Tag Archives: leadership

Nonprofit Radio for December 6, 2019: Big Impact

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guest:

Vivien Hoexter: Big Impact
Let’s learn the best ideas from the brightest leaders in social change. Vivien Hoexter is co-author of the book “Big Impact” and she shares lessons and reflections from the authors’ interviews for their book. (Originally aired 4/27/18)




Top Trends. Sound Advice. Lively Conversation.

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

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 468_tony_martignetti_nonprofit_radio_20191206.mp3

Processed on: 2019-12-07T00:24:13.638Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2019…12…468_tony_martignetti_nonprofit_radio_20191206.mp3.933950804.json
Path to text: transcripts/2019/12/468_tony_martignetti_nonprofit_radio_20191206.txt

[00:00:13.24] spk_2:
Hello and welcome to

[00:01:19.44] spk_3:
tony-martignetti non profit radio big non profit ideas for the other 95% of your aptly named host. Oh, I’m glad you’re with me. I’d be hit with excess dough, sis if you shared the boneheaded idea that you missed today’s show. Big impact. Let’s learn the best ideas from the brightest leaders in social change. Vivian Hexter is co author of the book Big Impact, and she shares lessons and reflections from the author’s interviews for their book that originally aired April 27th. 2018 on tony Steak to the Legacy Fallacy were sponsored by wegner-C.P.As. Guiding you beyond the numbers wegner-C.P.As dot com But Cougar Mountain Software Denali Fund is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant. Martin for a free 60 day trial and by turned to communications, PR and content for nonprofits. Your story is their mission. Turn hyphen to DOT CEO. Here’s a big impact.

[00:02:12.88] spk_0:
It feels so good to be back in the studio and to have a guest in the studio. She’s Vivian Hexter. She’s sitting here life. It’s unbelievable. She’s right here during extra, she’s co author with Linda Hartley of the book Big Impact insights and strategies from America’s non profit leaders. She’s a principal also with Linda Hartley of H two growth Strategies. I’m gonna ask her if she does anything without Linda Hartley if they’re married or they’re married to each other’s brothers or something. I don’t know. Um, also talking about this company name. I think you blew it, but we’ll get to that. Um, So what do Vivian and Linda do in H two growth strategies? They advise nonprofits and foundations in strategies, effective marketing and increasing revenues both earned and contributed. She also coaches executives. She was CEO of Gilda’s Club Worldwide. You know them? The red doors. Everybody knows them. They are at H two growth strategies dot com, and she is at the Hexter. Welcome, Vivian Dexter.

[00:02:20.84] spk_4:
Thank you, tony. It’s great to be here

[00:02:26.12] spk_0:
for pleasure. Pleasure to have you in the studio. Um, this book You, uh you interviewed lots of people. We did Hominy, Hominy, non profit leaders. Did you seek out

[00:02:31.76] spk_4:
near it Turned out to be nearly 50

[00:02:38.40] spk_0:
50. Okay, but the cover only has 21 pictures that the top 21 of the 50

[00:02:40.16] spk_4:
those air the 21 who are featured

[00:02:48.15] spk_0:
those eyes that how it works. Okay, those are the ones I read about that featured okay through. But then you had quotes from another 39. That’s that’s right. Okay. Over how many years you you talk to these people.

[00:02:58.61] spk_4:
So the process from start to finish took us about two years. The process of interviewing and then writing and editing and publishing the

[00:03:06.36] spk_0:
book. Now, how do we know that you’ve got the best 50 non profit minds? How did you select out of the thousands that are available? Really?

[00:03:11.24] spk_4:
Well, I have to say it’s a highly highly subjective

[00:03:14.12] spk_0:
list. Your friends Well, ones that would meet you on your timetable.

[00:03:59.21] spk_4:
In some cases, we knew the leaders before we approach them, but that was a really not very many of them did we know? So we really wanted to get a kind of a sampling of folks from the different, if you will, the verticals in the nonprofit sector. Because if you look for books on leadership, you find hundreds of corporate books, but not very many non profit books. And when we looked for non profit books on leadership, we found one for Christian leaders. One for Jewish leaders, one for museum directors. Ah, but not one for leaders who who work in any number of health, the environment. Education. So we really trying to get a broad sample of missions on dhe segments?

[00:04:21.51] spk_0:
Okay, So you thought through this project we did it is not just slapdash, no. Okay. Thrown together. All right, so the book is worthwhile. All right. I’m gonna make sure we got the brightest minds here. We’re gonna be talking for an hour. I don’t want to be. When we talk about advice from lackluster, lackluster leaders, we wouldn’t

[00:04:23.97] spk_5:
We wouldn’t dream of having

[00:04:29.10] spk_0:
poor performers. No, no, no, no. Okay. Okay. Um, now, you you mentioned before we went on air. You’re back in your neighborhood. This is the West seventies. Very comfortable to you.

[00:04:35.28] spk_4:
Yes. Yes. I love for 15 years.

[00:04:37.67] spk_0:
A life experiences, right? Yes. Within a few blocks of

[00:04:41.89] spk_4:
Yes. Yes, Like a trip down memory lane.

[00:04:43.23] spk_0:
All right. You said, uh, you said married. You say born. No, You weren’t born here. No married?

[00:04:50.51] spk_4:
No, no. Married when I was single. Then I was married for the first time. And then I was divorced,

[00:04:54.56] spk_0:
all within a few blocks of

[00:04:55.62] spk_4:
all within a few blocks

[00:05:01.84] spk_0:
with studio in West 72nd Street. All right, cool. Any place is Ah. Look familiar. The bank on the corner, Chase Bank. Oh, that’s where you had to divide your accounts. It’s where you go in there and get them to separate your mind. A nice That’s a That’s a lovely memory. Okay. Any other? Any good places?

[00:05:13.52] spk_4:
Oh, there’s some wonderful shops on Columbus Avenue

[00:05:17.59] spk_0:
top shoes. Still here? Oh, yes. Here’s

[00:05:19.72] spk_4:
the shop. I used to shop a tip top there. Good. Good place to share an

[00:06:28.06] spk_0:
excellent shoe store. What are, uh, by the way? Yes, I have a couple of shoes. The shoes of the roots I’m wearing today. The rain boots I’m wearing today. Tiptop shoes. Shout out to them. Uh, all right, so that’s free. Free media for them. All right. Um, let’s go back to your book. So you break it down into like, you have. You have a lot of interviews, Um, and you break it down into subjects, and then you and you and Linda comment on, you know, like leadership and getting your house in order and being persistent. It’s okay. So, uh, I I’m certainly gonna give you a chance to talk. About what? What’s tops for you. Like what stands out for you, But I come first. Absolutely. It’s your show. Thank you. Usually, I have to say that, you know, I have to remind guests I appreciate you’re acknowledging that without prompting leadership, I’d like to talk about the leadership leadership section. Huh. Um, you get some advice from, Ah, A few people have been on the show. Actually, Henry Timms has, uh, has been on. So I’m working on getting him back as he has a new book, you know, Does new power? Yes. Fine. Wegner. Figure out what new power is. Yes, and hear how you can embrace it. Own it. So we’re working on getting Henry Timms. Of course he’s the, uh I don’t have a CEO. Whatever. Executive director of 92nd Street y So he says he must, You know, build your your your e I your emotional intelligence as a part of leadership. Talk a little about being that humanist.

[00:06:45.01] spk_4:
Yeah. So? So you asked me What? What? What stood out for us? Or you said

[00:06:49.38] spk_0:
you were gonna let me about it comes if you if you can blend them together. That’s very talented,

[00:06:53.54] spk_4:
right? So, in fact, the

[00:06:56.15] spk_0:
don’t bother asking you later.

[00:07:40.04] spk_4:
The emotional intelligence of the leaders we spoke to was really, really striking. Tow us, Really striking. So and Henry Timms, I mean, almost to a person. And even if they admitted to not having been so emotionally intelligent when they were younger, they really, really focused on becoming that. And they clearly were. They admitted when they were wrong, they were able to turn tragedy into something greater. They they were working on diversity equity and inclusion, even if it was uncomfortable. If they were white males, for example, eso So they really they really exhibit kind of the the into to a great degree, the characteristics that you would want in a person you worked for?

[00:07:46.82] spk_0:
Yeah. Admitting you’re wrong. Yes. A bunch of people have touched on that. Yes, uh, being having uncomfortable conversations, um, sharing with staff when you’re not confident in something. Yes. You know, anything you want to flush out about why that makes you a good leader.

[00:08:05.13] spk_4:
Well, I think it’s it makes you a good leader in the in the 21st century. I don’t think it probably did in the past when leadership was about command and control and right. So but But in the 21st century, where, um,

[00:08:18.42] spk_0:
we’re here now? Yeah. This current?

[00:08:25.89] spk_4:
Yeah, where information is so readily available to everyone. It’s really important to be honest and vulnerable with your staff because they’re They’re probably gonna find out anyway if you

[00:08:46.53] spk_0:
Yeah. No, I’m sorry. I raised my She’s just so, like I wantto say the s o r. Scared her by raising my hand. Um, yeah. People think that vulnerability is a sign of weakness. I think it’s actually sign of strength. It’s a sign of confidence that you are willing to be vulnerable in front of staff and audience, whatever.

[00:08:58.02] spk_4:
Right? But that’s because you’re a modern man.

[00:09:00.54] spk_0:
Thank you. All right, well, on that, we gotta go for a break. You believe that? All right, hold that thought. We’re gonna come back to that that immediate thought.

[00:09:32.70] spk_3:
It’s time for a break. We have used the service’s of wegner-C.P.As for many years. Their service is excellent. The auditors provide clear directions and timetables. They’re professional and thorough, but also easy to work with. They answer questions promptly. End quote. That’s an HR professional in Hillsborough, North Carolina. Do you need that kind of C p a. Would that be helpful for you wegner-C.P.As dot com Now back to big impact.

[00:09:34.73] spk_0:
Now, let’s go back to Vivian Hexter. Um all right, So what was the last thing you said? Uh, it was a very poignant sentence. You said

[00:09:40.82] spk_4:
I said, You’re That’s because you’re a modern man.

[00:09:57.83] spk_0:
Was it? Yes, that’s right. That’s right. Thank you for refreshing my recollection. Yes. Okay. We’ll come back to that point a few times. Um, yeah. No, but I think vulnerability is a very good sign of confidence and and strong leadership. I mean, in front of an audience or your staff or whatever. You know, it’s a sign of strength and confidence, I think.

[00:10:00.49] spk_4:
Yeah, right, Right. And I think so, too. And so do the leaders in the book. I would say not everybody believes that right? In an hour analysis. This is one of the things that really is a sign of emotional intelligence and of being a great leader for the modern, for the modern, non profit, and I would argue corporate era.

[00:10:42.34] spk_0:
Okay, Excellent. And, uh, self awareness, too. I guess that’s all Rats wrapped up really? In every Yeah, right. Yes, I D’oh! D’oh! Okay, um, see what l see. If it’s ah, exploring, there’s some, uh, there’s some thoughts about exploring life and work. You you make some points about, um, be an explorer. There’s some advice in the book about not following the path that others follow right out of college. You know, follow your own path. But But you and Linda also have some commentary on being an explorer in life and work.

[00:11:19.88] spk_4:
Yes. So I think a lot of a number of our leaders said you should really make sure that when you’re in your twenties, you get out of the environment in which you grew up and go somewhere else. So if you are not able to go overseas, go to another state. If you live in the north, go to the south. If you live in the South, go to the North because the experience of living with and working in another culture really is a huge benefit to developing that self awareness, the cultural awareness that is so important to being a leader in the global.

[00:11:53.04] spk_0:
How does this help you? I’m not. I’m not opposed to the idea. Although I’d rather see more people from the south coming north than me from the north going south. But, uh, no. How is this? How would this help me, um, expand my my leadership capacity.

[00:12:01.31] spk_4:
So when one of the traits of leadership is to be able to put yourself in the other shoes at least I I think so. And if you take if you take yourself out of the environment that you’re most comfortable in that you grew up in and put yourself elsewhere physically, right, you’re gonna be with people, even in the U. S. If you move from the South to the north who are different from you, who think differently, dressed differently, have different pastimes. And certainly if you go abroad, you’re going to be in a completely other culture. So I worked for eight years for F s intercultural program,

[00:12:33.38] spk_0:
American Field Service High School.

[00:12:38.48] spk_4:
Yes. So I have a real bias on this one. I’ll admit that I that I think that the people who are best able to deal with others and persuade them inspire them. Lead them Lead change with them are those who have really gotten out of their comfort zones When they were early in their careers and gone elsewhere to live and work.

[00:12:59.37] spk_0:
So they know how that feels. They could be uncomfortable. So so that encouraging others to do it in your work. Let’s test something that we haven’t done. Let’s try something different. I want we’re gonna explore a program that we have done etcetera. You know what? That vulnerable vulnerability. You know what that feels like?

[00:13:14.10] spk_4:
Yes. Yes. Because you lived correct. You live that incredible discomfort of being a stranger in a foreign land.

[00:13:30.41] spk_0:
Someone else who’s been a guest on this show that you Ah, you profile on dhe interview is are you finger? We love our Yes, I do, too. CEO of Do something dot or ge took over from Nancy Lublin and then non Now also, of course, they’ve spun off T m I. And she’s Is she the CEO of tea? Mm. No, no, she’s only do something.

[00:13:45.22] spk_4:
No, no, she’s radio

[00:13:46.66] spk_0:
of C m iles

[00:13:47.76] spk_4:
CEO and Chief old person.

[00:14:10.84] spk_0:
Old person. Okay. Okay. Of both. Yeah, um so she, she admonishes, may be too strong. I don’t know. She encourages mentor ship Finding a mentor. Yes, finding a mentor when you’re getting started and being a mentor when you’re in the CEO ranks, or as you’re working your way up, what’s the value to the leader? Let go because we’re looking at from leadership perspective. What’s the value of mentoring?

[00:14:15.57] spk_4:
The value is number one. You’re reminded where you came from. And if you’re supervising younger employees, which you almost certainly are, that it helps you to be helping someone who’s trying to get a job somewhere. It helps you to remember what it was like

[00:14:31.82] spk_0:
mom or empathy.

[00:14:52.89] spk_4:
And ah, and it also honestly, to be a mentor feels good. It’s it’s Ah, it’s a way of passing the torch, not passing the torch. Exactly. It’s a way of, um, paying it forward if you will. On and really making sure that the next generation of leaders has the same has has the benefit of your wisdom while you’re still alive.

[00:15:03.43] spk_0:
Yeah, Yeah. All right. How about for people who are younger, what’s the value of having a mentor?

[00:15:20.50] spk_4:
So it really you know, parents often tell their kids what not to do because they did it, and we’re sorry to do it. So you have to be a little careful, I think, because you want to help young people avoid some of the mistakes that you made when you were early in your career. Recognizing that they’re gonna have to make some themselves, you can’t prevent them from making some. But if you can point the way and if you can help them build their networks, which we all know, the networks are just critic

[00:15:44.38] spk_0:
critical for growing up. So if you want, if you want to continue in your career, you need tohave. Ah, robust professional network.

[00:15:51.51] spk_4:
Yes, yes, and a strong and powerful mentor who has lots of relationships from having been in the field for a long time. And if that person is generous and willing to share some of those relationships with you and introduce you to people, that’s one of the greatest values in mentor ship.

[00:16:09.42] spk_0:
Should you pursue a mentor? So now I’m looking at it from the person younger in there, non profit career, Uh, who’s in your organization or now you should really go outside. It’s kind of hard to open up to somebody because they’d be senior to you, right? That’s that. Seems little counterproductive.

[00:16:30.17] spk_4:
Yeah, I think it You really have to. If you want an authentic mentor relationship, you have to look outside

[00:16:36.34] spk_0:
the organization. Um, any What would you like to say? Now that has your chance. Um, now it’s all here, so your chance spotlight is on you, but leadership? Anything. Ah, you wanna You wanna add about leadership? That didn’t strike me?

[00:16:47.94] spk_4:
Um, no. I think what I want to do is talk a little bit about what happened after we did the interviews. Right? Because we had all of this material, right? And from having talked to nearly 50 people. And

[00:17:01.47] spk_0:
is it 50 or nearly 50? Now you’re You’re hedging,

[00:17:03.69] spk_4:
knows 47 but nearly 50 sounds, you know, more rounder, right? Yeah,

[00:17:39.79] spk_0:
but originally reset 50. No, it’s not 50. It’s 46 47 47 years. Structure. Precision. Absolutely. Your zeal. Read 21 profiles in the book, which is which are excellent. And then you’ll get you’ll get quotes from an additional, uh how many? 18 2020 28 people. That would be 40 maybe 49 2026 people. All right, let’s keep it straight on non profit radio. Yeah, absolutely. Don’t let the folks confuse you. No. Nor the guest, either. Okay,

[00:18:31.16] spk_4:
Uh, so the so we had all this material, this wonderful material, and we and we knew the book was about leadership because that’s what we set out, that the questions that we asked really were about leadership. But we thought, Oh, go. Oh, boy, The book has to be about something Maur than just leadership. And so what we discovered is that the book is really about the good news and social change. It’s about the how to make a lasting positive social change because many of the leaders we spoke with are actually doing that every day, making positive social change, often without a lot of fanfare, because it’s the nonprofit sector and no one has the money, the advertising budget that a Coca Cola or Pepsi has. And so So we wanted to do a couple things. We wanted people to recognize that in a time when there’s lots of not so good stuff happening, that there actually is a lot

[00:18:41.69] spk_0:
of a lot of good stuff

[00:19:06.11] spk_4:
happening. We wanted more people to know about that. Good stuff. Ah, and we wanted people to be ableto learn from the steps that these leaders outlined for us that became the principles of seven principles that bracket the book. We wanted people to be able to learn from that to make change in their own communities. Let you know. I mean, if they’re working in their own communities, it could be their states, their countries. But the idea is that there’s practical knowledge to be gained here as well as sort of principles. And what have you

[00:19:50.59] spk_0:
Yeah. No. And yeah, I like the details. I mean, that’s why you know, I like, you know, like find a mentor. Mentor? Yes. No. Up your game in. Ah, in emotional intelligence, etcetera. Yeah. All right. Um, can we Ah, I’d like to Ah, getting your house in order in your own organization upto up to where it should be. Right? Principle number two. Yeah, why don’t you Why don’t you overview that and why? It’s important to walk the walk and, um and then, you know, I’ll ask you I ask you something that stuck out for me.

[00:21:32.30] spk_4:
sure. So what? What are leaders told us? And we we really pretty much knew this already. So it was great to have all these leaders saying It is that if your organization is really functional and a good place to work in all the dimensions of what that means, then it’s going to be much easier for you, for your organization to be innovative and to have employees who stay in the organization rather than move on so quickly. Eso you’ll get good organization, you’ll get good institutional memory, and it’ll just be easier to make the change that that you wish to make that to achieve your mission, it’ll be easier and more effective. Ah, so and again, you know, getting your own house in order. It means a lot of things, right, So we have a sort of a selective list. You could list many, many, many things that a leader should do to make sure that his or her house is in order. But some of them include, and this is this is kind of ah ah, A stereotype Recruit talented, passionate employees. Ah, and then retain them. Ah, make sure you have a number two even if that person is not the obvious successor to you. Ah, those kinds of things, right? So in the kind of the human resource is, um, sphere, right? We thought these were really, really important. Make sure that that you’re working on diversity equity and inclusion. This is a, uh, something that all of our leaders are focused on now.

[00:21:35.34] spk_0:
And as a routine part of there. There there, work. It’s not a campaign, no campaign for divers. No, it’s just ongoing, always evolving. It’s always part of their hiring and retaining.

[00:22:04.85] spk_4:
Yes, this is It is another thing that really struck us about about what the leaders were saying is that they had you had to start somewhere when if you were working on diversity equity and inclusion and usually you have to start at the top. You know, the CEO would be the one to be the catalyst for it. But then you you could never stop. Uh, you and you had to keep addressing it from different angles and different levels of the organization, and that was something of a surprise to us.

[00:22:15.92] spk_0:
One of the people suggest hiring people that are smarter than you and including for your board. And he says, I don’t remember who it is, But he says everybody around him is smarter than him and again, including board. Um, again, you know, that’s that goes back to vulnerability. I mean, obviously, these things overlap, but, you know, getting talented people who fill gaps, that of knowledge that you were in the institution don’t have.

[00:22:41.04] spk_4:
Yes, it takes a lot of humility. Yeah. T be able to really do that. You know, everybody says to say it, but it is much harder to do. In practice, you really have to be vulnerable and humble to be able to admit that you don’t have all the skills, and you certainly don’t have a lock on the intelligence. Ah, and that seems to be It seemed to us to us to be a theme.

[00:23:34.65] spk_0:
You mentioned the hiring and, um, terror. This one I do know came from Terra Berry, CEO of National Court appointed special advocates. And it was interesting. Very poignant that she herself was a foster child. I did some training for a casa in, uh, in Albuquerque, New Mexico, someplace many years ago. Plan giving training. Um, she likes the idea of having a series of interviews to demonstrate a candidate’s commitment.

[00:23:37.11] spk_4:
We thought that was brilliant.

[00:23:38.37] spk_0:
You’re dragging them through? Yeah, yeah. You don’t keep showing up. If you have the patience for this, you can tolerate our work.

[00:23:43.81] spk_4:
Yes, yes. I thought that was really, really interesting. It’s part of the higher slowly fire quickly. Right. But it takes higher slowly to a whole new level, right where you should You keep creating excuses for the person to come back. Of course, its course. You planned it out right? But they come and they talk to one person, and then they come back and they get a tour, and then they come back and they talk to another person. Then they come back and talk to a volunteer. Or And the idea is that if they and particularly the young person, that if they have the patience to stay with you through a process that takes a couple of months, right,

[00:24:20.00] spk_0:
so interesting. Yeah, there are a few a few months

[00:24:30.13] spk_4:
that this that this could really, um, weed out some of the young people who just need a job and don’t have any interest in your mission. and really have no interest in the nonprofit sector.

[00:24:40.17] spk_0:
Yeah, they’ll just they’ll just drop it. I can’t tolerate that. It’s six along. Okay, um, somebody talks about, and it may have been you and Linda autonomy in decision making, giving employees autonomy, authority to make decisions.

[00:25:27.84] spk_4:
So that’s another s o. You know, Now you’ve got the talented, passionate employees, right? And you want to keep them. Ah, and one of the best ways to keep them is to give them autonomy and shale. Pollack house Sharansky, who runs a bank Street College of education. Ah was most articulate. I thought about this idea. Um, he talks about having been a, um, assistant principal in a high school in Queens. Doesn’t really matter. Um, and his boss was really, really clear with him about where they were meeting point a where they want, where he wanted him to get to meeting point B, but giving him great latitude in how to get from point A to point B with point B again being very clearly defined with measurable with metric since and so on. And I think if you think about bright people, they tend not all of them but they tend to want to try things they don’t want to be told what to do all the time. Ah, they really want to have the space to make decisions themselves. And this is what this is. What is meant by having having autonomy in this in this sense, and it’s a really again. It’s a really, really great thing to aspire to. It’s harder to do.

[00:26:22.54] spk_0:
Yeah, you have to have a lot of faith in the people you have employed. You have hired, uh, you have to be willing to delegate and give degrees of freedom

[00:26:26.40] spk_4:
and not micromanage

[00:26:41.31] spk_0:
right and and accept failure because everybody is not gonna make it to point B. You know, they’re gonna get derailed sometimes. Um, all those things I mean those right, those are all difficult. But But you tell me essential for growth, right? For the organization, growth individuals,

[00:26:45.90] spk_4:
Absolutely. And the idea being that you’re not, it’s not like you’re not going to check in with them between points and be right, you know, so that the things we’re really going awry, you’re gonna know it pretty early on. Ah, but yes. The idea is that autonomy is a critical part of growing up as as an employee and executive.

[00:27:19.15] spk_0:
It’s, um it’s Tom. Tom Dent, a CEO of Ah, Hugh Mentum. Who who says Take work seriously? Not yourself. Right. More humility. More vulnerability?

[00:27:45.60] spk_4:
Well, yes. And allowing laughter. Laughter not in the workplace. Yeah, laughter in the workplace. And maybe not just laughter around you, but sometimes laughter at you. You know, you make a silly statement or, you know, think about it. Really takes a lot of emotional intelligence to be able to allow people to laugh with you slash at you.

[00:27:51.34] spk_0:
It’s hard to imagine that in an office.

[00:27:54.24] spk_5:
Uh, well,

[00:27:56.19] spk_4:
I I’ve actually been in on it.

[00:28:27.44] spk_0:
That’s why I’m not an employee anymore. Wrong. I pick the wrong places. I would be a terrible employee. Now. I’m so autonomous that I would shoot myself in the interview just in an interview stage. I would, um, but yeah. No, I I’m thinking of the two CEOs. Yeah, there was No. Yeah. Now they would not have tolerated that, but it does with the nineties to, um Yeah, I mean, just yeah, don’t just just just be personable. I mean, just be a person nobody expects in this culture. We don’t We don’t expect perfection from our from our leaders.

[00:28:34.35] spk_4:
No. Well, maybe some people. D’oh! Ah, But what? We’re arguing that you that you don’t need to and that you shouldn’t.

[00:31:06.62] spk_3:
We need to take a break. Cougar Mountain Software designed from the bottom up. Four Non profits. What does that mean for you? It’s got what nonprofits need. Like fund accounting grant and donor management. Exceptional customer support. Fraud prevention. They have a free 60 day trial on the listener landing page at now. It’s time for Tony’s Take Two. The Legacy fallacy. I’ve been seeing this for years. Uh, plan giving promotional materials that talk about the potential donors legacy will help you plan your legacy. Uh, think about your legacy legacy giving on it. It got to the my, uh, front of my consciousness because I just did a webinar recently, and one of the questions lead with the premise that, you know, I know we have to talk about legacy giving, but and then he went on to ask, ask the rest of the question Um and I, uh I disagreed with his premise that you have to talk about legacy giving, and I disagree with the whole idea that legacy should be an important part of your plan giving promotion. I’ve had thousands of conversations with people in their sixties, seventies, eighties and nineties, and very, very rarely I can’t even remember. But I’m gonna I’m just assuming it’s come up once or twice, but it’s extraordinarily rare. Folks are just not thinking of themselves as leaving a legacy, creating a legacy. If your donors are, uh, George Soros or Donald Trump, they probably think of legacy. The average doner, the average plan gift donor. I hardly ever hear it. I can’t remember a time that I did, but I’m being generous. Um, it is not essential to talk about legacy giving, and I don’t think it’s right. I think it’s a mistake. That’s not what your donors are thinking about themselves as a legacy. They just think of themselves as donors as supporting your cause. In their estate plan. There’s more on the video and the video. You know where the video is. It’s called the Legacy fallacy, and it’s at tony-martignetti dot com, and that is tony Stick to let us continue with Vivian Hexter and big impact.

[00:31:27.78] spk_0:
Thank you, Vivian Dexter for obliging me. Ah, well, I do that. Thank everybody. Vivian. Of course. Co author of the book with Linda Hartley. Big impact. Um, there are consultancy is H two growth strategies dot com. Um, yeah. So I have someone I want to ask you about. That I think you blew it. The company name age to grow. It should be a TSH to grow. You should stop hte and then you get the water. Get the H two grand. I get the h two Hexter and Hartley. I get that h to grow. We should be h to grow And then we feed your roots We water your leaves. I don’t You know you could It’s to grow.

[00:31:47.90] spk_4:
Oh, wow. What? We’ll have to We’ll have to look and see

[00:31:49.89] spk_0:
take and should be h to grow

[00:31:51.72] spk_4:
Yeah, you’d be surprised by how difficult it is. Or maybe you wouldn’t be to get a girl that’s not taken

[00:32:41.24] spk_0:
tony-martignetti dot com was not to Ah, wasn’t is not very popular. Now I got to compete with the martignetti liquor dynasty up in the Boston Massachusetts era. Uh, you said you You told me earlier. You vacation on Cape Time? God, Do you know the martignetti liquor dynasty? A liquor stores, maybe. All right, there. They’re up there. You direct their supermarkets of liquor. Maybe Maybe our listeners. A lot of the settlers in Somerville, Mass. May know them, but these air supermarkets not just look corner stores. And but I got tony-martignetti dot com. I don’t know. Maybe they don’t have any Tony’s I don’t know. Um, I couldn’t get martignetti dot com They have that, uh, liquor barons. Okay. Um, I was also gonna owe Gilda’s club. Yeah, the red doors. Yeah. Yeah. You were CEO of Guilt for years.

[00:32:55.70] spk_4:
I waas and ah, it’s a wonderful organization. It’s now part of the wellness community. It merged with the wellness community after I left. At the time, we had maybe

[00:33:03.95] spk_0:
drive it into the ground, did it then? That’s why they merge. Know that there were There were inference. You made the inference available. I want us. I want to feel

[00:33:45.36] spk_4:
Yeah. Okay, go for it. So there were about 30 Gilda’s clubs throughout North America and I had to visit everyone. Ah, and we I inherited an organization where the founder and principal funder was us was beginning to, um, not want to be the sole supporter of the organization any longer, okay? And so we had to build the board, and I have a board that would really contribute in fundraise a significant amount. And we, um we doubled the revenue in the time I was there. We developed? Yeah, it was It was a good It’s a wonderful organization, you know? It provides emotional and social support for people with cancer, Their families and friends.

[00:34:13.51] spk_0:
Yes. Oh, families and friends, too. I was just for the cancer patient survivor. No, not true. Okay, um let’s see, uh, what would you like to talk about? I have other topics. I want good, But what what strikes you about all these 47 interviews? What? What moves you the most?

[00:34:16.64] spk_4:
It was inspiring to talk to these leaders.

[00:34:19.59] spk_0:
Inspiration? That’s one of things I want to talk about. All right.

[00:34:29.51] spk_4:
It’s really, really inspiring. I mean, Thio be able. You know, we asked some fairly intimate questions like, What’s the What’s the worst and best thing that’s ever happened to you in your life? And what did

[00:34:36.91] spk_0:
you mean? What’s your definition of happiness. Yes. You know, all these interviews face to face,

[00:34:40.80] spk_4:
many of them were face to face. Any

[00:34:42.79] spk_0:
of them were my phone probably tried to do face. We tried to do it face to

[00:36:07.53] spk_4:
face. Yes, but even even on the phone, right. These and and in many in most instances, in some instances, wth e leaders had asked to see the questions beforehand. But in some instances, they had not seen them. So they were really kind of, um uh, we got there sort of their raw, fresh first response to some of these questions and it really the way that many of them have turned tragedy into achievement into empathy into mission. It’s really you mentioned Tara Perry at the National Casa. Ah, and you know Leon Botstein at Bard College, whose daughter was killed when she was seven years old, crossing the street to get to the bus. Ah, and he, you know, that was early on in his time at Bard. And, uh, he said, you know, his first impulse was to throw himself out the window, but what he did was he built, barred into really ah force to be reckoned with and and highly innovative place. You know, they were the first to teach in prisons, or among the first Ah, they were They haven’t this early college, which they now have not just in the U. S. But around the world where kids can earn associate degrees in there. Four years of high school. Ah, and so is highly innovative place. Um And he So I one has to believe, right, that he took that tragedy and sort of turned that took that anger, energy, whatever, and put it into building barred into the institution that it is

[00:36:22.65] spk_0:
for Children. I mean, well, not for for for college students, but you know that his child never got to be

[00:36:28.16] spk_4:
Yes, yes. Oh, yes. So So it’s really was really inspiring to to hear this, to hear that wisdom and to hear how willing these, uh, leaders were to share with us. So that was another thing that surprised us. We knew a few of them before, but most of them we didn’t know and ah, and we only had I would say, of all the people we asked, we only had one or two turndowns, and that was a very you know, like high level, Incredibly busy. So

[00:36:59.73] spk_0:
let’s not focus on the one or two.

[00:37:01.13] spk_4:
No, no, no, no. But my point is that

[00:37:03.75] spk_0:
going to share

[00:37:08.84] spk_4:
willing to share And I think partially again because people don’t ask non profit leaders a lot about their strategies and their insight. They ask corporate leaders, right, not non profit leaders. So to be able to talk about what was important to them and how they got into where they are and what they see for the future was really, um, really felt good to them. Ah, and and we’re hopeful that the people who read the book will want to learn more about some of these organizations and possibly support

[00:37:59.65] spk_0:
them At least let it certainly learned and get inspired by the book. Get the book, for Pete’s sake. It sze called big impact. Um, just get the thing, you know, we can’t We can’t cover it all in an hour. Um, now No, she she endorses. No, certainly not. Um, persistence. Another another ah. Topic you get you to talk about, um somebody says somebody says, Oh, this is ah, Evan Wolfson, president of Freedom to Marry. You cannot win every battle, but Lou’s forward. What you talking about,

[00:39:22.67] spk_4:
what he’s saying? For So, for example, so a freedom to marry Waas, one of the key organizations in winning legalization of gay marriage, equality. And Evan worked on this for 32 years from the time he wrote his law school thesis about it. And I have to say he Evan is brilliant. Ah, and he described to us some of the strategies that freedom to marry and its coalition used to win gay marriage. And when he talks about losing forward, want an example of that is going to the South and having an having activity campaigns in the South, even though he knew they knew it would be much more difficult to get people in the South to really before gay marriage. But they knew they had to engage with the people in the South. They had to engage all over the country. And, um, the same is true, you know, in certain cultures, arm or conservative, like the Latino culture. Ah, and they engage. They had they had campaigns with Latinos, they had campaigns with African Americans, and they just kept pushing forward, even though again they knew that they weren’t gonna win everybody’s. They weren’t gonna win all hearts and minds, right? Onley only enough to make it happen.

[00:40:30.86] spk_0:
So there’s the inspiration. He worked on this for over 30 years of his law school thesis. Yes, Excuse me. And, um, you know, there’s there’s someone who’s been on the show. Paul Lo Big wrote a book called The Impossible Will Take a little while. You know, you have to stay with this somebody someone of one of the people you you interview says that a profound change takes time. That might have been you. And Linda said that a profound change takes time. Um, but you know, that’s part of the inspiration that, to me that which feeding that is the, uh, the vision that the leader brings to the organization and and the incremental steps toward that vision, whether it’s eliminating poverty, you know, in ah, in metropolitan Boston, you know, whatever it is that that commitment division and then and bringing people together who said who loved who support that vision and are willing to work at it for 30 years

[00:40:38.24] spk_4:
and celebrate the small victories right and and really be good at doing that. Celebrate the small victories and making sure that your people are taking care of themselves so that they don’t get burnt out.

[00:40:56.79] spk_0:
Life balance. Yeah, One of your I think it’s I have a bill. Bill Uhlfelder talks about life balance and says, If you’re if you’re waiting to get kind of connected your family over vacations and sabbaticals, you know, you’re you’re losing your family. Yes. Balance, right? Yes. It’s essential for persistence.

[00:41:24.28] spk_4:
Well, it is. It is. So this is one where our leaders were sort of all over the map. Okay? Most of them were striving for work. Life balance, right, Most of them. And then a few were unapologetically workaholic. And one said, um, there’s no such thing as work, life, balance. There’s just life, and work is a part of it. That was Larry Kramer at the William

[00:41:33.98] spk_0:
and Flora Hewlett Foundation. No, life is a part of it. All right, That’s fair. That’s yes. That’s a decent Balan,

[00:41:38.49] spk_4:
right? I objective. Yes. Yeah, I think I think Larry works pretty hard.

[00:41:49.72] spk_0:
Okay. Um all right, well, yeah. Um, it’s something. It’s a life practice.

[00:41:51.32] spk_4:
Absolutely. I’m I’m sort of joking. Yes, we. We believe that work life balance is essential, particularly when you’re working on seemingly intractable problems that will take a while to solve.

[00:42:03.00] spk_0:
Impossible will take a little while. All right,

[00:42:30.00] spk_3:
Time for our last break. Do you ever wonder why some nonprofits are always mentioned in the news? It’s because they worked to build relationships with journalists. Who matter to them. Turn to communications can help you do that. Their former journalists. They specialize in helping nonprofits build meaningful media relationships that lead to great coverage there at turn hyphen to dot CEO. We’ve got butt loads more time for big impact

[00:43:05.74] spk_0:
animated and then bring it back down. What a talent on what? A talent. It’s just unfortunate that one took prompting. Um, okay, so yes, we’re striving for balance. It’s a life’s practice. Don’t give it up. I mean, don’t just don’t just, ah, surrender and say my family’s gotta wait. No, My loved ones have to rate my friends, even friends go to your go to a college reunion now and then. High school reunion now and then connect. Yes. Okay. Anything. What? You want to say that Yes, like you’re exhausted. It It’s just essential right?

[00:43:07.96] spk_4:
It’s it’s essential, but both Linda and I believe strongly in it.

[00:43:34.70] spk_0:
I was just at a college reunion last weekend. Pittsburgh, Carnegie Mellon. Uh oh. Fraternity. A bunch of guys got together. So it’s on my mind on my mind. And plus I’m always admonishing. I probably am. I’m not just encouraging are probably I’m admonishing. That’s I think that’s the right word. Listeners through the show and videos like sometimes wag my finger in a video. Um, take time for yourself. You know, if you want to give your in a giving profession if you want to give effectively, I think you have to take yes. And taking is being selfish and taking time for yourself and your family, and sometimes even just for yourself, like quiet solitude kind of time. If you want to give, I believe you have to take

[00:43:51.55] spk_4:
yes, yes, and all too often I think in nonprofits, the feeling of there’s great. Believe it, feeling of intensity about having to accomplish the mission. So it’s hard to to do that to take the time that is essential

[00:44:16.57] spk_0:
you got. And you gotta make the time, right? Yeah, Zach is gonna find it. I can never find the time. Yeah, well, time is not gonna tap you on the shoulder and say, here I am. You found me. You gotta affirmatively make the time. Yes, yes. Don’t keep trying to find it. No, not gonna. It’s not gonna make itself apparent to, you

[00:44:23.13] spk_4:
know. And it’ll be uncomfortable at first to take the time.

[00:44:28.04] spk_0:
Yeah, right. The first time you may

[00:44:30.12] spk_4:
be the first half doesn’t

[00:44:48.63] spk_0:
I’m abandoning ship. Yeah. How are they gonna get along without Yeah? Well, you need to have the humility to recognize that they can write. All right. See how this all fits together. Just get the book, for God’s sake, it so it all fits together. Um, okay. Uh, you mentioned Larry Kramer Hewlett Foundation, did you not? Yes. Is it? He says relationships matter in this in this persistence and, um, drive toward mission. You know, relationships talk about relationships.

[00:45:25.55] spk_4:
So what Larry is saying, it actually is that for him, life is all about relationships. It’s more than just the mission, right? You know, it is the mission, but to him, it’s it’s That’s what That’s what it’s about. And I think it’s particularly important in the nonprofit world because so many of the missions of the organizations that we work in are have social missions right there about either caring for people or teaching people to care for themselves. Or and so it’s really, really important to be able to relate well to people because there’s also the fact that in the nonprofit sector you can’t play. P pent can’t pay people top dollar Ah, and so there have to there have to be other benefits toe working inside a non profit. And one of those is having caring relationships with the people you work with

[00:45:59.34] spk_0:
and also organizational relationships. Partnering type Liz Yes, lash out that

[00:46:42.37] spk_4:
because these days, right? So number one funders like partnerships increasingly. And you know, we have lots and lots of non profits in this country over a 1,000,000 of them, and maybe a few too many on the ah lot of the missions of those organizations are complimentary on, and so I think it’s really incumbent on organizations to make strategic partnerships a priority. It’s it’s it’s It’s critical not only because funding is limited, because funders like partnerships, but because you get more done for less money.

[00:47:07.14] spk_0:
Yeah. There’s a synergy. Yes. Uh, we’ve had guests on talking about how to find the right partners. Get your board by in the board. The board process of formal partnerships and things. Um, yes. All right. So explore those, you know, Think about those, um, So I’m gonna turn back to you. Let’s talk about something that interests you in the book that we haven’t talked about yet. Great. You know, gets all your book. She’s she’s I feel I feel bad for the guests to bring notes or but she’s in that Vivian doesn’t know what she’s been clutching her book, but they never get a chance to read the notes. They bring them, they feel security. I tell them they won’t have time. They hold the notes anyway. And then, um, they never get a chance to look at them because, you know, because we’re having a conversation. What did you find? You. You peruse your table of contents? Yes, I did.

[00:47:43.08] spk_4:
I did. So I I want to go back to Evan Wolfson because I really think that if you read the interview with Evan Wolfson that that interview is kind of a lesson in how to make social change evidence. The on Lee, one of the 47 leaders who has accomplished his mission completely and disbanded his organization.

[00:47:59.77] spk_0:
That’s that’s telling that never happens. Usually, organizations expand to find a new mission.

[00:49:28.46] spk_4:
So Evan now is, ah, high level advisor to other countries around the world that where people are trying to get gay marriage legalized, and he also consults to some. I think now he’s consulting to immigration organizations in this country to try to help them. Ah, but he no longer has an organization himself, and I think his, um the the understanding, how freedom to marry and it’s coalitions achieved. The mission is it’s really instructive. It’s really a It’s like a primer in how to make positive social change. Because he did, he did all of it. They got He got really clear about the goal. That’s one of the principles and learned how to articulate it persuasively and and specifically, at a certain point, learned that if you made it about, um, the legal aspect of of gay marriage in the public eye, it was not gonna be as effective as if you talked about giving people um, make having people be ableto love who they wanted to love. At a certain point in the campaign, they really switched the way they talked about gay marriage, and that was really critical to it becoming possible. Uh, and then another principle is build. So you have to campaign on many fronts you have, and you have to build broad based coalition.

[00:49:36.39] spk_0:
Let’s talk about the many fronts. That’s a section of the book. Yeah,

[00:50:30.83] spk_4:
so the the idea is that you really this is sort of the partnership idea is part of part of this, that you can’t do it alone and that if you’re not striving to influence the private sector and government, which are the two dominant sectors in our economy, then you’re really not going to make lasting social change. And so you have to work with those sectors. You have to learn how to talk to those sectors on, and, um, and you have to be working on lots of different levels all at once, because otherwise it’s not gonna happen. And that includes, um, working with faith based organizations, which some people, some organizations, know how to do, and others don’t but and again. Leon Botstein at Bard makes a really, really interesting point about this. He says that somehow a lot of us, particularly on the coast, I guess have sort of decided that, um, faith based organizations are not important anymore that, you know, because of the increasing secularization of our society that we don’t need to worry about them. But the truth is that they’re very particularly in the middle of the

[00:50:55.18] spk_0:
country. So that may be true in some parts of very powerful on a vast board,

[00:51:15.10] spk_4:
right? Very, very powerful. And we And if you really want to make social change in your community, you’re gonna have to work with those organizations because they’re often the ones that are already working on it, right? They have. They have the soup kitchen. They have the, um, the homeless shelter. You know, they’re they’re already actively engaged in making change or taking care of the people in their communities. And so you really have to reach out to them.

[00:51:57.41] spk_0:
And they’re in the community there. Yes, there the communities, they know the local leaders, whether they’re the official leaders of the unofficial leaders, if you want to work in it, Yeah. If you wanna make real change and work in the grassroots, you need to know who the unofficial leaders are. Direct in the community. Yes. And your faith based the the organization’s Know that stuff? Yes. There, there, they’ve been They’ve been there for decades and generations. Yes. Okay. Um, yeah. So you Ah, you’re sort of where we just have a couple minutes left together. What? What struck you about some of the questions you got answers. You got to the question. You asked everybody. How do you define happiness?

[00:52:43.25] spk_4:
So, you know, it’s Ah, that’s a highly personal question, right? I mean, in the sense in the sense that it’s different for everyone and some of our leaders, because their lives are so frenetic, all they want is peace and quiet. To them, that’s happiness. But that’s regal. Yeah, yeah. Um, and then for some, it’s being with their families and, you know, spending time with the people they love. Ah, and you know, interestingly when we had not a lot of them said, um, you know, happiness is sitting at my desk for 12 hours a day for

[00:52:51.10] spk_0:
a lot of money or

[00:52:52.24] spk_4:
a lot of No, no, that not this group. Not this girl. Now and again. That’s part of the emotional intelligence, right? Isn’t understanding what really makes life worth living, which is relationships and meaningful work and all of those things.

[00:53:11.60] spk_0:
Okay, um, let’s see. What do you love about the work you’re doing?

[00:53:24.08] spk_4:
Well, I’ve always been mission driven tony out. You know, I got an MBA, and I tried to work in the corporate world, but I wasn’t happy. And Senator, Lord and Taylor, I was there in that fire lord, and then I was that I was at best foods as a product manager. Didn’t work. No. No. And so what really makes me happy is, um, is helping to make positive change in the world. I mean, that’s and helping the underdog. I’ve always wanted to help the underdog.

[00:54:01.32] spk_0:
You gotta leave it there. All right. She’s Vivian Dexter. Get the book, For God’s sake. It’s called big Impact insights and strategies from America’s Big Impact Insights and Stories. Who wrote strategies. I needed an intern to blame for this insights and stories from America’s non profit leaders. If I had an intern, they’d be fired. If you want to recommend anybody, Let me know.

[00:54:37.28] spk_3:
Next week it Zombie loyalists with Peter Shankman. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As Guiding you beyond the numbers. Wegner-C.P.As dot com by Cougar Mountain Software Denali Fund Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for nonprofits, your story is their mission. Turn hyphen to dot CEO Creative

[00:54:50.27] spk_2:
producer is clear. My off 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. Thank you for that information, Scotty With me next week for non profit radio. Big non profit ideas for the other 95% Go out and be great

[00:55:16.89] spk_7:
talking alternative radio 24 hours a day.

[00:55:33.32] spk_2:
Do you run or are ready to open your own business? Hi, I’m Jeremiah Fox. I’ve been operating an opening small business for the last 25 years, and I’m the host of the new show, The entrepreneurial Web tune in every Friday at noon, Eastern time for insights and stories on the nuances of running small business. Right here on Fridays at noon, talk radio dot N.Y.C.,

[00:56:02.75] spk_5:
aptly named host of tony-martignetti non profit radio. Big non profit ideas for the other 95% fundraising board relations, social media. My guests and I cover everything that small and midsize shops struggle with. If you have big dreams and a small budget, you have a home at tony-martignetti non profit radio Fridays 1 to 2 Eastern at talking alternative dot com

[00:56:32.09] spk_8:
Hey, all you crazy listeners looking to boost your business. Why not advertise on talking alternative with very reasonable rates? Interested? Simply email at info at talking alternative dot com

[00:56:46.35] spk_9:
Are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Um, Sam Liebowitz, your conscious consultant and on my show, that conscious consultant, our awakening humanity. We will touch upon all these topics and more. Listen, live at our new time on Thursdays at 12 noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s 12 noon on talk radio dot N.Y.C..

[00:57:30.60] spk_8:
You’re listening to Talking Alternative Network at www dot talking alternative dot com now broadcasting 24 hours a day.

[00:58:00.21] spk_6:
Do you love? Or are you intrigued about New York City and its neighborhoods? I’m Jeff Goodman, host of Rediscovering New York Weekly showed that showcases New York’s history, and it’s extraordinary neighborhoods. Every Tuesday live at 7 p.m. We focus on a particular neighborhood and explore its history. It’s vibe. It’s field and its energy tune and live every Tuesday at 7 p.m. On talk radio Die N.Y.C..

[00:58:10.36] spk_0:
You’re listening to the Talking Alternative Network.

Nonprofit Radio for July 19, 2019: Leadership & The Power Of Failure

I love our sponsors!

WegnerCPAs. Guiding you. Beyond the numbers.

Cougar Mountain Software: Denali Fund is their complete accounting solution, made for nonprofits. Claim your free 60-day trial.

Turn Two Communications: PR and content for nonprofits. Your story is our mission.

Get Nonprofit Radio insider alerts!

Listen Live or Archive:

My Guests:

Nikki Henry: Leadership
Nikki Henry wants leaders to communicate effectively, set clear expectations, break down barriers, embrace DEI, and more. She’s CEO of Ladies Leading Ladies and she spills it all.

Whitney Raver: The Power Of Failure
Failures are as powerful as success stories to rally folks around your cause. Whitney Raver encourages you to embrace your bungles and botches–and share them with your communities. She’s chief development strategist at What’s The Word.

Top Trends. Sound Advice. Lively Conversation.

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

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

Cougar Mountain Software logo
View Full Transcript
Transcript for 449_tony_martignetti_nonprofit_radio_20190719.mp3 Processed on: 2019-07-20T15:18:54.577Z S3 bucket containing transcription results: transcript.results Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results Path to JSON: 2019…07…449_tony_martignetti_nonprofit_radio_20190719.mp3.885012872.json Path to text: transcripts/2019/07/449_tony_martignetti_nonprofit_radio_20190719.txt Hello and welcome to Tony martignetti non-profit Radio Big non-profit ideas for the other 95% on your aptly named host. Oh, the Video guide for non-profit marketing, which is the definitive guide. I’m in it, they quoted me. Ah, and it’s a very astute, articulate on accurate quote. They got it right, Um, in all its students and articulateness, this guide is from type Ito T y p i t o type a type edo dot com. They’re the canvas of video. The guide includes the strategic like acquisition, engagement, stewardship and tactical, like lower thirds and captioning and text animation. You’ll find this thing that I’m in at t y p i t o dot com and I thank them for including me and I’m glad you’re with me. I’d get slapped with a diagnosis of Dalek. Oh, several ism if you hit me with the heady idea that you missed today’s show leadership. Nikki Henry wants leaders to communicate effectively set clear expectations, break down barriers embrace D I and more. She’s CEO of ladies leading ladies, and she spills it all. Then the power of failure failures are as powerful as success stories to rally folks around your cause, Whitney Raver encourages you to embrace your bungles and Boches and share them with your communities. She’s chief development strategist at What’s the Word on Tony Steak, too? Show number 450 Responsive by Wagner C. P A’s guiding you beyond the numbers. Wagner cps dot com By koegler Mountain Software, Denali, fundez. They’re complete accounting solution made for non-profits tony dot m a slash Cougar Mountain for a free 60 day trial and by turned to communication, Shin’s PR and content. For non-profits, your story is their mission. Turn hyphen to DOT CEO. Here’s Nicky Henry and leadership. It’s my pleasure to welcome to the show Nikki Henry. She is the founder and CEO of Ladies Leading Ladies, a company dedicated to helping women and non binary people grow as supportive leaders. She’s a passionate dork. She’s at ladies underscore leading underscore, and the company is at ladies leading ladies dot com. Welcome to non-profit radio. Nikki Henry. Thank you so much, Tony. My pleasure. What’s a passionate dork? So I call myself a dork because I am super, uh, nerdy in the way that I want to make sure that data and research backs up what I am teaching with leadership. As I was growing as a leader, I always went back to the data and research and my undergrads in psychology. So I just have that nerdy numbers data research part of me. But I’m super passionate, and I I have worked in non-profits for the last decade because I care about families, and I care about our communities. Okay. Uh, it’s fair. Of course. You know, that was that. I didn’t label you that. That’s Ah, that’s your idea, That is, um So we were supposed to connect that? Ah, 1990 sea. And then you were so passionate about helping your audience on. They wanted so much of you afterwards that you couldn’t make it to the recordings boost on time. And so now so here we are, many months later, but I’m glad it worked. Doubt metoo piela very. For a while, I was a little I was a little noncommunicative. You e mailed. And then I said Okay, hold on. I’ll get I’ll get to you when you know when I have a breaking schedule. So I don’t know. I hope that, uh see, I like Esso I was not reaching out. Um, I like to lead by fear and intimidation. Um uh, condescension. You, no doubt. So that’s my style. That’s right. That’s why that’s why I wasn’t getting back to you. I mean, we could have done this the first week after ntcdinosaur. I wanted to exercise my leadership in my, uh, my white male privilege and authority. Oh, my goodness. Just so fun. Yeah. So I feel like that’s my leadership style. Is that is that is that in line with what you’re doing at the lady’s leading ladies? You know, I feel like you just did my intro and the opposite. Yeah. Okay, so my my method is the antithesis of yours. I would say so. All right. I don’t know. Fear and doubt and loathing and condescension. They seem to work well for me, but all right way don’t have to go down that way. Um, So you want Thio? Well, tell me what leading ladies leading ladies is about. Yeah. So this company really came out of my own experience in the workplace. And like I said, I spent about 10 years in non-profits working in different leadership roles, and I noticed a couple of things. One, especially in the nonprofit world, were very much trial by fire. I got thrown in, um, you know, as a first time leader and had to figure it out. So there was a lot of that imposter syndrome going on with me. A lot of the scared that people are gonna find out. I don’t know what the heck I’m doing. Um and so I just dove into teaching myself. So I definitely saw that piece. I saw that lack and I saw that white space, especially with our non-profits on properly training and investing in our leaders so that we conserve our community’s best. And the second thing I saw is one of the programs that I worked with. We scaled rapidly over a five year period. We went from four full time employees to 55 during that time that I was there. And so we had a ton going on. And what I noticed was specifically the women that I worked with who were incredibly hard working so intelligent, um, and had been with me from the get go, weren’t throwing their hat in the ring for those promotions. And for those management opportunities. And so I got to really chat with them and dig in. But I know this isn’t a unique problem. This is something that we’re facing in our workplaces where we have a lack of representation of really strong, amazing women in those leadership roles. Okay. And you want to turn that around Exactly. Okay. Uh, so you’re some of your advice is around effective communications for women. So what are what are what are women not getting right that they could be doing better around communications And And how do we sex it? You know what’s fun s o with the with the business. I really have a passion around bringing women and non binary people into representation and leadership. But what I teach is not gender specific. And what I actually found, the more that I dug into research and data, you know, from Gallup in different areas is that if we’re gonna go with gender stereotypes, women are actually better prepared to be the most effective leaders. Based on what the data is showing us, an effective leader looks like. And what that means is now we need coaches. We don’t need managers. We need. People who are focusing on relationships are focusing on development are focusing on, um, that communication, bringing together multiple perspectives and really creating a team versus just the top down, you know, crack the whip type of accountability that we may have had in the past and may still have in many workplaces. So it’s really about that communication and getting to know your people one on one as human beings and how you can uniquely motivate them to be the most successful team member that they could be. Okay, s o teamwork. Collaborative. You know, people, uh, we just have, like, a minute and 1/2 or so before before our break. What? How come we, uh s So how can we break down the barriers that exist between leader and following, You know, whatever Employer, employee advisor, supervisor worker. I mean, is it as simple as just like social events o r. Go deeper? I think it’s deeper, and I think it’s two main things. I think that it’s training and rewarding our leadership for being those supportive leaders or as burn a Brown says a daring leader. Um and then the second piece is really focusing on diversity equity and inclusion. I know you were speaking about that on a previous podcast where we really have to dive into our own identity is the identities of those that were working with and be able to really embrace the assets that come along with that diversity and an inclusive workplace. Yeah. Yeah, we did. We get ah, a couple of d I topics and 19 ntc and we talked about it before that. Um right. Why don’t we, uh, take our break right now? Pursuant. They’ve got a podcast as well, and there’s there’s is go beyond. It’s hosted by their vice president, Taylor Shanklin, who’ve been a guest on non-profit radio a couple times. Ah, a couple of recent episodes of go beyond our Self Care for Leaders and four digital trends. For 2019 you will find the podcast Go beyond at pursuing dot com slash Resource is now let’s go back. Thio. Nikki Henry. Okay. Thank you for that indulgence, Nikki. Henry. Absolutely. Go take care of our our sponsors. Um all right. Um So how do we so I’d like to get into some some, you know. How do you do it? Not just not just not just what to do, but but how So how can How can an effective leader get to know they’re there? There, folks better abila more, more personally. You know, as you were saying, Yeah, So at 19 NTC, um, I was going through this with our group there and some of the three top things that I really focus on our your communication. So both in meetings and facilitating those meetings, setting clear goals and just motivating and engaging your team. So one of the things that I really push, um, and have seen work in my own work but also in others is that our leaders take time to sit down one on one on a weekly basis with each of their direct reports. And when I say that people screeched to a halt because nobody needs more mean eight meetings, nobody wants to be stuck in meetings more than they already are. Right? So it’s really about how to make those meetings productive. Um, And how Thio, I understand that making that investment of time these weekly one on ones or 25 30 minutes make that investment of time is actually going to give you more time on the return because you’re having less of people knocking on your door and saying Hey, do you have a minute? Hey, can I ask you a question? Hate kanai This on the same page? You’re aligning at least weekly. Nobody. Converium off course too far if you’re really talking on a weekly basis and you work into that weekly conversation a human element as well. So asking people about their Weiqing of weekend asking people about their family and making sure that there is that human element in it as well as we move forward. Okay, this is related to something I just read on Seth Gordon’s Blawg. Okay, basically, he was talking about slack. You know that we don’t have to be so tightly, um timed and so efficient in the in the short term that in the long term we’re going to suffer. He uses the analogy of airplanes the way you know it. Sze time down to the minute. And if there’s a storm, you know when every plane is being utilized in the short time in the immediate term there’s a storm or a breakdown of an aircraft, there’s no slack built in. So the whole system cascades and can collapse. If there’s a storm in L. A or New York or Chicago Santa, um, the whole country can come to a halt aircraft. So, um, you know, So his recommendation is, you know, don’t be so short term focused and build in some what you might consider to be inefficiency in the short term. But in the long term, it’s gonna be it’s gonna give you rewards. That sounds like you’re saying, have these weekly 30 minute meetings. Um, what you’re gonna know they’re gonna cause you a little tightness in, but in the long run, you’ll get you’ll get Amore, I guess Committed employees who you get to know someone who’s gonna be more likely to come to you with a problem instead of quit when there’s a problem. Exactly. Take a week of Lee sick leave and then quit while there’s reportedly sick. They’re out looking for you. Actually had an interview. Yeah. Yeah, they’re gonna talk to you and you’ll develop amore more committed. More, more collaborative employees. Exactly. All right. All right. So 30 minutes, 30 minute, one on ones. You okay? What What else do you like to see so and a lot of these, they might sound like we’re going back to the basics, right? But another latto always. That’s not always, but that’s not always bad. Yes, we could use a more basic. So I think it’s important because we might know these things. But practicing them is a whole different thing. So I also talk about smart girls, which again people kind of roll their eyes because I asked everyone in the room How many of you have heard of smart goals? Almost everyone raises their hands, right? And then I asked people, How many of you are utilizing that when you give out, you know, a task list or goals to your team members? Crickets? Very rarely are people actually looking at. Okay, we’re talking about what our priorities are for the weak. I’m, you know, helping someone to set those priorities. But I didn’t take the extra 30 seconds, one minute, two minutes to go through and make sure that it was specific that we know how we’re measuring success. But it’s actually achievable that it’s relevant to what we’re working on the big picture. So we’re not just doing busywork and that there’s a deadline that were clear. And if we actually took those act extra 30 seconds to two minutes to go through that with things that were asking of our team, we would have such a more efficient workplace. But also we would have such a better relationship because our expectations are a lie. And we know what’s being asked of us. We have clear expectations. And also, as a leader, you’re going to get a project or a product that is actually what you asked for versus that person trying to read your mind and ending up. You get something and you say, What the heck is? This is not what I asked for it all. And you know okay, yeah, clear expectations, any anything. So let’s ah, shift a little bit from Well, they’re all related. But expect eight expectations setting no more advice around making that clear for people. Yes, I think that you know, those two things really tied together. So the smart girls on the one on ones because you want to be talking early often, Um, and especially as we are in Thio, a millennial generation that’s taking you know, is the largest part of our work force. You’re gonna see the same with Jen’s e J. Expect early and often immediate feedback. And so that’s going to increase that relationship. Increase that communication and decrease the times that you’re really going to end up with someone not understanding their expectations and veering off course so early and often regular feedback, both good and bad. Eso really balancing those? The other thing that I will say, especially because you’re putting these extra meetings on um on the calendar, is don’t hold meetings that could have been an email, so you’re already taken the time to sit down one on one. Don’t hold the weekly staff meeting or the weekly department meeting. If you’ve got nothing to say. If you’ve got no nothing that needs to be brainstorm or worked out as a team, if it’s just an update to policy, it’s a memo. It’s a schedule whole thing. Shoot it in an email, don’t add more time to meetings because that’s why people really, really dread them is because they’re just sitting in something that they could have read in an email in five minutes. Okay, you’re, uh go, Just go on back to the first point you made about being honest. You know it, Sze totally unfair to an employee Thio to find out at the annual or the semi annual performance review that you know there’s a problem with something exactly. And it’s been festering for months. For months or something, you never give the person a chance. Toe improve. Now you’re now it’s formal. Now it’s written now. Now they feel like they’ve been shat on Andi and they got like, a blind sided races versus having a conversation with him in one of the 30 minute one on one meetings. You know, there’s a problem. This is not. This is not the way we I want this done or you’re not meeting expectations or whatever the heck it is from from the hours you keep to the attire to the to the smelly food you do in the kitchen. You know, whatever it is, you’ve got to tell people and give them a chance to improve. Absolutely. And it’s something that leaders really struggle with, right? There’s a lot of the times were promoted into leadership positions because of the good job that we did in our last position, not because we particularly have leadership skills or or those types of things. It’s a reward for doing a good job. And so that means that we get a lot of leaders who haven’t had any leadership training. I think the last study that I looked at, over 45% of current leaders and managers have had no leadership or management training at all. We treat it as if it’s a talent or a natural ability, where, as it’s a skill just like learning, excel or learning a new database, Um and so a lot of people are conflict avoidance. And so they have a hard time having those easy at the beginning conversations about you know, Hey, you’re wearing too much perfume and it’s given so and so a headache. You know, something silly like that. They don’t have that up front, and then it turns into like what you’re saying. They’re being blindsided in a formal evaluation instead of just having a quick conversation. So building those relationships and trust and respect on a weekly basis also helps the leader to be more comfortable to bring those things about with with their employees and with their team members. But it’s also something that has to be practiced, and it has to be rewarded in the workplace as well for our leaders to be assertive and thio Thio knit problems in the bud and have those open and frank conversations. If someone says they don’t have enough time to do 30 minute meetings with everyone that reports to them, does that mean they have too many direct reports? So I was just going to say I have one of two answers. Either you are overseeing too many people directly, Um, or you are You don’t have any time because your people are constantly interrupting you. So there’s, you know, to kind of pieces to that. So if you’re generally speaking, if you are overseeing more than 10 people directly meaning there is no level of, you know someone in between, there’s not another person. They can go to. A lot of the time CEOs think. Well, I oversee the entire company. No, no, no. Just your direct reports. Um, if you’re overseeing more than 10 then probably you’re not able to give them the time that they need to be a coach versus just being a manager, and that is going to hold back your employee engagement, which then holds back the success of your teams in the success of your organization. So that is one thing. But the other piece is people think that they don’t have time. Well, if you took intentional time with your team, you would see within a month. If you really committed to this, you would see a huge amount of time saved because you were dealing with it on the front end, versus being reactive. Okay. Okay, Cool. Um, how about some motivation, huh? You touched on little Bit’s talk about explicitly motive motivating the folks who work for you. Yeah. So each of your each of your employees is a unique human being there in the work that they do for unique reasons. So getting to know them in those weekly meetings and elsewhere to understand why the they do the work they do is gonna be incredibly helpful to you as a leader, because then you can tap that’s specific reason to help motivate them. But more generally, I think there are a couple of things that we can do to motivate and create an engaging work environment as well. I think one thing is encouraging friendships at work. So not being the boss that walks into the room and then everyone’s a she because you’re not supposed to be talking, um, so allowing that also creating opportunities for people tohave lunches together to get together off the clock toe, you know, feel like they can actually create, um, these relationships that help them to be more resilient in the workplace. And I think also one huge piece of motivation that I think is often missed is talking to people about their long term development. And I talk a lot about doing that through what I call stay interviews and not just me. Everybody calls him stay interviews, Um, but a stay interview is a play on an exit interview. We get all of this really robust, amazing information when people walk out the door. Well, why don’t we ask those questions once or twice a year or once 1/4 and get that really important information? While we still have the talent, Let’s keep the town. Let’s retain them so deeper into their development in their long term career planning. So asking questions like what is it that troubles you here. What would you do differently like that? Exactly? Yeah. Taking exactly those exit interview questions and turning them into stay interview. So why do you work here? What do you love most about your job? What would you change if you had a magic wand and have that authority to do? So? What are some benefits that would make a difference to you wanting to stick around in this job? You know, things like that. Okay, Uh, now on the friend you know, that sort of developing the friendship side. I’ve had people say that they resent some of that. Why did they have to be friends with co workers? They’re they’re happy to have them. His coworkers. Why do they have to take them on his friends? I you know, and I totally get that. And I hear that as well from folks. And here’s the reason why, as a manager or a leader, you should push this because through research and study specifically through Gallup, they have shown that those who have a best friend at work are significantly more engaged and therefore significantly more productive at work. And when you think about it just, you know, anecdotally. Of course, If I got to show up every day and work with my best friend, I’m probably gonna be more happy to be there more eager to show up. You know, a happier human being and knowing that I have someone that I trust that I convinced to all of those things having that resiliency within the workplace is is fantastic. Not everyone’s gonna do it. Not everyone is going to be that engaged employees. They’re gonna be that there are going to be the types that one o’clock and clock out, go home, not talk about their personal life. Keep a very compartmentalized life. But I will say is the generations go on. That’s less and less because people don’t see the clear delineation between their work-life in their home life. Especially with technology. Yeah, especially right. Right. That’s that has changed. So much of our work-life is interwoven. In-kind personal. Okay, um, any, uh, any, like, special or, uh, types of events that you like to see or something fun that maybe people haven’t thought of it. We could all go out for drinks. You know, maybe it’s a bowling night, right? pizza on Fridays. You got something something special beyond the humdrum stuff that I just named. Sure, I think what’s important is to actually give your employees ownership over this. So what I’ve done in some of my past work places is to create. And they called themselves the fund committee. Um, but to create that committee and actually allow the employees to decide what they want to do with that time and if you can throw a little budget at it Wonderful. But also again coming from non-profit. Ah, one of the places that I worked with. We just did not have the budget for that. You know, we’re very Grant restricted and and we weren’t gonna get that that fund money. So what we decided to do instead is we worked with our controller, and we all decided to deduct $2 each paycheck to go into a fund committee fund because we wanted to get to know each other better. We wanted to have teamed building on, and it’s completely optional. And it’s a knot of, you know, we don’t send out the list to say, Hey, so and so is not in the fun committee. Um but, you know, allow that and then allow them to decide what it looks like with your approval to make sure that you’re not having an HR nightmare or you’re not, You know, misusing funds or anything like that. But let them have ownership. Let them decide, Let them tell you. Okay, okay. To try to ah, tryto resuscitate myself or laser tag. Laser tag. Could you do that? That’s not humdrum. I lovely attack. Yeah, Yeah. Um uh, Anything else you want to say about motivation? You know, I I think what’s important And this is something that I think we’re actually relatively good at in the nonprofit world, but is important to come back to We have to come back to our mission and we have to come back to our why on a regular basis. It’s really easy when we air show stressed with multiple grants and funding streams. And what not to get caught up in the numbers and your team? What they hear when they just hear numbers, numbers, numbers is that you’ve lost touch with the client. You’ve lost touch with the families. You’ve lost touch with the communities that we serve. So making sure that you’re bringing yourself back, but also as a team that you’re spending time to really reflect on how you are serving your miss mission, which is most of the reason why. Probably your team works for you right now. Bring it back to the mission. Yes. Frequent, I think. Frequent visits to the mission. Yeah, certainly in terms of new programs or new ideas that are bubbling because this is going to be a collaborative, contributing team, and they’re gonna have ideas, you know? Do they? That may be a great idea, but does it work within what were charged to do? Okay. All right. So we’re talking about a lot about meetings. I’m guessing you have some tips on running effective meetings. Efficient, productive. Happy meetings. Yes. Okay, let’s start with something that’s old friends of mine or the technology. Like the technology rules for meetings our phones allowed. Do you need Oh, my gosh. We only have two minutes left. Okay, uh, let’s do justice to tech rules for meetings. Okay? So I actually, I’m a millennial, so I am guilty of having all of my technology in the room when I’m doing meetings, but at the end of the day, as I’ve worked with people from different generations and different values as well. It doesn’t even have to be a generational thing. Those who do not allow technology in the meeting room, they have been much more productive. And it pains me as a millennial to say that, but it is absolutely true. Leave your laptop back there, leave your phone in your office because you’re their toe work together. And everyone in your meeting should have a reason that they’re there. They should be someone who is contributing to the meeting. Otherwise, they shouldn’t be invited, Um, or made to sit through something. So put the phones away and focus on what you’ve got there and use that collaborative creativity. Okay, Um, now I’ve heard there could be an exception. You know, uh, my my pet is in surgery for my son is in surgery or my dad is in surgery. No. So that could be exceptions for those you know, those kinds of cases, right? I see that. But also that is a weekly, a slippery slope. So here’s what I say. Yes, there are always emergencies, but let someone know for the next hour, they need to call the front office. Then they need to call this phone line. And if there is an actual emergency, your receptionist, your office manager will come in and get you. But if you’re talking about in an emergency, then you pick up that phone every five seconds to check it, and you’re getting out of the flow of that collaboration, okay? And then there’s also the slippery slope, you know? Well, she had her son, but I don’t have children, but I have a cat cats in surgery. My cat is just like a child to me. Exactly. It’s not right. All right. Next to becomes a pet spider than the turtle, you know, gets ridiculous. All right, All right, Nikki. Henry, we gotta leave it there. All right? Thank you, Tony. My pleasure. She’s the founder and CEO of Ladies Leading Ladies. You’ll find her at ladies. Underscore leading underscore and the lady’s leading ladies dot com. It’s time to take a break. Yes, it is. Indeed. Uh, Wagner, C p A’s. They’ve got a free webinar on August 6th. Developing high impact grants. Improve your grants, research and writing. You’ll find it at Wagner cps dot com. Click Resource Is and upcoming events. If you miss it live, then watch the archive. Wagner cps dot com Quick Resource is and recorded events makes perfect sense. Did I mess something up here? Pardon me? Yeah, but, uh, but I didn’t do Wagner. I’m I I did already. No, I didn’t. I think you messed me up. I’m blaming it on Sam because I don’t have any interns. If I have an intern, I’ve blamed the answer we need in turns into show. So I have somebody to blame when there’s a screw up. Like right now, I don’t have one, but it’s certainly not my fault. It couldn’t be so. It’s just that that’s outside the realm of its Not it’s inconceivable, and I don’t mean inconceivable, like uh, like they using conceivable in the Princess Bride. I mean, it is inconceivable, so it must be Sam’s fault. Thea Other thing. The other sponsor that we need to talk about is Cougar Mountain software. Maintaining separate accounts for each fund Ain’t a ning daily expenses reporting to the board, these air or all challenges that you face. That’s why Cougar Mountain created Denali Fund It’s your complete accounting solution specifically designed for non-profits. They have a 60 day free trial. You’ll find that at tony dot m a slash Cougar Mountain. Now it’s time for Tony’s Take two. I’m positive. Sam screwed me up here. I know he did. You left out a break. Okay, the, uh, 450th chauffeur non-profit radio. It’s next. Next week, For God’s sake, It’s July 26th. 2019 is coming up. What’s coming up on the two on the 450th show? Ninth anniversary. Been at this for nine years. 2010 giveaways. We’ve got your coffee giveaways, Of course. Kira is the coffee company that supports coffee growers and workers through providing dental care in the dental care like my voice was crackly. I’m 14. That’s how excited I get back your coffee. They provide dental care because the president of the company, the founder, is a dentist, but they provide dental care to coffee bead growers and workers. As you buy their coffee, you’re supporting that work that we’ve got giveaways from Cure a coffee. I’ll probably go away. Some books from the library, the non-profit Video Library where authors have given me multiple copies of books and What I’ve Got. Live music. Scott Stein, of course. Scott Stein from Brooklyn, who plays are, will play our theme song Complete Cheap Red Wine You Played Completely Through. And then, of course, we’ll count on him to play another song as well. And he’ll be here with this keyboard. Clear Myer. Half our creative producer is gonna be in town. Um, we got all the regular contributors calling in Aimee Semple Ward, Jean Takagi and, of course, Maria Semple. They’ll all call in. We’re welcoming new sponsors. You have heard a couple of shows with them already, but we’re going to formally welcome Cougar Mountain and turn to Communications as our new sponsor. So there’s a shitload going on. Um, and I can say that because my show what I could do, whatever the hell I want. You don’t like it? You’re not gonna stop listening. I mean, well, I mean, you could, but the odds of you doing it just cause I said shit one time so small, it’s it’s inconceivable. So there’s a shitload going on. Be with us for July 26 next week, the 450th show. There’s more on my video out. Could you imagine I could be any more to say on this topic, but watch the video anyway. The video is that tony martignetti dot com and I recorded it in my car. So Zwart watching for that reason since that makes. But let’s do the live listen to love. Ah, there’s a ton of it. Oh, yes, Sam the noisy eh commission. I think that Sam is really screwing up today. You forgot to turn the air conditioner off with my mike. Went live. Now you hear it. See how much quieter is now? That’s because there’s no air conditioning. You heard the buzz. You didn’t know what it was that you really all right. I’m not paying for this week’s show, All right? The live. Listen, love. Where the hell is it? We got listeners in. At least we had. We may have just left in the past three minutes, but we had a few minutes ago. Listeners in Rochester, New York, Tampa, Florida Irving, Texas Washington, D. C. Newburgh New broke New York. I love that straight up, right up the Hudson River. A little bit not upstate New Yorkers. New York City but I don’t live here anymore, so I don’t consider it upstate. Newberg. Welcome. Live love to you. Multiple New York, New York. Um, where else we got? Seoul, South Korea. Loved one soul checks in annual haserot comes a ham Nida Tokyo is with us very loyal. Also very loyal listeners in Tokyo Konnichi wa Beijing Beijing is with us equally loyal Ni hao to our Beijing listeners live love there. Moscow, Russia. That’s a pretty frequent Dublin Ireland. Not sure you’ve been with us before. Um, welcome. I’ve love to Ah, to Dublin. Um And there’s another sheet I left out a whole bunch of sheet coming back here. Alexandria, Virginia. We got listeners live love there, but then going abroad again. Oh, another South Korea yon yon gene or young in South Korea. Also on your haserot Too young Jean Athens, Greece. Welcome. I think that’s new. Rio de Janeiro, Brazil. Live love to you and Afghanistan. Herat, Afghanistan. I know. That’s first time. I’m so glad you’re with us. Afghanistan. Live love to you and the podcast Pleasantries. They got to go out because it’s over 13,000. You know eso whatever time zone you are, in whatever device you’re listening on pleasantries to you. I’m grateful that you’re with us. I’m grateful the show continues to grow. Uh, I can’t say Week after week grows every single week, but month after month year, the trending is up. So it’s all good. That’s that’s very positive. Pleasantries toe our podcast, listeners all right after that raving ranting. It’s ridiculous. I’m not. Whitney Raver should probably hung up. She was on the phone. If she’s still with us, she’s our next guest on, and I’m pleased to welcome her, Assuming she’s with me. She is the founder and chief development strategist at What’s the word? That’s a growth acceleration agency focused on amplifying non-profit impact. She teaches how to use stories to build trust and raving loyalty among donors. I’m starting to ratchet it down now. I have to have a conversation with Whitney, for God’s sake, get piela linked a woman she and the company are both at What’s the world inc dot com and at oh, what I said, No, that’s not it. It’s what’s the word? Inc dot com? Pardon me, What’s the word? Inc dot com and at what’s the word Inc Welcome to the show. Whitney River. Are you still there? I am here. Who could leave that performance? I can think of a lot of people. My mom for number one and my dad, but they don’t listen to begin with. So that turned them off years ago. Um, welcome. It’s good to have you. You are calling from the Black hills of South Dakota. That’s awesome. That’s way West. You got Mount Rushmore, Badlands National Park. That’s a beautiful part of our country. Yeah. Oh, I love it. I’m 20 minutes away from the most beautiful national mom in the world. And of course, I live smack dab in the middle of four. So I’m surrounded by the most beautiful hills in the world, I think, but at least you might be biased. Like, you know, New Yorkers think it’s the center of the world. But you deserve to think highly of the black hills. So, um what? So you have what are some of the monuments there that you have? So we have not rushmore. That’s about 20 minutes away from my house. We have, like, he said, Badlands. The Black Hills are a national monument, and then we have. My personal favorite is the crazy Horse Memorial has been works there and their longtime friends of his family, and it’s just up. They’re carving a giant mountain buy-in into, you know, putting over the Black Hills. And it’s just incredible to see they’re carving the carving crazy horse into the side of a mountain like Mount Rushmore into hyre Mountain. It’ll be, um, 3 60 It’ll be an entire mountain, not just one face of it. So Mount Rushmore will be will be minimal. Minimize is minimal compared to this 360 degrees. What kind of project? How long does that latto many years? Does that take? Oh, it’s you know, they’re expecting It’ll be done in about 60 years the last time I checked. Plus, they’re also very because they’ve gotten a few new drill and technology has come along. The founder cortex Socolovsky was carrying his jack up the mountain and doing it by hand. It may take 60 years. You cut out a little bit there, but 60 years, you’re incredibly patient in South Dakota, you have to finish that thing in like, 20 minutes. Here in New York, we just start trampling on it or somebody would steal it or Or graffiti it, Uh, maybe 1/2 an hour. Give it. But 60 years. Damn, you have. Um I have a lot of patients I also love. You know, you have that enormous space, South Dakota. And there’s about 800,000 people who live there. Brittney, did you turn me off? Oh, we didn’t turn you off. Okay, You have 100,000 people. I mean, we have We have 8,000,000 in a little island here. Uh, I don’t know what the dimensions are, but it’s got to be, like 1 10/1000 the size of South Dakota. And we have 8,000,000 8 and 1/2 about 9,000,000 or something like that. You have 800,000 in the whole freakin state. That’s incredible. It’s another person. Yeah. Yeah, well, you’re surrounded by a forest. All right. Um, okay, enough geography, but thank you. We never had having had a call from South Dakota. Our guest from South Dakota. So, um, so, uh, this topic of failures little personal for you because you ran for the for the South Dakota House of Representatives. As did it. It didn’t go so Well. Well, yes. No. And we can absolutely talk about way. Are we talking about it right now? What do you mean? We can We are. We’re doing it. Let’s start no more about it than I do so well in that I did not win. Um, I mean, ballots were cast, and I end up going to appear, which, you know, broke my heart. But I did my job. I served three and gave my neighbors a choice. Okay, but what I feel really right was, um, in speeches and to be going in and e-giving a perspective, an opportunity to think of things in a way that they have never Ben exposed to before had just results. And I tell you what, I got dozens of phone calls, and in the days and weeks after that election from people who just said, Gosh, I just wish I had voted for you. What? Why didn’t he? Hey, so if I do it again, it might be a whole new conversation. Okay, but what came out of that, uh, that, uh I had to say that failure, That that lack of success I don’t know. I mean, we could use the word failure. The cell, The second is about failure. Look what came out of that. Would you learn from that failure that informs your your, uh, don’t fear your failure practice really? That people have to be spoken to. You know, I feel like it was closer to my community that the constituents in this district actually trusted. Or after after I had failed and gone back into them and and, you know, um, we’re we’re still in this together. You can still count on me saying that I have had promised Call me email me. Here’s my social media and where no one really did before while I was right, I still get plenty tons of e mails and phone calls all the time. You know, we need a brave voice for this issue. Would you mind keeping us in this capacity? So even though I failed, I think that because I was so open with it and because I was so accepting of it, I really have done a lot more to earn the trust of my community, simply running an offering to take that position. Okay, Awesome. And, uh, we’re gonna go take our first break. And when we come back, that’s a perfect transition. Cause you want, um, you want non-profits toe earn The trust of folks are well, we’ll continue with that. After we take this very short break Turn to communications, PR and content for your non-profit. They help you tell your compelling stories and get media attention on those stories and help you build support, media relations, content, marketing, communications and marketing strategy and branding strategy. This is all of what turned to does. They’re at turn hyphen to DOT CEO. I’ve got butt loads, more time for the power of failure and Whitney River Whitney. So what is this trust That, uh, I mean, it’s I think it’s implicit buy-in non-profit relationships, but we want to talk about it explicitly, asking for trust and building trust. How do you feel that sharing your failures helps? Helps that I want nick down the importance of trust non-profits all over staying a decline in donorsearch ship and e-giving, and it’s really it’s their capacity for impact. And one of the reasons for that is because you were then 20% of potential donors trust organization, and there is a wide range of reasons for that. We as non-profits and as impact creators view the world is it could be has to do a better job of not just vacating our vision but bringing people in on that vision. And that requires a more three dimensional story, um, or hope, view of our And that includes sharing her, sharing our failures. Yeah, um, listeners, I know that Whitney is cutting out a little bit. It’s it’s something in the phone. But we’re pretty sure that if even if she calls back, it’s not gonna make a difference of Whitney. I may ask like I’m a repeat. Something that I I think you’ve said or I asked you to repeat something. Okay, because you’re cutting out a little bit. I think it may help, though, if you speak louder. Okay. Okay. Um, all right. So yeah. I mean, this is this is, uh, consistent with what we know about personal relationships, right? I mean, if to build trust with I don’t know, a spouse, a friend, you know, you you share and and just over time, I mean, you don’t want to share the good things that you share. What’s what’s happening in your life, and it’s not all good. And over time that the people you’re sharing with feel that they’ve been brought into your you brought them into your confidence. Great. You pick each other up and buy a shared your failures and kind of throwing your bungles out there. You give your community a chance, your hero. You tend to take it as a non-profit, the place of the hero in the grand story. And if you read Donald Miller Story brand, you know that Really, Um the odd wants to be the hero. And by sharing your failures and giving them a chance t and help you as part of you, you really give them the opportunity to the hero in that story. And that’s one of the ways you you gain trust and and buy-in. Okay, I’m not clear on something. Uh, making someone the hero of the story could flush that abila more sure to be sure to talk. So, as a nonprofit organization, you you tend to be the hero in the grand scheme of your vision. You are connecting and volunteers to your beneficiaries to serve your mission and the role of donor or volunteers can’t sometimes be inadequately highlighted. The people who stand on the sidelines wondering whether or not they should get of their time or their money are there. They’re looking for some reprieve and by giving them an opportunity to serve you first as xero. So to speak, in the story outline of communication, you give them the opportunity to feel like they’re really important to you and therefore to the mission. Okay, so making your donors and volunteers and Central Central to the story. Great. Okay. Okay. Um, have you seen this? Ah, have you seen examples of this? Any stories you can share that you think I’ve been done? Well, certainly. We’ll tell you about the startup that we’re working with right now. It’s high altitude training. And these these books have an incredible mission. It’s a group of elite long distance athletes who have together to show how sustainable living is the road, who meeting our highest human potential. And they they’re promoting sustainable living practices and agriculture and energy, and they’re using their competition to show to build a community around these ideas. Obviously, as an athlete, you can’t show up and take every time every time you raised rape. Yeah, So we have to make sure that our community and we’re building a wide, um, community of donor sponsors, volunteer participants. That community needs to be with us, and you stand that, You know, we may come in 10 but that is not any less important to our mission. We have to be able to show them how every every failure, every pore, placement, every station is an opportunity to refine our actions and refined and learn more about the lifestyle that we’re trying eat and how to become better at it on dhe. How do they do? They or generally are you recommending, you know, like coming out, right? Like asking for trust Or this is just something that you build implicitly. You know, Bo, what’s it? For the most part, I’ll go back to Tiu Thio, you know, shit. Like my marriage, for instance, my husband and I just celebrated 12 years, and, um, when we when we first started dating, I adamantly against marriage or any, you know, major commitment. Because I didn’t have that kind of trust. And I think a lot of people can relate to that over time. You, you you you work other, you fail together, you grow together and you realize that we’re We’re in this together. You’re important. I’m important. We have to come together to to serve the school. Did you? Yeah. It does make sense. Um, you start by by by sharing. You start by moving it. Build enough of a background you do You turn to them and ask them. Trust me. Don’t need volunteer. Give speak. But in order to make that request valid, you want to spend your time building that relationship and half of half of it is testing. The other half is failure. Yeah, well, it doesn’t have to be 50 50. I mean, you could we could be a little more optimistic. Make it like 60 40 right? Failure, success to failure. And let s oblique is just, like half, but, you know, out there in South Dakota, please, Ideally, it doesn’t come up very often, but when it does, you know you don’t want to You don’t be the ones behind behind the eight ball, you know you want you want to get well, for instance, you know, this is kind of a political topic, but the, um, fiasco in Florida with the Florida charity. Um, they were in a position to receive a station from a questionable fund raiser. Um, you know, as soon as it hit the public act out and there there were two ways to go about handled situation and positioning yourself in that situation. And when we when we come up against, um, situations like that very, You know, 1/3 party may not a lot or best interest in mind, but their actions may not align with our mission. Our vic gold. We take a stand, and instead of receding into the you want to stand up and explain, you know where you are in the story, how you responded, how your response reflect on mission in values and division so that that story isn’t written by someone else. What about selecting the right failures to talk about? I can envision some that you shouldn’t, but let’s let’s put aside the ones that are that are public, and then, you know you have to you have to share. But, uh, you know, there’s some things that you might be a might be a bad hyre or something. I mean, what what types of failures. Would we include or not? Include? Okay, So, like you said some just public And you know, if it’s if it’s going to take off in the media, you definitely want to get that. Yeah, of course. But others include white fun galas. Think things like that where maybe you don’t have the amount that you were hoping for. Yeah, you know, a lot of organizations. What they’ll do is they’ll take their attendees and squeeze them into a little ball and take a picture to make it look like they’re 100. And they’ll put that story out and, you know, talk about the great turn and everything that was accomplished. But we still need you to donate really hard on trust. The messaging doesn’t align. Whether or not your audience really puts the time into unraveling that they know they know that there’s something off and that hurts their trust. What would How would you message it instead? Um, I would mess. It’s typically about like, uh, on event. I was humorously like, Wow, we really bumbled that one. We scheduled this during this other events. Too bad we’re not that popular, you know. But since that we need you guys to show up in this capacity instead. Okay? And you feel like this is something, by the way, we just have about two minutes left. You feel like this is a way, a way to move forward in 2019 and ahead. You see this as an important future trend or current trend and just increasing Absolutely Whether or not, um, the Internet and having you know, all of the station of ages in the pub wolber hand has forced us to be transparent as a non-profit. You are complete both. So you might as well work with that to build a station ship run with it. There are great organizations like charity. My gosh, I’m so gaga over charity water. I’ve never seen such such bold. And I mean almost surreal transparency. And that’s that’s the standard that donors want and need to see any. Yeah. Um, yeah, there’s a video I remember seeing charity water scum. Scott Harrison. The CEO is standing in front of a well that failed in. They do their work in Africa. I don’t remember what countries in but the well collapsed and he said, We’ll be back. We’ll be back And I’m sure I’m sure he sure they did go back. Um Okay. Whitney River. We’re gonna leave it there. Thank you very much. My pleasure. Thank you. You’re welcome. It’s a founder and chief development strategist at what’s the word? What’s the word? Inc dot com and at what’s the word Inc. Next week you heard all about it. It’s the 4 50 If if you don’t. If you don’t remember what next week’s show was about, you need to tune out. If you missed any part of today’s show, I beseech you, find it on tony martignetti dot com actually already turned out. If you don’t, if you don’t know what the 4 50 it is, you’re already out. Responsive by Wagner, c. P A. Is guiding you beyond the numbers. Witnessed gps dot com by Cougar Mountain Software Denali fundez. They’re complete accounting solution made for tony dot m a slash Cougar Mountain for a free 60 day trial and by turned to communications, PR and content for non-profits, your story is their mission. Turn hyphen to dot CEO. Our creative producers Claire Meyer off. She’ll be in the studio next week. Sam Liebowitz is the line producer is screwed up today. Social shows, Social media is by Susan Chavez. She’s safe. She’s out in California. No guilt there. Mark Silverman is our Web guy. He’s fine. And this music is by Scott Stein, who will also be in the studio next week. You’re with me next week for non-profit radio. Big non-profit ideas for the other 95% complete. Turn the air conditioning on. It’s sweltering in here. Go out and be great. You’re listening to the talking alternate network. You’re listening to the Talking Alternative network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi, I’m nor in Sumpter potentially ater. Tune in every Tuesday at 9 to 10 p.m. Eastern time and listen for new ideas on my show. Beyond potential. Live Life, Your Way on talk radio dot N Y C on the aptly named host of Tony martignetti non-profit Radio. Big non-profit ideas for the other 95% fund-raising board relations, social media. My guests and I cover everything that small and midsize shops struggle with. If you have big dreams and the small budget, you have a home at Tony martignetti non-profit Radio. Friday’s 1 to 2 Eastern at talking alternative dot com Hey, all you crazy listeners looking to boost your business. Why not advertise on talking alternative with very reasonable rates? Interested? Simply email at info at talking alternative dot com Are you a conscious co creator? Are you on a quest to raise your vibration and your consciousness? Sam Liebowitz, your conscious consultant and on my show, the conscious consultant, our awakening humanity. We will touch upon all these topics and more. Listen live at our new time on Thursdays at 12 noon Eastern time. That’s the conscious consultant. Our Weakening Humanity. Thursday’s 12 noon on talk radio dot You’re listening to Talking Alternative Network at www dot talking alternative dot com now broadcasting 24 hours a day. Do you love or are you intrigued about New York City and its neighborhoods? I’m Jeff Goodman, host of Rediscovering New York Weekly showed that showcases New York’s history, and it’s extraordinary neighborhoods. Every Tuesday live at 7 p.m. We focus on a particular neighborhood and explore its history. It’s vibe, it’s feel and its energy tune and live every Tuesday at 7 p.m. On talk radio dahna, you’re listening to the Talking Alternative network

Nonprofit Radio for May 19, 2017: Healthcare Funding Options & Leadership Options

I love our sponsors!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

It’s not your 7th grade spelling bee! We Bee Spelling produces charity fundraiser spelling bees with stand-up comedy, live music & dance. It’s all in the video!

Get Nonprofit Radio insider alerts!

Listen Live or Archive:


My Guests:

Chris Labbate: Healthcare Funding Options

You have options today! First, Chris Labbate walks us through fully insured; self funded; level funding & minimum premium, so you understand your choices paying for your employees’ health insurance. Chris is with Marsh & McLennan Agency.



Gene Takagi: Leadership Options

Gene Takagi

Then, we talk leadership options with Gene Takagi, our legal contributor and principal of NEO, the Nonprofit & Exempt Organizations law group. Co-CEOs anyone? How about holacracy?


Top Trends. Sound Advice. Lively Conversation.

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

Every nonprofit struggles with these issues. Big nonprofits hire experts. The other 95% listen to Tony Martignetti Nonprofit Radio. Trusted experts and leading thinkers join me each week to tackle the tough issues. If you have big dreams but a small budget, you have a home at Tony Martignetti Nonprofit Radio.

Get Nonprofit Radio insider alerts!

Sponsored by:

View Full Transcript

Transcript for 340_tony_martignetti_nonprofit_radio_20170519.mp3

Processed on: 2018-11-11T23:49:25.918Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2017…05…340_tony_martignetti_nonprofit_radio_20170519.mp3.159871622.json
Path to text: transcripts/2017/05/340_tony_martignetti_nonprofit_radio_20170519.txt

Oh, hi there. Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent on your aptly named host this is show number three hundred forty, the three hundred fiftieth non-profit radio is going to be coming up it’s on july twenty eighth, three fifty music comedy special news i hope you’ll be with me for three fifty i’m sending spies special a pre show special live listener love to the fans of crystal a bat this insurance guy has a big fan base that this guy’s, a rock star who sells insurance live listener love to chris’s special live listeners, and i’m glad you’re with me. I’d suffer with my own militia if you try to soften me up with the idea that you missed today’s show health care funding options today is options day first, kriss la bat walks us through fully insured self-funding level funding and minimum premium. So you understand your choice is paying for your employees health insurance chris’s with marsh and mclennan agency and shared leadership options. We talked leadership options with jean takagi are legal contributor and principle of neo the non-profit and exempt organizations law group co ceos. Anyone? How about holacracy shared leadership on tony’s? Take two. My finger is still wagging, responsive by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com, and by we be spelling supercool spelling bee fundraisers. We be e spelling dot com for all his fans. And, of course, for everyone else. Here is crystal bat with health care funding options. My privilege to welcome chris lay back to the studio as regional executive vice president at marshall mclennan agency, chris is an authority on employee benefits, including customer driven health plans and alternative funding. He shares his expertise and twenty eight years of industry experience to help you see how innovative employee benefits and hr programs can lower your costs. The company is at mm a hyphen and e dot com crystal bat. Welcome to studio. Thank you, tony. Pleasure to be here. I’m glad you are. Thank you. Read your colleague last week. Mark. So you’re going to shine like mark shine did yes, i know you’re up to it. All right? So we are we’re talking about funding funding options for employee health. Let’s, let’s reassure listeners first, this is not going to be impacted by health care reform that may come or is not going to be impacted seriously, right? Yes, that’s that’s correct? Most likely, the funding options will stay the same. Okay? Because we really can’t predict what’s coming out of congress, but we don’t expect the general ideas around funding that you and i are going to talk about to be impact. Correct, okay. Right? We don’t make the show irrelevant in two weeks after. Okay. All right, so it turns out you don’t have to fully fund. I mean, i think probably the majority are ah, now i know you do have some stats, actually, but i’m thinking small and midsize non-profits probably most of them are just osili insured, fully insured, really insured plan. Correct, but you have options. Correct. So? So in a fully insured plan, you’re just paying a fixed monthly rate that the insurance carrier sets for your organization and if its profitable to them it’s profitable them. If it’s not profitable, they’re taking on the all the risk skin and losing out. Yeah, okay. They probably don’t lose out too often, though. I’m guessing they might lose one year, but they’re probably gonna lose two years in a row over the long term state business. They have to make profit. Okay. Exactly. All right, so i think pretty. Yeah. People are pretty accustomed to that. The fully fully insured and ah it’s easy it’s level payment, i mean, and you know exactly what to expect. Her employees have a set of benefits and it’s all easily defined and of course, insurance, company’s, managing it right. So we’re just talking about the financing of the benefit plans, right? So that’s, often transparent to the employees, don’t get involved with that. So the employer is just paying the fixed costs, and they’re all there are alternatives to the fully insured, called self-funding, which can be explored for more, most organizations, five employees on up. Ok, so even for the smallest organization, correct benny on the state. But, yes, okay, okay, cool. S so this is going to be impacted by state law. Also, correct, yes, all right. Um now, if we are, if we are self-funding then we’re taking on some risk, correct, you’re taking on a portion of the claims risk so that portion you’re going to fund as the claims come in, but what’s often misunderstood about self-funding is that there are insured components built into self-funding so it may not be at the same level that you have. You’re fully insured, fixed rate, right? But you do have insurance components to protect you. Two different suits to specific types. There’s ones called specific insurance to protect you against any one person having a claim over a certain amount. Okay, you decide is the employer and you purchased that coverage of twenty five thousand fifty thousand. If a claim hits that level, the insurance kicks in, and then the second is called aggregate insurance, which is protection that your total claims that going don’t go over certain amount. Okay? All right, so i got you. I got you so you can. There are some. Yes, there are some insurance protections built into self-funding. All right, now you do have some stats about, um um about what? What? The percentages are around. Who’s self-funding. And how it’s. Been changing since nineteen, ninety nine like percentage self-funding vs versus the full, fully, fully insured thank you write. So especially since health care reform has has kicked in there’s been a movement towards self-funding on dh that basically is benefiting employer groups that have a favorable risk of benefits around the country. They’re showing. About sixty one percent of covered workers that have health insurance through their employer are covered under some form of a self-funding plan. Yeah, well, okay, so almost two thirds correct under some form of self self-funding and that’s changed from nineteen, ninety nine that was forty four percent correct. A big change. Okay, okay, um, so if we’re if we’re going to consider this self-funding option, there are some different kinds of costs that we need to be aware of, correct. Right now, we’re just like we have about two minutes before break. So why don’t you just kind of tease out the idea of these different kinds of costs we have to be aware of? And then you’re not going to more detail. Perfect after right after that. So in general there’s, two categories of cost, you have your fixed costs that you’re paying on a monthly basis and you have your variable costs will be, which will be your claims costs as they come in. Ok, fixed, invariable. All right, we’re going to dive into that a little more. We take our break a minute and a half earlier, so and then kristen are going to keep talking, finding out what your options are around, maybe self-funding all are a part of your employee health stay 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 with chris sabat when we’re talking about funding options for your employee health now, christine, you do not have lots of letters after your name. Last week we had i says that mention mark your colleague market lots of letters especially easy, like sees after name there’s all your where’s, all your credentials, they’re all just built into yourself. Yes. You know, i’ve been in industry since eighty nine, and i have my master’s in finance and marketing. I’m just really the experience in the industry on the benefits side. Okay, okay. Your bona fide? Yes. Okay. Okay. All right. So let’s. Now, zai promised diving a little more on these. Some of these costs that you have to think about taking on if you were goingto fundez self-funding fixed costs like like what? Like what? So the first fixed costs you would have is your cost to administer the plan. And typically you’re hiring an insurance carrier or a company. It looks like an insurance carrier called a third party administrator to perform all the tasks that that insurance carrier would under a fully insured plan. So paying claims customer service id cards for employees booklets. So from the employees perspective, if they don’t know what the funding is, it looks and feels like a fully insured plan to them. There’s no difference. Okay, so you’re outsourcing this administrative work. Exactly. No need for you to hire people to be doing this for you. Exactly. Cos that’ll do it for you. Yes, at a fraction of the cost of a fully insured plan. Okay. Okay. Um and the what? What else? Fixed costs. There’s this ways that now we now we get into some of the insurance coverage mentioned earlier, protecting us against a really unhealthy employer employee or or or or or aggregate. Go ahead. Absolutely. So so most companies that self-funding will have two types of insurance associated with their plan and their purchasing this protection. And the first is called specific insurance protection against anyone large claim going over a predetermined amount. And as the employees you, you picked that amount, whether it’s twenty five thousand, fifty thousand and as that amount goes up, the premium associating it kind of goes down exactly. Okay? And the second type of coverage is called aggregate insurance. And that’s protection that your total paid claims will not exceed a certain amount. Okay. And that’s, very inexpensive coverage. All right. And so these air part of your fixed costs that you’re going to be absorbing? Yes, if you’re if you’re exploring self-funding, you’ll get a monthly bill with your admin costs and your stoploss costs all printed out per employee, just like you get a fully insured premium bill. Okay, okay. On. And then you had the variable costs, which is basically what you’re going to be paying out for doctor visits. Right, etcetera. That right. Exactly. So the variable cost will be the claim’s paid out for your employee population covered under the plan. And in general, when you’re purchasing your stoploss insurance, the underwriter at the stoploss carrier will determine what they expect. Your claims to be given your employee population and then they’ll determine a maximum exposure. So if your claims go above this maximum amount, the insurance will kick in and cover it. Okay, that maximum exposure is usually set ten to twenty percent higher than your expected claims for your popular do-it-yourself kush. Exactly. Okay, exactly. Now, what about reserves in all this? I mean, if we’re going to be doing that, we have to have money set aside for the payment of claim. Exact. Exactly. So when you first go into self-funding plan in the first few months, you typically will not see any paid claims. Somebody goes to a doctor today. It doesn’t get reported two to three weeks from now when it gets paid. Okay, so there’s a cash flow advantage upfront going into a self funded plan, but on the back and if you ever terminate a self-funding plan, there’ll be claims coming into the third party administrator or the carrier that need to be paid based on service states prior to when you terminated, right? Right. That’s called run out or term a terminal liability. Okay, yeah, while you were self-funding toe at the end mean, you benefited in the beginning, right at the end. Claims are still going to be coming in as you exact your i guess. Or now fully insured. And you ended your your self-funding crackers. But but so that has to be a reserve fund, right? Don’t law must require something like you’ve gotta have ah dedicated account or something with the money. For the old yes, so typically a joint bank account set up with the third party administrator there paying claims out of this account when you had that crash flow advantage at the beginning of the program when your first during out self-funding we recommend that you just bank that money and that’s setting up the reserves for the event if it ever happens where you cancel the self-funding plan, okay? And how about knowing? Oh, well, i guess that goes into your expected cost. Me knowing how much to put into this reserve correcting for for a decent sized organization, i don’t know, like ten employees, i mean, could conceivably be half a million dollars or something. I mean, i’m just numbers don’t stop my head, right? You’re going to be more precise, you’re probably gonna say, well, it’s gonna depend on age, right and correct help histories, etcetera and it’s broken out by the underwriters on a monthly basis. So, you know, so when you get your stoploss coverage, they’ll give you a claims factor per employee per month. And that is how you calculate the number of employees times that claims factor gives you your exposure for the expected exclaims focus and that’s the amount that’s got to go in this dedicated reserve for typically yes, now you can’t you can’t be using this money for other purposes correct it, sze designated restricted or something for the self-funding plan? Yes, it should be air marks for the self-funding plants. He had the money available to pay their letting your employees down your absolute, obviously seriously. Okay. Okay. We don’t want people run operating that. Okay, um all right. So we’re talking a lot about self-funding what are what are some of the reasons you that non-profit might actually think about doing it? There’s some advantages? Yeah. There’s some big advantage associate with self-funding the first is there are a bunch of hidden taxes and fully insured plan. So under health care reform, there’s four four and a half percent in taxes that get attacked right onto a fully insured great. Okay, now, health care reform. Today on the day now, we’re recording couple weeks earlier, then this is going to air. So health care reform by that you mean the affordable care act? Correct? Or obamacare? Correct. Okay, not something that may be happening in congress in april of this year in may of this year is that right? That’s correct. So in the affordable care act, there’s a tax on non-profits that are any fully insured krauz any fully insured plan has attacks built into it that gets funded, the funds go right towards offsetting the cost of the affordable care act. Was it attacks on the amount of premium? You correct? Oh, interesting. Okay, right. Forty five percent you sent were correct and there’s also in some states and local taxes that get applied to fully insured plans. So when your self-funding you’re circumventing the state rules and some of these fully insured taxes at a federal level, yeah. Okay. All right. This one advantage. All right? What else are there? Other reasons it we have? Ah, younger, healthier group. You’re going to benefit because you’re paid claims will be much lower then expected or similar to expected. And then you’re paying less than you would under a fully insured plan now wouldn’t and ensure offering full insurance? Wouldn’t they be factoring in that you have a younger, healthier workforce. So health care reform change some of the factors that go in. They do account. For age coverage, tear with a single or family coverage if you’re a smoker or a nonsmoker, but generally you’re paid claims in a small group will not count towards calculating your rate. Wait a minute, we better impact that statement. Hold on, you’re paid claims in a given group will not will not what? I came here if you’re unaffiliated, if you’re in a fully insurance plan small group market? Yes, your claims do not drive your rates typically. Oh, they don’t correct because it’s the law of large numbers, they’re playing, they’re not going to base your rates on your claims. If you’re five people or ten people that’s what healthcare form actually did away with to try to stabilize the small group market just like those of us who are individuals, we go to the exchanges. It’s my premium is not at all based on my history could i mean, i think they might have asked if i’m a smoker. But that’s all yes, that’s one of the factors taken you okay? So we’re getting very small. So that’s at one end of the spectrum, tiny individual. I see what you’re saying. They’re all right there it applies to small groups as well. So i’ll give an example of you if you’re in a fully insured plan, you’re paying fixed rate every month and say your premium comes to one hundred thousand dollars a year. Okay, now, if you wanna self-funding plan, you’re paying your fixed costs, which might be twenty or thirty thousand will estimate and then there’s seventy thousand and projected claims what your claims only coming at ten thousand, you’re only paying ten thousand wonderful insure plan you pay the full hundred thousand still alright, so there’s an opportunity here for a new organization to engage in employee health, health, health and wellness, right? Yes, if you’re going to go fully every, i’m sorry if you’re goingto self-funding you can enjoy some benefits of every every, every two weeks, we have a five k run or, you know, whatever i say, right? I mean it’s perfect segway twenty foot that one of the next advantages. If you have an active wellness program where you’re engaging your employees and getting healthy, that can parlay into fewer claims and under self-funding plan, you benefit directly from that you’re not paying out claims on un employees that don’t go to the doctor. Okay? What size organization do we have to be? Or was it eliminated completely under affordable care act, where they would start looking at our claims history and our wellness programs? If we were going fully insured so it vary state by state eso it khun b fifty employees, one hundred employees and and more. All right, you have to be that size for them to start factoring in your individual act. Your program’s done. But i mean, you could have, like, smoking cessation. You could have, i don’t know. Organization provided fitbits and everybody’s got eight or ten thousand step daily minimum, right? You can have all kinds of programs to try to save yourself. Money. Those air, those air common wellness programs. There’s not innovative thinking, innovative now company and fried. It provided fifty. Now they’re doing that. Yes. Alright. I thought maybe i had some some great insights. Okay, um all right. So i just happened to be a big wellness fan so you could save some money if you doing self insurance. Self-funding self-funding i should say on and there’s a couple there’s. A couple more advantages. Get more transparency. You see, you’re paid claims were under fully insured arrangement. You typically do not especially smaller employers, so you don’t get to see the claims them all employers typically, we’ll not see their claims history because they’re not allowed or that usually carrier policy not to give out paid claims to smaller employers, especially if they’re rates aren’t dictated by plane. So that gives you the ability to better budget for future costs because you have all the information and it helps you design with plan design. So if you know people are over using the emergency room, you might up the co pan the emergency room copay and you might lower the copay on your urgent care centers or tele medicine to try to drive people with lower cost setting. Yes. Okay, so you could drive some behaviors. Okay. I could see that there’s one last one. It gives you the ability to not have to include state mandated benefits in your plan. And that’s, a big benefit for companies who have people across state lines because they can provide one seamless plan designed for all their employees. You say companies. But we non-profit organizations exactly. All right. So different. States have different mandated benefits, correct packages? Correct. Okay, i saw a bit of a little i mean, this is kind of interesting, well, privacy issue coming out of what you were just saying, if you’re self-funding you’re able to see claims history now you know who the unhealthy people are, right? Who’s got bad behaviors, etcetera mean, who wrecked a lot of so the reporting khun b done where’s d identified which just means you’re seeing general information, but it is if you have a smaller the company, you might be able to identify who those people are. S o typically you would want tohave an internal privacy policy, which which follows the hip national privacy standards with a privacy officer and a policy in place to protect that information and only have certain people buy-in certain people given access to the information within your organization. Ok, ok, that actually dovetails with what? What mark and i talked about last week levels of compartmentalization correct categorization, i believe he called. Okay, um, who typically would be looking at this data if we’re going self-funding who looks at this on a monthly basis so typically be somebody in hr maybe. Something in finance and it’s almost it’s, almost always d identified so you know, you’re not going to know who the people are, but they’re looking at it, just seeing what claims were being paid out and budget and future years, and then also the behaviours trying toe like you said, friends instance, if we see emergency rooms being overused, correct plan design, and then we could also just have meetings about listen, people, you know, you’re hurting our you’re hurting the organization by using the as your primary care or something like that, you know, you’re hurting. We’re trying to stay self-funding for for the these reasons because we think it’s better for you then than being fully insured. But you’re making it hard for us to do so right? Get a primary care physician. Yeah, you can have meetings about the right can you talk about? You can talk about that, you can have any things. And you, khun target wellness programs like you reference if you see your population has a history of high blood pressure or a lot of smokers, you can use that information to taylor educational program. Bring people in current, bring people in to talk about hypertension. Manage? Absolutely. Okay. Diabetic diabetes management? Yes. If people are having a lot of diabetes related issues. Okay. Okay. All right. So we still have some time left. What? My voice just cracked still. What? What happened? I asked you what else? What else could we talk about? Some of the some of the negatives with self-funding. So if you’re moving to a self funded arrangement, you have the variable cash outlay potential. So one month your claims can be very favorable. The next month you can have high claims. You do have those reinsurance caps built in protection. Stoploss is you’ve already examined all the jargon. I got tongue now, stoploss but you can still have some variants and some come organisations prefer the fixed costs associated with a fully insured plan. You know what you’re paying your budget for it and that’s your costs for the year where self-funding can vary over the course of twelve months. Okay, um, how does it work? This is a very basic question. But if you if you are self-funding, how does it work in terms of a network of hospitals and doctors? Have you that’s? Good cause. You choose what providers are available to your employees. So when when you hire the third party administrator or insurance carrier to administer the plan there, providing that service for you so you can hire a big insurance company and use their network, you’re renting their network to access those discounts. That’s part of the administrative fees it gets broken out into network rental fee utilization management, he gets into a very a lot, a lot of details broken out, focus. Okay, well, because you can use somebody’s network and not be insured by the exactly you’re taking the risk, you’re just using them to administer the plan. Roger. Okay, i say interesting. Okay, um, what else? We still got a few minutes left, so that zoho your disadvantages of having any of that was that was one big one. The other one is if you ever want to get out of self-funding you have that terminal liability. So if you say i’m canceling my self-funding plan today, you’ll have a couple months of claims to pay out. Still for claims that were incurred prior to your cancellation date. And at the same time, if you’re signing up for a fully insured plan, you’re paying the fully insured rates so it’s like a double payment for a few months to get out of this self-funding plan. I got to get to cool things. I got terminal liability and stoploss yes was going around saying, you sound like a genius, alright stoploss german labbate that’s a term reliability problem on dh that i could touch on to two other quick thing before you do, though dahna the terminal liability i mean, could that could that go on for years? I mean, suppose someone made a claim while you were still self-funding and then they continue to have related issues to that claim like so i don’t know what a surgery that went bad or something, and then years later, they’re still having, like following surgeries to that infection from when you were self-funding what good question so it’s driven by the nhk earl date of the claim? So if i go to a doctor today and i’m self-funding today, it gets paid dahna self-funding plan for that same condition if i go to the doctor next month and next month i’m under a fully insured plan gets paid by the flame. Shirt plan. Oh, so the general liabilities just the run out. They call it from the from the self-funding period when people went to the doctor during that plan here. All right, so it’s not considered like a pre existing condition. Correct? Where the now insurance company, because you’re fully insured kicks is going is going to kick it back to you from what? Your self-funding days doesn’t work like that. Correct? It does not. Does not. Okay. Okay. All right. That’s, some reliability thisyou xero everywhere you’re in our daily lives. Term liability stoploss okay, what else you got? I could do real quickly to other hybrid type products between fully insured and self-funding. So you have some combination once called level funding, and this gives you the fixed costs of a fully insured plan where you paint a rate every month for employees. But at the end of the year, if your claims are favorable, there’s the potential to get a refund of a portion of the terrible claims. Oh, so you benefit if if claims air. Good. Act. Okay. And if claims are are not good. You’ve paid your rate for the year and you walk away. Okay, well, that’s, because you have what you want had some stoploss coverage it’s all built into, like, a fully insured rate. So you have that fixed rate, and then if your claims are favorable there’s something called a settlement done at the end of the year, you know, if you would get money back, but there’s no potential. The additional dellaccio more correct. Okay. And then you have you said in which another hybrid? Yeah. There’s there’s one more call the minimum premium arrangement. And this is sort of like a fully insured rate, but you’re carving out the claims part of it and your funding the claims as they actually come in. So similar to level funded. But you don’t have the wait till the end of the year to get the benefit of favorable claim get, like month the month? Correct. Exactly. Well, okay, so there’s. A lot of issues to think about, and i guess way just have, like, a minute and a half left or so, but i guess this all comes down to risk tolerance. Exactly. Do you do? Do you want to just write off the wrist completely and give it to an insurance company? Or would you like to get some of the benefits of doing it yourself and maybe even having healthier employees? But you’re taking on some of that risk. Correct your risk tolerance and your ability to handle some cash flow changes from one month the month with self-funding and it really comes down to analyzing what would my costs be under a fully sure plan. Total costs. What may cost being herself funded plan at the maximum claims that’s where the stoploss carrier says you would not pay more than that. Yes, you’re a total costs on. Then what would your cost be under the expected where they expect your claims to be? Given your employee population and looking at those numbers will give you a good feel for where he should be. Okay. All right. Crystal bat. Andi. I demoted him because he’s, a crystal bat is a regional executive vice president at marshall mclennan agency. Okay. I wanna thank you very much, chris. Thank you. Tony called my pleasure. Coming up. We have jean takagi and shared leadership options. More options for you first. Pursuant, they’ve got a new webinar. Big surprise. It’s free designing experiences. That inspired donorsearch every brand elicits a feeling, you know this like think disney, starbucks, united airlines and each of your donors has an impression of your organization based on their experience and interactions with you with your brand. On thursday, may twenty fifth, you can join lutheran, our ministries, brad never ary and pursuance senior vice president hillary noon and learn how to create immersive experiences that inspire greater engagement from your donors and potential donors. Brad is going to share how lutheran our explored the journey of a key audience identified opportunities to improve on their experience with his brand, and they put in practice places that are goingto make measurable impact trying to make change. Of course, this will be archived if you can’t make the live session, but if you can, you register at pursuant dot com quick resource is and then webinars we’ll be spelling who needs to engage millennials? Maybe you’re bored has raised that as ah as a possibility or a need. Do you feel it’s important for your sustainability? Perhaps what you waiting for? We be spelling dotcom get started for pete’s sake. Hosta fund-raising spelling bee. This is not your seventh. Grade spelling bee. You know this. Check out the video at we b e spelling dot com and then talk to the ceo alex career. Set something up or just get more information. We be e spelling dot com. Now, time for tony’s. Take two. That damn finger is wagging again. Are you properly registered in each state where you solicit donations? You need to be listen to my admonishing tone. It’s not going to stop. Where are you sending e mails? Sending direct mail hosting events, maybe buying ad space. Do you have a donate? Now button that admonishing tony’s not going away. Each of these things is a solicitation, and it triggers the registration requirements. Charity registration. You need to get it done. I can help you. You could do-it-yourself. You need to be in compliance in each state where you are soliciting donations. My video is that tony martignetti dot com that is the admonishing tony’s. Take two live lesser love. I’ve got a ton here in the united states of america and not too much abroad. Really. So let’s, uh, let’s. Start here in the us of a with tampa, florida. Very loyal, lifeless and live. Out to you special tampa. You’ve been with us for a long, long time. Woodridge in new jersey, swan’s borrow north carolina, new york, new york and brooklyn. New york really got two out of three borrows this week last week. Course we had all five. But brooklyn. I’m glad you’re with us. Manhattan. Thank you so much, but gives he with that westchester that’s. Not bad. North of the city. Poughkeepsie live. Listen, i’d love to you also, white plains neighbors in westchester live. Listen level so to newjersey caldwell, new jersey, hackensack, new jersey. Still no altum pandu jersey, where my mom and dad are sitting right now. Uh, moving ah! Moving way down south san marcos, texas live. Listen, love out to you, san marcos on then coming back to the northeast, stratford, connecticut were all over except on the west coast. I know what west coast person who’s listening but he’s on the line so it doesn’t count. Not this week. And let’s do germany got to live listeners in germany? We cannot see your they’re so concerned about privacy in europe we cannot see your cities in germany nonetheless live. Listen, love guten tag the podcast pleasantries. They got to go, you know that you’re tired of me saying it, but i’m not going to stop the podcast. Pleasantries have to go out to the over twelve thousand, listening in that method pleasantries to you. Thank you for being with us on your schedule on demand, and the affiliate affections were looking to grow that affiliate list. Our outreach director, belly, betty mcardle belly. No, she’s. Not ever. Billy. Betty mcardle is working on that. But for the effect for the affiliate stations that exist right now. Of course i am. And fm stations affections to you. So glad that you’re station includes us on your schedule. Thank you. Jean takagi is with us waiting patiently. He’s the one i was alluding to, um and he is the managing attorney of neo the non-profit and exempt organizations law group in san francisco. He edits the wildly popular non-profit low block dot com and he’s the american bar association’s twenty sixteen outstanding non-profit lawyer he’s at g tack on twitter and i believe he’s calling from an airport. Welcome back, jean takagi. Hi, tony. How are you? I’m very good. Very well, are you, in fact, in an airport? Is that what happened? I’m now at an airport hotel. A little bit better. Okay, where are you? What city you’re in? I’m in los angeles, los angeles. So that’s not far from you for san francisco. Okay. Okay. S a little background noise. I kind of like that. Mixes things up a little bit. Um, if anybody gets difficult while you’re on the phone, you know if you have to drop the phone, you know, and fight somebody off, just explain what you’re doing first before you just dropped the phone. Okay, i’ll make sure i hold them off, ok? All right, well, do what you have to do but inform me first that’s the first your safety is secondary to informing me that’s what? I’m that’s basically, what i’m saying, it makes understood, ok, thank you very much for that. So we’re talking about some shared leadership options. Um what? What brought this to your attention? You know, shared leadership has kind of been a little bit of a hot button issue recently amongst non-profits that are thinking of more equitable practices and in attracting younger people. Millennials, you might refer to the you know, to that group and say that they may not be is ingrained with the hierarchical structure that those of our generation tony, maybe comfortable within used to, and they’re really wanting tio have more of a say early on in their careers, so, you know, shared leadership issues, all sorts of forms are really starting tio to take hold in some practice on dh starting t gain in more popularity so are you seeing this? I guess mostly then in organisations where the leadership is thirtysomething or so well, you’re seeing it from from a lot of younger people, for sure. So living in the san francisco bay area in with silicon valley nearby, and this is not just a non-profit management or organizational structure, this is started in the for-profit world in this sort of spread into some non-profits but yeah, it’s a lot of younger tech companies, like suppose that that sort of kicked it, kicked it off some of experimented with it and left it like medium, but one of my organization that i’m on the board of a compass point non-profit services also experimented with holacracy and while it isn’t continuing in a whole keeping the whole model, we’re keeping aspect of it because you feel it’s really valuable. Okay, now i’m not going to put you in jargon jail because i know we are going to talk about holacracy but you just try to slide by me, and i want you to know that i’m quicker than you. So i i noted it, but you’re you’re you’re pardoned thiss time because where i know we’re going to talk about holacracy alright, so so sort of following from what you’re suggesting i can see the advantages there’s empowerment, there’s, there’s, there’s shared, there’s shared buy-in and empowerment of others. Yeah, and i think that works for leadership development with the team more people having more voices, teo impact what’s happening with the organization, what they’re doing, they become more interested in it that probably helps in recruitment and retention. It helps internal communication and collaboration, and it i think, necessitates cross training because you’re talking and trying to understand what your little part of the organization, how it may impact every other part of your if you’re one of the decision makers, are you’re making decisions as a group? You got to know the other three other parts of the the organization how your decisions are going to impact them. Yeah, i can see that this is not something you embark on overnight, right? Especially in the need for cross training and understanding. What’s going on across the crust of our organization for the thing people are going to be sharing in leadership now. Yeah, absolutely. The other, you know, benefit that has some people. Have been writing about it lately than it actually helps facilitate and succession planning. So we have more people who maybe pull, you know, in the pool of candidates to take over for for a ceo or an executive director. That maybe leaving the organization? Yes. Okay, that’s a good one, right succession plan. We’ve talked about that. Uh, ok, alright. See cem value. Um, but i see some potential downsides to this is going to be a lot more cumbersome for decision making. Yeah. I mean, you can imagine when you have too many chefs in the kitchen. I guess it is the metaphor analogy that people make on dh. So yeah, definitely neo-sage delayed decision making and that khun delay implementation of ideas. So you’re kind of the slow ship that takes forever to turn around. It can result in inefficiencies, and then you may lose opportunities, not acting’s. Quick enough cause confusion at the start. A cz you’re trying to figure out, you know, who’s accountable. How how do we, you know, make a decision? What if we’re split for? For what? If we start tio a form cliques within our organization and then we start to battle or engage in disputes with other factions of the organization. So their their potential bound falls that you have to actually really account for careful. Yeah, potential for open conflict. I mean, one of the things we’re going to talk about his co ceos and, ah, i mean, if the two people don’t agree. I don’t know. Yeah, get factions and jesus, you could start running like our white house. I don’t know. Okay, we’re gonna get to co ceos. All right, um, let’s. See? Well, we may as well go there. Um, what air you saying? Have you seen this? Have you have you seen this one in practice, where there were two ceos? Maybe any of your clients execute this? I mean, i’m just i’m just wondering if you’ve seen it firsthand co ceos, yeah, way have so definitely on. And i think this is actually becoming more of a trend, and i’ve seen it more in the nonprofit sector have limited exposure to for-profit sense since since i left that that world but i think you know, times are getting much more complicated. Management has also become much, much more complicated with, you know, technology changes non-profits are exploring earned income and advocacy and collaborations and employees laws are changing and then non-profit corporate and tax laws are ever changing, and right now there there’s some big, big changes that are planned, of course, on dh. So with all of that complexity, can one person really be the leader through the organization understand all of those those factors and be ableto lead the organization through all of it and that’s kind of why there’s been a little bit of a draw forming co ceos and succession planning is the other thing is, i think there’s supposed to be a huge turnover of executive lake leadership is the baby boomers are starting to age out of their employment, and they’re starting to retire on dh succession is, uh, is a problem if we don’t have adequately trained and experienced people in those roles, and coke co ceo platform’s can really help ease that problem. Ok, but with with all those issues that you mentioned for leaders to deal with, i’m not even sure that to people with their combined skills could manage, you know, can understand all that in the level of depth that that’s necessary. I don’t know, i’m not even sure two people could do it, so yeah, ee don’t know that i’ve ever seen three tio, no, but i’m just wondering if if i’m not sure to really adds that in my sense of it, too doesn’t really add that much more value. You could say it doubles, but i’m not even sure that’s enough, so if if i’m right, then why not just stick with one who has a strong team of people directly reporting to him or her it’s an interesting argument, tony, and indefinitely the single ceo structure is the one that were more comfortable with and probably the one that’s going to teach comin in for a long time still. But first, for some organizations, experimenting with two ceo structures can work out. And i think where we’ve seen this practically is where the two leaders share kind of a long term relationship, so they’ve already comfortable with how they work on dh, how they would make decisions together hyre the areas of responsibility, maybe divided so that one person has final decision making over these fears of the operation and the other one over other spheres, and sometimes, you know, in a very simplistic way, some people just refer to it is the internal management and the external management. Yeah, okay, some of that makes me makes me think of mika brzezinski and joe scarborough. I don’t know, okay, all right, let’s go out for a break and when we come back, jean, i’m going to keep talking about the shared leadership options. Stay with us. 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 marquis of eco enterprises, charles best from donors choose dot org’s aria finger do something that worked and they only levine from new york universities heimans center on philanthropy, 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. I’m peter shankman, author of zombie loyalists, and you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Welcome back to big non-profit ideas for the other ninety five percent um, jean, i’m thinking this is goingto take some time to to implement and, uh, before you start to reap benefits from it, if you if you do it’s not you, you’re not going to see this immediately. The advantages? Yeah, you know, i think it’s going to take an investment on depending upon what level of shared leadership you’re talking about co ceos is probably the a fairly simple level, relatively speaking of shared leadership, but yeah, it’s going to require an investment, it may take a failure, teo, actually get it going the way you want it. So there’s definitely a lot of learning. It relies on it, you know, having a shared vision and common values amongst the shared leaders on if you don’t have that established, you really shouldn’t do this. You have to be careful of the amount of money, time and other resource is that you’re going to have to invest because that’s all got to be budgeted in if you don’t incubated and invested and nurture it, it means it’s probably not going to work. We’re also gonna need a lot. Of patients among our staff. Yeah, yeah, i think that’s absolutely, absolutely right. You run the risk of having that go to mom, go to pop kind of run things, right? Good cop, bad cop. Yes, right. Somebody’s, thie other ones said this, but i said no. So i’m coming to you, right? Right? You got to beat that stuff down. All right? Interesting let’s go to one that i want to make sure we spend enough time on this. To me, it sounds like anarchy, but you’ve said your organization you’re on the board of is doing some of this. The pro you call it program autonomy is what is that? So the general idea and they’re different forms of this, but this this is on the other end of the spectrum of complexity. So this is a complex form of shared leadership where each program or each division oven organization is fairly autonomous, so doesn’t all rely upon going to the ceo on the ceo makes the final decision. Each group within the organization which might be divided into programs, will make their own decisions now don’t know, probably be working with the budget that’s been approved by the board on then segregated out into the different programs. So they know what the operating rules are within within their group. But figuring out how to distribute the leadership and that’s the one of the buzzwords, sum, sum. Avoiding drug in jail again, it’s. Really just distributing the leadership amongst the different programs or the different groups within the organization and there’s. One particular type of model that i mentioned earlier, which i should have waited until we got to this segment. That’s called holacracy on dh. That is a particular form of distributed leadership, where the different groups that that are taking on these local decision making authority rolls are called circles. No, james, no, jane. Yeah. Can you still hear me? Yes, i hear you. Okay, last thing we heard you say was holacracy is made up of circles, but you need to explain. Yeah, so you know, generally the way holacracy works is so it’s a form of program autonomy, although again, the circles or self managed groups don’t necessarily have to be divided into a program that could be divided into function. So there might be one for fund-raising for service delivery, for grants, for events, for public communications. So however, you decide you want to divide up the circles, it’s going to be an iterative process where you’re always modifying it. So every month you’re going to consider whether you should have the same circles or different circles, and each individual is actually going to take a role with multiple circles, and in some cases they’ll be the leader of a circle that’s going to help decision making and help facilitate that circle or that group of individuals within that circle to make a decision. And in other circles they may not be see that that leader on dh, so they’ll just be part of the group that makes the decision making, and they might be on three or four, five circles depending upon what their skills are. All right, this is anarchy to me, but you’re saying it works a compass point, it weaves we’ve tried it for maybe a year and a half, and we’ve decided to modify it so we’re keeping aspects of it. But we’re not keeping the whole thing, so you’re anarchists of anarchy. You can’t even follow the anarchic model of program autonomy. Okay, well non-profits pride themselves on their ability to experiment and hopefully do yes, alright, yeah. So who is but who’s orchestrating the overall? I mean, there’s got to be, doesn’t there? Well, i’m i’m answering my question, but better ask it as a question, doesn’t there need to be one or maybe two people if the co ceos overseeing the coordination of all these pola craddick circles yeah, there, you know, so it’s it’s, largely governed by two principles, one is you’ve got the law on the latto has the board of directors on top of the organizational hierarchy and does require a ceo in most states, or or a president that that’s going to be ultimately in. Charge however, they’re going to be a set of rules and systems, and this has to be very transparent and holacracy so you’re not leaving everybody to go. I don’t know who to go, teo, you know, maybe i’ll ask this person so in holacracy there’s a large set of rules that everybody knows and everybody has to abide by, including the ceo and that’s where how the different relationships between the circles are all codified and how the decision making goes from one circle to another. But ultimately again, it would be a non non-profit corporations you have a board of directors and ceo have to oversee the whole thing and can decide how to modify accordingly. Okay, maybe something for listeners toe look at program autonomy, let’s say i wanted to jump to the most complex one because i want to make sure enough time sometimes our talk at the end, our topics at the end get cut off a little bit. I don’t want that to happen with program autonomy and the holacracy pola craddick circles still feels very crystal lee to me, i don’t know dahna all right, let’s, go to we just have about two. Minutes left explain how the ceo and the board might be the leadership share well for small organizations that particularly all volunteer organizations it’s usually all hands on deck, right? The board is completely active in running the programs of the organization as well as just doing their regular board duty. So, you know, you got the ceo because somebody has to be ceo of a corporation that might be called president or chair of the board, but somebody has got to be identified in that way, and what their decision making authority is going to be will depend upon what the board wants to give to that position, but board make decisions board takes actions on lee at meetings or by written consent, so whenever individuals are actually running programs, they’re not running them as board members. They’re running them of volunteers with certain delegated authority. And what the board has to really be careful of is that they’re making sure that they’re delegating authority for somebody to run an event or somebody to run a specific program there delegating with due care, meaning that they’re not quitting somebody who would be totally unqualified and in experience latto lead. Something of importance to the organization because if it is, gets into trouble, you know, the board could be held for violating the produce very duty’s not exercising reasonable care in making that delegation, and they can’t just say, well, that was another board members, i couldn’t tell them what to do. That’s not the case. Yeah, yeah. Ok, i see. I see i see a greater responsibility and risk for for the board under this one, but it makes sense. I mean, they’re taking a more active role in the leadership of the organization. That’s, right? So that’s, that’s very much shared leadership where all board members see themselves as equal, but when they’re exercising roles that are different from meeting at boards and taking actions like approving contracts are approving, you know, the by-laws there acting as volunteers, so they have to realize that they’re wearing a different hat and the authority has to be properly delegated. We’re gonna leave it there. Jim takagi from ah hotel in los angeles managing attorney of neo and you’ll find him at g tak neos, the non-profit and exempt organizations law group. Thanks so much, gene. Thanks. Have a great day. I pleasure. Thank you. Next week, diane lettered returns with your grants team in and out. If you missed any part of today’s show, i’d be seat. You find it on tony martignetti dot com, responsive by pursuing online tools for small and midsize non-profits data driven and technology enabled, and by we be spelling supercool spelling bee fundraisers, we b e spelling, dot com, our creative producers, claire meyerhoff. Sam liebowitz is the line producer. Betty mcardle is our am and fm outreach director. The show’s social media is by susan chavez, and this cool music is by scots. Time you 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 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 p m so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones me dar is the founder of idealist took two or three years for foundation staff to sort of dane toe add an email address their card, it was like it was phone. This email thing is fired-up that’s, why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were 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 zoho, 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 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.

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

Big Nonprofit Ideas for the Other 95%

I love our sponsor!

Do you want to find more prospects & raise more money? Pursuant is a full-service fundraising agency, leveraging data & technology.

Sign-up for show alerts!

Listen Live or Archive:

My Guests:

Gerald Richards: Leadership Development

Gerald Richards

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

Amy Sample Ward

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.


Top Trends. Sound Advice. Lively Conversation.

You’re on the air and on target as I delve into the big issues facing your nonprofit—and your career.

If you have big dreams but an average budget, tune in to Tony Martignetti Nonprofit Radio.

I interview the best in the business on every topic from board relations, fundraising, social media and compliance, to technology, accounting, volunteer management, finance, marketing and beyond. Always with you in mind.

Sign-up for show alerts!

Sponsored by:

View Full Transcript

Transcript for 273_tony_martignetti_nonprofit_radio_20160122.mp3

Processed on: 2018-11-11T23:29:34.867Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2016…01…273_tony_martignetti_nonprofit_radio_20160122.mp3.274476383.json
Path to text: transcripts/2016/01/273_tony_martignetti_nonprofit_radio_20160122.txt

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.

Nonprofit Radio for October 19, 2012: Leadership & LinkedIn News

Big Nonprofit Ideas for the Other 95%

Listen live or archive:

Tony’s Guests:

Norman Olshansky
Norman Olshansky: Leadership

Norm Olshansky, consultant and co-editor of “You and Your Nonprofit” shares his advice on nonprofit leadership. His premise is, “Everything starts with leadership.”



Maria Semple
Maria Semple: LinkedIn News

Maria Semple, The Prospect Finder and our prospect research contributor has two new offerings from LinkedIn. BoardConnect helps you find the right people to serve as board members and Reasons2Call reveals touch points for making contact with the people you want to talk to.



Top Trends. Sound Advice. Lively Conversation.

You’re on the air and on target as I delve into the big issues facing your nonprofit—and your career.

If you have big dreams but an average budget, tune in to Tony Martignetti Nonprofit Radio.

I interview the best in the business on every topic from board relations, fundraising, social media and compliance, to technology, accounting, volunteer management, finance, marketing and beyond. Always with you in mind.

When and where: Talking Alternative Radio, Fridays, 1-2PM Eastern

Sign-up for show alerts!

Here is a link to the audio podcast: 114: Leadership & LinkedIn News. You can also subscribe on iTunes to get it automatically.
View Full Transcript

Transcript for 114_tony_martignetti_nonprofit_radio_20121019.mp3

Processed on: 2018-11-11T22:53:34.983Z
S3 bucket containing transcription results: transcript.results
Link to bucket: s3.console.aws.amazon.com/s3/buckets/transcript.results
Path to JSON: 2012…10…114_tony_martignetti_nonprofit_radio_20121019.mp3.804174960.json
Path to text: transcripts/2012/10/114_tony_martignetti_nonprofit_radio_20121019.txt

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 and today’s friday, october nineteenth. Oh, i very much hope that you were with me last week. It would cause me pain and distress if i learned that you had missed last week’s show, which was your end campaign clearness from the blackbaud conference b be gone earlier this month in maryland, the conversation was with a panel, and they revealed tips for your year end campaign also compensation clarity. Jean takagi and emily chan, our legal team, were with me to explain how you determine what’s reasonable compensation for executives. What happens if the camp is excessive and what’s that automatic penalty that kicks in if you don’t disclose benefits? Plus we did our board role play, you’ll recall, i believe i stormed out of that meeting uh, this week leadership normal sanski, consultant and co editor of you and your non-profit shares his advice on non-profit leadership, his premises everything starts with leadership and linked in news. Maria simple, the prospect finder and our regular prospect research contributor, has two new offerings from lincoln board connect. Helps you find the right people to serve as board members, and reasons to call reveals touchpoint ce for making contact with the people you want to talk to. Between the guests on tony’s, take to my blogged this week is the modest are more generous. If you’re on twitter while you’re listening, then you can join the conversation using our hashtag non-profit radio. We take a break and when we return, i’ll be joined by normal sanski and we’re going to talk about leadership. Stay with me. You couldn’t do anything, including getting thinking, you’re listening to the talking alternative network, get in. Nothing. Cubine joined the metaphysical center of new jersey and the association for hyre. Awareness for two exciting events this fall live just minutes from new york city. In pompton plains, new jersey, dr judith orloff will address her bestseller, emotional freedom, and greg brady will discuss his latest book, deep truth living on the edge. Are you ready for twelve twenty one twelve? Save the dates. Judith orloff, october eighteenth and greg brady in november ninth and tenth. For early bird tickets, visit metaphysical center of newjersey dot or or a nj dot net. Hi, i’m donna, and i’m done were certified mediators, and i am a family and couples licensed therapists and author of please don’t buy me ice cream are show new beginnings is about helping you and your family recover financially and emotionally and start the beginning of your life. Will answer your questions on divorce, family, court, co, parenting, personal development, new relationships, blending families and more. Dahna and i will bring you to a place of empowerment and belief that even though marriages may end, families are forever. Join us every monday, starting september tenth at ten a m on talking alternative dot com. You’re listening to the talking alternative network. Well. Welcome back. This is big non-profit ideas for the other ninety five percent. But you knew that joining me now is normal. Sanski he’s, the president of n f p consulting resource is he’s, also a senior consultant with the bob carter companies. His clients over many years have included botanical garden, national membership associations, religious organizations, hospitals, public and private schools, museums and arts organizations. Norma’s joining me from sarasota, florida norm. Welcome. Well, thank you. Nice to be with you, tony it’s. A pleasure to have you. Thank you were talking about leadership on dino. You start with the premise that everything starts with leadership. Let’s, start very general and have you tell me what is a good leader in your mind? Well, obviously, when we’re talking about non-profits a good leader, and when i say leader, i mean either volunteers or staff, uh, the key is obviously a commitment and passion for the mission. I mean, it all starts with that. And then it it’s a question of of people who are serious about the business of non-profits there’s some but there’s a whole lot of, uh, skill and science related to non-profits but there’s also the art the relationships of uh, that are involved in a successful non-profit so having a combination of both people who are willing to take some risk, but also who are creative, who can establish and bring in additional people who are passionate about the organization and it could bring resource is and talents that are necessary to be successful. And i love that you start with the commitment and passion, but obviously that’s not sufficient that’s it’s necessary, but not sufficient many, uh, organization that had very committed and passionate people who knew about the mission failed because they don’t have the skill and the knowledge of the relationships, the influence or the leadership necessary toe taken organization to ah level, where could be sustainable? And this is a business you mentioned being serious about the business. You do have to have a business sense and run run this organization like one. You know, a lot of people don’t realize that talk about non-profits but not profits are corporations non-profit is a status of the i r s but when you talk about a corporation, any business to be successful has tohave the components and the plans and the leadership. Behind it that they’re going to make things happen and, you know, so marketing is as important to fund-raising and, uh uh, financial development and budgeting, all of those things that businesses have to deal with are the same that non-profits have to deal with. I think people get a stark surprise when they learned that the first step to creating their new charity is incorporating in the state that they want to be in that just to just reinforce your point. This is a corporation it’s, a not for profit corporation, and you have to incorporate and there’s your first your first introduction if you hadn’t realized that, uh, this is going to be a business, you know, and you will know and have written about extensively, there are regulations that govern corporations and their specific regulations that govern non-profit organizations. Yes, i’ve heard rumors to that effect. I do a lot of work around charity registration, that’s one narrow small compliance area for charities um, and there were many of the state and federal level, so the so the sense of being a business i think is is shocking to a lot of people who come into a a new charity with that passion and motivation for helping people but they they don’t realize what they’re into for the long term and in its agriff it aggregate the non-profit sector is one of the largest corporate sectors in america. When you look at total assets, total income, total number of employees um after retail and manufacturing, the non-profits sector is the third largest in the nation. Interesting, excellent. Okay, so let’s broaden little bit. We don’t because we don’t want to talk just about people who are starting a charity. So leadership, as you said, of course, staff or volunteer. But with staff, this could be well, even volunteers. This could be leadership at any level, right? We’re not just talking about the executive director and the chair of the board. No. Leadership is key at all levels. From your receptionist to the person who answers the phone to the people who were involved in strategic planning, uh, from top to bottom. Everybody needs to contribute their leadership capabilities for an organisation to be successful. Interesting. You mentioned even the, uh, the receptionist? Absolutely. Absolutely. The receptionist is usually the first contact that a person has with an organization, whether it be a client, oh, a member or a donor. And if that if that contact is not one that is receptive and, uh, customer friendly and doner makes into account all sorts of dona relationships, then you’re starting off on on, ah, negative to begin with. So, uh, everybody needs to do their jobs well, understand how they fit into the overall organization and the importance that they play towards the success of the organization going forward way. We’re going to take a break, of course, normal. Sanski stays with me. We’re going to have a chance to talk more about these volunteer. I’m sorry about the leadership topics and get into some recruitment and and relationship building in succession topics all around the book that he co edited, yu and yur non-profit stay with us talking alternative radio, twenty four hours a day. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam lebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Buy-in are you fed up with talking points, rhetoric everywhere you turn left or right? Spin ideology, no reality, in fact, its ideology over intellect, no more it’s time for action. Join me, larry shot a neo-sage tuesday nights nine to eleven easter for the ivory tower radio in the ivory tower will discuss what’s important to you society, politics, business, it’s, provocative talk for the realist and the skeptic who want to go what’s really going on? What does it mean? What can be done about so gain special access to the ivory tower? Listen to me very sharp, your neo-sage tuesday nights nine to eleven new york time go to ivory tower radio dot com for details. That’s, ivory tower radio, dot com. Every tower is a great place to visit both entertainment and education. Listening. Tuesday nights nine to eleven. It will make you smarter. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com shit. Welcome back, big non-profit ideas for the other ninety five percent um, norm let’s talk a little about the the art of leadership that you mentioned not only the business side but the art what’s involved there. Well, clearly part of the role of a leader, a true leader is to be able to motivate others and motivating others means setting and being a good role model, being a good listener, being a person that allows others to bring to the table their talents and skills and knowledge and fuel ownership to the overall venture. So a true leader is somebody whether it’s, a staff leader or volunteer leader, is someone who engages others who is a role model, who’s says follow me because i’m willing to do anything i’m asking of you, uh, who sets the bar high expectations high and is a, uh a gung ho uh, passionate about the organization. So, uh, when we talk about people who have influence people who are charismatic, they’re your best best leaders in an organization if they also know how to relate to people and engage people in a positive way. Let’s, apply some of this too, recruiting you might. Be recruiting staff or you might be recruiting volunteer leaders. What are what are some what? Some of the actual tips you know that we can we can convey the listeners around recruiting the best people for your for your organization? Well, there’s so many, many things to consider and as as we mentioned in the book that’s put out by charity channel press, when you’re looking at, uh, recruiting leaders, you’re looking at both sides of the equation, people that are going to bring skills or re sources that are needed for the organization and people who could be team players, people who care passionately about what you’re doing and people who are, uh, going to keep the interests of the organization above their self interests. Now, how do we recruit to find those attributes? Well, typically, volunteers are engaged in an organization at all different levels and based on the way they perform in their entry level rolls, uh, people then are elevated into positions of more responsibility in terms of professional staff. You’re looking for people that have a particular skill set that you need, whether that be in the back office or whether that be in fund-raising whether that be in operations or service delivery um, and then people who fit into the culture of the organization too often way neglect the fact that every organization has its own history and background and, uh, relationships that have existed over ah short or long period of time and bringing people in who don’t fit into that culture can be problematic, so personality becomes a critical factor over the buggles. So are we basing a lot of our recruitment on on instinct then as we ascertained somebody’s personality while we’re talking to them? Yeah, it’s some of it is instinct of people who’ve been around a long time, and i’ve been involved in human resource is develop uh uh, the instincts, but the instincts or developed based on science, for instance, you don’t want somebody who is always in need of socializing and as always, needs to be around people in whatever to be sitting in front of a computer all day. Likewise, you don’t want somebody who is that academic focus type of intellectual, um, to be the one who’s going to be in your sales force or marketing or, um, uh fund-raising areas so personality is as much as important as looking at the actual skills set that someone brings to a job all right, i have had a couple of guests on who, when they’re interviewing people liketo recommended asking about impact, much the way donors air looking for organizational impact. What impact did you have in a difficult situation and listen to stories about how they dealt with people? Dealt with a difficult situation may be difficult person and what the what the outcome was there there you no good interviewers can develop scenarios where they can see how well people handle themselves on their feet thinking quick, but also how open people are, because a lot of people, um, will in an interview especially they want to project the best possible scenario for their own employment and chances of getting that job. And, uh, if they’re not, if you don’t find, uh, the humanness of a person, the ability to recognize what they don’t know, they’re our willingness to acknowledge some of the things that they’ve they have not been as successful with. Yes, you know way all have our strengths and weaknesses and it’s so important in a work environment that you have the type of employees that could be very upfront and candid and and have a lot of self awareness as to what their skillsets are what they need to learn more about and the like. So, that’s, what you really want a probe in an interview to see how comfortable people are and knowing that interviews or stressful situation. So part of what you’re doing is seeing how people handle stress schnoll once you have recruited the types of staff and volunteers that that you’re aspiring to, you need to keep them motivated about their work, and i think that’s a lot of leadership also there made their difficult times there’s going to be fun times there’s going to be tensions? Ah, leadership a leader needs to manage in all these different environments. Yes, and a good a good leader any good professional, in fact, eyes always looking for additional knowledge. Uh, additional resource is, uh, how to do there roll their job better. Um so organizations that encourage, uh, training and in service and education and opportunities, tto learn are the organizations that are the most sustainable and successful one of the things that we’ve learned in human resource is that job satisfaction is not as highly related to compensation as it is to people feeling that their position and an organization is recognized, that job that they’re doing is meaningful and that they’re given opportunities to grow and learn in their roles. Yes, that’d be a volunteer work staff. Yes, and i’ve seen survey results or study results about that in the popular press again, that job satisfaction doesn’t come primarily from compensation, but from feeling of feeling, of belonging and membership and commitment that that the person feels for the organization and that knowing that the leadership feels toward them. One of the biggest problems i see is that non-profits too often are are so heavily focused on problem solving that they forget to celebrate their successes and, uh, encourage others, uh, to recognize everyone’s participation and involvement in an organization on dh their role in that success, it’s, not just the board chair and the ceo that are responsible and should be recognized for the success of an organization you mentioned education and training, but in bad times recession or just lean times for an organisation, irrespective of what’s happening in the macro economy, those are things that tend to get cut pretty quickly conference spending bringing consultants for in for training things like that tend to go get cut pretty quick. Well, that that is true, and it is a challenge, but like with anything in the nonprofit world, challenges can be overcome. There are many non-profit resource centers and, uh, universities that offer free workshops, there are opportunities through professional organizations in the light to get mentors for staff. There are opportunities even for a portion of every board meeting in tow have, uh, learning experiences. So the problem is that organizations that are not strategic are not going to be as success was they could be, and part of being strategic is thinking forward, how am i going to help develop my staff and volunteers so that they’re going to be able to take on the challenges that we’re going to be facing going forward? And if you’re not thinking ahead and only thinking about putting out fires? It’s ah, problem and that’s a challenge in this economy because so many organizations are struggling economically, so you have to think smart, act smart and use your resource is carefully, it all falls. To the little falls to the leader. I mean, for the organization to be strategic, the leadership needs to be right. But after buy-in throughout the organization on what that vision is and what that plan is. Yes. Okay, yeah, you know? Right. Yeah. I’m gonna correct myself. It doesn’t all fall to the leadership, but it all starts with the leadership. Exactly. Okay, that’s, that was how we started the whole conversation today. And that is everything starts with leadership. Andi, we’re going to continue the conversation. I just want to remind listeners normal. Sanski is a consultant and co editor of you and your non-profit published by charity channel press. Norm let’s talk a little about succession that we’ve recruited in. Hopefully retained good volunteers and good staff succession planning. And you want one of the articles in the store in the in the book is your own article on succession planning around volunteers. This is a critical, uh, um, teacher or component or requirement of non-profits to be successful. Uh, we mentioned earlier how important culture is and the history of an organisation and having people who understand that history and you have the experience is so if you do not have a good succession plan, you are of setting yourself up for dramatic changes every time. There’s a change of leadership, whether that be volunteer leadership or, uh, staff leadership. So having a succession plan, knowing what you would do in a scenario where a person leaves or persons term expires, uh, those things need to be thought out. Uh, we usually recommend that, uh, with the lay leadership that you have clear, um, succession in terms of if you have vice presidents, that there’s an expectation that the vice president or if you have multiple vice president’s, one of those vice presidents is being groomed to be the next chair of the board with staff that there’s cross training so that you always want to be aware of the mack truck we call it effect where if a key staff person is, is unfortunately in an automobile accident and is out for months or leaves uh, the organization that you’re not completely vulnerable, that you have others who understand what their job was. I could step in and help with that. So succession planning is critical. The other thing that a lot of people don’t realize is that when you’re involved with non-profits, we talked about the passion and commitment to the mission. Well, it’s also key what happens when people move through that succession plan and say someone was the board chair and now they’re no longer board chair? Well, they’ve been involved the years in a very intense way, and if they’re completely cut off, you could lose a very experienced leader. So how you work with prior leadership and how you help people with that transition is very important, too, in the article in the book goes into a lot of the issues related to succession planning the structures for that in the light. They’re also articles on my blogged specifically related to this issue and you block is that n f p consulting dot com uh n f consulting dot blogged spot dot com that’s, the block post okay, and the other is the actual consulting practice. Okay, i want to flush out a little more the the volunteer leadership succession because you do suggest that the past chair be active. Obviously the current chair is, and then also as you said, the vice president of one of the vice president is chair elect, don’t you now have three share people vying for leadership? Um, not if the rolls and the culture of the organization are very clear is to the responsibilities of leadership, and i can’t tell you how many times i’ve gone into organizations and found that they did not have clear job descriptions for each of the positions. Oh, job now, does that belong in the board’s by-laws, or is that elsewhere? No. That’s. Ah, separate separate item. You know, the by-laws usually have a very brief description of responsibilities of officers, but, um, uh, more complete, uh, job description. Just a cz you would have for employees. Should be for every one of the officers and board members of the organization where you have, what is their responsibilities? How much time is expected of them? Are they expected to make a contribution or to solicit funds? What are the events or programs that they should be participating in? Ah, what sub committees or task forces, um, are their expectations that they serve on all of those things? Should be outlined in a job description for volunteer leadership. Justice he would stab. Okay, andi, we have just a couple of minutes left, and i want you to share what your thoughts are around what, what it is that you love about it leadership topics and motivating leaders. Well, one of the things is a consultant is so very special is when you, khun trance, for the skills and knowledge you’ve experienced over ah, whole career to an organization where they are able to then go forward using those skills and no longer be dependent on the consultant. Uh, so really uh, uh, consultant and the wonderful way that i love working with leadership is you always start where people are at their never all at the same place, and once you assess where they’re at, then taking them forward to where they can be and helping them to have a vision of what’s possible eyes what’s very exciting because i’ve never met anybody in a non profit organization that didn’t have good intentions, but a lot of people in non-profits have no clue as to how to implement successfully their good intentions. And in just about thirty seconds we have left it’s got to be very gratifying to help someone achieve their full potential as a leader, no. Question. No question about that, and also so many people have helped me through. My career is just great to be able to give back whether it be susan consulting or publishing that’s, the joy of being what i would call a senior professional in the field. Normal. Sanski is a consultant and co editor of u n yur non-profit, published by charity channel press. He’s, president of an f p consulting resource is normal. One. Thank you very much for being a guest, my pleasure, and thank you for having my pleasures. Well, thank you, norm. Now we take a break when we return. It’s tony’s, take two and then maria simple, linked in news. Stay with me, talking alternative radio, twenty four hours a day. Joined the metaphysical center of new jersey and the association for hyre. Awareness for two exciting events this fall live just minutes from new york city. In pompton plains, new jersey, dr judith orloff will address her bestseller, emotional freedom, and greg brady will discuss his latest book, deep truth living on the edge. Are you ready for twelve twenty one twelve? Save the dates. Judith orloff, october eighteenth and greg brady in november ninth and tenth. For early bird tickets, visit metaphysical center of newjersey dot order or a nj dot net. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com way. Look forward to serving you. You’re listening to the talking alternative network. Buy-in if you have big ideas but an average budget, tune into tony martignetti non-profit radio for ideas you can use. I do. I’m dr. Robert penna, author of the non-profit outcomes toolbox. Hi there, tony’s. Take two my block this week is the modest are more generous this’s known to a lot of people, but i just felt like paying attention to it this week because i’ve seen some recent press around it, especially around the chronicle of in the chronicle of philanthropy. Um, the research that consistently shows that people of modest means give a higher percentage of their income, then the wealthy do, i think that’s very interesting. And so at the macro level, not surprising, poorer communities don’t need a higher percentage of their income, then then wealthier communities. We find that across the south states in the south are typically maur generous as a percentage of income than, say, the northeastern states. And so that creates us curious generosity, divide and on my block this week i have links teo articles by the chronicle of philanthropy on this, and they also have an interactive graphic showing generosity throughout the country and that’s all on my blogged at tony martignetti dot com that is tony’s take two for friday, the nineteenth of october forty fourth show of the year with me now, as she is every month, maria simple maria, how you doing out there? I’m doing great. Thanks for having me back. Always a pleasure. Maria simple is our prospect research contributor she’s the prospect finder. You’ll find her at the prospect finder dot com. Her book is find your maria. Remind me what the name of your book is panning for gold panning for gold dahna prospects finding your best donor prospects now, thank you. I’m sorry. You have some have some linked in news for us. A couple of new offerings from linkedin. Yes. So one is directly from lengthen, and the other one comes from an approved development partner with linked in. So i thought these were both two really interesting developments that could be very, very useful for non-profits and we might want to, you know, give them a little time and highlight them and show people how they can use them, especially since they’re free. Okay, i love it. You always come with free on very low cost resource is outstanding that i’m always good for that you’re very well known for that. So let’s, start with the one that’s directly from lincoln that is bored. Connect that’s, correct board connect just launched. In the last couple of weeks, lincoln gave some announcements about it, and they have a website set up where people can learn more information and i’ll make sure i share that on your facebook page. But it’s non-profit and the linked in group two don’t forget the link down it’s right that way talking about lengthen your going to everything on facebook so the page that people can look for this is non-profits dot lincoln dot com and so basically at a high level overviewing let me give you an idea what it is. It is, uh, access to what they call their talent finder tool on it is a premium account level, and so it has a thousand dollar value, which is a kn annual value the thousand dollars subscription that can be obtained for free by one person at the non-profit um, so you really didn’t need to figure out who that one person is going to be that’s going to have access to this and let me tell you what with the tool can do, and then you might be able to envision you know, who would be the best connector at your non-profit you noto have this tool so basically it enables you to really look for board members, and i’m sure that tool can be used in other ways. But it’s really meant to help you find boardmember zina very systematic tearaway instead of sitting around at a board meeting and saying, well, who do we know that can help fill this gap? Let’s say you have a gap, you need somebody and maybe the financial services or accounting field, and you really would like to have that expertise on your board you can use it will give you expanded search capacity, uh, on your advanced search page of lengthen and we’ve talked about that the usefulness before of that page, but now it’s going to give you access to more search field so you’ll be able to really find to search the other great feature that it has is twenty five in males a month are included. So have we talked about in they’ll know we haven’t esso let’s? No, i don’t think so. We haven’t, so no, that is a way to connect directly to someone and send them just as it says in in mail and email, basically within the lincoln. Space ah, and you get up to twenty five per month. And they say that if you don’t get it sponte back from the person within seven days, you kind of get a credit back-up one typically you have to you have to have linked in pro in order to use in male. Don’t you that’s correct. So that that’s? Why? For for one and non-profit one person connected to the non-profit soak to really? I’ve talked to it. Some of my other colleagues who are you know who love linked in a cz well, you may from heart is talking about them before jerry tangle and mark help they were goes on the show. There were panelists with you one time that’s right that’s, right? And we really think that in order for this to really work well, the person who has this access should have at least three hundred fifty connections of their own and way think that the magic will really happen really at five hundred and up. So think through who at at your your non-profit would have that level of connections. Um, you might want to give the access to perhaps at the boardmember who? Might be better connected on lengthen uh, maybe the person in charge of your board, croup, mint committee or something like that. But it will give you access to this talent. Find your tool they have with bored connect there going to be providing some additional educational webcasts, and they have a group that they’ve started within lengthen called the board connect group. So you’ll be able to have a pierre network who are using this tool effectively. Ok, let’s, talk a little more about the details of it. How do we how do we go about using it? So as i said, you really access it through the talent. Find your tools through the advanced search page and having those more advanced search filters. You’re going to be able to also see expanded profiles of people who are outside your network. And maria let’s, just stop the advanced search tool. That’s was that’s in the upper right corner. Yes, that’s in the upper right corner. So you have a search box which would appear on your home page of lincoln. Just to the right of that. There is a clickable links called advanced search that that’s what you want? To click onto, and then many more, many more fields will open up for you, but only the person who’s authorized to use the talent finder tool. Well, anybody can it can access advance, right? Right. However, having the talent find your tool will get you more fields to search on. Okay, right, you’ll see you’ll see an expanded page over what everybody else was using donorsearch let’s say you’re really only interested in connecting with people who have maybe a title of cfo within a certain radius, but also you want to make sure that they’re within fortune five hundred companies or they have a minimum of two hundred employees, so you can really start filtering out and really coming up with a very concise list. Um, actually, jerry, just jerry stengel just did this very effectively for aboard the cheese on in in manhattan, and she blogged about it. Um, i don’t know if you’re familiar with beth cantor. She blogged about it. I’m beth cantor’s blogged on september twenty fourth, so that might be something people want to refer to cause she actually kind of goes about outlining how she used this tool her sir self to find some people who have a perfect match for for the board and she’s in conversation with several of those people right now. Excellent. All right, so jerry stengel blogged on beth cantor’s, a guest blogger on beth cantor was spelled k way also kind of highlighted. You know how jerry used this particular tool on a web in or that we recorded on october second, which is actually linked to that webinars also accessible there on the blog’s link. So on the best i mean, on the breast cam trying to, you know, let people know in a in a variety of mediums help. How can use okay, now what you mean the link to the webinar is on the best cancer blogger. Yes, you can also get you could get to it from jerry’s website venture near dot com, but you can also get to it from from that original block post that came out on a september twenty four. Okay, beth cantor is k and tr and the jerry stengel blogged where you can also find this is his venture near and that’s venture and e r dot com as if you’re a pioneer, but not that you’re near adventure, as in close to adventure ventured here like pioneer ok, so what has your own experience been? We’re talking about everybody else in the world what’s your own experience, but i was playing around with it for a little bit. I wanted to see, you know what would be, you know, the advantage of having all those additional search features and, you know, it really does greatly narrowed the pool, and you can really get a very nicely refined list of potential prospects that you want to reach out. Tio so really it’s been developed for, you know, trying to find talent, you know, for individuals that would be great. Boardmember cz individuals, that would be potentially great to be working for your organization, but also, you know, i like the fact that they have you can set up the searches, and then you can set up a ten search alert. So normally with a free linkedin account, you can set up three saved searches, but this will give you the capacity to save up to ten so you’re you’re saving your search criteria and then as someone new joins, link dane or changes their profile and becomes ah, search result for you. Then you find out automatically. Yes, yes. Lincoln will push the information to you. And you can decide to have that a search alert set up, say, to push the info to you once a week, if you like or, you know, daily. So it’s, really your choice on dh? I think that that could be particularly useful feature as well, you know, especially for non-profits that are in in a mode of really needing to revamp their board or they have a certain number of slots they feel they really would like to fill it’s a great way for you to set up the searches and have lengthened just pushed the information to you. Okay? And that’s all the talent finder tool in linked in which you’ll find through, give the earl again for getting started. Non-profit dot linkin dot com okay, cool. Yeah, they give a nice little overview, you know, tutorial, etcetera and what’s. Really kind of cool, too. If they give you fly that you can share with your board at an upcoming board meeting to really help educate them. How lengthen can help with with board recruitment. And so forth. So they really have thought it through in terms of how it can be useful for you is a non-profit professional. But how can you then share this message with your own board on? I love that you recommend that it could be a volunteer who you are, who you choose. Tio, have the special account that’s, right? That’s, right? I mean, the non-profit will need to go through, you know, supplying i believe their e i n tax number. Right there must be someone you know verified non-profit and force that’s getting this this access because it is, you know, with thousand dollar value, the annual value. So i think it’s fantastic that they’re making this available for the non-profit community at this level. It’s going to take boyd recruitment to a whole other level. Interesting. Okay, we’re going to take a break, and of course maria stays stays with me, and when we come back, we’ll we’ll see if there’s anything more to say about board connect and then we’ll talk about the other tool. That’s linked delinked in reasons to call stay with us. Talking. Hi, this is nancy taito from speaks been radio speaks been radio is an exploration of the world of communication, how it happens in how to make it better, because the quality of your communication has a direct impact on the quality of your life. Tune in monday’s at two pm on talking alternative dot com, where i’ll be interviewing experts from business, academia, the arts and new thought join me mondays at two p m and get all your communications questions answered on speaks been radio. Have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot com let’s monte m o nt y at monty taylor dot com how’s your game want to improve your performance, focus and motivation? Then you need a spire athletic consulting stop, second guessing yourself. Move your game to the next level, bring back the fun of the sport, help your child build confidence and self esteem through sports. Contact dale it, aspire, athletic, insulting for a free fifteen minute power session to get unstuck. Today, your greatest athletic performance is just a phone call away at eight a one six zero four zero two nine four or visit aspire consulting. Dot vp web motivational coaching for athletic excellence aspire to greatness. Hey, all you crazy listeners looking to boost your business, why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Maria simple is the prospect finder and she’s with me till the end of the show, maria, anything else that you wanted to wrap up about board connect that we didn’t say no, i think that, you know, if they visit that website, they will be able to get tons of great information there and overview and again, the slides that they might want to share with their board are located right there on that site. Okay, that’s valuable to yeah, you’re right sharing this with your volunteered leadership in with pre prepared slides. Very cool, yeah, reasons to call what’s that about so reasons to call recently came to my attention. I’ve been in contact with the developer this tool, his name is jeremy condi, and he is ceo of a company called depths mine software you what they’ve done is they’ve come up with this product that will allow you to sink your lengthen contacts and it’s looking for pieces of information related to feel sort of untilled out on a person’s profile, such as if they filled in their birthday information their company info anniversaries if people have posted that on their own lincoln profiles um and then it will actually bring to your attention and email you upcoming birthdays that you might have in your in your database of people, that you’re connected teo on lincoln but what’s cool is that you could also add new contacts into the system of people who are not on lengthen. So let’s say you have you no other family, friends, etcetera, contacts who just aren’t using the lengthen product you can still use this reasons to call and its reasons to the numeral too reasons to call dot com um, so i’ve been i’ve been using it for the last couple of weeks, and it’s been emailing me is the upcoming birthdays, birthdays today so it’s an opportunity for you to have a touchpoint with someone, right? And i remember, i guess it was on october fifth you had andrian nuremberg on your show, and she was talking about the importance of staying in touch with people understanding their preferred sensitive communication. So there’s a note field where you you can add that right in i recall andrea e-giving the tip of understanding to somebody like to be contacted by email, text, phone so you can kind of just pump that right into the notes section so that when it does come time to wish that person happy anniversary her happy birthday, or maybe their favorite sports team just did really well, you can. You can reach out to them through their preferred method of communication. Okay. Yeah, well, i appreciate your look, maria. Simple paying so much attention to the show. She remembers andrea nierenberg october fifth. Yes. Yes. Absolutely. Well, you know, it’s interesting. Because both andrea and on jeremy have referred back and my conversations with him in the past to dale carnegie and developing deep relationship showing you care about the other person. And isn’t that what really were doing and fund-raising and cultivating relationships? Really? Not only you personally with an individual, but with your institution. Andrea used to be a dale carnegie instructor, and i was so taken by all the advice that she had that i’m going to have her back. It’s already scheduled for november. One of the november shows. So, andrew’s, andrew’s going to turn and talk? I wanna ask her about dale carnegie. Um, but okay, so reasons to call. So it sounds like some of what they’re doing. Not all but some what they’re doing is similar to what facebook does when it lets, you know that someone’s birthday is, is this week or today, right? But, you know, on facebook you might not be connected to all of these professional colleagues, right? I mean, i know i’m not i’m not connected to people that i know professionally, my my lincoln connections are actually much more extensive than my facebook connections, nor and so the fact that, you know, of course somebody would have to have this on their profile. So, tony, if i wanted to reach out to you and wish you a happy birthday, um, you would have to have that field without your linkedin profile in order for this information to get pushed to me that you’ve got a birthday, okay, right? So you don’t have to ask you don’t ask for no, i’m looking here, for example, at my dashboard right now on reasons to call and it’s giving me people who have birthdays in the next seven days. I’ve got four people i can reach out to from my network, it’s breaking it down birthdays within a month and beyond. So really, really cool tool, you know, as a touchpoint opportunity with someone? Yeah, sort of ah consolidated anniversary birthday book, but but you mentioned also sports if your sports teams do well, is there a field in lincoln where people put their sports? You know, some people feel i haven’t seen people filling out too much in terms of particular sport teams, but they have filled out under the hobbies section of their linked in profile say they like hockey or skiing or tennis, so i’m actually getting on the particular news section. For example, i can look at your con my contacts, interests, breaking news related to my contacts, interest so i’ve got some contacts who have talked about cycling. I’m looking at here on my dashboard october ninth they’re talking about, uh, cycling road tour beijing classifications blackbaud law. So i mean, if there were and then it will tell me which of my contacts have cycling as something that they’ve noted on their profiles. So, hey, you know, if this is something i know that’s interesting to them, i might send them this particle about cycling and you know the results for sure here, right? Right. Excellent reasons the number to call dot com way reasons to call dot com on we have just about thirty seconds. This is still in beta. Is it available to everybody? It is available to everybody right now, okay, could go ahead and think up there. They’re linked in contacts ah and it’s free to use. And i’m told by jeremy that you know he’s hoping to keep this a free tool for people to use. So again, you know, in our world of relationship building, i think it could be particularly useful. You’ll find maria simple at the prospect finder dot com her book is panning for gold. Find your best donorsearch prospects now and of course, she’s, our regular prospect research contributor maria, thanks so much for your for being on again and for your excellent advice this month. Thanks so much. My pleasure also, of course, my thanks to normal sanski next week, another interview from the bb con conference where i was earlier this month, but i haven’t decided which one yet we have to do these things delicately and scott koegler will be with me next week. He’s, the editor of non-profit technology news and our tech contributor what is he gonna have? I also don’t know that he hasn’t, he hasn’t told me yet, but if you’re in arlington group, then you will know before the show. So, by the way, have you joined the linked in group washington, d c is in peoria, illinois, south carolina, pakistan, all members of linked in group. What about you? You can continue the conversation with my guests there on linkedin. We’re jumping right now, tio the fact that the show’s creative producer is claire meyerhoff and sam liebowitz is our line producer shows social media is by regina walton of organic social media and the remote producer of tony martignetti non-profit radio is john federico of the new rules. I very much hope you’ll be with me next friday, once, two p m eastern. We’re always on talking alternative broadcasting, which is that talking alternative dot com. I didn’t think that shooting. Good ending. You’re listening to the talking alternate network. E-giving nothing. Cubine hi, this is nancy taito from speaks been radio speaks been radio is an exploration of the world of communication, how it happens in how to make it better, because the quality of your communication has a direct impact on the quality of your life. Tune in monday’s at two pm on talking alternative dot com, where i’ll be interviewing experts from business, academia, the arts and new thought. Join me mondays at two p m and get all your communications questions answered on speaks been radio. Are you stuck in your business or career trying to take your business to the next level and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three that’s to one to seven to one eight one eight three the conscious consultant helping conscious people be better business people. Don’t. You’re listening to talking alternative network at www dot talking alternative dot com, now broadcasting twenty four hours a day. Oh, this is tony martignetti athlete named host of tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent technology fund-raising compliance, social media, small and medium non-profits have needs in all these areas. My guests are expert in all these areas and mohr. Tony martignetti non-profit radio fridays one to two eastern on talking alternative broadcasting. Are you concerned about the future of your business for career? Would you like it all to just be better? Well, the way to do that is to better communication. And the best way to do that is training from the team at improving communications. This is larry sharp, host of the ivory tower radio program and director at improving communications. Does your office need better leadership? Customer service sales or maybe better writing are speaking skills? Could they be better at dealing with confrontation conflicts, touchy subjects all are covered here at improving communications. If you’re in the new york city area, stop by one of our public classes or get your human resource is in touch with us. The website is improving communications, dot com that’s improving communications, dot com improve your professional environment, be more effective be happier and make more money. Improving communications. That’s. The answer. Dahna