be able to talk through the details of self assessments, but, but the leader’s journey through the four through the four quadrants, I think that’s valuable and especially moving from quadrant 2 to 3.

[00:22:23.96] spk_3:
Sure. So the uh what I loved about creating part of, I’ve been trying for 18 years to explain what I do with, with as a coach. And this was the first time when I created this four quadrant methodology. It was the first time it, people repeated it back to me and they understood it. And my wife looked at it and said, well, this is me as learning, this isn’t just leadership, but the axes again are confidence uh vertically and then inputs horizontally quadrant one is where you’re high confidence and you’re looking externally. So we most leaders only get half the map. We don’t get the whole map, we only get the external half. So we, we start in a quadrant where we’ve seen other people lead and so we start copying them, somebody gives us the ability to run a project or to, to lead a team, um some sort of leadership and either we’re super excited because we’ve known we’re a leader and finally somebody else sees it or we’re scared, but we have the confidence from the other people that they’re gonna do it. That’s, and that’s where we just try to do what they’ve done. Um Some of the people that I listened to growing up, some of the motivational speakers would say if, if you’re leading a team and you turn around and there’s no one behind you, you’re just out for a walk and that’s when your confidence starts going down, which I dipping into the quadrant two, which is the experiment quadrant where you start trying to figure out, OK, what worked for tony didn’t work for me like tony has his own way of doing things and it’s not clearly not working for me. When I say jump, people don’t say how high, what do I need, where are the deficiencies and how do I fix them? And that’s where you start taking courses. You start getting cer certifications, reading books going to seminars, going to conferences, listening to podcasts. So it’s people skills or um closing uh on sales or fundraising. Um Anything. And me, most leaders kind of stay in quadrant too lurching from success to success. They have so much success that the people around them feel like. Oh yeah, this is they’re gonna pull the rabbit out of the hat again. We know that whatever she does, she’s an amazing leader. Um but she, the leader herself is, is wondering, is seeing all the deficits, all the deficiencies, all the stuff that they don’t have measured up. And that’s where the doubt builds up inside them to think. Well, maybe I’m not the right person. If they have the opportunity, sometimes it’s just through strain and stress, sometimes it’s through coaching to see that there’s a whole map. And the other half of the map is all the internal cues. So the external cues are great because it tells us how we learn. And there are good systems that we can learn from. But when we move

[00:23:10.83] spk_0:
before you, I want to just make sure folks are clear about what the, what the horizontal and these are labeled. So the, so the the the vertical is confident and unsure. So confidence is on top, unsure at the bottom and then the horizontal is external and internal. So when you’re in quadrant, when you’re in quadrant one, you’re uh observing and you’re, you’re confident and that’s the confident external quadrant, quadrant two, that’s the unsure external

[00:23:14.55] spk_3:
and you’re trying to fix this wrong.

[00:23:15.92] spk_0:
That’s what we’re talking about right now. I just wanna make sure

[00:23:35.59] spk_3:
everybody’s clear and that’s the cusp. So I find the magic happens at the, when people are moved from quadrant two to quadrant three, which is the, they’re still in the unsure half of the map, but you’re moving internally to figure out. So let me illustrate like this. Have you heard getting things done by David Allen? Uh No, I haven’t. Ok. Well, it’s 13,000 listeners. They’ve heard of it.

[00:23:40.71] spk_0:
The audience is better read than the host.

[00:24:57.94] spk_3:
So the uh if you, if you read a book, like getting things done is all in time management and you only implement 10% of it in quadrant two, you’re gonna think. Wow, I failed at another thing. I can only get 10% of this. The book says it changed people’s lives. It’s not changing my lives. I just write lists. That’s all I get out of this. Quarter three is where you shift the question to. Huh? I wonder why either. I wonder why that didn’t work for me. What is it, uh What is it about the book or it’s shifting the focus to? Wow, I got 10% that 10% is really helpful. This writing list things with the next action item really actually is, is really helpful. And as one of my mentors said, years ago, eat the chicken, spit out the bones. All right, the chicken for me in getting things done is writing lists. I don’t have to do the whole reviews and the files cabinets and all this other stuff that has helped other people. It’s not gonna help me. And as you start building in quadrant three were looking at your hard wiring, looking at your stories. You tell yourself, looking at your goal, setting your mission, your vision, your values, your personal style, it starts building up your confidence again because we in quadrant two, you’re just seeing all your, what you lack in that. You’re afraid somebody’s gonna figure out that you’re really just faking it. In quadrant three, you start seeing why some of the things work the way they do for you. Um Why your organization doesn’t necessarily do whatever all the other organizations are doing, but you don’t have it just a, it’s not just a whim or a feeling, it’s, you start being able to have the language to be able to express what, why you do what you do. And that builds your confidence back up to Quad four, which is a focused leader. Quadrant. OK?

[00:25:26.40] spk_0:
Before you go to four. Yeah. Yeah. A lot of people get stuck in in the second quadrant and the transition from 2 to 3, you find a lot of people in your practice and generalize beyond that stuck in that second quadrant, what we working with, working with external systems that are not not being rewarded

[00:25:35.40] spk_3:
or not looking for the next guru looking for the next framework.

[00:25:38.37] spk_0:
Why is it, why is, why are so many people stuck into looking for this external help? That’s it’s routinely not not fulfilling for them.

[00:26:38.23] spk_3:
I think part of it is because we are, we were raised that way. We look for parents for cues, we look for coaches, for cues, we look for, we look to externally to teachers uh to grade our work uh bosses to give us um you know, performance reviews. And I think we’re taught probably at least in the cultures that I work in to not really trust ourselves to not trust the inner voice, the nudges that we’re getting because those are soft. We should look for hard data, we should look for benchmarking, we should, we should see what others are doing. Um There, there are good things with looking at others, but it’s just not the complete picture. I think it really needs, it’s like an introvert that is trying to copy an extrovert boss. So the extrovert uh mentor walks around the office, talks to people gets energized by doing that has a high level of energy with the personal relationships. Um an introvert boss, this introvert that’s trying to be, you know, an emerging leader maybe will get drained from that. It’s not that they can’t be social and be engaging, but it’s that it’s not energizing for them. So they’ll need to take a lot of time to recharge their batteries but they won’t necessarily give them the, if they don’t look internally to realize. 00, I wire differently. They’ll try to keep forcing themselves into somebody else’s mold. Um, you know, the, the, the proverbial square peg in a round hole.

[00:27:01.64] spk_0:
Ok. Somebody else’s mold being based on the way we grew up, like you’re

[00:27:05.48] spk_3:
saying, the external. Yeah,

[00:27:06.71] spk_0:
teachers, parents, bosses you’re trying to fit into, we’re accustomed to trying to fit their molds

[00:27:40.92] spk_3:
and think about it nonprofits too. Yeah. Boards, every board member seems to come in with their own kind of mold for how a nonprofit should work or how a leader should work or how something should get done. And what is incumbent on us as, as nonprofits to help with the boards is to on board them, to train them to. This is how our, our nonprofit works. These are our values as a nonprofit. This is how we do things. This is the communication styles we’ll have, we will not go back behind each other’s back and gossip. That is not how we operate here. Um But that often that on boarding and, and board uh board orientation of often doesn’t happen. So you’re stuck with a bunch of people that have these external moles that they want to try to force the leaders and the staff and the nonprofit into that aren’t necessarily helpful or in line with what the nonprofits there for

[00:27:58.12] spk_0:
or even worse than not helpful.

[00:28:00.05] spk_3:
Yeah. Thank you.

[00:28:05.47] spk_0:
Detrimental, hazardous, toxic, you know. So then moving from 2 to 3, I know you, I know you, you already did this but because you were ready to go from 3 to 4, but I

[00:28:11.95] spk_3:
go for it. This is great. You’re suffering a lackluster

[00:28:27.57] spk_0:
host. So I, I’m, I’m, I’m just processing it. You’ve been thinking about this for decades, but I’m still, I’m still processing. So the movie from 2 to 3, I I kind of saw that as, as a synthesis of all these different systems that you don’t call it synthesis.

[00:28:32.18] spk_3:
I don’t, that’s me

[00:28:56.84] spk_0:
doing all your work. You’ve been thinking about it for decades, you call it analyze, I call it synthesis. I like it. You, you, you’re free to call it analyze. Of course, I, I thought of it as a synthesis of all the things that you attempted in, in these external systems, the books, the webinars, the, the, the week long leadership conferences, whatever they were that were only partially or maybe not at all helping you, you, but you extract out what does, what does have values you and, and you make sense of it and you emerge in a better place. And that’s to me that was the synthesis of I

[00:29:51.51] spk_3:
like that. And the next quadrant and you also learn some of the um some of the patterns that you fall, fall into. You start reflecting enough to say, oh, wait, I’m doing that again. Does that mean I’m stressed or? Um, there’s one of the assessments of he’s ability battery, um, which tests you on how you actually perform on things. It’s not, how do you feel about, would you rather read a book or go to a movie? It’s not questions like that, but it’s do this task under time pressure and it shows what comes quickly to you. One of the things that came out for me early in my career was rhythm memory, which is a kinesthetic type of learning. Um It’s a and it’s also tied to a desire to move around. So I’ve always looked for jobs that involve moving around because I knew that that would be more life giving and energizing for me. What that meant was that I never work at the, at the

[00:29:53.51] spk_0:
prep school.

[00:30:59.38] spk_3:
Right. Absolutely. Right. But that also changed my career trajectory because I realized many of the major gift fundraisers that I’d seen that went into management became very frustrated because they had to manage other people that were doing the work and they actually wanted to do the work. So I, I took some ownership of my own career path and moved into positions that um allowed me to still have that kind of external, I mean, extrovert um you know, movement. So that kind of synthesis is also the internal synthesis of this is my way of operating in the world and I want to try to put myself as much as possible in ways that work with that. Um Not that I don’t wanna grow, not that I don’t wanna be stretched or, or challenged, but I also don’t wanna put myself in a position where I’m just gonna languish. Although that’s sometimes what the right career path should be when the head hunters call, they, they want to see, you know, a paper, career path of associate to the manager, to director to senior VP or something, which may not be the way that is realistic for, for people talking from experience.

[00:31:50.54] spk_2:
It’s time for a break. Kela increase donations and foster collaborative teamwork with Kela. The fundraisers, Crm maximize your team’s productivity and spend more time building strong connections with donors through features that were built specifically for fundraisers. A fundraiser. CRM goes beyond a data management platform. It’s designed with the unique needs of fundraisers in mind and aims to unify fundraising, communications and donor management tools into one single source of truth visit. Kila dot co to sign up for a coming group demo and explore how to exceed your fundraising goals. Like never before. It’s time for Tony’s take two.

[00:31:53.76] spk_0:
Thank you, Kate.

[00:34:27.70] spk_1:
The downside of doing planned giving fundraising is that you working with older donors. Most most typically folks in their eighties nineties and these folks often die while you’re working with them. And that happened. I had the oldest donor that I’ve ever worked with. Her name is Marian. Uh, I met her when she was just 96. She was young. Um, and she just died a few weeks ago, right on her 1/100 birthday. The actual birthday where she turned 100. That’s the day that she died. Of course, you know, that is sad. Uh, but there’s a lesson that I’m taking away from my four years with Marion. Lots of times when I would ask her how she’s doing, she would say I’m content, I’m content. And I, I always thought about that, not just now since she’s died, but that contentment was just what she was looking for and was very content with, was very satisfied with, you know, she had her opera recordings on records, of course, with her phonograph. Uh she had her daily newspaper, she had WQXR, the public radio, classical music station. Uh She had her memories, she had her lovely one bedroom apartment with a view of the Hudson River and always well kept, I mean neat, very neatly kept. She was very, very capable of taking care of herself. So contentment, you know, she had these things and she was just content. And II, I feel like that’s something that I am striving for contentment, contentment. So, so uh Marian, I, I salute you, I admire your contentment and, and I thank you for passing on something very, very valuable for me that is Tony’s take two Kate

[00:34:29.83] spk_2:
she seems like a wonderful woman. And that story is very touching and the words that you said were very touching. And so she lives on in your memories, which is

[00:34:38.59] spk_1:
wonderful. She absolutely does. And, and the idea of striving to be content will always stay with me from her.

[00:34:51.82] spk_2:
We’ve got Buku, but loads more time. Let’s go back to the surprising gift of doubt

[00:35:15.75] spk_0:
you at least would, would be, uh would look good on paper and do look good on paper. I, I would, I would never be, I, I can’t be an employee. I, I would, I would fail the, I would, I would fail the screening interview with the, with the, with the headhunter, uh, assistant assistant. I, I wouldn’t even get to the associate level.

[00:35:18.81] spk_3:
I remember the managing director. I don’t know how I get the head hunter.

[00:35:22.43] spk_0:
I’d be 20 minutes late just because I, I felt like why should I be on time for you? And then if I ever made it to the, if I ever made it to the interview, which I never would. But if I met, if I met a principal in the organization, I’d be showing, I’d show up late. I’d be in sneakers. No, I just, I

[00:35:38.50] spk_3:
do everything

[00:35:43.91] spk_0:
I could because I know I’d be, I would be a shitty employee. I just don’t fit them up. So I, I would, I’d be doing them a favor by wasting their time.

[00:35:50.62] spk_3:
That’s awesome.

[00:35:52.31] spk_0:
So move us into the fourth for those uh for those who are, are more suited to uh work in an organization, you’re moving to a level of you mentioned at one point, grace you’re leading with grace and finesse, I think you say

[00:37:37.78] spk_3:
right? And, and there’s a the, it’s because you’ve got the kind of confidence and the peace of mind of knowing why you’re doing things differently. So instead of just thinking about, I must be so bad because I can’t get energized. I don’t like going to all those social events night after night. Um You start realizing why, what fills you up and what fills your organization, your team, your, whatever your organization is. Uh And that grows your confidence to that fourth quadrant which I, I called focus. Um But I don’t want to make it sound like it’s Nirvana. Uh It’s not all blissful because we’re still dealing with human beings and we’re one ourselves. Leadership is still a challenge. And yeah, but you now have a much, you have the full map you can look at and look at. Do I need to find somebody to copy? Do I need to learn skills from people? Do I need to uh go to a class or get a podcast or read a book or do I need to actually figure out what, what the synthesizing do I need to analyze what I’ve consumed already? Or our organizations consumed to figure out why are we doing it differently. Um, one of the things I also want to be clear on is that the data can be helpful. So, I don’t want to discredit external stuff with fundraising, in particular, uh, when fundraising letters, we know if they’re chat and they use you, they get better response than if they’re, uh, boring things. Essays that would get a, uh, high school, a grade a, from a high school teacher. Um, and we know that we know that and there are some nonprofits that might be tempted to say, ah, we don’t, we want to be more business like, um, and so it’s not just throwing out all the data that’s out there, but uh synthesizing it, I’m really stuck on that word. Thank you for that tony. Oh,

[00:38:14.13] spk_0:
the third quadrant synthesis. Yeah, that’s the way I, I’m one reader, just one reader that, that’s the way I conceived of it. Um All right. So, all right. So we got these quadrants that sort of progression. The four quadrants sounds like something out of the Matrix. But, um I didn’t watch much of that series, so I can’t go beyond that. Uh That. So let’s leave it there. That analogy. Um You talk about ST and you mentioned early earlier storytelling and you talk a good bit about different stories, stories that we tell ourselves, stories about the organization, talk, talk some about uh the stories we tell

[00:39:47.79] spk_3:
ourselves. That’s one of the things that I, I think a lot of us don’t reflect on is the kind of the self talk that’s going on in our head all the time. Um, the two that I talk about in that are the, I call them stock stories. They’re either the ones that you tell people when you’re meeting them for the first time. So we often have kind of go to stories where it helps position, helps people position us in their mind. Um, so maybe some people like Laline, some people like, uh, you know what their education history is or their career history, there are certain things we go to as we start paying attention to those, we can start seeing if they really reflect what we’re trying to do. Often we get stuck in these from a different time in our life and we just kind of tell the same stories because we think we’re gonna get the same response. The one that the other type of stock story that that happens is, um, with Jessica Sharp here in Greenville is really cat, has her clients just catalog the self talk going through and just for a day or a couple of days listing all the different things that enter your head and that takes some discipline, especially to do it non judgmentally. But things like, ah, I always fail, I always mess that up, but I can’t, I’m never good at that. Um, writing them down on a piece of paper. And then after your time holding that paper up and just asking, well, reviewing them and then she asks her clients to say, would you talk to a friend like this? And oftentimes our thoughts are so toxic, we’re, we’re actually filling, we’re polluting our heads because we’re so hard on ourselves. We’re saying to

[00:39:55.86] spk_0:
ourselves that we wouldn’t even say to others, right

[00:40:11.52] spk_3:
ourselves with them. Right. Exactly. So her, her invitation is, why don’t you become a better friend to yourself? Um, which I, I think it’s really, I don’t know if you’ve experienced this today but it’s very hard sometimes when, when you’re used to being hard on yourself to loosen up, lighten up because it feels like you might just go. I, I feel like I might just go off the rails if I’m too kind to myself, I need to be really hard, you know, and, and

[00:40:23.52] spk_0:
be a discipline like you need to be a little stricter. Otherwise I’m gonna get

[00:40:28.08] spk_3:
reckless. Right.

[00:40:29.74] spk_0:
You know, if I, if I, if I loosen up and, you know, something, something, something careless, I’ll do something careless or, you know, something

[00:40:36.46] spk_3:
along those lines, I’m self employed. But I often joke that my boss is kind of a jerk.

[00:40:42.45] spk_0:
Well, I am too, but I, I don’t have a good joke like that. My wife, the

[00:40:46.32] spk_3:
lackluster host. There you go. My wife, my wife reminds me that I am the boss so I can, you know, you listen,

[00:41:40.64] spk_0:
as a coach, you listen to a lot of, a lot of people who are stuck in quadrant two, beating themselves up and whatever they are and they might even be in, they might even be in the gray and finesse quadrant quadrant four, but they’re still, they’re still hard on themselves or the, or the work is hard on them. How, how does it, how do you not generalize all coaches? How do you as a coach keep, uh stay positive, like go from one coaching session to the next to the next to the next in a day or even if there’s a couple of days, I mean, how do you continue to relate as a positive human being when you’re hearing tough story after tough story after, you know, maybe insurmountable challenge. Uh

[00:43:51.53] spk_3:
I find people incredibly fa that’s a great question. I find people incredibly fascinating and um I, I’m a glass is always full kind of guy, not half full or half empty, it’s always full of water or air. So, um there’s a strong, strong sense of optimism that II I bring to the table and resiliency, I guess because um even people that are going through hard things, it’s one of one of the postcards I carry in my bag when I, when I used to travel, hopefully I’ll start again. Uh So just when the caterpillar thought his life was over, he became a beautiful butterfly. Um And so there’s that sense of even the ends are often beginnings for people. Um, uh, there’s definitely times where I have to do some of my, some of my own stuff like, um, center, you know, some meditation practices and other things just to exercise to keep the headset. But, um, I’ve seen so many people can transform themselves into people that they’ve wanted to be but they, they weren’t really sure they could be. That, that gives me the hope as I keep going from call to call and sometimes it does seem like the calls gang up one toxicity to another toxicity. Um I mean, you need your own, you need self care. Yeah. And I also one of the things the privilege of being a coach is that you get to not be in the hiring and firing space with these people. So you get to be with them and it’s, it’s almost, I’ve heard this, I haven’t experienced this, but I’ve heard in the Midwest, they, they used to have blizzards where you couldn’t back in the day when you needed to walk to the barn and milk the cows that you could get lost on the way back to the house because the blizzard was so, so um so, you know, covering or severe, maybe. Ok, great. So you needed a rope between the two buildings. And sometimes I feel like as a coach, I’m the one that’s either the rope or I’m able to connect between calls saying hey, but remember just three calls ago, you, you already talked about that and this is what you were gonna do. Oh, that’s right. I forget, I forgot I did that. That’s super. Ok. And just kind of get pointing the way, pointing some of the rocks uh and the path for people to take. And that’s, that’s incredibly uh life giving for sure.

[00:43:54.03] spk_0:
Blinding, blinding. The blizzard was blinding. Thank you. That’s what we wanted. We’re both, we’re both 50 plus so blind. That’s what you want. Um Yeah, the rope. I said, you’re uh you’re the, you’re the the rope back. That’s I like that quite a metaphor. Good one. And so

[00:45:14.04] spk_3:
because yeah, the demands of life can really be blinding to this. Uh people we are, they’re so the center for creative leadership tried to figure out what the one thing was for business leaders. That would be the most stressful. And it turns out there were four and they were all as one as somebody else pointed out to me. They’re all people, peers, colleagues, customers and supervisors or bosses. And in the non profit, it’s often boards, donors, uh staff and, and um and the and the clients, those are all pulling people apart. So it’s really easy to lose our way and to have somebody that’s, that’s sole job is there to be there to help you be better. Um That I became a coach because in my experience, I grew more through talking to coaches, uh than I did. Consultants are great. They have a, they have a blueprint that they were hired them to, to put on to the organization. But talking to a coach that didn’t even know my work helped me to grow as an individual. And I could figure out how to do be a better individual in my job when I understood a little bit more about myself. And

[00:45:14.99] spk_0:
you also have the voice

[00:45:16.30] spk_3:
so well. There we go because it is mostly by phone, so compassionate voice.

[00:45:35.87] spk_0:
You were destined some more, a little more about stories. Maybe you digress a little bit, but uh you talk about the future eulogy. This is so this is other stories that other people would say would tell about you. How do you, you know, influence your future history and talk about the future eulogy and that kind of storytelling?

[00:47:38.86] spk_3:
Sure. Well, and stories because our phones may have an Android or I OS operating system. Some people may sell blackberry. I don’t know. But our human as human beings, it’s uh story is our operating system and one of the ways we can program that is by figuring out what’s the story we want to be living uh for me and for many people, because if you google your eulogy, you’ll find this as a coaching practice that’s been well used is to think about at your funeral. What will people say about you as what will your closest people, maybe your family, uh community members, colleagues, what are they gonna say? Um And some of us that’s a little bit too hypothetical. So it’s the other way to look at it is if you were to die today, what would they say about you today? And writing it down, even in bullet points doesn’t have to be complete sentences can bring some clarity to how they perceive you or how you think you’re being perceived versus how you want to be had one leader. That was we before the pandemic had uh quarter, three leadership days where we do, people would fly into Greenville and we’d hold the whole day and we’d kind of work together as a group through some of these exercises. And when, um the kind of the story that she wanted for her apartment and she realized profi that her staff would never know that she wanted it to be a joyful place because she was so focused on policies and procedures and tightening, you know, um, routines that had been really lax and not non-existent. Um But she said now I have an opportunity to, to live into this story that I’ve written and it was sort of like for her, it was a history of the future. It wasn’t a eulogy, but thinking about that kind of final beginning with the end in mind, uh Franklin Covey’s uh habit too can be very helpful for us. Uh My example was when I did this in my twenties, I realized I want my kids to know I love them. But going away to work didn’t necessarily communicate that love. So it allowed me to be, I wasn’t gonna stop going away to work cause that providing for my family was something that was pretty important to me. But um I was able to then figure out what are other ways that we can, I can communicate that love so that they know that I love them. Um, despite my going away,

[00:47:59.35] spk_0:
you just buy them things when you go away.

[00:48:01.41] spk_3:
That could definitely be part of it. Yeah, until my wife said palpable items. No more stuffed animals. I used to get one in every place I was going and she’s like that’s enough. They have enough stuffed animals.

[00:48:13.41] spk_0:
I would just, I just reduce it to the tangible goods. Just, just send, just send presents. We know love is equivalent to tangible tangible items. The more

[00:48:22.41] spk_3:
and the shot glasses in the airport stores were a little bit confusing to kids. Like what, why is this a doll cop? What is this

[00:48:30.39] spk_0:
shot glasses? The I I heart New York shot glasses. Great. Just send things, sending things that’s equivalent to love if you’re gonna be away re replace yourself with items with

[00:48:40.22] spk_3:
items. I would,

[00:48:43.68] spk_0:
um, I, so that I thought that was very interesting. The future eulogy. Uh,

[00:48:48.44] spk_3:
have you ever done an exercise like that? No,

[00:48:52.97] spk_0:
no, I haven’t. Or, or what even, even making it simpler, what, what folks would say about you now?

[00:49:00.56] spk_3:
Yeah, it’s, it’s very clarifying and a little chilling for some people.

[00:49:52.46] spk_0:
Let’s talk a little bit. See, uh So just the listeners know, see, we’re bouncing around on different things that, that I think are interesting because, you know, we can’t really do the self assessments that are, that are part of Mark’s book. You just gotta, you gotta get the damn book, surprising gift of doubt. Mark a pitman, you got to get the book to do the self assessments to move yourself from the quadrant two. You may be stuck in or to yourself from whatever quadrant you’re in to advance your, your, your current leadership effectiveness or your future leadership. We’re all potentially future leaders, even those of us who don’t work in an organization, we’re still leading, I lead, I lead folks, I, I just, they’re not on my payroll but an organization payroll that I, that I am leading, but I’m leading them. So leadership still applies. Even if you’re an entrepreneur, Solone, however you want to call yourself.

[00:49:58.77] spk_3:
Well, I’m really glad you said that because I think a lot of people think leaders uh is, is a title which that is a form of leadership, like you’re saying, it’s influencing others and as human beings, we’re always influencing other people and that is a form of leadership. And so I try to take the broadest view a absolutely.

[00:51:05.50] spk_0:
And I find it, you know. All right, I’m doing, my synesthesia is kicked in. I just got to chill because I’m thinking about times when I’ve been able to influence someone, I’m not gonna, I can divulge any details but influence someone to a way of thinking that I’m, that I’m, that I saw that they didn’t and I’ve moved there. I, you can move people’s thinking and it’s not, it’s not, uh, conniving or anything. It’s just, it’s moving, it’s just consensus building and I’m not saying I’m successful at it every time, you know, but, but when you, when you, when you’re successful at helping people see things in a different way, you know, whether it’s, uh, I don’t know, it’s a concept or it’s money or it’s a, it’s a path forward to, in a relationship to bring it to fundraising. Um, it’s, it’s very, very gratifying. I mean, like I said, it’s giving me a couple of instances where, uh, where it’s happened. So that’s all to me. That’s all

[00:51:14.18] spk_3:
leadership. Yes, absolutely. I firmly agree. Yes.

[00:51:19.00] spk_0:
OK. Otherwise we’re shutting you off, you know, got 46 minutes. That’s the end,

[00:51:23.54] spk_3:
that’s the end of the show.

[00:51:26.20] spk_0:
I, I figured you would, of course. Um, so, you know, we’re moving around to different things that we can help you, help, you understand, the self assessments, help you move your leadership forward. And another one that Mark talks about in the book is, is goal setting, different types of goals, very important goal setting, talk about

[00:52:21.43] spk_3:
that. Well, so one of the things that we do with goal, there’s a lot of books written on goal setting. So this is the, the third of the three major areas that I focused on. But what I did was I took about 18 years ago, 17 years ago, I took all the different goal setting things. Uh not only did I study as a kid growing up in my family, but I also was in a program in college that actually required me to get a lower grade because I was supposed to take leadership and, and learn goal setting as a extracurricular, not just as part of my course of study, but I also my master’s in organizational leadership. So I had these all sorts of formal education on goal setting as well as you just said

[00:52:24.43] spk_0:
something, a course required you to get a lower grade.

[00:52:45.61] spk_3:
Yeah, there was a, there was a scholarship at the undergrad college. I went to that required me to get, I, I had a lower not required. I shouldn’t say that that there was a lower grade expectation because there was an expectation that you were gonna be all in on leadership and student activities. And part of that was having a mentor with a staff member and having regular meetings with them, teaching you goal setting and teaching you how to do mission statements and how to create strategic plans and that sort of thing. And that was all sort of extracurricular

[00:52:59.71] spk_0:
and you got too high a grade. Is that what happened?

[00:53:01.61] spk_3:
No, no, no. Fortunately they let my high grades still stand. But, but there are other, some of my other friends who had a different scholarship had to keep a higher GPA, I didn’t have the pressure of having to keep a GPA to keep the scholarship I had. So I see.

[00:53:14.82] spk_0:
Yeah.

[00:53:40.76] spk_3:
All right. So, goal setting anyway. So, so what I did was I tried to take a bunch of the parts that I didn’t realize I was doing quarter three work at the time. But I tried to take a bunch of the different parts that I liked and this, this system that I use, um I submit to it, it’s in the book and I use my clients. Uh It isn’t the end, all, be all, but it’s a good one to try. Uh The first step you do is write a list of 100 things to accomplish in the next year or in your life. Um It’s, uh and, and why 100 for me is because it forces you to get silly and it forces you to think creatively because at some point you’re just trying to fill lines. Um What most people that I’ve got done this with, they get 10 pretty quickly because it’s job related. Probably things that are going to be on the performance

[00:53:58.64] spk_0:
review 10 goals in a lifetime or even in a

[00:56:19.53] spk_3:
year. That’s not. No, but then the next 10 become really hard. And when we were doing these uh intensives here in Greenville, people would call me over to the table and say, Mark. Um Can I uh this, can I put this, this goal on my list? Uh It’s like planting a garden. I want to plant a garden. Can I put that on my list? Chuck? Of course, you can, it’s your list and that’s the point. Um It gets the personal and the professional together. And what I have found with so many leaders is that they get so fragmented in their life. They have their professional side, they have their family side, they have different sides that when they’re looking at their goals comprehensively and they’re listing out 100 forces you to do that in some way. Um It, the amount of um centering that, that brings to human beings, the energy in the room invariably goes up because people see themselves, their full cells represented there. And it’s not like you’re gonna necessarily share your board or your boss that you’re doing a garden goal, but it’s your life. So you get to set the goals for that you wanna have. Um So the first step is that is writing the 100 the second step is then the history of the future, which is you read through all of them and it will take days usually to do the 100 read through the, uh, read through them and then just project forward. What does it look like? 12 months from now? If you’ve accomplished everything on that list, even the most far out crazy ones. What are people saying about you? What awards you have? What degrees you have? What do you, how are you feeling about yourself and then let that sit. Um If you did nothing else, you’d be shocked in 12 months. How many of those things you can accomplish? I’ve tested this with groups and it’s fascinating. Uh but then you, then you can map them out. You, you go back over the list and um look for two different types of goals. Either the ones that make sense, like planting a garden that if you’ve also to fill in 100 lines, you also plant carrots, plant cabbage, plant potatoes, planting a garden will kind of scoop up a bunch of those others, other goals, the smaller goals in it. So you could use, that’s one type of magnet goal. The other ones are some that just kind of pop off this the the page or you kind of get a little kind of jolt of joy. There’s, there’s, it’s not really rational why some of those are there but paying attention to those and, and trying to call the list down to about 3 to 5 of the rational goals. And the irrational goals. Um, and then plotting those out and focusing on those. Um, some people get it done in a quarter. I usually have to take the full year for each of those goals. But

[00:56:31.61] spk_0:
on one of your books shelves behind you, you have a license plate that says go guy.

[00:57:26.65] spk_3:
And that’s because of this process to basketball again. No, it’s not. It was my, my first ever training was with the equine vet and my second training was because of his referral was with a physical therapy practice who was owned, they were owned by physicians and they wanted to prove that they needed an admin help to do the billing so they could keep doing more care of patients. So we set up, uh, we broke down their goals, uh over the course of a year, what their revenue had to be, what, how they’re gonna communicate it to the people that own the practice, all the different things. 12 months of them, uh We worked also how they can operate, operationalize their, their strengths. So the people, what did the people like doing? What didn’t they like doing? They’d never asked them, they just did the work that was in front of them. They found out one person really loves knees, somebody else loved ankles. So they started shifting the workload so they could do better at a higher quality. Um Within four months of that training, they’d hit their annual goals within the twelvemonth goals they had accomplished in four months. And so I saw this, uh, Pippy, uh, I saw her at a store and she said that’s the goal guy. That’s the guy I was telling you about pointing at me. So I got a license plate to say, go guy. I thought that was pretty cool.

[00:57:45.93] spk_0:
The equine veterinary practice, you could have been the full guy

[00:57:50.42] spk_3:
that’s

[00:57:51.95] spk_0:
ps are always the worst. Unless you think of them first.

[00:57:55.72] spk_3:
I’m trying to get in there. But, um, guy,

[00:58:09.90] spk_0:
all right. All right, Mark. Leave us with, uh, some, some, uh, Mark a pittman, surprising gift of doubt, wisdom and, uh, and, and we’ll leave it there,

[00:59:00.53] spk_3:
please. Well, thanks so much for having me on the show and it’s my pleasure. One of the things that I think is really important. Well, there’s two things I’d like to end with. One is that we’ve hinted at assessments if you’re doing assessments as part of your teamwork, um, part of your own personal growth. I love them. Don’t let them confine you. They’re not, they’re meant to help you grow and grace and understanding of other people not to slap labels on people and pigeonhole them. So I’ll just, that’s one thing that’s a big, big ax. I like to grind. But I think going forward just people leaving, you know, listening to this, um, as you work through the, whatever the days are ahead of you and you find yourself asking, you know, criticizing yourself being really hard on yourself, try to pause and just say, well, what if this is exactly the gift that I have for the sector? What if, what if this limitation is actually the strength and the, the unique bend that I give? Because I feel like when you’re feel like you’re broken, you may be but you could be on the verge of greatness.

[00:59:17.66] spk_0:
The old guy, the book is the surprising gift of doubt, use uncertainty to become the exceptional leader. You are meant to be, get the book do the assessments. Don’t let them pigeonhole you, Mark Pitman, you’ll find him and his company at Concord leadership group dot com and he’s at Mark a pitman. Thank you again. Mark real pleasure.

[00:59:42.14] spk_3:
Thank you

[00:59:51.58] spk_2:
next week and we won’t let you down if you missed any part of this week’s show,

[00:59:54.63] spk_1:
I beseech you find it at tony-martignetti dot com

[01:00:44.39] spk_2:
were sponsored by donor box. Outdated donation forms blocking your supporters, generosity. This giving season donor box, the fast flexible and friendly fundraising platform for nonprofits donor box dot org and by Kela grow revenue, engage donors and increase efficiency with Kila. The fundraisers crm visit Kila dot co to join the thousands of fundraisers using Kila to exceed their goals. Our creative producer is Claire Meyerhoff. I’m your associate producer, Kate martignetti. The show’s social media is by Susan Chavez. Mark Silverman is our web guy and this music is by Scott Stein.

[01:01:10.21] spk_0:
Thank you for that affirmation. Scotty be with us next week for nonprofit radio, big nonprofit ideas for the other 95% go out and the beach brand.

Nonprofit Radio for January 16, 2023: Overcome Common Communications Conundrums

 

Erica Mills BarnhartOvercome Common Communications Conundrums

It’s time to change the way you think about marketing, says Erica Mills Barnhart. You’ll make it more successful, find your true believers, and have more fun. She’s CEO of Claxon.

 

 

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[00:01:22.42] spk_0:
Hello and welcome to Tony-Martignetti non profit radio big nonprofit ideas for the other 95%. I’m your aptly named host of your favorite he abdominal podcast. Oh, I’m glad you’re with me. I’d bear the pain of a phone. Yah. If I had to speak the words you missed this week’s show overcome common communications conundrums, it’s time to change the way you think about marketing says Erica Mills Barnhart, you’ll make it more successful, find your true believers and have more fun. She’s ceo of klaxon On Tony’s take two planned giving accelerator here is overcome common communications conundrums. It’s a pleasure to welcome Erica Mills Barnhart to non profit radio Erica is a communication expert, speaker, author and coach. She’s founder and Ceo of Klaxon focused on teaching companies and leaders how to use words to change workplaces and the world. Erica also serves as an associate teaching professor at the University of Washington. She’s at Erica Mills barn and the company is at klaxon hyphen communication dot com. Welcome e M B

[00:01:37.34] spk_1:
Thank you Tony for having me.

[00:01:39.41] spk_0:
Pleasure to have you. Happy new year.

[00:01:41.33] spk_1:
Happy new year back at you.

[00:02:23.35] spk_0:
Thank you. I hope you enjoyed holidays and time off very much. Let’s talk, let’s talk marketing because this, this is your, this is, this is your world and because you think about this stuff every day and others of us only get to think of it when uh things are not going right, we’re, we don’t feel like we’re, we’re having a struggling with 8.5 by 11 inch blank piece of digital paper and we feel like we have to fill it and it’s not flowing? And we feel like we’re not we’re not reaching our audiences. Maybe not in the right places, maybe not in the right ways. Were people have questions that we feel like they shouldn’t have they, people should know all this. You know, I think all this gives rise to us the rest of us thinking about marketing, but uh, you know, trying to piece it together and go as well. So I know you can uh allay our concerns

[00:02:41.93] spk_1:
and

[00:02:43.64] spk_0:
it doesn’t

[00:02:44.26] spk_1:
have to be that complicated.

[00:02:45.96] spk_0:
Thank you. Thank you. I I feel the same way about the work that I planned giving. Keep it simple. Thank you. All right, that’s enough of me talking. So you want us to change the way we think about marketing? What do you want us to do?

[00:03:00.16] spk_1:
Um I want you to start with the what? Rather than the how,

[00:03:04.21] spk_0:
here’s what I mean.

[00:03:10.17] spk_1:
So you gave, you gave a beautiful example, tony Um I mean years with a blank piece of paper, but oftentimes when we’re thinking about marketing, we go straight to like

[00:03:15.87] spk_0:
should

[00:03:16.21] spk_1:
we be on twitter? Should I be on linkedin? Should be on instagram? Should we do a newsletter? Should be online. But those are all

[00:03:21.69] spk_0:
house

[00:03:27.31] spk_1:
and there are I mean so many house, that’s the wrong question to ask

[00:03:29.45] spk_0:
first.

[00:03:30.79] spk_1:
You first want to ask, what does success look

[00:03:33.55] spk_0:
like? What

[00:03:34.94] spk_1:
are the results that we are looking to achieve? What are the outcomes that we

[00:03:38.58] spk_0:
want? Right?

[00:03:50.20] spk_1:
And these, you know, you want them to align with your organizational goals. Marketing and communication doesn’t means to an end, right? Let’s let’s start there. So it’s always a means to an end, Right? So how is it gonna

[00:03:51.26] spk_0:
support your

[00:03:52.41] spk_1:
organization? So always start with the what and then the

[00:03:55.13] spk_0:
who, who

[00:03:56.48] spk_1:
are you, who do you need to

[00:03:58.24] spk_0:
reach and

[00:03:59.48] spk_1:
engage with in order to achieve

[00:04:02.57] spk_0:
the

[00:04:19.85] spk_1:
goals that you set for your marketing, once those two things are answered and your real clear and don’t move on, like the best thing that you can do for yourself and your team, your organization is to like hold off on the how conversation until you’re what you’re who are very clear. And then, and the reason it’s so important to do in that order is because if you don’t, if you aren’t clear on who your target audience is, you’ll sort of project into the house, like, well, I love an annual report, I’m making this up, Right. Um How about we do an annual

[00:04:32.89] spk_0:
report.

[00:04:34.27] spk_1:
Well, if your target audience is, you know, gen z,

[00:04:38.40] spk_0:
they’re

[00:04:56.67] spk_1:
probably not looking for a, you know, multi page annual report, they’re looking for something really different. So it mitigates projecting your own personal preferences into your strategies and your tactics. So what, who, how, that’s what I call the Klaxon method? What, who, how what who, how always grounded in the UAE the bigger picture y for the organization, but also, you know, with what does success look like?

[00:05:01.60] spk_0:
Why is that important?

[00:05:02.78] spk_1:
Why is that goal important to the organization? Right? Who’s your target audience? Why are those

[00:05:07.40] spk_0:
people so

[00:05:08.72] spk_1:
important to you in the work that

[00:05:09.80] spk_0:
you’re doing?

[00:05:10.81] spk_1:
Right? So always what who, how backed by the way? Um And that keeps things

[00:05:36.55] spk_0:
simple. Which which I’m grateful for. Let’s let’s let’s unpack some of that. Um Marketing is a means to an end. You said it’s you’ve heard you say somewhere it’s in service to your mission. Alright. Let’s let’s let’s start with say a little more about why, why this is merely but an important means to an end.

[00:06:03.64] spk_1:
Yeah. Because if you’re not, if you’re not clear on that, like you’re sort of saying the beginning and I appreciate it. It’s like marketing can be a little existential, right? There’s a lot of the sense of like, I should know what I’m doing. We should, you know, we should be on Tiktok, we should be on all these things, right? It can be kind of like a fear guilt, shame based activity, right? Um

[00:06:07.19] spk_0:
And that’s

[00:06:07.75] spk_1:
when you’re just doing stuff for the sake of doing stuff because you know that you should do it, but you’re not quite, you know, like this, like what you were talking about? Like, I know I should be doing things, but I don’t really want to do. And I know, right. I just want to release that for people in the way. One of the ways there’s a few ways, but one of the ways that you do that is by really reminding yourself like doing this just for the sake

[00:06:27.75] spk_0:
of it, right?

[00:06:40.76] spk_1:
We’re not posting on Tiktok if you decide or linkedin, we’re not putting on newsletters or annual reports. We’re not doing any of that just for the sake of it. We’re doing it because it’s a service storm mission. It is in support of our mission. And that just, you know what I found because I’ve been doing this for almost 20 years, it can really calm people down. It can help you get grounded and then you can get that clarity and focus going

[00:06:54.14] spk_0:
alright. You also said start with outcomes. What does, what does success look like? Right. All right. So what are some of these, could you give us some like, sample outcomes? Is it, is it fundraising related? Is it, uh, engagement on linkedin related or maybe it’s all that, you know, give us some sample outcomes to, to start with,

[00:07:21.65] spk_1:
um, in for nonprofits, there’s sort of a hit parade. Right? So fundraising for sure. Um, programs definitely, um, sometimes can be internal engagement also

[00:07:27.57] spk_0:
by the way.

[00:07:28.53] spk_1:
Um, if we’re talking internal, but I’m going to keep the conversation sort of focused external. But I just want to note that, right? Sometimes you actually need internal marketing in order for the external activities. Marketing to be

[00:07:38.44] spk_0:
Successful. And internal internal outcome might be 50% reduction in turnover. Exactly like that.

[00:07:48.07] spk_1:
Yeah, exactly. Yeah. That’s a simple

[00:07:49.30] spk_0:
minded ones. I’m scratching the surface, simple minded, you know. But for

[00:08:08.12] spk_1:
non profits, it’s always gonna be fundraising and programs. Right? But there’s a third that actually it will surface uh, initially, which is raising awareness and when I work with clients

[00:08:12.42] spk_0:
so

[00:08:26.27] spk_1:
mushy. Exactly, tony It’s like very amorphous also. So that’s fine. Oftentimes you do need to raise awareness, but you’re going to add two words raising awareness. So that dot dot dot right?

[00:08:28.11] spk_0:
It’s

[00:08:28.39] spk_1:
Fine to raise awareness, but it needs again raising awareness. So that what so that you bring in, you know, more donors so that you increase your retention rate, you know, for existing donors. So that you attract 100 new clients or custom, you know, whatever it is. It’s, it’s like the means to an end to the means to an end that is marketing.

[00:08:47.87] spk_0:
Yeah, right. We have to hold our feet to the fire, raise awareness. Okay. 11 person in the community now knows that we exist who didn’t know. Okay, we raised awareness. We’re done.

[00:08:58.39] spk_1:
And you know what I want to say. Get

[00:09:01.02] spk_0:
away with that.

[00:09:01.99] spk_1:
The balance of staff versus volunteers or board members for your, for your podcast listeners. But the people who are, who offer raising awareness as a goal in and of itself, mainly board members.

[00:09:15.55] spk_0:
It’s

[00:09:16.61] spk_1:
often board members. Um but this comes from a from a beautiful place. So I also want to acknowledge that they’re so excited to work with the organization, right? Like of course they want people to know about,

[00:09:27.85] spk_0:
you know, we

[00:09:28.39] spk_1:
want more people to know. So I want to say it comes from a really beautiful place that we want to honor that, right? And and then also go to that next step, because that’s where things get strategic.

[00:09:45.21] spk_0:
Okay, okay, thank you. Alright, so, so we’re starting with our objectives. Um you you want us to have objectives that are objective neutral?

[00:09:50.75] spk_1:
Yes,

[00:09:51.61] spk_0:
talk about that.

[00:10:10.09] spk_1:
Yeah, well, so I distinguish between goals and objectives and it’s, you know, it doesn’t really matter, it’s a little nitpicky, but I have found and I have a podcast, communicate for good. And one of the early episodes is dedicated entirely to this topic, which is um I find it helpful if you’re semantically

[00:10:13.22] spk_0:
tidy,

[00:10:27.85] spk_1:
right? So that you have organizational goals and then you have marketing objectives or communication objectives and it just sort of reinforces that hierarchy of marketing and communication being in service to the organization and the organization’s mission. Um

[00:10:28.56] spk_0:
you know, and we’re here to talk about the klaxon method, so that’s fine.

[00:10:32.78] spk_1:
So we’re

[00:10:33.97] spk_0:
gonna we’re differentiate between objectives and goals. Starting with starting with objectives?

[00:10:43.92] spk_1:
Well, no, you would start with goals, organizational goals, organizational goals don’t move onto marketing. Let’s say

[00:10:47.11] spk_0:
that like

[00:10:48.41] spk_1:
if you’re not clear on your organizational goals, no marketing for you yet.

[00:10:52.49] spk_0:
And

[00:10:53.18] spk_1:
again, that can be simple too. I’m sure you’ve had other folks on here. You talked about this. You don’t need to be complicated to be effective with your goals, but you gotta have those. Otherwise you can’t move on to the marketing objectives because you don’t

[00:11:05.23] spk_0:
know, right?

[00:11:14.47] spk_1:
You don’t know what you’re being in service to. So, um, and yeah, you want the objectives to be something you can measure. Like did we make progress over, you know, a quarter or a year or whatever your time horizon is. Did we make progress? Did we increase

[00:11:21.13] spk_0:
retention? Did

[00:11:29.95] spk_1:
we grow acquisition? Do we have more donors? Right. Um, so it has to be something that you can measure. And oftentimes

[00:11:31.67] spk_0:
we

[00:11:32.42] spk_1:
resist in the nonprofit space getting this

[00:11:35.85] spk_0:
concrete right.

[00:11:43.15] spk_1:
We’re like, well, you know, we’ll just increase retention. Let’s stick with that because increasing retention is fantastic. But we don’t say by what percent right? Or by how much? Um, and this, what I find most often is that’s a fear of failure.

[00:11:53.77] spk_0:
Oh yeah. Right. We don’t,

[00:11:56.26] spk_1:
if

[00:11:57.31] spk_0:
we put a number to it now, we’re now we’re gonna be accountable at the end of whatever our time period is and you know, there’s the acronym for smart goals specific measurable. Is it attainable achievable is realistic

[00:12:14.20] spk_1:
and time and

[00:12:15.37] spk_0:
time bound. Right, okay. smart goals and that, that’s, you know, folks, you know, our listeners just google smart goals, You’ll find a million articles on

[00:12:25.38] spk_1:
smart what smart

[00:13:08.49] spk_0:
stands for and what smart means and etcetera. So, um, yeah, but right. But if we’re not gonna, but we’re not gonna be realistic and, and hold our own selves, hold ourselves in our organization accountable. You know what I mean? We’re supposed to be running this thing like a business. It’s a nonprofit business, but it is a business. I’m not saying, I don’t mean business pejoratively like cutthroat, but you know, we’re running a business here. We have employees, we have people who are serving or counting on us for, for for what we deliver. We have people who support us. They don’t necessarily buy things, but they support us with their time and their money more, You know, so, so I believe it is a business and it should be

[00:13:11.23] spk_1:
corporations, right? Nonprofits are, are technically corporations. Yeah,

[00:13:26.57] spk_0:
they are, they’re just non profit corporations. So, so, so don’t be afraid to hold yourself accountable. And, and so this leads to something that you believe that failure should be, not, not feared, but you know, accepted. And so, so, so don’t be afraid. I’m gonna give you a second. Just so folks, you know, don’t be afraid to set goals and objectives that are measurable. So, you know, whether you’ve achieved them because failure is not, um, I’m not gonna say failure is not an option, because that’s not true, failure should be, should be accepted and maybe even embraced, you learn something,

[00:13:59.38] spk_1:
it’s all in and what you do with the failure, right? I mean, it’s it’s, it’s somewhat inevitable, like we were all coming through covid, right? We tried all sorts of things, like we just had kind of had a failure fest in a lot of ways over the past few years and if you look at like how the sheer volume of things we learned,

[00:14:15.61] spk_0:
that’s

[00:14:18.03] spk_1:
success, that’s winning, right? Like failure has such a negative connotation and I do want to unpack this a little bit because I can imagine that that you have listeners and they’re like, that is not an option in my organizational culture, it’s not safe to fail. So this is, this is a leadership issue, issue in a culture

[00:14:34.67] spk_0:
issue, right?

[00:14:45.07] spk_1:
Like we have to lay this firmly at the feet of the leadership, that is where this culture either is or is not created. Um, and when, when, when failure isn’t an option just to play that out a little bit, people play

[00:14:49.72] spk_0:
small, they’re

[00:14:51.03] spk_1:
doing the same things over and over again, right? You actually become less effective over time,

[00:14:55.64] spk_0:
small, safe,

[00:14:56.80] spk_1:
safe. This is how we do it. And you know, this is how we do it a shorthand for, this feels safe to me,

[00:15:02.68] spk_0:
right?

[00:15:04.01] spk_1:
So, so a piece of this

[00:15:05.15] spk_0:
is

[00:15:08.38] spk_1:
psychological safety, this feels safe to me, right? And so you have to bring great intentionality as a leader when I’m coaching, you know, I do a lot of coaching one on one with leaders and with teams about one on one. We talk about failure a lot, like, because you have to start with what’s what’s your personal relationship with

[00:15:21.36] spk_0:
failure? Because

[00:15:27.70] spk_1:
failure feel safe to you, because if it doesn’t feel safe to you, well, that’s first step for you, right? You can’t be up there pontificating about like sailors, great, we’re gonna embrace it and meanwhile you’re like, oh my God, please, I never wanna fail. Um that’s not gonna work. You know, you have to unpack that. Like, what is your subconscious mind telling

[00:15:40.73] spk_0:
you, what

[00:15:41.00] spk_1:
are your beliefs about failure? What was modeled for you growing

[00:15:44.36] spk_0:
up around

[00:15:49.17] spk_1:
failure? You know, you have to do that inner work first that inner game, and then when you’re like, okay, I see the positivity and failure, then you can bring that forward um

[00:15:56.96] spk_0:
as

[00:15:57.51] spk_1:
a leader, but really this is about culture and it’s about leadership.

[00:16:28.35] spk_0:
Yeah. And I would say, you know, if if you’re in a place where failure is not at least accepted, I mean, we’re not gonna we’re not cheering for it, but at least accepted. You know, it may not be the right place if you because because it is it’s a place that’s playing like you said Erica it’s a place that’s playing safe and small, and, you know, we have enormous problems. Whatever whatever work you’re doing from education to animal welfare to the environment or whatever religion, whatever you’re doing, we’ve got a lot to do and playing safe and small is not going to get us there.

[00:16:48.96] spk_1:
Yeah. But you know what’s interesting tony is when we look at both like inter internal to the sector, but also external constraints to the sector. Um, but I just always wanna acknowledge when we talk about failure as it relates to nonprofits and they’re very

[00:16:53.60] spk_0:
world

[00:17:17.46] spk_1:
changing work. Like donors are not always super jazzed about the idea of failure. So there are some legitimate external constraints, funding constraints, largely funding related or partnership related, but mainly funding is what we’re talking about here, where it’s like, no, we’re not, no, that’s not on the table. And so you have to, you know, really figure that out for you. You know, look at your funding sources and risk tolerance and failure tolerance as it relates to those and then figure out like how can, how can you create a funding portfolio that does allow you to take risks. It does allow you to fail. Um, so I just always want to acknowledge, you know, uh, you know, listeners, if if you’re getting funding from pretty traditional sources that have like where that’s not an option. I just want to acknowledge that that’s a dynamic.

[00:17:42.67] spk_0:
Okay. Yeah. And I’m, I’m not disagreeing.

[00:17:46.40] spk_1:
Yeah, I don’t, I just never want to come off as like failure and embrace it and say hooray and whatnot. You know, like given given all the variables that leaders are dealing with. I just I want to acknowledge it’s not it’s it’s it’s messy, right? It’s

[00:18:25.62] spk_0:
part of that also is messaging though the way you, the way you go back to those funders and and and and even not only after the fact, but before before, you know, right before here’s something we’re going to try and launch this program and we’re gonna try to reach 2500 people in the next year, you know, but acknowledging that that’s that’s a stretch, you know? So I mean there’s there’s messaging, maybe it’s even marketing involved in all those in the whole process

[00:18:41.95] spk_1:
relationship building, right? So if from the I would hope like when I, you know, was in development that one, um you know, especially with institutional funders, um you know, you have the conversation up front, so are we gonna set big audacious goals together

[00:18:49.82] spk_0:
and if

[00:18:50.61] spk_1:
so we might not achieve them. What are we gonna do when we don’t achieve

[00:18:54.14] spk_0:
them? Right,

[00:19:08.68] spk_1:
Like and having those conversations upfront, what are we gonna do if we do? Because that’s what we’re going for, what are we gonna do if we if we don’t right? And where the course corrections gonna gonna come along the way, you know, I started talking about this idea of micro communication, which is, we tend to think about like big picture communication and big picture messaging and you know, a lot of my work with clients is

[00:19:17.25] spk_0:
developing,

[00:19:38.44] spk_1:
I call them identity statements but mission vision values, purpose statements right? Like you nail that and the rest of your messaging becomes so much easier, right? It just all closed. That’s lead domino. So we always start there. Um, so rightfully so big big ticket, big ticket messaging and communication elements. But increasingly, especially given what happened to our brains and our essential nervous systems with Covid,

[00:19:44.63] spk_0:
I’m

[00:19:45.16] spk_1:
really working with clients about being more attentive and intentional about micro communication. So what’s happening in between the big moments? How are you creating that

[00:19:54.10] spk_0:
connectivity?

[00:19:58.74] spk_1:
Right? And this can be very light touches doesn’t need to be a big deal. But like

[00:19:59.99] spk_0:
what? Give an example of what you’re talking about

[00:20:02.56] spk_1:
text message, right? Like hey, just checking in. We had a, we had a, we had a big day today, you know, we had our, you know, 100 people signed up just wanted you to know, you know, pop them a quick email, we don’t have to like wait rather than waiting for the formal report,

[00:20:16.67] spk_0:
you

[00:20:16.86] spk_1:
know, share the winds as they come in. And even if it’s just, you know, like I’m very attentive to my instincts. Um, you know, your gut, you know, people are like, oh, it’s like, well it actually is millennia

[00:20:28.67] spk_0:
of

[00:20:29.11] spk_1:
information that we all have inside of us. So I’m pretty

[00:20:31.46] spk_0:
attentive anytime

[00:20:32.66] spk_1:
somebody pops on my radar,

[00:20:34.41] spk_0:
follow your instinct. But I’m a huge believer in following your instincts,

[00:20:38.18] spk_1:
right? Like it’s telling you something

[00:20:40.91] spk_0:
anytime

[00:20:45.45] spk_1:
someone just pops on my radar and this is multiple times a day I stop what I’m doing and I pop, it depends on how they like to be communicated with, right? But it could be email. It could be a text, it could be facebook messenger, you know, whatever it’s gonna be. And I just say, hey, you popped on my radar.

[00:20:56.25] spk_0:
Uh, you

[00:20:57.20] spk_1:
know, I’m thinking of

[00:20:59.35] spk_0:
you, you

[00:21:00.20] spk_1:
can do that. You know, in a relationship with your funders and your donors as well. Like I think we’re in a place where a little more humanness is allowable. Um, and actually craved.

[00:21:12.03] spk_0:
Yeah.

[00:21:12.32] spk_1:
And also just from an internal communication perspective, there was an article recently based in Harvard Business review based on some research at the University of pennsylvania. And it was about what staff employees are looking for from their managers. And

[00:21:28.32] spk_0:
um, it was

[00:21:31.29] spk_1:
micro understanding. So this is what got me think about micro communication, right? And micro understanding meaning I don’t want you in my business. I don’t want you to be micromanaging me, I want you to understand me. Don’t you understand what happens for me over the course of my

[00:21:44.41] spk_0:
day because

[00:21:51.65] spk_1:
we are remote or hybrid for the most part, um, definitely not going away. Don’t you understand what that means for me and to me,

[00:21:54.76] spk_0:
so that

[00:21:55.14] spk_1:
was a really interesting evolution and and uh and an invitation for leaders to really be thinking what does micro understanding look like? And then my next step with that is and what is micro

[00:22:05.26] spk_0:
communication based

[00:22:06.98] spk_1:
on that? Right?

[00:22:07.97] spk_0:
All more humanness to like

[00:22:09.81] spk_1:
that Humanness,

[00:22:51.74] spk_0:
more humanity. So then um All right, so uh audacious go well, we talked to them about, you know, having audacious goals. Not not that goes back to you know, not playing small and safe and no, and that’s where this yes, our our digression on failure and micro communications came when I said it may not be the right place for you. What I meant was you know, if if leadership is not accommodating at you know, at least accommodating being audacious willingness to fail. Uh you know, then you have to evaluate whether that culture can change and if you’re not sure that it can evaluate whether that culture is the right place for you. That so that that was you know, I’ve

[00:23:02.98] spk_1:
also worked with um you know, leaders who

[00:23:08.55] spk_0:
were they

[00:23:09.18] spk_1:
are genuinely risk averse,

[00:23:10.74] spk_0:
but

[00:23:24.71] spk_1:
that does not, that doesn’t fire them up. It makes it very uncomfortable, right? So I just wanna say on the other side of it, you know, just is it a culture fit for you can be anywhere along that continuum. But I I love the question right? Like is this a fit for me? Right? I feel like so often

[00:23:30.51] spk_0:
we’re

[00:23:31.33] spk_1:
like, you know, when I, when I teach at the university of Washington in the oven school, the public policy and governance, um when I talk to my students and I mainly work with graduate students, so they’re getting their master’s degrees, They’re like rock stars, they’re amazing, they’re just amazing. And they get to the point in the, you know, in their time and they’re interviewing for jobs. And I always say to them, is

[00:23:51.91] spk_0:
when

[00:24:03.67] spk_1:
they’re making you the offer, you you you are in the power position, ask for what you want because it’s like, oh my God, they want me and then you don’t negotiate because you’re like, oh, they, they like me. Oh, and I’m like, no, no, no, no, no, no, no, no. You hold all the cards in that

[00:24:09.85] spk_0:
moment.

[00:24:10.69] spk_1:
They don’t want to go through that again. You hold all the cards and it’s sort of similar like,

[00:24:16.40] spk_0:
and we’re seeing this

[00:24:24.37] spk_1:
with quiet quitting and, you know, a lot of other movements. It’s like this openness, like maybe this isn’t what I want. And so there’s a lot of, you know, downsides and tough stuff happening right now obviously,

[00:24:29.74] spk_0:
but I think of

[00:24:51.07] spk_1:
bright, I mean I’m I’m a total optimist by nature. Um so I’m always looking for the silver lining in the bright spots while acknowledging the darkness um is this for me, is this what I want? Is this who I want to be? Is this where I want to be? You know, like there’s just a different and that that’s like authoring your life and I want to, I just want to invite listeners to like, this is your one, this is it, Right?

[00:24:57.13] spk_0:
Uh

[00:24:58.55] spk_1:
and you’re wonderful.

[00:24:59.98] spk_0:
And

[00:25:08.49] spk_1:
so are you offering your life, are you like making it happen for you as opposed to like that? It’s happening to me, stance is demoralizing and again, from a leadership perspective, are you inviting that sense

[00:25:12.76] spk_0:
of,

[00:25:13.71] spk_1:
is this for me? How is this for me? Um and encouraging

[00:25:17.32] spk_0:
that regardless

[00:25:18.75] spk_1:
of your risk tolerance by the way?

[00:26:28.28] spk_0:
Right. Right. I love the idea of making the life that you want, not defaulting into the life that lots of other people have made before you just because you know, and that might be taking a year or two off before, you know, to do, to do volunteer work or to travel and you know, there there are myriad different ways. It involves your personal relationships, your, your professional relationships, your relationship with family. I mean turn this into a therapy session, but intentional about the life that you make for yourself and a significant part of that, although it seems like maybe in declining proportion, but still significant is your work. The work you do. The reason I say that maybe in declining proportion is because since the pandemic, I think work has become less significant to large swaths of, I don’t know about the world. So I’ll just focus on our country. I think work has become less or

[00:26:39.98] spk_1:
at least differently significant. Like the way I’m experiencing it with my clients and you know, friends and colleagues, it’s differently significant, which isn’t good or bad, but it does feel different, right? Like it’s holding different space in people’s lives. And I think part of that is the sense of agency that’s

[00:26:46.61] spk_0:
like maybe it doesn’t

[00:26:47.85] spk_1:
have to look like this. And also by the way, you can honor,

[00:26:51.11] spk_0:
you

[00:26:59.26] spk_1:
could like, you know, I’m a woman. I like there are women who carved the path so that I could do what I want to do and I honor

[00:27:00.05] spk_0:
that while

[00:27:01.57] spk_1:
doing things differently and while doing them on my own terms, like you can hold both of that and I think sometimes it can feel a little like, but this is how insert person who’s important to you or who you respect, did things you can respect and honor that

[00:27:15.20] spk_0:
and do

[00:27:16.59] spk_1:
it your own way.

[00:27:17.36] spk_0:
Yeah, we can hold both these

[00:27:18.73] spk_1:
thoughts. You can hold both

[00:27:29.36] spk_0:
of course. Alright, well I made us digress from uh strict marketing communication. So let’s let’s go a little back. Um true believers. We have you want us to find true believers, help us. What are what are, who are our true believers and or what are they in the abstract And how do we find our

[00:27:59.69] spk_1:
okay, so in the world for marketing, generally speaking, in particular for nonprofits? There are three types of body of people in your audience is okay. And I’m not using these terms in their religious sense, using them sort of neutrally. Okay believers, agnostics and atheists. So believers believe what you believe. If you are on a mission to eradicate extreme global poverty, they’re like, yes to that. If it’s too, you know, spayed and neutered dogs and their yes to that, right? They believe what you believe. Agnostics might believe what you believe.

[00:28:14.55] spk_0:
Um, but

[00:28:15.88] spk_1:
you need to persuade them a little bit, right? Maybe it’s not top of their list or maybe it’s like, how you do it or whatever, but they’re they’re removable, right? You can, you can,

[00:28:23.26] spk_0:
you

[00:28:25.06] spk_1:
know, so you might think of them as like uninitiated believers.

[00:28:28.81] spk_0:
Okay.

[00:28:34.04] spk_1:
But they’re they’re they’re in the middle and then atheists don’t believe what you believe. And um, so one thing that comes up is it feels fantastic to convert an atheist, right? Like any time I do a big public talk and we talk about this, there’s always somebody who never believes, like, yeah, but there was this guy and you know, he was, he was against us. He was again, you know, we really kept working on him and now he’s a, you know, he’s a donor. My question back is that’s great. But what was the opportunity cost of converting one? Atheist versus connecting with 1000

[00:29:01.34] spk_0:
believers

[00:29:02.58] spk_1:
like which one? Which one is advancing your mission more dramatically? I mean, except in the world of politics, I just wanna, that’s the caveat, that’s its own little different things.

[00:29:12.90] spk_0:
Um, it’s

[00:29:14.91] spk_1:
all about connecting with your, with your believers.

[00:31:38.28] spk_0:
It’s time for Tony’s take two. It’s planned giving accelerator season. I’m giving 50% off the full tuition for the month of january. So all this month, 50% off full tuition. The class starts in early March 1st week of March and will be done by Memorial Day. It’s a three month class. You’ll spend an hour a week with me. Well that may not be the biggest selling point. You’ll spend an hour a week with your, who will become your friends in our zoom meetings always set up as meetings, not webinars. If you know the difference, you’ll know that you can talk to each other. There’s no, there’s no putting questions and comments in a chat box always set up as meetings. These folks will become your friends. They will be similarly situated in small and midsize nonprofits wanting to launch planned giving. All right. This is, this is what we do together. Oh and and I am there too. And I’m teaching and you know, I’ll be guiding you, giving you the resources you need, like sample, um, Uh, donor letters, template letters, um, marketing materials? Uh, a power point for when you talk to your board and that’ll be one of the meetings we have together is acquainting your board with planned giving and perhaps soliciting your board, identifying your top prospects and soliciting them, identifying your tier two prospects and identifying them, etc. All the info is at planned giving accelerator dot com. I hope you’ll be with me, love to have you. And that’s Tony’s take two. We’ve got boo koo but loads more time for overcome common communications conundrums with Erica Mills Barnhart. Give us some, give us some ideas about how to, how to get, maybe get somebody from agnostic to, uh, to believe her. Those people are those, they work the return on investment. The agnostic community.

[00:31:50.77] spk_1:
Yeah. You know, for the most part, you have to be doing both. So, so a lot of marketing those optimization, right? So it’s for whom are we optimizing? Um, and in general,

[00:31:52.86] spk_0:
if you’re

[00:31:53.42] spk_1:
optimizing well, like with your messaging, right? So, so you have a message and it really speaks to the hopes Dreams, wants needs

[00:32:00.22] spk_0:
of

[00:32:01.22] spk_1:
your believers. That’s gonna be enough to like get your agnostics interest is going to perk up their ears for your believers. They’re like woo. And you’re off to the races for your agnostics. Um,

[00:32:13.34] spk_0:
it’s gonna take

[00:32:14.01] spk_1:
just a little more conversation,

[00:32:15.80] spk_0:
right?

[00:32:16.70] spk_1:
And so, you know, questions are your friend,

[00:32:20.07] spk_0:
like

[00:32:32.25] spk_1:
we default into this. Like if I tell them everything out of the gate, then maybe I’ll hit on something and that is interesting to them and you end up just like, right? And I always say when you tell someone everything, they remember nothing and that comes from like a worried place actually, right? So again, like that you’re gonna hear a theme which is

[00:32:38.05] spk_0:
like you’re

[00:32:39.37] spk_1:
the authority

[00:32:40.86] spk_0:
in

[00:32:41.13] spk_1:
what your organization does show up as the authority ask questions, right? Because the answers to the question, that’s how you’re gonna get that, then you know what they’re interested in and you can feel a little scary at first to do this. If again, if it’s not we’re used to doing or that’s not the culture, um,

[00:32:58.53] spk_0:
get

[00:32:58.82] spk_1:
them, you know, ask questions, just find out

[00:33:00.99] spk_0:
what, what

[00:33:02.42] spk_1:
is it about, what you do specifically? So it’s like there’s a level of specificity and understanding agnostics that you need to move them might refer to it as an engagement cycle. From knowing the organization to understanding the organization, to engaging

[00:33:17.89] spk_0:
believers

[00:33:18.63] spk_1:
move along that cycle real quickly.

[00:33:20.35] spk_0:
You need

[00:33:21.07] spk_1:
to spend more time that zone of understanding and helping them understand what you do with agnostics.

[00:33:27.72] spk_0:
Is this all consistent with uh Simon Sinek, his his core belief that people don’t buy what you what won’t buy, what you don’t buy what you do, they buy, why you do

[00:33:41.92] spk_1:
it

[00:33:46.23] spk_0:
consistent? Okay, okay, so say a little more about the engagement cycle now, you can’t shortchange non profit listeners with like a 12th drive by of the engagement cycle.

[00:34:15.73] spk_1:
I mean marketing and messaging is like very fundamentally all about moving folks around this engagement cycle. And it actually doesn’t matter if you’re like buying toothpaste or you’re trying to get, you know, a new donor. It’s like everyone has to go from knowing to understanding to engaging. And I got, I got specific about this because what can happen, this is unique to nonprofits is because we care so deeply and passionately about what we’re doing. There’s kind of this like to know me is to love me, to know me is to engage, why wouldn’t

[00:34:24.05] spk_0:
you Right?

[00:34:25.73] spk_1:
And then you skip over

[00:34:28.43] spk_0:
the

[00:34:38.12] spk_1:
understand phase and, and that’s really a miss and it’s a miss because like let’s take the events I pick on events a lot. Um, events are a classic example of moving someone from knowing to engaging right? Like I care about something I invite you tony and some other folks to sit at my table at, you know, the lunch and the dinner you come because you know me, maybe you care maybe you don’t and then there’s an

[00:34:53.45] spk_0:
ask rightfully.

[00:34:54.84] spk_1:
So, you know, we should ask for the support.

[00:34:58.51] spk_0:
But if

[00:34:58.93] spk_1:
you go from no to engage that

[00:35:00.39] spk_0:
quickly and

[00:35:08.97] spk_1:
you don’t plan and this is what I see again and again and again with nonprofits is there isn’t a plan for, okay, how am I going to go back to tony and

[00:35:09.71] spk_0:
sort of,

[00:35:10.38] spk_1:
you know, back up the caboose like understanding what what you tony care about as it relates to my organization.

[00:35:15.74] spk_0:
The important follow up

[00:35:22.23] spk_1:
the important what Yes, very intentional follow up. Um, and this is where you know, like retention comes into play, but it’s really interesting. Like you know, you say these things just like, why wouldn’t you do that? That’s weird. Why are you saying that out loud? Of course you would do that. It’s, it’s stunning how often it doesn’t happen. And it is this like really fabulous.

[00:35:38.80] spk_0:
Well tony

[00:35:39.55] spk_1:
Gave money of course he loves what we do and we lump, you know, then we lump you in with somebody who’s given to the organization for five

[00:35:45.40] spk_0:
years now.

[00:35:49.29] spk_1:
Your current donor, not everybody does this. I’m sure listeners, I’m sure there’s some of you like, no, no, we nailed it on the follow up. Like, you know, that’s not so I’m, I’m painting a wide with wide

[00:35:58.73] spk_0:
broad

[00:36:05.49] spk_1:
brush strokes here. But I have seen this so often. Um, and it’s heartbreaking because then you don’t, you know, maybe you don’t come back to the event the next year. You haven’t been nurtured and then your one time donor and that’s super

[00:36:12.46] spk_0:
expensive. That

[00:36:13.86] spk_1:
is low R. O I

[00:36:15.74] spk_0:
I

[00:36:15.97] spk_1:
want the highest return on investment possible.

[00:36:23.45] spk_0:
I’m guessing you’re a big believer in segmentation. Yes, I believe segmentation,

[00:36:26.43] spk_1:
but but not over segmenting.

[00:36:29.46] spk_0:
I

[00:36:29.89] spk_1:
feel like given some of the databases that we

[00:36:32.20] spk_0:
have,

[00:36:36.46] spk_1:
you can almost use it as a stalling tactic like well we’re not ready to like send out our appeals because we haven’t you know, segmented enough. So I just like it’s

[00:36:44.03] spk_0:
it’s a

[00:36:52.28] spk_1:
bit of an art. There’s an art to the segmentation in addition to the science. So yes. I’m a fan of segmenting. Um and not crossing the line into over segmentation as sort of a stalling tactic to doing the work.

[00:36:59.11] spk_0:
All right. I’m not I’m not clear on this. I mean anything. Yeah, I agree. I mean anything can be overdone and used as a used as an excuse uh as an excuse for immobility. What what what is what what’s over segmentation? Like what’s

[00:37:15.61] spk_1:
your database rather than sending out the appeal?

[00:37:17.85] spk_0:
Oh okay.

[00:37:20.95] spk_1:
Yeah.

[00:37:22.33] spk_0:
And and segmenting we want to segment right by interest. Maybe if we know someone is interested in the spay neuter program then then those are the those are the touch points. Those are the data points. Those are the stories we’re gonna share with them. Not the uh not the adoption, not the adoption and rescue program.

[00:38:06.00] spk_1:
Yeah exactly. Like what are what are their interests? And so you know any organization will know in advance. Like here’s kind of our top three top three things we do. Top three ways that we services, we offer our ways that we go about um taking care of animals. Um So you start there again offering, right? So yes you want the information and you know your organization best. So start there and then you can put people in the file folders as it were.

[00:38:20.57] spk_0:
And you’re gonna find out what their interests are, not only by their giving, but by asking the questions that you were talking about earlier. You know, what, what moves you about our work? What brought you to us? What do you love? And

[00:38:21.93] spk_1:
how do you like to be communicated with?

[00:38:24.28] spk_0:
Yeah,

[00:38:32.28] spk_1:
we have like a pretty strong email default setting now, I would say. Um, not everybody loves

[00:38:34.26] spk_0:
that. You

[00:38:46.37] spk_1:
know, I’m seeing, I have clients who are having great success with kind of not, not not doing email. That’s always gonna be a part of what you’re doing. But taking the time to like, actually, you know, back to snail mail. Um, you know, really working direct mail. I feel like direct mail is like having to come back.

[00:38:54.25] spk_0:
Yeah. It’s always strong. I think it’s always so

[00:38:57.88] spk_1:
much stronger than people. Whenever I like show the stats on direct mail, they’re like, what?

[00:39:01.91] spk_0:
Especially when you’re writing to people who love you already. Your mail is not their junk mail, they’re giving to you. They’re supporting you. They’re spending either their time or their money with you. They’re gonna open your letters.

[00:39:24.27] spk_1:
Yeah. I spent a lot of time talking about delight with my clients. How can you delight them? And it’s, it’s just, I mean, it’s a delightful conversation to talk about delight a lot of the work, You know that that nonprofits do is it’s heavy, it’s hard. Um

[00:39:36.19] spk_0:
And so delight

[00:39:36.92] spk_1:
can feel a little antithetical uh trivializing the work. And so I’m not trying to, you know, don’t trivialize the work and don’t trivialize what you’re sharing. Um But can you can you create delight in

[00:39:50.65] spk_0:
how

[00:39:51.08] spk_1:
it is delivered in some form or fashion? I think delight is a gift um in this day and age and it activates people’s particular activating system, which is opens, opens them up to whatever comes next. It

[00:40:03.25] spk_0:
also sounds like fun, right? You can be willing to have fun. Don’t be afraid to have fun. Right?

[00:40:08.60] spk_1:
Yes.

[00:40:10.03] spk_0:
Fun. Yeah.

[00:40:11.83] spk_1:
Yeah. I mean listeners can’t see it, but I do have a string

[00:40:14.33] spk_0:
of holiday

[00:40:15.77] spk_1:
lights around my neck.

[00:40:16.75] spk_0:
I was thinking about saying it right this minute to yeah, got christmas lights multicolor.

[00:40:21.22] spk_1:
I mean it’s been an intense year.

[00:40:24.21] spk_0:
It’s a necklace necklace of

[00:40:25.80] spk_1:
christmas.

[00:40:26.68] spk_0:
The old, the old style big bulb type, not the

[00:40:30.09] spk_1:
right. Yeah. There’s nothing, there’s nothing sophisticated about these lights

[00:40:35.05] spk_0:
there.

[00:40:39.10] spk_1:
Dr Seuss lights. And I put it on this morning cause I’m, you know, I’m talking with you and I like have a lot of stuff and I’m like let’s have a lot of fun

[00:40:56.85] spk_0:
please please do? Alright, we still have more time together. E. M. B. Erica Mills Barnhart. What else, what else would you like to talk about marketing doing it differently. Thinking differently that we haven’t talked about yet.

[00:41:23.14] spk_1:
You know, one of the things I, this is not a unique to me type of thing, but I really invite listeners to think about what they can let go of to do less. What I consistently see is organizations doing too many things. Um and often the reason for that is far more like fear of missing out often, often to double down that this comes from board members. So if you’re a board member listening, you may have a fabulous idea for marketing, Thank you very much for that. And

[00:41:32.87] spk_0:
go

[00:42:05.73] spk_1:
back to the klaxon method, what does success look like? Who’s our target audience? So does your idea, which is a, how is that really going to resonate with the target market? This is why working the method is so important. Part of it. It grew out of like I wanted a way for to kind of mitigate positional authority negatively impacting marketing outcomes, right? Because if you’re a staff member it can be tough to say no right, It really can be. And so then you end up with kind of a bloated number of marketing activities that you’re doing. Um so it’s early in the year, like the work I’m gonna be doing with clients and I am hosting monthly free Ask me Anything sessions starting in january 2023 So you’re listening and you’re curious, come to come to an A. M. A. Right? Like what can I take off my plate? I’ve been doing this so long that it’s, and I’m right, I’m objective. So I can be like, don’t do that.

[00:42:25.49] spk_0:
Take that. Where can we learn about the go to

[00:42:35.03] spk_1:
Klaxon dash communication dot com, backslash newsletter sign up because it’s for newsletter subscribers. That’s how you’re going to find out about like get the zoom link and all

[00:42:39.53] spk_0:
that. You say dash. I say hyphen hyphen. Okay. You don’t mind hyphen.

[00:42:43.99] spk_1:
Maybe that’s an east coast west coast thing.

[00:42:50.91] spk_0:
Maybe it is Klaxon dash Klaxon hyphen. You say you would say dot com though, right? You wouldn’t say that period

[00:42:55.32] spk_1:
correct. I just think about that. Yeah. Dot com. Dot org.

[00:43:01.43] spk_0:
It’s your company. Use dash. I just, I don’t know. I learned hyphen maybe in law school. Maybe I learned hyphen in law school. I don’t know.

[00:43:07.86] spk_1:
Oh, 100% seems lawyer lawyerly.

[00:43:11.04] spk_0:
It sounds like it’s

[00:43:11.94] spk_1:
very technically accurate,

[00:43:13.49] spk_0:
right? Like aiding and abetting it’s, you know, you have to duplicate the words in case you didn’t get it with aiding. Like I gotta, I gotta double down with abetting. Yeah.

[00:43:29.28] spk_1:
So that’s one thing I would say and part of it is like I just want to, I give all your listeners and all non profit people? Just a permission slip to do less.

[00:43:30.40] spk_0:
What kinds of things, what kinds of things we do less of?

[00:43:37.36] spk_1:
Don’t be on so many social media channels, knock it off. You don’t need to be on all of them unless you are a very, very large organization, which as we all know listeners. So there aren’t that many nonprofits that are big enough to support

[00:43:46.64] spk_0:
the very big right University of Washington is not listening to us

[00:43:50.29] spk_1:
go dogs. But no, they’re not

[00:44:05.61] spk_0:
Erica is in Seattle Seattle Washington. Um, well we just talked, well, my guests just last week, I talked about what’s going on twitter amy sample ward and you know, for the new year, whether whether you want twitter maybe, you know, her advice was just evaluated objectively.

[00:44:12.81] spk_1:
I literally tony Just had this conversation with my client yesterday. One of them was

[00:44:16.92] spk_0:
a good time to think, take a step back,

[00:44:20.96] spk_1:
take a step back. But,

[00:44:21.75] spk_0:
and, and

[00:44:23.22] spk_1:
you know that, that I don’t, I mean I haven’t listened yet what Amy said, but I do and believe everything Amy says by the way, she’s brilliant.

[00:44:30.47] spk_0:
She’s on, she’s on all the time. You know, Amy sample

[00:44:32.58] spk_1:
ward. Yeah,

[00:44:33.78] spk_0:
she’s a regular. She’s my, our technology and social media contributor on the show.

[00:44:39.47] spk_1:
Yeah, way back when I worked for an organization called End Power. So we put technology into the hands of nonprofits and so we

[00:44:46.10] spk_0:
started

[00:44:55.61] spk_1:
crossing paths then. So we’ve orbited for a long time. Um, it’s a values decision to a certain extent. Right? So just with that twitter piece, she spoke to this?

[00:44:57.62] spk_0:
Here’s the like, yeah,

[00:44:59.42] spk_1:
are, are, are are people there? So who’s your target audience? If so Okay, that’s that’s one piece of equation but also like how does this align with our values as an organization? So that that’s really twitter is really a twofold choice whereas the rest of them

[00:45:11.82] spk_0:
um you

[00:45:13.18] spk_1:
know, linkedin facebook, I would,

[00:45:15.95] spk_0:
what

[00:45:17.75] spk_1:
I generally say is beyond one.

[00:45:21.37] spk_0:
Yeah,

[00:45:22.83] spk_1:
Beyond one. Be fully on one be the organization where if you’re on linkedin and you, you know, you’ve got the algorithm going for you. People are like, Oh my God, it’s you know, it’s so and so again insert the name of your organization like that. It’s your omnipresent.

[00:45:38.34] spk_0:
I

[00:45:41.71] spk_1:
Would rather have the clients be omnipresent on one channel Then sort of, you know, not even blinking onto the radar of the 17 different social media. I mean there’s a hit parade of five basically, but I’d rather have you beyond present on one once you have that nail.

[00:45:53.03] spk_0:
I had

[00:45:53.33] spk_1:
Another, you know, some organizations can do to it’s fine, but even at two. oftentimes I see

[00:46:00.19] spk_0:
diminishing diminishing

[00:46:01.63] spk_1:
returns for clients.

[00:46:02.77] spk_0:
I

[00:46:07.65] spk_1:
mean I run a communication firm right here on Lincoln period full stop.

[00:46:12.03] spk_0:
What what’s well at Erica mills barn, is that not?

[00:46:16.03] spk_1:
Yeah, yeah, that was my choice to sort of be the face of

[00:46:19.37] spk_0:
um

[00:46:20.22] spk_1:
so that’s our

[00:46:21.38] spk_0:
the company. Okay, so the company is strictly on linkedin,

[00:46:24.59] spk_1:
yep. Gotcha.

[00:46:25.67] spk_0:
Okay. Klaxon, yep. Alright permission to do less

[00:46:30.32] spk_1:
permission to do less permission to less because you’re going to do it better and you’re gonna feel like

[00:46:36.56] spk_0:
just you’re going to

[00:47:10.03] spk_1:
feel the energy of it. And I actually, because I do have, you know, people call it street, but actually it’s quantum physics um and metaphysics, which is like, if you’re on, I’m gonna make this up, right? If you’re on five channels right now where you’re doing five or six things, I want you to write each of them on a piece of paper. I want you to go what who, how make a strategic informed choice about which you’re gonna keep and the ones that you’re gonna release, you’re gonna go burn the scrap of paper. It is so gratifying and there’s something energetically about that. I mean, one of the things that I talked about a lot is the energetic of language in general, right? So words, we hear words matter, Words matter because they actually are matter.

[00:47:21.88] spk_0:
Um

[00:47:22.19] spk_1:
So they abide by all of the universal laws of physics and thermodynamics, just like anything else. So, the words themselves have energy.

[00:47:30.61] spk_0:
Every

[00:47:31.39] spk_1:
word has its own energy, the way you deliver it can shift the energy right? Um and so as you’re like, that’s why just releasing and having to change form is really an important part of the process. Plus it’s

[00:47:43.26] spk_0:
fun theme

[00:47:46.41] spk_1:
of the day, it’s fun, but I mean, you know, be safe about your burning and I’m not like suggesting

[00:47:50.73] spk_0:
you may not be

[00:47:52.11] spk_1:
safe and have fun with burning things, but

[00:47:55.30] spk_0:
um,

[00:47:56.13] spk_1:
it really helps because otherwise there’s going to be this niggle that’s like, oh, but we still have that like profile up so maybe we should be doing something or yeah, just release that for yourself. Political,

[00:48:06.52] spk_0:
you deserve it.

[00:48:08.10] spk_1:
But every single person listening deserves to do what they’re doing in a way that feels amazing to them.

[00:48:15.15] spk_0:
Alright, that’s empowering. That’s

[00:48:16.80] spk_1:
empowering.

[00:48:18.90] spk_0:
So words follow the laws of physics and thermodynamics.

[00:48:27.09] spk_1:
Their energy. They’re literally

[00:48:27.78] spk_0:
energy, right?

[00:48:29.10] spk_1:
Because they’re matter

[00:48:43.79] spk_0:
words are matter. Well paper that words could be written on his matter, but aren’t the words ephemeral and why

[00:48:44.04] spk_1:
would they be?

[00:48:55.19] spk_0:
Because they’re vocalized. Yeah. So they don’t they, they vaporize after they’ve been articulated

[00:48:56.50] spk_1:
tony Has anybody said ever said anything to you that hurt your feelings?

[00:49:00.03] spk_0:
Sure.

[00:49:02.43] spk_1:
Did that feeling vaporized as soon as the words left their mouth?

[00:49:10.40] spk_0:
No, Yeah, we’re

[00:49:13.77] spk_1:
trained to think of them as ephemeral and they are not their energy.

[00:49:17.70] spk_0:
Hmm

[00:49:18.83] spk_1:
Yeah, that blows people’s minds most the time. Your listeners are like, oh my God, they’re talking about, what are they talking about now? So let me get concrete about this. I mean, I love talking about it

[00:49:28.88] spk_0:
at

[00:49:29.08] spk_1:
this level, but I want to make this practical for listeners. Um, this, so when I’m creating like identity statements, mission vision values purpose. Um, we look at and there’s a tool were to fire dot

[00:49:40.23] spk_0:
com, you can

[00:49:44.81] spk_1:
go there, you can put in any word you want. Um, and it is a massive database powers is we pulled every single word of 2503 nonprofit websites. This allowed us to generalize to the entire sector at a 95% confidence interval for any of my fellow geeks out there. That’s what, that’s the bar that you want. Right? So you can go there, put in any word you want and it’s going to tell you it’s going to give you a red, orange or

[00:50:05.36] spk_0:
green.

[00:50:06.76] spk_1:
Red means this is, this word is used a lot by nonprofits a lot. So you, you, it’s not gonna, people are gonna notice it.

[00:50:14.84] spk_0:
Impact, impact

[00:50:17.30] spk_1:
is up there. I’ll tell you, I always joke that provide is the lamest verb ever. Verbs are very

[00:50:22.37] spk_0:
important. It’s

[00:50:24.02] spk_1:
The 4th most used

[00:50:24.92] spk_0:
verb by

[00:50:25.98] spk_1:
nonprofit. So what that means is no one’s going to notice that

[00:50:28.60] spk_0:
verb

[00:50:29.61] spk_1:
and verbs represent the change that you’re committed to creating the world world

[00:50:33.83] spk_0:
and so you

[00:50:34.36] spk_1:
want a verb that’s like, oh,

[00:50:35.86] spk_0:
okay, interesting.

[00:51:21.37] spk_1:
Okay. Um, so there’s always a better verb can provide so you can put that in and, and, and the green ones so you can get some, you know, synergy is still green. It’s not saying like definitely use it. It is giving you feedback about the extent to which somebody is probably going to notice the word or not. So, so in language we have function words and content words, function words are like the and but like our brains don’t register those because our brains can’t register everything right? Like our subconscious mind is processing 11 million bits of information per second. And that’s condensed into like 40 ish pieces of information for our conscious mind. So our brains are very efficient because they have to be and so for a messaging perspective, you

[00:51:24.35] spk_0:
Know, your your your light bulb necklaces overloading my my my conscious and subconscious processing like 20 million bits a second because I got I got these lights. It’s a good thing you didn’t put them. I asked her to put them on flashing and she said no, give me a headache. It’s a good thing. You didn’t do that. I’m sorry, go ahead. I’m sorry.

[00:52:02.28] spk_1:
Yeah. So that’s why, you know, when we’re creating and again, this is the most important set of statements that you’re ever gonna write as an organization. So it’s worth the investment to do it well. And you’re looking for like that combination of like, oh yeah, that makes sense. And like, oh that would interest me. I’m not used to seeing that quite in that context. You know, that’s the art. That’s why like after 20 years of working with organizations writing those. I never get tired of that. That’s just

[00:52:12.03] spk_0:
fun. You like to read fiction.

[00:52:14.56] spk_1:
Yeah, I read

[00:52:55.90] spk_0:
fiction fiction much more than non more southern nonfiction use of use of language word word choice. You know, it sometimes it stops me. I don’t read I don’t read that much fiction actually. But when I do you know someone’s word choices. Oh man she wrote she wrote that he threaded them through the narrow pathway, not that he led them or or took them, he threaded them through the narrow pathway that happens to be part of a book that it stays with me. See words words, words follow the laws of physics and thermodynamics. I told you that you thought they were ephemeral her, you know this is Joyce. Uh

[00:52:59.39] spk_1:
it is one of those things that can we just pause on this for a second.

[00:53:01.75] spk_0:
Like every

[00:53:03.01] spk_1:
time when I first talked about that with somebody shared their like wait my range is hurt and then you’re like,

[00:53:08.62] spk_0:
oh that makes a lot of sense. Like

[00:53:10.60] spk_1:
once you see it you see it. Yeah,

[00:53:12.28] spk_0:
well you grounded it well and you know, hurtful, hurtful words and also

[00:53:16.03] spk_1:
start to go there positive

[00:53:17.05] spk_0:
positive words.

[00:53:18.10] spk_1:
Yeah, like sorry,

[00:53:21.84] spk_0:
thoughtful, thoughtful words could get me going for a month. I can think about, oh she she took the show to her board and it led to a discussion which led to an action and you know, I could go on six months on that. So yeah, okay.

[00:53:33.03] spk_1:
Either way words are on a continuum just like all energetic things are on a continuum. But yeah, but they but they do either have a negative or positive charge. So

[00:53:43.26] spk_0:
is that your background? You have a degree in physics sciences? No, my

[00:53:47.72] spk_1:
dad was a professor

[00:53:50.29] spk_0:
of

[00:54:06.08] spk_1:
engineering. I artfully um didn’t do any, I didn’t do chemistry. I didn’t do physics. I like avoided everything in that realm. But later I really started seeing like it’s um

[00:54:07.13] spk_0:
how

[00:54:08.27] spk_1:
relevant is everything in life. So I sort of did more self study, but I do just I do run things past my dad. Like when I landed on that, I think I think words abide by all the so I sent my dad a note and he said, let me think about that for a little bit. He came back and he said, yes,

[00:54:24.36] spk_0:
you’re right.

[00:54:27.76] spk_1:
So I press your test all of these things because I do not have a background in it

[00:54:43.60] spk_0:
on your dad’s responses. Classic engineer. Let me think. Let me think about the problem. I think about the question. You think about the question and the solution and the answer. All right. But you sound like me. Like I took physics for poets in college. No,

[00:54:44.82] spk_1:
my daughter is a senior, so she’s applying to colleges and graduate.

[00:54:50.34] spk_0:
My

[00:54:50.95] spk_1:
daughter is a senior

[00:54:52.51] spk_0:
in

[00:54:53.10] spk_1:
high school. And so the other day, she said, mom didn’t you you like majored in french and political science, didn’t you? As an undergrad?

[00:55:00.38] spk_0:
And I was like, yeah,

[00:55:03.40] spk_1:
she’s like why? It’s like, I don’t know, you know, I’ve done fine, so, but she is very much, you know, she wants to be a neuroscientist and she’s very,

[00:55:11.53] spk_0:
she follows her grandfather sciences strictly rooted in the sciences Alright. Yeah. Where did your dad teach, Where did your dad teach?

[00:55:19.02] spk_1:
University of british Columbia?

[00:55:21.74] spk_0:
You

[00:55:23.22] spk_1:
will notice like a little weirdness to have

[00:55:25.79] spk_0:
A little further north in Seattle, right, you’re from Vancouver, two

[00:55:35.33] spk_1:
Hours north of here, you hit the border about 45 minutes past that you get to Vancouver, that’s why I still say a couple of things weird like my mom and passed and I’ve been places

[00:55:39.43] spk_0:
because that’s where I was born. Your mom being right, why don’t you leave us with some inspiration, Erica Mills,

[00:55:46.04] spk_1:
tony Come

[00:55:48.64] spk_0:
on, take us out with, take us out with good marketing inspiration, you’re loaded with it. What do you come in? Come on, this is a walk in the park for you.

[00:56:46.73] spk_1:
I’m going to double down on some of the things I said, I really, I mean I’m kind of on a bender about do less, be kinder to yourself by doing less, really want that. I want that for every listener, I want it for their teams. I want for their families, I want for everybody. We’ve just gone through so much tough stuff. Um one of the questions that I love playing with that, I always play with with my, especially my my leadership, you know my leaders who I do coaching with is like how can you make it easy, Like oftentimes we make things harder than they need to be, I am notoriously fabulous and making things really complicated. Um and a couple years ago I just started asking like how can I make this easy? What’s the easiest way to do this and easy in the sense of easy? Maybe it’s for you, how do you make it easier for you, for your team, for the organization, right? Like just without losing or negating or minimizing the importance of the work

[00:56:50.13] spk_0:
that that

[00:56:50.77] spk_1:
that you know, listeners are doing, there’s almost always a way to just make it a little easier and let me tell you there’s always a way to make your marketing easier. Always, always, always. I mean it’s why I have, like listeners have heard some of the methods and the frameworks that I use, that’s why I’m such a fan of creating them and mine are all super

[00:57:08.60] spk_0:
simple.

[00:57:10.18] spk_1:
And the reason for that is because I want to make it easier. Like I want to free up that energetic space

[00:57:17.64] spk_0:
for

[00:57:18.03] spk_1:
you to be focusing on the substance of what you’re doing on the way in which you’re changing the world. Um You know, marketing communication isn’t rocket science, it’s actually pretty darn straightforward. Um and so let’s let’s make that as easy as possible.

[00:57:32.35] spk_0:
We also doubled down on have more fun, have

[00:57:35.50] spk_1:
more fun. I mean by the way that’s giving myself a permission slip. Um it’s you know, it’s easy, like if especially I love the work I do. I mean I truly it it lights me up. Ha

[00:57:46.81] spk_0:
um ha

[00:57:48.50] spk_1:
ha because okay I do have light bulbs around my neck. Um

[00:57:54.63] spk_0:
but this

[00:58:04.60] spk_1:
work can it can be heavy and getting, you know, the stakes feel high. I have some really high profile clients um you know, I need to get it right with them and for them. Um and I think that it can be we can forget to have fun,

[00:58:10.11] spk_0:
you

[00:58:10.32] spk_1:
know, we can forget to have fun. So like fun.

[00:58:12.62] spk_0:
Don’t forget

[00:58:13.35] spk_1:
Spaciousness. I always like come up with three words for the year.

[00:58:18.59] spk_0:
That’s

[00:58:19.07] spk_1:
pretty fun if listeners don’t do that. That’s a beautiful way to set the stage for the year ahead for yourself.

[00:58:23.54] spk_0:
You have three words for 2023?

[00:58:25.47] spk_1:
I do.

[00:58:27.14] spk_0:
Well no no we’re gonna wrap it up,

[00:58:31.87] spk_1:
we’re gonna leave people like wondering you can reach out

[00:58:35.17] spk_0:
Right? You have to reach Erica Yes. If you want the three words, what are the three words for 2023

[00:58:39.79] spk_1:
spaciousness, vitality and play,

[00:58:58.65] spk_0:
spaciousness, vitality and play. Alright, spacious while we talk to permission to permission to do less permission to have fun. Play play and vitality Yeah.

[00:59:00.32] spk_1:
tony And I’m gonna ask what yours are, I’m gonna I’m gonna email you in a couple of weeks.

[00:59:31.24] spk_0:
Okay because we’re recording in december. So I don’t have mine yet but we’ll we’ll go we’ll go out with yours spaciousness, vitality and play BMB. Erica Mills Barnhart, communication expert, speaker author coach. You’ll find her at Erica Mills barn and her company at klaxon hyphen or dash communication dot com. Erica Thank you very much. Real pleasure so

[00:59:33.23] spk_1:
much for having me. tony I really appreciate it. It’s been great

[01:00:11.41] spk_0:
next week the 2023 fundraising outlook report from one cause if you missed any part of this week’s show, I beseech you find it at tony-martignetti dot com. Our creative producer is Claire Meyerhoff. The shows, social media is by Susan Chavez. Marc Silverman is our web guy and this music is by scott Stein, Thank you for that. Affirmation Scotty B with me next week for nonprofit radio big nonprofit ideas for the other 95 go out and be great.

Nonprofit Radio for May 30, 2022: Mentoring

 

Don Gatewood: Mentoring
Don Gatewood shares his extensive experience with professional and personal mentoring—as both mentor and mentee—so you know what to think about before you enter a mentoring relationship, and what to expect. He’s with The Initiative Baltimore.

 

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Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.
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[00:02:34.44] spk_0:
mm hmm. Hello and welcome to Tony-Martignetti non profit radio big nonprofit ideas for the other 95%. I’m your aptly named host of your favorite abdominal podcast. Oh, I’m glad you’re with me. I’d suffer the embarrassment of blepharoplasty. Jah if I saw that you missed this week’s show mentoring Don Gatewood shares his extensive experience with professional and personal mentoring as both mentor and mentee. So you know what to think about before you enter a mentoring relationship and what to expect He’s with the initiative Baltimore And Tony’s take two help for Uvalde texas. We’re sponsored by turn to communications pr and content for nonprofits. Your story is their mission turn hyphen two dot c. O. And by fourth dimension technologies I. T. Infra in a box the affordable tech solution for nonprofits. tony-dot-M.A.-slash-Pursuant D Just like three D. But they go one dimension deeper. We had audio issues in the recording for this show. I cleaned it up as best I can. Um there were actually a lot of problems in the introduction. So to give Don Gatewood a proper introduction, I’m going to read it now. Don Gatewood is co founder and ceo of the initiative Baltimore. He’s a professional leadership consultant and hosts the podcast. Leadership and professional development with Don Gatewood. He’s lead large teams in program operations, strategic planning, accounting communications, compliance and fundraising for several organizations like the center for workforce inclusion. American red cross and Goodwill industries of greater Detroit and Washington D. C. The initiative Baltimore is at the initiative Baltimore dot com and Don is at Don Gatewood dot com. Here is mentoring. Don Gatewood Welcome to nonprofit radio

[00:02:36.94] spk_1:
thank you so much for having me today. I’m super excited to be here.

[00:02:51.74] spk_0:
I can tell. Thank you, Thank you for being excited. It’s a pleasure. Pleasure’s. So we’re talking all about what was your, what was your entree to mentoring? What did it start as a mentee or did you start as a mentor? How did you begin your mentoring?

[00:03:37.84] spk_1:
Absolutely, absolutely. I’ll never forget it. I was 19 years old at Wayne State University, which is where I went to college, my undergrad and I had recently pledged a fraternity alpha phi alpha fraternity incorporated and shortly after I crossed and became an alpha, I had to decide what contribution or impact that I was going to have on the chapter. After all, they weren’t having people become a member of this prestigious organization and you just sit around and do nothing. So some of my pro fights that you call them, they encouraged me to consider mentoring because there was this new initiative with the big brothers, big sisters of America. It was a new partnership that we had and I said, Wow, that sounds interesting. I’d like to mentor a young man that lives in the Detroit area. I was 19 going on 20 and I was connected with a young man named Jerome who was in middle school headed to high school and that’s where the mentorship bug started for me at the age of 19 years old.

[00:04:04.14] spk_0:
Okay, see at 19, I expected you to say at college that you had a professor or someone who was mentoring, you

[00:04:05.76] spk_1:
know,

[00:04:06.53] spk_0:
jumped in, you took the, you took the role as Mentor, 19. Okay, Alright,

[00:04:11.28] spk_1:
Right. Absolutely, but to be fair I did have some folks who mentored me in an unofficial capacity and I don’t think I had the language to know that it was mentoring in some cases because it wasn’t official, but this was the first time that I felt like I was in an official mentoring capacity where it was defined and understood. So that’s how it all started.

[00:04:46.74] spk_0:
Thank you, you just have the word to find uh since, you know, I think most, most folks have a general sense of mentoring but since you and I are talking in detail about the importance of it and the power of it, what you’re the expert, how do you define mentoring?

[00:05:19.04] spk_1:
Right. So the thing about mentoring, truthfully the term, it’s, it could look a lot of different ways. It just depends on the, the contract, whether it’s verbal or official, whether it’s professional or more social, but there is, there are regulations that are sometimes established with the mentoring in some cases it may be weekly, in other cases, it may be monthly, quarterly, so it just depends on the relationship that was established in the case of the Big brothers program though, I understood that there was an expectation that I would meet with the young person at least monthly and that I would make a commitment to reach out to them or they will reach out to me once a week via phone, email or text. So that was the general expectation. Now to be fair you don’t want mentoring to be so formulaic and so robotic that it feels unnatural for either party cause that’s not fun at all, ideally the relationship will be developed and you’ll find a groove. But in the beginning there has to be some type of parameter of expectations for both parties so that each person feels that their needs and expectations are being met.

[00:05:59.55] spk_0:
So it could even sometimes being writing

[00:06:45.84] spk_1:
absolutely absolutely in the case of like for the Big Brothers Big sisters, it could be in writing and I know for some other organizations when young folks are being mentored in a mentoring uh space right now where with initiative Baltimore, of course we meet with them on a monthly basis, but absolutely in writing it really can help both people understand expectations because see that’s the thing about mentoring someone, we have our own needs, but the mentee, they have needs as well and our job is to make sure that we meet in the middle. So all of those expectations are met because sometimes these mentoring relationships don’t go as well as both parties would hope. And so those written expectations can prevent some of those unfortunate things from happening. And boy do they happen?

[00:06:54.34] spk_0:
Okay, well, since you, since you teased the idea, what are some of the potential problems pitfalls that can arise? So we so we can avoid them.

[00:08:08.54] spk_1:
Absolutely. So depending on the reason for mentorship, there usually is a need, whether it’s a professional development need, whether it’s a young person preparing for college or whether it’s just learning how to be, you know, an effective member of society, people have needs and sometimes that need could be more time sensitive than others. So let’s say for example, I’m in a position where I’m mentoring someone who’s preparing to become a manager, that’s their goal, so I’m there to help mentor them because they’re wanting to become a manager, but yet they have a specific timeline, they’re trying to make this change happen within the next year and so that’s not a long amount of time. So in theory, you would need to be engaging with one another more frequently for both parties to get the benefit of the relationship. So if the mentee has this goal of achieving the goal in a year, but yet the mentor is only available once a quarter, then that process the whole, the information sharing and relationship building that’s supposed to happen so that the information is given and received and learn, it may not happen in a timely way and that could affect the person’s ability to achieve their goal. So that’s in a professional example of what could happen because some people really do need the mentorship, they don’t have it, they need the help, they need the guidance and they’re relying on you to provide that guidance and if you can’t be there in a reasonable timeframe it may stymie their development or their their expected outcomes and that’s not good.

[00:08:57.34] spk_0:
So that goes back to what you had said earlier about expectations, you know if this person is trying to advance their career within a year, make a make a move to management within a year and the mentor is only available four times in that year, you know that that sounds to me like a doomed relationship is not going to get what he or she needs

[00:09:02.04] spk_1:
Absolutely absolutely

[00:09:04.73] spk_0:
right.

[00:09:54.34] spk_1:
And then one other thing to consider in any mentoring relationship, there is a period of trust, so in order for the outcome to be achieved and this is the part that often time isn’t talked about as much as it maybe needs to be is that there’s a trust factor because this person who is the mentee, they may have needs from the mentor but they have to be trusting in order to be open and honest and allow themselves to be vulnerable so they can get that information and so that’s a process that can be developed with the relationship and the bonding, but if that relationship isn’t there, if there’s too much space in between, then the person may not feel comfortable, even when you do talk and so those conversations may not be as effective because the trust in the relationship building did not happen and so as a result they’re not as open. So that’s another thing to consider when we’re talking about engagement and just how that relationship building works.

[00:10:07.54] spk_0:
How do you establish that trust early on in the relationship?

[00:10:19.94] spk_1:
One of the most important things that people like to feel is they like to feel heard and so and understood and so in any mentor mentee relationship, people, they have vulnerabilities, that’s why they’re in the space where they’re asking to be mentor to begin

[00:10:31.10] spk_0:
with

[00:11:58.04] spk_1:
and and so with those vulnerabilities, there could be sensitivities where people can feel shy or maybe feel that they’re not good enough and so there could be a lot of emotional feelings around this area while you’re in their life to begin with as a mentor. So one of the best things that the mentor can do is to, you know, help them feel heard, help them feel understood even in areas where there’s a lot of work to be done, we still have to understand where we are and how we got there and appreciate that person for where they are while we’re working toward getting to a different place, but people have to feel appreciated and heard and not judged because again you’re vulnerable in the mentor capacity and then on the other side, this person who’s mentoring you, they have the skills, they’ve reached a certain level of success and so that can feel intimidating naturally, even if that’s not the intended, you know, dynamic, but sometimes when people look at you, whether you realize it or not, they may feel intimidated or they may say this person has everything that I that I want and I don’t have that and so we have to be mindful of the psychology of the person who’s receiving the mentorship because there’s a lot that could be going on, so by not feeling judged and feeling heard and understood is really helpful towards a person wanting to open up and to continue productively and healthy in a relationship

[00:12:00.98] spk_0:
alright and and building that trust,

[00:12:02.84] spk_1:
absolutely

[00:12:07.54] spk_0:
what’s in it for the mentor, um there’s gotta be benefits, there’s gotta be value for the mentor that that maybe folks don’t think about.

[00:12:17.34] spk_1:
Absolutely, I think that there are tons of opportunities for growth

[00:12:19.92] spk_0:
um for

[00:13:17.74] spk_1:
a person who is a mentor first and foremost, um each of us, None of us are at the pinnacle, I mean we all are growing and evolving essentially, some of us may be more skilled in one area or another, but ultimately we all are still growing and when you are mentoring someone, first of all you’re ensuring that this person has the tools they need to to be successful, um but you in order to achieve that you have to have effective communication skills um in in empathy skills that are not just important in a mentor mentee relationship, but also in the relationships that you have at your 9-5 or whatever professional space that you’re working. Oftentimes the mark of a good leader, a good manager isn’t just their ability to do the function of a job as an engineer, a doctor teacher. Okay, so fine, you can do the job technically you have the background and education, but if you’re in a leadership position, how you understand your team, how you’re able to effectively inspire them, motivate them to achieve the goal, which is bigger than any one person is. The organizational department goal is essential. So some of the tools that you use in the individual mentor mentee relationship are some of the exact same vital tools that you need to use for the team that’s reporting to you, who have goals and objectives to reach on a weekly and quarterly basis. And often times when you ask the person what’s one of their biggest concerns in the in the workplace is that they don’t feel heard they’re not getting the training that they need. And so these, this comes at a cost because companies suffer when organizations and leaders are not in sync with the team. So mentorship can certainly help develop those tools necessary to inspire the people who work for you. So it absolutely has a huge benefit to, to the mentee and the mentor,

[00:15:19.54] spk_0:
it’s time for a break. Turn to communications, They’ll develop your media strategy that means identifying your core messages, defining the channels and the outlets where those messages ought to be heard and then doing the legwork to approach those outlets and as they close those opportunities, crafting your message is appropriately that is a media strategy. Turn to communications turn hyphen two dot c o now, back to mentoring I would think for for for both to just satisfaction as you’re seeing the mentee grow, develop, you know, whatever whatever their objectives are, I would say that’s got to be enormously satisfying to the mentor, but then also the the as the, as the comfort of the relationship grows, I mean I could see that being satisfying to both to the mentee also, you know, I could see like personal satisfaction and fulfillment.

[00:15:23.34] spk_1:
Absolutely, and I want to say this, there’s a very big difference between being an expert in the field are good in the field and being able to explain to inspire and to teach their many experts who are really good, but that doesn’t always translate. In fact it could be a disaster when the person is trying to inspire or teach. And so I think in mentorship you learn that there may be some areas where you have to make adjustments to be effective and how your training and how you’re explaining things. So you do learn a lot about yourself your strengths and opportunities. Um, you know, if you’re being self aware of course, but absolutely you learn a lot

[00:16:16.04] spk_0:
interesting, I’m gonna put you on the spot. Can you, can you share something that you learned? You know, uh, you know what I opening for you in a, in a, in a mentoring relationship

[00:16:19.24] spk_1:
like

[00:16:19.63] spk_0:
that you learned about yourself or maybe the organization?

[00:17:30.14] spk_1:
Oh, absolutely. I mean there’s been so many, so many moments that I’ve that I’ve had in my life when I’ve mentored and I’ve learned, but let me see if one example that I’d like to share. Okay, so I once worked in a capacity where I am, I worked with people have been coming out of prison, they had been in prison for whether it’s 10 years or 17 years for whatever decisions they had made in their youth in the past and they had come out and wanted to start their lives in a different direction. And so I was in a position where I had a chance to mentor someone. who was a man who was older than me. And so of course, you know, you make assumptions sometimes when someone is older than you that they have a certain mindset and, and and that wasn’t, that wasn’t the case, that wasn’t the case at all. So I had made some assumptions and I had made some liberties in, in, in judging a situation, but in fact I got it all wrong, I misfired. I misunderstood the situation and where it was. And so what I walked away understanding was that you know, you can look at people and and make an assessment based off what you think you see and what you think you know? But sometimes what you think you see and what you think, you know isn’t true at all. So taking the time to when you communicate with people communicate in a measured way in a thoughtful way and not making assumptions based off what you think, you know was a lesson that I learned because I did make a mistake and quickly though I was able to identify it and make adjustments. But yeah, I absolutely made a mistake. I made assessments that just were not correct at all.

[00:18:05.88] spk_0:
Alright. Thanks thanks for sharing.

[00:18:07.24] spk_1:
Absolutely.

[00:18:38.44] spk_0:
What if the relationship isn’t going so well? Uh you know like both parties realize, you know there’s some frustration. Um you know do you do you take a step back? When do you or when do you say you know we need to stop. You know I need to mentor someone else and you need to find someone else to mentor? You know like what what do you what do you before you get to that point? What what if what if both parties just no it’s not, there’s just something wrong. How do you how do you fix it?

[00:18:41.29] spk_1:
Right. Well that’s a really good question.

[00:18:44.60] spk_0:
I mean like how do you try to, how do you address it at least?

[00:18:48.25] spk_1:
Right. Well, the first thing that the mentor has to remember is that you’re being called on to mentor for a specific reason. There is some need or some deficit

[00:19:00.34] spk_0:
or

[00:22:21.44] spk_1:
some area for improvement that the meant he has. So it’s important to truly understand that because if you understand that, then when you’re met with certain challenges and behaviors that are out of line with how it should go, just remember that this person doesn’t have all of the, that the skills, that’s why you’re the mentor to begin with. So that understanding that could be very humbling. Number two, I think that we should always anticipate that there will be moments where there will be difference of understanding thought and opinion and that’s the reason why I would suggest earlier on in the mentor mentee relationship, you talk about the fact that hey, you know, we’re here too. So I can share with you some of the lessons I’ve learned and maybe it can help you as you grow. But there there may be some things that I say that you don’t understand that you don’t agree with and you know when those moments happen, you know, we want to have open dialogue so we can talk about those things. So when you set that expectation in the beginning where you let them know, hey, it’s very likely that there will be moments where you and I are don’t see things exactly the same way uh those points are important points for us because through those moments will grow and you’ll get the, the lessons that I think that you, you intend to get from me. So we should address that from the beginning and not make it seem like a disagreement or difference and thought it’s such a bad thing. In fact it’s inevitable, it’s going to happen. The question is, how large will it be? Will it be smaller? Will it be larger? But I think by identifying it in the beginning that can help expectations be set? But then also when a person is there is a, there’s you’re out of sync that you don’t seem to be able to be on the same page. I think it’s important to deal with those things directly. And one way to do it is by establishing an advanced a weekly or monthly check in. So it’s already established that on a monthly basis you all are going to check in and see how are things going? What are things that’s going well, what are some of the things that could be going better? So you don’t wait until the problem arises to have these emergency meetings already, have it built into your, your program so that there is a safe space that’s understood to be the time that we’ll deal with these things. And then when you have those conversations, you’re able to say, this is what I’m noticing and this is what I’d like to see and then you can learn from their standpoint why it’s happening and if they can make those adjustments and if not why and then we can come to something maybe in the center, but it may not always work out. It may, but I would still say before, you know, walking away from the mentor mentee relationship, we do need to try to struggle to set new expectations and new boundaries because if you set expectations and then they didn’t work out, the question becomes do you keep setting those same expectations in the future or do you make adjustments to them? Sometimes we have to be willing to be flexible with because at first we maybe thought that this was gonna be the outcome, but based off of what you’re learning, you’re realizing that no, maybe the in goal is going to have to look different now. And once you’re able to accept that truth that it may look different. You’re relieving yourself of pressure and you’re leaving them with pressure because you’re not trying to hold to the same standard that you came up with that you realize now is not realistic. So we have to have some real honest conversations but some more thoughtful um internal conversations as well.

[00:22:30.64] spk_0:
I think it’s there’s great value in having that periodic check in where

[00:22:35.00] spk_1:
you said

[00:22:42.54] spk_0:
it’s a safe space, Tell me how you’re feeling about the relationship, I’ll tell you how I’m feeling, you know, so that it’s not, it doesn’t, it doesn’t break to a crisis,

[00:23:21.14] spk_1:
right? But one thing I do want to say that’s really important because I had a difficult moment once and it’s actually pretty recently And it wasn’t in a mentor relationship, but I’ll say this when there are difficult moments that are happening. It is important that we prioritize the issues or issues that were going to deal with because in some cases you may have identified five or six issues that are a problem. But you have to ask yourself, will it be effective for me to just list all of these issues and problems that I have, you may well not prioritize and identify the top two and deal with those because when you overwhelm people with all these things that you feel are going wrong, it can be hard to process. So we have to figure out what’s realistic and what you need to talk about and deal with and what are some of the things that you can maybe let go and deal with that another time.

[00:24:12.24] spk_0:
Are the mentor and the mentee equal in this relationship or or is the mentor have more of a leadership role? Uh, do you, do you you and, and, you know, I think for our listeners, you know, in small and mid sized nonprofits, they’re most likely to be doing professional mentoring mentoring someone new to nonprofits or new to administration maybe or management or new to fundraising or if not new, you know, junior to them, but conspiring to, to something greater. Um, is it, is it a relationship of equals or or it shouldn’t, it shouldn’t be

[00:25:19.94] spk_1:
right. I think that’s a wonderful question and I think absolutely it’s a relationship of equals. All parties involved in the mentor mentee relationship, they are equal. Even if it’s a dynamic where the person is much younger and the other person is much older, One is a male or female, you know, that one has a PhD, the other has a no degree. The everybody that’s in that relationship are equal in terms of, because each person has to fully show up and participate in the relationship in order for it to work. Now with that being said though, each person has a different responsibility. The mentor inherently has more information about the subject than the mentee. And so when it comes to being a subject matter expert, of course, the mentor has more information. They have more responsibility to help frame the experience and the, and to help guide the mentee when they’re on track or off track. But the minty also has to has to show up and be participatory and they have to again be feel comfortable with the relationship in order to for it to be a healthy relationship. I think that that relationship cannot be successful if both people aren’t showing up fully and the relationship cannot be successful if one person is entering it, thinking that they have more authority and in more power because absolutely not, each person has a role to play and it’s important to understand the limits of that role and not to overstep or under step it because that’s when things can just go bad.

[00:26:30.54] spk_0:
Cool. Thanks. What what are what are some ways you’ve seen folks grow and and mature and and that that could be, you know, that could be the mentor growing and maturing too. I’m not assuming it’s the mentee, but you know, sort of like getting a uh some of that really valuable outcomes. I don’t I don’t really want to make it sound quantifiable or anything like that, but but you know, more of the squishy, you know, like more than the humanity of it. What’s some of the ways you’ve seen either party or both parties, you know, develop, grow, maybe mature? You know, what, what what what what can we aspire to in a relationship like this?

[00:27:54.74] spk_1:
Absolutely. So when to answer that question, I want to think about a relationship that I have or that I’ve had with a with a mentor. Um I have a a gentleman who has served as a de facto mentor in my life. Um and we don’t talk all the time. It isn’t the monthly or it isn’t, you know, weekly conversation, I should have said it’s not weekly, but we do engage in professional and some of the other goals that I do have in my life and one of the things, the biggest benefits that I’ve gotten from that membership or that relationship is the fact that I understand that the journey that I’m on and the challenges and shortsightedness that I no doubt have, it isn’t something that’s unique to me and it isn’t something that other people have not experienced in a similar type of way, if not exactly 100% the same. And just knowing that there’s someone there that can help um honor and validate my experiences and where I am, it has been life changing, not just in that relationship with that mentor, but just in general, me knowing that as I’m on a journey, whatever that new journey or old journey might be that the travels I experienced the challenges or the successes, they aren’t something that’s new, that or impossible, but what I’m on is a journey that is pretty um pretty normal and it’s something that I I can, I can achieve on because others have done it and I think that that’s probably one of the biggest lessons is not, you know, it’s not about learning how to, you know use micro software or how to do this one particular thing that your mentor may have taught you, but it’s more so about that understanding that you know, you have an opportunity to grow, as long as you rely on the resources and the tools around you that you can use to grow and I think that mentorship it teaches that basic lesson that could be utilized well beyond that official relationship ending. It is something that I I lean on with with you know with all of my relationships

[00:28:53.84] spk_0:
so valuable to know that you’re not the only person going having this these frustrations. You’re not the first person to suffer with something or that that that context I think can be and the perspective can be very reassuring.

[00:29:11.54] spk_1:
Yeah and you’re not stupid you’re not a failure because you you you you made a mistake or there was an oversight it happens it’s just a part of the process.

[00:32:03.44] spk_0:
It’s time for a break. Fourth dimension technologies. Their I. T. Solution is I. T. Infra. In a box budget friendly holistic. You pick what you need and you leave the rest your I. T. Buffet. In other words some of the offerings in the buffet I. T. Assessment, multifactor authentication, lots of other security methods, cost analysis help desk and there is more you choose what’s right for your situation and for your budget it’s the I. T. Buffet I thi infra in a box At 4th Dimension Technologies tony-dot-M.A.-slash-Pursuant Just like three D. But they go one dimension deeper It’s time for Tony Take two. The murders of 21 people in Uvalde Texas were this week if you’re a quick listener then this is still fresh and raw for you. If you listen to the time shift, it could be two weeks, 468 weeks since these killings the world and our attention have moved on. The people of Yuval Day have not, I’m not sure they ever can, it depends on what moving on would look like. They need our help. If you’d like to make a gift, a vetted place is the san Antonio area Foundation, the Foundation set up to funds. Uvalde a strong fund and Uvalde Strong survivors fund. If you’d like to contribute, it’s san Antonio area Foundation. S A F D N dot org. S A A f D N dot org. That is Tony’s take two. We’ve got a lot more time for mentoring with Don Gatewood. If we’re a potential, well we could be either one, you know, we we could be Mentees are listening and potential mentors are listening to. What should we look for If if we if we’re thinking about this relationship as a mentee, let’s take someone there. What what would they be looking for in a potential mentor? You know, before they approached somebody, what what kind of, I don’t know attributes or you know, like what are you looking for in a person?

[00:32:24.14] spk_1:
Right. So the first thing that we all have to do, number one, Congratulations for anyone who’s even thinking about finding a mentor, that is a wonderful step because it identifies that, you know that there’s an opportunity there that currently isn’t in your life. So, congratulations to thinking in that way. But after that point we have to really think about what exactly is it about my life that I think that

[00:32:30.48] spk_0:
I could

[00:33:10.14] spk_1:
use some support or some advice or some guidance in whether it’s professional, whether it’s spirituality, whether it’s, you know, a relationship with a child or a loved one or you know, a wife or husband, what exactly, you know, ceo of yourself managing your own affairs, what exactly is going on? Or are there different areas that you are looking to be mentored in simultaneously? So identifying which it does take some level of self awareness, knowing oneself, knowing oneself, strengths, weaknesses and opportunities. So once you’re able to identify that look within and maybe write it down, I believe in writing things down, people write things down because it it makes it real when you write it down or type it in the computer and once you’ve identified those things, then you can move forward, recognizing the the type of person you need to connect with because they have skills or success in those areas where you have determined to be areas where you’re wanting to grow. So I think it starts with self evaluation and understanding what it is that you are trying to grow in, what are your goals? What are your objectives? What are those areas? And that would be the first step I would suggest.

[00:34:19.74] spk_0:
Okay, and then what what, what is still you know going further than what what are you looking for in someone who or what are you asking them to to commit to? Um Well no that’s different, that’s different. You and you you talked about that you know early on and verbal versus written and the expectations but um you know in terms of maturity um you know accountability you know do they are they someone I I think I can rely on

[00:34:24.76] spk_1:
right?

[00:34:26.02] spk_0:
I’m I’m I’m really just kind of stabbing at the dark in the dark, you’re the you’re the subject matter expert,

[00:36:01.73] spk_1:
right? And so there’s a so there’s a certain level of preparation that you can make which is what I’ve suggested with you know framing the mentorship as well as asking yourself introspective questions. So there are some things you can do on the front end to the best of your ability to create an environment where the mentor mentee relationship can possibly be successful. But you gotta remember we all are just human beings and a person could have all the skills in the world on paper but that does not mean it’s going to translate into a relationship that’s gonna be fruitful for both. So there’s there’s there’s an extent to how much preparation that that you can do in in advance but in terms of you know finding a person of course you want them to be available. You want them to be in a position to to listen and to to be empathetic and you want them to have demonstrated experience in the area that that you’re looking for. But you got to remember that your mentor is just a human to who’s juggling life and has challenges and may have periods where they’re more available and less. And we can’t be so quick to dismiss someone because the mentor who you are, you sort out is imperfect or they are not able to do everything exactly as you had hoped because that’s not the way that it goes. So I think that they do have to have expectations that are grounded in real realism as well because I do think that a mentee if not careful, can put expectations on the mentor. That could be unrealistic. And those expectations can be the reason why the relationship isn’t working. It may not even have anything to do with the value of the person, but it’s just how you envision and when they’re not meeting your your vision then you see it as a failure with really what needs to be adjusted is your expectation.

[00:36:31.73] spk_0:
Yeah. I I guess what I’m getting what I was getting at is you know, something that you said earlier, you know the greatest subject matter expert in the world on something, you know, doesn’t mean that they’re the greatest mentor. No, no,

[00:36:40.16] spk_1:
no, no not not not at all. But I will say this a lot of a lot of folks they do, you know, want to be mentored by someone who has a certain name or a certain reputation in the community and I do get that, but sometimes those folks are not available or they may not be the best mentor because of the other obligations that they do

[00:37:31.03] spk_0:
have. Alright. And if you’re a mentor looking at a potential mentee, it sounds like and correct me if I’m if I’m presuming if I’m presuming wrong, but I’m thinking it would sound like you would want someone who’s done some introspective work, thought about what it is they want to get from the relationship, you know, what, how do they want to grow if if you’re if you’re a mentor looking at a potential menti sounds like you would want someone who’s done that, that that personal work.

[00:39:12.82] spk_1:
Right. Right. But at the same time remembering though that there’s a spectrum, so people show up at different phases and some need more support and some need less support. So you got to remember that depending on who you’re connected with, they may just need more support or there may be some foundational things that you presume that they should or would have, they may not have. So a mentor has to be aware that there may be some things that they will learn about the mentee along the way that maybe they did not see in the beginning of that relationship and if that occurs, how do you respond to it, the easiest thing to do would be to let it go. But I would argue that understanding that there’s a possibility that some things are gonna show up and you got to be prepared and have some space and some latitude that you’ve built into this equation so that when it happens you’re not completely thrown off and you’re really ready to throw in the towel because a mentor, it’s almost like when you think about a you know a basketball team or a tennis person or an ice skater, they have a coach and sometimes there may be a gap there something that they thought the team would be able to learn faster. Or maybe Simona had a tennis player. We thought that with this sort of coaching, she would learn this the slice sooner but she just didn’t. And so whether you do do you just let the person go because they’re moving slower than what you thought. No, maybe you look at your coaching style and trying to problem solve. So it’s problem solving is a huge um part of mentorship or coaching. You know, you can’t just let the team go and let the players because then they’re not where you thought they should be,

[00:39:33.42] spk_0:
there’s such enormous value in this. I I see you know for professional growth for personal growth for both the mentor and the mentee. No it’s just it sounds so rewarding. You know, you’re you’re motivating

[00:39:35.42] spk_1:
at it is very rewarding because here’s the thing, we all have our area of expertise, whether

[00:39:41.52] spk_0:
it’s

[00:40:18.81] spk_1:
education, whether it’s medicine, nursing and it’s not enough for you to be good or passionate about your job. You want to make sure that your field is in the hands of other people who are equally passionate, equally qualified and have the skills to do um good and good faith in their positions. And there’s no people don’t just wake up and swallow a magic pill and have these skills. I mean, some of us really need the guidance from someone. And so for the love of the this professional space or whatever space it is, whether it’s, you know, religious or whatever it is that you do, you know, it’s it’s making sure that the people have what they need to be successful because it it rewards the greater good and we ensure that quality uh is the priority when when we sold back into it. Quality, it’s about quality.

[00:40:57.51] spk_0:
That’s very inspiring. Yeah, thank you. Don. It almost should be the place where we end, but I still want to I want to I don’t want to end yet because I want to give you a chance to. Uh so, so I guess listeners like I’m gonna ask, don you know what he wants to talk about because I’ve been asking all the questions. But so then if you want the inspirational part, you have to go back and play what, what don just said the past two minutes, that’ll be like close inspirational closing. So you’re stuck with a lackluster host, I’m sorry, you know your

[00:41:04.92] spk_1:
but

[00:41:18.51] spk_0:
you know, but you said something very that was very inspirational, but I still want to give you more time. So you know, what is it, what what would you like us to know that that I haven’t asked you about yet? You know, I can’t, you’re again, you’re the expert. What what what more is there that you want us? You want us to know about mentoring?

[00:42:03.90] spk_1:
Well when I turn on the news, when I walk into work spaces and my job, when I think about previous positions that I’ve held when I see the kids walking to school because I have a school, the math of high school right across from the building that I live in and I just see so much opportunity and and so much need across the board. I mean people wake up everyday wanting to do their absolute best. I believe that the majority of us truly feel that way now some of us, I don’t think that’s what we want, but that’s what we think, but I believe that the great majority of us, we really do want to be successful and we really do want to do the best we can, but sometimes we don’t know how sometimes ego, sometimes we don’t have the blueprint or the support

[00:42:17.70] spk_0:
and

[00:42:30.90] spk_1:
so that’s where mentorship comes in and mentorship, it doesn’t have to necessarily be something that you have to do you know regularly. Um I think about my my dad, God rest his soul, he passed away, but my nephew who didn’t, his father wasn’t as involved in his life, but I remember at my dad’s funeral, he talked about the conversations that he had with my dad and it wasn’t a whole lot because they lived in different states, but those conversations were very impactful and they, they helped shape the way he thought. And so I just want you to know that you don’t have to spend seven days a week, you know, for 15 years mentoring someone, uh sometimes some of those valuable lessons and jewels that you have that you impart onto people, even if it’s not every single day they can really have an impact on people. So we should always be thinking about how we can influence someone and how we can have an impact on someone, even if we’re not in a mentorship capacity, we all still have a responsibility, mentor or not to look at people around us and say, hey I see an opportunity right here and although I don’t have a whole year to give, I have this one statement to give and this one statement could have an impact and I think that that’s a way that we all can be involved in mentoring on a small or in a larger way

[00:43:38.30] spk_0:
more inspiration, You’re amazing. Thank

[00:43:40.40] spk_1:
you. Thank

[00:43:44.50] spk_0:
you. He’s Don Gatewood, you’ll find him and his professional leadership consulting at Don gatewood dot com. Don thank you so much for sharing. Thank

[00:43:53.70] spk_1:
you so much. It’s been an honor being here today.

[00:45:09.39] spk_0:
Oh my pleasure. Thank you. Thank you. Next week. Back to 22. NTC with responding to micro aggressions. If you missed any part of this week’s show, I beseech you find it at tony-martignetti dot com. We’re sponsored by Turn to communications pr and content for nonprofits. Your story is their mission turn hyphen two dot c o And by 4th dimension Technologies IT Infra in a box. The affordable tech solution for nonprofits. tony-dot-M.A.-slash-Pursuant D just like three D. But they go one dimension deeper. A creative producer is Claire Meyerhoff shows social media is by Susan Chavez. Marc Silverman is our web guy. And this music is by scott stein, thank you for that. Affirmation scotty Be with me next week for nonprofit radio big nonprofit ideas for the other 95 go out and be great. Mm hmm

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Anna Rhodes & Brenna Holmes: KPIs
Our panel from the Nonprofit Technology Conference (18NTC), shares its wisdom and insight on using key performance indicators to build consensus around goals and measures for your nonprofit. They’re Anna Rhodes and Brenna Holmes from Chapman, Cubine & Hussey.

 

 

Amy Sample Ward: Fundraging
Amy Sample WardIs your org positioned to accept help from supporters who are pissed off and want to channel their anger to something constructive, like raising money for you? Amy Sample Ward, our social media contributor and CEO of Nonprofit Technology Network (NTEN), explains what’s going on and how you can take advantage.

 

 

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

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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent under aptly named host oh, i’m glad you’re with me. I’d be stricken with gastro inter opto sis, if you brought me down with the idea that you missed today’s show kp eyes our panel from the non-profit technology conference eighteen ntc shares its wisdom and insight on using key performance indicators to build consensus around goals and measures for your non-profit they’re anna roads and brenda homes from chapman, cubine and husky and fund-raising is your organ positioned to accept help from supporters who are pissed off and wanna channel their anger to something constructive, like raising money for you ? Amy sample ward, our social media contributor and ceo of and ten non-profit technology network, explains what’s going on and how you can take advantage. Tony, take two thank you, responsive by pursuing full service fund-raising data driven and technology enabled tony dahna slash pursuing wetness e p a is guiding you beyond the numbers regular cps dot com bye tell us attorney credit card processing into your passive revenue stream. Tony dahna slash tony, tell us and by text to give mobile donations made easy text npr, to four, four, four, nine, nine nine here are and erodes and brenna homes with k p iis. Welcome to tony martignetti non-profit radio coverage of eighteen ntc non-profit technology conference in new orleans. This interview is sponsored by network for good, easy to use, dahna management and fund-raising software for non-profits. My guests are on a road and brenda homes. Anna is deputy director of analytics at chapman cubine and husky, and brenda holmes is vice president of digital at c c h ladies. Welcome. Thank you. Glad to have you both have you. Have you done your session already ? We did. We just just finished, finished all your coming off it, all right, it’s coming off the hyre exact. The bar is open now. Life is good. You’re topic was, but are we making progress, establishing and using kp eyes ? Okay, uh, maybe we’ll start with, make sure that everybody understands that a k p i is a what you stated in unison together, keep performance in the caner. We see that the voice okay, i think that’s pretty well understood, but let’s, just make sure, okay, why are these things so important ? Let’s start with anna because, er it is so hard to keep everyone within a non-profit hyre working towards the same goal instead of looking at all of their different measurement. Um, so having a way to agree on what success really looks like can actually end up making you be more successful in the end, because then you’re all working towards the same goals. Okay, so the part of this topic is organizational buy-in or we’ll not organic. Yes, whatever happens, you fire of you defined focus, a bunch of people, a bunch of people need to agree, so called that buy-in okay. And i also see another part of this is data overload. I mean there’s, just so much available, right. We need to focus on brenna on what’s what’s, the most important stuff. Exactly. Yeah, and the main thing, you have them clearing up the misnomer that not all kept metrics are kp eyes, right ? So everybody does have to agree. On what what are we trying to track ? Why are we tracking it ? How does that help us meet our strategic objectives and our end goals, right. So once you have the buy-in on all those goals, then you’re able to dig down deeper and develop. What are those specific metrics that will help us meet these kp eyes that we can then measure against those strategic objectives to ensure that we do have success and that we are tracking over time ? Okay, okay, very good, that’s, great, overviewing, thank you. Alright, so. Well, should we should we start with our so we started our organizational goals. Yes, because that’s what ? We’re measuring against that, you’re just saying that. So now we got to get okay. So this all obviously should flow from our mission. I’m gonna go back to that. That that that fourteen year old voice, that really reason that we exist our mission statement. Okay, from that, we have gold now. Now. Okay, i’m gonna assume that everybody buys into the mission. Otherwise they wouldn’t be working there. Hopefully. But now now way. Get to the goal stage people could start falling out. That’s where the disagree it’s not too far from mission to gold, but we could start losing people. What do we do ? Go ahead, runner. Yeah, i’m gonna start so we we like to focus it on the building. Kind of smart goals, right ? So what do we need to do ? Departmental e department by department to help us achieve our mission on dh. Really phoning it in tow ? Really ? No. More than two. Three. And i went up to five in our session. I was like, oh, but, you know, two, three things that we all can agree on as a group that these are priorities. These are important goals. And, yes, there’s. Other things that are important. But if we let ourselves go down the rabbit hole of just saying, listing everything that’s important now, things no longer important, which is what you’re starting with you yours, referring to earlier with the data overload and it’s, especially. Eazy, because digital metrics can be so different than offline metric to instead have the i’m actually moving it away a little bit, okay, okay don’t worry, it can actually be easy. Tohave the metric create new divisions within just the development department divisions that didn’t even exist before, but it’s sustainers causing problems in solving so a cz longest. You’re looking at twenty things in google analytics and through the facebook manager over here, and then a completely different set of metrics for direct male you’re not even working towards the same goals within the development department. So that’s part of why so important to start at the goal side of things rather than at the measurement side of things, so that the measurements always air serving the goals supporting those goals, right ? Okay, i imagine we need top down by this has got to come from leadership. That’s the goal agreement we still go agreement it’s got to be driven from above and and accepted. Yes, it doesn’t necessarily have to be driven from above but don’t really actually, i was you know, as i was saying, i think it could be bottom up it can be, but but but the leadership has to be on a great okay. Okay, for sure. All right. Uh, all right. So we agree on our goals. Now, now we’re moving to our kp eyes. How are we going to how do we know what that’s measurable belongs at the top within within these goals ? Yeah, that we’ve all agreed on. Well, and even before you get teo, what are the kp eyes ? We need to develop strategic objectives for each goal, okay ? Because the girls tend to be a little bit umbrella there. Vega. Right way. Operation. Exactly like we use greenpeace. One of our clients in our session today partnered with us, and one of their goals is defending democracy. Okay, well, that’s big right and an existential and long and yeah, eso then we developed strategic objectives that will help them measure against whether or not they’re being successful in duvette defending democracy it’s time for a break pursuant there. E book is fast non-profit growth stealing from the start ups. They take the secrets from the fastest growing startups and apply those methods and practices to your non-profit it’s free as you’re accustomed to all the pursuant resources. Are and it’s on the listener landing page ? No surprise, tony dahna may slash pursuing capital p for please and pursuing i guess now back to kp eyes from the non-profit technology conference. So what are you ? What are some of them that they chose so way ? Work through those greenpeace ? How come that on right now is accident or not at this table ? Alright, now they’re long sorry, it’s not proper radio your life. I know, i know, but we worked through them from the department perspective. So what would it mean for the fund-raising department to be supporting the organization goal of defend democracy ? So it is easy for fundraisers to think that their job is always the same. It is always just raise money, raise lots of money and then we’re done. But there actually is more nuanced than that if we’re trying to defend democracy. Well, sadly, that isn’t something that we’re just doing today or for the next month. That’s actually a long term project and certainly at least through the trump presidency. And and, you know, given how greenpeace defines this goal of actually reducing the amount of money in politics, i mean that’s going to take sometime. So that means whatever funding that fund-raising is supplying has to be sustainable and it’s the net that matters, not just the growth tomorrow. Okay, so that means now we’ve clarified the objective in the fund-raising department. So that’s, the next stage come up with the mission statement for the organization ? We’ve turned that into a number of goals for the organization, the big dream things defend democracy, stop global warming, all of these huge concepts and then we’ve broken them down for how does my department contribute to that ? And on lee, once you’ve done that, can you decide ? What am i going to measure what’s actually being, what do i need to measure ? Ok, right. So the object’s strategic objective is growth in sustainable net revenue. We’ll both sustainable and net are two measurable things. So then you can build your kp eyes off of those keywords on dh actually, decide on what are the metrics that we have to check ? How do we agree on collecting that data so that everything has a flat, measured baseline that we can then benchmark ourselves against what periodically so that we’re checking in on that growth ? Side of the goal and when we’re at this stage, is this just our department ? That’s that’s really making these decisions ? Okay, so we’re not we’re not at the higher levels anymore. It’s not necessary, correct is where the department level, but we’re going to build back-up so we’ve gone down to the department level to figure out that’s, so i mean, you’re using your expertise, so you want your fundraisers figuring out how fund-raising can best support the fund-raising goal, right ? You don’t i don’t want a cfo deciding that, but in the end, the cfo has two buy-in on it, all of leadership does have two buy-in so once the various organizations have figure out out their objectives and their kp eyes, then you have to come back up a level and talk across departments and see how these objective support each other and possibly adjust them is where we ended up with our greenpeace example is actually making slight objectives when the marketing department and the fund-raising department saw the amount of overlap between their objectives and the tactics in specific that they were planning in order to get there, so that sounds like an ah ha! Moment, way. Have a lot more in common than we realized. A cross marketing and fund-raising. Exactly. Yeah, okay, okay. Okay, dahna, but let me ask you where should we go next with this ? Where do we go next with discussion ? You talk good. Well, i was just gonna say i think, you know, we used marketing and fund-raising as the example here because obviously, the ntc audiences, a lot of marketers and fundraisers, but the same structure and the same necessity for kp eyes it’s in all departments, right ? Whether it’s, your program, people who are actually implementing the services or whether it’s your public relations or media relations outreach people like all of these departments have to go through the same process on. And i think there will be a lot of those. Ah ha. Moments for organizations who are used to working in silos when they start thinking about the goals. Right ? Actually being achievable of strategic objectives that can be measured to get back against the mission on dh over there. Okay, uh, what about digital digital fund-raising kp eyes ? You talked some about that ? Yeah. Okay, let’s. Shut out. You want to start anna s. So there are a lot of questions about digital fund-raising kp eyes because people immediately go to the measurements available. In google analytics, and which one of these should i use as if the answer is the same for everyone ? So this just, you know, as if conversion rate on your petitions should be asserted number for every single organization and that’s what defines success ? Because we can show you how to set that up in google analytics, so that came up in our session, and it was a another reminder to folks to go back to the beginning, decide on your goals. Yeah, i think i feel like a lot of ways it’s, like the ultimate consultant answer is it depends right ? Because everything is it is individualized. If you’re not taking the time to audit yourselves and personalize and get that organizational buy-in and that organizational priority list, then they don’t really matter than they aren’t kp eyes, they’re just metrics, whether they’re showing growth or loss or what they’re just vanity numbers at that point because they have no tie to the strategic objectives in the mission of the organization. We had one question in the session, which was great, and it was about supporter scoring and i think that’s mental really hot topic in the digital. Space border scoring ? Yeah, i don’t know what that is. Okay, so when the ads taking basically qualitative, um, pieces of information, whether that behavioral traits or demographic things on dh scoring it, putting a quantitative wait to that to then build a model to show you these are my best people, my top ten deaths ill or my latto bottom ten on dh, then also using it to find lookalike audiences and things like that out in the world. So you want you’re doing this for different constituencies like donors, volunteers, exactly, event attendees, service beneficiaries, okay, different constituencies. And the problem is exactly the same problem that folks have with models in the direct marketing space is that for non-technical users, they hear model, and they’re like, oh, it obviously adjust to my program. It’s must have something to do with artificial intelligence. I hear all these things are great, these people are scored at the top, therefore they’re the best for me, and then they’re surprised when the results don’t match that. But any model has to be based on what your actual goals are, so if you’re using a response rate, a response based model and your goal is actually to increase high dollar donors. That model is not going to serve you. The people with the top score in that model are not necessarily going to be the high dollar donors. And so it was the same thing with the supporter scoring thie. It was a very good question, but it again starts from the data side of things rather than the gold side of things. We have all of this data. We have thes scores saying these supporters are our best ones. We should contact them every chance that we get our screening. Fill those right back. Yes, when i think a lot of it stemmed for for that, for a lot of people in for him in particular, asking the question that like which which one should i buy ? Right which model is best ? Which scoring which software should i purchase that you actually have to do the internal look looking in to find out what’s important to you before you decide what direction on demand that of the vendors ? Because it’s true, that all of these models can be adjusted when you are able to communicate what is actually valuable to your organization. Otherwise, you’re going to screen it. You mean screening ? Yeah. Yeah. That’s not commonly known. Now, i think i think most most orders say they just take the algorithms. Yeah, they’re provided the show. Andi. Everybody gets the same. Same right ? Yeah. Yeah, that that’s not leveraging that to its utmost. Yeah. That’s. A very good that’s. A very important point. I think people are just taking it and they figure well, there there’s a half a dozen vendors. So there are each have different a proprietary algorithm way. Have to pick one, right ? Not so. And not so you can. You can negotiate. Oh, yeah. I got a chorus thing just like the k p i s started you off area that’s. Two songs together. Ask for what you need and it doesn’t matter what how big the screening of doesn’t matter whether martin lundy or blackbaud or know it it is it is going to affect of the pricing, but asking the question it does not affect the pricing. So always asked the question of these air the things that are important to us. What would that mean for the price that you would offer on the model that you built that incorporates these things that are important to us. So find that out from a few different vendors when i was a good partner vendor is going to ask those questions of you the best ones will write they don’t know because they do try and have everybody tries to have an off the shelf product that’s going to be successful for the majority of users, but really the ones that are caring about donor-centric communication and really carrying about long term relationships with the non-profit that they partner with should be asking those questions because it is about building that custom model based on the weights and measures that are important to each of the organization and each individual program or department in the organization. Okay, in my experience, that’s it’s not surely aspirations on night. I’m an optimist. Yeah, there’s optimism and then there’s today i think you know that saying, you know, you know, but i just haven’t experienced it. I know i’m working planned e-giving fund-raising so i’m not, you know, i don’t have all the conversations with potential screening vendors, but i just have never heard this that you can negotiate. On tweaking tweaking of the yeah, i’ve never heard that i’ve always you know, i say whether it’s your own professional development like negotiating raises or what but if you don’t ask, you get everything is negotiable. Everything’s negotiable think lorts in london was negotiable. And speaking of an analyst there’s nothing that i like better than being told exactly what your goals are so that i can build something that it’s really going to be successful, right ? Yeah, that’s the battle them to anna and say, show me these numbers, right ? I come to and i say, i’m trying to figure out this about this co owners this i’m trying to figure out the answer to this question, and then she comes back to me with the metrics that solve for x better than actually just telling me ac okay, yeah, well, we still have ah, good number of minutes together left. What ? What else ? Maybe other questions that got asked or other things that came out of your that were in your session that we haven’t talked about yet ? What else is there ? Well, one question that i got wass what software solves this ? I’m paraphrasing, but basically it was what what do i buy that will make this ? Um but thiss kp i process ? Yeah, are there ? Are there tech solutions way ? Haven’t talked about that at all ? No, i don’t think everybody just wants that easy answer, right ? Nobody likes introspection, and there are tons and tons of software programs that can display your kp eyes, so if you’re looking for a data visualization, a solution that board a dashboard product there’s tons and tons of thumb out there and what i told this person was that if your issue is that you don’t have the staff, teo, learn new software and you don’t have the budget to buy something that isn’t going to solve all of your problems. Then don’t buy anything, put your kp ice and excel, but, um, in a word, doc, if you have and it really is the process and the conversations and having thie organization wide agreement that makes this powerful not you know all, i’ll create some great visualization for you, but i can create plenty of great visualizations using meaningless data. Some some some of this discussion reminds me of ah, strategic planning discussion still mean you’re getting organizational buy-in we’re all agreeing on common goals and the measures toward those goals. I mean, those goals inform the future direction of the of the organization. So there’s overlap between this and a strategic planning process. Yeah ? Oh, definitely. Yeah, and that was a big part of it. The draw. When ana came up with the session idea, i thought it would be she roped you in ? Well, no, i basically solicited her. But then she came up with the idea because ntcdinosaur like solo. So i mean, i don’t know, but i’m the one that speaks of these things all the time. And i was like, anna, your turn. But it was her idea. The session was great and i just fell in love with it because it’s not just about numbers, right and that’s what people think that’s always important question. Exactly agreement. It really is about the change. Even change management, strategic planning like all of you respect exactly. And that’s, i think is. So is it lost on a lot of people, especially at non-profits ? Where everybody’s wearing ? A lot of hats, everybody is doing multiple jobs and just trying to get the next thing done on the list that this really forces you. If you want to do a right to take a step back and think about how your day to day activities impact the mission, impact the strategic objectives and on go from there and i think that’s, i think that’s really refreshing for people to do just in general, whether you’re developing kp eyes or not, because it does make you think about why we do what we dio and people who work in non-profits as well as those who partner like us, who partner with them, we do this because we love right now work the outcomes of the mission that zit and we all get so tied up in the weeds of the day today that we forget about the mission and how amazing the organizations that we work with. Our and people have a very hard time because they’re wearing a million hats, hats, and they have way too much on their plate. They just need to get that next e mail out so that they have a very hard time. Deciding okay, today i’m going to stop and actually go through this k p i building process, but i would urged people to try it because, uh, wait, we have a couple minutes left, and i think we talked a lot about motivation. Hyre logistically, how do you take this on you ? We meet once a week, tio i mean, he’s, a big topic you can’t you can’t do this in a in a week now, but you meet once a week, over months or a couple days over every other. How did you do this ? Logistically, i would suggest tacking it onto the front of your annual budgeting process, so work back off from when you’re budgets are due to the board, and then when their due to your department lead and due to leadership, and then give yourself a minimum of a month, but ideally two months so it’s, like not unusual for to be a six month process from the time of the department objective and kp i development to the time that the budget is actually finalized and signed off on by the board. Okay, excellent, helpful and that forces you to revisit on at least. On an annual basis, right, because you’re reevaluating before that next expenditure budget is good into place annually now, okay, okay, yeah, we have, like a minute and a half left. I wantto make sure this fits just right. So where ? Who wants to leave ? Leave us with closing thoughts. You know what else to say ? Okay. I wish i had something easy. Tio. You’ve seen this working clients, right using transformation and clients in the process can work. Yeah, stamina. Devote your vote attention to it. And i have seen it make those data day tasks easier, because then you have fewer interruptions from other departments or from leadership trying to push you in a million different directions. Dahna. Okay, it’s. A really good point. That’s. A good place. Alright. Thank you. Thank you. Love are well done. Wonderful. Okay, thanks. They are on a road. Deputy director of analytics chapman, cubine and husi. And also brenholz vice president of digital at c c h. The interview is sponsored by network for good. Easy to use donorsearch and fund-raising software for non-profits. Thank you so much for being with tony martignetti non-profit radio coverage of eighteen ntc. We need to take a break. Wagner, cps. Do you need help with accounting or your nine ninety ? Are you thinking about a change of accountants in this ? Ah, next in the next cycle for yourself. Check out weinger cpas. Dot com. You start your due diligence there, of course. And then talk to them. The partner ? Yeah. Huge tomb. You know, he’s been on the show. He’s a good guy. I trust him weinger cpas dot com the place to start now. Time for tony steak too. Do i say thank you too often ? If i do, please let me know, but i’m saying it now. I am grateful that we have the support we have now over thirteen thousand listeners, whether you are listening, live podcast or affiliate thank you if you’re following along on twitter. If you’ve, uh you’re following what we call it on youtube is just following subscribing if you subscribed on youtube twitter, youtube i thank you facebook, facebook, facebook fans! It doesn’t mean much anymore. It seems to have very much faded into sort of triviality. I remember the days we used to say like us on facebook. Facebook dot com slash twenty monday now provoc radio those were the dark days, but i’m grateful that’s it. Thank you. However you’re with us. Thank you very much. It’s. My pleasure to welcome back amy sample ward. You know her for god’s sake, she’s, our social media contributor in the ceo of and ten the non-profit technology network where we just heard a segment from for the last conference her most recent co authored book is social change anytime everywhere about online multi-channel engagement she’s that amy sample war dot or ge and at amy rs ward welcome back, amy simple word hi. Thank you for having me back. It’s always a pleasure. I am. I’m always waiting for the day when i just stopped getting invitations. Yeah, it’ll happen that way too. I won’t officially tell you. I’ll just stop course. Just slowly stop scheduling me and i will know it. It’s over. Yeah, i won’t even be slow. It’ll be abrupt. It’ll just have the thing. And then six months later, you’ll think about well, hopefully is not that long. Couple months later think packed. Jeez, tony hasn’t been in touch with me for, well, that’s the way it’ll happen. Um, okay, so we’re talking about fund-raising fund-raising underage. What ? Yeah. What ? Uh, put this on your radar. Well, you know, i don’t think it’s necessarily new. I think it is. Has old as the world of fund-raising, you know, centuries and centuries old. But it has been something that here and in ten. As as staff, we’ve been talking about a lot, especially in the last two year political climate on dh it’s the way that i would define thunder aging is you can think of it a bit a bit like peer-to-peer where it’s individuals it’s not necessarily on organization or staff members, people out in the community fund-raising and it’s, the fund-raising that happens or the campaigns that happen in response to things in the news, you folks in a specific geographic community care that something is being proposed or moving forward ? That’s going tio threatened a way that they live their life or the way that the organizations they support are able to do their work, and in response to that kind of anger, that rage, they want to feel like they’re doing something, and it doesn’t feel like there’s really anything that’s in their power to do in-kind of that complex world we live in of policymakers and government officials and all the way down to us citizens. And so they start a fund raising campaign to benefit those organizations that they support that they see as the ones who are in a position to try and make a change or support people experiencing whatever situation is happening. So it’s really driven by individuals reacting to the news, you know, whatever that news, maybe not saying that this is something that only happens in one kind of view or political party, but as as a country, i think we see these examples of fund-raising jane becoming more and more visible, bigger impact on dh more, yeah, so not new, but certainly amped up under thinks the twenty sixteen election and since donald trump is president certainly amped up on really throughout the country, but, you know, i even has they say both sides because i’m trying to get away from us being a polarized nation, but across all across all political spectrums amped up yeah, okay, okay, yeah, you know, there’s a there’s, a there’s, a sense that, right ? You know, it it comes from a sense of sort of incapacity, you know ? Yeah, i think it really is that powerlessness that i think a lot of communities feel where, where the ability to make policy or protect existing policy or change processes doesn’t feel like something they are ever a part of, and yet they’re impacted by the results of those changes and that powerlessness, i think, is part of that rage, right ? How could this happen ? But also, how could this happen and not include me when i am a person that is a part of this, and so a kind of counterbalance that there’s this feeling of ? Well, if there’s on top of us, you know that all donate five players surely will be able to pull those funds, you know, into this organization or into this movement that can’t help that a lot of this i think, comes from or is is related to what you and i talked about in august over marketing, you know, if if there’s if there’s an over marketing problem in the non-profit community, if we’re constantly at eleven on a scale of zero to ten, then you know where, where were guilty of amping up the amping up the rhetoric, right on dh, the passions and the anger and the outrage for sure, and, you know, we don’t have to go down that path, but i think fund-raising when done successfully and by successfully to meet a part of that means in conjunction with an existing organisation and you know kind of ah request or past that makes sense for them to move forward with when that happens. It’s, because organizations are not over marketing, right ? They are very clear there, very consistent. They are providing information that helped synthesize the news, the changes, the policies, whatever it is and demonstrates really clearly that they are part of the fight or the solution or the alternative path. And that way it’s clear for supporters again. You know, these aren’t necessarily campaigns driven by the organization’s. These air campaigns driven by community members who just are so fed up they want to do something. And so when organizations can be very clear and communication be very consistent about the the things they respond to in the news or the issues that they are going to speak about, it positions community members to know oh, my gosh, i’m so upset. You know, i heard this thing on the news, but i know this organization i support, i trust them. I know exactly what they do. I know exactly how they’re part of a solution that i want to see. I feel comfortable and confident starting to fund raise for them because i know where they stand, i know what they do, and i’m able to even borrow that language, you know, for my facebook poster for my, you know, fund-raising page and in a home run by the organization, they’ve given me the tools and resources to help me create a campaign, you know ? So exactly we’ll get to that because, you know, you want to have ideally you want to have these things in place so that the community is empowered. Exactly, yeah, do you because you want to benefit from this, you know, if your community is upset, there’s there’s a potential benefit for you if you’re working in that space ? Exactly. Do you have a sense of what ? What helps make thes campaigns more successful ? O or not ? Yeah, i mean, i think that like anything there’s going to be those examples that are true out liars on dh, you know, feel like magical unicorn rainbow fundraisers that happened, and we’re not necessarily trying to replicate those, but the things that you can do is an organization beyond what we were just talking about being really clear and consistent on the issues that you talk about, that you respond to in the news demonstrating and communicated kating, how you address those things do all of that, but also i think if you think about this as a peer-to-peer campaign that you’re just not launching, you want to go through some of the same steps, you want to make sure that as an organization you can take donations electronically, that you, you know, have that kind of donation button set up on your website, but also that your, you know, maybe registered on various other peer-to-peer donation platforms so that if people wanted to create a campaign for you, you’re in the system and they can, you know, attach to your profile and have the funds go to u s o that’s one kind of administrative step to take and then on a planning communication side of things, you want to make sure that you’ve done again some of those same peer-to-peer best practices, you’ve got some tool kits that are really easy to find on your website, really easy to follow that say, if you’re going fund-raising for and then you know, whatever your organisation’s name is, here are the things that we know are successful here’s what ? Our logo file is that people aren’t just making a version of your logo that’s not right here’s, you know our mission statement here’s what we’re doing on these kind of top five issues, whatever you think may end up being the things that kind of rage people into fund-raising for you, so you already have sametz tab lish talking points out there, so put some of those tool kits together on dh. I also think that it’s important to keep in that you know it doesn’t have to be a pdf. It could be a page on your website that is, quote unquote the tool kit. It could be a google dog, it could be whatever, but make sure it’s up to date and you’re including things that are even even for people who want to want to fund rage but don’t want to create a whole page for you somewhere or don’t want it to be a long term thing, but they’re kind of really easy to copy paste messages that point back to your donation form so even if they don’t have the capacity or or maybe skills and knowledge to set up a fundraising page for you, they could copy paste that facebook comment that says, you know, i support and ten this is what they’re doing on this issue here’s the donate link so that you can even get those folks, or maybe it’s the lighter end of the spectrum. We gotta take a break tell us you’ve heard from charities that referred companies for credit card processing, and they’re getting the revenue each month you’ve heard from the companies using tello’s for their credit card processing now can use more revenue that long stream of passive revenue that comes from the fees that tello’s urns from the companies you refer. Start with the video at tony dot m a slash tony tello’s. Now, let’s, go back to amy sample ward. You ticked off a whole bunch of things there, andi, you didn’t have to go, but you were concise, you know, like you’re reading the outline for your next book for this chapter, fund-raising because, you know, i think that it’s important to keep in mind as like an idea about all of this is that this may be different from how organizations may think about other fund-raising campaign is that often really successful ? Fund-raising campaigns community led fund-raising campaigns the organization’s air in the background, but that doesn’t mean the organizations were not actively a part of that campaign being successful, so you don’t have to be the star because you’re going to be the start that’s all the talking points or about how you are going to do this change and that’s why people air are fund-raising you don’t need to be the voice that’s saying all of that so don’t feel like once somebody starts, you’re goingto kind of publicly jump on that and and you’re helping them by being really public about it. That’s actually, what you can do to help them is to be in the background reach out to them, send them an email if you know who they are, you know, send them a phone call and say, what do you need ? Do you need more messages ? We have staff to do that, you know, do you need images ? We can give you some images, help them and give them the fuel to make their campaign strong and don’t feel like you need to step out in front of it. I mean, you want to provide the infrastructure and an ongoing support, but but i think we actually counterproductive if you stepped in and started dahna messaging within their peer-to-peer campaigns, right o for sure we’re going the merciful st makes people feel like, do you even really care about this ? Are you just doing itcause ? This organization had you right ? I’m injecting, it loses that, yeah, you lose the first piela the pier is now the non-profit non-profit to the person’s peers who are not their peers, you know, it’s, it’s, it’s too long a string to abbreviate you can no longer abbreviated ptp. So exactly and i think what’s important to remember to is that the path you think might be most obvious or even easiest may not be the past for them and that’s ok, if they want to really focus on email because that’s who they are and they, you know, send lots of e mails every day and that’s where they know people will open their e mail and read it don’t tell them they need to be tweeting, you know, don’t tell them they need to post on facebook whatever channel somebody’s most comfortable with let them go through that channel. And say, you know, instead of giving you really easy to use tweets, we will write, you know, paragraph chunks for you to use that are compelling that have links to resource is whatever it is that’s going to help them in their outreach on dh you just have to be flexible tete that. Yeah, again, it’s you know, it’s it’s offering support. I mean, the first p knows where the second piece all right, where they hang out. You know, they know my friends. I know my peers put it in the pdp what’s a good word. I was structure, but lexicon samson in the lexicon, you know ? So i know where my penis will like these hangout, so don’t don’t tell me what i gotta do. Of course not. You’re interfering and yeah, yeah, no, i’m great. Yeah, but peace that’s interesting. And i would love to put you on the spot in here. Your thoughts to tony is is the way that these kinds of campaigns justice we’re talking about really centering the people who are fund-raising and not the organisation. How that means they are different in the way that you recognize those donors and supporters. The way that you recognize the work of that campaign on the way that you take credit for those funds, i think there’s a lot of nuance in that give in the way that these campaigns often start the reasoned that people give to them versus give teo you as an organization. Right ? I think it’s important to remember people are giving to that campaign to that rage and not necessarily to you as an organization, even though they are giving he was an organization, right ? So how does that, you know, maybe require, as an organization, you have different practices for the way you recognize and think those donors and those supporters that maybe you do when you run other campaigns yourself ? Yeah, i don’t take well to being asked questions on my own show on your own. Show it sze tony martignetti non-profit radio way. You just made my voice crack. I’m so upset. I know i would say you i would say you need to defer to the to the first p the person who ran the campaign for you, i guess first. Are they willing to share contact info toe let you directly. Thank the donors. To the campaign, maybe one. That all depends. Where did those donations go ? Over there, where the donations happening on a platform where, you know the contact information with saves captured, renamed not you know, i think there’s a lot of kind of technical russians in there too. Okay ? But even if i did capture it on my e-giving form online, i still would ask the the person that person’s permission because they know their peers better, you know, then, you know, how would you feel ? Would you mind if we, uh, could we thank them ? Wei have the info, but we’re not going to use it unless you, you know, let us say something or could re send a message from you to them and, you know, maybe the two of us, right, send a combined thank you message. Maybe our ceo signs it and you sign it, you know ? So what i want that’s a really great idea for for some instances, because you’re then maintaining the same relationship you had during the campaign where your job is an organization was to give them what they needed. And now you’re reinforcing their leadership in the community by saying we’re going toe thank you. And if you would like to, you can pass on our message of things to your, you know, to the donors, but you’re kind of still putting them in the position as the leader instead of the organization. Yeah, yeah, they’re they’re in the lead. I mean, there, there. Yes. It’s there it’s there community that they were fund-raising from so, um, yeah, you wantto elevate them ? Absolutely, uh, that’s, my son and i think it’s also important. I mean, when we think about this, any kind of fund-raising campaign as list building and what that means for future cultivation, whether more donations, bigger donations or other actions, you know, kind of other ladders of engagement. I think there are a lot of instances in fund-raising jean situations where the people who feel kind of fired-up and are supporting that effort are doing it in the way that’s not visible to the organization, at least from a like database perspective, you know, they’re not signing up on the organization’s website. They’re not donating to the organization through a donation form that the organization has access to, so they’re not coming on to the list, but these are people who are fired-up and finding ways against through those leaders who are kind of calling their community action, too continue giving them more news, continue giving them updates even after the maybe donation phase of it is over, but not lose contact with those people and continue to go back to them to say, hey, you know, we got a million dollars, which is not unheard of in some recent examples of fund-raising, you know, we got a million dollars in a week it’s been a month here, the eighteen long years that we’ve hired, we just wanted to let you know, you know, or here’s work that’s happening because of this so that they continue to be in a place where there almost spokespeople for for that action now, and they are saying, hey, i just got this word from the organization, this has been the impact of what we did, and, you know, they get to be the ones sharing that news because you don’t have a way to connect with other people, so at least make sure you don’t lose contact with those that you d’oh, we got to take a ah last break. Text to give, you’ll get more revenue because they make e-giving easy for your donors. If your donor’s consent a text, they could make a donation. We’re talking about that right now, it’s, part of your infrastructure, it’s simple, affordable, secure plus the ceo chadband oid very smart guy he spent set up a smart company um, it’s easy to get the info text npr for non-profit radio to four, four four nine nine nine npr to four, four, four, nine nine nine we’ve got several more minutes for fund-raising well, i’m very glad of within the sample ward would it was one thing i wanted to bring up is a question that has been brought up here at staff when we’re having conversations about this world of fund-raising jane and that is that you can’t anticipate when it’s gonna happen because of the news of the death everyday tension between, you know, you don’t really know what’s gonna happen in the world every day in advance. And what does that mean, given that it’s september right now, when people are probably have already done or at least starting to do now their end of year campaign planning ? So what ? Does it mean if you were, you know, done months of planning all this work ? You’ve launched your end of your campaign ? It’s ? You know, november, december, you’re running this end of your campaign. Something happens in the news. It’s that moment, you know, it’s okay, at least in my opinion, open tio what you may think, tony, but, you know, it’s okay to me, if that means your end of your campaign comes in way under goal and you stop tweeting about it because it may be more important to focus on this other angle where your community is fired-up in a different way, then continuing to almost compete with your community’s interests on, and i think that can be hard in the moment to say, oh, my gosh, we did all this work. We have all these goals and expectations are bored, you know, wants to do x y and z, and now we’re not gonna send this, you know, email out or something, but depending on, of course, you’re going to have to gauge what the community’s responses and all of that. But it may mean that you do let go of that end of your campaign. And that has to be okay. Maybe there’s a way to combine the two so that you know, so yeah. I mean, i definitely think it matters what the universe is, what the community is trying to campaign around. I think you could definitely, especially for your organization willing to do it. I have it in real time and make that end of your campaign talking points aligned with the communities, talking points, you know, if it’s not a huge departure from what you needed, what you needed to say anyway, that’s yeah, i agree. I mean, i would i would try toe message it so that you can you can take advantage of the the outrage. And and as you’re saying, you know, message it into your end of year, you know, it’s that it’s a tough one, because, i mean, i know a lot of listeners have small organizations with, like, one, two, three, staff people and, you know, end of year is like, you know, way may not make payroll if if we don’t do a certain amount in the in the fourth quarter or a lot, a lot of times, you know, like the month of december um, so it’s it’s hard, you know, you gotta yeah, i don’t think that you know, on the first tweet from a community member, you know, manage, stan, you’re not doing now, you’re doing it lightly, but i’m just, you know, i’m trying to balance the i’m trying to balance, you know, what’s not competing with your community, what your communities anger is and what they’re talking about. Versace, versace, you’re own your own messaging for the biggest campaign of your year. Um, i’m trying out for a lot of organizations that have a diverse fund-raising kind of palate with maybe online fund-raising and end of your fund-raising and major gift that it is just filters into maybe how you balance or prioritize amongst that grid, like maybe you say, okay, well, our online fund-raising focus will be supporting these community members who are tryingto lead some campaigns and, you know, are offline is just going to focus on our major donors, and they it might be an opportunity that they feel more compelled because now they see other people, you know, are coming coming to support the same organization that may be a lower financial level, but it still means something, so i think it’s really, about how it plays into the mix. Dahna yeah, yeah, i agree. I’m just considering the balance on a zai know how critical certain campaigns, whether it’s fourth quarter or not, you can be teo teo, people in to those organizations that are small, like i said, you know, one, two, three before employees, you know, i worry about making payroll and making, making rent payments that can that can keep you up at night, you know, you know, um, okay, we still got a couple minutes left. About two minutes or so left before we let you go. What else ? What else should we be talking about for two minutes ? Well, you know, i would be curious outside of on ly fund raging the ways that organizations are also using the news for, i don’t know howto turn raging into the end of other words, but, you know, these air really important moments for organizations for what we were talking about before, with this building and ad ad advil raging, i really committed to making raging part of the word, but, you know, finding ways where probably a little bit more on the fly, which is always hard for organizations, whether they’re bigger, small but finding ways to say, ok, this thing was said, here’s, how we feel about it, you know, do you stand with us something that doesn’t have to have any material outcome from it ? You’re now not, you know, producing an event or launching a program because you’ve said something but ways to get your community feeling like oppcoll they are with you, they know where you stand, you are getting that information back from them to be able to maybe segment your list really dynamically to say, wow, all of these people responded to this news item this day and, you know, these people didn’t that’s another wayto plan for cultivation later. So i think even if your community isn’t necessarily starting fund-raising campaigns for you or you’re not starting fund-raising campaigns in response to the news, you can still be using things that happen, whether they’re local or regional, are at a federal level, help you get more information about who your supporters are, what they care about, how they, how they came to sign up for you so that you can again better reach out to them. But think about your list before you start sending out fund-raising messages later. Yeah, it’s, not it’s, not all about fund-raising wait, we’re gonna leave it there and you say the word you’ll find her at amy rs ward and just follow her for god’s sake. You see all this wisdom ? Get it on twitter at amy or it’s war and also amy sample word dot org’s. Thank you so much, amy. Thanks, tony, my publisher. Next week, jean takagi returns with his take on donor advised funds if you missed any part. Of today’s show, i beseech you, find it on tony martignetti dot com, responsive by pursuing online tools for small and midsize non-profits, data driven and technology enabled. Tony dahna slash pursuant capital p when you see piela is guiding you beyond the numbers. Regular cps dot com by telus, credit card and payment processing, your passive revenue stream, tony dahna slash tony tello’s and by text to give mobile donations made easy text npr too for for for nine, nine, nine. Our creative producers claire meyerhoff. Sam liebowitz is the line producer. Shows social media is by susan chavez. Mark silverman is our web guy, and this music is by scott stein. You with me next week for non-profit radio big non-profit ideas for the other ninety five percent go out and degree. You’re listening to the talking, alternate network, waiting to get in. Nothing. Cubine hi, are you interested in blockchain technologies and cryptocurrencies ? Then tune in here on talk radio. Got n y c with me, david every friday, eleven a, m twelve p, m eastern time. As we answer your questions and interview, great guests live on internet radio on building the blockchain where you can catch the blockchain revolution. You’re listening to the talking alternative net. Are you stuck in a rut ? Negative thoughts, feelings and conversations got you down. Hi, i’m nor in something potentially ater tune in every tuesday at nine to ten p m eastern time and listen for new ideas on my show. Yawned potential. 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