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Nonprofit Radio for September 21, 2020: Your Leadership Pipeline & True Consultant Love

My Guests:

Dennis Miller: Your Leadership Pipeline

Dennis Miller returns to encourage you to identify and develop future leaders in your nonprofit. He explains what goes into your leadership development plan. He’s president of Dennis C. Miller Associates.



Loree Lipstein & Tracy Shaw: True Consultant Love

If your leadership pipeline is lackluster, you’ll have to hire outside talent. Our 20NTC panel helps you pick the right match for a great consulting relationship. They’re Loree Lipstein and Tracy Shaw from thread strategies.

Loree Lipstein Tracy Shaw





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[00:00:33.94] spk_1:
Hello and welcome to tony-martignetti non profit radio big non profit ideas for the other 95%. I’m your aptly named host. Oh, I’m glad you’re with me. I’d be forced to endure the pain of declare veins if you inflamed me with the idea that you missed today’s show Your leadership pipeline. Dennis Miller returns to encourage you to identify and develop future leaders in your non profit.

[00:00:40.74] spk_0:

[00:02:08.74] spk_1:
explains what goes into your leadership development plan. He’s president of Dennis C. Miller Associates and true consultant Love. If your leadership pipeline is lackluster, you’ll have to hire outside talent. Our 20 NTC panel helps you pick the right match for a great consulting relationship. There are Laurie Lips Teen and Tracy Shaw from Thread Strategies. Antonis. Take two. A change to plan giving accelerator response erred by turn to communications, PR and content for nonprofits, your story is their mission. Turn hyphen two dot ceo and by dot drives, raise more money changed more lives. Tony dot Emma slash dot for a free demo and a free month. I’m very pleased to welcome Dennis Miller back to the show. He is a nationally recognized expert in non profit leadership, executive search, strategic planning and board and leadership performance coaching with more than 35 years experience. Once upon a time, he was president and CEO of Somerset Medical Center and Foundation in New Jersey. Now he’s president of Dennis C. Miller Associates. He’s at Dennis c. Miller dot com. Welcome back then. It’s similar,

[00:02:10.84] spk_0:
All right. Great to be back. It feels like being back home. It’s great.

[00:02:14.60] spk_1:
Back home. Good

[00:02:16.44] spk_0:
a long time. I’ve always, you see since grammar school because distinguished myself

[00:02:20.35] spk_1:
from the that from that comic Dennis.

[00:02:24.23] spk_0:
And I just tell people I’m actually funny today. It’s so that’s right from

[00:02:27.57] spk_1:
the fraud. Yeah, he’s the fraudster. You’re the original. All right. Dennis Charles.

[00:02:32.68] spk_0:
His mother gave him my name. Put it that way.

[00:02:36.04] spk_1:
Yeah, very good. Alright, alright. So leadership are non profits. Not doing a good job bringing up talent from their ranks. What are you seeing, Dennis?

[00:03:07.04] spk_0:
What’s not necessarily that they’re not doing a good job. I just think there’s not a focus that they need tohave here. I mean, I tony, I tell a lot of people that typically today with, you know, Kobe 19 this is the time to do a number of key things. Shopping up your vision, shopping up your board, shopping up your branding flans me. But really, a lot of tension has to be paid to assess your leadership talent from within new organization. I mean, you know this quite well. I’m sure your listeners to is that the thing that makes an organization successful is not the bricks and mortar it’s of people. And we need to invest as much as our in our own people as we possibly can, because there are our future leaders. So it’s really crucial that we take a step up and invest in our leadership development.

[00:03:31.01] spk_1:
How do we distinguish between folks who have leadership potential on dhe? Those who don’t

[00:03:56.64] spk_0:
well, a couple things first and organization really should do is think about what its overall strategic goals or for an organization, and then looking at every position they have in the table of organization as any level of management, whatever one of the conferences that one needs toe have to succeed in that job, particularly if that job becomes available. What we do is that we do an assessment of each leadership person and When I say leadership, I’m not talking about the top level

[00:04:03.53] spk_1:
people. This is not only for CEO. Yeah,

[00:04:48.94] spk_0:
this is for everybody that has a title of supervisor, part time, weekend outreach coordinator. Whatever this is, the leadership of support term for us is the kind of we do an assessment of them to our farm to Alexis. And it really kind of measures core attributes. Um core attributes the things along, the lines of reasoning, ability of people contact their attitude, their sense of urgency will take charge. There’s things like that. They’re competitive. So once you assess their core traits, not court aptitudes core traits, you can then put together a development plan for those core traits and kind of move people on which I’ll happy to explain. But it’s really assessing where someone is and give me a plan of action to develop. So they become for productive and more forceful as a leader going forward.

[00:04:53.54] spk_1:
Do you feel that anybody has leadership potential if they’re if they’re brought along the right way? Or they’re just some folks that are not are not meant to be leaders.

[00:05:03.04] spk_0:
Yeah, Well, listen, you know, there are people I think you can learn to be a leader. I think that I think I learned to be a leader. I think there’s some people that certainly are born probably with certain attributes or genetics that predisposed them towards a leadership position, something sometimes. But I clearly think people can can learn to be a leader and certainly buy things in their environment or things in their life that they have to make choices on. So I think people can develop if they want to. But here’s Brian saying Everybody you have to choose and decide You wanna be a leader And I think there’s a lot of ways of helping people become leadership. But it’s a question, if you wanna, you wanna be a leader. If you wanna be a leader, you wanna be one. Yeah,

[00:05:42.56] spk_1:
all right, that’s true. A lot of folks may not aspire to that. They’re just absolutely don’t know. They don’t want to supervise other people and,

[00:05:49.84] spk_0:
well, you know. And there’s a

[00:05:52.27] spk_1:
place for them as well. Of

[00:05:55.14] spk_0:
course it you and I know that the future and even today I mean we need leadership we need. Teoh is a people business. We’re in and so we need to develop or potential. Those are assets.

[00:06:05.64] spk_1:
Well, I know you chose to be a leader because one of your books is mopping floors to CEO. Yeah, I know you’re you’re chuckling, but that’s your book title.

[00:06:53.64] spk_0:
Yeah. What is it? You know, I I’ve had a successful 35 40 year career, but I started out really difficult challenges. And I did actually my floors when I was, you know, young man and was sort of homeless and went to a very difficult time in life, and and I chose to become a leader, and I ended up becoming a, you know, CEO and had a long term career of 25 years of medical, business and corporate executive and CEO of two hospitals. And I had my own business for 16 years, so I chose to be a leader. Absolutely. But, um, you know, I think that we need to sort of, you know, uh, the issue was also about, um, confidence and developing self confidence to people that they can be leader. And I think you know, most people somewhat lack some level of self conference. Some people, as you know, have too much self confidence and probably not riel, but I think tony to a lot of people. Given the opportunity to experience that chance, I think people will grow with it. I mean, no one gets to be a major league baseball player without starting with Tebow or literally. So. I think that, um, but I just to me is really important. It’s not not something we could do tomorrow. We don’t You could do this without any, almost without any dollar investment. But if we don’t invest in our people and training our people give people a chance to grow and develop. No one stays in a job forever, and it’s really crucial, particularly in any sector. But it’s not public sector, which is really the glue that keeps our communities together through these difficult times. And this is the worst time I can in 100 years, at least for this country, for the world leadership of development. And so what is the what are the benefits? When you tell people that you’ve been selected to be part of a leadership development program, it inspires enthusiasm. The morale goes up, retention goes up. People feel a sense of future

[00:08:11.34] spk_1:
I was just gonna ask you, Do you tell folks that they’re in a leadership pipeline? Leadership will tell someone Way leadership potential in you.

[00:10:00.34] spk_0:
Yeah, I think One of the ways way. Do it. Twofold. One is to start with, just, you know, hopefully everybody has some form of performance evaluation system. So to evaluate people, how they’re performing on those, whatever they might be a those top 20% performers, whatever they have earned the chance to be in sort of. What do you want to call your own organizational, leadership, academy or institute? Whether you have 50 people working with you or 500 people working, too, you want to kind of identify those people based on their performance. Then those people have not made the grade. You could explain to him what you need to do to make the great so you could motivate them to say, Listen, you need to beam or focus on working with others. Well, not just yourself, so you can point out the thing that they need to do to get into that leadership club here. It’s a huge reward to do that, and then obviously there’s a lot of things that one can dio and the types of courses one can take online courses using your own staff as mentors. There’s a whole range of things to focus in on, but clearly there’s a lot of leadership conferences today that we need to use to successfully leader organization. But we didn’t use yesterday, so I’ll give you a couple examples you clearly today more than before, visionary thinking is crucial. Compensate. That has to have, I mean, mission support. Mission focused is crucial but visionary thinking. It’s important relationship building. It’s a simple thing, but clearly how well you can earn people’s trust. Respect your passion for the organization, Emotional intelligence is a huge issue to be able to be able to identify and grow. Used to be I Q. Now it’s like you entrepreneurial spirit, having the ability to understand that today you know most of our funding is not going to come from public sources, and most of our, uh, you know, funding, particularly with Kobe. 19. This the federal government statement cameras. We’re running out of money so don’t dependent on public funding together. But on tomorrow, Spirit Mayor convinced people to invest in your success. That’s it’s fun. You issue of collaboration wth issue of being a motivational leader of vision will be able to be successful succession planner s. So there’s a lot of conferences that people need tohave today and the skills that need to have going forward and not necessarily the skills that led people to success in the past. So today there’s new companies that needed, and we need to encourage people to develop those.

[00:10:47.67] spk_1:
All right, so you can you identify these? I mean, you’re not gonna find somebody who’s got all these competencies? I don’t think, but you’re you want toe identify people who have potential, right? I mean, maybe they they think they think broader, you know, they think market wise. So that gives them a broader a broader perspective. So that’s that’s encouraging on. Maybe they’re on top of that. They work well with others, but you’re not gonna find somebody’s got all these, you know, 68 competencies. Right? But you’re looking for you’re looking for potential in folks, right?

[00:12:29.76] spk_0:
Yeah. Nobody is perfect. Nobody has everything myself included. Clearly what you want to do is focus on where people are at today. So what are their best attributes today and give people enough because there’s thousands and thousands of people every day who are visionary thinkers in our own communities, but give people an opportunity to be exposed to it. So let him explain What? What does it mean to be emotionally intelligent? What does it mean to be able to regulate your own emotions? What does it mean to be able to identify the emotions of others, to make sure that your own emotions are causing, uh, friction within other people? So how do you respond to people’s emotions? So there’s a lot of things one can learn what can learn about governance, what can learn about flan to be what can learn AA lot of things, how to develop goals and follow through and give people an opportunity to it. But if we don’t sort of seed if we don’t seek ways of training, are currently has become better and are potential leaders become even better emerging leaders, we’re gonna be on the show. So we have to focus on as much as we can developing people.

[00:12:32.87] spk_1:
All right, we’ve identified these people, by the way you might hear some background noise. I have some work going on on my deck up above me. So in case you here’s some background sawing or pulling boards up or anything, that’s what’s going on.

[00:12:49.07] spk_0:

[00:13:07.64] spk_1:
z unavoidable. So all right, way to identify these people? How do we invest in them in their futures? Or do we? Is it a matter of sending them toe professional development courses? Is it giving them mentors? Is it broadening their responsibilities in the organization? How do we develop these, these folks?

[00:13:45.84] spk_0:
What’s a couple of things and your questions right on the money. So it’s a every organization. Just as you have a strategic plan and you have a business plan and operating budget plan, you should have a leadership development plan. And what does that mean? Just what you said here. So sometimes you wanna be able to, uh, creators and met the ship. So who would The organization would be a good mentor, Somebody else’s to identify your mentors. Mentors and coaches here identify potentially some their courses or topics that one can teach about sort of through a lunch and learn. Uh, there are. We are firm. We have online courses. We have an online course called How to become a high performing, non profit executive leadership team. A CEO’s guide. The organizational success So you could take this course relative very inexpensive, a tw home in your office on your mobile app. And so there’s ability to interact with that. There are certainly a books one take their certainly things on the website. You can think so, But if you wanna let people put somebody in charge of your leadership development for maybe or HR executive, maybe you’re Cielo. But anybody here? So you want to stop. Wish more of a formal leadership development program, just as you would with anything else here, just as you wouldn’t and you’ve developed. You have a development plan, a fundraising. But how do we get more donors dollars? There’s an effort put into that right. You hire someone, you have a program. We have a plan. You might bring an outside consultant. Focus in on your leadership development the same way here. I think that you can clearly think about this. If you’ve been identified as a potential method that makes you feel good. Also, to know that you’ve been recognized as someone who could be a mentor here, So this has a really, really positive feature here. So if you assess people’s talent, you do have to assess people’s talents based upon their performance and again people our farm. We have something called Alexis, which we measure people’s core attributes and things like that, but certainly, um, development program.

[00:16:02.84] spk_1:
It’s time for a break turn to communications. The world runs on relationships we know this turn to is led by former journalists so that you get help building relationships with journalists when you wanna be heard because there’s breaking news and you wanna show yourself as a thought leader in your field, those relationships are going to help you get heard because journalists are gonna take your calls because they already know you turn to specializes. In working with nonprofits, they understand the community. One of the partners was an editor at The Chronicle of Philanthropy. They’re at turn hyphen two dot c o. Now back to your leadership pipeline with Dennis Miller. Is this a program that’s for individuals? It’s individually tailored or it’s a It’s a leadership or professional development program that is universal for for all all the potential talent we

[00:17:24.24] spk_0:
see, I think as an organization, I think you should have overall organizational, um uh, leadership development plan, just as you would in order overall organization plans. We plan. So overall one. Now, just as you have a plan for annual giving and playing, giving and major gifts and grants things like that and then each person that was that in your employment, each person that’s part of your team should have their own individual sort of plan assessment based upon their own personal. That’s what they need to do. So example here, if they’re assessing, they find that their you know their their reasoning ability as well. They enjoy people contact, but maybe do not take charge. So now you have to find a way to help them build their self conference so they could take charge so each each other, assess each person individually at the same time having any part of the group here. That’s how it works. It’s like coaching sports team. You have a team, you know, whether the Yankees or the Mets or the Dodgers. Whatever. You have a team out there players, but each person is also coach in your position, so that’s how you do it. You

[00:17:24.48] spk_1:
mentioned mentoring could be could be valuable, say a little more about that. I feel like there’s not enough. I feel like it’s not enough attention paid

[00:17:31.90] spk_0:
Thio your your friend or family next, tony. But I think I look at myself here. I mean, telling yourself here, I asked, You know, your listeners, Has anybody ever meant that you have? You had a mentor and I’ve had a number of mentors and they’re just people toe the surrogates and supporters, people that maybe there were role model to you. So someone, you know, that’s that’s probably the best thing if there’s anything that you kind of listen come away from today is is is you know, think about the idea of mentorship just where your organization can. You have people become, you know, become a member.

[00:18:16.94] spk_1:
Let’s let’s talk. Let’s drill down because I’ve had other guests, you know, talk about the value of mentoring. But but and you’ve said you’ve had many mentors, what does it look like? Do you schedule a bi weekly or a monthly? Our together

[00:18:21.86] spk_0:

[00:18:22.22] spk_1:
there’s some banging going on. By the way, you might hear our radio to my my contractor likes, uh, music of the sixties and seventies.

[00:18:32.57] spk_0:
So outside my office to say,

[00:18:33.76] spk_1:
Okay, you got recycling. All right, well, you might hear some credence. Clearwater Revival. Um, hey, if you can hear his music, that’s the There you go here that there you go, pulling that, pulling those deck boards off. All right. So mentoring the details of mentoring. What? How does it work? Let’s talk about the nuts and bolts of a strong mentoring relationship, like in your own. In your own example,

[00:18:59.84] spk_0:
I It’s an excellent question, I think. A couple of things here. Thanks. You certainly can. And as an individual, be seeking a mentor. So try to identify someone maybe in your and your neighborhood, maybe in your organization, maybe in your church.

[00:19:17.84] spk_1:
All right.

Nonprofit Radio for January 22, 2016: Leadership Development & Forget Leadership, Join In

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Gerald Richards: Leadership Development

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Just like donors, it costs you a lot more to replace a promising employee than to retain one. But you won’t retain your talented people if you don’t show them the way to advancement and help them move up. Gerald Richards shares his strategies. He’s CEO of 826 National.


Amy Sample Ward: Forget Leadership, Join In

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You don’t have to create a hashtag or campaign to have success with it. You can jump on or join in if you know what you’re looking for and how to get started. Amy Sample Ward explains it all. She’s our social media contributor and CEO of NTEN, the Nonprofit Technology Network.


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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. We have a listener of the week. Britney bottorff in san francisco she’s at brit but b r a t b o t t here’s what britney says, i’m a big fan of your podcast i learned a lot from you and your contributors and quote, well, probably more from me than the contributors, but it’s important to mention the guests. Thank you, brittany, but i think enough said no very much, thank you very much. Britney love that you love non-profit radio britney button dorf congratulations, non-profit radios listener of the week oh, i’m glad you’re with me. I’d suffer with mathos iss if my mouth had to say the words you missed today’s show leadership development just like donors, it costs you a lot more to replace a promising employee than to retain one, but you won’t retain your talented people if you don’t show them the way to advancement and help them move up. Gerald richard’s shares his strategies he’s, ceo of eight to six national and forget leadership, join in, you don’t have to lead a campaign or create a hashtag to have success with them. You can join in or jump on if you know what you’re looking for and how to get started. Amy sample ward explains she’s, our social media contributor and ceo event in the non-profit technology network tony’s take two the com videos from non-profit technology conference we’re sponsored by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuing dot com, also by crowdster online and mobile fund-raising software for non-profits now with apple pay mobile donation feature crowdster dot com my pleasure to welcome gerald richards. He is ceo of eight to six national, a network of creative writing and after school tutoring centers in seven u s cities. He speaks in trains and has certificates in non-profit management and leadership over twenty years, he’s worked at the network for teaching entrepreneurship, united negro college fund, university of california at san francisco, chicago panel on social policy and the cradle foundation. He’s at gerald eight to six ceo and those are the Numbers 8:2 6 and of course you want to use the arabic don’t go roman numerals it’s not the ii i v i c e oh, don’t do that, it’s eight to six and also don’t do gerald d c d c c c x x v i that would be wrong duitz gerald, eight to six ceo at sign at the beginning make sure you use the arabic welcome, gerald richards. I hear you’re chartering gaily in the background. That’s! Great way! Have fun here on non-profit radio. Look at you. Smiling and gas laughing that’s. Wonderful out of it. Welcome. Welcome to the show. Thank you very much for having pleasure. You’re calling from west coast where you are. You in san francisco? I’m weird. Go our national office. Okay, cool. Tell me about eight to six. You know you goingto more detail than i did. Please what’s eight, two, six all about this literary and arts training for kids. What are we doing there? I’m sure you know our organization is really engaged in helping students enjoy and create a love of writing. So we work with about thirty two thousand students every year on creative, expository and technical writing through workshops through cloudgood work with we do teachers in classrooms and through our centers in the city that were in. And if you don’t know, our model is it’s different it’s a blended model for the stuff we do on site. So we have storefronts and weird, quirky storefronts that front our tutoring and writing centers. So here in san francisco, where we started, our center is a pirate supply store. So you might know is a six valentia so it’s, a pirate supply store in the front and there’s a writing center in the back for kids? Yes. The kids walk through the store to get to the i love the storefronts you have besides pirates, superheroes and magic and secret agents and what’s the one in brooklyn on the one in brooklyn. The superhero supply store. That’s a superhero’s. Okay, right. Yeah. Cool. So you have these? You have these off beat marketplace stores up front and then in the back is the writing center. That’s great that’s. Outstanding. I love how did where did that come from? The court, eastern front’s. It came from one of our co far co founder on our founder’s day vaguer than innovate clolery who? I saw a need for students in the neighbourhood here in the mission where we started that they need tutoring, help and writing support. And so but the space that they got was known for retail. So the landlords, like you, have to sell something. So they decided to because of the space and the way it looked to sell pirate supplies. Well, i love it, i love that are born of necessity. Ok, sure, we’ll we’ll sell pirate supplies if you want, but we’re going to train students in the back and teach them and have writing workshop so that’s, right? Ok, mister landlord, alright, leadership development you you see a problem among non-profits what do you see? Well, you know, i think a lot of it is that we’ve got these incredibly talented people come to us and now, you know, and i know i’m getting older and they’re getting younger, they’re coming to us and i think because of the way for some of our non-profits vessel for small non-profits structured, we don’t have a lot of opportunity or a lot of funds to be able to offer leadership, development or any other profession development to our staff. We wind up doing it either at hawk or trying to find things for people class is for people who take that might be free. Um, and we’ve got, you know, amazingly talented people who didn’t wind up if they’re not getting the professor development, they need opportunities to advance opportunities to learn they tend to leave and go elsewhere and go to other organizations, and then that hurts us because, you know, for most of us and small and medium sized non-profits you’ll have one development person, right? And imagine it one development person who’s, one of most important people in your organization leaves and you have to find a new one, or you have don’t have someone in the organization who can take over for that person or can move up the ranks and take over for that. So we need to invest in our in our people in our future is another issue out there, which is the baby boomers ceo retirement cycle coming up something like thirty percent, they’re going to retire in, i don’t know. What is it? Ten years or so, something like that? Yeah, ten year, five, ten years things have happened sooner and then the recession hit, you know latto staying but now it’s it’s looming you know this idea, this thing of people who are older people started organisations, organisations have been around for a long time will be leaving and so the next generation are we ready for that to happen? And have we train the next generation of leadership to take over that? Those spots okay, eight to six has been doing a lot of things around this now we have just about a minute and a half or so before we take a break. So i’m going to if you don’t mind, i’m gonna tease a little bit, you know, we’re going to talk a little about succession planning and job descriptions and hiring people that have more than just passion that’s important, but it’s not good enough by itself and, uh and you’re gonna tell us a little about special snowflakes, right? We’re gonna talk a little about special snowflakes that’s, right? Ok, there’s, the teas will go out right now for the break and when we come back, gerald richardson i the eight to six national ceo going to keep talking about leadership development be with us. You’re tuned to non-profit radio tony martignetti also hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a quick ten minute burst of fund-raising insights, published once a month. Tony’s guests are expert in crowdfunding, mobile giving event fund-raising direct mail and donor cultivation. Really, all the fund-raising issues that make you wonder, am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti dot com that’s marketmesuite n e t t i remember there’s, a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website, philanthropy dot com fund-raising fundamentals, the better way. Welcome back to big non-profit ideas for the other ninety five percent let’s do a little live listener love about new bern, north carolina going to be down there very shortly. Komac, new york and st louis, missouri, about those live listener love each of those cities and we’ll be going abroad shortly. Yes, we have r listeners checking in from asia, as always, affiliate affections if you’re listening on one of our am fm station affiliates, whatever time the station has worked us into your, uh your your schedule precisely knowing the best time for your community be listening affections out to those am and fm affiliate listeners and the podcast pleasantries, thie over ten thousand listening in the time shift, whatever you’re doing, wherever you are pleasantries to the many, many podcast listeners, we’ve got vast audiences, so we have constituents here, gerald, the way we got multiple constituents it’s good, and then we got twitter followers and you know well that everybody has those, but not everybody can send affiliate affections and podcast pleasantries, all right? So let’s, let’s get started labbate now, so we have to invest in our future leaders, and i know you’re going you’re willing to share some stuff that eight to six is doing, and then we could go a little broader beyond that, too. But you have some ideas around succession planning, you know, weird. And i was just getting we’re just getting started, okay? We’ve got some art. So i will give a great example. Is our chapter in boston a sex positive? Greater boston, bigfoot research, bigfoot research. Okay, excellent. But they had, you know, their executive director, unfortunately, is moving on. He’s been expected record for about eight, nine years. He’s moving on. But he has been grooming his successor for the past couple of three or four years. She’s been in the organization, was directive education and became the associate director. And that type of work of having the person and having them learn having them understand the organization inside. Now, there’s a thing that we need to do to have that person move up through the ranks. And she’s taking over in april that’s fantastic for us because there’s not going to be that sort of thing. Stupid knowledge is still there. And the person will understand the organization and understands the community that we work. And and the students is going to be there. So it’s fantastic for us. So across your seven chapters, you have roughly a hundred employees, right? That’s? Great. Ok. And it sounds like you you would like other chapter’s to be as proactive about succession planning as boston has been that’s, right? It would be great. I mean, even here then i was i’ll admit to it honestly, at the national office, we’ve been starting starting to think about succession for even myself just to have a plan in place. No, i joke with much i thought, you know, if i walked and i walked off and decided to move to the city tomorrow, who would who would be the person that would take over? And we’ve got some great people here, you know, on the ground, we’re doing the work, but we haven’t been very serious about it, and i think for although many of our chapters, we haven’t been serious about it all. We’re thinking about it and trying to figure out how to put the plans in place, but that’s really hard when you’re doing the day to day work and you’re in it every day, you have a lot of millennials working for eight to six what do you see? Characterizes them around? You know, they’re they’re future development there, their interests in career, you know? You know, we’ve got a lot, you know? We’re lucky, you know, we’ve got their their passionate, they love and in millennials, you know, all the researchers point to the fact that they love giving back, they love service, um and they want to support, you know, the communities they live in. So for us, it’s been great because we have these people come in and they’re really excited and how do we keep them invested, right? How do we keep them? How do you keep them happy and evolving? And i think we have to keep giving them opportunities to grow, you know, the the flipside is, of course, in the joke, and you’ll see videos and things online. Everything of many of them are many millennials will come in and go wired. I the director already i started yesterday was today, right? Yeah. Um we’ve been lucky enough that people you know, that they are i will say we ve no, it goes, it runs the gamut, right? But we’ve got people who are understanding, then wanting to learn and wanting to grow and wanting to stay here we give me now, we are lucky enough to have many people in the station’s been with us for, like, three, four, five years, so we would want to keep those people. So we’ve been working at and thinking about ways to provide professor development in town development for that. All right, so what? What are some of your thoughts you can share? You know, we right now we are looking at i don’t know if you’re listening to know it’s called non-profit ready, we’re about to join this network that has videos and, um, really profession development seminars and things online that staff can plug into it. So we’ll be plugging into that, um, this year to give staff those opportunities, we do a staff development conference every year where we bring everybody from across the network together into one of our city’s where we’re at and we bring in besides talking about what we do in sort of doing sort of the internal work of sharing best practices we bring in a lot of people from the outside. World imbriano fundraisers we bring in school, teachers, principals, we bring in educators the works to come and talk to our staff about what’s going on and providing them with frameworks and profession development tto learn so they can grow in their jobs. So that’s a big thing we do on a yearly basis and now we’re trying to improve that where it’s not just that one time of the year, but we’re trying to do it throughout the year and that people have opportunities to plug in. So do it throughout the year virtually virtually. Yeah, and then and then maybe get together physically once a year. That’s, right? Yeah, we do that once a year anyway. And but to be able to do something to provide people, could you know that it’s it’s, a very group of people and people coming to us at very different stages of where they are, you know, we get people coming directly from college and the people who worked a couple of years and so it’s with a hundred people it’s how you don’t want to give you want to get people at least things that they are interested in and that fit for where they are in the job cycle of where their life cycle is rather trying to give the baseline of, like, every, we’re all going to do the same thing because, you know, people at that point people like you’re not giving me anything i need. Yeah, and that’s when they start to depart and the network that you mentioned is that you say is non-profit ready? It’s non-profit ready, okay, you want to you want to see a lot more about what they do since you’re about to join? I’m sure you know, they we they’re run by the sea as i’m gonna get cso de foundation it’s out of los angeles and they’ve got a website and they’ve got that’s literally hundreds of videos about different, you know, on different topics is not just a charts excel like how to use excel, how to be a great manager, how to coach her staff, how to deal with difficult conversations and it’s all online, and any of our staff will be able from our landing page will be able to plug in to these videos and take advantage of them and and we can track and see. What they’re doing, what they’re looking at would be able to point them in the direction of saying someone we have that’s being well, we’ve got a staff member that might become go from being a program assistant to a program manager and might now be managing a couple people that we can point them towards this video and say, hey, you know, here’s, what? Here’s a first step of learning how to manage people and watch a video all right? Outstanding. So you are investing in development, there’s that there’s your annual conference, you think about expanding that conference and get together. So you’re paying a lot of attention to this that’s right now. All right? Um, job descriptions. You, uh you have you’ve been thinking about your your job descriptions, pulling up, getting out, you know? Ah, you pulling them together? You know, i felt when you say the special stuff like syndrome falik college, you know, we is an organic organization, right? We grew and there wasn’t the national office came after all the chapters on dso for these smart, amazing people on the ground. They had to build things from the ground up. And so our job descriptions and a lot of places are very different, but they’re the same, you know, technically the baseline that the same job, so we’re trying to get some clarity around what the jobs are and so a program assistant in one city, there might be some variation, but the program assistant in boston is doing, you know, the baseline, the same work as a program assistant in new york or programs assistant in los angeles and therefore giving our staff the opportunity since it’s the you know, we’ve got so many millennials if they want to move from an l a to boston that they know, okay, that job is going to be the same. I know what the skills i need to be. I know what the competencies r i know what i need to do to go from this job to this job that the city might be different students are different and some of the things i might have to do a different but i know at a baseline that i know what the job entails and how do you think that helps your we’ll help even even more hiring? I also would be ableto for people to come on board and to see what’s expected of me. Right? What’s what’s the job what’s what am i? What am i supposed to do? What can i do? And then also what do what skills do i need? I get in the job and then what skills? I knew howto i grow hot. I continue to grow as an employee. How do i keep how i keep moving? You know, i would look at it as you come into a job and that job and where you are, it’s not the left is not the only place you’re going to be right. Depending on where you come in, you need to be able to grow and to learn and to move through organizations. And so the hope is that someone will come. They’ll see the job but they also see the job descriptions and be able to see clarity along the lines of if i’m a program assistant here and i want to be a program director, i could grow into the job and here’s, what i need to do to get to that point now, it’s been about eighteen years since i have interviewed for a job thankfully, because i’m i’m i’m unemployable. Nobody would have me working for them. I mean, subordinate, i’m antagonistic, you know, i know the right. I know what’s, right? And you don’t so it’s better that i have my own business. But, like, eighteen years ago, you would not have asked in a job interview a za candidate. Well, where can i grow to what what’s the next what’s my progression. But is that pretty standard conversation now in interviews? I think sometimes it depends. I think, you know, you get people who i say, the people who are savvy at least this might not be in the interview. But it might be after your first year. You know, i usually i like to ask my my staff, um, after a year or so of being there. And, you know, we do our one on one meetings. I think what you want to be when you grow up, you really want to go, right? What? What? What do you want to do? And we’re in the organization. Would you like to be like, oh, and how can i help you? Or, you know, thinking about it even if they stay. And they might move somewhere else. How can i help? What skills can i help you get? All right. So so maybe it’s not in the job interview so much. Yeah, i mean, sometimes you get people who will ask, you know, i’ve had people who asked, you know, they’ll come in and they’ll go, um what, like sort of what the mobility is or where, you know, someone asked at one point like, well, you know, i’m here what if i wanted to move to another city and be, you know, moved to another two in l a somewhere else? I’ve had that happen in other places i’ve worked. And how do you evaluate that? Would you say that’s? Ah ah, positive attributes that the person is enquiring about that or that their sound like malcontent, they’re not going to be happy with the job they’re interviewing with up for, you know, the job there before, you know, i think it depends on what this been, how they if they’re savvy enough to put a spin on it, of saying that they look at the job and the organization is a place that they want to be, you know? If you have to come on board and they’re like, well, i’m applying for this job. But really, i really want that job. Well, that’s a red flag, the red flag, right? But if you get some of this asking questions about you know is their upward mobility, you know, is this a place? You know, the question. Usually what it is is a place that i can b and i can create i can build a career at. Okay. Okay, well, that’s, i agree. That’s well, put them. Yeah, it’s sounding like you know, i’m i’m committed to you. And i want to make sure that i can grow within your organization. That’s, right? That’s, right? I mean, i had one job where the person i went to my buddy’s been of the organisation for years. And i went to my boss and i said, you know, okay, where do you see me moving in the company and literally looked at me and said, i don’t well, oh, i don’t not even envy that. I don’t. It would like there’s nowhere for you to go. Yeah, and okay. Okay, well, then i should go. But that’s. Good for me. To know. Yeah, yeah. All right, all right, honest. I mean, you weren’t you weren’t being led on that right now. Okay? Okay. Um all right. So what? You know about this investment in talent and things? And there are some things, though, that you can do, like, you know, that don’t involve a lot of a lot of money. Or even i think you really liked even too much time. But there’s the learning circles creating creating a learning circle around, you know, for your peers and your network if if such a thing doesn’t exist, salem more about that? Yeah. Yeah, we do here a national office. We actually started. Ah, someone of a book club, right? To talk about different books around leadership and business. Um, give many staff not just sort of the director level staff, but all the staff an opportunity to talk about and learn from each other about what was going on in business. And then i do. I connect with a lot of other executive directors and a lot of other ceos at other non-profits which has been invaluable for me to be able tto learn and tio here. How other people deal with different issues, right of of, you know, whether they be personnel, whether they be programmatic, whether they be around fund-raising it’s just that you know, the opportunity, connect and talk to people. Um, we’re sort of within that framework of where you are, he’s, incredibly helpful, and i tell my staff all the time, you know, how do we get you connected to safer my director of field operations connected to a director of field operations and another organization or several organizations? And you can plug in and have those conversations that will help you learn more. So if this doesn’t exist in your community going created, definitely, i mean, i would think non-profit, you know, colleagues would be willing, and maybe some of them have also been scratching their heads wondering, do you? Why doesn’t this exist? Or if it did, i would join you know, you may find cem cem, sympathetic souls who been thinking the same way, but you’re the proactive one that’s, right? That’s, right? Some of my best friends are other ceos and edie’s and other organizations, and we will get together either over dinner or sometimes was over drinks many times over. Drinking. Excellent. Excellent. I love this guy. Yes, i wish you were here. We’d have a glass of wine right now, right? Okay, so so, you know, alright. If so, if there isn’t some kind of ah, learning circle or networking group, you know, whatever you wanna call it in your community, you know, reach out and create one start with, like, three or four people. And within six months, you probably have a dozen people asking you to join that’s, right? It doesn’t have to be very. You know, i think people tend to go out and they decide what we got to get, like, twenty people in that write it like three or four, you know? And we all know we need to go to conferences or we gugliotta different events and things that we meet. People, you talk to them and you always think, oh, when you’re passing on the business card it’s usually more around business rather thinking about here’s someone i might want to talk. We talk let’s go have lunch and talk like what’s on your mind. What? What challenges you have? How are how do you deal with this problem? I got this. Staffing issue or i have this fund-raising issue or this compliance issue or this local government issue. You know, how are you guys dealing with this? Right? I mean, that’s, right? Exactly. People want to be able to cut, they want to be able to connect. And i think for most part, it’s funny you will talk to people, and they’re like, i would love to talk to people, right? Someone else who runs another organization who might be having this issue around trying to connect to a corporate funder that they’ve been having a difficulties. And what can you share or dealing with? Um, you know, a staff member that i might have an issue and someone that they can grayce. Aiken, how do i what do you doing with staffers? What are you doing in this? What would you do in this situation? There’s? This other item called ah three. Sixty evaluation that somebody could do on their own. Investing in their own leadership development, learning about themselves. Explain what that’s about. So three. Sixty is pretty much you are i it’s? Funny cause i would i do with i do them all time where you are getting information and your surveying, not just its your staff, you savor your board, you survey other people who work in the organization. So you’re pretty much getting and it’s your own also your own self evaluation. But you’re getting insight and, um, answers from everyone around you people work for you could be stakeholders. It could be fundez you work with different organizations, different people do them differently here. I would pay for my ceo review it’s the board it’s my staff and it’s, the executive director’s across the network. And you have to be open to the fact that, you know, you might get some things you don’t want to hear something you’re like. Oh, i didn’t know that, but i find it, you know, when it’s done well and you don’t have to do it all the time, but maybe every other year, every two years, every three years that it gives you a lot of insight into what people are thinking in, how you’re doing all right, let’s, sort of things you need to address this need to address this scares the hell out of me. I’m telling you, i think i got everything back and i was like, yeah, he did it at another organization by when i was working at the network additional ownership and was for ah leadership program, and i got it all back, and i’m reading through it and, you know, you’re sitting there wincing like i owe you a lot of some of it was good, and some of it was like, i was, you know what? Okay, and some of it was like, it was painful to read because it was your learning about yourself and things you don’t do you think you do well, but you don’t do well or gaps that are missing or things you need to improve on? Yeah. Like i said, i’m chronically unemployable. I don’t really want to hear these things, but valuable. I called a guy who goes out and ask those questions for you on your behalf. You for the three sixty you can you can you can find actually, um, things like board source, sports sources is that it’s ah website with a non profit that helps boardmember xero but they also have ceo information, and they have a built in surveys already so you can just administer it, like for me, my board offgrid does my my exact committee, my my board chair does my review, and so he sent it out to everybody and it sort of a standard survey, but it’s anonymous, right? Everybody, of course out their stuff, they send it out, they offended and they agree it information, and then you get the snippets of it, you know, i’ve done it where you’ve gotten, um, you get back, and it would literally was a booklet of everybody answers and all the information. And so if you didn’t, you know, not identifying information, but you learned how people answer certain questions about you. All right, we have to relive it there, gerald. Thank you so much. Thank you. Thank you very much for sharing about eight to six. Welcome. Thanks my pleasure. Gerald richard, ceo of eight to six national on twitter at gerald eight to six. Ceo used the arabic aimee semple ward. And forget leadership join in are coming up first. Pursuant they’re cloudgood based tool velocity is designed specifically for those of you who are gift officers and that may, of course, that may be the executive director ceo or you may have designated fundraisers. But whatever whoever’s filling that role in your organization, velocity is intended and works to give them you a macro and also a micro level of work toward goals including, like number of active proposals and the average close rate and the revenue which is, you know, most critical dollars raised. So you have all the metrics, along with keeping, helping you stay on task, you need to raise more money. Velocity helps you also pursuant has a report it’s just out today on their research around relationship fund-raising and all this is that pursuant dot com also crowdster their new one of a kind apple pay mobile donation feature, of course, crowdster crowdfunding and mobile donation sites. The apple pay mobile donation intended to increase donations that are coming via text. Crowdster gives you back office simple on dh, elegant sites that that our front side the donor see so easy on the back end and very easy on the eyes and elegant for your donors. Those crowdfunding campaign sites and they are crowdster dot com. I’m actually thinking about it. You could you could probably use crowdster alongside velocity like crowdster would be the outward facing for the campaign and velocity managing the behind the scenes, the details, the metrics now time for tony’s take two i have more videos from ntcdinosaur the twenty fifteen non-profit technology conference, we’re going to be talking about twenty sixteen very shortly. The’s are the com videos. The interviews are on your online community and creative commons. What does it take to have a successful online community that truly engages people? And how do you measure that success? What is a creative commons license? How do you get free art software and databases from the commons and the other open movement sites? All those questions answered and more. My video with links to those two video interviews, is that tony martignetti dot com and that is tony’s take two. Amy sample ward is here she’s back it’s been a while since i think that she was live she’s, the ceo of non-profit technology network and ten and our regular social media contributor her most recent co authored book is social change anytime everywhere about online multi-channel engagement her block. Is amy sample ward dot or ge and she’s at amy rs ward on twitter? Any step award? How you doing? I’m doing well, how are you doing? Terrific ly. Everything okay in portland, oregon? Yes, things were okay on this coast. We don’t have any aah! Winter advisories or no apocalypse coming our way. It’s actually pretty funny today, here in portland. Wonderful. I’m happy that’s. Very good. I don’t mind. I don’t mind some snow out here and i i think the media is probably building it up a bit more than it needs to be. Snow has been with us for quite some time. Well, this morning i was on the phone with some community members in d c and they were. They were of the belief that everything was going to be fine. But they were surrounded by everything being closed and, you know, being told that they should go home early and all of that. So i think think the infrastructure may be preparing for the worst, even if the people are assuming they will just have a nice dinner at home. Excuse me, we’ve got sixteen ntcdinosaur profit technology conference coming up in march, we’ll talk about that. Yeah, i am really excited this is our, you know, the ntc changes cities every year, and this is our first time going to san jose will be in the convention center there, and i think for a lot of community members that feels like this is our first time really going in into the more silicon valley techie side of things and compared to other cities that maybe have a mix of all different sectors and what are the dates in march? And how did people get info? Sure, so the main conference will be march twenty third through the twenty fifth on, and there are a few different pre conference kind of all day workshops that folks consign up for so those air on the twenty second so, depending on what you want to do with either the twenty second or the twenty third until friday, the twenty fifth and you can go to the end ten website and ten dot or ge andi, click on the top on go to the ntc website or you could just type in the whole earl, which would be intend that organ, flash and pc. Okay, but that’s not necessary, because ntcdinosaur right up on their home page. Yeah, okay. And i am hosting ntcdinosaur, which i am very excited about. I think it’s going to be really sorry. It’s, like i’m trying to use language from the first half of your show that’s, more leadership, develop ment and, like organizational language like this is a very strategic merger of programs thank you know, in in different years we’ve tried to make content, um, that’s available outside of physically being on site and part of that’s because we’re committed to accessibility and recognize on ly two thousand people are on ly two thousand people will be at the conference, but the community is much larger than that. Not everyone is able to travel to the conference every year. We want there to be content from the conference that folks who aren’t physically there can still access, but we also i know that there are a lot of a lot of barriers to making that successful there’s very obvious barriers of cost, like trying to do stream a session or something, you know, those kinds of pieces, but there’s also the you know, if you’ve ever watched a video of a conference where they just have a camera set up in the back of the room and you’re really far away and people are just walking in front of the camp a lot of time, you know, screaming the session is not super engaging our valuable because you can’t have a conversation in the room when everybody breaks into groups, right? And you can’t always really tell what may be the questions are what the slides look like. So also thinking, how do we make this something that makes sense? If you are listening to the content, you know, that you’re not missing out fundamentally by trying to look at the at the screen? So knowing that you have had some really fun interviews with community members and speakers, we thought we’d merge those two ideas into something where, you know, you’re still holding interviews and still talking to different speakers about their sessions and highlighting really the diversity of content and sessions that happens, but we’re amplifying that as much as possible, so folks can be listening into those interviews and conversations all throughout the day. Well, i think it’s brilliant, of course i’m hosting it, so i’m biased, but i s so it’ll be a stream of interviews that i’m doing, and then those interviews will play later non-profit radio for folks who can’t join ntcdinosaur i’ve but then we’re also going to break away to some some of the, like the plenary sze right? For instance, you got all of the memories. We’ll also be available if you can listen into those and the plenary there each morning and two of the mornings, they include ignite presentations, which is a format for presenting where they’re just five minutes long and there’s a different presenter in each of those five minutes on, and they have five minutes to tell their story or share their perspective on their slides so you won’t see this lives of course, on the audio, but they’re slide move automatically every fifteen seconds, so whether they are prepared for that or not replied, they’re just going to keep on moving, which makes it you know, it keeps it kind of lively and really you only have five minutes because your slides will stop and you’ll be done alright, very yeah, not a very subtle way of getting somebody off stage in five minutes. All right, exactly. So award shows should just have a night reasons, right? That’s, right? You could save money on orchestras. Just this. Wait. We don’t need the music to swell. Right? The benefit to is you can have something different on your slide than what you say out loud so you could have all your thank you’s, you know, already preset up is all these auto rotating lives, and then you could just talk about whatever you wanted because the thank you’s will happen on their own in the background. That’s exactly exactly what? All right, well, so where can people get info on ntcdinosaur i’ve that audio stream? So if you head to the antenna website and click on the nbc, you’re looking at the ntc specific content underneath the i wanted i’m literally looking at the website now because i am afraid that i’m going to tell you the wrong thing, okay? So underneath at the ntc, which is the navigation there’s, a page about the ntc live, which is where we’ll be putting more, um, you know, the schedule once we kind of decide who’s doing that, what time’s that up so folks can see that ahead of time, and then, of course, that’s, where you’ll get you’ll go to that same page to get the link to listen, ok, cool, so we’ll be selecting interviewees and then they’ll go up on that page. Yeah, it’s going great fun. I’m looking forward to really, uh, very much hosting ntcdinosaur with you would be wonderful, i think it’s going to be really a fun way, teo also add opportunities for folks at the conference to share kind of what was in their session and even get more feedback from people listening in that aren’t there indeed, because we’ll have to be able to live tweet, we’ll figure we’ll figure all that out how people going toe dahna let’s ask the questions right from the from the live stream we’ll figure out howto how they’re going to communicate live tweeting or whatever. I don’t know, right? Okay. Yeah, exactly. Okay, we’ll get there. We got till march twenty third. All right. Um well, twenty seconds. People come early, okay? Let’s, let’s talk about now, you know, with gerald, of course we talked about developing leadership. Now we’re talking about forgetting leadership, but not your people were talking about hashtags and campaign. So, um, let’s start with the hashtags. And what is it? What is it to jump on a hashtag? Well, i think a lot of people think of hashtags as something that they would decide and go ahead and start using right there. They’re already in use a lot of times, especially when you know a hashtag you don’t want it to be super long because then that means most of your messages just writing out some long, complicated hash tag, right? So when you’re when you’re really wanting it to be quite short, the probability that someone’s already used those same five letters, you know, tio tag something else, that probably means something else entirely is really i’m just a super quick example, i don’t know if you remember this, tony, but from last year’s conference at the mtc, we were using fifteen anti seizure, which every year we just use the year and then tck, but inevitably, folks kind of type it wrong, or they think of it in reverse in their heads, so folks were typing and tc fifteen, and we saw them doing that, so we thought, well, we better go research with that other hashtag is, you know, maybe no one’s using it and it’s okay? Or maybe someone is and now we’ve got a bunch of, you know, highlights from a non-profit technology conference going into some other hashtag stream and when we research that we realized it was for nike training camp fifteen and all of the nike training camp tweets were like people in super intense spandex workout clothes like doing activities, so it was very interesting. That’s not interesting way don’t know interwoven with i’m in a great data visualization here i am in my spandex yeah, that there’s not a lot of overlap between those two circles. Yeah, right, right. So the value of of double checking a hash tag before you start using it israel, he should certainly do that, and but sometimes it doesn’t matter sometimes of super generic or sometimes it’s a hashtag somebody used for another conference maybe you know, when it’s over six months ago and no one’s used it since. So it isn’t that it’s bad to use the same hashtag, but you should see what it is in case somebody else is watching that and i think starting to use one needs to feel intentional so that you are not, you know, part of that nike training camp, starting to see these other hashtags and saying, what are these people do? You know you are not a part of this community, right? It feels it feels weird if there is an active community using that hashtag it’s, not teo, that separates the world of hashtags, at least in my mind, as hashtag that are used kind of indefinitely. So an example of that would be hashtag non-profit radio. Even though you have a show that’s live on fridays all during the week, you’re still using that hash tag people in the community or unit hashtag to talk about, you know, maybe some of your blood posts or different episodes they’ve listened to or some of the videos they watch, you know, it’s, an active community that isn’t a time time bound use of that hashtag versus the hashtag that really is just for a specific event or a specific campaign like sixteen and tc, right? Once the conference is over, probably people won’t be using the hashtag much anymore, right? And that’s okay, because the purposes over on and i think as organizations think about hey, do we want to try and get some are content into this community, right? If we’re thinking of a hashtag that way thinking about it is this a community that exists kind of indefinitely long term? Or is this a campaign that’s currently running or is this, you know, an event that’s coming up because that changes? I think, how you place your content into that community? Is it going to go away? And they’re not gonna pay attention anymore? Or are you committing to maybe now regularly participating in that conversation? Are you using the hash tag because you want to start using it regularly and that i think it is a bigger decision that a lot of folks think it is because usually they’re just like, well, hope would have take on this and see if anybody respond, but if you’re intentionally doing it, it’s an opportunity in those kind of indefinitely used hashtags tio to reach a segment of your community, maybe you aren’t engaging highlight folks from your community to that group and say, hey, we are a part of this, i think one example to use in that way. What is the hashtag for? Black lives matter certainly started at the campaign at first as a way to elevate riel issues and real voices and now has continued, right, so it has surges when maybe there’s a rally in a certain city for an event going on, or even a really big news news story. But it’s still used all the time, right? As people are kind of collecting and and sharing content and making certain topics visible within that community and an organization that wants to join that should consider that they’re joining that to continue a conversation. So did they may be, have ah, community members who are active, and instead of creating some new content, whether it’s on twitter or facebook or instagram, you know hashtag they’re used across the internet, they don’t you don’t have to create something new to say. We have something special to say you could start by amplifying members of your community who are already actively part of that community and saying here some great tweets from a community member who participated at that rally, we just want to retweet them, right? Or we just want to share some of their takeaways and you’re gonna re post their instagram post, okay, we’ll take a break, uh, we’ll continue the convo after a couple seconds. Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from stand up comedy tv spots and exclusive interviews catch guests like seth gordon craig newmark, the founder of craigslist market of eco enterprises charles best from donors choose dot org’s aria finger do something that worked, and they are levine from new york universities heimans center on philantech tony tweets to he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard, you can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guess directly. To sign up, visit the facebook page for tony martignetti dot com. Hi, this is claire meyerhoff from the plan giving agency. If you have big dreams but a small budget, you have a home at tony martignetti non-profit radio. We’ve got some more live listener loved to coverage to cover brunswick, ohio live listener love out to you and let’s go abroad as always checking in seoul, south korea, so grateful always week after week soul anya haserot and tokyo multiple tokyo as always, konnichiwa we also have someone in georgia, the country of georgia we can’t see your city, i’m sorry, tbilisi. I know it is a very big city there, if not the capital, but wherever you are in georgia live listen her love to you any sample ward in portland, oregon, which i know is not oregon oregon i’ve been admonished and now i have it down, ok, we were we just have a couple minutes left couldn’t win it. We went a little long. Anything more to say about well, i guess that’s okay there’s one thing i’d like to know so well how do you decide whether you should jump on or if you should just not and create your own hashtag that’s that’s a great question, i think part of it for me at least is seen it. A significant number of our community members are already using that hashtag if they are it’s a way to kind of endorse of course, that they’re using that has shaped but also join into a conversation that’s existing instead of trying to completely start something new. If you’re launching a brand new campaign and it’s unrelated or you have an event, i wouldn’t try and make your event part of someone’s hash tag or something like that, but when it comes to more general content, i think it is worth considering joining an existing conversation. First again, you have community members that are there, but it might be an opportunity where there’s other folks who aren’t really connected, tio, who aren’t really part of your community yet, but share an interest and could see you through through joining in there. Um, but starting something new, i think, really just means okay, let’s, do a little bit of research look up this hashtag i thought i’d pull up just a couple examples folks might use to search, and i complete these out on the non-profit radio hash tag to for folks that are listening now, but a couple that i used just to, you know, double check what what a hashtag is that maybe i see being used um one is hash at it it’s all one word, but it looks funny so it’s hash the word hash at it dot com and you could just put in even if you don’t know if it’s in use or not, you could just put in a hashtag and it’ll tell you some stats about it. You can see where it’s being used. Another option for that is a site called rice tag like rice like the food tag um, but something that i found helpful is, you know, on another website or another social tool that is really reliant on hashtags is instagram and that’s because on instagram, hashtags work just like they work on twitter, facebook, et cetera where you know they become a link and you can see all of the all of the photos people are posting with that hashtag but on instagram, links are not hyperlinked so if i were a post a photo of you and i dont see it put in non-profit radio or tony martignetti dot com it’s just plain text, it doesn’t turn into a link. Hashtags are really important for organizing and elevating content and ikonos square, which really is all one word of the website ikonos square is a really helpful tool for your when you’re on your computer to search instagram so you can from your computer where you have a better screening and khun seymour at once could search for hashtags and get a sense of okay, it is this content that matches with what i want to be sharing or is this a hashtag being used that obviously has, you know, a context that’s very different than mine? Excellent. Okay, i’ll i’ll put these in the takeaways for the show, but what was the middle one? Rice say that one again rice tag just like the food and then tag like hashtag okay, excellent. Okay, um all right, we just have a few minutes and we wanted to say little about campaigns vs vs hashtags what? First of all, just make sure nobody knows what’s what’s the difference we’re talking about now hashtags. Ah, different purpose. Yeah, and i think what uninterested in trends that i’ve seen kind of waiver back and forth is when you’re running a dedicated campaign some sometimes the trend is up where people really want to use a half. Shag other times and i i don’t really know why because i’m not hiding my opinion here people want to create accounts with that name, and i think the opportunity is really to focus when you’re running a campaign on a hashtag because that hachette can be the same across lots of different channels, you know, we can have sixteen ntc and we can search for that on twitter or facebook or instagram or pinterest wherever we’re looking for the same hashtag whereas if you rely on your campaign having account in that name, well, now you’re goingto have to goto every platform you think you want to use, you see if that account name is available across all those, all those sites yeah, so i think the hashtag is a better kind of cross platform multi-channel tool when you are launching a campaign and then it’s all about your content if you want to direct people to your website, if you’re asking them to taken action or donator, sign up whatever that becomes the message and the hashtag is kind of the unifying tag a cross channel? Okay, we just have a minute left. Sharon example oh, god, i mean, we could go back to the example from before. Actually, i think when black lives matter for started as a more campaign focused tag, it was it was ah, placeholder web site for information and then ah hashtag everywhere they did not. The organizer’s did not approach that, as you know, we need to start claiming a bunch of pieces of the internet by finding and making profiles instead, we want to put our hashtag on things to elevate them as part of a conversation consistently wherever we might find those. Okay, we have to leave it there. I’m sorry. Thank you so much, though yeah, no, that was a great conversation. I thought so, too, amy sample board, you’ll find her and twitter at amy r s ward next week, the twenty fifteen giving analysis and twenty sixteen forecast atlas of giving ceo rob mitchell releases the results for twenty fifteen and what we can expect for this year also professors paul service and doug white commenting what would it be without the academic commentary? Come on, if you missed any part of today’s show finding on tony martignetti dot com i’m still thinking about the singing i’m taking my time with this decision, it was must be handled. This must be handled delicately responsive by pursuing online tools for small and midsize non-profits data driven and technology enabled pursuant dot com, and by crowdster online and mobile fund-raising software for non-profits. Now with the apple pay mobile donation feature. Crowdster dot com. Our creative producer is claire miree off. Sam liebowitz is the line producer. Gavin doll is our am and fm outreach director. Shows social media is by dina russell. Our music is by scott stein. Be with me next week for non-profit radio. Big non-profit ideas for the other ninety five percent. Go out and be great. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah insights, orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones me dar is the founder of idealised took two or three years for foundation staff latto deigned to add an email address their card. It was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were and and no two exchanges of brownies and visits and physical gift mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell. You put money in a situation and invested and expected to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.