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Nonprofit Radio for November 4, 2016: Increasing Your Donor Retention & Social Media For Year End

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Rachel Clemens & Sean Doles: Increasing Your Donor Retention

Keeping the donors you have saves money and increases efficiency over acquiring new ones to replace them. Retention tactics come from Rachel Clemens, president of Creative Suitcase, and Sean Doles, vice president of mission advancement at YMCA of Austin. We talked at the 2016 Nonprofit Technology Conference.

 

Amy Sample Ward: Social Media For Year End

Amy Sample Ward

Amy Sample Ward returns from maternity leave with social strategies that close out your 2016 and align with your critical 4th quarter fundraising. She’s our social media contributor and CEO of NTEN, the Nonprofit Technology Network.

 


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Oppcoll hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. We have a listener of the week, marcus t coleman jr he tweeted, if you work for work with or support non-profits you should give twenty martignetti is podcast i listen insightful and practical interviews, marcus, thank you so much for that insightful, impractical that’s. Um, but that’s that that says it, i mean wonderful and magnificent would be would be called keeping cubine tra in context with the superlative culture that we have but insightful, impractical. I do appreciate that. Thank you very much. Non-profit radio is in the white house with marcus because he works for the white house office of faith based and neighborhood partnerships. So cool he’s at mt coleman jr marcus, thank you so much for loving non-profit radio very appreciative. Congratulations on being our listener of the week oh, i’m glad you’re with me. I’d be hit with book arai assis if you wormed in with the idea that you missed today’s, show increasing your donor retention, keeping the donors you have saves money and increases efficiency over acquiring new ones to replace them. We all know that retention tactics coming from rachel clemens, president of creative suitcase, and sean dole’s, vice president of mission advancement at y m c a of austin. We talked at the twenty sixteen non-profit technology conference and social media for year end amy sample ward returns from maternity leave with social strategies that close out your twenty sixteen and align with your critical fourth quarter fund-raising she’s, our social media contributor and ceo of inten, the non-profit technology network on tony’s take two new non-profit technology conference fund-raising videos responsive by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com, and by we be spelling supercool spelling bee fundraisers wee bey e spelling dot com from the non-profit technology conference. Here are rachel clemens and sean dole’s talking about donor welcome to tony martignetti non-profit radio coverage of sixteen ntc the non-profit technology conference this interview is also part of ntc conversations. We’re in san jose, california, at the convention center. My guests now are rachel clemens and sean dole’s that’s very nice wave wave to sean metoo dignified coming from austin you’re supposed to do who you are. Right, it’s. All right. Rachel is president at creative success non-profit communications firm. Creative suitcase. What did i say? Creative success also. Creative success. Very successful case right there. All right, let’s. Try it again. President. Creative suitcase non-profit communications firm and sean dole’s is vice president of mission advancement at the y m c a of austin. Welcome, rachel. Welcome, sean. Thanks, feminist. You’re very welcome. We’re going to get to your topic on dahna retained shortly very shortly. But i have to shout out the swag item for this interview, which is from phone to action and a cardholder for the back of your iphone. Of course. Peel off the adhesive and stick it. Stick it to your phone, and then you put your phone toe action business card in it or your subway metro card or your whatever other drivers license, et cetera. Very practical. Goes in the swag pile for today. That’s our ntcdinosaur pile it’s pretty good. It was bigger, but it got stolen overnight. You believe that? I had an auntie. I’ll score through the scarf. Got scarf. You can’t trust these non-profit folks know who’s after hours i was here, so i was. There till six. Thirty oppcoll okay, come back and see us increasing your donor retention, rachel, when we not getting quite right, some i’m not imputing all non-profits and all practices, but what are some non-profits not getting quite right about some of their donorsearch practices that are leading to too much attrition. So the reason we want to talk about this today was we work a lot with our clients to dio urine strategies or giving campaign strategies, and what happens is a lot of the times were doing the strategy we’re doing the design, and then we asked, what you going to do to cultivate these donors after the fact and there’s not a good plan for that. So what’s happening is they’re working a lot to get new donors in the door, but not necessarily working to keep the donors that they’re getting right, which is a problem. We have very high attrition rate right? Right? I’ve heard as high as seventy percent. You have you have a different number? Yeah, we have it. The number from bloomerang that forty three percent comeback for three percent fifty. Fifty seven percent. Lost right still over. Has still high. Yeah. That’s. Terrible. After all that work, i feel like it should be, like two or five percent, right? Yeah. Only because you know how much, shawn? Because we know how much it costs, of course. Toe replace a donor than to retain one. Right? It’s it’s. Infinitely more efficient to retain that donor. Keep them happy. Yeah. Okay. Okay. Uh, let’s. Jump into some strategies. My voice just cracked again. Like thursday today. Jump. Okay. Reverse puberty. Twelve years old. Yeah. One of your wanted someone a reading from the recession description to expressing gratitude. Stewardship? What can we do better around stewardship? Let’s, start with you, sean. Well, i think first and foremost, you have to have an organized plan, and then you have to execute on that plan. You have tio be judicious. It has to be realistic in terms of its sustainability. Dahna it has to fit with your level of resource is whether it’s cost or staff time. It’s gotta be realistic. So you got you gotta. You gotta create the plan. Then you gotta execute on it. And you know if you can do that. You will see a tangible result from it, and and you have to be flexible along the way. Sometimes you you have the best intentions with a plan. And then reality gets in the way. You have to adjust your not going toe get to everything on your plan. Maybe. Or maybe you try something that you intended to do and it’s not working the way you had envisioned. You got to adjust, but donors will recognized the effort made to thank them, too. Communicate the impact of their gifts. They recognize that in it. And it is that that appreciation is manifested with recurring donation. What what types of things? Rachel belong in our are our stewardship plan strategy, right? So i think the first place is what are you going to do? What? The tastic tactics you’re going to put in place? So is sean mention thanking them so cumulative. Thank you’s, both online and off. So you might look a email strategies, impact videos, any sort of mfa graphics that might be appropriate to show impact. You also want to think about, huh? Okay, basically, the reason you want to do a lot of those things is that you want to remind them why they give in the first place. So thinking about why they might have given segmentation is also something to think about. So when they give the first donation, why are they giving you might ask them what particular focus area they have so that you can do many campaigns to them around those focus areas moving forward, so there’s air some tactics, and i think another key point is is personalization. To the extent that it is possible your organization’s may have thousands of donors, but to the extent that you can cut through and have a one to one communication to them that says, tony, thank you for your gift. Here is how you have made an impact on someone’s life, including if if we know if they’ve if they’ve given it to a certain campaign, right? We’re certain program recognizing that and and and i realize we’re at a non-profit technology conference, but in this day and age, something as traditional as a hand written note or a personal phone call such kari carries considerable currency and can be some of the most effective forms of stewardship that we could do. I’m a big fan of handwritten notes there, so they’re more effective now, then they then they were twenty years ago on the y has the benefit of having children as part of their after school campaign, so they’ll use kids will create bookmarks as part of can’t arts and crafts project. Hey, we got another arts and crafts project for you were making book bark, so we’re making placemats and we get a thousand kids making place mats and then we turn and we share them with our donors and anecdotally, those air, some of the most effective stewardship pieces that we create, people say our love, this bookmark it puts a smile on my face every time i you know, i’m flipping through the pages of my favorite novel, retouching of course it’s sweet it’s, handmade child made made in the usa what’s not to, like made in austin, texas. That’s. Right? All right, all right. What else? Stewardship meet such a broad topic? How else should we be thanking our donors and in the process? You know, as you point out, rachel were cultivating them suddenly for their next gift. So what else can we say about stuart, i think another thing to consider our reactivation campaigns or win back campaign, so for example, if if you’ve got a large database, but you’re not getting a lot of engagement from that database, segmenting those those donors in the database that you would consider an active so you would define what makes an active donorsearch o r there’s someone who’s given in the last year, they opened our emails, click right? You take the enact of bunch and you take them through reactivation campaign. So basically, you say, hey, we haven’t heard, you know, we haven’t. We’ve missed you. Um, we’d like to re a connect with you or this is the last time you’ll hear from us, and at that point you’re asking them toe op back in you’re not asking them to opt out, you’re asking them to say, i still want to get information from you on, but once you do that, you can take him through sort of a re welcome siri’s or something like that that would basically re engage them, get them interacting, opening things again before you go and ask for money can go it’s, not an effort, teo ask for money right out the gate. Okay, so it’s more just trying to get some engagement. Yeah, show that they’re still interested. Okay, okay, education. Re connect them to the cause. You’re tuned to non-profit radio. Tony martignetti also hosts a podcast for the chronicle of philanthropy. Fund-raising fundamentals is a quick ten minute burst of fund-raising insights published once a month. Tony’s guests are expert in crowdfunding, mobile giving event fund-raising direct mail and donor cultivation. Really, all the fund-raising issues that make you wonder, am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti, dot com that’s t i g e n e t t i remember there’s a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website, philanthropy dot com fund-raising fundamentals, the better way. And, you know, from the outset, i think they’re several different ways you can approach this categorically one is kind of short, medium and long range, you know, the immediate recognize mission, the immediate thank you letter or communication, it goes out then what’s going on what’s going to be going out on a monthly or quarterly basis. Other other ways to conceptualize it are the online versus offline, you know, there’s a handful of things that, you know, like i mentioned the note, the phone call, you know, in in our organization, we recognize major donors by hanging banners in our wine say facilities might walk into a gymnasium or a swimming pool area, and you see a big banner on the wall many, you know, museums or schools have different sign inch opportunities so there’s there’s, you know, and then they’re they’re all the online tools now that are available. There’s obviously, emails where you can communicate impact stories, whether it’s us, short form digital videos, your email, communications, social, social media where you’re recognizing a donor through your social media channels. Dahna you’re doing much with the video in this in this category there’s a stewardship and cultivation we we do it in a way we do a lot, and it about two years ago it became ah, strategic focus for us. When we saw that, you know, we could send out an email that would have lines of lines and lines of text, and it would have a certain sort of open raid or click through rate, or we put a video there and the, you know, the open rates or the quick through rates were astronomically hyre so would much rather quick on the video watch it even if they only sit there for thirty seconds or a minute. So we put a big emphasis on video. And so we we created dahna a program that we called project fifty to which was essentially a goal of creating ah video and sending it out once a week, fifty two weeks a year that would communicate some ass aspect of impact and who was the scent, too? This would be sent to two donors or specific segmented groups within our within our donor or within our stakeholder based people that might have expressed a specific interest in water safety or childhood obesity or family that we don’t you know, we like most non-profits we don’t have tens of hundreds of thousands of dollars to buy advertising, teo, tell these stories to the community, so we had to figure out cost efficient, cost effective ways to get these stories out. And so that’s one way that we’ve done that another way, you know where i was trying to regional it sounds like you had yeah, look like you want to say something e o i was actually going toe have him speak about how they’re doing thank you videos for their donorsearch i was the other piece of it that in addition to that, we’ve done some very, very simple. What were we no budget videos using a phone smartphone? Yeah. Ah, where we take a group of kids that summer camp we give him ah poster that says, you know, thank you, mr jones, for making our summer, you know, remarkable and, you know, it’s a one minute video that you then personally email to this major donor doing the video just for that person just for that person. Yeah. And that on social it took a minute to do that video and we were we would do twenty of those videos right to made me obviously, if you’ve got thousands of donors, you can’t do it wrong, but your major donors and it can make a huge difference. They share that with their friends, their family, and then they’re going to love that, and the production value doesn’t matter if it’s in this day and age it’s accepted, i have i have a lot of guests who say low production values find its sincerity right, hart, authentic genuineness, authentic that’s what that’s, what really grabs people not you know you don’t need to make a makeup lights. Yeah, they’re used to cat videos. I mean, we’re fine this’s that moves us, it doesn’t have to be high production value, too, to be enormously moving and a great, great choice, okay, anything else around the thank you’s? The gratitude i would just add one thing coming from a visual communications background is to make whatever you’re producing to make it his visual or as compelling as you can. So there’s a lot of especially in austin, we have over six thousand non-profits there’s, a lot of noise in our space sustaining out can be tricky e-giving people, things they can engage with or that looks like something they’d want to share goes a long way just that visual communication is really important. I think sometimes it doesn’t get the web is visual. Yeah, people stand, they don’t read you kidding this thing’s going to click video? Yeah, i think the other thing too back-up actually one of the things that’s most crucial and dahna retention is actually making that first give really simple and really easy. So making the give process online like if they’re going to come through your donation page making sure that donation page the user experience on that page is optimized for your user where they don’t have to think too hard. They have to do too much work, making it super simple no again making it visually interesting. Maybe you add delight factor. There’s organization called saturday place has a great little donation feature. You hit their donation page and is very visual. You have a sliding scale of dollar amounts so you can play with it and see how the impact changes. Oh, so you slide the scale and what happens is little pictures. Yeah, there’s little icons. The change. And so it might be like apples, so you’re you’re providing lunches for saturday place or along the other side. They have they have different categories so you can provide basics, which is the lower dollar amounts or at the very high end, you can provide futures so that i mean, wow, right, that’s pretty cool. So and so, as your slideshare seeing different icons? Yeah, you’re seeing them change based on what you’re giving her. What the impact is wonderful, it’s really good, you know, the other piece of that is at the entry point designing your systems so that you can collect information that will help you. You segment to your donor’s mohr, effectively, whether you are using an offline old fashioned pledge card that maybe has a section where people can indicate what areas of focus our of of key concern to them or in your online donation page, maybe pull down menu where they have the option of selecting, you know, identifying that, you know, out of school time or or educational enrichment is of your concern to them then subsequently, when you were we’re going through your stewardship plan, you can maybe segment that group and share some some impact stories with them that are particularly that air going toe particularly speak to that to that audience so segmentation personalization, but designed that into the process from the very beginning. Okay, surveys could be valuable there, too, if you have maybe you haven’t built into the to the process where you have some donors for whom maybe they didn’t answer the question or you weren’t doing it then. But, you know, simple, like five six question surveys i’ve heard this a couple of times from a few different guests easy, you know? But you have to keep up. You have to keep your promise if they say this is the programs i’m interested in or i only want to hear from you at holiday time, you know, don’t get them in february when they talked about, you know, december, their preferred month. I think people can also use their thank you pages after a donation as a way to get some of that demographic information. So for example, they’ve just given to you, they just engaged with you. Maybe you don’t want to do it on the front end in the donation page section because you’re worried about having more fields or whatever the case may be. So putting those making that thank you, paige, work for you. You could try testing. You know, some of the segmentation questions after the fact after the way they don’t have to open a separate email survey. You know, maybe just put it right there. Could test how many d’oh. Okay? Because the reality is, the more questions you ask up front, the more boxes you require them to check the mohr attrition. You’re going ritual saying make a donation process simple. Yes. And after now, i’ve given my gift now that was thoughtful enough to ask you, how many times a year to our do they want? Do i want to hear from them? What times of yes, the moment they feel best. Right? Right? Yeah. They’re feeling great. And they’re giving moment. Yeah. That’s. What? It could be a valuable test. Excellent. Let’s. Move. Teo yeah. I had a plan for an implement. Sustainer sustainers campaigns. We talkabout reactivation kapin about your sustainers program. What do you we know how valuable those are, right. Month after month. Just giving five dollars, twenty dollars? You know, whatever. I think the keating house, any plan is to have a plan. I mean, truly that’s where a lot of it breaks down. You know, you might have a goal to make. Increase your sustainers but it all comes down to the processes that are underlying, you know, foundation for making those things happen. So making sure you have ah, you know, a marketing template that you can work off of that you’re building a plan every time you’re getting stakeholder input into that plan, you could probably speak more to the actual implementation. Well, like, you know, in one instance, y m c a. We have facility members. We have what is essentially a sustaining member ship, that we will mark it several times. You really emphasize that toe where somebody would be paying, say, an additional ten dollars a month on top of there, traditional y m c a membership dues, right? And so in in, in order to recognize them, they get a special membership card that they swipe every time they come in, they get a special shirt there’s several other ways that we recognize them had become sort of ah, conversation piece for them and in a continual reminder of their support for the why i will run several very finite, you know, tightly plans many campaigns throughout the year like one around water safety coming up on this time of year one is we approach summer camp one is we approach after school care one at the very end of the year and will utilize the segmentation there so so that we’re only hitting those audiences that indicated we cared about water safety we cared about, you know, you know, the summer in richmond, right? And so we’re not creating donorsearch a t hg where, you know, a single donor feels like us you’ve you’ve asked me twelve times this year to give you money, you know? Wait, ideally, maybe we’ve asked them twice on specifically for the program save right expressed interest in yeah, again segmentation, yeah, for the sustainers thing i think one thing that’s interesting if you look at the younger audiences, you know, they grew up paying for things monthly, and they’re used to streaming video and paying eight dollars a month for netflix, so i think thinking about maybe how you khun specifically target that age demographic for sustainers might be an interesting test, you know, like and in it there they’re used to self where is a service? You know, it’s sort of the same model, but in non-profit world? Yeah, just excellent. Yeah. You’re right there in the habit of yeah, of being just routinely build. Okay, we just have a couple minutes left. Something about anything more around. Oh, you have some ideas about digital automation deciding which tools are best for you. So, yeah, i think the thing about data and if you’re gonna have a plan, you’re gonna be able to track and measure that plan, right? So sean always says garbage in garbage out if you don’t have a good database that’s pulling in accurate and good data, then you’re not going to get very far. Eso we you know, we talked in the session about before you look at features for databases, really looking at what your needs are, what your goals are, and you need to make sure that if you’re in development, that you’re talking to the communications department as well, you’re dahna programs anybody that’s going to touch that data needs to have some upfront say about, well, how they’ll use it why they want it. What it’s going to do for them? S o before you look at features really looking at needs and goals, what are the paint points? What the problem is you’re trying to solve with this new data base, you know? And then the other key point there is, once you have the database in place and you’re able to extract data creating reports that are meaningful that you can use in actionable way. So in other words, we create report cards, so to speak, for each of our facilities for the campaigns they run as well as for our association, where we’re tracking dahna retention, we’re tracking, you know, major major gifts, number of major gifts, number of gifts under a thousand dollars. We have all these different metrics that then we can we can analyze and see what kind of patterns emerge and then use that information. That’s really it’s not anecdotal, it’s, not a gut your level hunch, it’s riel. And then we use that to formulate strategies that will improve our performance in the next campaign. So then we owe our major donor, you know, level percentage, major give percentage. Was down. We want to formulate some strategies that are going to address that little things like that will help us create riel pathways for improvement in the future. We got some templates were goingto have up on our where slides live ones, a marketing campaign temple and then someone in the session as sean to share templates for the report card. How can we share these there at creative suitcase dot com slash sixteen and tc? Okay, they’re also in our collaborative notes, okay, people here here for people who are here subscribed to ntc conversations, but otherwise creative suitcase dot com slash sixteen and t c you okay and what’s their marketing template. Yeah, one is, ah, word template is a marketing campaign template, so it’s, like, what are we trying to achieve, who our audiences is, what our risk. So it basically ask all the questions that are hard to get to on your own sometimes seem just fill those in. It talks about tactics, you start running with that, and then shawn, is it excel docks? E think it’s actually a word i have to look and see, but well, it’ll be a template for for establishing a report card for your campaign performance that’ll be in the same place. Okay, that’s a great resource. We’re gonna leave it there. All right? Sounds. Thank you. Alright. Rachel clemens. Sean dole’s. Rachel again is the president of creative suitcase non-profit communications and sean dole’s, vice president of mission advancement at the y m c a in boston. They’re both from austin. Sounds that’s rachel too. Thank you very much. Thanks for having us over sharing. This is tony martignetti non-profit radio coverage of sixteen ntc the non-profit technology conference. Thank you for being with us. Social media for year end with amy. Sample ward is coming up first. Pursuant, they’ve got another free webinar for you. Upgrade your best donors today, it’s with pursuant consultants chris taft and christian priest and they will help you identify your donors who have capacity and interest in doing more for you. Maximize your resource is to engage the right prospects and fine tune your prospect visits it’s on tuesday, november fifteenth at twelve central and to register you go to pursuant, dot com under resource is click webinars and that when again is upgrade your best donors. Today we’ll be spelling spelling bees for non-profit fund-raising spelling bees with live music and dancing and stand up comedy and spelling monisha lt’s raising money for ugh, these air ideal for that because fund-raising is but this is all about is great fun, but it’s fund-raising as well. Check out their video we b e spelling dot com now it’s tony’s, take two, i’ve got more non-profit technology conference video interviews for you these are all on fund-raising donorsearch vase growing your sustainers revenue byway non-profit times just had a recent story from blackbaud sbi pecan unconference something like triple digit revenue hikes from sustainers, and they’re quoting chuck longfield who’s, the chief scientist at blackbaud, also a non-profit radio guest, all the smart people around non-profit radio s o sustainers revenue very, very timely and smart email marketing and dahna retention, which is today’s interview, but you could watch the video. They’re all from the twenty sixteen conference hosted by the non-profit technology network. Of course, my video on the beach introduces thes four videos and has links below it’s at tony martignetti dot com. And that is tony’s take two. The phone just rang and i know it was amy sample ward, maybe step award. How you doing? I’m doing well. How are you? I’m wonderfully thank you. Let me give you a proper introduction. Our social media contributor and ceo of inten, the non-profit technology network. Her most recent co authored book is social change any time everywhere about online multi-channel engagement she’s that amy sample ward, dot or ge and at amy r s board are for renee. Of course. Welcome back. Of course. Thank you. I’m glad to be back. Yes, that we did chat, you know, briefly on the three hundredth show, but now you’re officially back from maternity leave. Congratulations again. It’s. Wonderful. Thank you. Yeah. And and on that show, which was july twenty ninth, little lauren lewis was three months. That was his three month birthday s. So now, he’s. Just a little over six months, right? Yeah, exactly. Outstanding. Eso excited. So exciting for you and max. Wonderful. Yeah, it is exciting. And it is crazy that he’s six goes fast. I heared from all my friends who have children. I don’t know, personally, but my niece and nephew it does go fast. Yes. You have a little ah, little baby anecdote, little baby, orin louis anecdote. You want to tell her anything? Ah, that his peculiarities or anything? You sure? You know, i think every baby is different and he’s got he is certainly a product up his parents. When we meet up with other people that have babies, he is the only one who is constantly trying to talk, try to like, touch and engage all of the other big its crew. They’re all just lying there looking at him. Multi-channel he’s trying to talk to boys multi-channel engagement strategy has seen a lot of ourselves in him already. Cool. All right. That’s. Great. Multi-channel engagement. Listen. Seventeen ntc registration seventeen to twenty seventeen. Non-profit technology conference registration just opened. I note way want encourage people to go to that it’s an outstanding conference registration just opened three years ago on the first, and we’re already at record response. So we know this is going to be a really big ear. Excellent. All right. Just, uh, just he’s. Just this, like, weak or not? Even what? Today’s the fourth, right? So just in three days, you’re already ahead from this time last year, three days in last year o ahead from any year, yeah, standing, congratulations. Okay, so people goto and ten dot or ge and then i don’t even know do you have to click on the events tab? But now it just opens it and take you right there on the stage and ten dot org’s okay, go to the conference for pizza, but this one is in washington d c right? Yeah. It’s in washington, d c march twenty third through the twenty fifth and you know, dc is always our largest year whenever we go to d c because so many organizations air there or have partners there and feel like, you know, they’re they’re used to travelling there, so we know we always plan for the years that were in dc to be the biggest we’ve had, but it’s always like the biggest we’ve had until that year, so we know this year will be kind of the record that we’ve ever had until sometime in the future we go back, but yeah, it’ll be it’ll be fun. We’re planning all kinds of fun things. For this next-gen outstanding, always lots of hundreds of smart people speaking and it’s a very smart conference. So go and learn how to use technology wisely wiser in your social change work. That’s cool, i said, we want to talk about some some strategies that you have for year end social media um, and before we before we jump into, like, different strategies, i would like to start with how to evaluate whether we’re doing the right thing or not through our social engagement strategies. And you like google analytics for that? Yes, i mean, i think the biggest thing both kind of tio, this piece that you’ve brought up and more broadly to the idea of social media around you’re in campaigns it’s so frustrating and dishearten name to me when i see organizations or talked to organizations who are, whether it’s a you’re in campaign or any other time of the year and social media is like a compartment of itself it’s over, you know, on one side, and then you have, like, all these other people and and channels that you’re working on the campaign, and i feel like that’s, just setting yourself up to seo. Social media is invaluable toe, right? Because it’s not even a part of your plan and it wasn’t part of how you thought of the strategy, and it was only later that you were like, oh, gosh, we have this campaign going on let’s tweet a bunch about it, but that’s not that’s, not integrating right disintegrating social media into your campaign, you know, that still an after thought, and i think, um, just recognizing that you wouldn’t say, okay, we’re going to launch this fund-raising appeal for the end of the year, and we’re not going to tell anyone who’s going to work on the e mails related to it until, like, the day of, well, you would never do that. So why’re you doing that with all the social channels, you know, here don’t make social a step child? Thanks. Well, just don’t make it a separate no don’t help integrate. Integrate. Yeah, yeah, right. So so in our planning way want to build in analytics? Yeah. Okay. What? What? What advice do you have around specific? You are l’s? Or how would you like us to do this? Yeah. There is a lot with with google analytics. That you can do i mean, first, i always think you should go into planning campaigns with some sort of information already. So looking at your google analytics before you start planning your campaign to say, okay, gosh, what parts of the site are people using? I’m sure many organizations have a donate page that’s up year round, you know, our people even going to it to the rest of the year if they’re not then putting your year and campaign information on that donate paige is probably not going to get a lot of eyes right because no one’s going that way. So do some of your homework before you start planning using google analytics looking how people are using your site, but then also, you know, google analytics separates out traffic, evaluate what kind of social traffic you have for us, say direct links, which a direct link is often you know, that you sent him emails and someone had a direct link into your sight. We have to search or anything, so figure out what that incoming traffic flow is like now, because otherwise you’re going to spend planning your campaign, you’re going to want you and be like, oh gosh, we have all these people visiting our website. Well, maybe you already had that be visiting your website. You know you’re not gonna have anything to really inform your evaluations think doing some homework first on how people are using this i and also how people are getting to the site if they’re coming from social channels, they’re coming from email so that when you plan, you plan with those pieces in mind and then once you’re running the campaign it’s really not difficult, and there are plenty of resource is if if you want some step by step guides on using google analytics to set up what are called campaign girls so that you can instead of just always writing, for example, and tend that order, you can have a longer you are all that is still just sending people same page, but that girl has some important code, innit for google analytics, so it knows this is a link that you’re only using on social media for this specific pain, you know, here’s a different version of that code in that girl that you’re going to put in your email and that way you can say okay, we’re all obviously sending people as much as we can to the donate page or two, you know, to the ntc page. Um, but we’re able to look in guru bilich cincy, okay, a lot of the people that are coming are coming from social media, and those are the ones who are, you know, staying and going to the register page, etcetera, and then these folks coming from email, you know, they’re not coming as much or or whatever the situation is, but using the campaign you or else we’ll help give you so much more information about who’s responding, who’s coming to that page and how they’re taking action, okay? And it xero so it sorry, yeah, you’re you’re monitoring where they’re coming from and where they’re going to all in that bowling, that girl because of where you because we were in place because where you place it? Yeah. Okay. Okay. Brilliant. Okay. And there’s, of course. There’s tons to be said about google analytics. I think i think i’ve got an interview from one of the ntc on google analytics. I know we have one on google adwords, but separate. I know there’s. We could i know we could do ours on google analytics. Oh, totally. And like i said, there are resources to help give you some step by step if you’re new to using it. But it’s google analytics is free. You should be using that, and it does not take on incredible amount of technical knowledge to get it set up. You just have one little line of code you need to add to your website, and then your account is activated and you and you could do all this tracking. Yeah. Okay. Okay. Any you mentioned resource is do you know any off the top of your head that you can recommend? Yeah. I’m happy tio tweet a few and sent him to you to post up with the the archive. But with the takeaways, i could put him on the facebook page. Okay, you know, if you’re okay that you could do that? Sure. Um, okay, is there any other point you want to make about the analytics before we get into actually doing the campaign work? Well, i guess the last point that i’ll make kind of to wrap it back up to where we started is that if you don’t do that homework at the beginning to create some sort of benchmarks when you launch the campaign and you’re trying to kind of report out to staff or even your board about how well it’s going it’s going to feel really arbitrary to say, one hundred people from social media donated, right? Well, great. What is that compared to before the camera? That, yeah, so do that homework so that you could be informed in your planning, but also so that you can kind of report against that benchmark, you know? So so you’re reporting makes sense and has some context. Okay, very good. If we’re going to do this as part of a campaign, then we need to have consistency across all our all our channels, right? Yeah. I mean, one thing i always think about just in our own planning it and ten is that regardless of the age, demographic and regardless of the channel, that the donation comes in. So even if somebody is going to write you a physical check, the majority of people still go to your website before they make that donation. So even if they are following you on social media and that’s where they saw the ask and they’re going to do it online donation people are still kind of following up on your ask and and what it is that you’re potentially working on before they donate. And so the the huge opportunity there is to recognize that you’re not necessarily always going to know where they saw that ask and what is it? What other piece of your work they’re evaluating? So creating some consistent experience around that is huge, and it doesn’t take a ton of work. Most organizations are already going to create some sort of collateral or brandy material for their campaign, so making sure that you have those same images in the right dimensions, right cause, of course, every platform wants to have its own particular dimensions, but so that your facebook banner, you know, has an image that reflects your campaign. Maybe you are, you know, to use a pretty standard example for your ad campaign there’s, a family that you serve and you’re telling their story in your appeal letter, right? So making sure that maybe a quote from that story that’s really compelling as a standalone quote is in your facebook, the inner and your twitter banner has a reference of the same campaign. So wherever folks are kind of touching into the campaign and then moving around to evaluate if they do want to donate their there, seen the same, uh, appeal. Not that it’s, like exactly the same image over and over, and they’re just getting sick of it. But you’re within that same world of the campaign instead of heading over to your twitter page and having it be about your last event, hate and it is completely unrelated and doesn’t speak to the same thing. Okay, very good. Tomorrow, let’s, go out for our break, and when we come back, i’ve got live listener love. Of course, the live love has to go out and me, and i’ll keep talking, including integrating offline, you’re offline support for your social support for your year end campaign. Stay with us. Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from stand up comedy tv spots and exclusive interviews catch guests like seth gordon. Craig newmark, the founder of craigslist marquis of eco enterprises, charles best from donors choose dot org’s aria finger, do something that worked neo-sage levine from new york universities heimans center on philantech tony tweets to he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard. You can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guests directly. To sign up, visit the facebook page for tony martignetti dot com. Lively conversation, tap trends, sound advice, that’s, tony martignetti non-profit radio. I’m melanie schnoll begun managing director morgan stanley philantech management. Melanie schnoll begun is next week’s guest for the hour all right, the live listener love it’s gotta go out it’s all over the world. It’s amazing. May where we’re starting, we’re going to start a broad protest it i don’t know if i’m saying it right. Testy romania love it kayman jin germany guten tag the live listener love goes out also to norway. We can see the city but i really don’t want to mispronounce it g et u p h e norway live listen, her love to you philippines we got craze on city. Istanbul, turkey. Milano, italy, seoul, south korea, on io haserot, of course, comes a ham nida also ottawa nation’s capital canada. Checking in ottawa live listener love to you, iran. I’m sorry. We cannot see your city. But we know that you are with us. Coming into the u s st louis, missouri, rosedale, new york, binghamton, new york, new york, new york. Unbelievable. New york. Thank you for that new york love it’s going out to you. Thank you for bringing it in. It’s going out, including new york, new york. Love that. Thank you. College station, texas with us live love. Eugene, oregon not oregon. I heard i was on a bus yesterday, and somebody said she was taking jetblue to oregon and i wanted tap on the shoulder corrector no it’s, oregon, eugene, oregon live listen, love going to you okay? And, of course, on the heels of the live listen, love comes the podcast pleasantries because how could we not say thank you to its really its more than ten thousand now? The numbers are going up it’s more like twelve thirteen thousand i make it official, but i want to see if it sticks before i start boasting, but we certainly have had shows where they’ve been twelve close to thirteen thousand listeners. Yes, is that consistent? Not quite, but were spiking. So podcast pleasantries to the many tens of thousands one point three, ten thousands listening. Thank you so much. Whatever activity you’re doing whenever you listen in your time shift. Thanks for being with us and the affiliate affections to our many am and fm station listeners throughout the country, including in oregon, i mentioned yugi eugene, oregon live. Listen, love, we’re on a station in salem, oregon, so if you were listening on one of the am and fm affiliates affections to you. Thank you so much, kayman sample ward. Um, here we are and, uh, let’s move along to ah what’s your next you threw out another strategy. Go ahead. What else? You want to talk about social media wise for our year end campaign? Sure. Well, i think one thing that we’ve seen organizations kind of struggle with or unnecessarily struggle with that kind of stumble with is how to balance their own kind of full year and campaign with these e-giving days that are now more prominent so e-giving tuesday often is happening kind of in the middle of people ar e having their own urine campaign, and then sometimes towards the end of the year, sometimes at other times of the year, you know, different states or regions have their own kind of local giving day. And so how do you balance all the effort that goes into, you know, even just a single giving day and having visibility and donors on that with what we’re already running for six weeks? Kind of an end of your campaign, and i think that that is tricky. I think it it requires planning. For that day, when you’re doing your full end of your campaign, if you’re going tohave, you know, six weeks is your end of your campaign knowing okay in week three e-giving tuesday is happening, so is there may be a version of our campaign ass that we want to reserve, as are kind of giving tuesday version of the ask so that it feels like, you know, an opportunity to make an additional asked during the campaign that otherwise maybe would have felt like too many asked, right? Because you’re kind of taking advantage of that day versus feeling like, you know, okay, we’re going to create a whole separate giving tuesday campaign. I think organization should try to be really realistic about their capacity, because e-giving days in and of themselves take a lot of effort, and your primary effort is probably going to be your own and of your campaign, but not necessarily completely avoid it. If it is something that’s going to give you a little bit more attraction, or like i said before, an opportunity to maybe make a different version of the ass that gives you one more touchpoint during the campaign, so planning is important and also being realistic about what your team can do, you know, you maybe, you know, maybe you need to pass on giving tuesday or something else in your in your year and strategy, you know, be realistic. I mean, you know, it’s the same thing we’ve talked about so many times, like shiny object syndrome, you know, in in the social channels, no, you can’t do everything in your year end campaign that you might like, so plan and be realistic and, you know, obviously get the get those the input of the people who are going to be doing the work one i think the other part about being realistic there is that for, you know, the vast majority of organizations that bulk of donations for your end of your campaign aren’t coming the first week of december, they’re coming the last week of december. So the timing of giving tuesday as the tuesday right after thanksgiving may not be the most high traffic time or your donor’s anyway. So thinking about that, too, do not have unrealistic expectation that, you know, that’s going to become your your bigot e-giving day now, and if it isn’t you know what? What do you want on giving days that made on giving tuesday? Is that a day like you said, you know, to skip because for your community it’s not worth it? Is it for your community an opportunity to maybe make a really small, ask and get people that otherwise wouldn’t give to give just ten dollars, and then you can ask them again before the end of the year? You know, i think there’s different ways to kind of use giving tuesday as a test for your community, but for most organizations who are running a full end of your campaign that’s just going to be one little blip in the longer campaign, it could also be for something smaller and non non non financial, maybe it’s, maybe it’s a signing of a petition or maybe it’s volunteering, maybe maybe use giving tuesday is a volunteer recruitment day. Totally, i think that’s a great idea because it led people deal like they’re still participating in that day and they’re still contributing to the organization, but maybe those are the folks who wouldn’t give for soon, and they’re not going to otherwise respond to ask, yeah, and so leading up to giving tuesday and and that day, you’re taking a little break from from from the money asks, and then you get back to it. Okay, um, okay, anything else you got in that? In that respect? Um, i mean, no, we could we could talk. I mean, i want to be conscious of time and talk a little bit about offline, too, because i think a few great pieces from the interview earlier in the show today, okay, let’s do that. Okay? Like, let’s, go there, the piece about cards, you know, and thinking about those riel physical touches that make make it so much more meaningful. Um, i’m such a i’m such a big such a big proponent of the hand written note on dh and the small card that you can do, you know, you know, you don’t starita blanket and a half by eleven inch page on your on your screen and feel like i have to fill it with words for the next forty forty minutes. Yeah, it’s one or two sentences on a on a little note size card and then a matching envelope i mean, hand written envelope it’s it’s enormously touching me. Sean dole’s, sean and shauna. Rachel both said it, but yeah, i’ve been a fan of that for a long time. It’s quick, it’s, genuine and sincere and it’s uh, extraordinary. It just doesn’t happen anymore, so you’re standing on when that we’ve tried is specifically when it comes to kind of year end things, of course we love at and then we love sending cards and stickers and things all year round, but when it comes to the end of your things picking a threshold like fifty dollars or five hundred dollars, whatever is your makes sense as a line for your organization and saying, ok, anybody at that number above is going to get a handwritten card and then because that takes slightly more capacity, but then we’ll also pick a day, usually before people go off line for the holidays so, like, you know, maybe the seventeenth or the eighteenth of december and anyone who was donated by then we divide up among staff so that every staff person only has, you know, eight or twelve people, and everybody just called to say thank you for donating doesn’t ask for another gift, doesn’t the purpose of the call is just to say thank you and, you know, as you can imagine, eight times out of ten, you’re getting a voicemail anyway, because people are at work or whatever, but we get such incredible response. From people saying, oh, my gosh, you actually called to thank me for it just donating because otherwise donating is pretty human list, right? You just goto you got an email, you went to a website, you, you know, putting your credit card like you didn’t interact with anybody. So being able to have a card or a phone call to say thankyou makes it feel like we saw that you gave that gift right? And that i think, is a really powerful thing is that people have people recognize that someone’s paying attention, right? They know that i made this gift and i am seen by this organization. I think that for a year on campaign, when there’s so many messages out there and, you know, so many different competing asks it can make people really remember you that’s where we have to leave it outstanding. I agree the offline on, and it is fun. It could be a lot of fun. She’s amy sample ward, ceo of inten at amy sample ward, dot or ge, and at amy rs ward. You still got it. You haven’t lost it since the spring loved having you love having you back. She’s gone already you believe that you hung up on us? I think you’re cutting all the way cutting out so i don’t know if i could say anything ever having. Very welcome and i was saying you didn’t you haven’t lost it since the spring next week. Next week, as i said, melanie schnoll begun how to appeal to high net worth people also next week please vote whoever for it’s important. Get out, please vote. If you missed any part of today’s show, i beseech you, find it on tony martignetti dot com the beseech got lost the past couple weeks. I don’t know what happened to beseech but it’s back if you’re not responsive by pursuant online tools for small and midsize non-profits data driven and technology enabled, and by we be spelling supercool spelling bee fundraisers we b e spelling dot com. Our creative producer is claire meyerhoff. Sam liebowitz is the line producer. Gavin dollars are am and fm outreach director shows social media is by susan chavez and this cool music is by scott stein. Thank you for that scottie with me next week for non-profit radio big non-profit ideas for the other ninety five percent. Go out and be great. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah insights, orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s, when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones. Me dar is the founder of idealist took two or three years for foundation staff to sort of dane toe. Add an email address card. It was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were on dno, two exchanges of brownies and visits and physical gift mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell. You put money in a situation and invested and expected to grow and savvy advice for success from eric sacristan. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five.

Nonprofit Radio for October 28, 2016: Get The Most From Your Board

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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. Oh, i’m glad you’re with me. I’d be stricken with calla boma lo bill, i if i heard that you missed today’s show, get the most from your board. Professor eugene fram returns to discuss his latest book going for impact the non-profit director’s essential guide book we’ve got the critical things your board needs to know and pitfalls to avoid. What’s your boards most important job how do you use your board members? Time, wisely and a lot more on tony’s, take two non-profit radio on youtube, responsive by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com, and by we be spelling super cool spelling bee fundraisers. We be spelling dot com my pleasure to welcome back dr eugene fram he’s, professor emeritus at saunders college of business at the rochester institute of technology. He’s served on twelve non-profit boards and consulted with dozens of others. Jeez, first gene’s first book policy versus paper clips brought him to non-profit radio in twenty thirteen he blog’s at non-profit management, d r fram dot com and there’s hyphens in between those so non hyphen profit hyphen management hyphen d r hyphen fram, dot com and he’s at eugene fram that’s what she’s your twitter jean welcome back. Well, nice to talk to you again. Pleasure to have you back with your with your new book going for impact. What what did you feel? It was necessary with this book versus the policy versus ah paperclips book. Well, i’ve had a lot of experience between then and now, and i wanted to talk about that experience, especially in the movement towards impact, as you well aware, that funders air looking for impact. Ah, or governmental organizations, they’re looking for impact and a lot of non-profits really don’t i understand that, especially non-profit board members, they think if you meet objectives and on develop outcomes, that impact but it’s really not, as you well know, right impact reporting. I’ve heard rumors to that effect. That’s. Okay, that it’s critical, uh, the the, uh, the classic case on that is the newark schools that you’re probably familiar with. So it’s not too far from you in new york city. Uh, is that, uh ah. Sucker burghdoff gave one hundred million dollars. Forty and five years later they had reached their their objectives. But there was no impact on students. Okay, so that’s, the classic lesson that there is a difference between out comes and impacts. Yes. Okay, you’re echoing what a ah, another two time guest has been on well saying it sounds like he’s two timing the show not thirty two times a show, but another guest has been on twice. Dr robert penna makes the distinction between outcomes and impact. Yeah, and more people are. But if you look at the total of non-profits that i meet, some of them will argue that this is only a fad. I had that argue with a a fellow colleague, boardmember uh, just about a year, six months ago on that she was claiming this is just another fad. Let’s forget about it. But actually, this has been, um, around for eight or nine years. At that time, the really thoughtful people in in the non-profit area were saying to me, forget about outcomes. It’s impacts that air that are very important. And where it’s coming really into the four right now i remember in nineteen ninety four or nineteen ninety five. I had a friend who who said that the internet was just a fad hey wouldn’t get an email address felt that that was unnecessary wouldn’t get a website for his company. I don’t know. I don’t know if he’s coming to the i know if he’s coming to the modern age, we don’t talk anymore. I know. Yes, i cut him off. They’re not kill those people around. And unfortunately there on non-profit board. Yeah, ok. Well, yes, i think it’s if it’s any kind of a fad. It’s a critical fad, but i don’t believe that it is. Yes, lots of funders, including individual donors, won’t want to see impact, impact investing. We’re talking about donors as investors. Well, they want to see the impact of their investment. Okay, all right, i i hope listeners, i mean, i need to pay attention to that indeed. Borden metoo okay, so you didn’t feel well. That was really not the emphasis of policy versus paper clips. That was mohr making sure. I mean, i’m summarizing an entire book and we listened to go back and check is you were on to talk about it in twenty. I believe it was november twenty thirteen, but i know it was twenty thirteen. You could research, uh, jeanne franz name at tony martignetti dot com and you’ll find it. So i’m summarizing. So forgive me for trying encapsulate a whole book into a sentence. But it was basically you don’t want your board micromanaging and dealing with details that are not appropriate for them. But rather they should be dealing. It hyre more strategic levels. Yes. That’s. Exactly it. Thank you. You remember? Well, cool for dr. Okay. Professor? Yes. Professor from dahna in rochester institute. Technology. That’s. Pretty good. And it’s. Pretty good that i went to that schlocky carnegie mellon university. So that’s. Another it’s in the same category. I don’t know. I think in a and rochester maybe, maybe, maybe. Ah, well, i guess. Why would you say that? Tonight’s debate that one, okay? Know what would be a seat so that we could be going the other way? Okay. All right. So now what i like about your ah, you’re going for impact. You have you have takeaways at the end of every chapter. I appreciate a little more than a conclusion. It’s a. You know, i like to take aways like not tonight, not that i only read two takeaways. I don’t not that people should buy the book and only metoo takeaways. You’re going to miss you a ton, but i like, you know, it’s a nice touch. I appreciate that, and also short chapters, you know, you’re in, you’re out like two, three pages. I mean summer longer chapters, certainly, but the most are, like two, three pages or so four pages, you know, in a topic and onto the next, because this is for board members, they’re volunteers. They don’t have time for treatises, that’s, right, exactly. All right, it’s. Only one hundred four pages total reading, but it also has a, uh, on index at the back with one hundred fifty different items on it. And if you really need a specific topic, all you need to do is to go to the index and you’ll find out where it’s mentioned throughout the book. Okay, okay. Um, a little more than one o four, though you cut yourself off. You got these? Yeah. You kept making your cut yourself short, it’s actually, like one hundred eleven and ah, one quarter i would say thank you. I’m glad. Because last seven. Glad your fact checking. Yeah, we’re all about and what some people did last night on the phone. All right? Yes. Last night was the last debate we’re pre recording. Yeah, i know. You know, those last seven and a quarter page is air important don’t don’t all right, um okay. So we’re going to talk about some of the things that were, you know, we only can hit highlights because i want you to listen to shit by the book for going to say, uh, we’re going to talk about you got six essentials that board members need to know we’re going to talk about that, of course, uh, we got some pitfalls to avoid way got the most important job that you’re bored has on, then using your board members time wisely and and utilizing an advisory board. So those that’s what we’re going to cover, i’ll tell you what, let’s, go out a little early for our break. Now, i’ve just tease the whole show, and when we come back, you and i have the whole hour together remaining talk about that and i know you’ve got some stories to tell. So jeanne, i know you’ll stay with us every else doing that i’ll be here, i know everyone else do the same. You’re tuned to non-profit radio tony martignetti also hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a quick ten minute burst of fund-raising insights published once a month. Tony’s guests are expert in crowdfunding, mobile giving event fund-raising direct mail and donor cultivation. Really all the fund-raising issues that make you wonder am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti dot com that’s marketmesuite n e t t i remember there’s, a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website philanthropy dot com fund-raising fundamentals the better way. Welcome back to big non-profit ideas for the other ninety five percent. Okay, dr fram. Let’s. Uh, hi. Yes. Okay. Let’s, get, uh, let’s. Get into this. We got we got six essentials. And, er, the first one is be aware of rose colored glasses what’s your what’s, your concern there? Well, there are a number of different concerns there. One i find that quite often, uh, that, uh, non-profit boards will tolerate a mind this size store type of ceo, uh, because they’re comfortable with the media. Ocracy in other words, they want to be good, but not great. And you hear that expressed every once in a while that says, well, when something goes wrong, well, you really can’t expect that of a non-profits yeah, this is not the same as for-profit mediocrity mediocrity, andi. And if you take a look at it from the point of view of some board members and remember, i only speak as a boardmember i’ve never been a needy, never been in the management of a and non-profit giving you the board members point of view. So when you do that here, you’re really, uh, moving towards the bottom, all right instead. Of the top. And so you gotta expect excellence from your ceo and the management staff as much as they can do within the finances that they have or to develop creative ideas. Uh, that will take the organization to the to the future. Okay, now, but you’re also speaking as a as a professor of business former retired professor of business. Yeah, yeah, yeah. So you bring in that room that respect you see and like in policy versus paper clips, i only seat major differences between the non-profit on the prophet and that is the non-profit has, uh, mission, vision and values as as their objective. The for-profit obviously has to have is the profit motive s o that is the major differences i see and and everything else to me is very much the same. Okay, excellent. All right, so so you’re you’re your your experience as a a business professor. Converts, i mean, and and i’ve also had, uh, for-profit board experiences too. Okay? Yes. Not quite as many, though you aren’t twelve non-profit points in only four or five of them, for they range from ah, national corporation listed corporations. Tio start up. Okay. You credentials are unquestioned. Don’t worry. Okay, you’re you’re on non-profit radio your bona fide. Okay, good. I want to make sure my non-profit bonified are clear. Yeah. No, no, you’re, you’re good. Okay, um, let’s talk about the next one. You have, um, being wary of the silent boardroom, or when i call it, i that’s what you call it? I’m calling it that god. Yeah. I’m concerned about deference to directors. Yeah. That’s mine. I’m adding that what? What? What’s the problem here. Too much deafness, what’s what’s the problem? Well, this all started a couple years ago when i was doing some consulting work and a young boardmember said to me, hey, you said, you know, i wished we had mohr uh what he said, conflict of discussion, he didn’t need to say me, i mean, to say in the extreme but he said more discussion in in the board room of the issues because what he was seeing in that particular situation is that the, uh, the executive committee er would make a recommendation from people’s would ask, um, passive questions. And then they would pass the emotion on de so he didn’t see any, uh, any riel discussion going on there or real probing of the issues? S so you know, when he said that i developed this idea of the silent board board room and this is very typical, and i ask your listeners if you’re a non-profit director when’s the last time you saw a person say, i’m going to give a no vote to that ah proposition, because i don’t want to be liable either personally or professionally for what the majority has saved in here on dh make sure you put my no vote in the in the in the minutes, okay? I had to do it about a year or so ago, and i stopped the whole the whole process with that statement, but typically, if the president wanted a ceo wants it, or the board chair wants that people exceed to that very, very easily, yeah, alright, too much difference given right? Not not robust, the conversation not really duitz not real due diligence and, of course, your point about liability that directors are potentially liable for them, the deeds and misdeeds of the failing to upper failing to act and misdeeds of the of the organization there, there, fiduciaries they have a legal. They have legal duties. Uh, yeah. Now ah, this all comes, then becomes part of a culture. You know, the typical even business person will say, well, i really don’t want to go against the board chair or i don’t want to go. I don’t want to go against the ceo on this on duh on and it just becomes a part of, for instance, the university trusty came to me once. And he said, we were asked to comment on a particular program which happened to be in the business area. And you can, uh he knew that i had some expertise in that area. And he said, i when i listen to the, uh, to the people there, uh, they were all saying, yeah, let’s go with it, he says, but deep down in my heart, i felt that this was actually reducing the quality of the program. And he said, but early in the hand, i didn’t want to be negative, so i went along with it. So she’s kind of doing a confessional to may, right? But that’s, what you will often find in these situations why should i cause conflict? Why? Should i be the outstanding a negative person in the area. So forth in the situation i said in the committee meeting, i says, if you pursue this and my ass and i gave my reasons for it, i’m going teo a vote no on it. Okay? And then i never heard another thing about it after that, right? But you you have to make the vote that that you’re you believe is right that your conscience guides you two. You have my conscience there, right? Right? Right. Because i felt instead of putting the money and for what they were planning to do with it was a legitimate type of thing. I’ve felt that it had been a it should have gone into programs. Now you can overdo that, okay? And really cut out the over set, uh, down the overhead. But on the other hand, sometimes that overhead is needed, the payment is needed. I want to move to the next one. But before i do, i just want to point out you mentioned deference to the board chair. The ceo, um another. Another together. Pardon me, nto and each other. And i wanted to mention also something you point out the book is about difference, teo major donors who may be on your board that’s always right, that that could be a real problem. That’s a tricky one putting putting big donors on your board. You know, nobody wants to upset the apple cart risk-alternatives bing risk the payment by the pledge payments that have been promised, etcetera, um, you have to you have to tread carefully. Alright. Yeah, very, very carefully, andi. And you might have to compromise your values in some instances, but there’s only so far. You you should go because you still have the mission that needs to be achieved on this let’s. Move her in kapin a typical question teo typical type of donation is people will may offer you property, but the property has value, but they may pace restrictions on it, and you can’t necessarily sell it and you might be able to use it. But who’s going to pay for it in the long run out that property so far that’s a typical situation really real estate khun b could be a tricky issue, a lot of due diligence required around that, whether whether to even have that, whether to accept it in the in the first place on we’ve got i’ve got a video about that on the youtube channel, which i’m going to talk about tony steak too. I’ve got i’ve got a video on yeah, about the due diligence required for real estate gifts. Okay, jean, we need to move on because i want to i want to make sure we get everything in this hour. Next of the six essentials you described, what makes a non-profit board great? Go ahead to find to find great for us. Well, i’ve handed it something. One is the quality of the board dialogue and discussion on duh that’s. Uh, and it should be at the policy level or this or the strategic level at all time would say should be ninety percent at that level, and but you’ll find that boards get quite comfortable with discussing operations because they’re more interesting. Well, that’s the policies in policy that’s the policy versus paper across our street strategy, i have yet to find the person who goes on ah goes home and says to a significant other or her significant other oh my god, we had a just of tremendous evening. And she lt’s a he or she will say, what did you do? Oh, my god. We just discussed policy and strategy and fascinating. Yeah. Find that person, will you let me know? All right. What else? What else? Hallmarks of greek board. Tough questions. The ability. Teo, drill down. And teo, talk about things that might be had happened with the decision. Okay, andi, what air the unintended consequences of the decision. Ok, so these all need to be laid out and that’s where the tough questions there. Okay. And what else? Uh, well, you need a board diversity and experience. Unfortunately, many non-profit board members are made up of for friends, family and neighbors. Okay? And you rarely see intra prin nouriel uh, board members, people who haven’t an enterpreneurs, rials streak in them or willing to take some some modest risks. When it comes to risks, the typical board will back off because they don’t want to be risked in a situation in which they might be liable. So so those are the three top things, as i see out out of that area. Okay, hallmarks of a great board on. Okay, let’s. Move. Teo, our fourth are our fourth essential straight straight talk about the board members responsibilities. Go ahead. Okay. One is she obviously have used fiduciary responsibility. Uh, overviewing the board, but at the same time not micromanaging it on dh. Also understanding the difference that we talked about between outcomes and impacts is one thing. Shall i go on? You have another one? Yeah. Yeah. Fund-raising yes. Boards have a responsibility for fund-raising, but you have to have, uh but, uh, except if you might delegate it to a foundation to fundraise for you and that is that is a perfectly legitimate approach, but boards totally have a responsibility for fundrasing, but there. But as a group, they’re really not effective. Okay? It usually takes about three or four people who are comfortable with fund-raising on are willing to drive it. Okay? No. And, uh, you know, that’s kind of the facts of life of jean. Do you like to see these? These expectations about director responsibilities in a written document for new board members off course. And, for instance, i saw one for a, uh, for a human service organisation in which their expectations for the board we’re all listed and pretty much followed. What? I had a policy for what i have in policy versus paper clips, but they they left off the fund-raising, but they had a separate foundation set up to handle fundrasing. No. Okay, so that’s, that that’s acceptable. That’s, that’s. Perfect that’s find acceptable. Okay, so they’re difficult when you get into foundations. You have to, you know, and and can lead to a lot of problems where the foundation says what we raised the money. We want to determine how it’s spent. Oh, that, you know, the way it works, right? Okay. But you even if you know, even if there is a foundation the the organization’s board members may have ah, ah, personal fund-raising, you know, give or get requirement to the foundation. Yeah, but i just want to point the example i gave you a hundred. A zing was not listed in the area of board’s responsibility. Okay, right. But they left it all to the foundations. They see. It is the board responsibility. But there might also be a personal requirement to give. Yeah, there might be a personal environment for the board. Teo getter give type of thing way that we can talk about later. I have here. Okay. Now, there’s there needs to be a good amount of trust between the board and the staff. Yes. And the board in the ceo? Yeah. Yeah, well and okay. That’s hinting at something we’re gonna get to write. But now another thing. I’ve kind of abstracted what i think they’re the important ones. You have a legal responsibility that quite often boards don’t even know about, uh uh for non-profits they have to live better different from a four for-profit board in a legal way. Otherwise their quarter, their corporations the same as a for for-profit businesses. And one is, of course, in the non-profit area you have the annual iris form nine ninety and the board has a legal responsibility. Teo to review that and make sure it’s correct before it is submitted to the irs. Uh, they will even have a system for getting e-giving extensions. If you can’t meet the data on on this. The other one that few people know about are the intermediates is the, uh i r s is intermediate sanctions act, and they know about it in the sense that if you pay above average wages to the ceo uh, you can be really responsible and fine for you, but what they don’t know there are a whole host of other things related. Teo uh, the intermediate sanctions act. For instance, if you sell a piece of property below market value, the board and the management can have and i additional taxes paid on their personal texts that bills for for the for doing for voting, for improving it and doing it something something below market fto sort of an insider is insider trading basically, uh, it’s equivalent to the insider trading? Oh, it doesn’t even have to be insider. For instance, if if you sell a ah a ah, a piece of property below value to a let’s. Say a person who serves on a committee on the board. Ah, serves as a volunteer to the organization you can. You can, uh you can define you took this. Have at a tax bill added to your bill. They’re contributing writer. I have an article thoroughly explaining that if any of the people were interested in it, if you send it to my ah requested on my at eugene fram and send me an address. Where i can? Well, i can send it through regular e mail. I’d be happy to send it to them. Okay. Okay. Cool. That’s your that’s. Your twitter id. All right. Okay, i need you. I need you to sit tight for a minute while i take a little business for our sponsors and delighted who’s. Hang on, just hang on right there because we got more with professor fram coming up first. Pursuant, they’ve got another free resource for you this’s. Their donor line report card. It will help you evaluate the health of your donor pipeline spot. Possible weaknesses and identify areas of your greatest opportunity. It is an infographic, and it’s under resource is at pursuant dot com. Check out their infographic. The donor pipeline report card. We’ll be spelling spelling bees for non-profit fund-raising they’re not like any other spelling bee that you’ve seen or been to there’s live music and dancing and stand up comedy fund-raising, of course and spelling you could check out their video. These are ideal events for millennials. Great fund. We be e spelling dot com now, tony steak too. Have you checked out? Non-profit radio on youtube? There’s there are over two hundred videos on the real tony martignetti channel. Lots of interviews over a dozen playlists. Some of them are event fund-raising dahna relations playlist, social media, standup comedy, bi weekly videos and there’s. A bunch of others. Yeah. Find what you need. Look for it on the youtube channel. Subscribe my channel israel r e l tony martignetti you could just go to youtube and search twenty martignetti on the only tony martignetti doing anything substantial on youtube. I regret, though, that you have to put in marketmesuite eye, and then you still get like martin martinez. You know, marketmesuite and then i pop up, so but i’m the only tony martignetti pops up, but you got to get that g in there. That’s tony’s, take two. Thanks for checking me out on youtube. Okay, gene, that was okay. Appreciate your indulgence. Thank you know, uh uh, the other a couple more issues. Okay, only one more because i see we’ve covered the trust point here. Go ahead. One more on board members really have to understand who who the board represents. And the borg does not represent the staff quite often. They think they have to look out for the welfare of the staff. Obviously they have to look out for the welfare of the staff that they want to be productive. But their obligations are made to the various stakeholders. It could be the community. It could be the trade association. It khun b to the, uh to the mission of the organization. Obviously, esso and and the people related to the mission is ah, is the one that’s most most common for enough for non-profit not to the staff. Okay, okay, i understand that. And that’s ah, you know, we don’t weigh can’t have staff doing and runs around their vice president or their ceo and going to the board members that’s, that’s all no, no, i want to move on way. Tio, your last two are what the board should expect from management and what management should expect from the board. So i don’t know if we can maybe deal with ease the same time. But wait, let’s, take the first. You know, doing the order. You got it in the book. What? The board should what the board should expect from management and you start with, you know, no surprises, no spin on bad news must rise. So just say a little about no surprises, no spin. Well, let me, uh, let me no surprises there. Spin. Let me start that with a war story. I was on a board of a non-profit which was a very active non-profit and serving its clients well and serving, uh, it’s mission well, however, the executive committee decided that they wanted to acquire a for-profit in another city, and they had enough finances to be able to do that, and so they went ahead and do that did it? And then they came to the board and ask them teo, to approve the acquisition after they had already signed the contract and every everything else and the reason they did it, they felt there was a banker on the, uh, on the executive committee who knew all about these things, and it turned out the banker did not know our about it. For instance, the banker didn’t tell them you don’t give the buyer full payment, and until you can see that they can fit into the nonprofit organization when you you stretch the payments out so forth. So what happened is that i went for ah state on the on the board for oh, maybe another month or two. And i resigned and used the usual excuse of work pressures because i just didn’t want to abolish the whole whole thing up, actually, you. Could have. You could have had a a legal situation there if you really wanted to pursue it on. And it worked out that way. It was just a terrible act was acquisition, but let me ask you wait. Owner, the former owner wanted to run the er the division, the way she wanted to run it instead of the way the acquiring non-profit wanted to run it. That seems so i don’t know what happened beyond it. But there was evidently a lot of conflict there. What? Why? I have to ask you a question. Well, hold on. Hold on. Altum. Why? Why did you not tell them directly? What the reason for your resignation was ok. I took the easy way out. Ok? Why wine? Because, uh uh, you got me all right. I took these because i felt that they were doing well enough, and i didn’t want to muddy the water. Okay? Okay. Okay. And that’s typical of of, uh, of a poor who looks out for the welfare of what they’re doing. They were doing a good job in the base organization. But the expenditure for the, uh, for the acquisition just turned out terrible. Ok, i appreciate you’re appreciate your being honest now under on it. Okay. Thank you. Thank you for that. Okay, now wonder what the board should expect from management. We don’t have time to cover all the points that air that are part of that. So it just one more? I just couple. Okay, now i just want to cover one more in this, and then we’re gonna move on to what? What management should expect from the board. But talk about bad news must rise. Well, well, often, uh, people board members will keep bad news from the ceo or the staff will keep bad news from the ceo and s o uh, cia management has toe actually seek bad nose on this. For instance, one of the things that i recommend the people right now eyes make sure you have a whistle blower hotline for years. You owe your staff or even perhaps board members who don’t want toe get involved with, uh, causing conflict within the organization, but feel something needs to be checked out there. Ok? Eso eso you you have to. If you’re a wise ceo or board chair or boardmember you look for these things on dh you have to have the venues opened for them. All right, let’s, move to what management should expect from the board of the last of the last of our six essential wait, hold on. We don’t have again. You know, we don’t have time to cover everything listeners. You gotta buy the book. Of course. You know, we can just summarize, i wantto suggestion. I want e i want to focus on i wanna focus on something we just touched on. Briefly trust, trust and confidence. The mutual, the the that the management should expect the trust and confidence of the board. Yes, you have to have that because quite often, uh, the attitude is, well, they’re not-for-profits people. They’re not for-profit people aside talked about before. And you have to have to trust and confidence that the ceo is a competent manager. And there are ways of doing that. One of them when we get to advisory committees, uh, can talk a little more about that, too. But there has to be the trust that the ceo and his direct reports and others are competent managers, depending on the size of the agency, because the traditional point of view is that they’re not competent. If they were competent, they could be working for for-profit organised, i think that i hate that nonsense. I do two on, i’ve seen very competent people, wonderful people, you know, my traditional comment about the people in the nonprofit world, especially these there that they figured really stand ten feet tall rule that’s, the way i always look at it, no matter if their their case worker or if they’re a ceo when they do their job well, they tend to stand ten feet tall and there are a lot of people in that category, of course, no that’s, not it love that. All right, all right. We’re going to go. Teo. Teo, the pitfalls you’ve got, you got many chapters on potential pitfalls. We’re going to talk about the the the bad poor practices for border for boards. So why don’t you want to just start us off? Go ahead. Okay. One is dumbing down board with croup. Mint uh, where you take, uh, what who’s available and, er on that khun b anybody? For example, i recently encountered a situation, and i saw it myself with that board chair. In the nominations committee recommended a particular person who may accepted simply on the basis that his wife recommended he be aboard nhis no do deal is it’s so far, by the way, he lasted about two years burghdoff had a lot of problems, is and that is just, in my estimation, is just terrible. Okay, i understand. Wait, hold on, hold on. Because again, you got so much in this chapter. There isn’t time to cover. What do you remember? Everything you see and hear? Oh, yeah. Get they get stuff. Yeah, yeah, come on. You okay? You know, haley paid a fancy prices this. You know, this is a prepared show. Come on here. So, that’s our failing to this. I hear this a lot. So that’s why i’m flagging it, failing to delegate sufficient managerial responsibility to the ceo because this gets sticky. This gets to your policy versus paper clips so don’t can’t recite ceo and see him as her as a competent manager. Yes. Alright on that. That goes to what you were just saying about presuming competence and excellence not you know you’d be somewhere else if you if you want, let me give you a story on that one? When i was head of a, uh, board chair of a non-profit in rochester, we also had on the board of ah, the human human resource director of eastman kodak at that time. And so i wanted to make sure that we and i felt we had a competent person and but i was receiving static from other board members such as, well, his response. They had one hundred. The the organization had one hundred employees and hay on the comment. Wass well, hey, has the responsibility of the system pastor at my church. You know, uh, so but fortunately, i had the hr director from eastman kodak, and he says no. He said this man’s responsibility is equivalent to what a good, uh, middle level manager at kodak would have. Okay? And he should be paid accordingly. Ok. So as a result, i was able to get the salary that i wanted for for the ceo. But it took that in order to that power to get it right. All right, all right. And there’s there’s a lot more in there. There’s. Not more in that chapter pitfalls. But i want to get teo, don’t make sure we cover everything. I want to get to the most important job for a bored. What is it? What is it? The most important job for the for the board, uh, is ah eyes, i think ceo selection and overviewing okay. Hiring hiring the right ceo, hiring the right ceo and overviewing the person making sure that he looks at you as a partner. That’s. Why? I like overviewing the ceo and the board is a partnership. A relationship? It is not a boss. Subordinate relations look any good ceo no knows that. Uh, hey, here. She can be fired by the board. But if you give a develop a culture where the two are working together as partners and that both people will make mistakes from time to time. Okay, but that partnership is very, very important. Okay, okay. We’re going to go out for break, gene. And when we come back, you’re not going to talk about the last two. Will have just about six minutes or so to do that. Ondo? No, little bloomerang that like a little more than nine minutes or so to cover our last two. How to use the board members. Time, wisely and when and how to utilize an advisory board. Stay with us. Stay with us. Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from stand up comedy tv spots and exclusive interviews catch guests like seth gordon. Craig newmark, the founder of craigslist marquis of eco enterprises, charles best from donors choose dot org’s aria finger do something that worked neo-sage levine from new york universities heimans center on philanthropy tony tweets to he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard. You can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guests directly. To sign up, visit the facebook page for tony martignetti dot com. I’m jonah helper, author of date your donors. And you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Time for live listener love we’ve got to send out the love because love is always in the studio through the internet and interweaves of the of the nets and the woman’s and the weaves the love goes out phone lines i don’t know, you know it goes out so if you’re listening live love to you, i’m very, very grateful that you’re with us if you’re in japan, which is a very good chance you are because there’s always japan japanese checking in konnichi wa for our chinese listeners and also taiwan, always checking in ni hao and south korea also very loyal listeners on your haserot comes our ham nida, if you’re listening in the us, the love goes out just thank you. What more can i say? Glad you’re with us following quickly on the heels of live listen love it’s got to be the pod class pleasantries did i just say pod classed? I think i just iconoclast the podcast pleasantries. They always go out to our over ten thousand. I think we may be pushing twelve thousand. I gotta look at the stats. God, don’t let me look at this every week or even every month but ah, down with the the download bandwith has been expanding, so it may be more than two, but podcast pleasantries if you listening via podcast doesn’t matter how many thousands there are pleasantries to you and the affiliate affections for our many am and fm station listeners seated strategically throughout the country in carefully selected markets, our am and fm station listeners affections to you, our affiliate listeners. All right, jean, we’re going to get teo. I’m well, thank you for checking in boardmember time should not be squandered. Is that correct? That is, that is absolutely correct. Because they need thio understand you appreciating what you are doing and making sure that, uh, that they’re spending their time wisely. Okay. That’s not always the case. Uh, for example, boards tend to want to a culture eight new board members to the culture of the board. For example, if you have a financial analyst it’s likely that they might ask the person to help the bookkeeper instead of saying, why don’t you help us develop a long term financial plan for the organization? The culture is that the finances, finances, bookkeeping, not financial analysis that will take you. To the future. Okay, that gets into the micro management a bit too, if you’re having a boardmember look over the shoulder, have a staff member. Oh, all right, you have some very simple tips, but i think, you know, worth repeating because because i’ve been to board meetings that this is not done so the stuff needs to be reminded board meetings should begin and end on time. That’s right on dh er people respect that, and they they respect what what that means to them and things of that nature go ahead as we’re not just talking about these old tapes, i don’t i don’t think you specifically mentioned agendas, but nor do i like to see in agendas is is a time limit for each discussion item on the agenda, and you take a step further. You don’t just keep it there in parentheses next to the item on the agenda you appoint a timekeeper, a timekeeper. He’s not was not running definitively, not agendas should be sent out well ahead of time with the briefing materials. Most ofthe that i’ve seen is, uh, the agenda in the briefing material come to you day before or sometimes. Two days before so if you’re busy, really don’t have a chance to really study and and know what’s happening. As as a plant e-giving consultant, i am occasionally invited to board meetings to present on status, you know our plans and dance and, you know, you can tell first of all, some board members come in and they’re studiously going through the folder that was sent to them of the binder that was sent to them. You can tell that this is the first time they’re looking at it. That’s right? That’s, right. That’s done a robbery. That’s not how you make robust. Good decision. Yeah, yeah. They’re flipping through pages in the ten minutes before the meeting opens. That’s, that’s. Awful, but oh, yeah, but you see that all the time, you know? Well, it’s, uh, you’ll even see that sometime in for-profit boards to go on. But that gets kind of dangerous there because you might vote on something that will yield some fancy liability for you. Fancy liability. All right. So you like to see things? Not only before the meeting like a week in advance, but also minutes, minutes done within a week of the meeting ending? Yeah. That’s right. That’s right, because contemporaries me contemporary iss meeting’s minutes are very, very important to cover you and to make sure that they are all correct is very important. For instance, if i wouldn’t wantto i don’t want to emphasize this. If i were to vote no on something, i want to see it there at that time. So i’m on record that i didn’t think that this is a good idea. Okay, so you don’t really like waiting until the package for the next board meeting to get those units to get the minutes from the last meeting? Yeah, wait, what we have with the internet and with email and whatever, uh, there’s no reason for it except for the ceo will say, well, i just don’t have the personnel to do that. Well, uh, you auto find ways of getting that done. Okay? Uh, in each ah, and for getting it done. Yeah, so that, you know, the ceo always say, well, we don’t have the money for it, but when you press hard enough, if it’s really important, the ceo will find it. All right, we need to move to our last topic. How and when to use an advisory board. Now we just have about two minutes or so to cover this. So please bear that in mind. You have you have shortened long term purposes for an advisory board. Pardon? You recommend that advisory board to be either short term or long term? Yes. Okay. All right. Uh, it’s, your term you need people for a specific project, maybe building a on extension on the bill aboard. So you need construction people or people like that who can help you on that? That short term? Ah, long term. You want people who get to know you on and get to know the mission of the organization over over a time period. And that should be a person who is not it’s, not advisory to the board, but should be advisory to the ceo because the ceo has the responsibility for taking action. And if it’s advisory to the c e o of course, he’s going to read rejects some of the ideas except some of the ideas. And you want teo have somebody who can take action and initiate some of them. Now he has. The ceo has an obligation to report what the advisory board is saying, but i think the ceo needs to be left alone with the advisory board so he or she can let their hair down in terms of what they’re thinking about long term and what their current problems the are today, we’re going to leave it there. Gene the okay, the book is going for impact the non-profit directors essential guide book. You’ll find it on amazon. You can tell it’s packed with information we could just scratch the surface. Dr jean fran, i want to thank you very, very much. Well, thank you very much for the invitation. And i look forward to listening to it. My pleasure. And again, you’ll find jean at eugene fram fr am and his block is non-profit management d r fram, dot com and there’s a hyphen in between each of those items. All right. Okay, fine. Go. Thank you. And thank you for the questions. My pleasure, jean. Thanks for being with me. Okay. Bye. Next week. Amy sample ward returns. She’s been on maternity leave. She’s coming back alive. You bet that i guarantee you she’s coming back if you missed any part of today’s. Show. Find it on tony martignetti dot com. We’re sponsored by pursuant those online tools for small and midsize non-profits data driven and technology enabled, and by we be spelling supercool spelling bee fundraisers. We be e spelling dot com. Our creative producers climb meyerhoff. Sam liebowitz is the line producer. Gavin dollars are am and fm outreach director shows social media is by susan chavez. On our music is by scott stein. Stuck. My voice is cracked again. You with me next week for non-profit radio. Big non-profit ideas for the other ninety five percent. Go out and be great. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah insights, orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a, m or p m so that’s when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to do if they have xbox, they have tv, they have their cell phones me dar is the founder of idealist took two or three years for foundation staff to sort of dane toe. Add an email address their card it was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of off line as it were on dh and no two exchanges of brownies and visits and physical gift. Mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts, tony, talk to him. Yeah, you know, i just i i’m a big believer that’s not what you make in life. It zoho, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just put money on a situation expected to hell you put money in a situation and invested and expect it to grow and savvy advice for success from eric sabiston. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.

Nonprofit Radio for October 21, 2016: LinkedIn Volunteer Marketplace & Stop Talking At Me!

Big Nonprofit Ideas for the Other 95%

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Alison Dorsey: LinkedIn Volunteer Marketplace

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Vikki Jones & Christine Hughes: Stop Talking At Me!

Vikki Jones (l) & Christine Hughes at Fundraising Day 2014
Vikki Jones (l) & Christine Hughes at Fundraising Day 2014

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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. Oh, i’m glad you’re with me. I’d be stricken with calla boma if i saw that you missed today’s show linked in volunteermatch it place. Allison dorsey is the social impact manager at linked in she wants you to understand the value of their volunteermatch it place and how to use it and stop talking at me. Vicky jones and christine hughes will help you avoid common problems and improve your internal communications between people and departments. Christine is director of individual giving and external relations at westchester medical center foundation, and vicky is planned giving officer at weill cornell medical college that was recorded at fund-raising day twenty fourteen and both segments today are from the november seventh twenty fourteen show. And for that reason, you’re going to hear some live listener love that is spurious and erroneous because i didn’t quite give sam the show information about which one we’re going to use in time and it just it gets all complicated. You you really you don’t want to know how the sausage gets made just suffice to say today’s sausage has a little bit of trichinosis, so just a couple of cells, so make sure you wash your hands thoroughly after. After touching the rock show on tony’s, take two my charity registration webinar we’re sponsored by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com, and by we be spelling supercool spelling bee fundraisers. We be spelling dot com here is alison dorsey from that november seven twenty fourteen show i’m very pleased to welcome from california. Allison dorsey she’s, the social impact manager at lincoln, helping linked in members connect with non-profit opportunities. She also works with non-profits to build their brands and identify talent, and she leads lengthens veterans initiative on twitter follow-up at linkedin for good that’s the number four and, of course, the arabic number four don’t use the roman ivy linked in arabic number four good ilsen dorsey, welcome to the show. Thanks so much for having me, tony. I’m glad you’re in from california san matteo, is that right? Yeah, we’re in mount view it’s great to be in new york, a mountain view we’ll get sent matteo from i’m from near sama. Tasks okay. Are you one of the got to know? Are you one of the aipo billionaire? If only now i’m not going after that? We don’t have a billionaire on the show now. Not today. Unfortunately, both of us. Yeah. Okay. Um, what’s it like working there. I mean, that’s a pretty high energy place. Yeah. World famous world known. I don’t know how many members there are, but ten lines. Yeah, over three hundred twenty million. Two hundred twenty million. Okay, hundreds of millions what’s it like working in a place like that. It’s exciting, i think it’s a lot like you see about silicon valley fun culture. You know, we have the ping pong tables and all the people running around having a good time and it’s also a lot of people working really hard and we get, you know, there’s always the profiles of the super genius engineers who are creating the tools. And we definitely have that. Yeah, okay, they barefoot in the winter time. California that’s. It doesn’t matter that sometimes they are, but doesn’t get that. I went to carnegie mellon. Where were computer science majors? And they were they’d be barefoot or they’d be flip flops or even barefoot in the winter? Not in the snow, but that’s. Pittsburgh personally had to stay inside. Yeah, i guess they yeah. There’s. Just shuttling between their dorm and the computer. Science, but still barefoot in the winter. Yeah, but yeah. That’s. The stereotype exists for a reason. One of my very favorite co workers, this guy matthew shop, is our hacker and residents and he’s very famous for wearing flip flops all year round. Yes. Does he wear the holiday parties like family events? Everything okay? Um, what’s going on there anything before we talk about the volunteer marketplace? Anything like insider and he anything coming up exciting you can share. I think the biggest excitement right now is the content platform. You know, we have this influence or platform that you’ve probably seen where? It’s, about three hundred incredibly famous people who do their writing on lengthen now. And we opened that upto all members, and so i can now write blog’s on lengthen. You can write logs on lengthen, and they get much more attention than they probably. What if we were doing it on a stand alone website? So content on linked it. Has been a big new thing for us. Okay, cool. Now you mention the influence of some people. Our designate? Yeah, i’ve seen that on some some profiles, i think designated influence. So you’re talking about used to be on ly there were three hundred or so. Right. Right. Good block. Okay, okay. Um now when it goes over five always wondered about this when it when it goes over five hundred, you have more than five hundred connections. Right? Then it just has five hundred plus. But there are people who have tens of thousands, but they only still say five hundred plus why is that? I think it’s because we don’t want to create a competition for having the most connections that your lincoln connection should be people you really know. And if we show on your profile exactly how many you have, we might have people just trying to compete to have the most, which would be a really valuable use of lincoln’s, which conan o’brien did it want famously in the nonprofit sector? Because he shouted out beth cantor! Yeah, i remember that because that was a great red hat. That’s, right and profile he had her hurry at her profile picture on the on his show, saying that he would he was lamenting that he didn’t have as many followers as beth, who had three hundred thousand or something like that. Yeah, i think it was in the three hundred thousands, and he made fun of her saying if he wore a red hat more and she came back saying instead of focusing on my red hat, how about you shout out? I think it was giving tuesday last year, right? But he didn’t he didn’t invite i think i’ve still got a lot of attention, though, for bath and giving tuesday, so you know, he still helped in his way. Yeah, beth beth was more informed. Beth was was more valuable, though, but he brought attention certainly linked in yeah, yeah e-giving tuesday’s doing very well later in december, going henry tim’s on he’s the founder is the executive director of ninety second street y here, our city, but also credited for being the founder of e-giving tuesday, yeah, i’m a big fan of henry’s and what they’re doing e-giving tio okay, so he’ll do a recap for us in in december, great, but we have you here to talk about the volunteer marketplace. What is this, and why is it valuable for non-profits so the volunteer marketplace is how non-profits can recruit skilled volunteers and board members on lengthen and it’s valuable because linked into the largest global network of professionals in the world, and eighty two percent of them want to volunteer their skills, which is really remarkable if you think about that. Yeah, so the vast majority of people globally are saying we want a volunteer, we just need to find a place to do it, and so we’re working with non-profits now to post volunteer opportunities and their board positions on lengthen and connect those with members so it’s the same system as we use for jobs, they are essentially job postings on lengthen. We just offer them to non-profits at either an extremely heavy discount or for free. Okay, where will non-profits find volunteermatch kit place? So at non-profit dot lengthen dot com all of the resources for non-profits air there, as well as links to post opportunities on the marketplace. Okay, and we’re going to talk about some of the resources i was clicking through. There’s some good. Stuff in there. Um, why? Why are we still called? Cos provoc way get that thing, i think it’s really just about having one tool that everyone uses. I get this question all the time, people saying, hey, why do i have to have a company page on dh? But we’re going non-profit dot lengthen dot com, right, right, but it’s so much we can provide so much more value as a company by using the tools we already have than building new tools for non-profits so we give non-profits company pages, we give them job postings instead of re creating tools that are just non-profit pages and have it be the same thing? Yeah, i mean, but like, just on the screens, couldn’t we just say non-profit name instead of company name? Could we could we do that? Yeah, yeah, i understand that. I mean, we we definitely know it’s. Ah, something that non-profits would prefer we’re working on the clerks. Um, yeah. It’s like, you know, we’re trying to be we are different. Yeah, non-profits are different. Andi. I know i’m not the first person to mention it, but okay, so you go to non-profit that linked in dot com and then you click volunteer opportunities. Is that right? So on non-profit darlington dot com there are a few different pages. One of them is fine volunteers, and that talks a lot about posting and searching there’s another tab for finding board members, and that really focuses first on searching because we also offer non-profits of free premium subscription that enables greater search visibility specifically to find board members. That’s the board connect you’re talking about okay, okay? And we have talked about that on the show, and you and i may have a chance to talk more about that bmc argast got boardmember connect, okay, but for posting the volunteer opportunities you click, click post volunteer opportunities, right? Right. So when you’re on non-profit, darling, do not come and you click any of those post links they send you right into the job posting flow just with a discount code there so that you get the discount. Oppcoll yeah, ninety percent discount is that right? Yeah, but actually i really want to offer all of the listeners to the show free volunteer postings, and so we will have a new option available where if you email volunteermatch murcott place at lincoln dot com and you say that you are listening to tony’s show today, we will send you a free posting code to be able to try out the volunteer marketplace. Okay, we have to say this again. You email volunteermatch kit place at linkedin dot com. Is that right? Yes. That’s. Right. Ok. And just and mentioned non-profit radio. Exactly. Okay, and this will be a test to see. Ah, you know what kind of ligeti this show’s got? Um that’ll be interesting because sometimes podcast listeners it’s a little tough to get feedback from them. I don’t know if you’re aware of this, but i know they’re out there because i see the download statistics, but to try to survey them, get them to feedback. Um, it’s it’s difficult, you know, i’m not trying make apologies, but i’m just letting you know now i can understand that i think they kind of do their podcast listening all in one stream of things like that, right? Or they’re driving while podcast is on, and so they’re not in front of their computer to e mail me write for them the third out of five that they listen to we got to take a break, alison and i’ll keep talking about the volunteer marketplace. Stay with us, you’re tuned to non-profit radio. Tony martignetti also hosts a podcast for the chronicle of philanthropy. Fund-raising fundamentals is a quick ten minute burst of fund-raising insights published once a month. Tony’s guests are expert in crowdfunding, mobile giving event fund-raising direct mail and donor cultivation. Really, all the fund-raising issues that make you wonder, am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti dot com that’s marketmesuite n e t t i remember there’s, a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website, philanthropy dot com fund-raising fundamentals, the better way. Welcome back to big non-profit ideas for the other ninety five percent let’s do live listener love in the us? We’ve got multiple live listeners, but they’re yours. They’re masked. I don’t know, we don’t know even what state it is, i don’t and i don’t know why they’re mask that’s unusual but live listener love to our unidentified us listeners, and in japan we’ve got listeners tokyo, chiba and yokohama. Konnichi juana is more live listener love coming. Allison dorsey, thank you again for that generous offer, you’re welcome for non-profit radio listeners were so thrilled offering, but we’re looking for more people to try out the volunteer marketplace and get to connect with lengthened members looking to serve okay, three hundred twenty million and eighty six percent one of volunteers they are, yeah, metoo doesn’t wanna volunteer, and seventy eight percent want to be on a non-profit board it’s also pretty remarkable that is that’s outstanding and board connect. I hope we have time to talk about that. But we have covered that on another show before. Um okay, what are i mean, that’s? Another little thing? Yeah. It’s called it’s called job not volunteer opportunity. Right, so look for jobs don’t look for the window don’t look for the place to enter the volunteer opportunity will be called job well when you’re on non-profit darlington dot com it’ll say volunteer opportunity when you click over yet puts you into the job posting flow, and then when we send it to members that comes through in two ways. One lift your aa member who’s looking to volunteer, and you see all of your job recommendations from lengthen your right, they’re listed as jobs. The volunteer positions are mixed in with those based on your skills and interesting experience where we think you’d like to volunteer. And then if you are one of the members, think around six million now, something like that. Members who have added the volunteering causes field to your profile. We know that you have an extra interest in social causes, so we send you separate emails of just volunteer opportunities. Ok? We’re going to talk about that because i know you want you want non-profits to encourage their volunteers toe add that time were going absolutely. Get that. Okay. Um, what is cem cem common volunteer opportunities that you see, i think our most successful campaign so far has been around social impact managers. Sorry, social media managers. We see this all the time, especially on linked in, you know, a non-profit joints linked in, they set up a new company page, and now they need someone to help them manage that company page and post the right content and get more followers. And so that’s, our most common is people saying, okay, i need a volunteer to be my social media manager and also managed those those lesser twitter a secondary second responsibilities from social media yeah, way focus a fair amount on this show. Amy sample ward is the ceo of intend the non-profit technology and i heard her show with you last week. Yeah, she’s on every month talking she’s, our social media contributor is i know that that is a big difficulty. Big challenge for non-profits first deciding where to be you have to consider your resource is time and especially time and my right where to be and then how to keep that active what’s your advice around keeping the company page for a non-profit active what should we be doing? Yeah, i think the best thing to do is to distribute that responsibility so it’s good to have a social media manager who keeps track of everything and make sure that there’s enough content and that its content that’s engaging the followers. But it’s also really helpful tohave multiple people in the organization keeping this top of mind and either posting information themselves or funneling that information to that social media manager for them to post then the other thing is to post different types of content, you know, maybe a graph speaks to me, and i like to see data in that way, and maybe a video speaks to you, so having that variety of content forms so that different types of people can stay engaged with paige, we have to remember to there are lot of non-profits small and midsize that don’t have a social media manager, right? Maybe they have a volunteer if they’re lucky, but a lot of times it’s falling to the earth, person in charge of fundraising, director, development a lot of times, even smaller organizations, it could be falling on the executive director, right? So empowering others, including at those smaller organizations, the volunteers absolutely you encouraging an empowering feeding content? Right? Yeah. And i also think that it’s a great role for a volunteer tohave who’s. Not looking for a big commitment. If you say please post into my group around my company page every monday. You know, giving a really small role, teo, someone who wants to be involved with your organisation but doesn’t necessarily want to commit to being your overall social media manager. You mentioned opening up blogging now is that is that possible on the company pages so it’s on your individual account. So you posted and it links to your profile. And then what we see a lot of non-profits do is then post links to those on their company page. So if their executive director rhoda blogged, then they would link to it on the company page and is video a possibility there, too? Yes. Okay. In the volunteer opportunity section, i mentioned there’s a lot of resources. You got something from some advice from catching fire? Yeah. How to do the best. Ah, profile. Best volunteer opportunities. Profile. Yeah. There’s other resource is there? Yeah, absolutely. So catching fire provided a lot of those sample descriptions of skilled volunteer opportunities and they’ve been a really great partner of ours on the volunteer side and then bored source created sample postings on the board side because non-profits air frequently posting both board openings and volunteer partings. So those templates around there, and then we also have just kind of advice there, so separate from here is the template description is here’s how to make sure you’re representing yourself well on linked in, you want to have a strong company page so that when you write your volunteered job description, you’re linking over to that company page, and you’re keeping one centralized brand on lengthen. So a lot of those recommendations are on that site. The catch a fire ceo has been on the show. I know that, you know that too fantastic and following the show. Oh, yeah, cool. Not just saying that i don’t know what you really did. Look. Okay, let’s, talk about the this is interesting. The those profiles company profile pages for non-profits advice about keeping those up to date. I mean, aside from what you already mentioned and advice about maybe creating one if you don’t have one. Yeah, so that actually we got a lot of questions around. Should i have a profile for my organization? And yes, you absolutely should, but it should be a company page, so you don’t set up a separate account like a person instead, within your individual must take a lot of people make the page, they make a personal page because maybe company confuses them or you just don’t know, ok, but it should be, and i think it feels a little different to do it within your personal account, and so sometimes that throws people off. So once you’re within your personal account on the top of langton, there is a tab that says interests within that tab is the option for cos you follow, and when you’re looking at your list of companies you follow for other company pages, there’s also the option to create your own company page so that’s where you would do it, and then you would be the administrator of that company page. Okay, and how about advice on setting those up? Yes, so the setup process actually only takes about five minutes. You’re going to probably paste in information that you already have on your website about your mission and your values and your programs. And then i think images air really important. So usually i recommend tohave your logo be thie image that’s associated with that page whenever anyone links to it. And then you’ll also have the opportunity for a background image. So there i think it makes sense. Tohave, you know, smiling faces of the people you serve have it be really programmatic image and then post updates. That’s the best thing you could do is post updates there all the time. And i think a little known fact about most social networks is that the majority of actions taken on linked in our one member copying another member. So tony posts on update about non-profit who he follows, and then i go follow that company paid, too, because i trust tony and his instincts on which non-profits have content i’d want to see. So if you are just getting your company page going and you want more followers ah, great thing to do is to send the link to your company page out to your board, your volunteers, your other supporters and ask all of them to follow it. And then when they take that action and follow it, it will be shared with their network so everyone they know we’ll find out about your organization, okay? And that’s how your stream gets propagated out. Exactly. Okay, your page gets gets noticed. Okay, um, let’s see? Well, uh, you were encouraging. We also want to encourage hyre employees and our volunteers to take actions around our company page right kapin okay, we’ll start with the employees. What should they be doing? So your employees should to start with have strong linked in profile, so that that means is they have a photo. They have a summary. They have their experiences listed, and within their experiences they’ve listed you as their employer, and they’ve linked to your company page when they do that, so they’re selecting your name exactly as you have it on the company paid and then on your company page, it will show who all of your employees are. So those brands are linked, and they could also put the name of your organization within the list of organizations they support which just shows that they believe in your mission is organizations who support. Is that something you have to add or that’s by default on a profile? So that is within the volunteering causes field so you can choose to add that field, and when you’re setting up that field, you’ll be asked about thie organizations you support the cause you care about the ways in which you volunteer and how you’d like to volunteer in the future, and that one is really interesting to us or how you’d like to give of your time and talent. It’s actually, the first time we’ve asked a question on the profile so it’s, the first ford looking party, your profile where you get to eighty two percent so that’s from survey. So this new check box that says, how would you like to give your time and talent? You can check skilled volunteering or board service that has, i think around three million people who have checked that and it’s growing really rapidly every week, and so that’s part of why we’re so focused on getting mohr volunteer opportunities up on lengthen is to feed the demand from those professionals who are saying, hey, linked in, i’d like to serve you asked me if i would, and so now we’re we want to be ableto answer them and give them the right opportunities for them to fill in let’s, go to volunteers. What wish? What should be encouraged should we be encouraging our volunteers to do teo show their allegiance to the organization? So within that same section, they should be putting you on organizations they support, and they should be listing their volunteer experience within that field and again, linking over to your company paid so everyone knows that they’re volunteermatch your organization, and then they should be the most active proponents of your company page. They should be sharing your updates out with their network so their network knows that they care about this, and they’re keeping your mission and programs top of mind for all of the people that they know. And how does that how do they share? So when you post an update it they’ll see that on your company page. Yeah, and there’s just a share button on the update so they’ll share it out with their network. Any any unusual, weird volunteer opportunities that you’ve seen way see so many great ones. I don’t know if this is weird, but we our favorite story lately has been one warm our love story. They’re amazing. So one warm coat, i think, goes to that point of what you’re saying, you know, some small organizations don’t have a social media manager and might think that they don’t have time to do these things. And one warm coat is an all volunteer run organization where their board share sherry would has been so forward leading on all new tools. So when we launch boardmember connect, she joined it right away to use premium search to find boardmember sze. Then when we started testing out two years ago, what would it look like if we were to have volunteered board postings on lengthen? She volunteered to test those out, and then she found two new board members through these postings, and one was in seattle and was in texas. And this is ah, nationwide organization. So people aren’t in touch all the time, and she realized, you know, i really want to be able teo build community among my board members have a brain trust so that we can really set the strategic plan the next three, five years. And so let’s have a retreat and let’s get some volunteers who could be strategic planning consultants. Teo, facilitate those discussions managed the retreat really get us tto plan by the end. So she posted on linked in again. And she found this strategic planning consultant who said she would love teo volunteer her time during that weekend, and that she also want to bring in a friend of hers because he thought it needed to planner’s so they were amazing. They facilitated this whole retrieve they actually filmed themselves saying thank you for the opportunity and senate and dust, which was pretty cute. And, you know, sherry would the director of one warm coat, the chairwoman, one warm coat, one warm coat they collected and distributed four million coach last year. And it’s all volunteers. So i feel like if sheri and her volunteers have enough time to find a volunteer to manage their social media, really everyone khun take that opportunity because it doesn’t have to be you. It could be someone else who wants to volunteer their time. We have a couple of minutes let’s talk about the boardmember connect is the way of finding boardmember sze let’s, let’s remind listeners because its been many months or maybe even over a year since i’ve we’ve talked about this, and actually we have some updates since then. So one very exciting change on lengthen is that there’s a non-profit interest search fassett, this is a free search fast it available in everyone. Search experience on lengthen, and it allows you to identify those specific members that i was talking about who have checked the box, saying that they want to do skilled volunteering or serve on a non-profit board. So if you wanted to find someone in new york who has finance expertise and who is passionate about education and who wants to be on a board, you could select all of those facets within lincoln, search and find the hundred or two hundred or three hundred people that meet that criteria outstanding. Yeah, it allows you to tape a powerful, sir. Absolutely. You know, you could go from the three hundred and twenty six million lengthened members to drop down there going. Oh, yeah, all the time. But you could go from this huge pool where the huge pool is not really useful in and of itself. It’s. Only useful when we can take that pool down, teo the hundred or so that are exact members are going to talk to you. Okay, um, what do you love about the work? You do it, lincoln. I love the non-profits they’re using the tools we feel so lucky to get individual stories sent in all the time i managed our email aliases. So, like, i was saying, you can email volunteer marketplace that lengthen dot com that inbox gets so many great inbounds from non-profits saying, you know, i needed a logo and i knew i didn’t have money to pay for a logo, and then i found this volunteer on linkedin and here, check out the logo he designed for me. It’s so rewarding to hear how it’s actually working outstanding and the offer again is for ah, for free posting of volunteer opportunity, you email volunteermatch marketplace at lincoln dot com ilsen dorsey, it sounds like you’re going to be the one who sees the emails. I will, and then i’ll send you your free posting codes, okay? And mentioned non-profit radio, of course, in that important email. Thank you very much for being against. Yeah, thank you so much for having me. And i’m glad it worked. My pleasure. I’m glad it. Worked out that you’d come in the studio and you can find them again on twitter, follow at linked in four arabic number for good that linked in for good allison dorsey, thank you again. Yeah, thanks, tony. My pleasure, tony steak too, and stop talking at me are coming up first. Pursuant they’ve got another free resource for you it’s the donor pipeline report card it’ll help you evaluate the health of your pipeline spot possible weaknesses and you’re donorsearch i plein and help you spot areas of greatest opportunity it’s an infographic you’ll find it at pursuant dot com under resource is check that one out. We’ll be spelling spelling bees for non-profit fund-raising they’re not like the spelling bees that you are accustomed to through your years. They have live music and dancing and stand up comedy, and of course they’re raising money for your charity, and they weave spelling in there. Also take a look at the video ideal events for millennials the video is that we be ea spelling dot com now tony steak too! I’ve got a webinar coming up it is charity registration demystified it’s hosted by rally up, which isn’t all in one fund-raising platform rally up dot com i’m going to explain in plain language what this charity registration morass is all about so that you can get your organization properly registered in each state where you are soliciting donations like, why do you need to comply? What’s, what happens if you don’t? And how do you register and how to exemptions, work and one of the forms? And i’ll be taking questions, of course. Get those questions answered from you, it’s on october twenty fifth, it’s at one thirty eastern it’s free free webinar my video with a link to register for the webinar is at tony martignetti dot com. And that is tony’s take two now for quick, non spurious real time live listen, love podcast pleasantries and affiliate affections you know that all three of those go out last week i felt bad gave it a little short shrift. We ran out of time. I hate that it cost me nausea and wolber rig mus last week after that happened. So the live listener love the podcast pleasantries and the affiliate affections are going out to you. Here are vicky jones and christine use stop talking at me. Welcome to tony martignetti non-profit radio coverage of fund-raising day two thousand fourteen or in times square. New york city at the marriott marquis hotel. And with me now, are you, christine use and vicky jones. Christine is director of individual giving and external relations at the westchester medical center foundation. And vicky jones is planned giving officer weill cornell medical college. Ladies welcome. Thank you. Thank you, tony. Thank you for inviting your welcome. Glad to have you. Thank you very much. Your seminar topic is it’s all about communication. Vicki. Let’s, let’s. Start with you. Why? Let’s make it explicit? Why is communication so important? Well, it’s, especially important in the world of flynn of playing e-giving for many reasons, your donor may no longer be able to help you realize how the gift is to be allocated when the gift actually comes in. So communications and understanding that donor’s intent documenting that gift is very, very important. And, christine, what do we see non-profits not doing so well around communication? Well, i think communication is the key to relationship building. And i think that is really the basis for our line of work. Weigh have tio you. Know, build, strong, concise and really just heartfelt relationships and without good communication skills, you can’t do that. So and, you know, we’re we’re focusing on internal communication is that you’re focusing on the but in the office, correct. So in order to i think to have a strong outreach, you need a very strong to build a very strong infrastructure within the organization and that’s all based on communication and relationships. Okay, where do we get started with this? So take it. So so for me, i know we don’t we don’t do like volleyball. You talk for a few minutes, a few minutes, he took great. So i know for me a lot of times the challenge has been to build internal communications, internal relationships, and one of the i think i think the best way to start is just getting off your chair in your office and going around visiting the other departments that you need to work closely with developing strong relationships, inviting them out to lunch, making sure that you’re all on the same page, figuring out how you can help each other, how you can work together and i think it’s a lot of fun and one of the results i’ve had and i’m sure vicky would agree is, you know, when you leave in an organization you leave with all of those wonderful network, you know, that wonderful network and all those those contacts. Zoho so it’s, uh, not always necessary to just send an email to a colleague who maybe in the office next door cubicle down the hall we can actually get up on go talk to them? Absolutely yeah, email, email is so misrepresented or miss spread in many cases, people will read a tone into something that may not even be there. So i think that when you have communicated face-to-face is a good idea, and then just really saying it was great talking with you, i think this is a great plan and just reiterating what you decided to do based on those communications closer, very important and yeah, email texting i mean, haven’t we sort of lost the the art of face-to-face on dh, the joy of face-to-face i mean, isn’t it for me? I’m so much more pleasurable to have a conversation where i can see the person now a lot of times, it’s not feasible. But when it is when it’s just a walk down the hall, vicky, i mean, shouldn’t we take the walk? Oh, yeah, i think the walk. We have a lovely deep bass voice. Have you a radio trained or opera singer? I think i’m just coming back from either bronchitis or pneumonia, so i just got me on a good day. I got it perfectly. Uh, okay. Let’s, let’s, let’s, let’s. Go back. Christine, what are some strategies were beyond? You know what we talked about so far? And we have a good amount of time together. What else should be paying attention to internally? Well, i’ll just give you some examples of what i’ve done. And it’s been it’s been fairly successful so far. But, you know, basically again identifying the key department that you need to work with, figuring out how you can work together and making it attractive for them. So for instance, you know, just skip over. I know i’m in the world of health care, but in the world of education, admissions and advancement, if they can team up together, they can work together to pair alumni and incoming students and prospective parents and it’s. The most magical thing in the world and it’s so easy to dio but it’s just again, it’s just forming that relationship and we all know here that when relationships, they’re going arrive of the reason usually is because of communication, communication, breakdowns, miscommunication. So if we can really work on those skills and be very proactive, which i think is what we’re talking about, i think we can really change the landscape again building that internal network building the internal structure really speaks volume when you step outside of that institution and go out into the community and start spreading the good word about that institution. If you’ve got a strong network inside, it is amazing what you can do. You know, tony, one of the wonderful things about working at weill cornell medical college for thirteen years is that i’ve built a lot of relationships, not only with my donors, several physicians and faculty of the universe with the medical college, and we also because in dealing with playing, giving, you have to work with your director of operations. You have to also, in my particular case, work with cornell university’s, department of gift in trust, administration and when you work with somebody and in that function in so many different ways, you’re able to identify this, this is a problem, how are we going to be able to stop this from happening or re occurring in cannes? Come on, what are the steps that we can ensure that this one market and you have that relationship history so that you’re not only going to your colleagues when there’s a problem, but you have a long history of working together around problems, and i didn’t very smooth times that when a problem does develop, you’ve got that history behind treyz next-gen one of my favorite things to do, too. And now speaking more towards the medical side of it is just taking doctor’s out to coffee and identifying identifying what it is. They’re funding opportunities are what their hopes and dreams are. And then when you sit down and talk to donors and their expression, a certain wish to be apart, you know, have a philanthropic foot print at yours institution it’s really wonderful because you have all this knowledge in your head about the doctors and the researchers and what it is they want. Teo moved forward. With so i think a lot of what we’re talking about is just consciousness. You have to be conscious of deepening relationship, getting up from your chair, going to talk to colleagues, going to lunch with colleagues, it seems, you know so basic, but we’ve lost we’ve lost consciousness, i think about a lot of these things, tony, one of the things i’ve been working on in the past year is to try and break down the silos in playing e-giving there are many gift officers that i worked closely with that we’ll work together in meeting with a donor and discussing dinner situation with the donor on the telephone and meet with them together, and what i tried to do is i try to make sure that my colleague gets a shout out when any kind of playing gift happens, even if it comes through the annual phone let’s they perhaps somebody passed way. All right, this i always look at the donors giving history, and then i’ll say so and so passed away just received two hundred fifty thousand dollars through there, a state plan towards cancer research they gave for years to doctor and morris breast cancer. Research and i help the people that have been working in building the program know that they’ve been successful in a way they’re not maybe realizing so it’s, you know, it’s, it helps them build their understanding of playing, giving and make them a little more secure with concern. Among a lot of fundraisers is that if i give credit elsewhere, then i i’ve diminished my contribution to the to the to the gift you’re a plan to give the officer and you’re giving credit to the annual fund. A lot of people would think that, well, you know, now now my my vice president or directed development may not appreciate my role in that in that gift. How do we overcome that thinking what i try to do is they try and save this is, you know, i laugh and i told people i don’t get paid commission, so it really doesn’t matter, but what i want to do is to show a serious building relationships of working with gift officers, working in collaboration, you know, we’re trying to say that as gift officers, major gift officers working with our donors, we want to be able to tell them. Yes, i have thought about maybe, including will. I want my gift officers to work with me on a one to one level so that they can hear me saying to the donor, oh, i’m sorry. I have to ask to stay a couple of questions. I hope they’re not too sensitive, and that reassures the gift officers and understanding and feeling a little more comfortable themselves in approaching this questions. So as far as getting credit are, we’re working towards making metrics for our major gift officers and principal gift officers that they work her assist on a plank after two or three within a quarter. But where is beginning to incorporating that by incorporating that, we’re encouraging people to work together. More clap, christine is there. Is there another thought that you might have around? Measuring employees methods of collaboration so that it sort of becomes part of their their formal evaluation process. Well, one of my experiences just recently, too, has been that when you collaborate, it really inspires you to think outside of the box so normally funding sources that everyone thinks about, you know, again, we’re all sort of going after those individual donors, you know, corpse and found things like that. And recently, just sitting in a meeting and i heard a doctor give a presentation, and it reminded me of the research that was going on at a pharmaceutical company, not too far away from where we’re located. So it’s sort of opened up my creative juices, teo, maybe start talking, having talks with that pharmaceutical company to underwrite some of the research that we were doing. That really was a great match. And so i was able to work with the doctor, other team members. So we have team members on our development staff at our corpse and founds the, you know, corporate relations. So we were able to really pull in my individual giving experience with corpse and found with the doctor in the researcher and then the senior staff. And it was it was. It was an incredible collaboration, and it’s been very successful. So i love the way that vicky talks to collaboration and how important it is and how it’s being measured. But what i think the part that really astounds me is the amount of just ingenuity that is a result of, you know, innovativeness, that’s, a result of that collaboration. Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from stand up comedy tv spots and exclusive interviews catch guests like seth gordon. Craig newmark, the founder of craigslist marquis of eco enterprises, charles best from donors choose dot org’s aria finger, do something that worked. And naomi levine from new york universities heimans center on philantech tony tweets to, he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard. You can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guests directly. To sign up, visit the facebook page for tony martignetti dot com. I’m dana ostomel, ceo of deposit, a gift. And you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Yeah. I think you’re doing a lot of nodding. Oh, yeah, yeah. That’s what i love about playing giving its i used to joke around with one of my former directors and i said, it’s kind of like mcdonalds too. You want deal number one don’t number to remember three it’s like once you get together with your donor and you’re talking about what are they interested in? Then you start thinking there’s a project and you know, how much money do they think they could do? Do they realize they could stretch it out over five years? Do they realize that they might be able to create a chair? Believe trust that could provide a income for their child and at the same time provide a societal gift to the medical college? You know, those air, the exciting things, and i think that when everybody starts talking about possibilities that’s, what’s amazing that deal one, two and three also reminds me of monty hall let’s make a deal. I was i was on let’s make a deal in my early twenties, like a deal. What was your costume? I’ve had a green cut out a piece of carpet and my sign said, monty, don’t be a jerk. Let’s. Make a deal. Don’t be a girl. There’s a there’s a deal and let’s make a deal. You don’t say let’s. Make a deal. Did you let’s make a deal? Oh, you did, d i don’t know don’t know. Don’t be a girl, let’s make a deal. Correct. Did monty pick you? I did get picked by you. Did you? Did you indeed a rubber band or a paper clip or something? That he was? I’ll give five dollars for the next rumor mill. I was offered door number one, two and three. And how did you do? I did. Well, i walked away with twenty five thousand dollars. Oh, my goodness. No kidding. That’s well and yeah, that’s. Outstanding. Yeah, about it in a box in new york candy bars. Go figure it’s better than a case of canned squid behind door number three. You got the song? So that was the big deal. You want the big deal? You know, it was more the first deal of the day. Oh, it wasn’t even the deal. Did he ask you if you wanted to trade your oh, yeah, traded every door. But you didn’t. You didn’t trade, you know, i think that’s where i got my first experience. And looking at playing, giving, like, do i really want to do this? Or how about that, eh? So you held on. You held on to your twenty five thousand dollar deal, has spent it quickly. How cool! Glad i mentioned it, by the way. You know, the lights overhead lights went out martignetti non-profit radio with casey crown, the lights are our lights never damn way. Go right through. That doesn’t matter here, uh, bring on the earthquake. No earthquake coming now don’t don’t. Okay, what else? Communications your seminar description. It’s all about communication. You mentioned events. Things can go wrong. Miscommunications around events. Somebody have a story about that or something admonition or something like a bout of each one of us are doing as a certain topic. I’m sure that both christine and i could talk about snappers and events, a lot of them, but we’re actually today i’m the one i’m going to be talking with. The workshop i’m goingto be leading is called dahna a donor disease in a doctor on what we’re going to be doing this. We’re gonna be talking about how a donor came and decided he wanted to support huntington’s research and he wanted to be with one of our top physicians that was doing research in that department. And then we’re going to talk about communications that happened involving that deal of you know what? He wanted to find and this makes the snafu who’s with this started with the fact that he was talking with the director of playing giving at new york presbyterian hospital. Many of you and our donors also were confused as to what’s new york presbyterian hospital while cornell medical center. Well, talk about communications mean, now, that’s not your department is branding and marketing, but that is that is there absolutely right? That is critical. There’s a lot of misunderstanding just in the general population of new york city. Where the heck newyork presbyterian, weill cornell and begin well, it’s a wonderful partnership, but what happens is when we’re working with their donors, we really have to listen to what they’re talking about supporting in this particular case, the the donor met with the director of playing, giving and the head of the department, and they did a little walk through, and the doctor discussed the kind of research he was doing on the donor was in love with everything that was going on and said, this is great, i want include something in my estate plan. I want to find an assistant professorship or maybe a full professorship. And at that point, the director of playing e-giving for new york presbyterian hospital went, i’m gonna have to give you to the medical college because the professorships air with college, because so so we have a collaborative work. Exactly. So he introduced me to the diner, and we put together a suggested request language for the the donor to help achieve his goal. Okay, in a collaboration, well, you know, actually, we could he handed it off to me because you can’t after that point wants to realize with gift is really going to benefit another organization, you know, you know, it’s professional e-giving professionals, we all have unethical standard. We have toe here too. And so, you know, knowing that professorship was, you know, through the medical college, he knew he couldn’t facilitate the gift any kindly directed the donor in the right direction. Christine, what is what are you sharing? So basically, i’m talking about something that mickey mentioned earlier about the silo ing and give you a quick example in the educational arena that i used to work in. And just, you know, just this morning i had a a meeting with a donor i had been trying to get a meeting with for nine months, and the key to the meeting was the chaplaincy at the hospital chaplain, one of the chaplains of the hospital, she this particular dahna was very connected to him personally, and it was because of that relationship, and i was able to get the meaning and working with him in collaboration. So here i am fundraiser working with chaplin, teo teo, just educate the donor, thank the donor for their gift and then to educate the donor on the programs that are coming up to see if there was anything she’d be interested in funding in the future and, you know, it’s like magic, i think you know, vicky would agree. It’s it’s, amazing when you have those internal relationships and those collaborations, the strength of your meeting is phenomenal, and i think that really shines through to the donor. So you’re really presenting a well unified well, educate, you know, you’re you’re well educated, your unified and i think it just presents a great picture to the donor and you feel the key to those relationships is communication. Absolutely so i’m one teo always get up from my chair. And, you know, walk to somebody’s office or walk around the hospital or, you know, go and visit a physician, i think the best place to have those informal meetings in the cafeteria and the coffee shop and those air sometimes some of my best meetings internally just catching up with people, finding out how they’re doing, you know, finding out what they did on the weekend and and all that time you’re building those great, trusting relationships internally, look, you’ll be doing a lot of nodding, yeah, because it’s that’s a wonderful thing i love is that love building relations it’s just it’s always i’ve always been a people person, you know? In addition to being fine getting officer welcomed a medical college, i’m also the president of the philanthropic planning group of greater new york, and what i really like about that organization is the closeness of the relationship between playing, giving people throughout the entire community. Um, you know, it’s, it’s, great tohave relationships that build over the years, one of the things that we know by staffing donors and since i’ve been there for thirteen years, it’s really quite unusual in the non for-profit world is that unfortunately, i’ve seen some of my gifts become realized, but i’ve developed relationships with my donors who at one time wanted to make a gift for cancer research because they knew somebody who had cancer. And then what happened is they learned about stem cell or the geo gnome, and they’re so excited about the science that’s happening today they’re like, oh, thank you. Tell me more about this what’s going on with that, and they wanted that, you know, our donors really want to know more about basic science and about what are we doing and how you’re curing diseases? And what do you mean some forms of lin former now curable? They’re very excited they have this huge, you know, diversion of interest. Now what’s the lesson in communications, you have to keep fluid, because usually what happens in the medical institution? Our gift officers work in either neural cancer. They work in pods, surgery, breaking down those silos right your earlier in christine’s. Exactly, because even though you’re you have a cancer donor-centric might change, but it’s building the relationship with a donor that you’re able to really truly understand, you got to get outside your own world. Exactly. Ladies, we have to leave it there. Thank you very much. Thanks, danny. My pleasure. Christine hughes, director of individual giving, an external relations at westchester medical center foundation and vicky jones, planned e-giving officer for weill cornell medical college. Thanks again. Thanks. Thanks much pleasure listening to tony martignetti non-profit radio coverage of fund-raising day two thousand fourteen. Next week. Have i ever let you down? I won’t. Again. Professor eugene fram returns with his new book going for impact the non-profit director’s essential guide book. If you missed any part of today’s show, find it on tony martignetti dot com, i beseech you, responsive by pursuant online tools for small and midsize non-profits data driven and technology enabled, and by we be spelling supercool spelling bee fundraisers. We be spelling dot com. Our creative producers. Claire miree half sam liebowitz is a line producer. Gavin dollars are am and fm outreach director shows social media is by susan chavez. And this great music is by scott stein be with me next week for non-profit radio big non-profit ideas for the other ninety five percent. Go out and be great. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark insights orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing so you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to dio they have xbox, they have tv, they have their cell phones. Me dar is the founder of idealist took two or three years for foundation staff to sort of dane toe add an email address card. It was like it was phone. This email thing is fired-up that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of offline as it were on dh and no two exchanges of brownies and visits and physical gift. Mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell. You put money in a situation and invested and expected to grow and savvy advice for success from eric sacristan. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.

Nonprofit Radio for October 14, 2016: Unpaid Interns & Social Appreciation

Big Nonprofit Ideas for the Other 95%

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Gene Takagi: Unpaid Interns

Gene Takagi

There’s new law on this and it’s pretty good news for nonprofits that use interns. But there are questions depending where you’re located. Gene Takagi explains the ins-and-outs. He’s our legal contributor and principal of NEO, the Nonprofit & Exempt Organizations law group.

 

 

Amy Sample Ward: Social Appreciation

Amy Sample Ward

We look at social engagement for member appreciation or your donor campaign that doesn’t include an ask. Amy Sample Ward is our social media contributor and CEO of NTEN, the Nonprofit Technology Network. (Originally aired December 12, 2014.)

 

 


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Hello and welcome to tourney martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. My voice is cracked now that uh oh, you know that i’m glad you’re with me. I’d be stricken with duodenal atresia if i had to digest the idea that you missed today’s show unpaid interns there’s new law on this and it’s pretty good news for non-profits that use interns, but there are questions depending where you’re located. Jean takagi explains the ins and outs he’s, our legal contributor and principle of neo, the non-profit and exempt organizations, law group and social appreciation. We look at social engagement for member appreciation or your donor campaign that doesn’t include an ask amy sample ward is our social media contributor and ceo of n ten, the non-profit technology network that originally aired on december twelve to twenty fourteen on tony’s take two i cracked again to twelve years old, thirteen years old. Oh, tony, say to trump and and tc videos we’re sponsored by pursuant full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com and by we be spelling super cool spelling bee. Fundraisers, we be spelling dot com. Jean takagi is with me. Very glad of that. Glad he’s back. You know him? He’s, the managing attorney of neo, the non-profit and exempt organizations law group in san francisco. He edits that popular non-profit law block dot com. And he is the american bar association’s twenty six eckstine outstanding. Non-profit lawyer he’s at g tak. Welcome. Outstanding non-profit lawyer. Hey, welcome. Outstanding non-profit radio broadcaster. How are you? I’m great. Thank you very much. Thank you very much. I don’t know. Have you been live? Yeah, you have. You’ve been live since since you got this outstanding non-profit lawyer award. Yes, once or maybe twice. But yes. So it is not the first that listeners they’re hearing it, but it bears repeating until twenty seventeen and then it’s old news and you’ll have to re apply, i guess. Hey, guess but this is my first time i hit the first lot of your show. So i’m honored. Was this the first time you’re in the first half? Is that right the first time? Oh, ok. That was not intentional. Well, see, these are the perks that come with being the american bar. Association outstanding. Non-profit lawyer during the’s the perks that come with it now twenty seventeen, we’ll be back down in the aisle. Squeeze you into tony’s. Take two. You get a minute and a half. Okay. No, not at all. Not at all. I love having you. You’re our longest running. You know, we’ve talked about this every every every july when there’s an anniversary, the show we talked about this, you’re the longest standing contributor, so by no means denigrate that. All right, we are we are talking about you have unpaid interns. So, um, i want to set the stage a little bit altum in in august, there’s a federal court in new york that applied a new test to dismiss an intern’s lawsuit against the hearst corporation. And just parenthetically, i think he or she is now screwed in that career that they’d better go back to school and major in something different because their their name is dirt in whatever they’re they’re majoring in now. But any case that was august and then there’s a federal court down south in that covers alabama, florida and georgia that applied that same new test uh, which we’re going to get through all this, but but the rest of the country is a little uncertain. So i just want to set the stage for you to explain to us, um what? What is the what is the problem here with non-profits and volunteer interns? Sure. So maybe if i if i take a step back to tony, you know there are employees and there are volunteers, and if your employees, you’re paid in your subject to, like, wage and hour laws and all of the rest, right? So everybody knows that and non-profits especially charitable non-profits often rely on their volunteers very heavily, and volunteers are so so important to so many non-profits, but it becomes a little bit tricky when non-profits decide they want to pay their volunteers. You know what they might call a stipend and it’s really important to determine whether by paying the volunteer, you’ve actually converted them from being a volunteer into a worker who’s paid right, which might typically be an employee. This is when you triggered all the employment, right? This is similar to what you and i have talked about with independent contractors just because you label someone an independent contractor. Or a volunteer or an intern doesn’t make it. So exactly so the legal definition. So, i mean, you know, part of you know what a non-profit might do is if somebody like that person in the hurst case said, hey, you know, you called me an intern or a volunteer, but i’m not on. I actually have gotten some sort of payments. I should be treated as an employee and, you know, the subject, all of deals, employee rights, i should be able to exercise them well, it’s not the label that created. So perhaps they have a case and there was enough of the case, and i think it might have been a class action or just multiple plaintiff sex bob um, in that case, but so labeling them a volunteer or intern, but giving them a payment might make them an employee. And so that’s, what you have to be careful of and the fallback position before all of these new cases, we have some guidance from the federal department of labor, and they just gave us a sixth element tests, and we’re not going to go through them all. But basically the internship experience has got to be for the benefit of the interns and one of the factors and that test is that the employer that provides the training can derive no immediate advantage from the activities of the interns. Yeah, and that’s a really tough criteria to place. So you’re you’re taking on an intern, you’re supposed to train them, you’re not supposed to displace any regular employees that you have, so they’re not just, like, take the role of an employee. It’s got to be for their benefit and in in that department of labor guidance which still serves most of the country the employer khun derive no immediate advantage. So it’s like that the intern can actually benefit your business, right? Not even not even marginally. Now you have the you have the six that are standing throughout big parts of the country and, well, all in detail at non-profit law block dot com. So yeah, why don’t we put in the more references in there? I hid some of them until we do this. I saw that you had your very clever. I really appreciated that you people need to goto non-profit law block dot com if they never have but and go back if you have been. But yes, you said, you know what advice for the future chicken after the show, we’ll add it after the show and you said what’s the current state or, you know, what’s new what’s the new trend checking after the show. So you you kept i love that. Thank you very much for doing that. I was really i wanted to comment, but you had comments blocked you had you don’t allow it. You don’t know your allow free discourse on on your on your block. Did you know that is that it started to become a trend on on that elearning perhaps we could talk about that another day, but we sort of get off track with the comments. Uh, really good political in every oh, jeez. Okay. Okay. I understand. All right, so but i did want to comment, but alright, so, yeah, the the this longstanding department of labor, the six test, the sixth element test, and then the different one is the new one is seven elements yet was very weighted to the in favor of the internet and against the employer. Basically is what i saw in those six yeah, well, it definitely could be read that way. Much of this is the same actually in the new test, but the big difference is that the employer can derive no immediate advantage is not in the news and it’s. More of the new one is, uh, more of a balance versus the old one. Or maybe current in a lot of places. The six elements you had to meet all six. Yeah, versus the new one is a balance. Or were more flexibility. Okay, i think i feel like we’ve done a lot of teasing the listeners we’re going, we’re going to flush it all that, you know, you know, you know what? We’re not gonna let you down, you know that? All right, we got to take our first break, gene. And this is what happens when you’re when you’re in the first segment. There’s early break. But then we get a long stretch together, so stay with us. You’re tuned to non-profit radio tony martignetti also hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a quick ten minute burst of fund-raising insights published once a month. Tony’s guests are expert in crowdfunding mobile giving event fund-raising direct mail and donor cultivation really all the fund-raising issues that make you wonder, am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti dot com that’s marketmesuite n e t t i remember there’s, a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website, philanthropy dot com fund-raising fundamentals, the better way. Welcome back to big non-profit ideas for the other ninety five percent. I feel like doing some live listener love good. Jean, if you will indulge me, let’s, let’s, start abroad and ah, actually, let’s, let’s start in japan. Gene. Gene, you do you speak japanese? Gene schoolauction okay, i guess. I mean, that means a little bit. Okay. Okay. Well, i we say konnichi wa am i? Am i pronouncing that correctly? Like you are very close. Cooney is that better? Yeah, that was better. Okay, um, i exaggerating it or is that good? Well, we’re got it. Okay, thank you very much. Ok. Last time you’re in the first segment. That’s the end. Of course we have listeners from japan, but we can’t see your city today. For some reason, cities are masked and same thing in career we cant do you routinely can see cities but korea? Of course, on your haserot comes ham, nida and mexico city mexico bueno, star days. Glad you’re with me in mexico city. I love mexico city’s very nice. I’ve been through there a couple times norway again we can’t see your city but norway welcome live listen love to you and the philippines philippines live! Listen, are left to you that’s a new one? Do i think i’m not sure you’ve been with us before? Beijing is with us always so gracious multiple in beijing ni hao and also san juan, puerto rico would that be a way to start? Is also a way to start is, of course, san juan wellcome back here in the u, s, brooklyn, new york and new york, new york love it, love it! Brooklyn, new york in new york, new york live! Listen love to you st louis, missouri and garfield, new jersey look at this, i love it! And uh oh, late, late check in changsha, china also? Well, of course you get knee how as well for the doesn’t matter late chicken glad you’re with us in changsha and also las vegas, nevada to get some new ones garfield, new jersey brand new lovett and las vegas. I’m not sure you’ve been with us before, okay, we’re going to do the of course with live listen, i’ve got to have the podcast pleasantries and affiliate affections, but i’m gonna divide them up today. I’m feeling avant garde so those air to come. I never forgot coming. Okay, jean thank you for for hanging in there with me. Well, i get verbose, but it’s thanks. It’s. Gratitude, i think. It’s well placed verbosity. All right. Okay, so we are. We were talking about the difference between the two tests. The longstanding six elements all had to be met versus the newer one. The seven elements more balanced and s o fairer. I thought in my that’s being very subjective but in my opinion seemed fairer and friendlier to employees. Employers sorry, friendly to employers. So, um, let’s let’s talk about the newer because you summarized and again, the details are all a non-profit law block, dot com let’s talk about some details of the newer test that that got applied just in in august. It came from last year, though, right? Yeah, it originated. So for lawyers out out there, i’m probably very few. But the appellate chords sort of determined the law because a different district court might be on different sides of and then the powered court takes it and says, this is what everybody lower than us have to abide by and and the hearst corporation case with the lower court that applied the new tests that came from the second circuit, which includes new york, connecticut in vermont. So that’s, the appellate court that covers all those three states, they came down with a case called glad versus fox searchlight pictures. And i only bring that up because that’s the black swan case if anybody saw the portman movie oh, yeah, was he was based on an intern claim from from that project. So the second circuit said that hey, the department of labor test that’s not the approach we should use anymore. They actually said the approach we adopt reflects the central feature of the modern internship, which is the relationship between the internship and the interns formal education. And they said no six elements of which all of need to be met. Aziz said before it’s seven factors that were going away and the whole idea behind this is who benefits more the employer or the intern. Okay, so there’s the balance we get, we get the way a bunch of factors and see how how each of them comes out. Is that it? Basically, yeah. And that’s the modern approach not saying the employer can’t derive any benefit, which is the department of labor test, but saying, who benefits more the employer or the intern now, is this, uh, is this an an example for people who think that our courts are activists? Now we’re getting political, i don’t do politics, so we’re not going. I’m not going to give my opinion, but ah, of whether this appropriate or not, but this and this this is basically court made law, right? Because it’s the appellate court superseding a longstanding department of labor so executive branch test yeah, and, you know, the laws are either made by our legislatures or they’re made by our administrative edges agencies, they’re executive agencies, but if the you know legislature, does it there’s a lot of discussion, a lot of lawyers involved the administrative agencies khun do it just like that, right? So they create regulations that fall within the rules, and they’re trying to interpret them and it’s only through the court that we understand how to interpret their regulations and whether there are regulations are actually constitutional are consistent with the loss of this is the balance and check to the regulations and basically here we’re balancing the department of labor’s. Right. To create the tests and say that this is this is what the statute really contemplating. Okay. All right. So one one person’s balance of oven executive. Ah, executive regulations would be another person’s arbitrary lawmaking by courts. So there’s, the there’s, the two sides. And then we leave it there because this is not a political show. Okay, um, activist activist courts. Okay, so let’s, talk about the seventy seven factors in this balancing test. Um, on go. They all start with the extent to which so there’s your balance. You balancing phrase? Glad jean, once you get started. Sure. So the first is that both the intern and the employer clearly understand that there’s no expectation of compensation. So both parties no it’s, a volunteer position. And if there’s a stipend paid, you know, that’s that’s above and beyond what was expected, the expectation is no compensation. Okay? And it is a stipend that is in aa compensation for expenses that are that are paid out by the intern. Is that the stipend? Well, the stipend can actually even be a payment. Well, it could be a reimbursement for what the internist spending on. Their own, like, you know, the even transportation expectation, right? Commuting or the stipend could just be kind of saying, hey, you know, we know you’re working here for free, and we’d actually can’t afford to keep you as an employer, and we’re going to make sure that we fall within the department of labor’s or the court idea of an intern, and we’re going to give you some money. It might be five hundred dollars for the month, for example, and an employee minimum wage would be a lot higher than that. But you’re allowed to give entrance stipends within reason of longer. They really are unpaid interns and under these guidelines yeah. Okay, again, this is one factor out of seven. So a stipend is not going to kill it, but not like the old test where all six elements had to have been met. Correct. Okay. Okay. All right. So cool. All right. So you could give a reasonable stipend, a song that doesn’t look like a salary. Correct. Okay, okay. All right. What else we got there? So we got to that. That the internship actually have to provide training. That’s going to be similar to? The type of educational training that they would get in an educational environment, like, like in the school or in the clinic or something like that. So it’s inside a real life location, working location, but it’s still going to be a training element that’s really important, which makes sense. Okay, in addition to that, it’s got to be tied. The internship has got to be tied to the interns formal education program. So there’s got to be some sort of integrated coursework or the internet’s got to receive academic credit for it. Okay, now this is the second one about the the training similar to that which would be given an educational environment that seems like i don’t know is that? Is that common? I mean, i’m out of the workforce. I mean, i i i’m i’m unemployable, nobody would hire me. I’d be too much. I’d be way too much trouble. Way too many headaches. I’d be a you don’t want me, so i’m out of this. Is that pretty common? Like there is formal training sessions in an internship besides doing the day to day work? Yeah, you know, we would recommend that that be the case. It doesn’t. It doesn’t have to be like every day, and it doesn’t have to be like, you know, five hours of the eight hours that they might work. But there has to be. There should be a training element again. It’s, it’s, it’s. Not absolutely required, it’s part of the balancing test. But having a training programme is a really good tip. Okay. Okay. And then, uh, the extent to which it’s tied to the interns formal education program. So you have that might be, you know more about the class that they’re in. You know, they might write a paper about their experience at the internship. That would be integrated course work. Or they could just receive academic credits. Instead of taking a class or a clinic at school. They might just get credit for serving as an intern at a particular non-profit. Oh, well, that’s. Very common, right? I think the school credit comment. Yeah. That’s ah, it’s something that would be very important. Teo, incorporate. Okay. If you had a client, you would recommend that their interns air getting academic credit for the work they’re doing. Yeah. Or at least having their coursework recognized that they are interning at a particular non-profit and that they’re completing some sort of assignment related to that. Okay, okay. Actually, i said if you had a client, i didn’t mean to suggest that gene takagi sze practice has no clients. That’s, not the case as you are counseling your many, many clients, you would recommend what i just said. Okay, um, all right, let me i mean, i’m going to read one. I feel i feel like meeting, um, the extent to which the internship accommodates the interns academic commitment by corresponding to the to the calendar. So you gotta weave this within. What? What the intern is doing over over at their university. Right? So you don’t want to go. Hey, i know you have a class between nine and three on monday, but we’ve got work needs. You better come out here or you’re gonna lose your job. You can’t do that. Okay. Very bad. Alright, so so the employer really does need to be working with the the academic institution. Whatever is, i mean, it could be a high school, too. I suppose there needs to be a lot of coordination. It seems like yeah. Or the intern has got got to represent what their schedule is, and the employers got to accommodate that. Okay. Okay. Sorry. That’s a good one. All right. Um go ahead. You go. You go now. Okay. What about some pictures? I don’t know. Then the next one is extent to which the internships duration is limited to the period in which they’re receiving this beneficial learning. So you can’t have an intern for five years. Who’s not learning anything beyond the first six months. It’s tied to the learning again. The primary beneficiary is the intern, not the employer. Okay, the duration should be limited. Okay? And should it be limited to the to the academic calendar year like that way? Well, it might be limited depending upon what you’re tying it to see if it’s tied to just one course, it might be limited to that course. It often is limited to the summer in between, you know, the fall and the spring semester. So, it’s, just you want to make sure that they’re learning during that period and it doesn’t look like if i could jump to the next one. I’m going to take your place and let you take the last of it doesn’t displace a paid employees jobs, you’re not just taking a paid employee position and saying, hey, we don’t have an administrative assistant for this program. We really need one, but we can’t afford one what’s hired an intern on ben, train them for two days on howto answer the phone and make copies and then let them work, you know, for a year doing right, right? Right now now if if you were challenged, if the non-profit was challenged, how would it demonstrate that one that it wasn’t displacing an employee? How would you how would you go about defending yourself about that? I think you would say that you know what? We designed an internship program in advance? We did not fill a whole unemployment hole with just somebody that we hired on just called them an intern. There was a training program that we created and established in advance with thoughtfulness to make sure that they’re learning in this program. Andi put them in this position for this limited period of time, i think that’s how you show that it wasn’t intended to displace any employees on its intended to compliment on dh, you know, for their learning. Okay, okay. Cool. All right, you go ahead with last night. You’re the guest, please. Okay, so that the last one seventh factor is extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job. So it’s not like intern for us for the summer and we will guarantee you are we will strongly consider you for a job in the fall when we’re hiring for full time positions. So as your screening in turns on daz, you’re negotiating whether they’re going to come on or not, you don’t want to be emailing or saying the wrong things. Yeah, and, you know, they might really have a leg up legitimately have a leg up when you’re hiring for a full time position in the fall, because now they have a bunch of experience, but you don’t want that to be the basis, and you don’t want to entitle them to it, so they shouldn’t have the expectation that just because i intern, i’m automatically. I’m going to have this job now. Suppose someone in the organization e mails to the potential intern during the hiring process ah, you we always give our interns preference in employment at the end of the internship. How does that how does that sound to you? Yeah, it sounds like it was the gate. The factors in the balancing test thinks so, yeah, it wouldn’t be a great fact, but by itself, it probably isn’t gonna like kill them. You know that the argument that they’re not ok, but it doesn’t help so better to do things that that help your employer than rather than don’t help or, you know, neutral. So stay away from promises or preferences or anything like that of a job after your internship. Yeah, we want to stress like this is a great learning experience for you, and we’ve designed it to be a learning experience for you that the email you want. Okay, okay, now i’m not sure we made this clear, but i want to that the maybe it’s absurd and everything that we did say so the so these seven factors is balancing test. We know that this would apply in the areas that are covered by the two, the two, the two courts in new york and connecticut and vermont, because that would be a second, that concert like a second circuit. And we know that that they seemed the same. Seven apply in alabama, florida and georgia because that’s the eleven eleven intricate. Which also said that hey, when they considered in a case on appeal, they said that tests the second circuit test. Sounds right toe. Okay, so that’s for those six states that leaves forty four states wear those forty for if you’re not in one of those six. So the best guidance they have is the department of laborers. Six element. Okay, but that still has wide application in every other state. Yes. Okay, but what if a ah, now what supposed case arises in one of those other forty four states and that and the courts in that circuit or state decide we we are also going to take this second circuit seven factor balancing test. And even though you were relying on the department of labor, we are telling our region that it’s the newer test that applies from the second circuit, then the organization will be screwed. Yeah, they might be if there is, there isn’t a higher court in those other states. Those forty for other states. If there isn’t a higher court opinion that says the department of labor test is the one that you have to use, which probably for most jurisdictions, there isn’t that decision. So right? Because so long that was into court to say, hey, we’re going to use the second circuit test tube. This is more modern sounds more fair to us and then it’s upto sort of the higher court to decide whether you know, and they’ll only take it if one of the parties appeals. So, uh, if it’s been non-profit lost on it, and then you know, the lower court said, hey, this is an employee, we use the department of labor standards, the non-profit if it wants to pay a lot of money to go to an appellate court, i could say, hey, we’re going to take it up and fight this and see if your hyre court will say, no, we should apply the second circuit test, too. Mmm. Okay, so i’m feeling bad for the people in. Well, i won’t. I won’t list the forty four states, but like my friends in wyoming and indiana and iowa and let’s, see who? Else is listening live. Wait, let’s. See nevada? Well, listeners, we got listeners in nevada and missouri and no new jersey. New york. You’re covered florida. Oh, monica lee is with us in florida, chicago, illinois. Our friends in illinois. Well, i’ve listened love to each of those places. By the way, what do we tell them? I know you’ve got advice. Yeah. So, you know, this would apply to every whatever job. Okay, this is advice for all fifty. Okay. Oh, even better. I better get a signed writing. First of all that when you hire an unpaid intern that there’s an understanding in writing that this is an unpaid position. And we talked about developing the position as a learning experience ahead of time and then filling it, not the other way around. Throw in some educational sessions during the time that might not be. Might be one a week, for example, where they get, you know, learning it could be a videotape or an online presentation or in person training by supervisors and you, like your supervisors are also paid on the difference. Are also trained on the differences of managing an intern versus managing an employee. Is going to want to do that differently, including on enforcing likes scheduling and accomodating school schedules and emphasizing the education rather than giving them a lot of menial work that didn’t actually result in any academic o our educational benefits. Okay, gene, the intern let’s. Let’s. Go back to the one right before the the educational sessions. You like them to be unrelated to the the interns day to day work. Yeah, well, not unrelated, but they should be separated out. So maybe at the end of the day, there’s an hour and you do this once a week and say, hey, what do we learn from all of our, you know, your work experience today, you know, if it was mechanical, whether it was, you know, counting, background or program management. Like what did you learn that, you know, let’s, you know, write me an essay and let’s discuss it or let’s, just, you know, hash it out. And as the supervisor of the trainer in this case could could tell them what their perspectives are and what they should be looking for, how to help their clients the best so there’s a lot more into it than just sort of doing the practical work. Okay, okay, we have just about a minute and a half left just enough time for the remainder of your advice for doesn’t matter what state you’re in. Sure, so require proof of academic credit eligibility so you don’t have to sort of do it at the back and to make sure that they actually got the academic credit but require that they’re going to be offered academic credit. Okay for the internship. Okay in-kind assess and limit their their operational duties that day to day stuff. That’s really menial again? It doesn’t mean that they can’t make copies and get coffee for you, but if that’s a big part of their job, then you’ve got a problem there. Limit the length of the intern relationship. I think the last thing i want to say is and for foundation president darren walker wrote an opinion in the new york times a few months ago, you know, saying that the internships are not a privilege, and it made a strong case for paying interns and providing a handup and not, you know, treating it as a handout, so if you do that, if you start paying your interns. You’ve got to be careful that you haven’t made them employees, so make sure that you know the department of labor guidelines, and if you’re in one of the second our eleventh circuit’s st make sure you’re familiar with those guys, flint, and we’ll have it up on our block that well, you want to go back? Well, they’re familiar now because we just talked about it in detail. Yeah, okay, but yes, more detail at non-profit law blogged dot com which you should be subscribing to and reading regularly and followed jean on twitter at g attack jean thank you very, very much. Thanks, tony. My pleasure. Pleasure having you in the first segment. Social appreciation coming up with amy sample ward first. Pursuant, they have another free webinar this time it’s on donor acquisition proven techniques to add new names to your file acquisition examples for every budget. And they’ll have strategies to convert mere impressions into new donors. Impressions with your organization this is on thursday, october nineteenth at one o’clock eastern email me tony tony martignetti dot com and i will send you the registration link. And if you can’t make that it will be archived because i know a lot of our affiliate stations may be playing this after thursday, the nineteenth we have you covered, email me again, tony attorney martignetti dot com and i will connect you with the with the archive so you listeners are covered. I got you, i got your back don’t worry about that. Um, that’s pursuant and they are at pursuant dot com to check out that webinar, we’ll be spelling spelling bees for non-profit fund-raising these are ideal for bringing millennials into your organizations work not like any other spelling bee you’ve been a part of or you’ve seen check out their video, which includes clips from events, and you’ll see that there’s music and dancing and stand up comedy and fund-raising and spelling as well, ideal millennial events. The video is that we be ea spelling dot com now, tony, take to you may have heard a couple of weeks ago, the trump foundation got punished by the new york attorney general for not being registered before soliciting in the state of new york very bad and i try to make this a teachable moment, so i explained what the requirements are. Um, in my video and i’ve got another video in the same post, which introduces the first group of non-profit technology conference interview videos, i got thirty two interviews and i’ve played a bunch of them on the show there more are coming, but there were all video too, so if you miss them here, you can check the videos or if you’re ah visual person like i tend to be more visual than watch the videos, and they are all on this first group is all on digital digital data disruption, digital inclusion, your modern digital team and digital metrics. Did you see the pattern there? Okay, my videos with links to those four ntcdinosaur o’s are at tony martignetti dot com. I was very pleased with myself. I stayed out of the politics of the trump foundation. I just very straightforward. I think i was very objective there. That’s tony’s take two here’s amy sample ward on social appreciation from the december twelve twenty fourteen show you’re going to hear some live listener love there, you know we’ll send it out. It’s erroneous, but we love you anyway. We got amy sample ward have monitored for being late. But nonetheless, she’s, the ceo of non-profit technology network and ten her most recent coopted book, social change, anytime everywhere about online multi-channel engagement and we’re going to talk about appreciation and engagement. She blog’s at amy, sample war dot or ge? And on twitter she’s at amy r s ward any without cubine well, you may have heard the west coast had a bit of a storm last night with lots of power outages, so just dealing with getting everything back online. Sorry, that’s okay? I did not hear that i’m sorry. You have you don’t get snow there in portland, oregon. Very much. It was not. No, it was actually very warm and, you know, wind gusts seventy or ninety. Some crazy high speed, actually a piece of building downtown just a few blocks from the intent. Office blew off and crashed through the fifteenth floor windows of a law office while the lawyer was working there. No, it was a very interesting evening. Pieces of a piece of a building flew off. My god, yeah, very unfortunate. Very unfortunate for that building owner that it flew into a law office. Right? They’re prepared to think that only you know, that broken building is screwed. Okay, now i understand you’re, you know you’re like, like all the contributors, your typically early, you’re not even just on time, so i understand completely. Let me ask you about something before we get to our appreciation campaigns. Yeah, and just like in the past four months, i noticed at facebook they spun off their messenger app, and at four square they spun off. They’re a nap called swarm, and i’m wondering why why it is that these huge two huge social sites would spin off two separate aps big chunks of what draws people to them. The facebook it’s the messages message i’m sorry messaging and it’s a four square the whole purpose of four square is checking in, and they spun that checking function off too. A separate app called swarm why do they do those things? I have a few different ideas, probably none of them have any, you know, piece of reality in them, they’re just totally my own experience trust your way, trust your judgment. I mean, i do think that one piece that factors in is the you know we’re all we’re using different act all the time and if i am using facebook to connect and i’m able to kind of multitask inside of their consent messages, i can post things, whatever, and then i leave facebook and i go to some other messaging app to talk to friends. You know, facebook just had fifty percent of my time, but if i’m using facebook to do that, i closed facebook and then i opened my messenger app and start messaging people there. Now facebook has one hundred percent of my time in that example, you know, so it’s providing a way for the app to be it me and focused as possible, but then still own the other nation focused parts that you know you want to do. So instead of having that all in one super multitask kind of after experience, you’re splitting that off into ap, and part of that, too, is that you know, facebook is more of an example of this than four square, but a lot of facebook users in the beginning were all using facebook on their computer where was a lot easier to kind of multitask. Have a chat, you know, send someone a message post on your news feed whatever. Well, now, you know, most people are using facebook on their phone, so it’s it’s much more difficulty to be multitasking inside of a nap. So again, you have multiple app that are all technically rolling up into the same umbrella. So it’s easier from the user’s perspective, i don’t have to import all those new contacts in new app it’s still facebook, but it’s focused on what i’m doing there, okay, that one and then you always have to factor in like, well, how are they? How are they monetizing those ap? Whether the ads, what are they selling? What’s the data they’re able to capture? And if you have multiple apse that are more focused and maybe have different different data pieces that air getting pulled in, then that’s even more opportunity, i see. Ok, and the one thing that does resonate with me eyes the ease of use of the app. The facebook app gets a little it’s a little busy so i could say i had to see that spinning. Okay, see, that is a good reason, but okay, monetization too. And andi, just time, time, time that they want you paying attention. To their they’re brand okay, yeah. I mean, if you want to think about the four square example, i mean, when we first started using foursquare, it was you could check in somewhere. I am here. You know, you could see where your friends were, and then they really started in and encouraging users to leave tips and post recommendations, and then they rolled out some features that we’re trying to see where you were and then ping you and say, hey, is this where you are? What if you do this thing here, you know, and have offers and promotions? So it became came. It became a little busy, right? So it made sense been off that other piece that’s more the recommendations and the where to go and where your favorite places. Because now that’s almost like competing with yelp, you know, give them a second app. That’s more in competition with maybe app. Those users are already, you know, have installed on their phone right and system apart a bit from that. Okay, cool. Thank you. Thank you for those insights. I find myself actually checking in a lot fewer. A lot less often now with the with the separate swarm app that’s that’s me. I don’t know, i have no idea what the statistics are, but i just thought, you know, i don’t feel like i haven’t even used it since that which happened interesting. I mean, i had a very boring foursquare news feed in which i only checked in an airport, so i did, you know, i used to only see you at airports that’s, right? I just thought you were just there all the time. Okay, well, it was a way of saying, hi, i’ve come to new york was around or i’ve come teo wherever. All right. Thank you. Let’s talk about appreciating our donors and maybe and volunteers and maybe even employees through the through the social networks. We don’t always have to be asking for something, right? I don’t think that we have to be asking for something. And i also think that really great. Ah, really great. Thank you. A really great sign of appreciation will be met with eagerness to give again or to volunteer again or two, you know, come again, wherever it was that you were an event, etcetera. So i think, you know, i have worked with people and organizations where it felt like if we’re not including an ass, you know, we can’t necessarily devote the staff time and energy to put on appeal together on dh, you know, i get that if you’re really strapped, there’s only three of us, you know, we have to make this happen, but i really think that taking that time to just say thank you really goes so much further in building that relationship, which we want to talk about fund-raising a special, especially individual fund-raising that’s really that’s really the peace, right, it’s building that relationship, you know? I don’t know that you could sure maybe you don’t mail something out that is a hard cost of male and all those thank you letters, you know, but i think there’s got to be a way, especially with social media, where it can be so much more quick and nimble to say thank you and make it feel really good. So maybe for twenty fifteen, we can plan an appreciation campaign. Yeah, let’s do it. Okay? And you have a bunch of examples we’ll get to talk about some of the examples, but what? You know this true of probably any campaign that were we’ve talked about in the past, but what do you think we should be thinking about as we plan our let’s make it what is most likely a donor volunteer appreciation campaign, napor which would be, what do we have in mind? So one thing that i think we need to have in mind is the timing of when we say thank you, i think often we always think, okay, well, we’re going to ask people for money. It’s december, right now, you know, so say everybody’s got their end of your appeals, and then when someone donates and it goes into the database, they get their confirmation email and it says, thank you, and we made sure that it was a really nice thank you letter, but it’s a confirmation email and it says thank you and we feel great because they got think i also think there’s a lot of opportunity to have said thank you before that ask went out if we if it’s december it’s the end of the calendar year, right, what if november or even that very beginning of december is when you make sure everybody that’s already donated, donated in the year or maybe donated last december or volunteered so far this year came to one of your events this year. Whatever it is, it’s important to you is a monthly member, whatever they get thanked for what they’ve already done. So when they received that end of year, ask they feel like, oh, i’ve already been recognized. Maybe i do want to give a little bit more. Or maybe i do want to come to the end of your, you know, gala, whatever it is, i think that that’s really important and some thing i don’t often see organizations do say thank you. First on dh then that people up for that ask later. Yeah, you get them feeling very good when the actors come that’s really interesting. All right, we’re going to go out for ah, quick break. And we may end up dividing this into two two conversations since we got a little short and i you know, i had an extra question for you, but we’ll get through. Well, well, great. Certainly. Nobody’s going to be short changed on non-profit radio. It just is not going to wait. All right, we got to go away for a few minutes, stay with us. Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from a standup comedy, tv spots and exclusive interviews catch guests like seth gordon. Craig newmark, founder of craigslist marquis of eco enterprises charles best from donors choose dot org’s aria finger, do something that worked. And naomi levine from new york universities heimans center on philantech tony tweets to, he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard. You can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guess directly. To sign up, visit the facebook page for tony martignetti dot com. I’m rob mitchell, ceo of atlas, of giving. And you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. I like the drama in rob mitchell’s voice. Thank you. Rub some more live listen, love quick woodbridge, new jersey i love all the new jersey sabat fort lee woodbridge let’s go abroad croatia sorry, we can’t see your city. I have a friend who works for unicef in croatia, ireland, turkey and vietnam. Vietnam we can see you cities kanto and hoochie minh city live listener love out to each of you. Okay, let’s, continue thinking about r a campaign of appreciation, something that we’re always emphasizing together because you make me pay attention to it is you’re going to have to do this in the channels where your donors and volunteers are not in the channel where you would prefer to be thanking them exactly. And i think i think part of that is, um, uh, struggle and an opportunity so there’s the, you know, if we see just use antennas an example, if we see people are tweeting about their local tech club and they’re an organizer, so they’re, you know, big volunteer for us, we wantto jump right into twitter and start engaging with them and thanking them and pointing people to them and, you know, doing whatever, but then we also want to find ways where we leave that channel to make something private just for them. I think there is that thank you and recognition that’s public. Um but for example, last week, everybody on staff sat together and just passed cards and everybody wrote thank you cards and signed everybody else’s thank you cards and mailed those out to aa group of what we call community champions, you know, really, really great volunteers for us. And it didn’t take that long, but everybody physically wrote, you know, out that card and we never mail things to tech. You know, we don’t ever male things were a technology organization. So when those folks received the cards at the end of last week, we started getting emails were like, oh, my gosh, you mean, how did you even have my address? You mailed me a card. This is so cool. Thank you for thinking of me. So i thought fingers that in the moment go into the same channel. That person is and thank them and engage with them. But then find something that can be special. That’s just between you and that donorsearch or that volunteer or whatever that makes them feel extra special. Excellent. Excellent. Videos are very common. As as an appreciation method. You could do them and mass, and you could do them, maybe even individually. Which i think i think what most difficulty when we think about video is one of the most often pointed two examples of how to do a thank you to your donors that i see in block post every year is charity water and how they, you know, record all these different videos so that, you know, if i donated, i opened up my email oh, my gosh, here’s a video where someone is saying, you know, hi, amy, thank you for donating, and i’m like, oh, my gosh, they made this just for me, we, you know, most non-profits do not have the staff capacity to do that, or if we’re going to be really honest, maybe don’t necessarily feel like they have the technical skills to create lots of videos and added them and feel like they know howto get them up quickly on youtube and embed them in an e mail and send them out, you know? So i think that video khun b really personal, but i really think organizations should consider video something that can be personal because they’re being really authentic and they’re being their individual selves versus you’ve created separate videos for every single donor that makes sense. I mean, i think it’s a non opportunity for staff, whether it’s executive director, other staff to just not feel like it has to be a high production video that it’s really just me sitting at my desk, if you, you know, you sitting in the studio creating a quick, very authentic video that says thank you, and you can share that either an email or, you know, share that video on twitter, whatever that is. But i think it’s better that it’s, that it’s really authentic as it’s created versus feeling obligated to create, you know, tons of videos just so that it has people’s names in it doesn’t make sense for sure, because you’re saying that something that’s authentic, genuine, heartfelt will will come across and people are people don’t really expect to have a personalized video made for organization that can do that, you know, that is terrific, but the vast majority cannot, but everybody could be genuine, you know? I mean, i try to come across genuine on a mic and in video, and a ceo can do the same thing, and and you’re right, and staff to you you have examples of each of those thie all right, the ceo of girls inc has a very nice, very thoughtful video judy reading berg and it’s just her sitting in an office and it’s like a minute and a half video and she’s very genuine. Yeah, i actually i’ve i’ve talked to a lot of people at, you know, at our conference or other conferences where, you know, they say i’m the executive director, you know, i know that if i’m going to be in a video, of course it needs to be, you know, like in a nice setting or, you know, we don’t have a very pretty building, you know? We don’t have, you know, our offices and very nice i don’t know where that comes from that feeling that, you know, you’re the executive director and you’re going to create a video for the organisation. It has to be in some, like, beautiful, you know, sound studio. I love it when it’s literally your desk like i would if i was working with girls inc and judy has hurt you. I would say put more messiness on that desk, mate, make it literally your desk. You know, people. Maybe she’s, super neat and tidy, which i also am. I have currently two things on my death, but but maybe that’s really her desk, but just haven’t be an invitation to come in and sit down with you. You know, i think that’s, um, that’s a really great and super easy way for any organization tohave a video feel like it’s being personal, you know, you’re just inviting them into the space. Of course, if it’s on office, where you’ve got all kinds of things in there, that can be a video. I mean, of course, there’s going to be, you know, exceptions to that statement, but i do think just invite them into your office have, you know, make it feel like someone sitting down with you have someone literally in the video sitting down with you, whatever you can do to just make it feel like you’ve been brought in, you know, personally, we just have about a minute left there’s an example of a different one from nature conservancy, which is a whole bunch of staff from all over the world, and a lot of it starts with them each saying thanks to you and then whatever it is their job is and how, how the donors all support their work, whether it’s underwater, you know, forest and grassland that’s a lovely one, too, thanks to you, yeah, i love that example video from the nature. Well, we can we’ll send out these links and everything for listeners on dh i love that they use is an opportunity to highlight what staff do because with an organisation like the nature conservancy, often times you don’t even know. I mean, i want to support the nature conservancy, but i don’t know i’m supporting them because i don’t even know how to do that work. I don’t even know what you would do, you know? And so i think, it’s a great way to highlight this is actually what our organization does. These were the kind of staff that we employ to do this important work, because again, if you’re goingto follow-up later with another, ask donation request, people now have that understanding of oh my gosh, yeah, you do need more funds because this is the scale of the work. These are the kinds of people that, you know, need to be on the ground doing this. And i want to support that. We have to leave it there. Any sample ward ceo of inten, you’ll find her at amy, sample, war dot or ge, and also at amy, r s ward on twitter. Thanks very much, amy. Yeah, thanks for letting me talk about appreciation. I appreciate you so much, tony. Oh, amy, oh, my god, that’s. Incredible, thank you. I’m grateful. I’m so grateful that you contribute month after month. Thank you. More gratitude live. Listen, love check, but the podcast pleasantries in the affiliate affections i got a lump them together because sam is telling me i’m running out of time. You know i appreciate your listening, whether it’s an am fm station or in the time shift from your own device in your own time, my pleasantries and my affections to you next week. I’ve never let you down. If you missed any part of today’s show, find it on tony martignetti dot com, responsive by pursuant online tools for small and midsize non-profits data driven and technology enabled, and we be spelling supercool spelling bee fundraisers, we be spelling dot com. Our creative producer is clear myer off sam liebowitz is that line producer keeping me on schedule. Gavin dollars are am and fm outreach director shows social media is by susan chavez, and our music is by scott stein be with me next week for non-profit radio big non-profit ideas for the other ninety five percent go out and degree. What’s not to love about non-profit radio tony gets the best guests check this out from seth godin this’s the first revolution since tv nineteen fifty and henry ford nineteen twenty it’s the revolution of our lifetime here’s a smart, simple idea from craigslist founder craig newmark yeah insights, orn presentation or anything? People don’t really need the fancy stuff they need something which is simple and fast. When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a m or eight pm so that’s when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing. So you got to make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to dio they have xbox, they have tv, they have their cell phones me dar is the founder of idealist took two or three years for foundation staff to sort of dane toe add an email address card. It was like it was phone. This email thing is right and that’s why should i give it away? Charles best founded donors choose dot or ge somehow they’ve gotten in touch kind of offline as it were on dh and no two exchanges of brownies and visits and physical gift. Mark echo is the founder and ceo of eco enterprises. You may be wearing his hoodies and shirts. Tony talked to him. Yeah, you know, i just i’m a big believer that’s not what you make in life. It sze, you know, tell you make people feel this is public radio host majora carter. Innovation is in the power of understanding that you don’t just do it. You put money on a situation expected to hell. You put money in a situation and invested and expect it to grow and savvy advice for success from eric sacristan. What separates those who achieve from those who do not is in direct proportion to one’s ability to ask others for help. The smartest experts and leading thinkers air on tony martignetti non-profit radio big non-profit ideas for the other ninety five percent.

Nonprofit Radio for October 7, 2016: Fundraiser Incentive Pay

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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 oh, i’m glad you’re with me. I’d be thrown into neff row megally if you let me down with the idea that you missed today’s show fundraiser incentive pay university of pittsburgh has created a career ladder to stem frontline fundraiser turnover, and it includes incentive pay, explaining pits, innovation and helping you think through whether this makes sense at your organization or dave dalessandro and liz cooper fund-raising administrators at the university on tony’s take two the ntc videos we’re sponsored by pursuing full service fund-raising data driven and technology enabled, you’ll raise more money pursuant dot com, and by we be spelling super cool spelling bee fundraisers. We be e spelling dot com here is fundraiser incentive pay from the august twenty eighth twenty fifteen show. I’m very glad to welcome dave dalessandro and liz cooper to the show. Dave is associate vice chancellor for university development at the university of pittsburgh and liz cooper is senior executive director for development at the university. David liz, welcome. Thank you. Thank you for having us for having a it’s? A pleasure, dave. I don’t. I’m not sure we’ve ever had a a chancellor or vice chancellor on the show before. This sounds like a very regal terms. You got a crown born there. What? You’re sitting on a throne. What? Mrs chancellor? Well, associate vice chances are a lot like vice presidents and banks. Okay, a lot of you. Okay, but they prefer chancellor. Essentially, i sit over all of the individual fund-raising for the university, uh, plan giving prospect research all the analytics no, and lose his second in command. Okay, uh, it’s, just interesting that some places, i guess mostly i see it, and i guess it is in universities. Prefer chancellor over president. I don’t know right now. I don’t know where that. Okay, i don’t know it just right. It sounds, uh, sounds like royalty. All right, liz, you and i are ah, you and i are the now the libyans know. What is your responsibility, liz? As senior executive director for development? Sure. So i oversee all of the central fund-raising operation. So i hyre orient and supervise all of our fundraisers that are located here. Centrally. I also oversee fund-raising efforts. That go on in some of our smaller schools, for example, school of education or the school of social work. And i also work closely with our regional campuses, all right? And of course, ah, i wanted teo let you know that i’m a carnegie mellon alum and no, carnegie mellon is just down the street from pit, so we’ll have no, we’ll have no trouble with you. Please way won’t hold it against don’t yeah, that’s sure it is. Two against one. So, what am i talking about? Yeah. All right. All right. Dave, why don’t you get us started? This incentive pay and the career ladder. And why was this important to do it pit, huh? I’m gonna have i’m gonna have loose start off on that. I look at this already is an anarchist anarchist already? I okay, this is what is what happens when you deal with this. What happens when you’re dealing with a chancellor? I see. Ok. Ok, go ahead, liz. You start off. Um, you know, i think that it seemed like every moment i was checking my email. I was receiving an article or a blogger about some big hyre education fund-raising. Issues um, two of which were the recruitment of major gift officers and the retention of major gift officers. During our campaign, we were fortunate to have a group of very successful and talented individual major gift officers that are loyal to the university. But as you know wherein one campaign ends, you start thinking about another, and we knew we were going to grow. So we wanted to address these issues recruitment and retention of major gift officers at pitt before they became ah common seem to us, if that makes sense. In other words, it was a common theme across hyre education, and we didn’t want it to be an issue here. And what do you see as the downside of just make sure everybody’s eyes on the same page with this the downside of a frequent turnover of fundraisers? I think continuity is a big themes that you’ll find in development. Continuity is good for donors. It’s good for the employees. It’s. Good for the organization. Good for the bottom line. Um, when an individual major gift officer leaves the university, uh, that relationship that they developed with that individual major gift donor repaired and start over. Again, so all right, so yes, we want this continuity and donors prefer it donors prefer it sure they because they begin a relationship not only with pitt, but with that individual major gift officer. Yeah, for sure, dave, if you think i’m going to bring you in this conversation, you’re out of your head so you can hang up or whatever i don’t, it doesn’t matter to me. No, it sounded like there was something you were going to say, dave, you want to add something? Well, i think that one of the things that we learned was that it’s actually less expensive over the long run to retain your existing fundrasing not only have you spent time training them, and we spend a lot of time training our major gift officers, but the process of recruiting the process of, you know, matching salaries from from folks coming from larger cities or larger institutions actual becomes more expensive over time, so it seemed us that one of the things we wanted to do wass to control, uh, for those those problems when we were going from eleven major gift officers to probably thirty two, so you multiply all those problems when you’ve got three times more fundraisers and you’ve got a real problem of scale if people are coming and going, so that was a big hit was a big issue for us that, you know, once we had made this initial investment, we didn’t want to have to recoup it over and over again with new folks. Liz, you said you’re responsible for the hiring and training, so why don’t we? Why don’t we start with this? The career ladder idea and the incentive pay around around fundraiser orientation? What what’s what’s different now that you have this a method of evaluation and compensation? Sure, when there’s so many young, talented folks out there that have maybe two or three years of development, these millennials, when they came to me in an interview, would ask me, where will i be a pit in five years? Or where will i be a pit? In seven years? Prior to the career ladder, i would stare back at them, and i would not be able to answer them except with simple response of we hope that you’ll still be here. So, you know, this was a really when when this was established this was a really interesting way for us to tell that applicants there is a future for you here, and we have thought it through. How long have you been doing incentive pay and the and the career ladder, which we’re going to talk about? So we worked on the career rod, or for about eighteen months, and it was implemented in january. Okay, so we’re talking, oh, wow. All right, so just eight months or so, all right, but a lot of little lead time, a lot of thought went into it. So go back to the orientation question then was, how is training of new fundraisers different now? So a part of what we wanted to ensure was that we were orienting exceptional fundraisers and that’s, really, what the career ladder is based on is really those performers that are going above and beyond a successful and being exceptional part of that is us training them for the first three months of their employment to get up and running as quickly as possible. So learn how pit fund-raising tto learn how we do it. So we establish what we lovingly refer to as the academy it’s a week long intensive training, hands on experience taught by our own staff on all the things that we think they need to know as individual fund-raising individual gift fundraiser, for example, that they get a crash course on plan giving they get a crash course on our endowment, making the ask proposals agreement’s, etcetera so that we feel that after that week, they really do have a great face in what it takes to be an individual major gift officer here. And what about god? I was just going to add that part of that so is the explanation is the explanation of the career excuse me? Is the explanation of the career ladder? Yes, there is actually a booklet that they get that sets out, uh, all the requirements for them to in a period of three years be eligible for promotion. Okay? We’re we’re. We’re gonna we’re gonna go out a little early for a break. When we come back. We’re going to talk about what these elements are to being exceptional, there’s six of them and we’ll talk about how they fit into the career ladder. All that stay with us. You’re tuned to non-profit radio tony. Martignetti also hosts a podcast for the chronicle of philanthropy. Fund-raising fundamentals is a quick ten minute burst of fund-raising insights, published once a month. Tony’s guests are expert in crowdfunding, mobile giving event fund-raising direct mail and donor cultivation. Really, all the fund-raising issues that make you wonder, am i doing this right? Is there a better way there is? Find the fund-raising fundamentals archive it. Tony martignetti dot com that’s marketmesuite n e t t i remember there’s, a g before the end, thousands of listeners have subscribed on itunes. You can also learn maura, the chronicle website, philanthropy dot com fund-raising fundamentals, the better way. Dahna liz let’s, let’s, turn to you. Would you please take off the six elements to prove that you’re an exceptional fundraiser? Sure. Well, we have. The first is our fund-raising visit number. Dollar raised. Agreement sent. Agreement’s accepted the total contact that they have in our in our database, and the last is origination guests. Okay. Thank you. Um, let’s, let’s. Define some terms. What’s, an origination gift and origination gift is a gift that the development officer excuse me. Let me go back. The origination gift is a gift where the prospect was never placed in what we call active management. In other words, ah, other universities use the term maybe a legacy or one that was kind of handed down from a previous development officer to another. Origination gifts are those gifts that were the relationship that was established by the gift officer cultivated, solicited and closed. So their new giver to the university at the major gift level. All right, all right. And to be exceptional, you what? You have to achieve a certain level or exceed. Or how do you prove that you’re exceptional across these six categories? Yeah. It’s. Okay. I’ll let dave kind of handle that. And what we what we determined to be exceptional. That’s. Ok, i’ll trust him. Go ahead. Yeah. One of one of the things that that the career ladder does is takes a traditional major gift officer position and breaks it into six steps. So at each step, step one step two, step three. Step forward, so on there are a set of performance standards, the initial performance standards are considered. This is your level of competency. This is what you’re supposed to be doing, and then you have the exceptional being in terms of money raised double that amount and all of these other factors are not all that different at both exceptional in regular. In other words, what we’re really trying to figure out is are you doing to baseline of activity? And how effective are you have taken that baseline and raising mohr gifts than the person sitting next to you? So at each level and exceptional person is always raising double the amount of money that another person in the class is raising for one so the ones might be exceptional. They can average five hundred thousand if they could propose to it to their only exceptional, they raise a million if they get to three, they’re only exceptional raise two million. If they get the for their only exceptional, they raise three million. Alright, so in this system it’s entirely possible to be promoted and be exceptional as a cr m one and never leave the c r m to level because you’re not exceptional at that level. All right, so let me just way have jog in jail on tony martignetti non-profit radio c r e m is probably pretty widely known but let’s, just make explicit. I assume that’s, constituent relationship manager, charitable relationship, charitable. See, i did not have a charitable relationship manager. Okay, okay, go ahead. Sorry. And, uh, yeah. That’s that’s. Kind of where we got away from the major gift officer term. Because we felt that terrible relationship manager actually is a title that expresses the job. Yeah, related. They’re managing charity relationship. Yeah, kind of like that. A charitable relationship manager. Okay, so do you to be exceptional. Do you have to do double the double the goal in all six of these categories? No. No. Okay. How does it work now? How does it work? What’s the formula. The formula is that let’s say you come in as what we call the c r m one. So you’re cr one and we tell him here’s what you need. All right. Need forty five fund-raising visits two hundred thousand new pledges. Six. Agreement sent four agreements. Accepted. A thousand total contacts into origination. Now, if you are exceptional, you’ll have forty five were mohr fund-raising visits. You’ll raise five hundred thousand maurin new pledges and gifts. You’ll have six agreement scent, or mohr for agreements, mohr, a thousand total contracts and three origination gifts. So if you manage to make all those numbers all right, over a period of three years, in other words, sex, your average of doing at over three years. Yes. Then, at the end of the third year, you’re eligible for a promotion, it would be promoted to c r, m to two. Okay, okay, what is probably should just define this earlier, but what is the total contacts? Total contacts are all the things that you put in the database, which indicate an attempt to maintain communication with the donor. So emails, letters, phone calls, visits, okay, that’s, pretty liberal, and then and then one of the categories i think the first one lives mentioned is is actual visits fund-raising visits, right? That that assumes that that’s a face to face meeting, yes, okay, but here’s the difference and, you know, we’ve had people say, boy, that number that numbers, so we have to make two hundred, visit. Well, the only way you get credit for a fund-raising visit is that you have an actual discussion about a major gift, and in fact, all of our folks are supposed to call and say i would like to come and talk to you about your philanthropic relationship with the university of pittsburgh, so these aren’t alumni visits, these aren’t people you casually run into at a football game or a basketball game. We still count those, but you don’t get credit. We’ve got you know, we’ve got a staff that actually vets all the contact reports, determine whether you get credit or not for that visit i used to be a planned e-giving director at two colleges before i before i became a plan giving consultant. Yeah, i do. I do play e-giving telling now, but i used to be plain giving director i i’m trying to decide whether i would have loved this or hated it. I think it’s i think i would have loved it because i kind of like the office competition. Although buy-in both these shops, i had started the plan giving program, so there was no other planned e-giving fundraiser. But you could i’m sure we could have worked out a way of comparing my work to that of frontline major gift officers, but sure. Okay, now i think i would have i don’t know if i would have succeeded, but i think i would have liked it. I don’t know. I might have been out after three years. Why did yu let’s turn to lose? But is why? Why a thirty six month average? And and also, how does that work? If someone goes out on maternity leave or or family medical leave or, you know, has an injury or something like that. But first, why the why the thirty six months we felt like three year rolling average. It was a great way to measure exceptional performance and that you’re not relying on a successful year and you’re not relying on a particularly poor year, either. So for example, let’s say, ah, major gift officer has ah, year where they raised one point, one point, one million dollars it’s a great fund-raising year well, then, if you take the three year rolling average, you can’t just do nothing for the next two years and and know that you’re going to get promoted. There’s still work to be done? Um, so and on the flip side, if you have a year where you raise only two hundred thousand dollars, you still have plenty of time to make it up, so we thought it was fair in that sense. Come on, the thirty six months is what hr helped us to find it as active employment. So if they are, go on maternity leave, for example, essentially their performance cycle thes thirty six months pause and it picks right back-up and thirty six months so that’s, another thing that i want to mention is that we don’t run on the fiscal year, for example. We run on a calendar year from the date of their hyre they’re hired on march first, they’re judged on twelve year cycle for a year, one from march first to march first, so if they were to go on maternity leave on march first and then it would pause for the next three months, it would then pick up on june first, and that would be the end of their thirty six months of that makes it okay. So each person’s anniversary is the date of hyre correct and and there’s a if there’s a chunk missing for medical leave or whatever, then you would just tack on more time at the end. You got it. Okay, okay. Does that does that trouble you at all that or how did you think through this one? Everybody’s got a different anniversary date. I mean, putting aside the record keeping well, we’ll get to that. I mean, that’s a ministerial we could deal with that. But the different people have different anniversaries when they’re thirty six months is up. Does that? Does that concern fundraisers at all? Is that concern you? Well, i think that they believe that that’s actually extremely. Fair so let’s say you start in september if you were running on a fiscal year, you’ve only got nine months of performance, so at the end of three fiscal years, you actually haven’t worked for thirty six months. You work for thirty three months this way, your guarantee that you get the full thirty six months for your promotional review and, uh, from what i know from the folks who who work here and now live under this, they love the certainty of all this, they know when they’re going to be up for a promotional review, which almost never exists in any organisation i worked at before, one of which was carnegie mellon you got you got booted out all for emotion. No review was something that you might ask your supervisor. Hey, i’ve been doing pretty good for two years, you know, when you’re going to look at, you know, what else can i be? How can i be promoted? And that was always this fog kind of answer this way. They know at the end of that thirty six months they’re going to sit down and they’re going to be able to review their last three. Years of work. I’m sorry. You got booted out of carnegie mellon. Pardon? I said, i’m sorry. You got booted out of carnegie mellon. Yeah, well, that crazy ideas. Okay, i’m so uncertain. That didn’t happen. So so is there not a performance evaluation? Interim during the thirty six months there is there’s still an annual praise a ll, um and and that’s kind of the more, um, qualitative way of looking at this. So each annual appraisal has five performance factors, and these performance factors are what we’ve identified to be an exceptional individual, major gift officer. They are perseverance, problem solving, functional technical skills, interpersonal communication and kind of most importantly, donor focus. So that it’s not just about the numbers and i will and i when i would like to say that individual major guest officers tend to be numbers driven people. And they like this career ladder because it’s very transparent and it’s very numbers driven. But to us, it’s not just about the numbers to us it’s about ensuring that there still meeting the needs of the donor and these annual appraisals help us determine that there still totally donor-centric now i would think that even in these annual appraisal, though, you’re you’re evaluating the reviewing with the fundraiser, their performance, how they’re doing time versus goal over there for their thirty six month period. Yep, you got it. Okay, so there’s that there’s that too. But but okay, but also call it a more qualitative assessment. Then then the thirty six months, which would be that’s, that’s, pretty quantitative and numerical in the thirty six month review. Okay, well, the thirty six month review so here’s how it fits together, tony. All right, so at the end of the thirty six months so everybody every morning gets there gets their current running total on their screen so they know exactly where they stand. Oh, my, everyone. So at the end of the first year, they will get their current totals and their their average. At the end of the second year, they’ll get their current total stand. How that averages so they’re always they always know how hard they have to be working to get where they need to get. Okay. And, uh, that becomes that’s important, because when they sit down for there promotional review their very well aware of whether or not they’re going to make it or not, because the numbers are there, right? You have seen it and seen it every day during your appraisals. You cannot have needs improvement in any aspect. If you get it needs approval, you will not be promoted because exceptional employees don’t need to improve on one of these five aspects, right? And the biggest one that trips everybody up dysfunctional technical skills. Handup uh, one of the things that’s functional technical skill is putting accurate information and timely in a timely manner on what you’re doing. And so we just have some folks who simply can’t get around the port again trip report or they put in inaccurate trip reports, and so they get a needs improvement and therefore they don’t get promoted because they’re not exception, i see, right? Even if, even if the numbers are there, even if the numbers you can’t need, you can’t need improvement in any of the five qualitative areas that liz mentioned. All right, so what’s the problem with the the triple i mean, i that that used to be really valuable to me when i came back. Although, you know, if you get behind, then you’re really screwed because you have to forget and hopefully had decent notes, but but okay, we just have about two minutes before a break, but that that’s what? You’d be surprised how long? Two minutes last what? What trips people up with the use of inaccurate trip reports? Like, how does that happen? One of the things that the one of the rules is that one of the only way you could get counted for a credit for a fund-raising visit one of the fifty six is you have to enter a next task. So a lot of folks, not a lot of folks, but there are those people who go to the visit and don’t think about what they’re going to do next, and so over time, these people who are actually competent fundraisers, all right, they meet their basic number, they get a backlog of information that they owe us, and they never catch up. Yeah, i mean, they never catch up. Now, if you keeping up with your visits yeah. It’s it’s hard plus, you know, administrative tasks and things. I definitely if you get yeah. Like i said, if you get behind and you agree right. Would you have just a minute? Liz, what happens if i come to you and tell you i got an offer at a competing? I got offered carnegie mellon and not surprisingly, you know, they’re going to pay me one half times what i’m making at pitt. How does that fit into the career ladder? What kind of nice about the career ladder is that we can say to that employee? Well, this is where we value. This is where we see you. This is where our our standards are. And this is where we see you at pitt. So if you feel that, uh, that a move to carnegie mellon or to wherever is the appropriate step for you at this time, we’re sorry to see you go, but this is where we value you. Okay? This being your current salary, we’re not current. We’re not matching. We’re not matching competing offers. No. Right? Ok. All right. Sounds fair. We got more coming up. Of course, we’re going to talk a little about the ethics of of all this and, uh, maybe get some donor reactions as well. And talk about the infrastructure you gotta have maur fundraiser. Incentive pay coming up first. Pursuant, they’re a smart company. They sponsor non-profit radio that’s all you really need to know. But beyond that, they rely on data metrics analysis. This is all quantitatively based, not tradition and popular wisdom based if we all relied on tradition, then places like pitt would not have career ladders and incentive pay. You need to raise more money, pursue it will help you, for instance there urine calculator, year end accelerator the year end accelerator pursuant, dot com slash you’re an accelerator, we be spelling spelling bees for non-profit fund-raising you wantto welcome millennials into your organization. These are ideal it’s, not your grandma’s spelling bee. You check out their video, which you’ll see. These events include live music and dancing stand up comedy fund-raising and they managed to work spelling in there too. He’s a great events from millennials, usually in a bar or restaurant, maybe a bowling alley. The furry fund is at we be spelling dot com now tony’s, take two. You know, i was at the non-profit technology conference in march. We shot thirty video interviews and the first ones are finally up my video and links to the first bunch of conference interviews are at tony martignetti dot com that’s. Tony’s take two here’s the rest of fundraiser incentive pay. David. Liz, you’re still with us, right? Yes. Ok. You ok? Thank you. I know you were sametz sam, let me know, but i just like to say a little affirmation. Um, let’s. See, i don’t know who wants to talk about this, there’s? Not really too much. But i just wanted to make it clear when you talk about incentive pay, i think there’s a possibility that people might be thinking of the ethical considerations and constraints that the association of fund-raising professionals f has on dh. The relevant sort of passages, i guess are that members of a f p shell not accept compensation or enter into a contract that is based on a percentage of contributions. Nor shall members except finder’s for your contingent fees. Well, this clearly that’s that’s. Really not that’s, not what’s going on here, right? Right. That’s not what’s going on. And no, there is no relationship between the amount of money anybody raises and there increase in salary. So this is not a okay. You did really good this year. So here’s twenty thousand dollars based on one percent of your increases, this is an actual an actual increase in their salary, their annual salary level and hr work with us to ensure that that compensation levels stayed within the university’s ranges for jobs that were classified like our jobs were classified and hr actually had no problem with this, we thought that would be a stumbling block, but they really didn’t see a problem with that. Because, you know, the alternative is that people walk in and say, i have an offer from cmu and it’s one and a half times what you’re paying me and what are you going to do and a most instant? Most places that i know and i’ve worked for a bunch of folks sit around a table and say, what do we want to keep that person or not? And, you know, that’s, basically what it’s what it’s, what it’s, based on right, and they kick it up, and so that drives a long term that drives your cost over because it’s not controllable, it’s not predictable and it’s hard to set up long term budgets when you say fifteen percent of the people in our community and asked for more money. So ethic. But we’re trying to do is say to somebody, if you, uh, you have a career here. And there is a a future that you can envision based on your perform. All right, hyre what has the fundraiser reaction been now since since january? And neither one of you wants to commented? Well, i can let let me talk about two examples without naming any schools involved. We hired someone from an ivy league school, and, uh, she basically said that she had no idea how she would get promoted at the school. She was that she had never seen anything like the career ladder where it says, if you do these things every three years, we’re going to look at the possibility of promoting you within the major gift class, so that made us feel really good, you know, that someone from an ivy league school thought this was great. Hyre and we, you know, recently hired someone for from a private school who also said the same thing now what’s nice about the career ladder is we were able to bring that person in at a four uh, because she had ten years of experience as a major give fund-raising yes, so we’re not limited to just bringing people in in one, and when we sent the numbers over to h r, they said, well, that person fits exactly. Into who we defined as a four so we don’t have any problem with that compensation, and it actually worked out wonderfully dahna and most people when we come in and handed this booklet during the interview, they’re just amazed that that this thing has been thought out to the details been thought out has anybody i’m going to challenge us to see on the other side has anybody either applicant or employees. When it was implemented, i objected and on departed because of it, no one’s left yet, okay and apprehend list as you’re interviewing applicants, potential fundraisers, anybody said, i don’t think this works for me again. I mean, the young applicants are mother of their millennials or it’s a generational thing, you know, they want to know what their future is going to be like in an organization, and so most of them are very appreciative that we’ve kind of thought it through another existing staff. You know, the reaction has been very positive and i think it’s in large part because it’s so transparent, all right? And yes, it sze clear everyone, everyone knows they’ve been knows, and i think that he knows the state level. Of trust that this engenders it is very powerful for, you know, a group of fundraisers and, uh, one more point on that is we’ve had three promotional reviews to, uh, manage to make the jump to another level, and one did so that’s the way it goes, right, all right. And the one who didn’t ah, well, let’s not say his or her name, but nobody listens to this show, so it really doesn’t matter. You don’t worry about that, but the okay, so for people who don’t make the so then they’re still retained a tte the organization yes, there’s capped and now we’re going in thirty six months will look att promoting you the possibility of promoting you again? No, actually that’s not the way it works, the way it works is what we do is we drop off the first year of their three year total, and they’re that then in their third year again, so i don’t understand that. What do you mean? Ok, so the person who came up had worked here for three years and he didn’t make it. So what happens is we then say, we’re going to take all the Numbers from year 1 and drop him. And now you are in your new third year, so you can come up again on your next anniversary. Oh, in one year, okay, so i’m now right. I’m now finished my second year, and i’m entering my third because we drop the first one off. Yes, okay, well, that’s, good. Presumably, they’re getting better if you had a great, great first here and then you went down that’s. Not that doesn’t work to your advantage, but presumably fundraisers are improving. Not always, though you might have, you might have a spike one year and and not be able to match it in. You’re, too, but that happens a lot. Three other thing that’s important about all this is when you move from a one, two, one two all your previous numbers is zeroed out so you don’t carry those successes forward in terms of the career ladder, you carry the prospects forward, but those numbers disappear. And so now you’re starting from ground zero again. Yeah, so, you know, it seems like, oh, wow, you know, all these people get promoted over and over again, but in fact, they won’t be, because now they’ve gotta prove that they’re exceptional with the other level, and now they have to raise more money because we paid them or so they have to raise more money, and they have to do even better to be exceptional at that level. Yeah. Give us a sense of what the percentage increases from fromthe levels, can you can you do that? Yeah, we could do that. It’s, i’m going to say it’s between ten and twenty percent, okay, across all the levels, do you think? Oh, yeah, yeah, yeah. Okay. Yeah. Um, but that’s. Yeah, but here’s here’s the thing the university of pittsburgh has given out a raise of one point. Five percent for the last three years. Pary here, right, so that’s half percent over over three years, and you have the chance to go somewhere between ten and twenty. Yeah, yeah, ok, yeah, that makes sense. It should, your exceptional. You’re only being promoted your exceptional so exceptional peoples get the exceptional increases. Let’s, move to the little infrastructure, little record keeping well, ministerial stuff. What do you what do you need to put in place if you’re if you’re goingto take this on? Well, the first thing you need is some way to validate and verify all the information that goes into counting all these things you’re supposed to count, right? Almost everybody has that. What we have is we have two people who are assigned. Do as i say, validate all the information it goes in. So, you know, that becomes very important. The second thing is evaluation of gifts on some gifts. We have a sliding scale. So certain request, depending on the age of the person, are not going to be valued at one hundred percent. Yes. Okay, uh, you know, so, you know, you want to be fair about these insurance policies that university doesn’t own are not valued at all are credited at all right? Because that’s that’s rather krauz remainders knew all those things have have values based on, you know, kind of the standard way of valuing things in the campaign. Right? In other words, all those numbers have to be validated. In other words, they’ve planned giving is getting screwed. That’s what’s happening because i could really i could get lots of bequests. But bequests are revocable and yeah, is there an age at which a bequest would count at maybe not at not a future value. If the person reveals the amount. That’s just first of all, let’s. See how you like it? I think it’s, i think it’s. So i have this thing here. Got sixty five. They get one hundred percent. Okay, let’s, just let’s. Just passed it on age sixty five. Okay, so requests, if they’re over sixty five hundred, if they’re under sixty five to get a five percent discount per year to the age fifty five. Okay. That’s, actually. Pretty generous, by the way, liz, that already? I think so. Liz had provided that about thirty seconds ago. But that’s all right. Um, uh, yeah. That’s. Pretty generous. I was thinking more like seventy or seventy five. Wow. So full face value for aged sixty five. Ok. I think you bring pretty generous there. That’s. That’s. Very nice. Now that that presumes that, of course, the plan giving donors is willing to reveal the amount a lot. A lot would rather not. And this also put some pressure on the plan, giving officers to inquire right? And of course they need what we call letter of testamentary intent. Yes. It’s got to be something in writing, okay? And there’s. So you’re not discounting the fact that this remains a revocable gift? No. Okay, but you are discounting that on the life insurance side. You said if it’s a life insurance beneficiary there’s no credit now the university’s nifty insurance is owned by the donor and doesn’t transfer the ownership to the university. Right? All right, that’s, that’s the problem, right? The university’s just named as beneficiary. Right? Okay. And that that doesn’t count. There’s no credit for that, that beneficiary designation. And i’ll tell you what you know, one of the things that scare one of these things came about is is, you know, meeting with someone who says, well, you know, i’m with this i’m with this corporation and i’m on the board, and so i’m going to put you in it’s beneficial for the corporation. All right, on the key map, they’re not key, man. You know what they allow you to do that we’ve had those things just disappear when the corporation disappears. Most recently what? Hines when it was bought. Oh, heinz, of course. Very big in pittsburgh. Yeah. Yeah. Okay. I could see that. On the corporate policy said. Okay, because i’m if i was one of your plan giving officers, i would i would question that life insurance beneficiary designation. If i got it, i got a letter that says, you’re a beneficiary of my life insurance policy and, of course, that share the beneficiary designation form. Ah, you don’t see that is equivalent to ah, to a bequest for a sixty five year old no, no. Okay, good, we’ll take a break, not because of that, not because that the screaming with the break was coming anyway. You’re not cut off, don’t worry, stay with us, okay? Like what you’re hearing a non-profit radio tony’s got more on youtube, you’ll find clips from stand up comedy tv spots and exclusive interviews catch guests like seth gordon. Craig newmark, the founder of craigslist marquis of eco enterprises, charles best from donors choose dot org’s aria finger, do something that worked neo-sage levine from new york universities heimans center on philantech tony tweets to he finds the best content from the most knowledgeable, interesting people in and around non-profits to share on his stream. If you have valuable info, he wants to re tweet you during the show. You can join the conversation on twitter using hashtag non-profit radio twitter is an easy way to reach tony he’s at tony martignetti narasimhan t i g e n e t t i remember there’s a g before the end he hosts a podcast for the chronicle of philanthropy fund-raising fundamentals is a short monthly show devoted to getting over your fund-raising hartals just like non-profit radio, toni talks to leading thinkers, experts and cool people with great ideas. As one fan said, tony picks their brains and i don’t have to leave my office fund-raising fundamentals was recently dubbed the most helpful non-profit podcast you have ever heard. You can also join the conversation on facebook, where you can ask questions before or after the show. The guests were there, too. Get insider show alerts by email, tony tells you who’s on each week and always includes link so that you can contact guess directly. To sign up, visit the facebook page for tony martignetti dot com. Hi, this is claire meyerhoff from the plan giving agency. If you have big dreams but a small budget, you have a home at tony martignetti non-profit radio. Lest you thought that i forgot about live listener love, certainly i did not. Well, we can’t can’t send live listen live by city and state today because they because we are pre recorded where we can advance, but of course the love goes out to each live listener. I just don’t know exactly where you are podcast pleasantries those listening in the time shift over ten thousand of you, wherever you are, whatever you’re doing as you’re listening pleasantries out toe all the vast podcast listeners and those very important affiliate affections are am and fm stations across the country. There may be ten thousand affiliate listeners who knows, but i don’t really know the stations don’t have the ppm data, so maybe this don’t know, maybe there’s another ten thousand, who knows? But anyway, however many however few affiliate affections out to our am and fm station listeners. Liz let’s, let’s bring you back to the conversation. Is there anything more that you want to tell us about sort of infrastructure that it has to be in place to make this career ladder of success? Yeah, i think what’s important is is looking a little bit at your own analytics. So we talked a little bit about, you know, pits Numbers 45 visits fund-raising hundred thousand six agreement sent etcetera those numbers were not thought off the top of our heads are plucked from the sky we used data from our own individual major gift officers going back far fifteen years individual gift officers that were that have a very exceptional record individual gift officers that didn’t and came up with the numbers looking at the data that way so i think it’s important to tell your listeners that if they’re thinking about using a career ladder as a model for individual gift officers that it’s important to kind of examine your organization and and and what kind of data makes sense for you and looking at your own analytics and what those analytics tell you all right dave, anything, anything more you want to contribute to the to the infrastructure question? Well, i think that when you said when you set this up, you have to have some set of folks who are worried about the impending review dates so that all the information is gathered together. All the information is put together that you do this in sufficient time so that any increase in pay is cleared by hr and buy your vice chancellor. You know, these big organizations, uh, you know, the cat time seems to creep up on you will be sitting there, especially the first two we did after january, you know, the place was basically more or less closed christmas spray, and suddenly you’re coming up on this deadline that you have to meet, and you’ve got it, you’ve got to be ahead of that, so you have to have people care about it and our curating the information, and then you’ve got to get everything in line with all the people have to know you’re going to do this so that when the person comes in, you basically handed the letter says congratulations or we’re sorry that it didn’t work this. Time, but yeah, i mean, it’s not the kind of it doesn’t run on its own. Okay? And that’s actually could play into the the hands of a small and midsize shops advantageously because they don’t have different levels. They may not even have a person who manages hr. It might be the it might be the executive director taking care of hr so you don’t have to. You have to worry about getting that, i guess that administrative buy-in we’re talking about a leaner organization, so there may be advantages. They’re making it a little easier too, and wear something like this. Yeah, definitely. I mean, once you decide once, once you decide what exceptional means. Uh, then i think that’s the big that’s, the big leap. Okay, what does it mean to be exceptional? And when you determine what it means to be exceptional, whatever, whether you have three, four, seven, eight however many criteria you have, our metrics you have, you know, it could be managed in any size shop. But i think where becomes difficulty is where, uh, you don’t really identify wood exceptional performances, right? And of course, liz, you made the point that it should come from your own data, your own analytics, not from some benchmarking survey of what’s, typical in organizations of your size or something like that. That’s. Exactly right. I mean, you know, when we look at pitt, or if you look at harvard, those that data might look completely different. And so, i think, it’s beneficial tio to look within your own organisation, because you really can’t control where the numbers fall. When it’s your own data. Yeah, yeah. How about approval for this, david? Was this something that that needed to reach the board or no? Well, actually, this needed to work its way up through the chancellor’s office. Okay, yeah. So we started hr and, uh uh, it was approved by hr after months and months of work. And then it went up to the chancellor’s chief of staff and then that’s at the level at which it was approved. Latto i was thinking that for a smaller, much smaller organization or non-profit this might go to the board, right? Yeah. I was wondering presentation aboard because it has somewhat of an effect on the budget. But it’s, not it’s, not as overwhelming as you thinking. Here’s actually, advantage. If i have one minute. This is this is very interesting. You have actually, you have just about a minute. All right, come on. It. So, uh, remember that we have these folks who are scattered all the way through the year, and so from a budget standpoint, the actual amount in that year that they’re going to make might be cut by fifty percent. In other words, the actual outlay because of when they started. So you know, the way it works is that you actually have. We have the three year anniversary date for twelve people already calculate, so we can estimate based on the numbers that we have thus far, what the cost in the budget would be over the next three to four years, which is really from a budgeting standpoint. Really value? Yes, i see the value. That. Okay. All right. We have to leave that there. Liz. I don’t know if you are aware dave volunteered you oftheir to accept questions that people listeners might have. Are you willing? Are you, in fact ah, consenting to that? They’re more than welcome to e mail me at sea lives at pit p i t dot edu see liz at p i t dot edu yet. All right, we have to leave it there, and i want to thank you both, dave. Endless. Thanks so much for sharing everything. Thank you, tony. Appreciate a real pleasure. Okay. Next week, gene takagi on unpaid interns. What you don’t know could hurt you. If you missed any part of today’s show. Find it on tony martignetti dot com. 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When’s the best time to post on facebook facebook’s andrew noise nose at traffic is at an all time hyre on nine a, m or p m so that’s when you should be posting your most meaningful post here’s aria finger ceo of do something dot or ge young people are not going to be involved in social change if it’s boring and they don’t see the impact of what they’re doing so you gotta make it fun and applicable to these young people look so otherwise a fifteen and sixteen year old they have better things to dio they have xbox, they have tv, they have their cell phones me dar is the founder of idealists took two or three years for foundation staff to sort of dane toe, add an email address their card. It was like it was phone. This email thing is, we’re here now that’s. Why should i give it away? Charles best founded donors choose dot or ge. Somehow they’ve gotten in touch kind of off line as it were and and no two exchanges of brownies and visits and physical gift. 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