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Nonprofit Radio for August 16, 2019: Manage Your Programs With A CRM & Co-Learning For Your Programs

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My Guests:

Jake Grinsted, Leah Kopperman, Kai Williams & Medha Nanal: Manage Your Programs With A CRM
The right CRM can help you run day-to-day program operations: track client relationships and outcomes; host trainings; manage certifications; organize transportation; and more. Our panel was recorded at 19NTC and they’re Jake Grinsted from Simply 360; Leah Kopperman with Keshet; Kai Williams at The International Wildlife Rehabilitation Council; and Medha Nanal from Top Cloud Consulting.





Debra Askanase, LaCheka Phillips, & Kevin Martone: Co-Learning For Your Programs
This 19NTC panel encourages you to look at a more collaborative training culture, which pushes the bounds of who is the educator. They’re Debra Askanase at Oracle NetSuite Social Impact; LaCheka Phillips with TechSoup/NGOsource and Kevin Martone from JCamp180.





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.

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Nonprofit Radio for January 25, 2019: Courageous Communication

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My Guest:

Maryanne Dersch: Courageous Communication
Maryanne Dersch says your nonprofit may be codependent and it’s stifling your communications. Are you afraid to stand out? Do you prefer middle-of-the road content to driving on the sidewalk? She may be right. She’s the author of the book, “Courageous Communication.”

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.

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Hello and welcome to Tony Martignetti Non-profit Radio Big Non-profit ideas for the other ninety five percent. I’m your aptly named host. My friend the Scarecrow just got a promotion. She’s outstanding in her field. I just heard that today I got I stole that from a bank. A za bank joke. Um, I’m glad you’re with me because I’d be thrown into trauma nap. Tia, if I had to breathe while you told me you missed today’s show Courageous communication Mary and er sh says you’re non-profit maybe co dependent and it’s stifling your communications. Are you afraid to stand out? Do you prefer middle of the road content to driving on the sidewalk? Occasionally she may be right. She’s the author of the book Courageous Communication on Tony’s Take two Insider yet responsive by pursuing full service fund-raising data driven and technology enabled. Tony Dahna slash pursuant by Wagner CPS guiding you beyond the numbers weinger cps dot com Bye. Tell us turning credit card processing into your passive revenue stream. Tony dahna slash Tony Tell us and by text to give mobile donations made easy text. NPR to four four, four nine nine nine What a pleasure to welcome Mary Anderson to the studio from St Louis. XI is founder of Courageous Communication. She works with Non-profits to move from operating out of fear and scarcity to confidence and abundance. So they attract like minded donors and raise more money. She’s author of the book Courageous Communication. How Co dependence Is Making your Non-profit brand Boring and what to do about it. Marianne has a shoe fetish, a diet Coke fetish. And she sings karaoke E, which I call Carrie. Hokey. Ah, you’ll find her, her company, her book and her fetishes at marianne. Derschau dot com. And she’s at Marianne Derschau. Welcome to the studio. Thank you for having me. My pleasure. We’re gonna talk about coke and shoes and all kinds of thank you for coming in from St Louis. Thank you. I’m glad I made it. Yes. Your seven hours delayed yesterday. Yes. You got a lot of purple going on? Yes. Kruckel, hair, lips, nails. Yes. Okay. I just I just goingto embody my brand. That’s right. Live the brand for sure. Yes. You’ve got to be courageous. So Okay, um, co dependence you feel that organizations, maybe a little co dependent and you wanted to move away from that, Teo Courage. Yes. And I actually the thought of this concept in the therapist office when we were talking about co dependence, which the simple definition is when you subvert your needs for the needs of others. Right. So you’re not doing what’s right for you because you’re too busy doing what’s right for others. And so it’s that weight that we can’t be kind giving people. It’s just when that when we are subverting our needs, which builds resentment right in our personal lives. So I was looking at that as an organizational issue. I’m thinking, Wow, a lot of my clients are subverting their needs for the needs of their donors, right? So they are not doing and saying what would be right? Because they’re afraid of someone might what someone might think, right. So it’s all way they’re focusing on the loss, not the wind. So that’s when you talked about moving from fear and scarcity. So that is a lot of that Ideas like, if we say or do something wrong, something bad is gonna happen. We have to like Speaker act a certain way because we want to appeal to, you know, this group of people and that’s usually around around money. Okay. Okay. All right. And, uh, your therapist? No background? No, no. I was in therapy. I have a team of mental health professionals. You guide me through my, my, my actual therapist, actually just told me I should cut back to wait. Go back to five days a week now. So? So I’m getting I’m not After eighteen years, right? Things were getting better. Yeah. Um, All right, So what is this courageous communication? You know, of course we have the hour, right? So don’t go into Don’t go in there. Right detail, But just give us overviewing. What is this Courageous communication? So courageous communication is about not worrying about the people who don’t like you, but focusing on the like minded folks who share your heart in your mission and attracting them to you. So that is the simplest explanation. Don’t worry about the critics. Focus on the folks who have an affinity for what you d’oh. Okay, okay. You also encourage needing less praise. Please don’t be so needy. So the idea is level the purple in-kind together talking her hands are flailing hyre lips, and that’s amazing Hope. The Olan song. Yes, so right, so praise and criticism. So so again. One day I’m in my therapist’s office and and I was talking about how someone had criticized made a criticism and because I’m oh mirriam, you’re always in the spotlight or something and and then where other people would praise me for that same like skill are, you know and tendency. And she said, Well, Mary, and that’s just other people’s opinions of you and and it shouldn’t and they’re both the same thing. Praise and criticism are the same. They’re just other people’s opinions of you. And I’m like, Okay, well, that’s ridiculous, because Treyz feels really good and criticism feels really bad. And she said, A whole person really can manage praising criticism, right? So you don’t need praise to feel good, and criticism doesn’t derail you. Although one feels good and one hurts, you’re still going to be a whole person, like moving your way like through your life. And at that moment, I thought, Oh, my gosh, my clients are overly dependent on praise and terrified of criticism. And even if you meet people like that in person who are, like, very needy for praise their kind of exhaust sing right, and then it forms this sense of inauthenticity. So relationships reform with people and organizations are made of people, and we want to have an authentic relationship. And so when we’re when we need a lot of praise and are terrified of criticism, of course we send these messages that seem inauthentic, right and were afraid to like Show the true, the true truth of like who we are and what our organization is. And and so we think that that that’s super shiny, perfect image is what attracts people. But that doesn’t attract people. What attracts people is the real n’est, like they want to know who you really are and how they can help you with your struggles and the wins and the losses. And and all of that, just like we want to know from each other, you say You say have a point of view, right? And don’t be ashamed of that, right? Right. And people who have a similar point of view will be attracted to you. Yes, and those who do not will criticize or depart. And that’s not bad. Yes, because you want more of the people who share your point of view and fewer of the people who don’t exactly like the like the You don’t call yourself this, but like I’m doing it for you, you know non-profit therapist? Yes. Right. Yes. You’re you’re You’re encouraging this cognitive behavioral dahna scheme for non-profits right to use an organizational level. Okay, um, be strong. You say, You know, this is another thing. You saying the book be strong, be strong in your message and easy to find, right? So because the ideas create a brand of attraction to attract like minded people. And so if those people see that you’re standing up for the causes and the issues that they have an affinity for, that’s going to attract them to you. And then when you’re easy to find that helps you attract, attract those people. So if I have, you know, a desire to help a certain calls or issue and I’m looking for that, I can find someone who does that and then build build a relationship with that organization. Okay, we’re gonna take our first break, okay? And I want to say that when we come back, We’ll talk about how this is all very personal to you and not only the therapy, but you got some other things going on that that are interesting and and a little provocative. I will bear myself. Yeah, you in the book. So you read the book for detail, or you can hang out here and get get the Cliff notes version. Well, not really Cliff notes. I mean, we’re on for an hour. That’s not right. Get the get the audio version. That’s what I mean to say that this is the audio version of her book pursuing. They have a new free E book, which is the art of First Impressions. You need more donors. The Art of First Impressions. The book is about donor. It has the six guiding principles of ineffective acquisition strategy. It has how to identify your unique value and use it to attract people like Mary and I were talking about plus creative tips. You’ll get it at tony dot m a slash pursuant capital p for Please remember that. All right, let’s go back to creative communications. So you’re relaxed. You’re a burlesque dancer. You were You’re unashamed unashamed about the shoes, the platform shoes. That you? Yes. So you are. You know, you make those other things, You’re out there and you’re attracting people. How are similarly minded? Yes. And you’re not upset when people are, I guess put off. I don’t know if people are put off. Everybody in the world I don’t know. I guess I just don’t get carried away. All right, But you’re you’re out there for your own, for you’re in your own brand. You’re practicing. What, you Yes, yes. And my company to it is built on the same principles of a brand of attraction, right? And really connecting with with like minded organisations. And so it’s It’s less about worrying about trying to convince people you know it. It’s hard to change what’s in people’s hearts, right? We all we all have our philanthropic heart. We all have what’s in our hearts. So what’s in my heart and who I am? And so it’s hard to convince people of the worth of your organization. It’s hard to convince people that I look for like minded people, right? And your work. You probably do, too, and I publish a podcast. Right producer podcast and people who enjoy it will come to it. Yes. And so it’s this idea of of working less to convince people of your worth and that just attracting the like minded people. Teo, tell me about the burlesque. Well, that’s so I mean, I mean, what I call a midlife adventure, so I know why. Wouldn’t know. There’s nothing to be going crazy. Whoever heard of a good life eventually? Well, that’s what I call it on. DA. You know, I’m fifty three. It just turned fifty three, so And I just decided that you know her, so out about their age, you know? I love that. Well, why Why would I? Because I don’t know why, but lots of women are coy about Yeah. So fifty three three very. And that’s when you’re supposed to say, Oh, my God, you look great in here. You look amazing. That’s what you’re supposed to say, right? OK, thanks. So I just decided that I was feeling really confident. Like, I think women in their fifties. It’s a really great time. And you you feel like, really confident. Like I don’t care what anybody thinks. I’m doing what I want. It’s Sometimes I call it like your second act like after the kids are a little older and whatever you can go do. And I just decided, you know, this idea of feeling really confident about your body and and your sexuality and who you are. And in burlesque, the beautiful thing about it is the key. Everybody is welcome and everybody is beautiful, right? So big bodies, little bodies. We celebrate our curves and giggles. There’s trans bodies, you know, there’s one of the guys in my class is Ah ah did burlesque in drag. So, like any, you know any who any person you are is worthy of celebration. And so in a lot of times women, we get the message to, like, you know, like, whatever you are is not good enough, right? You have to like, Thanks. Put yourself in here and wrap yourself up. You know what I mean? There’s something about you that is unappealing. So in burlesque, it’s sort of like this idea of owning yourself. But also I did it for sort of command of myself and the stage. So as a speaker and trainer, you know, having command of your of your brain and your body, like in front of people, right? So learning I chose improv in stand up comedy, it But it’s a lot of the same skills, right? And understanding, like being in the moment, like being really in the moment and really selling something right. And so and it’s this idea of even though I was, like, terrified in my head, you know, I went out and what you just let go and just have fun and that that feeling of that intersection of fear and exhilaration that that’s that’s something that is that it is such a great feeling and and you know that, right? This stand up on the stage doing stand up there. The applause is over. It’s your audience. Are you going to make them laugh, right? Or are you Are you going to be embarrassed? Exactly. You got eight minutes go and and you just dive in. And And it is really about just being so present in that moment. And so that was the fun for me. Yeah. Yeah. Okay. Thank you. Thanks for sure. Fifty three millions fifty three. How bad you’re about? Uh, okay, so, uh, s so let’s talk about some communications? Uh, more brand promises you want. You want tohave? You want us to have a Is it just one? We have a brand in order to have a brand promise or one brand problem. Grimm Press What’s a brand program promises the highest level of thinking that the highest level of experience. So ah, brand promises something A promise that you make to everyone your organization interacts with on And it’s not always stated, but it’s felt so. I used the example of, like, a target because everyone’s been to target. Right? And you know what? It feels like it and they you know, they’re brown brand promise, even though they don’t say it is like, you’re going to have a good experience here. You know, like for some women like targets or recreational activity, Right? We, like, walk around with our carts, bring kids. Yeah, Yeah, you push the kids around. When my my oldest child, when we adopted my oldest child, like and I was a nervous mom to a three year old, you know, I would just go through target because I like target, you know? So ah, and s o. So it’s this idea of that promise that we make Teo to everyone we interact with. And then once we figure what out what that is, then we can then that can distill into all our messaging and our talking points and how our organization looks and feels well or it’s a grand process could see. I was going to say, How is that different than a vision? But but vision is what you’re trying to achieve. Yes. Yes. This is your brain is about This is about what you’re going to get when you interact with us. So so I’ll give you an example. So there is a national organization called Oasis that works with older adults. And they do recreation activities, volunteer educational. So as people are, you know, nearing retirement, you know, finding the free time in their life. Okay, Now I’m going to really pursue my own interests or do what I want. You know, you would turn to Oasis for for further education, for volunteer opportunities of exercise. Right? And so when we looked at them and we said what? What are we really promising people? And it was this idea of ah young at heart. Right? So being young and violent and feeling like life is full of promises, like no matter what age you are. And so when we created that young at heart brand promise U S. O, then it’s like, Okay, now we’re going to look at okay. They remain message, which then became Oasis. Lifelong adventure. There’s no one. So here’s the thing no one wants to help label. Nobody likes labels like Millennials Don’t want to be called Millennials, right? Seniors don’t want to be called scene like people don’t like labels, right? And so we couldn’t say for seniors or, you know, so it was this idea of implying lifelong, which is throughout life and adventure. But the brand promise was really this idea of staying vital. And so when you looked at the color, the photography, you know how how the organization looked and felt how people interacted with that organization in person and in print online did that? Did that make that? Did that? Keep that promise right? So once you have that, that’s sort of this feeling that just works its way through everything you dio. And sometimes it’s like so known. It’s just it’s a thing that people don’t really talk about it Just obvious and evident. And some. But it’s always good to define what it is. Because then you could really look and say, Are we communicating? That, you know, is are we keeping that promise with every with every interaction that we that we have? That was life, life, long adventure? Yeah. This is Oasis that well, they’re brand promise. Was was this ideas being young at heart? Which lettuce to the tagline like lifelong adventure. Like your midlife adventure? Exactly. Like you recommend adventures to clients to have no life, e Yes. So Okay, I hadn’t drawn that parallel till you just said that. Yes. Oh, well, this is why some property for thirteen thousand? Yes, it’s unlike you could be a part of my mental health team. Time organic xero fee. I can’t afford me. I know I can’t afford my therapy five days a week now, but so hyre. Okay, I don’t know where I’m going with that, but so are so You have the brand promise, and then you have belief statements. Okay. Yes. They seem to Segway from Okay. So yeah, so from the brand promise. So this came about because a lot of heat would say to me. So I I want to appeal to this group. So butt And yet I what appealing to this group may mean like hurting the feelings of this group. And and we’re not sure what to say, you know, and how to keep all these, you know, different groups, you know, from not offending anyone. And so I was at a workshop, and this woman said to me, You know, I work with women’s health and some of the women in the group are that that that this organization serves are pro life, and some of them are pro choice, and there’s always, ah, you know, and and I’m all work. It’s this constant battle. Okay, so so in their head, there’s a battle, right? So it’s like, so these beliefs statements then allow us to say, Here’s what our organization believes. Here’s what we stand for and these are five to seven principles that we just don’t move off of, right. And so one of those beliefs statements could be we we work to include all you know, points of view around, you know, this issue, I said, you just state that you’re trying to do that, right? So that’s a belief that you have a belief that she had was We’re doing our best to accommodate the most diverse, you know, points of view possible around this issue. But isn’t that contrary? Teo. Courageous communication. What we said earlier about not being fearful of offending some people. So so you’re not. It’s not that you’re offending. You’re trying to make space for both these groups that were a part of this this organization. So it’s it’s this idea of, like, Yeah, and we might We might we might We might fall down on that everyone so out. But we’re doing our best to accommodate everyone. So this is not an organization that has to take a stand on on abortion, right? Whether with the organization, right? Right, right. This is organization that was working in maternal health. White like maternal health. So it’s like, So there’s route that and saying, There’s room for and we’re doing our best. So one of the organizations I worked with in St Louis is called Episcopal City Mission, and they serve kids in juvenile court custody. And so the idea of why your kids in court custody. What have they done? What? How? And then they’ve minister to them, it’s called a minute. They call it a ministry of presents. So they minister to the kids, their mentors and ministers to them. And so this idea of creating these beliefs, statements for them allowed them to say, Here’s what we believe about the children that we serve and about And it also allowed them to talk about their religious, the religious foundation around that. Because then these air this is what we believe we believe that no child is should be defined by the worst thing they’ve ever done, you know. And so when you hear things like that, like, okay, and no one argues, no one can argue with what you believe. This is just what we believe. And if it’s not for you, that’s OK. So And it’s It’s a very freeing way because this is what we believe in. And if something it like if something comes to in conflict with that, then you know well, that that’s that’s that’s This is something we just don’t move off. Yeah. How do you develop belief? That? What are you telling you? Talk with your hands. I I’m pulawski demolition. We say we can’t You can’t talk with your hands strapped down. Yeah, yeah, that’s what I like to have zoo meetings when I explain concepts. A lot of times I used my hands, you know, to describe things, so okay. All right. So my developing within your organization, how do you develop? So most of them are known, but not said so get them in writing, right? Exactly. Yeo. Yeah. Yeah. So more. Yes. So So it just really depends on the organization s o. We asked people. So when we asked people, like, what do you believe? You know what? What? What? What? What? People on the organisms staff and bored. And then from there, we distilled it down. So we got a lot of input and then distilled it down into, like, five or seven things. So But when I’m working with an organization, I’m hearing them as I go. So I’m sort of like already taking a mental inventory, you know, and and and and and listening to what they are because a lot of times they’re just they’re just known and they’re not written. And this one of my clients that it’s called there. They call it the values, their value statement. It’s police stated value statement. I mean, you can call it different words is still the same thing. Here’s the unassailable things that we believe in. Right. And then there were working on putting them, like in the in a very prominent, Like when you walk in, like, here’s what we believe, which I think is wonderful, right? Because it just grounds everybody into that. Okay, Okay, way. Don’t stray from these, so if we’re going to embark on courageous communication. Courageous. Well, courageously. Yes. We’re going to change some culture. Some thinking within the organization, right? Because most organizations are middle of the road. You know, there’s safer. We’re not goingto for the reasons that we talked about, you know, they don’t want to. Ah, I don’t want to be provocative in their communication. Yes, maybe not. Take a stand or take a week or stand. So how are we going to get changed? You have some ideas in the book about changing culture. Tto make this shift correct. So non-profit culture is fundamentally risk averse. I think the board structure is the board structure. Like they’re in their mission to be like, Let’s not ruin this, right. No problem. I’ve been on the boards before. It’s like, Please don’t let let this organization die under my watch. Right? Right, right. All right. Like that was shot that Do you know those hos do no harm? Right? So So the idea is to switch from this idea of fear and scarcity. So I’m constantly scanning and thinking about what could go wrong to thinking about what could go. Right. So an idea of living in confidence in abundance and so how that happens is really from I work with organizations on on all levels, so I can’t just create cultural change through one person. So what I was doing before was like I could teach you how to write better Web content, or I can teach you howto have a more engaging brand. But if you don’t have the culture that supports that, that’s not that’s not gonna work. So typically it’s working with, you know, board and executive director at that level to embrace this idea of that, you’re going to go a lot farther. Ah, latto faster and achieved more success when we adopt the principles of of abundance, right and so and it’s and that’s calling Teo to the front. So here’s like, Here’s when we did take a risk and it paid off, right? So so because I think organizations, they’re doing this already there, just not giving themselves credit for it. So a lot of times it’s just like helping them understand. You’re kind of already doing this. We’re just going to do this in a way that’s really deliver it and the idea of and showing them the numbers of of, you know, how it. It takes a lot of time and a lot of money, Teo, to convince people of something rather than create, like fighting those likeminded people and attracted them to you. And it’s about relieving yourself of not at casting that really wide net of having to appeal to everyone. You know, Because what if What if we miss this dollar? What if we miss this? Don’t you know what? But I know I understand that. Yeah, but I want to get to that house too. Okay, So one of the things our first remind listeners we had a show called buy-in bitches. There were two women. Yeah, we’re who talked about who talked about getting buy-in that there was around it and technology project, But But you could listen back to that show because they had a lot of good ideas that are that go beyond just tech projects. Cool. Forgetting buy-in from from your boss from your CEO. Buy-in bitches. Okay, I’m sure if you go to twenty martignetti dot com and you start the word bitches, that’s that show, that’s so we’ll make itself apparent like those ladies. Alright, i e I love them too. We did that on the show just is organic. We You know, we don’t come up with the name we need to come up with a name of one of them Said we could be buy-in. I said we needed a liberation, was close and she I think and then I said, which is really did that just thinks. Oh, really? Oh, well, I forget whether she said it hesitantly. Or I said it boldly. I don’t know. But yes, love, Anna, But you also you mentioned you touched on something You say the book share the successes, share small successes when when you’re when you’re new form your new brand of communication does well get get Retweeted or yeah. Get special attention on Instagram or something. Great. Share it, share it and and share it with especially the board. Like, show them how this is work and give them the data to support this because they had their typically data driven Okay. Okay. So I want getting this getting this buy-in You’re also encouraging us to understand what the board’s motivations are correct. We’ll say little about. So you’re you know, you’re like I said the boards. Motivation is typically tio not mess up, but they also really they I mean, the board members really care deeply about what’s happening. And so when you can understand, like what they want to contribute what they’re what’s, then they’re what’s in their specific like, ah, mind how and and then pull that out of them. Then once they can increase their buy-in increase there, um, they’re emotional impact into the organization. Then we can. Then we can really work with them on taking those risks and coming with us. You know, for me, I’m, you know, I’m come from a communications background. I was on a board, and it was a lot of lawyers and accountants, and I was wondering, like, you know, how do I fit in here? You know, what is my gifts? And the organization is foster, adoptive cure coalition, that they’re my client now. I said, musicians what Foster and Adoptive Care Coalition. And I stepped down so that they could be my client. One of the things that we did is like these monthly our yearly meetings where we met one on one, the staff and board to talk about what our goals were, and then how they could contribute to those, And I think that’s really helpful. Another thing you suggest is be patient. Take small steps. Yeah. You know, you had over, like, a minute or so. Yeah. No, I mean, I think you just said it just you’re transforming a culture takes time, and it takes till it takes deliberate action every day. And so that’s why those successes, they’re so important, so people can start to see the transformation. And that’s a Olds. It’s been a month. And then, you know, let’s let’s move off this. This takes some time to really become part of your culture and just how people act and and think every day. Okay, we’re gonna take that break. Wittner, CPS. They’re kicking off a remote non-profit roundtable. Siri’s Each quarter, a Wagner’s sepia sepia will cover a topic that they know intimately detailed. And you need a basic understanding. That’s all you’re going to get in an hour. This is not a sepia, you know. Cielito SEPA credit course. You need a basic understanding of it. Their latest is revenue recognition for grants and contracts. You watch the archive video at wagner cpas dot com. Quick resource is than Webinars. Now, time for Tony’s. Take two. Are you insider yet? I’m pushing this because what do you get as an insider? Exclusive content. So today, with Maryann, we’re goingto produce her shoes, her platform boots that she’s about. You’ll see the purple thes. So there was shooting extra content videos short, like five minutes videos with each guest. And insiders get that on a private playlist. Now, some podcasters might charge you for that. You got five bucks a month or something? Whatever. Maybe seven. Eight bucks a month? Something? No, not non-profit radio? No, no charge. I just want you to be an insider. So you go to tony martignetti dot com and you click the insider alerts button that’s it. Prominent and you’ll be an inside its name and email, That’s it. It’s all I ask. You’ll be an insider, and then you’ll get the access to these exclusive videos that I’m doing with guests and, uh, including your going to see Mary Ann’s boots. All right, uh, let’s go back to Mary Anders and courageous communication, All right? Okay. All right. Yes, of course. My favorite thing. Tents. Are you okay? Stand up straight. Okay, okay. All right, so that the cops way talked about the culture, change, all change. Listening. Listening? Uh, you like, uh, discovery sessions and focus groups. So what’s the part first before we get to discovery sessions of folks, why do we have is listening How does a listening exercise fit into courageous communication? Okay, so when we, when we listen, Teo, so courageous communication is not too saying or doing whatever you want, right for the purpose of doing it. So when we listen, This is when we find consensus points in thinking that help is building develop our messaging and our brand so that everyone who’s part of it feels excited to share it. And s O You know, when I just want to make that clear, is when we talk about being a courageous communicator, that that that means that you’re speaking your organization’s authentic truth, right? And how we get to that is by listening. So, you know, what do we value as an organization? And then how can we present that in a way that feels authentic? Tow us and that but then is also exciting and engaging for those like minded people that we want to attract. And that’s where the discovery sessions and the focus groups come in. SoHo are we listening to? So for so So I I’ve used this cool tool call Discovery sessions for many, many years and S O. N. And it’s different. So typically a focus group, you would say, Here’s a couple of ideas we’re thinking about Can you give us some feedback around these specific ideas, right? A discovery session is more of an open ended conversation where you’re asking people how they think and feel about an organization. What attracted? Who are you asking? Well, I’m going to get to that. What’s so so about Non-profit? I would never platform boots and altum. Yes, so So So what we would do is create way create a cross section of people so bored staff, volunteers, clients creating a cross section in the room. Now, sometimes I would do it where, um, an organization would want different discovery sessions based on audience. And then it was up tio us to kind of synthesized the information, but most the times like that was a longer process and, um, or involved in an expensive process. And they wanted so we would take maybe twelve to fifteen people, put him in a room, board staff Like I said, you, Khun Dio, volunteers, clients, those people that are really close to your organization, they don’t even have to know a lot about it. Just have an affinity for it. And so sometimes people come in the room and they would say, Well, I just joined the board. I don’t know very much. It’s not about what you know. It’s like, What’s what? You’ve what you feel, What you feel right? Right? Yeah, right. You come. Why’d you join? So we and in the book I really lay this out step by step on how to do this, But we’re going to ask questions like, so, you know, tell me how to get the book. Just get the book right. What? Three words come to mind. You know, when you think about us. Like, what do you think that we do? That’s different or better? Because that’s what we’re looking for. Like our positioning. Right? And you know what attracted you? What? What would you tell people, Teo? You know who you think might be attracted to you? Would you tell people about right? So so that’s for two reasons. Because we’re planting something in their mind. That, you know, Hey, you should tell people about this. And if you did, what what would What would you say and what we’re looking for us. I said our consensus points and thinking. So when we do these, I have people write first and then speak and they write first. So that, like, if you and I were at opposite ends of the room and I heard, you know, everyone had the same thing to say by the time we got down Teo, you strain your Yeah, right, everybody. So I’m just going to not say that, because then I don’t think so. So we look at consensus points and running first, and then you got to read what you wrote. Exactly. And it’s a very strength space conversation. So a strength space, right? So you’re looking for what? What assets you have that you can present, And then how can you use those assets to connect with like minded people? So I just did this recently for a group that was starting their first sort of, like, big plan giving effort. And so we had a Yeah, right. Your your your wheelhouse. Yeah, And so it was the idea of, you know, These were people who had been long time donors and volunteers. So they were really the top prospects for this. But in But before we wantedto ask them formally, we’re asking them. Hey, how did you become involved? Like, what is your affinity? You know, what do you want your legacy to be, you know. And so most philanthropy is born of pain, right? Like so, There is a pain that I had in my life that I want to prevent other other people from happening. Right. So, right. So the pain of you know, you know, my parents, you know, we’re unemployed for a long stretch of time and write something like that. Right? And so when you asking people what you want their legacy to be, you know what? What? What? What? What changed? You want to see in the world, you know? Then you could really understand, like what their goals are. And so when we you know, when we did this, we got when we did these discovery sessions. We got so much information and not just around the plan giving, but just around who they were as people and and what and what their goals were in life. And how How can I How could an organization support that person? In many ways? Right, So so. And it’s It’s always we always get great stuff out of them, and people leave. People leave feeling really good. Like, Wow, that was a great use of my time. There was a very good donorsearch gauge mint. Yeah, Even bored engagement. Exercise? Yes, yes. So then what do you do with the with the synthesis of all this, Right? So just go. Yes, sure. So before you start, we usually have what we want out of it on the back end anyway. So if we’re looking for a messaging co-branding something like that, So we’re going to know what the front and what we want out of the back end. Sometimes people say like, this has happened so many times, people would say stuff in the room, and that would become their tagline, you know, and oh, gosh, yeah, but I can’t say that in the room. Right? Great sport. You catch it. Yeah, because I’m listening. I’m listening. And I’m scanning for you have the trained ear. Yes. And know what the purpose of the meeting is Yeah, and and and And there there were just creating a space for them. Tio Tio really express their thoughts around the organization and around their goals for their own with their own knife. Very informative, I think. Two CEOs, Teo full boards. Yeah. No, this synthesis, even beyond the product. Whatever it is, you’re looking for messages, right? Or or your promises or whatever, very informative, I think for it is. And it’s also, when you listen first and then and then develop later than we say to them. Hey, you know, because of what you said because of the guidance you gave here’s what we created, or here’s the direction we went. They see the impact. So if we don’t make decisions in the room and we make very clear up front like this is not decisionmaking, we’re not making a focusedbuyer. Yeah, you make want a pole or make a decision or, you know, get at least some priorities out of that. But this is about just this idea of Hey, let’s let’s talk. Let’s create this very specific space to talk about your thoughts around our organization, and then we can use that then to to help our decision making, You know, as a staff, a said struck me as outstanding engagement. Yes, for whatever. Whatever constituent. Cuz you’re bringing in volunteers. Clients? Yes. All the board donors plan giving donors get shot up. E-giving dahna. Yeah. Yes, that’s right there often for gotten. You know that they are. I’m the I’m the Evangelist without the religious overtones for planned e-giving at my client’s. Because it’s often the forgotten group. You know, there’s no recognition society for playing, giving you have a thousand dollars. Five thousand, fifty thousand dollar recognition, nothing for planned e-giving people who put you alongside their grandchildren. Right? And children in there will their life legacy. Teo, you can’t throw them. Ah, Recognition group. Come on. What do you mean? I’m not here yet, but, uh, I make the point. Dahna let’s take a break, and then we’re on our way. Okay, Well, when we come back, then we’ll talk about the authentic personality cause I feel like the info that you would gain from the discovery session of the focus groups leads to your unique personality and authentic personality partner. And and that’s important to know to learn. Tell us, can you use more money? You need a new revenue source. You want diversify revenue. Get a long stream of passive revenue. When cos you refer process their credit card transactions through, tell us infact you get fifty percent of the fee that Tello’s earns. It goes on for months and years with the credit card transactions. You watch the video, then send potential companies to watch it. Where do you get it? It’s on the listener landing page at tony dot m a slash Tony Tello’s For the video, we got to do a live listener Love the live love It’s going out. It’s going out to Ottawa, Canada. Say, I don’t like the way New York of the Ottawa No Ottawa, Ottawa, Canada Welcome. Xiang Xiang, Hyogo Costume, Shanghai China NI HAU Shanghai, not Shanghai I don’t like that Shanghai Shanghai NI Hao, Brooklyn, New York I don’t like that. It’s Brooklyn, New York. That’s the way they would say. Shanghai in Brooklyn, Brooklyn, New York, New York, New York Multiple live, love, All of you, all of you. I’m just going down the list. We’re not. Sometimes I go domestic and then abroad. We’re doing it all on her. And the way Sam wrote it down real court to Argentina. Would that be, uh, put a star days when a star dies? Argentina Riel, Quarto Live Love to you Garza Garcia, Mexico Buena Star Days, Moscow, Russia. Good dog. No, that’s German. Um, Moscow, Russia. Live live out to you Middle village, New York. That’s Long Island. Middle Village. Cool. Charlotte, North Carolina. Live love, special love going on North Carolina, of course. Tampa, Florida Adelanto, adelanto, California Live love to each of you are live listeners And there’s more out there But summer summer mask guarded. I don’t know why, but there’s more live love going out to those masked, guarded people if I didn’t shut you out and the podcast pleasantries the over thirteen thousand listening in the time shift pleasantries to you. Whatever you’re doing, you’re painting your house. You’re washing your car. You’re doing the dishes. Is that your podcast binge day on a Sunday evening or something? No Sunday evenings of fir e mails. I have to be Sunday afternoon. Podcast binging wherever. Whenever you’re listening pleasantries to the that huge podcast audience, I’m grateful that you’re with us. Thank you. Let’s go back to Mary Anders. How does that sound? Great. Okay, cool. So what do I say we’re going to do? Oh, your authentic self authentic personality. One may all right, flushes out what we got here. Oh, you have a quote. I want Tonto. Okay. Okay. Frame this little bit. Page eighty for when you get the book, you’ll see it’s paid for the more honest and authentic you are in your communications, the more you’ll attract like minded people. So we’ve been talking around that, right? That’s like, to me. I was sort of like a thesis. Yeah, a theme running through the whole book, But Okay, but so now we’ll talk about your authentic personality. Okay, What’s this about? So as an organization. So we’ve talked about your personality on the center of the universe. If you can’t say that, you only have one cent. That’s so let’s move it. Dang it, dang it. Shifting away. Right. Light is moving now to your clients and nonprofit organizations who are listening. Yes. So So it’s this idea of, of of your organization just really being who they are. So if your grassroots e that’s okay if you’re older and more established, that’s OK. When you try to present yourself as something, you’re not just like people. People are going to get that through. Yeah. So I was meeting with Ah, a woman that I’ve known for a long time, and she now manages donorsearch vise funds. And she said, Marianne, it’s my job to get below the gloss. The brochure gloss into what’s really going on an organization. And I said, Melinda, it’s my job, not tohave the gloss that you can really see right into an organization that they’re excited, too, to present that to you and that they feel confident, you know and who they are. And and so one of the ways that you do that is, you know, celebrating successes, but then also being really honest about your struggles. We want to and and and if it’s a failure, right? And I In the book, I cite the Engineers Without Borders in Canada. They always do this failure there. Their annual report is their failure report the top ten ways we failed, and I’m like, Okay, boy, that’s a confident but they’re talking about Here is the lessons we learned. And in non-profit, I think we’re not allowed to fail like we think you know and get that become part of part of that risk averse culture if you’re going to take a risk if you can’t be bold and courageous you’re going to fail some. Great. And here’s what we learned from that. And here’s how that helped us grow. And so that’s idea of the good, the bad and and that that’s what people want to know when they want to connect to, you know, in in St Louis, I’m, you know, I’m ah, fostered dogs, right? So that’s one might. That’s one of the things that we do before dogs and you adopt children, adopt just Yes, I am a rescuer by nature, so And so I and there’s, like with you. Yeah. Yes. So there’s several organizations that sort of do a lot of the same this kind of the same thing, right? So they’re all working an animal welfare, right? I’ll show you who’s sorry, where were there are working in an animal welfare, but each of them has a distinct personality, right? And so so what? The organization that I that I worked for it there a little bit gritty and rebellious. The other one is a lot more folksy, community based other one is like older, established. They work on higher level like advocacy and overarching like statewide doing there in the streets. You’re doing the work. You’re rescuing the dog, right? And so so. But each has their own personality. Jefferson City? Yes. Jefferson City, Missouri. Yes. Capital of Missouri. Well, hardly hardly known. Right. City lived in Warrensburg for five years. I was in here for firstborns. Were really Okay. All right, so so. But each one has their own distinct personality, and that’s OK. And so when When you are looking so if I have an affinity towards animals, I can I can look and I can understand, like the landscape and one which one I’m attracted to, right? And and And And so it’s just sort of like owning that like, you know, Hey, you know, this is this is who we are, and this is what we’re about. And and And if you like that, that’s great. And if you don’t, that’s okay too. You know, we’re happy to know us and a hard place to be lorts well to a future with Sorry. I wanna keep it on the chairs now. We’re on a shoestring budget here. Okay, So leading to this is you’ve alluded to this a bunch of times. You wantto take stock inventory? What it is that’s that’s holding you back. What your fears are? Yes. Okay. We haven’t talked about this yet. Yeah, let’s let’s flush this out. Because because if you’re going to be courageous in your communications, there are going to be worries. Fears. We’re going live donors, We’re gonna lose volunteers. The mayor isn’t gonna like us anymore. Etcetera, etcetera, You know, you gotta take stock, right, And then go ahead. You flush it out. Yeah, eso. And so it’s important to inventory your fierce because the concern isn’t going to go away. So when the benefit outweighs the concern, then you’ll move forward. So what I mean by that is when you’re going to have concerns and fears through this whole process. But But we’re working towards something greater. So we just need to learn what our concerns are and then make a plan to address them. Because boardmember Zehr going to say, Oh, my God. What if this happened? Okay, Okay, so what if that does happen? So let’s make a plan to address that. So people like plans because it helps them, you know, feel feel safe and like, Okay, so if we’re going to do this thing, and so what if somebody doesn’t criticize us? What do we dio? And then once we have, like, so a lot of times, you know, Remember when Non-profits were hesitant to get on social media? Because they we’re afraid of of negative comments, right? What if somebody says something? Okay. What if somebody does say something? How do we manage that? And and so because crisis PR to me is just something that happens not every days. Ah, huge crisis. But it’s just you’re going toe. It’s the price of doing business. If you’re doing and saying something interesting, somebody’s not going to like it, and that’s okay. But the people who do like it are the ones we’re concerned about. And so it’s this idea of Okay, What if somebody doesn’t like it? Then how can we address that? And there are, you know, times when I worked with groups where we really just said, Okay, what are all our concerns? And we put them on the whiteboard and we addressed each one with some with some strategies. To address each thing. What if this happened? Okay, this is what we would d’oh. Okay. Right. Okay. On benefits as well. You wantto take stock of the benefits, right? And so that so the idea is to attach Teo and and the thing is, like, you could have one hundred fears. But if you have one benefit right, you’re goingto work past those those fears. And so the idea is okay, as a group understanding, what do we really want for organization? How? No. What is it that it’s really want going to move us forward? And then once we agree to that right, and then so now we know how to get to that. Okay, now, this is this concerns, and we’re just going to manage these as we go with a plan for each one of your plan for each one. Because what happens right now is we’re making decisions based in fear, right? And so let’s make decisions based on rational thought. Right here is what’s best for organization here’s here’s the most efficient way to get what we need or whatever. Whatever it is instead of Oh, no, we can’t do that. That’s that’s that’s too. That’s too something right. So when And so the ideas. Yeah, I get that. That’s scary. But let’s make decisions based based in the rational thought, and then and then just just be mindful that there’s going to be concerns popping up you say in the book fears don’t predict the future. Yeah, right. I’m not a mind reader. I wish I could be. I tell my kids that, too, just because you think it’s all going to go wrong, it’s not. That doesn’t mean it isthe right. So and the ideas like this idea of being an abundance of scanning the scene for but what good could happen instead of constantly scanning the scene for what could go wrong? And that’s why I’m working toward the good right. And that’s a mindset that that, you know, I work for every day, as you know as a person and that that, you know, I work with organizations to Yeah, right. So we’re going to look at the world is a place of abundance and opportunity Instead of fear and scarcity. You got a car last break text to give. Can you use more money? I need a new revenue source. Diversify revenue. Here’s the second way. Mobile giving. You could learn about it with text to gives five part email. Many course you’re You’ll get five emails over five days. Just like my therapy. I could do, mate. I did my therapy in this way be a lot cheaper. So I’m sure five e mails way, Yes. So what do you do to get the five female Many course from text to give you text. NPR for non-profit radio and November Papa Romeo. Air Force days, Whiteman Air Force Base, Warrensburg, Missouri. Jefferson said he’s the capital. Text NPR to four, four, four nine nine nine. All right, we’ve got several more minutes left for courageous communications. Um, so staff expertise you have. You have a chapter on developing right on creating developing staff expertise. Yes. Yes. So just take a picture of me. Yes, you did. You know how to shoot a video, So I know it’s exciting beyond Zoom. You love Zoom I d’Oh d’Oh d’oh. Okay. Okay. So, staff. Okay, so I learned a phrase a couple weeks ago, and it’s It’s not my genius. It’s not my job. And I think that plays really well here. That’s about a about why’s that bad? Because then you have to be. You have to be excellent at everything. But you’re not a possum. That’s right. You’re a genius and everything, right? So, Souto, from your therapist E I learned that for I know. I was on Ah, CEO workshop. Okay. To be average it something. Yeah. Was your therapist? Yes. Yes. It’s okay to be just OK, which is still, like, completely unacceptable to me. But I’m working on it. I know more about your therapy than you do. So know. So. So staff. So so. So a lot of times organizations will, um, get bogged down in what I call a like. They think they’re fund-raising or they think their relationship building because they’re, you know, putting together a newsletter or, you know, an annual report. When I work with folks on that, that there’s only one you there’s only one Tony and Mary. And like some of my kinds, Larry, there’s only right there’s only one Larry or Galen are are the folks that I work with and and so you only you could build those relationships. There’s a lot of people who could do other things in your office, like, you know, the newsletters, this the social media that could update the contents of your website or something like that. And but there’s on ly one you. So when you are bogged down in this, either either two things one is you’re kind of bogged down in it because you’re expected to dio all the relationship building of fund-raising. And then you’re expected to dio all of the you know, the design and development of marketing materials and social media, or you’re doing those things because you’re a little hesitant to do the relationship thing, right? So sometimes people get into fund-raising positions, and they really that relationship building isn’t their forte. And, you know, they fall into these position and they confined administrative things, Teo time. And then they wonder why they didn’t make their money creating goals on DH there moves goals by the end of the year because they’ve because they’re not comfortable doing it s o They found distraction. Yeah, eso and non-profits tend to value money and not time. So they said we were gonna watch every dollar, but we have plenty of time, right, so we can weaken we can have all the time. So we’re gonna work people really long hours. And then because we’re going to keep all that in house, well, we could do that here. We could do that in house and what that does, is it, You know, Yeah, You’re saving money by not sending that out. But the money that you’re losing because of the because those folks, those that they’re geniuses relationship building, let them build relationships, because then they’re going to be generating the income, you know, and then offloading some of those, those duties, that anyone you look at this and say it, and I’m not saying like all too because, like, you know, at my old company five one Creative, I worked with a very awesome team of designers and developers, so nothing anyone could do anything. I’m just saying, what is what is your genius right? What is your gift and are? And is that your primary focus of your job is practicing those gifts because in the end, that is going to move your organization farther. You also make a point of saying, if you don’t have expertise in house, you’re gonna have to spend the money, tio by it. Freelance consulting. Any of the sites that match a big potential volunteers. Yes, but you’ve got to get the expertise you don’t have that you need. Yeah, and, you know, you could learn how to build a website, but then you’re never going to replicate that point. Don’t spend your time don’t spend. And so so yeah, So bring those people in, have them help you in boost you. And I realized when I started my company, I looked around. I said, what makes a successful business? And those people were spending a lot of time and a lot of money and a lot of investment into the professional development of their company and themselves. And I look and I see the same thing. And non-profits they’re bringing people in right there, ringing the highest level, thinking that they confined into really push them forward in a way that they couldn’t have gotten gotten themselves. And then they’re seeing a lot of benefit from that investment. Yes, You have to. You you can’t. Another guest on a couple weeks ago, it was December. You can’t be expert and everything. And there’s no point in learning things right. You don’t need to do what your genius at. Yeah, you’re wasting your time. You’re taking time away from your genius, right? You think you’re saving, but in the end, it’s costing you a lot more. We got about thirty seconds. Encourage us wrap it up and encourage. Yes. So you know, right now, it’s kind of a crazy time. You know, politically. Onda lot of non-profits are really kind of flipping into fear, right? And so, my I’m gonna encourage them to start scanning the world for the possibilities and the abundance around them and creating this brand of attraction so that they can keep that positive energy coming towards them. So that because all these types of our world is uncertain everyday. So when we’re certain of the direction we’re going, we can cope with that a lot. A lot, a lot more easily. Outstanding. You’ll find her at Marianne dash dot com. There’s an e at the end of Marianne, and she’s at Mary and, er sh thank you very much. Thank you for having me. This pleasure. Wonderful. And for insiders, Marianne has time effectiveness tips that we’re gonna talk about. Plus, you’re going to see the shoes next week, walks and runs with Emily Parks. If you missed any part of today’s show, I’d be seat you Find it on tony martignetti dot com. We’re sponsored by pursuing online tools for small and midsize non-profits data driven and technology enabled Tony dahna slash Pursuing by what you see piela is guiding you. Beyond the numbers. Wagner cps dot com By Tello’s Credit card and payment processing your passive revenue stream Tony dahna slash Tony Tello’s and by text to give mobile donations made easy text. NPR to four four four nine nine nine A great of producer was Clam Meyerhoff. Sam Liebowitz is the line producer shows Social Media is by Susan Chavez. Mark Silverman is our Web guy and this music is by Scott Stein With me next week for Non-profit radio Big non-profit ideas for the other ninety five percent Go out and be great buy-in. You’re listening to the talking alternate network e-giving. You could. 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 center of attention. Tune in every Tuesday at nine to ten p. M. Eastern time and listen for new ideas on my show. Yawned Potential live life Your way on talk radio dot N Y c. 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. You like comic books and movie howbout TV and pop culture. Then you’ve come to the right place. Hi, I’m Michael Gulch, a host of Secrets of the Sire, joined every week by my co host, Hassan, Lord of the Radio Godwin. Together we have over fifteen years experience creating graphic novels, screenplays and more. Join us as we bring you the inside scoop on the pop culture universe you love to talk about. Wednesday nights eight p. M. Eastern Talk radio dot and wives schnoll Dahna. Thie. Best designs for your life Start at home. I’m David here. Gartner, interior designer and host of At Home. Listen live Tuesday nights at eight p. M. Eastern time as we talk to the very best professionals about interior design and the design that’s all around us right here on talk radio dot N. Y. C. You’re listening to talking alt-right at www dot talking All calm now broadcasting twenty four hours a day. 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 twelve Noon Eastern time. That’s the conscious consultant, Our Awakening Humanity. Thursday’s twelve noon on talk radio Dunaj N. Y. C you’re listening to the talking alternative network.

Nonprofit Radio for August 24, 2018: Your Website Redesign & Overmarketing

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My Guests:

Oren Levine, Lisa Ghisolf, & Emily Patterson: Your Website Redesign
It’s your step-by-step guide to a website makeover. Let’s include gaining stakeholder support, managing contractors and using data to drive better engagement. Our panel from the Nonprofit Technology Conference is Oren Levine with International Center for Journalists; Lisa Ghisolf with GizmoCreative Factory; and Emily Patterson, founder of BeeMeasure.

 

 

Amy Sample Ward: Overmarketing
Amy Sample WardIt drives Amy Sample Ward bananas. Let’s talk through her issues and preventative measures. She’s our social media contributor and the CEO of NTEN, Nonprofit Technology Network.

 

 

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Oh, hi, hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent on your aptly named host. Oh, i’m glad you’re with me. I’d be thrown into a habit ood if you told me the dull idea that you missed today’s, show your website redesign it’s your step by step guide to a web site makeover let’s include gaining stakeholder support, managing contractors and using data to drive better engagement. Our panel from the non-profit technology conference is orin levine with international centre for journalists. Lisa gets off with gizmo creative factory and emily paterson, founder of be measure and over marketing it drives amy sample ward bananas let’s talk through her issues she’s, a social media contributor and the ceo of n ten non-profit technology network i told you to, i’m wagging my finger, responsive by pursuing full service fund-raising data driven and technology enabled tony dahna slash pursuing capital p well, you see piela is guiding you beyond the numbers. Weather cps dot com bye tello’s durney credit card processing into your passive revenue stream. Tony dahna slash tony tello’s on by text to give amglobal donations made easy text npr to four, four, four, nine, nine, nine here is your website, redesigned from non-profit technology conference. Welcome to tony martignetti non-profit radio coverage of eighteen ntcdinosaur non-profit technology conference. We’re hosted by the non-profit technology network, coming to you from new orleans in the convention center. This interview, like all our eighteen ntcdinosaur views, is sponsored by network for good, easy to use donor-centric software for non-profits, i guess now are orin levine, lisa gets off and emily patterson, or in his director of innovation at the international centre for journalists. Lisa is founder and creative director at gizmo creative factory, and emily patterson is founder. Be measured that’s b e like the insect welcome buy-in. Your seminar topic is gourmet taste on a pizza budget. Tackling a website, we design for small non-profits, and i noticed that in your session description, use the word small three times. That’s perfect for non-profit radio because our twelve thousand listeners are in small and midsize non-profits. So i don’t have to admonish you or remind you even taylor, your comments too small and midsize or no, i don’t, because it’s, you’re right, it’s in your dna, it’s in the dna of your workshop topic, anyway, get carried away. Personal. Okay. What what are the challenges? Let’s, start down there with emily on the far end? What are the challenges with website redesign? Hyre? Definitely, i compare website redesigns, teo doing laundry, at least at my house. Okay, that it’s something where it feels like you put all this work into it, and then when you’re done well, there’s a whole new basket of laundry, and you need to start all over again. Yes, it’s, a project that it could take over here and then it’s. You know, another year passes by and it’s, time to start redesigning your website all over again, because technology and trends change so frequently, something you have constantly have to keep up with. What do you part of what you described way? Have you done your workshop yet, or it’s coming? No it’s tomorrow at one thirty and that’s a preparation for you? Okay, she’s like a batting range, putting, putting green. I don’t know too much. I don’t be doing sports analogies that that was a mistake i don’t anything about. I don’t know anything about either of those sports, football or tennis, so okay, what do you need? What do you need to have in place? Could we start with you? Lisa, can you could you adjust that one? What do you need to let in place? But think about before you embark on hiring someone to do it or doing it in house? What do you need to think about? You really have to think about weirder site is now and if it’s working for you and if you comptel, if it’s working for you, since we generally have analytics, but also are you getting the results that you want out of it? Are your constituents getting what they need out of it all of that kind of thing? And then it’s just improving upon what you have if its content or design usability, all of those things, okay? Or you want to add wear at the pre stage now, exactly. And this is in some ways where the small comes in, because one of things your back of your mind is, is what resource is do you have realistically to approach the project, which will probably be less resource is than you would love to have? Especially if you know you’re looking at other websites and say, oh, i’d love to have a website like name your large corporation here and because you’re not small non-profit you can’t. And in addition to the questions, lisa was passing one of the question, in fact, you need to ask is, you know, why do i have a website at all? You know, it’s really gets down to what am i doing? I’m murcott what’s the purpose why do i want people to visit me in the web but who’s coming to visit? What do i want them to do when they get there? And by being really careful about asking those questions that helps you match what you could do there to the limited budget you’re going toe? How do you overcome this stick of the orange? How do you overcome not knowing what could do? It is not your site is not doing it now, but it could, but but you don’t know. What it could do because you’re not already exploiting that. How do you feel that gap, that knowledge gap? Well, it’s ah, sort of a balance between what what it’s already doing, what it could do and what you wanted to do. And a lot of what we talked about in our own organization was trying to distill down of all of our laundry list or went backto the laundry analogy, a laundry list, emily’s basket wish list of all the things you wanted to do or could do or might do an ideal world. It’s really important to try to focus down on a few very, very critical things that you want the website to do. Focus your efforts there that both helps focus the minds of the people who are responsible for the website and then focusing your budget on a realistic set of goals you can achieve. So you might brainstorm and then and then and then focus exactly two realities. Okay, okay. See about something else you pledged to cover in your workshop. Hold your feet to the fire. Think about who to hire. Whether you need is who wants to take this one first? Whether. Whether you need expertise, we don’t necessarily have to go in line. One, two, three, three, two, one, which i don’t i don’t like that, but we can now for now anyway. There’s soup for now, but i’ll bring it up if we keep up with us whether whether you should a lot of small orcs probably do need help, right, then we’re gonna need some technical help. This website project definitely on dh speaking as a designer and developer, generally i come in when they don’t have those resource is on staff, or if those people are overwhelmed and speaking to lauren’s point, sometimes you can brainstorm with those people and find out exactly new things that you may not be aware of ways that you can integrate databases better, etcetera on improving communication. So, you know, so much of it is just what you’re re sources are and what you’re willing to put forth. So you’re often in the role of having tio make the expectations fit the budget. Yes, we can’t do that yet. I know you would love to, but if you want to do these other things that you said were playing top three priorities. And we can’t do this. You can’t have six priorities. Yeah, i’m a big believer in phase development, so if you could do it in six months, then we’ll do it in six months when it’s more feasible. Okay, how do you, uh, how do you message that reduction down, too of reality when it when you’re talking to the ceo executive director? Oh, gosh, i mean, i basically put it the exact same way that we can do this in six months. We can still make it happen with the budget that you have, but if you want to put more towards that, then of course, we could make plenty of things happening now, so okay, so bring it down. Arika money. Yes. Way to spread it out. You can have it, but it’s gonna take longer. Okay? In fact, one of the things we talked about in the session is sort of tricks. I learned i was emily start going out orders don’t get going out at one point, i want i want to head over to emily because she’s really the expert on how to manage to ceo seo, i’d better let her speak for that. I’m not going sequence. I don’t want you to continue, okay? My my one question is that one of the now now a great host, it’s time for a break, pursuing their newest paper is pursuing e-giving outlook it’s a roundup of all the fund-raising data that you need, they took the latest fund-raising reports boiled them down to the essentials into a concise content paper, plus there’s a video archive of the weapon, or that they did around this whole subject. It’s, an ensemble piece, paper and webinar both on the listener landing page. Tony dahna slash pursuant capital p for please now, back to your website redesign say something talk emily yeah, it was like they had a message to you, ceo message manage expectations about the top level uh, so i think one of the things that people don’t realize, especially at the top level around website redesigns is just yeah, how much, how much work and how much? And thus time and money is involved, and i think having teo yeah, message and set expectations around that is a big challenge buy-in vices that i’ve worked and now in a zoo independent consultant, my point of contact is typically, you know, you’re marketing director or your communications person who have, who handles all of communications and all of fund-raising so kind of a mid level person and being able to work with them to help them set expectations with there with their boss around the web website, because i think a lot of a lot of executive directors, you know, they’re a little bit detached from the project and, you know, they’re looking online, and they’re seeing all of this awesome stuff that other organizations or, you know, even for-profit companies are able to dio and they don’t realize, you know how much time and money needs to go into that. I’m going to pick up on on emily’s point, that becoming the position of being the non-profit that’s working with cos, you know, we were designing the web site, and one of the things we try to make sure of is we knew internally in our own organization who who is responsible to make the final decision so that, you know, family’s talking the communications director, she needs to know that when the communications director says we’re not going to do this, then hearst boss is not going to come down two weeks later and say, well, actually, we are let’s keep that anyway, because that’s, how you lied to basically blowing your budget and changing your plans. So it’s, very important as an organization is a nonprofit taking on the project to be clear in advance. Who are the decision makers? Who are the real stakeholders, who is going to make the decisions and who needs to stay out of the way? That’s perfect. So who should be let’s? Go to you family? Who should be part of this design team? I mean, i think having one clear a person who is ultimately one person is in charge. Yes, having been in the position where three people are making the decision, you know that doesn’t really work. So ultimately one person has to have the final say. So we are we are not doing this, but i think lots of people should be involved and be able to have their input because you will otherwise get in this situation. Where oranges years, months later i don’t know. How’d we get this? Yes or no? You roll that definitely derail your project. If all of a sudden you had someone pop up and say hey, what happened? Teo x y z i thought we were doing this, and then as a consultant to be the person who says, oh, sorry, that’s not in the budget, i think it’s so we need to think through in the beginning stages, who are the stakeholders? So but with the web, but at our website affects everybody. Lisa, how do we decide whose we can’t have too many people in the process? I already said that how do we decide who should be part of this process and who should be sidelined? A big part of that for me is design theory. Tio it’s basically starting off with talking to all of the people who are going to be using the site. So if it’s one person from the board, one person from the staff, one actual end user, et cetera, and they don’t necessarily have to be people who are involved in the decision making part of it. But fighting out how they actually use the site and how they would like to use the site and how it all fits into the overall organization makes a huge difference in the end result and how successful it is, okay or anything you want to add to this? Yeah. And that’s another reason why inside the organisation it helps to have somebody you can sort of manage some of those relationships internally in some ways be a bridge between the organization and the external party. I in some ways fulfill that role in my organization. I’m not responsible for the site, partially because i have experiences a web product manager, i’m ableto some ways mediate, i suppose, between some of the internal forces intentions and our external external vendors, and that makes life easier for them because they have fewer people to talk to, and we’re clear decision making it makes life easier for us and that we’re able to resolve some of our issues ideally before we start having to pay for it’s going to more detail on this, managing the contractors or contractor whatever that is doing the process. Emily, you’ve got something you want. I was going to say that i think having your communications director or someone at that level lead the project is a good call because they’re in a role where they khun both understand more closely, like the technical side of what we’ll need to go into this because they’re close enough. To the project, where they might be in a role where they’re updating the website. But then there also. Removed a little bit from it and more into the business side of things where they can understand the bigger picture and the business decisions and the important role that stakeholders play. Where i think if you put the website in the i t department and have that management come from that side, they might spend more time kind of focused on how is everything working exactly and ignore the business side of war on the into the code? Okay, okay, let’s, let’s talk more about managing the contract with doing this project for us out. How do you? How do you like to be managed? I don’t like to be managed, but well, essentially the biggest thing is always communication on both ends of it and setting expectations. Some people love to talk only via email, some are i need to get on the phone with you to make you understand this and it’s an inter generational thing, it’s just it’s. Everybody certainly has different feelings on that bye, setting up expectations of how often we’re going to talk, how we’re going to talk, how we’re going to be managing all of these assets, all of these things that makes things so much easier down the line, and you don’t have developers who disappear or gaps in knowledge where well, we have no idea where we’re hosted right now, which is a huge deal, because so many people don’t really know all their passwords and everything. So let’s, let’s move to something else that you were are going to cover tomorrow. Use of data, you said data tio dr better flew and better engagement. Who’s the everybody plays family, right? Emily, you’re got two thumbs pointing to you. Yes. Yeah. That’s. The data portion of it is really my specialty. Okay, so we’re going to talk a little bit about what the stakeholder they wrote to me in for the stakeholder section because i had had this other presentation that oren saw where it was about using data to kind of manage people’s personalities, but definitely needed to manage personnel. That was that was different. There was somewhere else. Yeah. Is that another? Another kind of interested? Okay, about how you can take the day that you collect and then use it. Tio appears the different sort of questions and issues that pop with your different stakeholders, but definitely before you embark on your redesigned some suggestions about, you know what sorts of data people should look at, a lot of it depends on what sorts of issues pop up with your various people who are involved. I really kind of feel like there’s kind of three basic types of issues that it will happen, you know, there’s the sort of person who doesn’t you might have it from your executive director or from another person, your organization, they don’t necessarily want to spend any money, so helping to make the case that we need to make this investment and we need to invest in better technology, you can use your your google analytics user testing surveys a variety of different things to get a good picture of what’s going on with your audience because who’s using your website is not necessarily reflecting the needs of the person using your website isn’t reflecting. You know the needs of the people in your audience, they’re not in your office, they’re not the same. Okay, what else about data? I’m so you also get the person who is has all the fun ideas, maybe, you know, reads a lot of things. Online about the latest trends, and we need to have this widget and that widget and helping them get a good perspective on, you know, what’s really going on with our users where we really having problems with our site right now that definitely need to be fixed in the in the redesign, you can use google analytics things like back-up they have a funnel feature to see you. Nowhere in your process is people you’re losing people dropping out, leaving your side, and then i love surveys and user testing as a way to hear from riel people how frustrating it is for them to use certain functions on your website. So who would you send those surveys to? Is that that cut across all your constituents metoo donors, board members, people who are engaged, engaged with your programs, receiving your service is all those people get survey like that? It depends. I’ve done ones on the website, which i think are nice. Google has ah, very low cost pop up sort of survey you may have seen them before that you can answer a couple questions, and then there’s typically kind of an open end response, which is a great source for people’s france. Ok, things are kind of questions. Do we ask? You can certainly ask about user rolls if you want. If it’s important for you and your your website to understand who’s used what constituency you would word it this way, but what constituency they fit into. We’re delivering services, etcetera. Okay. What? What else do you want to find out? That’s? Fine, but you could totally keep it super simple. And just as something like, you know, what brings you to the site today? Are you satisfied with your experience? If not, you know what recommendations do you have for us? Those three questions? I think we’ll get you a good picture of what’s going on. I mean, i’ve had guests on who say the best survey is, like, five fewer questions. Oh, yeah, definitely. Okay, so short is not problematic. It all it’s preferred? Yeah, especially if you you know, you’re kind of you’re popping up at them. They’re coming to your sight because they’re trying to do something else. So you want to keep the survey short because you’re kind of interrupting their experience? What else can wait? Talk about around this? You’re going, you’re going to feel ninety minutes tomorrow. Well, let me add another more point about data again. I’m coming at this from persuaded emily. So i thought the data when emily stop, okay or you can talk about data. Whenever we took a breath, i thought that was the end of the day that i could talk for days about data e talking about okay, just the one small point i wanted to make again back to managing expectations, it’s away to also manage expectations your stakeholders had about people who are wedded to. We’ve always had this section on the website i love this information is valuable and it’s useful to be able to go to analytic state and say twenty, people visited this page in the last five years. We don’t need it. Okay? Spell, myth it’s also a legacy pages that people are tied to strongly, but nobody else cares it’s also testing out processes to like, how long does it take someone to actually make a donation or to find the volunteer form or something like that? Does it take to long for them to get there and they get tired of it? And they just leave, or does the executive director have an idea that they love this particular feature, but no one’s clicking on it or they wantto accident actually everyone’s clicking on it. And we don’t know that unless we actually get true user data, so it helps it. A lot of scenarios are based in reality. You know, the numbers no like yeah. All right. Uh, okay, so we still have you just took it five or six minutes together. What else can we talk about on this topic website? Redesigned. You promised a step by step guide. We missed any step. Well, there’s, plenty of stuff. Cemetery. Alright, so name some names, something we haven’t talked about it content auditing of your current site. So actually, i’m going to cut you off there, like three or four sessions ago, we talked about content, name another one and another step way of linking on it that we haven’t talked a lot of sessions, police about post launch care and the whole yeah, because to me kind of the laundry analogy to but to me, a website is a living, breathing thing. And just because you’re done with it, because it launched does not mean that it is done. You need to keep feeding that for google to pay attention to and for your users to pay attention to. You also need to be aware of the ongoing costs of maintaining the site and keeping it secure. Ilsen and already you have a laundry. Now you wanna bring laundry and maybe a lot of what you want. I’m thinking more about sort of laundry all of a sudden, you know, chris created out of no where in your hamper, because what happens is part of the consequence. If you’ve been really successful, i think in managing expectations and limiting the scope of your redesign and coming up with a very clean site, that means there are going to be items that fell off the must have list that are now on the might have list or nice to have list, but after launch that’s an opportunity to sort of incrementally add in some of the things you may have wanted to do earlier as budget becomes available. That’s part of what lisa was saying about it’s, an ongoing project not only maintenance but ongoing improvement i remember, but i used to work at a large non-profit before people with sort of a background in your television program, you would say that keep iooking cleanse the website done, and i think least i mentioned at the beginning of our talk it’s never done that’s an ongoing lisa, do you see? Oh, our emily also commonalities around things that people want but don’t really need or, you know, durney generalities about things that they say is a top priority, but really it’s, not any any generalizations you could make around that. How about home paint sliders? I was just thinking that way, but everybody loves big sliders, right? No one clicks on them. They really don’t know. They don’t stop it to go back. So many guys attract many home page sliders. Yes, they get teo slide too, i think. Yeah, they and then they go to what they really want. Okay, i think people, maybe this is at least as different impressions. But i think there’s just too much emphasis and too many politics around the home page and what goes on on the home page because most sites people are coming in sideways, you get a lot of people coming in. From search, especially if your sight is well designed and has, you know, all the ceo best practices. People will come in to your bog post or to your content pages, and they’ll never see your home page. And so in projects i’ve been involved with, the home page gets very political and can stall things. Okay, that’s, old thinking that everybody’s coming directly to our our main, our main domain. And everybody wants a piece of it. Yes, there’s a lot of fighting about. Okay, so you are generalizing about okay, george, as i was going to bring this up before, but yeah. There’s a lot of oh, you know, my department needs to go on the home page. This is very important. Very important to this organization. All right, all right. What else could we were going to flush out? A little bit more? Got another couple minutes left. What one thing is, i was going to advise i came up with a bunch of sort of tips and tricks. If you’re inside the organizations that have ways too, to keep your stakeholders, i was going to use the word under control. But that’s a bit of a loaded term, but back to the prioritization, you know, prioritization is really critical, you know, making those choices about what you want to do and there’s been lots of cases in several projects i’ve worked on when you know your stakeholders might have a long list of things they want to do. And as somebody who’s running a project it’s really important to learn how to say pick one really focuses the mind i sway for, you’re not going to need that. That sort of thing to really help helps sort of focus the issue. Everybody gets one right, you could. You could name as many as you like, but you’re gonna get one priority. Okay, okay, yeah buy-in talking to clients. I used to say to people, you know, we can do this, you know, or we could do this and that response, wass, what can we do both. So i have learned to rephrase it and say, here are three options, pick one, okay. We asked what you, uh so what do you love about the work that you do? You know, organizations i work within cos they’re so wide ranging that it always amazes me what you can learn, what you can pick up and all of the commonalities of them too, you know, there there’s so many things that they’re all trying to get across, even if they’re a tiny little organization. So it’s, um, and making a difference with it with the actual and product from what they can about you are what you love about this work. I think what’s really interesting about the work is one year’s going setting off on a website redesign you think you’re doing a technology project, and it almost inevitably ends up being a management project because i think we’ve alluded to it before that the company’s your organization’s website is really related to how it’s organised how the organization works and you end up sometimes having more conversations about how the organization works and how we’re running on what our strategies then, about technology, about the actual some introspection. Okay, emily, i’m gonna give you ten or fifteen seconds. What do you like? What you love about this work your work about the work that i d’oh. I mean, i like that it’s always changing. I specialize in data stuff and it’s a field that’s constantly evolving. So i like that aspect of being able teo, keep up on it and always be just like our websites. Yeah, conley evolving. Always changing. Never finished. All right, they’re orin levine, director of innovation at the international centre for journalists. Lisa lisa it’s. A guess off. Yeah. Sounder and creative. Director of gizmo creative factory and emily paterson, founder of be measured. Thanks so much for being with us. I think this interview like all of them here it eighteen ntc sponsored by network for good, easy to use dorner management and fund-raising software for non-profits. Thanks so much for being with non-profit video coverage of the twenty eighteen non-profit technology conference. We need to take a break. Wagner. Cps for pete’s sake, talk to you. Eat huge tomb. You know the man. You heard him on our four hundred show. Did he sound high pressure to you? Of course not. He sounded like the gentleman that he is gentlemanly and professional. Check out the farm of course. Got to do your due diligence. Do your research weinger cps dot com then pick up the phone. Talk to you, wagner, cpas dot com then moved to real life now tony steak too it’s finger wagging time. I want you to plan ahead so that you make time don’t just look for it try to find it. You make time for yourself yourself over labor day weekend time alone, its restorative you heard last week steve rio talk about thie the benefits throughout your day of of mindfulness and presence, and even maybe ah meditation for a couple of minutes. I mean, they do virtual meditations of bright webb, he said, every day for five minutes, take time for yourself. Make time for yourself over labor day weekend, even if even if part of it is a nap. It’s restorative, you’re in e-giving profession you give you give, you have to be a little selfish and take make that time for yourself wagging my finger and there’s a little bit more on that in the video at tony martignetti dot com what a pleasure to have amy sample ward back. She is our social media contributor. Ceo of intend the non-profit technology network her most recent court third book, social change, anytime everywhere about online multi-channel engagement she’s at amy, sample board, dot or ge and at amy rs ward. Welcome back, amy. I think having me back, it’s always a pleasure. You’re always you’re always welcome back. This shouldn’t be a surprise. Should be a surprise to you. We always work well, i hope that you’ll let me know if i get cut from the roster will stop taking your calls. Know that we’ll have to wait on the phone. I’ll call in with a different say. I have a question to make up a different name. All right. Um, we’re talking about over marketing over marketing. This is a, uh, a bothersome thing for you. Yeah, yeah. I mean, i think it’s probably bothersome to everyone. That’s. Why it’s not successful? Yeah, it’s. In the long run, it annoys people and they turn off. Okay, i think that’s true. You know, maybe we’ll look att cem symptoms of over marketing so that you can do some self assessment. I think it’s it’s, probably one of these things is much easier to see in other people which may be coming totally right. I think it’s definitely hard to self diagnose your organization as an over marketer and instead very easy to look at other communications, other websites, what have you and feel like? Oh my gosh. You know and just to be clear, when i say over market and maybe this is a point of clarification between the two of us, i am curious how you define it. But for me, over marketing is when you market everything equally instead of choosing as an organization what your priorities are. Okay, so it seems very scattershot the marketing then from that those kinds of organizations very scattershot, everything is equally urgent. Everything is equal, equally impactful. Everything is, you know equally the thing that you want people to do right, then yeah. Okay, interesting might might my sense of it is it’s it’s i’m more looking at the frequency you know, if i get too many emails too many if i see your twitter you know, blowing up my twitter stream you know, i see i see too much from you it’s it’s too much it well in however, you define the time but e i’m seeing too much, um, well, and i think that that frequency piece could is, you know, one of the ways that over marketing manifest, because you could also say that it, um, you know, separate from frequency, it could just be type it could be that you are just like your web site is, you can’t even navigate it because every single thing has to have its own space on your home page that’s the call to action and whatever, you know, there’s different ways that it might manifest, but frequency certainly is a big one. Ok? And christie’s bleed over. I mean, you know, if your if your website has everything is an equally high priority, then that’s the trouble you were, you know, that’s, the trouble that you’re that bothers you the most is that every everything is urgent going on and everything has a page, every page is called action. You know, his first came to me as an idea because someone sent me an email with i printed it. It’s literally the the email signature is a half a page and i did not printed in eighteen point five i put it in twelve point fund. A very reasonable size. I’m this person’s email signature is a half takes up a half a page, right? I’m sure that the emails they’re sending two people are, you know, a very reasonable, like hi, tony, and then a couple sentences and thanks so much. And yet their signature is three times that. Yeah, yeah. Or more. It’s, you know, there’s itt’s. Well, i gave it away. It’s a he you know, it’s it’s it’s filled up with i mean there’s like zoho linked in you are el there’s a well there’s there’s web sites. There’s a you are elves, but then they’re not linked. And then separately there’s www the length number one w w was like number two and number three and there’s the mailing address and there’s. Ah, fax number off a twenty eighteen a fax number on then there’s and then there’s some congratulate, you know, self promotion stuff about anniversaries. How long he’s been in different lines of business and it’s it’s a half a page. So that’s what? Put this on my radar? You know, i guess i’ve subconsciously i’ve probably been thinking noticed it certainly, but tio got into my consciousness and i asked you about it and you said, whoa drives me crazy. So so here we are here we are. I’m just commiserating in the things that drives, but it’s for a good purpose, we’re helping where i’m not complained, my larry david, i’m not i’m not complaining, i’m helping, but, you know, what’s so interesting to me about that, like, the starting place where this conversation is that so many organizations, i don’t think, ever think about the signature line of there down both from the perspective that that, uh, i mean, that’s, you know, hundreds if you count all of your different staff, hundreds of messages a day to community members that could be reinforcing your organization’s brand or voice or mission having a standard, you know, signature block for everyone in your staff that, you know, great, everybody has the right information there, we probably don’t need to list our fax machine, you know, for all of those things because i see so many times where you know, one person, one organization writes at one way another person you can’t they don’t have a signature block, all you see is like, thanks, amy and me, but who? Are you, you know, co-branded spectrum that’s a missed place for just reinforcing the brand of the organization, but so few organizations know that you’re their signature block is kind of a passive called toe action space. Um, and at intend, we test that and we have a we use our goal for non-profits account, and that allows us if anyone listening uses the google suite for your organizations, you have, you know, females, you know, you could just administer as an organization what everyone’s you could add, like a call to action at the bottom of of the signature, and you don’t have to worry that some staff forgot to put it in, like, you could just administer that, and it is immediately in place for all of your emails, and we change that regularly, but we also track that and, you know, there are people that click on that signature link where we’re promoting that and you see and actually click through and register. So it is a place to call people to action. It is not necessarily a place to successfully call them toe action with eighteen different things that you’re saying, you know, it needs to just be one and have it be something that’s actually relevant to why you’re emailing people vs maybe, you know, links all of these different awards and promotions. You actually test different signatures. Yeah. Okay. Okay. Eminently doable. Eminently testable. You know us, we test everything. Okay. That’s, you technology network? Yes. Bonem all right. So let’s, let’s encourage some self assessment. We just have about a minute or so before before taking the first break. Um, i thought of i thought of some symptoms that you might that that that maybe hitting you in the face if you’re if your engagement numbers are declining, if you’re if you’re of actual follower numbers or connections, if that’s, you know, if people are dropping off that way, so i thought of either one of those, you know, people might still be following you, but they’re not engaging that’s, that’s bad or they might just stop following you or being connected. No thing can in fact, tonight, adam a nuance to those numbers. Certainly it’s healthy to have people stop following you on twitter or toe unsubscribes miree male because it means people are reading it and it no longer, you know the priority in their life, it’s not the topic that they care about it’s. Fine, you don’t need to feel bad of someone on subscribe to the newsletter but that’s the point you’re making tony is that if you are getting in ten people unsubscribes sections one new person subscribing then your ratio is a little off you want tohave, you know more people continuing to subscribe. Then you have a fall back off. Thank you for refining my point. Thank you. I mean, i mean that generally we gotta take a break. Take a break. Tell us enough with the talis moughniyah. Lt’s you’ve heard them. You’ve heard them from charities that referred companies for credit card processing and, of course, those charities air getting that revenue each month that long tail you’ve heard the talis moughniyah, lt’s from companies who are using tello’s for credit card processing. I bet you could use more revenue. Tell us long stream of revenue. You know how this works? You refer cos they take on tell owes you the non-profit get fifty percent of the revenue from those fees. Watch the video at tony dot m a slash tony. Tell us now. Back to amy sample board. Thank you for that indulgence. Yes. All right. So, indeed, big numbers, you know, that’s bad and unsustainable. You know, you’ve got your tenant followers a day and one new follower, your that’s that’s, not sustainable. Um, let’s. See, um, if you i thought you know how about reading your own stuff reading your own to spend a little time romping through your own, you know, your own twitter stream your own instagram, facebook, these things boring you your own website, have you read? Have you read the last a couple of weeks of content on your website? A few if you have something that’s regularly updated that that often does it bore you? I would say that’s a bad somebody i think what’s interesting about that suggestion and that so many people we’ll overlook is that we, of course i have read all of it listed it, right? So the idea that we would go back and look at it feels like some time wasted because, of course we wrote those tweets. Are we, you know, posted those pictures? Never, but the value in what you’re suggesting is not look at any of those. Single post it’s look your feed without looking at your whole timeline or whatever, right? Like, just look at for twitter, profile and all the content in order that’s been posted or your instagram profile or your website, because that’s where you can really start to see from your followers perspective or your community’s perspective. Whoa, you know, this is this is what it felt like, or this is what it sounded like. I think that’s something we don’t do often enough it’s organizations because we don’t feel like we need to, because we’ve already reviewed all that content when we posted it individually. Yeah, we wrote it ourselves see, this is this is why you’re an author, co author of two books, and i’ve never written a book because you you put a finer point on it. No, i’m the shallow guy, i got this idea and then you refine it, give it depth and meaning and eso like on the comic book writer, and you’re the you’re the writer of books that actually get published by, you know, by well known publishing companies. Yeah, but i haven’t even done one of those yet. Yeah, ok. Er and you just and i’ve been thinking about it, and you just heard it. And you you put you put, you add depth and, uh, greater meaning to it. So thank you. What a team. You know, good teamwork. Yeah, work. If i didn’t have this show, you could because, you know, i don’t think you need me to get started, but i need you to add the depth and the color enough beating myself up. Okay. Um, no. I’m having fun doing it. So what are you? Nobody. Nobody listens to this show anyway, so nobody here’s the nobody here is the self loathing. Oh, that’s not true. Thousands of people listening. Yes. Don’t remind everybody said you have more in your list in this moment. Don’t remind me more of my list more my list. What of these of these things? I have more. I have things on my list. I can add, um, i have one more staff complaints if the staff, if the staff is feeling that their content is you know, however, they describe stale o r, you know, repetitive. You want to pay a lot of attention to that because they’re the ones producing the content. So if staff or if you’re hearing from staff, i think that’s a bad sign, what do you what do you have totally eye? You know, now i feel obligated to add depth and color all of your suggestions, but the piece that i would add there is i feel like it’s, not just staff saying that it’s repetitive, but the conversations that you might over here amongst your staff that are kind of like a warning sign warning flag that you’re maybe doing over marketing is when people are saying, you know, i’m marketing this in someone else’s say, no, the postcards you know, went out yesterday for this someone else, eh? Zoho on twitter were saying that you have people, you know, you’re cross team isn’t talking about the same thing, then you’re probably doing, you know, equal parts promotion of five different things at once and that just naturally not going to be a successful your community members can’t take in five different request to do something that are different and actually do them all for you. Very bad sign if there’s conflicting messages across your across your team, i thought it was this i thought this was the priority, right? Okay, what else? What else do you have on your symptom symptom list? Well, i don’t have as many symptoms. I have a list that’s, more like things that you khun d’oh. Okay, um, yeah, okay, we could switch over there. I’m game for some guests. I would say you’re not a baby, we can talk about a few things underneath is i really liked the idea for organizations, you know, of course, we all know that we should have, like, a content calendar and marketing plan and all of these things. But the reality is i’m going toe just operate within reality that we don’t have those things or we have them and they’re not updated or or or whatever. So instead of saying, oh, just go finish off that editorial calendar that you should have instead of that recommendation, i’d say just pick a team. It could be every month it could be based on certain weeks that, you know, we’re leading up to events, whatever. And having a team i think, really helps people across the organization, you know, in whichever team there in know that they can still talk about their team. Or their program or their service. But do it in a way that still aligned and advancing whatever over our james focus organizationally needs to be the priority. So it maybe we can use in ten for an example. Course i could speak to that, so we might say, ok, this month’s needs to be focused on the ntc, but we still have membership campaigns that happened, we still have course promotions that need to happen, you know, where there’s still all this other work, but we don’t need to be saying register for the nbc become a member. Sign up for this course that’s happening next week, you know, apply for this program because that’s not going that’s, where we get into the half a page email signature, you know, someone said saint arthur, steam is auntie si lets people say culwell instead of just talking about membership, i’ll talk about how members engaged at the ntc instead of just talking about, of course, next week, i’ll say this course has a similar topic at the mtc, and this is a way for you to continue your learning. You know, it just gives people more oven umbrella that they can talk about their programs while still staying. Kind of on message. Okay, yeah. I can i can i can toss out one for recommendation, and that is to put yourself on your own lists, make sure that you are seeding yourself so that you’re seeing the feed, the posts, hearing the podcast, whatever it is the same way, same frequency as everybody else. Yeah, and then had a way to do that. It’s not just getting your own organizations emails, because to your point, there are lots of different channels were using in ten does this and i’ve talked to a number of our other organizations who do this, too, whether you use black, which is kind of an internal messaging tool, or you have an internet or whatever tool you’re using for kind of internal content and conversation. Most of those tools there’s probably a way where you can have your organization’s account, your twitter account, instagram show up in there and that way you have essentially, you know, one channel in slack or whatever you used that just is showing all of your tweets, so not only can you see when a tweet has gone out, but what it was about, and then you can very easily scroll through and say oh, my gosh, way! Look at what we have been saying or what we haven’t been saying or whatever on dh you don’t have to say, okay, now everyone on staff has to create a twitter account and go follow the organization and check it every day. You can just pull it into a central system so everyone can see it. I see. Excellent. Okay, okay. She’s, the co author times two. Amazing. All right, let’s, take another break. Okay, let me take a break text to give you’ll get more revenue because text to give makes e-giving easy for your donors. If your donors can send a text message, they could make a donation to u not only simple also affordable and secure the way to get more info and to claim your special listener offer you text npr two, four, four, four, nine nine nine couldn’t be any simpler. Npr. Four, four, four, nine, nine, nine we’ve got about six more minutes for over marketing with amy um, we run really medicine, okay? Please go ahead. So this suggestion is coming from a place where at and ten, we have definitely seen return on the work, but also in recognition that if you’re if you’re organization is suffering from over marketing, you’re already putting in the time to do a bunch of work so let’s just move that work to something else, and that is the idea of promo, okay, it’s, not just for your big annual fundraiser or, you know, once a year event for anything programs for things that are year round, even creating again, you’re already doing this work because you’re already over marketing, so instead of putting it all out as an organization, all the work you did to come up with those tweets or those block post or whatever put them into, you know, a a shared document or a wiki or google doc or whatever, and instead of sharing them on your own feed, share them with community members that can that are interested in that that maybe participate in that program before whatever that they want to be out in the community scene is talking about your work and promoting it and it’s still getting out there. People are still hearing about your programs, but you aren’t saying okay, well, our twitter feed today is going to have to cover all ten of these topics you say today we’re covering this topic, but we know that we’ve supported community members and they have access to these promo kits. Tio help us spread the word excellent using yes using your most dedicated constituents, friends, followers sort of a back channel way of getting them to help you promote board members boardmember could be idea for that, right? Okay, are for sure, all right, i’m going to get one out because i know you’re going to say it, i’m gonna get out first, okay? If you feel you’re over marketing on promoting your own work, share the work of others instead. So the obvious, you know, sharing on facebook, facebook shares, they’re so they’re so rare. Now facebook shares please share other people’s content obviously twitter, the re tweets on twitter or you go or spend that time going out and finding, you know, curating the content of others and sharing that because, you know, it’s relevant to your community. I know you’re going to say that yes, well and i think something to remember to when when you’re thinking about content and mixing it up so that it isn’t just you talking. About the thing that you want people to do over and over, another place where you could look to content in addition to sharing, of course, you know that i’m always going to say, share other people’s work and rise up the community is just as you are doing, too be the one that reminds your community that they can take a break, that they can have fun, that the world is really hard, it feels right now, and so much is going on, and we’re always asking our community to take action to support us, whether it’s fund-raising or advocacy or local actions. But maybe you are also building community and building trust with them by being the voice that says, you know, we hope that you take a saturday off and just be with your family or go to the zoo her, you know, go for a hike and and you aren’t always calling them toe action that you’re also treating them as full people that need to take a break and be healthy too. Yeah, that space space critical. We had steve rio on last week talking a lot about that he’s. Interesting do you know, do you know steve rio, bright webb? I don’t know. And i know i heard he’s, based in vancouver. Andi has twenty five employees. Maybe that includes contractors, but they’re all over north america. Very interesting. Okay. Um, they do. They have. They have virtual meditations. You probably heard me or not. Uh, not not mandatory optional, but they do a forty five minute virtual meditation every day a couple times a week. Sorry. Three times, three times a week? Um, yeah, i think yeah. Mindfulness, you know, presence. Oh, and, you know, there’s there’s research that shows that that that helps you be be more efficient in your in your workday. Um, every sample would really have, like, two minutes left. Um, you have another. You wantto recommend something else. If you feel you’re over marketing, do you have another recommendation? While the other piece that i was going to suggest is kind of the office that and that is just in case there are listeners who are, like, no, our problem is that we never marketed anything we never, you know, actually promote ourselves because it’s all you know, maybe they’re your web site is is just kind of content, because your programs or your round and you don’t feel like you have timely things, so if somehow you are on the opposite end of the conversation and feel like you need more help finding ways teo to market, i would say, just look through whether that’s, your social media accounts, your website, whatever and look for those empty spaces places that i think organizations could really take advantages putting in in their twitter bio or their instagram bio, or whatever that you know, a girl that shows up right there and the short kind of narrative box you have to write something, put what feels more like a timely kind of a call to action or reference a campaign that you’re running or whatever that is, and put a girl in there that doesn’t just go to your home page, same with your email signature. Look for those empty spaces where you can make it feel more timely instead of just the permanent kind of here’s our home page here’s, what we do here is our mission statement she’s amy sample ward she’s the author i’m not you’ll find her at, you’ll find her and amy sample ward. Dot or go! And also you should be following the woman for god’s sake, twitter is so much wisdom coming follow-up for god’s sake that’s the end of it just for pizza. Just follow at amy rs ward. Thank you, amy. Thank you, tony. My pleasure always next week. Maria semple returns with real estate for prospect research. If you missed any part of today’s show i deceit, you find it on tony martignetti dot com. We are sponsored by pursuant online tools for small and midsize non-profits data driven and technology enabled tony dahna slash pursuing wagner, cps, guiding you beyond the numbers wagner, cps dot com by telus credit card and payment processing your passive revenue stream tony dahna may slash tony tell us and by text to give mobile donations made easy text npr to four, four, four nine nine, nine a creative producers clam meyerhoff sam liebowitz is the line producer shows social media is by susan chavez. Mark silverman is our web guy and this music is by scott stein of brooklyn. You with me next week for non-profit radio big non-profit ideas for the other ninety five percent go out and be great. You’re listening to the talking alternative network to get you thinking. E-giving cubine 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 sometime, potentially, ater tune in every tuesday at nine to ten p m eastern time and listen for new ideas on my show. Yawned potential. Live life your way on talk radio dot n y c buy-in. 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. Yeah. Are you into comics, movies and pop culture at large? What about music and tv, then you’re in for a treat. This is michael dole. Check your host on talking alternative dot com. I’ve been professionally writing comic books, screenplays and music articles from fifteen years. Catch my show secrets of the sire at its new prime time slot. Wednesdays, eight p m eastern time, and get the inside scoop on the pop culture universe you love to talk about. For more info, go to secrets of the sire dot com hyre. You’re listening to talking on turn their network at www. 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Nonprofit Radio for August 17, 2018: Branding & Focus and Attention

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James Wu, Kristyna Jones & Rhiannon Tasker: Branding
How do you get people to care about your brand and your cause when there’s so much noise out there? It helps to be inclusive and authentic. Our panel from the Nonprofit Technology Conference (18NTC) explains how. They’re James Wu, brand consultant; Kristyna Jones with Brothers Empowered 2 Teach; and Rhiannon Tasker from The Public Theater.

 

 

Steve Rio: Focus and Attention
Steve Rio has been researching the intersection of mindfulness, creativity and productivity. He’s CEO of Briteweb.

 

 

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

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Oppcoll hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent on your aptly named host today’s show is dedicated to my mom. She would have been eighty five today would have been her eighty fifth birthday. Hi, mom. Oh, i’m glad you’re with me. I’d be hit with zoho no sis, if you made me sick with the idea that you missed today’s show co-branding how do you get people to care about your brand and your cause? When there’s so much noise out there, it helps to be inclusive and authentic. Our panel from the non-profit technology conference eighteen ntc explains how they’re james woo brand consultant christina jones with brothers empowered to teach and ran in tasker from the public theater and focus and attention, steve rio has been researching the intersection of mindfulness, creativity and productivity. He’s ceo of bright webb on tony’s steak, too, baby boomers, we’re sponsored by pursuing full service fund-raising data driven and technology enabled tony dahna slash pursuing capital p wagner, cps guiding you beyond the numbers regular cps dot com bye tello’s durney credit card processing into your passive revenue stream tony dahna may slash tony tell us and by text to give mobile donations made easy text npr to four, four four nine, nine nine here is branding from the non-profit technology conference welcome to tony martignetti non-profit radio coverage of eighteen ntc that’s, a non-profit technology conference in new orleans hosted by the non-profit technology network interview like all our eighteen ntcdinosaur views is sponsored by network for good, easy to use donorsearch and fund-raising software for non-profits my guests are james wou christina jones and ran in tasker. James is an independent brand consultant. Christina is co founder and ceo. Seo of brothers empowered to teach by here in new orleans. Andre hannan tasker is donor communications project manager at the public theater. Welcome. Thank you for having a pleasant have all three of you. Your workshop topic is branding for the apocalypse very ominous how to get people to care about your cause when everything is horrible. Okay, eyes the horrible that we’re, uh, is part of the horrible that we’re thinking about the current political environment and how there’s something new every couple of hours. Do you like he’s a crisis? Yes, that that is exactly what we’re talking. About that was certainly that’s the driver of the conversation and that i remember one day, you know, logging off twitter for about thirty minutes, coming back on and literally, there are six new horrible things that happened that we’re very much tied to the current political climate in the country we just learned a couple hours ago that paul ryan is not going to run for for the house in wisconsin. Well, there you go. Speak something about what’s going on on dh there’s news like that very, very often. Yeah, our challenge is to stand out, okay? Apocalyptic? Yeah, we have an apocalyptic e i mean, i think that the khan, the environment that we’re in right now is very divided. And no matter how quickly things change and how every how fast news is happening, it still feels like we’re in a very sort of divided world in the way that we’re feeling after post election, especially no matter what side you’re on it’s feeling very divided and very sort of there’s a lot of tension right now, and so it feels a little bit of tense and uncomfortable sometimes, okay, but, kristina, we can’t overcome your your organ has done it. I guess you’ve got some lessons to share. Yes, i think that we have overcome that because one of the things that we always do, regardless of what’s happening politically in the world stay true to who we are is an organization. So, you know, part of you know, your branding is sort of interpreting that message for what’s happening in the world as long as it’s a part of who you are. Okay, so, is that your first advice for rising above this noise is staying true. Yes, you are. I think so. I think what happens when we have these, you know, something, something that happens with non-profit sometimes is that wear always putting out a fire, right? We’re responding to a crisis. And in responding to those crises, sometimes we can lose a part of who we are or staying kind of on message of what we’re trying to accomplish or what our mission is. And so i think it was sort of like being i think i used on the panel today is like being a bully and a storm, right? So that’s, my part might take. Okay, so your panel’s already done. You’re relaxing them. That’s. Right, guys, take it easy on us. All right? Congratulations. Yeah, this is fun. This is not from radio. No, no, you got yours here. Anything okay? And i gather from the session description. Christina and rhiannon. You’ve taken two different approaches in terms of politics. Hyre christina apolitical. Pretty much staying mostly apolitical and reaction. Uh, using the arts to be political, using theater to be political. Yeah. Anything, something about the public theater as we try and represent all sort of views were opened everyone and we want to tell all stories and especially in our branding, we did the same thing where we said, very true to who we were as an organization and the urgency that people are few going in the community in the power of storytelling, to sort of tell people to share different perspectives and the power that storytelling really has. Teo help people feel like they understand a different viewpoint than their own, whether that’s, depending on all sides of the political spectrum, i mean the public theater being in new york city, we do tend to lean a certain way, but we try toe be as open just all, all voices in all stories on dh, hopefully help other people understand, especially as i said, we’re divided right now, helping understand other people and under perspective helps sort of refused attention and help people come in issues in a different way. James, i think it’s pretty well recognized that storytelling is critical. We’re not a theater group that has a stage literally, yeah, how can we effectively, compellingly is better. Tell tell, have the storytelling or telling ourselves yeah, yeah, that is a great question and one question, that question that doesn’t have fans, we have to have a fan, i have know that we’re seeing a james now you both way or lindsay is a small town, there was astra, everybody about each other’s people and your, uh, your home i’m leaving now way that was legitimate, okay, just kind of make up having any family. So how do we do this compelling? You know, that’s a great question is actually question that came up in a in our panel conversation today from the audience and ran and answered it beautifully, and i’ll try my best kind of encapsulate her great response in that. At the end of the day, yes, we might not be affiliated with an organization that is in the arts or in the future, or use this storytelling as the primary medium or platform. But the work that were in in the nonprofit world is all about human stories, right, it’s all about change and transformation within humans and communities that they dwell in, that we serve. And so i think at the end of the day, you know, you might not have art as kind of the channel for telling these stories. But the better you can get at telling very human stories that connect to people at a very human emotional level. I think that’s, where you get really, really, really power. How do you do drill down into that? Getting that making that connection with with the leader of the viewer? S o i think one of the mistakes that a lot of organizations do is they get caught up in kind of explaining their model like this is our theory of change. And this is here all of our programs, right? We invest in building community, we invest in entrepreneurs, whatever it is way train leaders instead of thinking about why, like, why do you exist? What is your purpose? What is your reason for being right? If you can start there, then you can begin inspire people in a way that if you start talking about your products and programs, you might lose them. Right? So if you can start with why you exist, really drill down and get to your core purpose. I think anyone can really identify with that. Begin. Teo, resonate with that message. It’s. Time for a break pursuant the round up the fund-raising round up it’s called the pursuing e-giving outlook. They took all the latest fund-raising reports. Boiled it down to just what you need to know. Plus they did a webinar on it. And you can watch the archive of that it’s, an ensemble piece, the content paper and the webinar both. Are on the listener landing page that is at tony dot m a slash pursuant remember the capital p for please. Now, back to branding. Cristina’s doing a lot of nodding. Yeah, i what’s your way, you know, brothers and power to teach, unlike the public fears only four years old, right? Um and so we’re still kind of a startup, but when we first started, it was very much like, this is our model. We have these three steps. This is what we do, and people would be like dahna and so when we started telling the story about why we do the work and why we think the way we do, it matters, it was much easier for people to connect. And so i think that that’s really, really important and you’re trying to get black men to go into teaching, right? Right? Education. That’s right, brothers? Yeah. Weather’s empowered to teach brothers and power to teach and sister bras and power to teach. But, yes. Okay. Okay. Uh, and you’re you feel like you’re creating a lot of boats and a lot of conversation around your mission. How? Yeah, on the way of rising above you, get talking about you? Yeah, i mean, uh, one of the things that i said today was that, like, show up, right? So we show up to lots of different things, and we show up in lots of different ways. So we participate in lots of activities going on around town related to the issues that we work on, but also on larger issues like there’s, an initiative in new orleans called forward together politicians non-profits people who work in the private sector come together, so we go to those things. We’re all constantly wearing a b, right? So that’s one of your share, one of the ways we show up the every way is that we know on your shoulder turned my shoulder way. We have young people who are very much engaged in the work that we do, and so they do a lot of videos for us. They do a lot of tweeting for us. They we do a lot of social activities, so people see us collectively together, and they’re like, what, that beaming? What hashtag real bro teach? What does that mean? So that’s how we really driven people to think about it, brandon, how about the public theater. How are you creating buzz conversation about about the pub. I mean, the public theater is a definitely a growing brand, especially in new york city. We had hamilton, which was like a huge, huge threat. Hamilton before was on broadway. Yeah, we created hamilton here the way we did the workshops and, like, sort of helped. It could be that show. And then we did the first production. That was the production that moved to broadway. So we had a lot of sort of, like buzz from that show. And i were now in the place of like, okay, now that hamilton’s sort of moved on, continuing those conversations and keeping us in the forefront of people’s mind as a theatrical in student as well. Civic inge institution. We hold a lot of talk are that are hosted the republic form team at our home in astor place. We also were doing them a delacorte. We hold other sort of initiatives. We did. Voter registration was a big thing. We had a table on our lobby on bistro. Participated with other non-profit geever okay. Interesting voter registration. That’s. Um, that’s. Not something that intuitively i would. Link with with a theater? Yeah, it was initiative that was started by believing playwrights horizons. They got theaters throughout the country to set up voter registration foods for when people came and saw shows they could register for vote while they’re like waiting in line or internet during intermission or after the show. And the idea is just to help people engage civically within their communities in the country by voting, and we had a huge turnout. We also did some pushes on our social media and through emails, and we got a lot of people registered to vote and it’s our way of sort of helping people just be active within our community and engage socially not just with the conversations that we’re having with the work we’re resenting, but just like in the real world outside of what’s on our stage is james, you’re our resident consultant. How generally, how can we create conversation and buzz around our work? I mean, i think we just heard some great examples, but beyond those, yeah, i think it does at the end of the day, come back to having a clear sense of who you are, but also who your audience is and we talked a lot today about authenticity, right? Yeah, doing here too, yeah, allowed on non-profit radio on and i think the theme of authenticity is something that we keep the three of us keep coming back to and is a common thread in all of our work. But, you know, like rian instead of beginning organization that’s yours and organizations that tend to shift their messaging or change, they are in response to what’s happening the world today without remaining true to kind of their core purpose or kind of their their identity. I think there’s a real danger, they’re kind of losing sight of what you’re all about and why you exist. I think when you have a clear sense of who you are and more importantly, how your audience connects with that, then that kind of authenticity shines through no matter what is happening around you. And i’m sure these to concede say more about that. Yeah, i think a lot of the questions we have today, no matter what the question was, are always kind of brought back to that authenticity and who you are and sticking true to who you are. Whether it is like a post election end of your campaign where there’s a little different urgency within it, it’s still about those fundamental things that make your organization what it is people are going to see right through you if you’re trying to, like, do something urgent, that doesn’t feel authentic or real because they don’t want to give money to an organization that’s not going to do something with it, that’s what that is fundamental to who they are, and so the public theater and, like we have always stuck true to those values that were theater of by and for the people on that culture belongs to everyone one and this is we are places, storytelling, and those are the things that are important to us and just framing it in the way of the moment of it, whether it’s urgency or what, no matter what it is, it is it’s still, those things at every question we got today, we kept coming back to that authenticity and who you are, because, christina, you’re not only alienating your mission, but you’re also alienating your core supporters, right? You’re awful, haley expecting work for you, you and your employees, your staff, they have certain expectations. Now we’re adjusting just because there’s tha multi in the in the political economy, right? Exactly. I mean, we think of our brand is a person, right? So one of the activities we did when we did our brand refresh was okay. His brothers and power to teach was a person who are they use a person? This ah, james is a user persona, or i think that’s part of it certainly part of it and so, you know, kept coming up with all the things that we already do that sort of reinforce who we are as a person, so we’re twenty something creative, collaborative, fresh and fashionable group what we read, what we listen to way to our podcast, you know, all about those things that connects our brand to people who want to hear about the work we’re doing in more detail, and it translates into the photos we take into our website. All of those things signify that you think, tony, you just used an interesting word a minute ago, and then there was expectation, and i think, that’s one thing that we actually didn’t talk a lot about. Directly today but certainly was a theme that i see woven in a lot of the work, especially the tactics that both of your organizations have used in the past year and can be something as small as the public theater in there. You’re an fund-raising campaign last year instead of their typical just we’re just going toe send email after email appeal at the end of the year asking for our audience to give us money they actually hand wrote notes on postcards thanking people for their contributions for their engagement, a very analog old school approach in this very hyper, you know, social media, digital world, and they saw a huge bump in terms of kind of hoping to see a big bump in terms of renewal sze but did see a big bump in terms of engagement, justin, based in response to that tactic, which so that kind of analog very old fashioned, if you will approach really, really cut through the clutter when you’re just getting bombarded on social media or email today and similarly with brothers empire to teach, i think one of the things that was really interesting when they were going through their brand refresh. They had an exercise where there, you know, looking at something as mundane as colors which should our color palette be that represents our visual identity. It’s a very standard part of any branding exercise. But the way that they thought about colors was really provocative for me. And i should probably just, like christina tell the story herself. But essentially, you know what? What i heard was correct me if i’m wrong that yeah, you tell us. Thank you. S r color palette is soft. So its environs so it’s yellow, teal of, like, a lavender. And i grayce right. And the reason for those colors is because we did this today we had all feel like you’re hearing. Yes, you’re going down going down with you. Eventually wei had everybody close their eyes and say and think to themselves, not necessarily share like you think of a young black man. What do you see? Right? And so when they open their eyes and said the reason these colors are the colors they are because they signify liveliness and collaboration and nurturing. So a softening of the idea of a young black man is because we want people to see young men as nurturers, right as having potential to nurture so that’s why our color palette is the way it is. We talked about this idea of i used to come from the international development world in this this expression or phrase club poverty porn. But if you’ve heard that but it’s kind of this, you know, in our imagery we either really negative imagery that’s very exploitive in an effort to raise money and awareness, right? So malnourished kids and sub saharan african with flies on their faces, right? That kind of creates this sympathy or pity. On the other hand, the pendulum has swung in the complete opposite direction in the last five, ten years, where everyone uses just images filled with happiness and optimism and joy. And i feel like there needs to be a recall calibration again and something that’s kind of in between that prevent presents a mork, nuanced complete hole and maybe complex picture of what the issues are that we’re dealing with in the communities that we’re serving. I think that there’s a real danger and kind of dumbing down your message rebrand or simplifying it to say, this is this is who we are, this is what we’re all about and it’s it’s kind of playing into what people expect right versus some little what brothers in power to teach duitz he said, how do we create an image that is more about fostering this nurturing environment? And then also in some of the photographs, you see it’s, like, sometimes it’s really struggle on diversity that you see sometimes it’s real celebration enjoy and just the complete humanity that’s presented kind of a whole human being, i think that’s um, something that we don’t see enough of today, christine what’s a home run for you is that when when someone decides to and embark on a career in education is that i like the grand slam home run and a stadium fans would be if a young man starts with us and doesn’t want to teach, and by the time he leaves he’s like you know what i’m going to teach. So that’s that’s a grand slogan, the basic home run is basically a young man who should, who may want to teach what isn’t really sure and decides to teach, but we’ve had a lot of success with guys who had no intention of teaching because only three percent of all the teachers in the entire country are black men, they don’t see themselves and teaching, so the idea that they now see themselves with the teacher or working in education period is like, phenomenal, really, yeah, and you talked a bit about inclusive hyre say more about that in terms of the public’s brand. How do you feel being inclusive sets you? Aside from competition in new york city, the public theater, it’s one of our fundamental sort of missions is tio provide theatre to everyone no matter what background you are. And i mean, if we dio free shakespeare in the park where we give one hundred thousand tickets, world class shakespeare every summer, all for free heart is held to get to former new york come on, we’re making i mean that’s the thing that they are hard to get, people have to wait in line for hours. So what? We’re taking steps to make it easier to get tickets for everyone. So we do distributions in all five boroughs. We like what they’re like throughout the week we’ll be, we’ll be in queens one. Week will be in brooklyn will be in the bronx and staten island dahna distributing tickets there so that they don’t have to come into the city, wait in line for hours, maybe, or maybe not, get a ticket and then wait until the show in the evening. It’s a more accessible moment for them to get tickets there. We also have a digital online lottery so people could do it from work or from where they are. We do a lottery downtown, it are after a place home. So again, you’re not waiting in line. You can come enter the lottery, get john, be quick, we so we are trying to you offer more and more opportunities to help like to help expand who is seeing the theater versus the people who are able to write in line. We also do the mobile unit, which takes shakespeare to prisons, homeless shelters and community centers do out all five boroughs, and we do that twice a year. Once a year, we’ve now expanded twice a year, their twenty stopped tour, and then they come downtown and dio a three week, three week run at our theater and astor place and all those tickets are also free inclusion. Yeah, well, i just want to talk about. No, but the wraps. Okay, what else could we talk about you, you had your your workshop. We’ve got another five minutes or so together. What happened? We touched on anybody that we want to. You did ninety minutes. I know. We’re all talked out questions, maybe questions you got that we haven’t talked about yet. Well, one thing that that we didn’t that didn’t come up, that some folks ask me after our panel was, you know, it’s it’s interesting because you have a very founder lead organising your small organization, you’re young organization upmifa on the contrary, public theatre has been around for sixty five years, almost and their founder is not, you know, directly involved anymore, but oscar eustis who’s been there for how long? It was ten years when i started so twelve, thirteen years he’s kind of an iconic institution in another sound. And so how do you think about brandon relation too? The founders personality, and if you work in an organization that doesn’t have a strong founder with that really influences that culture than then what do you do? I don’t know if you guys have thoughts on that. Well, i’ve worked in no book fired-up buy-in my previous career, i was investment banker, community development and one organisation i work for went through a big brand refresh the founder had long been gone and what they did. Internally was sort of theater does with the stash and sent out a survey. Like, who are we way say we are. Who do you think we are? Wait, you think we should be? And they did a whole entire brand refresh based on sort of who’s in the building. Now, who works for the company now? Why did they come to this place to work here? And i think they did a great job rebranding themselves. Enterprise community partners. I haven’t looked at co-branding lately, but a few years ago, they did that. I thought that was a really great way to do it when you don’t have a strong founding founders culture anymore. The founder has, you know, your organization has evolved over the years. You’ve had another executive director, but you still want to stay kind of truth to your original mission. I thought that that was a great way, actually. Survey surveyed the staff surveyed the stand. Why are you here? Right? Right. Right. And i guess you know another question. Taking that a step further that i get all the time. Okay? We were sold. We should go through a branding exercise. That brand refresh. If you will, how do we get the leaders of our organization on board? How do we get the entire staff on board to really buy into this? So this doesn’t just feel like a bunch of pretty words that we stick in a mark getting drawer, but has riel impact on how we show up in every department throughout the organization every single day. So how do we get that buy-in that’s my question, i don’t know, i mean, you guys are both live and breathe this every single day, and i’m happy to share my thoughts, but i mean it’s, the public theater is such a deeply rooted mission and oscar, whose artistic director really lives and breathes the mission of the public and truly the people who work there want to be there. I want to be there for the mission of the public it’s, you know, it’s non-profit you want to be there for that, you you want to be there to help give thousands of people free tickets in the park and the work that goes behind it and to create good work. So we are kind of in a a very lucky situation and that we are very, very rooted in our mission and our brandon who we are on it, it stuns from having a strong artistic director leader who any speech he gives any from, like a staff meeting, agreed to the delicate and opening night of shakespeare in the park. It is so rooted and who we are and so rooted in the deep belief of who we are every so it really helps everyone in the organization really get behind it because you know that you’re working towards something not for our leader believes and i also that’s something that we believe in a cz group and as a theatre, so we’re kind of we’re lucky and that our way it’s so embedded in us is a public you don’t know, a lot of cedars don’t necessarily even have that theater is not something that people think of in these huge, huge, deeply founded missions and values and big we have brought their broad and really lofti of culture belongs to everyone and theatre should be free for all and all those things that but there are things to aspire to and there things that we all are working towards. Is an organization, james, if we don’t enjoy that luxury that the public has yeah, you yeah, i think one of the biggest things that i tried it teach my clients is that when they’re going through branding, exercise, it’s really critical to bring the entire organization on board throughout the process, right? There’s, nothing worse than going through a six month rebranding and the leadership says tata, we’re done look at our new brand and he says, what, like, how come i didn’t have my how come i wasn’t hurt happened? I didn’t get a chance to weigh in or at least share my opinions or and so i think that’s a really, um, the fine line between, you know, a successful branding and co-branding that ends up failing one of the i think it comes down to when you’re when you’re developing a mission or purpose statement, if you’re developing core values for the organization that you don’t fall into the trap, which is choosing empty words, right? We’ve also core values like empathy, innovation, honesty, well, who’s, who’s not going to be honest, like, who wants to be the opposite of that, right? So those kind of be empty, meaningless core values. How can you create a set of values that really change the way we show up to work every single day? And so one of the things that i do is my clients is after we have this branding, we bring everyone along throughout the process there entirely bought in, we say, okay, now we have this new set of values. Now we have these new purpose. Maybe we’ve written a manifesto. Really? Look at these words break up into teams. So finance department, accounting department marketing department operations team i want you each to go and meet and look at these words and really understand what they mean and have a conversation about what’s going to change. What you going to start doing mohr of today that you’re not doing enough of what you going to stop doing as a result of the language on the words at the end of the day, a lot of rebranding tze come down to a language and words and the intention that you put into those really can go a long way. Okay, we’re gonna leave it there, ok? Alright, right they are james woo, independent brand. Consultant christina jones, co founder, ceo of brothers empowered to teach rehan in tasker dahna communications project manager at the public theater. Thank you all. Thank you all very much things interview scheduled sponsored by network for good. Easy to use donor-centric software for now. Non-profits thank you so much for being with non-profit radio coverage of eighteen. Auntie si. We need to take a break. Regular cps, please talk to eat. Which tomb? You heard him on the four hundredth show. Plus he’s. Been a guest on the show a couple of times. Check out the firm. Of course. Do your research, then talk to e tell him what you need. He’ll tell you whether wagner can help you with your accounting needs. No pressure, all professional. Got to do your due diligence. Get started at wagner cps dot com now, tony’s, take two. I’m paying attention to baby boomers. Millennials get a lot of attention. Of course on dh that’s deserved. That could be a very, very important part of your fund-raising prospect pool course. Depending on your mission, they’ll be donors for fifty or sixty years. I am not saying ignore millennials at all we’ve covered in here on the show many times what the trends involving millennials, etcetera and will continue to but that i don’t mean that is the universal no gator along with that my consulting, and hence my focus is on baby boomers. They’ll be around because i’m one and i’ll be around for a good forty years. Actually, i’ll be around for another forty four because i’m living two hundred so they’ll be around there’s a lot of wealth in the baby boomer generation, they have proven to be generous with their wealth, lots of reasons to pay attention to baby boomers and to promote and market the state and retirement plan gifts to them, as well as paying attention a millennial’s again, this is not an either or depending on your mission and depending on the makeup of your constituents, they may both very well fit in. Okay, my video saying a little more on that is at tony martignetti dot com it’s my pleasure to welcome steve rio to the show. He is founder and ceo of bright webb, a social impact consultancy delivering strategy, branding and digital. He aims to build the world’s most flexible, engaged and efficient company. He’s, an expert in exponential organizations, remote and distributed teams and workforce, wellness and performance. He consults with impact leaders to reimagine their organizational strategies, systems and company cultures. The companies that bright webb b r i t e web dot com and he’s at steve rio. Welcome to the show, steve. Hi, how are you? I’m very well. How you doing? I’m doing great. Good. Were you calling in from? I’m calling from my home office on bowen island in british columbia, canada. Wonderful bowing island. How far offshore is bowen island? Probono island is the closest island to vancouver. It’s about a twenty minute fairy. But it’s a small little community about thirty, five hundred people. So just a small, small island. Okay. And you’re a good, uh, i don’t know. Six, seven thousand miles from new york city. That’s about right. That’s. All right. Right now. Yeah. Okay. That’s where i’m sitting so, uh, okay. It doesn’t matter who got twenty. Eighteen. It hasn’t mattered for a long time. Okay. Um, you’ve been you’ve been spending a lot of time learning about researching the science of focus and attention. What? What? What brought you to this? Yeah. So, i mean, i’ve been thinking about this, i guess, as a leader of a company of about five years ago, we moved to more of a remote model where we’re kind of embracing twenty first century practices around, you know, organizing people, so we started allowing people to work remotely and and travel while working and doing things like that. And then a couple years ago, we launched a distributed workforce of freelancers, so we have freelancers in twenty five cities around the world now and, you know, over that time, one of what i’ve learned for knowledge workers there’s an increasing onus on the individual to think about how they manage their time, their work have it how we organize our offices, whether those air, virtual or physical spaces and just really thinking about, you know, the capacity and capabilities of our teams. And so i guess even for myself thinking about how to maximize productivity and howto really achieved the most impact i can have in the work we do it’s become a key part of my thinking on howto really maximize their teams. So it’s been a few years now where i’ve been focused pretty heavily. On this subject did you used to have a more traditional office where all our most people worked in one place? Yeah, i guess that would have been about four years ago was when we started making that transition. We were we were working out of an office. So we have an officer, vancouver. But we serve clients mainly in the united states. So we have an office in new york as well. So as soon as we had two officers that’s when we started to think about howto have you no more of a distributed approach toe work. And so four years ago, we started making that transition. Okay, i see what drove you to that. All right. So you could have come to the studio. You you could’ve visited the new york office and come to our studio here. That’s, right? But it happens to be summertime and summer time on the island is pretty good. So i understand how you could be with you in new york. That’s okay? We tried, tio. We tried to, but the schedules were just, you know, i’m not in new york all the time, either. I’m, uh, i spend a lot. Of time in north carolina, where the beach yes, i have a beach house there, and the beach is also very nice. During the summer, you might have heard rumors to that effect the ocean and beach life. Very nice in the summer months. Um, yeah, okay, so you’re and you’re interested not only in the not only interested, but you’ve been spending time researching not only the conscious aspects of this, but unconscious earth. Yeah, well, so to me, there’s sort of a couple of key components. One thing is how we organize our time. You know, i think about this from if we’re thinking about the social sector, which is who our clients are in a lot of who i consult with and work with. I think about the capacity of our teams because i think we have pretty severe limitations on budgets on operational budget specifically and thinking about howto increase the capacity of our workforce. And i think one of the ways we can do that is by really looking at the way we structure our time and the way we you know what kind of habits we reinforce in the office place and i think first off, there’s the component of just getting focused, work done and thinking about distractions, thinking about how we’re implementing technology and the sort of core components of that, i think a second component is around creativity and around creating space and allowing people actually have the time to think big and come up with creative solutions, which doesn’t happen in a busy, distracted work environment. And when you’re right in front of technology all the time, it kind of requires ah level of space to be created for people and so let’s. Ah, let’s, get some ideas. How do you how do you create that space? So i think creating spaces, it comes with first off and understanding what it means, you know, what’s interesting, like, you know, we’re starting to work with universities in canada as well as the u s and thinking about how we start to educate people from a younger age about what it means to be productive. I think we have, you know, his knowledge workers. Most of us are knowledge workers in today’s world who were working in front of a computer, and we’re creating documents or information products or things like that. Were a lot of communications, so oftentimes we feel like productivity is time spent in front of the computer o r on our devices and and i think it’s really important to realize that productivity and creativity comes also when you create space, when you go for a walk, when you take breaks when you actually disengage from the, you know, actual document creation or the actual work you’re doing and take time to process what’s happened so what’s interesting is that we have a conscious mind in a subconscious mind, and, for instance, when we learn new information, um, about six percent of that goes into our conscious mind, which is immediately available, and the other ninety four percent goes in our conscious mind, and that takes time to process and that’s where we kind of put things together and think that’s where correlation happened, that’s where true creativity happens. So, you know, i think most people would, you know, relate to the idea of the best ideas might come to them in the shower when they’re doing the dishes or when they’re, you know, doing some task that requires very little cognitive effort and that and that’s when our creativity strikes, and so what i what i try and teach my team and what i talked to people about in our workshops and the work we’re doing is about think rethinking what productivity’s means and how creating space in your days and you’re weak can actually be a very productive way to be a more creative contributor to your work. This reminds me of the dark days when i practiced law, and in those days we didn’t have why didn’t you have a computer at my desk? We’re talking about nineteen, ninety four, nine, nine, nine nine to nineteen ninety two andi i i’d have to stare at a blank ledger every day, and i knew i had to fill it up with atleast ten hours of billable activity. Otherwise i’d be working that weekend to make up the difference, and there were all kinds of building codes for for producing tangible output, but there was never a code for thinking. You know what? I just spent time thinking about your case, thinking about what the best strategy would be thinking about how to manage the relationship with this adversarial party, but i could never build for i thought and i i i had to build it into some document, some letter memo to the file or to the client that i had written this thinking time was never a billable activity, that it wasn’t a recognized thing that we should ask clients to pay for. Yeah, sorry, we feel the exact same thing as a consultant, you know, we were able to build for designing a website or creating a strategic brief for leading a workshop, but a lot of that that the thinking time is sort of out in space that we’re not. We’re not ableto billed for, which creates on, as, you know, an inverse relationship with the actual quality of the work that we’re trying to deliver. Yeah, wait, we just have a minute before a break tell me how you enforce this. How do you get people to it’s create this white space in their in their work days? Well, i think you just i mean, it’s been very interesting trying to implement this with my own company over the last couple of years and the hardest route to do this with his with young folks with the millennials grownup as digital natives. In so it’s kind of repeatedly letting them know that they’re a part of their job is delivering value like deep, valuable thinking, and to do that, they need to create some separation from technology and from their devices, and they need to create space and so really encouraging people to get up and walk around to take way. Taking meditation moments through our days, we have these virtual meditations we do throughout the week that are just three to five minutes, because i don’t think it could be. It could be a short period of time or a longer period of time longer the better. But even to destry minutes can make a big difference in your day where you’re actually fully disengaged in either in a short meditation or even just day dreaming and looking out the window. Hold that’s all we’ve got to take a break. Yeah, tell us you’ve heard the tell us mony als from charities that referred companies for credit card processing and, of course, they’re getting the revenue each month on dh from companies who are using tello’s for credit card processing can use more revenue big question can use more revenue that long stream of passive revenue. Ah, i’ll bet you could watch the video at tony dahna slash tony tello’s that’s the way to get started now back to steve rio. Steve, i am guessing that a part of this is the especially the millennials where the tougher nuts to crack, he said they need to see you doing these things a swell like you’re you’re taking the virtual meditations with them, of course, that’s, right? Yeah. So so i think i mean, i think what’s very key for organizations realized that has to start with leadership, and so i think in my case, i’m the ceo of my company, i’m the founder of my company, so i’m ableto teo live this toe live this thes recommendations and these ideas and to really create that opportunity for people to pick it up. Now, it’s a serious behavior change for a lot of people who are very accustomed and, you know, perhaps addicted to their devices into being engaged with technology and those things so really creating behavior change, which could take some time, but it does start with leadership. Mm. And i think it all you know, it also we also have to rethink the way we organize our offices and the way we organize our work days and start to create, you know, periods of the day where people are allowed to work uninterrupted without the expectation that they’re going to re responding to emails or or taps on the shoulder or slack black messages that air coming in. I mean, the amount of distractions were seeing in our workplace today is is pretty insane, actually, when you think about how the brain works and what we actually need to do, teo, to be focused, creative and productive. So again, maybe maybe enforcement is not quite the right word, but encouragement or, uh, seems sounds like you’re stronger than just encouraging. Do you have these periods where people are no, during which people are not expected to to respond? So that’s their long term, you know, sort of thinking time and creative time. Yeah, we yeah, we do. We encourage way encouraged people to to use their calendars as a tool to block out time for that they’re weak. Where it’s very clear to everyone if they’re looking at other, you know, trying to find a time to book a meeting that these, you know, we encouraged ninety minute blocks of time because that’s really the amount of time that the the brain can, you know, we can focus on a hard cognitive tasks without meeting a break. So these ninety minute blocks, we encouraged those in the morning whenever possible because that’s really the most, uh, energy or your brain is going to have for the for the day. And we also created some tools, so we use black, like many, you know, like many companies, we use flak for internal communications, kind of quick, quick communications, but we’ve created a tool where people can basically turn on a snooze button for their slack, which notifies others when they messaged them to say, this person is in a focus what we call a focus block for x amount of minutes, and it indicates the amount of minutes before that person will be available again. Okay, so both some tools as well as practices and then what we’re what we’re looking at now is looking at sort of a shared a shared timeline throughout the day that works because we work on both the primarily the west coast in east coast time zones in north america, but basically looking at a calendar format that works for both, where there’s specific periods of the day where everyone is encouraged to focus in on their work and other shorter periods of time where everyone is focused to then use those periods to collaborate, communicate, ask questions and do all the regular sort of things that are necessary to move project forward. When you’re interviewing people to work for you, do you bring up these topics and sort of assess their their willingness? We do we? I mean, i don’t expect i don’t really feel like it a subject that is taught in universities or that many workplaces have ever really considered, so i don’t necessarily expect people to come in with a knowledge of it, but i do expect people to be open to it and willing to adopt it, and actually, as we’ve developed this content, more and more we’ve done two things one is internally, we’re starting to build a curriculum for this that will be basically required learning it’ll be part of our onboarding process that people will go through over the first a month or two of being being part of our company, where they will, they’re basically build these habits up, and these will be poor expectations of our of our work, of our workforce. The second thing we’re doing is is creating we’ve created a new entity called right well on break wells, you know, mandate is to help train and educate people through workshops were working like i said, we’re about to embark on a university tour to start teaching this as a supplementary content to college students. So my my my goal would be that people start to recognize this is the core necessity for for the workforce, not just being a subject matter expert and say, fund-raising or marketing or whatever, you know, your your specific areas, but also your work habits. So really thinking about both as as critical to success. How often do you do the virtual meditations? We have those happening every day of the week and there in a couple different times and what they are, they’re basically optional five minute meditations where people can jump on a video call, yeah, like on a video link, and they every we jump on the video and we just start with everybody sharing a one word kind of update on where they’re at so it could be stressed or excited or tired or just something to check in really quickly. And then we have a three, three, two, four minute guided medication that we all listen to. What it was really interesting is that the the actual active taking those three to four minutes is really relaxing and rejuvenating, you know, energetically, but it also brings people together in a very interesting way that we always end the calls of people, the big smile on their face and kind of connected in a way, even though we’ve been mostly silent together for those three to four minutes pretty neat how many of those do you participate in? I try to do them at least three or four times a week. I participate in a lot of them, i don’t i don’t leave them, but yeah, i try to participate in them a lot. I mean, i think, like i say, a lot of this is lead by example and and show that even a busy ceo of the company can take that time, you know, creating that space is possible, it’s a matter of sort of changing your mind set around how you structure your day no, we’re going tow. We’ll take another break and when we come back, i want to i want to start talking about your encouragement for non-cash hour, mindfulness and and attention. Great text to give. You’ll get more revenue because they make e-giving easy for your donors is our newest sponsor welcoming them again? If your donor’s consent a text, they could make a donation. How much simpler could it be? It’s simple, affordable, it’s secure the ceo is chad chad boyd. You can talk to him. The way to get started is text npr to four, four, four, nine, nine, nine for info and to claim a special listener offer. We got about six more minutes for focus and attention. And so, steve really let’s make that shift what’s your encouragement for people outside the work day. Yeah, this is to me is a such a critical area and it’s very interesting to try and, you know, impact people’s personal behaviors, right? And i think it’s a critical component of our success that work is their success out of work. And i think to me, they’re all combined these days. So there’s a few things we really focus in on one is people’s morning habit. So how did they start their day? Particularly the first thirty minutes to their day. So really encouraging people to wake up without technology. So just stay off of of the internet, on off social media and off their email and things like that for the first thirty minutes of the day. It’s proven it’s a very critical time where we’re shifting mind state from, you know, from asleep to a conscious state, and it is a key time to sort of tell the tell the brain what type of what type of hey, am i gonna have is going to be a fragmented, distracted day where there’s all sorts of news and e mails and alert coming in? Or is it going to be a day where i’m focused on my priority? So the morning routine, we talk a lot about there’s, other aspects of that too, where we wait, just think about can you get some physical time in o r sum? Like even if it’s just yoga or a walk or something like that? But how? Do you think about your morning? And similarly before you okay? Before you move on, i want to focus on the morning. All right, so so you’re recommending eso. Okay. So, it’s, fine to wake up with your phone. Okay, your phone is your alarm. Okay? You silence. That sounds like don’t put it on snooze taken extra ten to fifteen minutes. Right? That’s bad. Probably, uh, okay. And now set aside. Don’t check e mail. Don’t look at the latest alerts. Um, what do you want? What do you want me to do? Right after i hit that silence button on the alarm. Yeah. So i think probably the most. The healthiest thing you could do for your day is to wake up to spend the first few minutes of your day, perhaps thinking about your top, you know, maybe what you want to achieve that day, maybe thinking about what? Your great before, like, you know, taking a few minutes to have a bit of a gratitude practice. So a simple way to think about that is just every morning. Think about three things that you’re grateful for and those could be, you know, somebody important in your life some projects you’re working on, you know, the sun is out. It could be very simple things, but taking a few moments to be grateful and two to to, you know, feel good and excited about your day. And then i think also spending the first few minutes, uh, doing something physical, if possible, if you can get up in the first thing you do is get outside and breathe fresh air and go for a walk. That’s a very healthy way to start your day and to warm up your body in your mind so i can stop in the bathroom first, right on my way to the walk. Absolutely. Okay, but don’t eat anything, you know, okay, because otherwise out of bladder pain be terrible walk so yeah, and it could you might, you know, you could wake up and make your coffee or make your tea or, like, i think, just having basically a morning routine that is calm and present, where you’re spending time in the present moment, whether it’s like a lot of people for them it’s the ritual of making a great coffee and thinking about their day and looking out the window. And just, you know, taking a few moments to be very present at the beginning here today is a great way to ground your energy and be more resilient when you do start, you know, getting your work environment and you start getting emails or not you and all sorts of information, you’re a lot. You have a lot more resilience and ability to be, you know, president and capable of handling whatever stone at you. Now, this sounds good intuitively is their research that bears this out. What this is this effect throughout the day that you’re describing there is a lot of there is research around, yeah, around the way that you start your day. So when people, when people start today with technology, whether it’s, whether it’s work related, so se e mails rather kind of alert first off, any type of work e mails or things like that can immediately trigger an anxiety response, even if it’s not necessarily a negative thing, it could just mean hope there’s an urgent thing or something pops up, and so when you start your day with that way, you’re basically haven’t heightened, uh, heightened dose of what we call cortical zoho yeah, yeah, and this is where your stress is, one of those one of reaction to stress hormones well, basically spike right out of the gate without having a warm up to the day and then there’s also research that shows when you start your day with technology, your brain is basically triggered into a highly reactive state, which means that you’re more likely to be distracted on dh less able to stay on task through the morning after the day. I mean, so so you’re more likely you’re basically telling your brain if you think about our brain in a more about, you know, primitive sense, if you wake up and you’re immediately alerted to thirty different things, you’re basically telling your brain today is a day where i just need to be aware of anything that moves around me, which is not necessarily the state you want to be in when you wantto get him focused. Work done. Okay, so the research bears it out. All right, all right, all right. What? Anything else we have? Just about two minutes or so left. Anything else for outside the work hours that you reckon e i would. Say the at, like, the absolute most important thing people should be thinking about outside of their work is their sleep. And and in north america, we have a serious issue. One into adults are sleep deprived. You know, one in three adults in north america are working our surviving on less than six or left hours of sleep, and this is having a massive effect on not only our cognitive ability, but our health and well being and our mood and our mindset. And so i think, it’s one of the most undervalued, most important things we should be thinking about is getting the necessary amount of sleep there’s just an incredible amount of research, not only showing the health issues that are related to a lack of sleep and by a lack of sleep, i really mean six hours or less, or anything in that area which a lot of people consider to be a fairly normal amount osili but also the amount of cognitive decline that you that you experience. So i think a lot of times we have this this this relationship with time where we think, well, there’s not enough time to sleep. There’s so much i got to get done, but then when we don’t sleep, our productivity in our capacity and our ability to process is so low that we’re actually kind of creating a creating a negative feedback loop on where we’re getting less done with our time. I think sleep is the other area that i think people should be really focused in on and for optimal sleep. You want a dark and quiet space? I’ve done the way. Yes, we’re gonna leave it there those steve. But thank you for saying one hundred percent steve rio, you want to learn more from him finding that bright b r i t web dot com and treat him directly at steve rio. Thank you, steve. Thank you every day. Thank you. And a good night, too. Next week, amy sample ward returns with over marketing. If you missed any part of today’s show, i beseech you, find it on tony martignetti dot com responsive by pursuant online tools for small and midsize non-profits data driven and technology enabled tony dahna slash pursuant capital p weather. See piela is guiding you beyond the numbers when you’re cps dot com bye tello’s credit card. And payment processing your passive revenue stream. Tony dahna, slash tony tell us and by text to give mobile donations made easy text npr. To four, four, four, nine, nine, nine ah, creative producers, clam meyerhoff, sam leave lorts is the line producer shows social media is by susan chavez. Mark silverman is our web guys, and this music is by scott stein. You with me next week for non-profit radio. Big non-profit ideas for the other ninety five percent. Go out and be great. You’re listening to the talking alternative network duitz to get you thinking. Dahna cubine 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 sometime, potentially, ater tune in every tuesday at nine to ten p m eastern time and listen for new ideas on my show. Yawned potential. 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