Tony’s guest this week:
Roger Sametz, president and CEO of Sametz Blackstone Associates.
There’s more at tonymartignetti.com
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Tony’s guest this week:
Roger Sametz, president and CEO of Sametz Blackstone Associates.
There’s more at tonymartignetti.com
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Tony’s guests this week:
Kami Griffiths, executive director at Community Technology Network; Karen Lincoln, director of business & operations for The Stride Center; and Alicia Orozco, manager of administration & special projects with Chicana Latina Foundation.
Also, Diane Leonard, president/owner of DH Leonard Consulting & Grant Writing Services.
There’s more at tonymartignetti.com
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Tony’s guests this week:
Beth Kanter & Aliza Sherman, co-authors of the book, “The Happy, Healthy Nonprofit.”
Also, Heather Carpenter, co-author of the book, “The Talent Development Platform.”
There’s more at tonymartignetti.com
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Tony’s guests this week:
Jeanne Allen, principal at Jeanne Allen Consulting, and Nancy Rose, executive director of North Carolina Center for Public Policy Research.
Also, attorney Carly Leinheiser.
And Seth Godin, blogger and speaker.
There’s more at tonymartignetti.com
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Tony’s guests this week:
Jason Shim, associate director of digital strategy and alumni relations at Pathways to Education Canada, and Mark Hallman, president of Evergreen Digital Marketing.
Also, Karin Hedetniemi and Jayme Nelson from the Inside Education Society of Alberta. Karin is director of business and human resources and Jayme is an educator.
There’s more at tonymartignetti.com
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Tony’s guests this week:
Monisha Kapila, founder & CEO of ProInspire.
Also, Mike Wuebben, chief product strategist at Crowdster.
There’s more at tonymartignetti.com
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Tony’s guests this week:
Gerald Richards, CEO of 826 National.
Also, Amy Sample Ward, our social media contributor and CEO of NTEN, the Nonprofit Technology Network.
There’s more at tonymartignetti.com
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Tony’s guest this week:
Priscilla Rosenwald, co-author of “When Leaders Leave: A New Perspective On Leadership Change”
Read and watch more on Tony’s blog: http://tonymartignetti.com
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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 it’s friday, the first of november twenty thirteen oh, you know that i hope you were with me last week. I’d be forced to endure falik yah leitess if i came to learn that you had missed dr seuss stories, what khun green eggs and ham teach you about digital storytelling? Kelly jarrett with blackbaud had tips for each step of the story arc and lots of great storytelling examples and fraud protection. Melanie morton, manager of blackbaud forms, explained where you may be vulnerable and had a limit your liability for nefarious deeds like check fraud. Both of those were recorded at bebe con this past year. I just last month this week when leaders leave your ceo has been recruited away for a dream job. Where does that leave you? Priscilla rosenwald, co author of when leaders leave once you and your board to plan for leadership transition long before it’s announced she’s with me for the hour on tony’s take to roughly halfway through my thanks to two very loyal listeners we are sponsored by rally bound software for runs, walks and rides they are at rally bound dot com it’s. My pleasure to introduce priscilla rosenwald. She is the co author of when leaders leave she’s an executive recruiter. She and her co author have the site transition works dot com where you’ll find their book. Priscilla has a long history in executive recruiting and board recruiting. Priscilla rosenwald, welcome to the show. Dying. I’m delighted to join you. I’m glad you could thank you from philadelphia, right? Are you in philadelphia now? Yes. I love philly. Um, leadership changes these thiss can have a very big impact on on staff, on boards, on organizations. What? What was the impetus for your book? The evidence for the book was all the experiences that my colleague and i were having being called into organizations when the crisis already occurred. Either a long term leader had given notice on the organization was not prepared for that. Or really, there was a lot of turmoil with a founder and no ability to think about how to have any staff step up and run the organization when the founder exited. So we kept hearing these stories again, and again and again on i thought that if we gave people from guidelines in some steps tow, walk this difficult road, we could make it a lot easier and a lot of scary. As you mentioned, this could be not only a founder, but also along longstanding leader absolutely it’s really about ah, high profile leader who’s really so identified with the organization that everybody thinks of that leader synonymous with the organization, so it may be somebody who didn’t the role ten years, sometimes it’s someone that’s in the roll twenty years and often it’s the founder who certainly the respected respected leader who’s been there a long time, and nobody can imagine the organization without that person. What are some of the other symptoms that we find when there’s one person who had who has this disproportionate power over the organization? Well, often there’s a board that they’ve selected often the board to firms to that leader? So the board often step up in terms of governance, often the talent the organization has not been cultivated, so really it’s, not often a strong leadership pipeline, and the other piece it gets a lot of organizations into trouble is that high profile leader is often the face of all the thunders, so everybody’s terrified that if they leave, the funders really don’t know the organization and won’t fund projects, it won’t fund a mission, and when we have this board that was put in place by the founder or longstanding leader, then the decision making is all pretty much centralized around one person, right? And the board is like rubber stamp pretty much like that. The board doesn’t often ask enough questions are also get enough information there. They’re thinking that they’re being very responsible, but they’re often missing a lot of information to help them be more strategic. You talk a lot about aligning the organization legacy and the leaders legacy and, you know, of course we have the full hour, so we have time to flush these things out. But but what? What what do you thinking, their organizational leadership legacies kapin way think that’s a conversation that rarely happens. So when i when i talk about legacy, i really mean where the leader is thinking, they want to take the organization what impact they wantto have on the organization and then what impact they want the organization tohave so it’s really the impact, their personal impact and really the organization’s impact during their tenure. Okay, so aligning these things and that sounds like it involves a strategic planning process. Haha it does involve a strategic planning process. Um, however, i’d be curious to know how often in strategic planning these issues are actually discussed. So certainly legacy comes up rarely on the other piece that i wanted talk about that ties in with legacy is also succession planning. Yes. Okay. And you also make the distinction between succession planning and transition planning? Yes. Okay, you make that okay. Why don’t? Why don’t you just generalize that and we’ll have time to go into that detail also. Okay. So succession planning if it’s working well for an organization is an ongoing process, succession planning can actually even start as soon as a new leader is in place. Because it’s really continual planning and it’s really about talent management. It’s really growing the talent of the organization and making sure that the organization, um, is growing in line with the challenges that it’s facing so it’s a much more strategic approach. There is something that we call emergency. Succession planning and every organization needs tto have an emergency plan in place if the ceo is the chief executive, it’s called away for a project, has a personal reason to be away for three to six months. So you do need an emergency succession plan, but that’s not the strategic succession plan. Okay, and then, you know, i mean, you’re laying out different long term plans. We’re going to have time, you know? I don’t want you to go too much detail now because we’re going, going, going to come back to you, but try to get a bunch of things, just lay some, lay some ground for for for everybody, all right now transition planning. What is that? Ha ha! So transition planning is put in place once the leader give notice that they’re leaving or decides to leave, some leaders decide that they’re going to retire in a year, and then the transition place the transition planning get started sometimes there’s not a lot of lead time, but that’s really how the organization is going to manage through the transition to search. And then what happens when a new a new leader is hyre okay, and so that’s the that’s what we’re going to execute when we know that there’s going to be a transition great. And we have the plan in place. That’s transition planning. Okay, so we have succession planning. We have transition planning. Um, you, uh you have ah, terrific example in the book of a, uh a phoenix arizona charity, having having done this successfully, the alignment of the of the legacies, right? Can you share that? Yeah, that was that was really a unique situation in that there was a founder who new they were ready to step aside but didn’t want to completely leave the organization, and they were really highly identified with all the thunders. It doesn’t often work. Tohave a founder stay involved with the organization and a new executive come on board. But with some work on the on the part of the board and on the part of my firm, we were able tio positions the founder tohave a narrowly defined role in terms of funding and cultivating the donors, and allowing the executive director to really take over the leadership of the organization in terms of the mission of the organization in terms of their eyes. That can see in terms of their they’re patient work on dh it’s been two years and now, yep, the founder is gradually and gracefully exiting. Okay, now we have just about a minute before a break. Can you just give our overview before we go to break? What? What? That process was between the oncoming ceo and the founder. So what made it work was a lot of very transparent conversations with the founder board meader ship and the incoming executive director in terms of being very clear about rolls and expectations for each of those people. So the founder that was stepping aside and the new executive director that was coming in very clear expectations that we constantly revisits about how they were communicating and who was responsible for what and having the board step up. The board also had a move from being a founder board into growing members of the board who weren’t all selected by the founders. So all these things were happening parallel and it’s really been it was really to your process. Yeah, and it sounds like some difficult conversations we’re going. We’re going to go to a break when we come back. Priscilla rosenwald. And i will keep talking about this will flush out some of these difficult conversations and and help you get these long term plans in place. Get and get at least get started. Stay with us. Talking alternative radio twenty four hours a day. Do you need a business plan that can guide your company’s growth? Seven and seven will help bring the changes you need. Wear small business consultants and we pay attention to the details. You may miss our coaching and consultant services are guaranteed to lead toe. Right, groat. For your business, call us at nine. One, seven, eight, three, three, four, eight, six zero foreign, no obligation. Free consultation. Checkout on the website of ww dot covenant seven dot com are you fed up with talking points? Rhetoric everywhere you turn is last. All right. Spin ideology. No reality. In fact, its ideology over in tow. No more it’s time for action. Join me. Larry shot a neo-sage tuesday nights nine to eleven easter for the isaac tower radio in the ivory tower will discuss what’s important to you society, politics, business and family. It’s provocative talk for the realist and the skeptic who want to know what’s. Really going on? What does it mean? What can be done about it? So gain special access to the ivory tower. Listen to me. Very sharp. Your neo-sage tuesday nights nine to eleven new york time go to ivory tower, radio dot. Com. For details. That’s, ivory tower radio cop everytime, was a great place to visit for both entertainment and education. Listening. Tuesday nights nine to eleven. It will make you smarter, buy-in. Hey, all you crazy listeners looking to boost your business, why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Welcome back to big non-profit ideas for the other ninety five percent. Priscilla rosenwald is co author of when leaders leave and that’s, we’re talking about leadership transition planning for leadership transition, priscilla, we’re not talking about bad, bad, bad happenings the leader get it gets hit by a bus, how come we don’t use don’t come you don’t use that in the book that’s such a doom and gloom scenario that whenever that expression comes up, people usually get scared, and i don’t want to continue the conversation, so i know it’s very popular. It’s not a conversation starter for us, so we don’t usually begin discussions about succession planning or transition planning with that expression. Okay? So on the positive, it could be that, as i said in the intro, your leader gets recruited away to a dream job or some some fellowship or research opportunity that they just can’t pass up, right? Or what we find also is that a lot of leaders find it there’s still another career left to them, you know, they run this organization, they’ve enjoyed it, but it doesn’t have to be the only success they have in their lives, so they’re starting to think about another way that they could do something different some people want, oh have an academic teaching roll. Some people decide they want to leave and have a consulting practice. So planning for that and having the conversations about that are often what’s really challenging and isn’t the case that some some leaders don’t know how to get out, and then they may have these desires exactly as you’re describing, but they don’t know how to make the move. That’s correct? One one thing that we did here in philadelphia is my colleague and i had an ongoing round table with executives that had been in their roles for a minimum of ten years to talk about how they were positioning the organizations and, you know, having succession conversations, and it was an ongoing group. A lot of the leaders did decide that they were ready to step aside from the organizations, and some of the leaders decided teo reevaluate their role and really reposition the organization. So not everybody decided that they wanted to exit, but everybody used it is a launching pad to think of their legacy and how they wanted their organization to drive. And also how to engage their board differently? Yeah, okay, that exactly. So then i was going to ask you. So what were the next steps whether whether they had decided to leave or or or not, but they were reevaluating what’s the next step after they’ve done the introspective work? Ha! Next step is really looking at two things. One is looking at the board talent and the other one is looking at professional talent, so really making sure that the board has a pipeline of talent there really a succession planning its board level so the board is really engaged in a strategic way and very knowledgeable about the needs and challenges to the organization and ways that other board leaders can step up and work with new people, said it’s, a very tight partnership between the board chair and the high profile leader. So it’s a way to really get boardmember to be more involved in the leadership on the staff side it’s really looking at hell, they’re cultivating talent, so making sure there’s opportunities for staff to grow their skills have more visibility and the other piece it’s really critical that i don’t want to overlook. It thunders that’s often the place where the organization’s really run into difficulty when there’s a transition and that’s it. They haven’t really allowed funders to really need other staff in the organization, and they don’t have a transition plan for how the ceo is going exit and the funders will remain engaged. Okay not-for-profits report, okay, now we’re crossing over into but when we’re talking about the board and the staff and cultivating leadership within that’s, the succession planning, right? Isn’t that part of really kicked into high gear when the transition planning? Right? Right. Okay, but i’m trying to segregate the two so well, so we don’t confuse people. And so i wantto we want to deal with the succession planning part first that’s where we were that’s where you were, you were leading with the board and the staff is that is we’re trying to cultivate leadership and talent from within. Is that right? Okay, how do we do that? How do we identify the right one people? Is this picking one person? You’re going to be the successor? How is this done? My favorite question. No it’s. Not about selecting the successor. It’s really looking at? The people that are in leadership roles, from mid management through senior management and looking to see if people are really having enough opportunities to coach, too. Teo delegate to really move into some of the leadership aspects that the ceo is having, and it’s also incumbent upon them to pass down some of their leadership opportunities so that more people can step up and share leadership with them. So it’s also promoting more transparency around decision making in the organization. So everybody really feels like they’re engaged in the leadership. So it’s, not one person, um, pipeline down to the team in and down to the frontline staff, and this is bored and staff working together in this process, right, absolutely bored working together, okay, we have to put some ego aside. This is. This is very difficult stuff, isn’t it? This is hard stuff. All right? How do we how do we get the founder? Our longstanding leader to start toe advocates? Um, responsibility delegate on dh put that ego side what’s what’s that gonna circle back to what we talked about before. And the conversation that we find most valuable is getting go, the founder of the long term leader to really think about their legacy. And if they start to think about the legacy, their own legacy and the legacy they have for the organisation, it sometimes triggered them. Think about planning and what they want to put in place. Because then they have to put a long range perspective on, you know, if they’re looking thing more short term or more tactical, they’re not off. You’re thinking about their legacy, how they want to re remember. You know what impact they want the organization tohave what credit they want to get for it, okay? And that’s that’s all wrapped up in their in their in their ego but it’s a way to support their ego but helps them think about how their ego translates into the sustainability of the organization. Excellent, excellent. And where does this conversation originate? Is it with the board bringing it to the ceo? It actually does originate at the board level. I mean, sometimes the ceo will start that conversation because you had your because you had your group in philadelphia in our group that was theo’s issues, but it’s really at the board level where that conversation has happen. Here’s here’s one of the problems so i don’t wantto in any way make this sound like it’s easy. The whole conversation of succession often raises a lot of red flags, and ceo thinks that it’s a race, the conversation, then the board thinks they’re ready to leave on the board, thinks if they raise the conversation than they’re telling the ceo that they, you know, they want them to exit if it’s done on a regular basis of succession, conversation is happening at the same time that strategic planning it’s happening, then it’s not a one time conversation, and then it takes some of the sting out of the conversation. It normalizes it. So then we’re continuing to think about developing the ceo and how they’re developing the staff of what it looks like for the organization going forward. It’s not a one time oh, my god, we haven’t thought about what’s gonna happen. Excellent. Yes. That’s. Very good. That’s. A very good point to make and see. This is this is why i love non-profit radio. Because if we were giving you fifteen or twenty minutes, well, everybody gets at least twenty. But we’re giving you twenty minutes. You know, we wouldn’t be able to get to that to that point of of how difficult, how it’s perceived when either party raises the conversation, but because we have an hour together we get we get to flush this out. So excellent. Thank you. All right, so i want can i point out an example, there’s an example in the book. Okay, well, first of all, every every case study in the book is actually based on our work, but i hope so. I hope he’s not made up my god of dramas don’t know they’re all real, but i worked with a young ceo and they’re sitting there’s a case study about her in there. And from the time she walked into the organization, she talked about succession planning. She said to them, you know, i’m still early in my career, i’m not going to stay here my entire career. I want to be very clear about that, but i’m going to say for a long time and i want to put things in place. So starting with the beginning of her tenure, she constantly talked about succession planning and constantly looked at her legacy and what she was going to do for the organization made amazing things happen. They made some financial decisions, they made some facility decisions, she actually positioned the organization, so when she left, they supported her, they applauded her, they were ready for her successor and she’d been there under ten years. That’s that’s got to be rare with ceo talks about succession planning at the beginning of their tenure, but but it sounds brilliant. It worked for her, and she continues to have a really high profile career in the reason and that’s, another way of, i guess, securing for the board that this isn’t because i’m ready to leave. I just got started, you know, i’m in my first couple of months here, but but we have to plan for when i do leave, right? So how does that make it easier for the board, tio tio here. Well, if if the conversation is less about the person and more about the organization, then it’s much easier conversation have. Okay. Okay. You know, our ideal is to take it away. You asked about egos. We don’t want this to be ego driven. We wanted to really be driven by what’s. Good for the organization. And i don’t want to leave people with the thought that well, i’m the executive director on i’ve been here two years and i didn’t start the succession planning discussion when i started. So it’s too late now, it’s tze not too late, but later. Yeah, okay. And as you point out, make it about the organization. Okay? Is there a is there a committee of the board that should be dealing with this? O r? Is this a full board activity? How do we implement this success in planning process at the boardmember? Great question. So it’s usually may have different names, but on the board it could be the governance committee. Could be the strategic planning commitee. Yeah, sometimes it’s rolled into the nominating committee. But it really is at a committee level. And at that committee there really should be at least one member of the executive team involved, okay? And our succession plan is this this’s a written document that, of course, like a strategic plan. We keep revisiting it’s, not like you put on a shelf. Forget it, but is this is this a written document? It is that the outcome. It is a written document that exactly get revisited along with the strategic plan. So it’s continually revisited in terms of where we’re going, with success in how are the rolls changing of the senior leadership? How is the role changing of the ceo? You know, maybe they started with everything on their plate. Maybe they’re starting to share responsibility, maybe they’re starting teo grow their team. Maybe they’re sending more people out to be the face of the organization, so constantly revisiting that and i want to get back to how important it is for that also happened at the board level, the succession planning it’s really happening concurrently with the board and with staff? Yes, and that i wanted to move to the staff right now. Perfect, because they’re they’re an integral part of this. Um, are they are they involved beyond the it sounds like they are beyond the cultivation of their talents? How is staff involved in this succession planning? Well, they’re really constantly involved because they’re constantly involved in coaching. I say that again and again could supervising and coaching or not one in the same so it’s their role to be coaching talent. Um, it’s really up to them to be part of joining in the decision making, it gives staff the opportunity. Tohave more transparent conversations with chief executive it. Really changes the tenor and the tone of of the leadership of the organization because it means that all the things that could never be talked about publicly now could be talked about. You know, what happens if and let’s think about this and, you know, talk about worst case scenarios, planning for success, planning for challenges, it’s all on the table. Excellent. Okay, as you said earlier, open open conversations, transparent, but but difficult conversations. How do we how do we execute these conversations at the staff level? We having having meetings about succession planning? We’re doing this. I know it’s. I know in general it’s ah it’s ah, conversation with the board. But we’re doing it at board meetings and having staff come. How do we execute this for the staff on nice question you love my questions. I’m i’m pretty pleased myself. So people do it’s not our world, to tell people how to do strategic planning, but usually success full strategic planning, engaging staff as well as the board. So the staff for part of the conversation at the strategic planning level and then and it may cast k down, so it may not be the entire staff, but it may be representative to the staff, but if the staff are engaged in the conversation and it’s easy for them to be part of the follow through and part of the planning if it’s just handed down from the board, it’s really much more challenging for the staff to take a role in it? What if? What if we already have our strategic plan in place? We just we just wrapped it up earlier in twenty thirteen, and we didn’t include succession planning as a part of it. Another good question you wrapped it up, but you wrap it up as a couple of year plan. So it’s a it’s a three year plan, for instance, so the first time you revisit it, so you’re going to revisit a tier one that’s a perfect time to then have the succession plan in conversation. So there’s always windows to commit and have this conversation. And i want to say that i don’t expect that every organization can do this by themselves. It’s all facilitated process, you often need an outside consultant help you have some of these challenging conversation, so i don’t expect the ceo of the boards here to be able to easily step up and lead this. But once the consultant comes in and get the process going, i think the organization can can take their cues and manage it from there. And that’s, typical of strategic planning, generally that’s, the way it’s done. All right, we have to go to another break when we come back. Tony’s, take two. I have two very loyal listeners to thank, and then priscilla and i will continue talking, and we’ll move from succession, planning to transition planning. Stay with us. There e-giving inventing the tubing, getting dink, dink, dink, dink. You’re listening to the talking alternative network waiting to get in. Nothing. Cubine are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you, too? He’ll call us now at to one to seven to one eight, one eight, three that’s two one two, seven to one eight, one eight, three or find us on the web at www dot double diamond wellness dot com way look forward to serving you. Hi, i’m ostomel role, and i’m sloan wainwright, where the host of the new thursday morning show the music power hour. Eleven a m. We’re gonna have fun. Shine the light on all aspects of music and its limitless healing possibilities. We’re gonna invite artists to share their songs and play live will be listening and talking about great music from yesterday to today, so you’re invited to share in our musical conversation. Your ears will be delighted with the sound of music and our voices. Join austin and sloan live thursdays at eleven a. M on talking alternative dot com. You’re listening to the talking alternative network. Duitz durney i’m chuck longfield of blackbaud. And you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Tony’s take too. There are two people that i want to thank very much. I met high energy judy i dubbed her when i hosted a breakfast panel a couple of weeks ago for the association of fund-raising professionals here in new york city, the subject was creating a culture of philanthropy throughout your organization, in business offices and program department’s way beyond just the fund-raising office and, um, judy is a high energy judy, a trustee of a nationwide charity, and she does what i really hoped that boardmember listeners will do. She shares the shows with the staff of the organization when she thinks they’re relevant to their work and that’s that’s what i have in mind as as i’m producing this show for our boardmember listeners that everything isn’t relevant to your organisation, but what is i hope you are passing on, and if you’re in the organizations which most of our listeners are, i hope your your board members are filtering things to you and obviously that you’re thinking on your own that different topics are relevant to your work. But judy was just a perfect example of what i hope boardmember sze are doing as as you are listening, she was also very generous with her compliments of the show, and she had great passion for the charity registration work that i talk about sometimes and that i do in my own consulting. So judy, i didn’t you didn’t have a card, but i always have car. I gave you one of my cards. I offered you half a dozen, but you only took one. Please get in touch with me. I’d love to be in contact with you, judy. And it was a pleasure to meet you. Also eric anderson, eric blog’s at donorsearch reems dot wordpress, dot com and eric wrote a very complimentary post aboutthe show it was called have you discovered non-profit radio yet? He loves the show. He included links to some recent shows linked to the itunes paige. And in his blogged he asks, who is this martignetti guy i love that it was it was very sweet and it was really also very complimentary of the show. And eric, i thank you for introducing the show to your followers on your block and his block again is donorsearch reems dot wordpress, dot com high energy judy eric anderson i thank you very, very much. I’m grateful for your support and regular listening, and that is tony’s take two for friday, first of november forty third show of the year. I can’t give life listener love again, i’m i’m, i’m out of the studio, it will have been about three shows in a row out of the studio, but i will be back, but all the live listeners, you know, where you’re all from and if you’re not from one place, you know, while the other live listeners because i’m always sending so much live listener love, so we know we’re well represented in asia and all those very popular listening states throughout the country. I’m not going to regale you this this week and also, of course, podcast pleasantries very grateful to have all the podcast listeners. Thank you for listening, priscilla let’s, let’s go to yeah, you’re with me, right? I’m with you and i just wanna have mentioned a word that i think is very critical and we haven’t talked about in the first part of our discussions going that word has changed and that really underlies the reason that we wrote with leaders leave and that really underlying the critical issues. So it’s really about helping organizations constantly think about change, be prepared for change the position for change on dh no one knows what the change is going to look like. So it’s a matter of organizations being nimble and putting some of these systems in place. All right, we’re going to talk about the second recommended system or plan moving from the longer term succession planning to the transition planning. And why don’t you remind us? How is this different than the succession planning? So transition planning is put in place once it’s clear that the ceo chief executive is going to be deporting the organization whatever that time frame is, as soon as it’s clear that that train is in place than that the succession planning moved into actual transition planning. Okay. And to make sure that this train does not end up in a train wreck, right, we have a transition plan that’s in place long before we know that there’s going to be a departure. Okay. Right. What? How do we initiate this transition? Planning process so way mentioned this before we have a board committee that’s involved in the transition? Okay, same committee. So there’s a committee there’s a beginning of preparing which staff are going to have leadership will storing the transition? Um, you begin to do the communications about the transition of the chief executive, and you also start to stewart the funders. So the thunders air in place of the thunder start to understand that’s going to be a change in the organization. And i mean individual thunders institutional funders. Nothing is harder for an organization in terms of their long term growth that when a funder find out suddenly that the chief executive is exiting and they weren’t prepared for it, and they get very nervous about their support for the organization. So stewarding the thunder is an important component of your fund-raising professionals will agree those those fundez maybe individual or or institutional when you say fundez you just mean institutions, right? Ok, now you had made the the point. I’m a little confused the earlier that we’re not in the succession plan. We’re not naming the successor now by the time we have to execute our transition plan which again time stands it’s and it’s been in place for a while, but now we have to execute it now. It is time to name a successor. It is, isn’t it? Not necessarily. Okay, well, maybe that’s my confusion. Alright, no, i’m helen it’s a valid confusion success in planning doesn’t necessarily mean identifying a successor. That means identifying a talent pool that can manage the organization. Sometimes there is talent that emerges to be the successor, but it’s much harder to put that responsibility of one person through lots of reasons they might get recruit away in the process or sometimes there they don’t have the right competencies to move into the leadership role. What we see sometimes is the number two is offering operations person, and they do operations really wonderfully, and they get tagged to be the successor, and then they get into the role of being the face of the organization. They’re not comfortable being the things of the organization, they’re not comfortable doing the fund-raising and they may not be comfortable moving out of their operations roll so it’s much harder to identify successor didn’t let that process happen organically, through the transition and through the search process. What are we announcing then, as we’re executing our transition plan? We know there’s going to be a change in leadership. What are we announcing about the the successor or the plan to get to those? Thank you were announcing you love my questions. I’m sorry. I said you love my questions are great communication is about the stability of the organization during the transition. So that means there is a sense of timing for how long the incumbent is going to be there. And it also means often when they’ve been a long term leader or founder identifying an interim executive to be in place in the organization while the recruiting process is happening, it provides a lot of stability to the organization, and it also gives the staff and the board have time to deal with their issues of grief and loss. Because if there’s been a beloved leader, people need that time tohave, um, to catch their breath, to deal with their issues of law and then be prepared. Teo, accept and support a new leader. The role of an interim executive director now are you? Are you recommending that there be an interim person between the last day of the founder or longstanding leader on the beginning? The day the first day of the successor ceo. We always recommend that. D’oh. So so it’s. Not good, it’s. Not good for it in part of the transition. So it’s not good for the person to stay for the ceo to stay until the successor begins. It’s not ideal. Okay, it’s. Not ideal. And the other thing. And thank you for asking that it is. Boards often won the long term leader of founder to not just stay till their successor comes, but stay around and shepherd them through all the systems and policies and introduced him to everybody. Um, you know, i sometimes like in this to a marriage, um, and it’s really hard, if you know, if the husband gets married, has a new wife. And they think the ex wife really has to stay in the picture to talk about how everything happens. It’s something harder. So it’s much better that the high profile will well respect the loved chief executive founder gets a lot of accolades that there’s a public event to honor them, that they get a lot of support during their transition. So they leave feeling have be uncomfortable. And that their successor can come in with a clean slate and that the board looks to the new leader and doesn’t keeping deferring to the former leader. And you recommend that in between there there’d be an interim executive director or interesting in terms? Yes. I’m sorry. You said what i said. I recommend that and more. Okay, i recommend that with a caveat. And the caveat is that the interim executive director bia hyre professional and not the board chair and not usually an acting staff member. And i’m gonna tell you why, okay, but there are okay, we’ll get to the y in a sec, but i just wantto make sure people understand that there are consultants that act as interim executive. Director’s? Yes. There’s, always the pool’s consultant. Sometimes their former executive directors. Um, sometimes they’re people who had leadership roles, and they’re perfectly qualified to come in and serve in an interim capacity. Okay. And now the why you had mentioned a grieving and mourning process. What more you want to say about the why? There should be this interim person it’s partly to deal with the grief and loss. Sometimes, if there’s been a founder long term leader. They haven’t made tough decisions about staff rolls, and often the interim can come in and do the work in the organization prepare the successor to be successful. You don’t really want to hire the new leader to come in and have to do the dirty work that was left over from the former executive. They shouldn’t have to come in on dh deal with challenging employees that should all be done during the interim. The organization has a fresh perspective and is ready to move forward when the new leader comes in. Excellent, very inter treyz thing. And how long do you what what minimum do you recommend for the interim? So a minimum of three months, probably a maximum of six months. Okay, okay. And they have to they have to do some really dirty work, but we all know that they’re going to be leaving. So that legacy of dealing with the challenges which, you know, i think we’re talking about they’re firing people, reorganizing things like that. That, yes, looking scrupulously at finances right now, that’s all done by the interim person who is going to leave in three to six months, right? So they can make some of those hard decisions and ray’s heart issues that may not have happened during the long term leaders tenure. Excellent. Okay, now i don’t know. I don’t think most organizations planned this way. Do they have, isn’t it? Most organizations hyre an interim, and they’ll name someone probably internally, because the timing just works that way, they kind of default into it. Yes, okay, well, you could say in what happens, that’s, really, why we’re very big fans of planning. So if there’s a plan in place, then you can think about what happened, what they anticipate and that you’re never caught by surprise. Okay, okay. We’re going toe. Take a break. And when we come back, priscilla and i are going close this topic a little more on this. Very interesting, the interim, the interim ceo. So stay with us. Dafs you’re listening to the talking alternative network. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot. Com let’s monte m o nt y at monty taylor dot com. Talking alternative radio twenty four hours a day. Welcome back, priscilla. I’m really thrilled that we got this made this point about there being an interim person as part of the as part of the plan is part of the transition plan. Absolutely. And you brought in earlier the topic of the funders let talk about that. What should the interim person be saying to the individuals and the institutions that are supporting us? So that’s part of the communication plan? So there’s a communication plan that should go out so the head of development should be working very closely with ian from executive director and the board chair to really talk to all the donors. I’m very concerned about institutional donors because i see a lot of foundations often put funding on hold when there’s a leadership change, so talking to them assuring them about what, how smooth the processes so they understand that there really is a process that the organization is being will manage during the transition seems to make a big difference for funders talking to individual donors about the mission of the organization and moving it from the profile. The leader to the work of the organization really sets the stage for the new leader to commence if you have these succession and transition plans in place, should you share them with institutional funders at the time that you’re making the proposal just toe say, maybe you’re just in a short paragraph that there’s there’s been considerable planning in case there should be a leadership change during the period of your funding? Is that worthwhile? That’s absolutely critical. In fact, thunders are starting to ask for it or that you’re seeing that, yes, they’re starting to ask, what kind of succession planning is in place often old they’re concerned about is the emergency short term planning, but they want to know that organizations, they’re starting to think about it, okay? And since you mentioned the emergency short term planning, let’s, let’s, talk a little about the emergency succession plan. What is that that’s? A new emergency plan for a temporary absence and that’s really, when i say temporary it’s really three to six months of an absence of the executive for a personal issue? Or again, you know, if they have to lead a major panel or a major project, but it’s really good to be short term, so we know they’re going. To be coming back quickly? Yes. Ok, i would just say that the expected contrast with the other planning we’ve been talking about the expectation here is that the person is going to return right here. They’re going to return. They may have left for a health issues they may have left from it, you know, pregnancy we’ve so we know it’s really interim planning, all right. And what should be the parts of our emergency succession plan? The parts are whose designated to assume leadership in the axe in the absence of the chief executive. What a story they have. Um, what the process in place to contact and inform staff how you’re going in for major stakeholders like your donors, who’s going to do that communication and what role staff will have in the absence of the chief executive of the rolls are clearly going to change temporarily. So it needs to be spelled it really clearly who’s going to do what and who’s going to manage and how decision making is going to happen. And then the last piece is very critical is who on the board is going to oversee this? It could be the board. Chair or it could be another member of the executive team that’s charged with overseeing the running of the organization during the interim absence of the chief executives. Can we hire one of these outsource interim executive directors to fill this role? Or is that is that not appropriate? For some reason, i not heard many organizations deciding to hire an outside if it’s just a temporary leave. Okay, okay, because there will be an opportunity for some of the staff to step up, step up knowing that it’s short term, sure enough, right? You’re right, that makes more sense. Let’s, let’s, go back to the to the institutional and individual funders. What is the well? Is anything more than the interim executive director needs to be saying aside from the that there is a plan in place and we’re managing transition carefully? No, because after that that’s really the responsibility of the inn from after that it really full to the development professional on the board chair to continue to have conversations with their funders and to continue to make them comfortable with the transition process. And again, you’re emphasizing the board is involved in this part of the communication actually, during a leadership change, i think that’s really the most critical time for the board to step up. That’s really their role, although they do fund-raising and they oversee policy, the board’s role in a transition is the most critical role they have. Okay, so it’s not only the board chair. Oh, no, no, really it’s really the board chair is leading it, and the executive committee is taking an active role. But it’s a really important time for the board. They’re also going to be involved in the search process for the new executive. So it’s, a very critical time for the board as well. Okay, we have just a couple of minutes left and i want to ask what it is that you love about the work that you do around transition. Oh, another wonderful questions. Um i think it’s exciting to help people think about change on embrace change and go towards change rather than running away from it. So it’s, always fun to watch the paradigm shift as people really get excited to think of that change. But people fear change. So why is it you write it’s? I’m envisioning you as a firefighter. You know, everybody’s running out of a burning building. And you’re the one running in with a hundred pounds of hose on your back. Why are you running toward on dh? So so in love with what people fear so much? Uh, mostly because it’s inevitable. Um, no matter how much you trying to avoid change, it’s the only constant we can count on. So we might as well embrace it and figure out how to use it in our favor. Very pragmatic. It’s. Very realistic. Brazil. Rosenwald, co author of when leaders leave, you will find that book at transition works. Dot com priscilla, you need to be one and thank you. Oh, soon to be on amazon. Okay, you’ll find it there as well. Honey, you’re a pleasure. Oh, thank you, it’s. You not to keep well, there’s, no more chances for your tio. Thank me for my great questions, but thank you for being so gracious and loving all my questions. Yeah, it’s been a real pleasure having you. Thank you, priscilla. Thanks. Take care next week. Getting to the next level. Lawrence paige nani is author of the non-profit friendraising solution based on his work as an executive director and fund-raising consultant, he has many proven strategies to get you to the next level of fund-raising revenue that ubiquitous question, how do we get to the next level? Lawrence has the answers next week. Rally bound is a sponsor, which i’m very grateful for. They make easy to use software for runs, walks and rides there at rally bound dot com i’ve told you i’ve met the ceo way had breakfast together schnoll lee is a very nice guy and very concerned about how non-profits manage their campaigns, and so he has developed software that helps you to do that. That gives support, of course to you very easy to use dashboard, but then also support for the people who are out asking their friends to give to your campaign. So i hope you can appreciate how he is thinking about what your needs are and what the needs of your your donors are who are out asking their friends it’s all built into their software at rally bound dot com. I’ve also worked with joe mcgee there and he’s, the one who actually help you set up your campaign, so i suggest if you’re thinking about run, walk rides, look at rally bound dot com, or you could just call them. You can claim a discount as a non-profit radio listener, for sure, and you would ask to talk to joe mcgee, and they are at triple eight seven six seven nine o seven six. Our creative producer was claire meyerhoff. Sam liebowitz is our line producer, shows social media is by deborah askanase of community organizer two point oh, and the remote producer of tony martignetti non-profit radio is john federico. Of the new rules are music is by scott stein. I hope you will be with me next week. Talking alternative broadcasting, a tucking, alternative dot com, of course, friday, one to eastern. They didn’t think that shooting the ending. You’re listening to the talking alternate network. Get in. Good. Are you a female entrepreneur ready to break through? Join us at sixty body sassy sol, where women are empowered to ask one. Receive what they truly want in love, life and business. 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Big non-profit ideas for the other ninety five percent fund-raising board relations, social media, my guests and i cover everything that small and midsize shops struggle with. If you have big dreams and a small budget, you have a home at tony martignetti non-profit radio friday’s one to two eastern at talking alternative dot com. Are you concerned about the future of your business for career? Would you like it all to just be better? Well, the way to do that is to better communication, and the best way to do that is training from the team at improving communications. This is larry sharp, host of the ivory tower radio program and director at improving communications. Does your office needs better leadership, customer service sales, or maybe better writing, are speaking skills. Could they be better at dealing with confrontation conflicts, touchy subjects all are covered here at improving communications. 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Tony’s guests this week:
Norm Olshansky, consultant and co-editor of “You and Your Nonprofit”
Maria Semple, The Prospect Finder, consultant in prospect research and author of “Panning for Gold: Find Your Best Donor Prospects Now!”
Read and watch more on Tony’s blog: http://tonymartignetti.com
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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 and today’s friday, october nineteenth. Oh, i very much hope that you were with me last week. It would cause me pain and distress if i learned that you had missed last week’s show, which was your end campaign clearness from the blackbaud conference b be gone earlier this month in maryland, the conversation was with a panel, and they revealed tips for your year end campaign also compensation clarity. Jean takagi and emily chan, our legal team, were with me to explain how you determine what’s reasonable compensation for executives. What happens if the camp is excessive and what’s that automatic penalty that kicks in if you don’t disclose benefits? Plus we did our board role play, you’ll recall, i believe i stormed out of that meeting uh, this week leadership normal sanski, consultant and co editor of you and your non-profit shares his advice on non-profit leadership, his premises everything starts with leadership and linked in news. Maria simple, the prospect finder and our regular prospect research contributor, has two new offerings from lincoln board connect. Helps you find the right people to serve as board members, and reasons to call reveals touchpoint ce for making contact with the people you want to talk to. Between the guests on tony’s, take to my blogged this week is the modest are more generous. If you’re on twitter while you’re listening, then you can join the conversation using our hashtag non-profit radio. We take a break and when we return, i’ll be joined by normal sanski and we’re going to talk about leadership. Stay with me. You couldn’t do anything, including getting thinking, you’re listening to the talking alternative network, get in. Nothing. Cubine joined the metaphysical center of new jersey and the association for hyre. Awareness for two exciting events this fall live just minutes from new york city. In pompton plains, new jersey, dr judith orloff will address her bestseller, emotional freedom, and greg brady will discuss his latest book, deep truth living on the edge. Are you ready for twelve twenty one twelve? Save the dates. Judith orloff, october eighteenth and greg brady in november ninth and tenth. For early bird tickets, visit metaphysical center of newjersey dot or or a nj dot net. Hi, i’m donna, and i’m done were certified mediators, and i am a family and couples licensed therapists and author of please don’t buy me ice cream are show new beginnings is about helping you and your family recover financially and emotionally and start the beginning of your life. Will answer your questions on divorce, family, court, co, parenting, personal development, new relationships, blending families and more. Dahna and i will bring you to a place of empowerment and belief that even though marriages may end, families are forever. Join us every monday, starting september tenth at ten a m on talking alternative dot com. You’re listening to the talking alternative network. Well. Welcome back. This is big non-profit ideas for the other ninety five percent. But you knew that joining me now is normal. Sanski he’s, the president of n f p consulting resource is he’s, also a senior consultant with the bob carter companies. His clients over many years have included botanical garden, national membership associations, religious organizations, hospitals, public and private schools, museums and arts organizations. Norma’s joining me from sarasota, florida norm. Welcome. Well, thank you. Nice to be with you, tony it’s. A pleasure to have you. Thank you were talking about leadership on dino. You start with the premise that everything starts with leadership. Let’s, start very general and have you tell me what is a good leader in your mind? Well, obviously, when we’re talking about non-profits a good leader, and when i say leader, i mean either volunteers or staff, uh, the key is obviously a commitment and passion for the mission. I mean, it all starts with that. And then it it’s a question of of people who are serious about the business of non-profits there’s some but there’s a whole lot of, uh, skill and science related to non-profits but there’s also the art the relationships of uh, that are involved in a successful non-profit so having a combination of both people who are willing to take some risk, but also who are creative, who can establish and bring in additional people who are passionate about the organization and it could bring resource is and talents that are necessary to be successful. And i love that you start with the commitment and passion, but obviously that’s not sufficient that’s it’s necessary, but not sufficient many, uh, organization that had very committed and passionate people who knew about the mission failed because they don’t have the skill and the knowledge of the relationships, the influence or the leadership necessary toe taken organization to ah level, where could be sustainable? And this is a business you mentioned being serious about the business. You do have to have a business sense and run run this organization like one. You know, a lot of people don’t realize that talk about non-profits but not profits are corporations non-profit is a status of the i r s but when you talk about a corporation, any business to be successful has tohave the components and the plans and the leadership. Behind it that they’re going to make things happen and, you know, so marketing is as important to fund-raising and, uh uh, financial development and budgeting, all of those things that businesses have to deal with are the same that non-profits have to deal with. I think people get a stark surprise when they learned that the first step to creating their new charity is incorporating in the state that they want to be in that just to just reinforce your point. This is a corporation it’s, a not for profit corporation, and you have to incorporate and there’s your first your first introduction if you hadn’t realized that, uh, this is going to be a business, you know, and you will know and have written about extensively, there are regulations that govern corporations and their specific regulations that govern non-profit organizations. Yes, i’ve heard rumors to that effect. I do a lot of work around charity registration, that’s one narrow small compliance area for charities um, and there were many of the state and federal level, so the so the sense of being a business i think is is shocking to a lot of people who come into a a new charity with that passion and motivation for helping people but they they don’t realize what they’re into for the long term and in its agriff it aggregate the non-profit sector is one of the largest corporate sectors in america. When you look at total assets, total income, total number of employees um after retail and manufacturing, the non-profits sector is the third largest in the nation. Interesting, excellent. Okay, so let’s broaden little bit. We don’t because we don’t want to talk just about people who are starting a charity. So leadership, as you said, of course, staff or volunteer. But with staff, this could be well, even volunteers. This could be leadership at any level, right? We’re not just talking about the executive director and the chair of the board. No. Leadership is key at all levels. From your receptionist to the person who answers the phone to the people who were involved in strategic planning, uh, from top to bottom. Everybody needs to contribute their leadership capabilities for an organisation to be successful. Interesting. You mentioned even the, uh, the receptionist? Absolutely. Absolutely. The receptionist is usually the first contact that a person has with an organization, whether it be a client, oh, a member or a donor. And if that if that contact is not one that is receptive and, uh, customer friendly and doner makes into account all sorts of dona relationships, then you’re starting off on on, ah, negative to begin with. So, uh, everybody needs to do their jobs well, understand how they fit into the overall organization and the importance that they play towards the success of the organization going forward way. We’re going to take a break, of course, normal. Sanski stays with me. We’re going to have a chance to talk more about these volunteer. I’m sorry about the leadership topics and get into some recruitment and and relationship building in succession topics all around the book that he co edited, yu and yur non-profit stay with us talking alternative radio, twenty four hours a day. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam lebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Buy-in are you fed up with talking points, rhetoric everywhere you turn left or right? Spin ideology, no reality, in fact, its ideology over intellect, no more it’s time for action. Join me, larry shot a neo-sage tuesday nights nine to eleven easter for the ivory tower radio in the ivory tower will discuss what’s important to you society, politics, business, it’s, provocative talk for the realist and the skeptic who want to go what’s really going on? What does it mean? What can be done about so gain special access to the ivory tower? Listen to me very sharp, your neo-sage tuesday nights nine to eleven new york time go to ivory tower radio dot com for details. That’s, ivory tower radio, dot com. Every tower is a great place to visit both entertainment and education. Listening. Tuesday nights nine to eleven. It will make you smarter. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com shit. Welcome back, big non-profit ideas for the other ninety five percent um, norm let’s talk a little about the the art of leadership that you mentioned not only the business side but the art what’s involved there. Well, clearly part of the role of a leader, a true leader is to be able to motivate others and motivating others means setting and being a good role model, being a good listener, being a person that allows others to bring to the table their talents and skills and knowledge and fuel ownership to the overall venture. So a true leader is somebody whether it’s, a staff leader or volunteer leader, is someone who engages others who is a role model, who’s says follow me because i’m willing to do anything i’m asking of you, uh, who sets the bar high expectations high and is a, uh a gung ho uh, passionate about the organization. So, uh, when we talk about people who have influence people who are charismatic, they’re your best best leaders in an organization if they also know how to relate to people and engage people in a positive way. Let’s, apply some of this too, recruiting you might. Be recruiting staff or you might be recruiting volunteer leaders. What are what are some what? Some of the actual tips you know that we can we can convey the listeners around recruiting the best people for your for your organization? Well, there’s so many, many things to consider and as as we mentioned in the book that’s put out by charity channel press, when you’re looking at, uh, recruiting leaders, you’re looking at both sides of the equation, people that are going to bring skills or re sources that are needed for the organization and people who could be team players, people who care passionately about what you’re doing and people who are, uh, going to keep the interests of the organization above their self interests. Now, how do we recruit to find those attributes? Well, typically, volunteers are engaged in an organization at all different levels and based on the way they perform in their entry level rolls, uh, people then are elevated into positions of more responsibility in terms of professional staff. You’re looking for people that have a particular skill set that you need, whether that be in the back office or whether that be in fund-raising whether that be in operations or service delivery um, and then people who fit into the culture of the organization too often way neglect the fact that every organization has its own history and background and, uh, relationships that have existed over ah short or long period of time and bringing people in who don’t fit into that culture can be problematic, so personality becomes a critical factor over the buggles. So are we basing a lot of our recruitment on on instinct then as we ascertained somebody’s personality while we’re talking to them? Yeah, it’s some of it is instinct of people who’ve been around a long time, and i’ve been involved in human resource is develop uh uh, the instincts, but the instincts or developed based on science, for instance, you don’t want somebody who is always in need of socializing and as always, needs to be around people in whatever to be sitting in front of a computer all day. Likewise, you don’t want somebody who is that academic focus type of intellectual, um, to be the one who’s going to be in your sales force or marketing or, um, uh fund-raising areas so personality is as much as important as looking at the actual skills set that someone brings to a job all right, i have had a couple of guests on who, when they’re interviewing people liketo recommended asking about impact, much the way donors air looking for organizational impact. What impact did you have in a difficult situation and listen to stories about how they dealt with people? Dealt with a difficult situation may be difficult person and what the what the outcome was there there you no good interviewers can develop scenarios where they can see how well people handle themselves on their feet thinking quick, but also how open people are, because a lot of people, um, will in an interview especially they want to project the best possible scenario for their own employment and chances of getting that job. And, uh, if they’re not, if you don’t find, uh, the humanness of a person, the ability to recognize what they don’t know, they’re our willingness to acknowledge some of the things that they’ve they have not been as successful with. Yes, you know way all have our strengths and weaknesses and it’s so important in a work environment that you have the type of employees that could be very upfront and candid and and have a lot of self awareness as to what their skillsets are what they need to learn more about and the like. So, that’s, what you really want a probe in an interview to see how comfortable people are and knowing that interviews or stressful situation. So part of what you’re doing is seeing how people handle stress schnoll once you have recruited the types of staff and volunteers that that you’re aspiring to, you need to keep them motivated about their work, and i think that’s a lot of leadership also there made their difficult times there’s going to be fun times there’s going to be tensions? Ah, leadership a leader needs to manage in all these different environments. Yes, and a good a good leader any good professional, in fact, eyes always looking for additional knowledge. Uh, additional resource is, uh, how to do there roll their job better. Um so organizations that encourage, uh, training and in service and education and opportunities, tto learn are the organizations that are the most sustainable and successful one of the things that we’ve learned in human resource is that job satisfaction is not as highly related to compensation as it is to people feeling that their position and an organization is recognized, that job that they’re doing is meaningful and that they’re given opportunities to grow and learn in their roles. Yes, that’d be a volunteer work staff. Yes, and i’ve seen survey results or study results about that in the popular press again, that job satisfaction doesn’t come primarily from compensation, but from feeling of feeling, of belonging and membership and commitment that that the person feels for the organization and that knowing that the leadership feels toward them. One of the biggest problems i see is that non-profits too often are are so heavily focused on problem solving that they forget to celebrate their successes and, uh, encourage others, uh, to recognize everyone’s participation and involvement in an organization on dh their role in that success, it’s, not just the board chair and the ceo that are responsible and should be recognized for the success of an organization you mentioned education and training, but in bad times recession or just lean times for an organisation, irrespective of what’s happening in the macro economy, those are things that tend to get cut pretty quickly conference spending bringing consultants for in for training things like that tend to go get cut pretty quick. Well, that that is true, and it is a challenge, but like with anything in the nonprofit world, challenges can be overcome. There are many non-profit resource centers and, uh, universities that offer free workshops, there are opportunities through professional organizations in the light to get mentors for staff. There are opportunities even for a portion of every board meeting in tow have, uh, learning experiences. So the problem is that organizations that are not strategic are not going to be as success was they could be, and part of being strategic is thinking forward, how am i going to help develop my staff and volunteers so that they’re going to be able to take on the challenges that we’re going to be facing going forward? And if you’re not thinking ahead and only thinking about putting out fires? It’s ah, problem and that’s a challenge in this economy because so many organizations are struggling economically, so you have to think smart, act smart and use your resource is carefully, it all falls. To the little falls to the leader. I mean, for the organization to be strategic, the leadership needs to be right. But after buy-in throughout the organization on what that vision is and what that plan is. Yes. Okay, yeah, you know? Right. Yeah. I’m gonna correct myself. It doesn’t all fall to the leadership, but it all starts with the leadership. Exactly. Okay, that’s, that was how we started the whole conversation today. And that is everything starts with leadership. Andi, we’re going to continue the conversation. I just want to remind listeners normal. Sanski is a consultant and co editor of you and your non-profit published by charity channel press. Norm let’s talk a little about succession that we’ve recruited in. Hopefully retained good volunteers and good staff succession planning. And you want one of the articles in the store in the in the book is your own article on succession planning around volunteers. This is a critical, uh, um, teacher or component or requirement of non-profits to be successful. Uh, we mentioned earlier how important culture is and the history of an organisation and having people who understand that history and you have the experience is so if you do not have a good succession plan, you are of setting yourself up for dramatic changes every time. There’s a change of leadership, whether that be volunteer leadership or, uh, staff leadership. So having a succession plan, knowing what you would do in a scenario where a person leaves or persons term expires, uh, those things need to be thought out. Uh, we usually recommend that, uh, with the lay leadership that you have clear, um, succession in terms of if you have vice presidents, that there’s an expectation that the vice president or if you have multiple vice president’s, one of those vice presidents is being groomed to be the next chair of the board with staff that there’s cross training so that you always want to be aware of the mack truck we call it effect where if a key staff person is, is unfortunately in an automobile accident and is out for months or leaves uh, the organization that you’re not completely vulnerable, that you have others who understand what their job was. I could step in and help with that. So succession planning is critical. The other thing that a lot of people don’t realize is that when you’re involved with non-profits, we talked about the passion and commitment to the mission. Well, it’s also key what happens when people move through that succession plan and say someone was the board chair and now they’re no longer board chair? Well, they’ve been involved the years in a very intense way, and if they’re completely cut off, you could lose a very experienced leader. So how you work with prior leadership and how you help people with that transition is very important, too, in the article in the book goes into a lot of the issues related to succession planning the structures for that in the light. They’re also articles on my blogged specifically related to this issue and you block is that n f p consulting dot com uh n f consulting dot blogged spot dot com that’s, the block post okay, and the other is the actual consulting practice. Okay, i want to flush out a little more the the volunteer leadership succession because you do suggest that the past chair be active. Obviously the current chair is, and then also as you said, the vice president of one of the vice president is chair elect, don’t you now have three share people vying for leadership? Um, not if the rolls and the culture of the organization are very clear is to the responsibilities of leadership, and i can’t tell you how many times i’ve gone into organizations and found that they did not have clear job descriptions for each of the positions. Oh, job now, does that belong in the board’s by-laws, or is that elsewhere? No. That’s. Ah, separate separate item. You know, the by-laws usually have a very brief description of responsibilities of officers, but, um, uh, more complete, uh, job description. Just a cz you would have for employees. Should be for every one of the officers and board members of the organization where you have, what is their responsibilities? How much time is expected of them? Are they expected to make a contribution or to solicit funds? What are the events or programs that they should be participating in? Ah, what sub committees or task forces, um, are their expectations that they serve on all of those things? Should be outlined in a job description for volunteer leadership. Justice he would stab. Okay, andi, we have just a couple of minutes left, and i want you to share what your thoughts are around what, what it is that you love about it leadership topics and motivating leaders. Well, one of the things is a consultant is so very special is when you, khun trance, for the skills and knowledge you’ve experienced over ah, whole career to an organization where they are able to then go forward using those skills and no longer be dependent on the consultant. Uh, so really uh, uh, consultant and the wonderful way that i love working with leadership is you always start where people are at their never all at the same place, and once you assess where they’re at, then taking them forward to where they can be and helping them to have a vision of what’s possible eyes what’s very exciting because i’ve never met anybody in a non profit organization that didn’t have good intentions, but a lot of people in non-profits have no clue as to how to implement successfully their good intentions. And in just about thirty seconds we have left it’s got to be very gratifying to help someone achieve their full potential as a leader, no. Question. No question about that, and also so many people have helped me through. My career is just great to be able to give back whether it be susan consulting or publishing that’s, the joy of being what i would call a senior professional in the field. Normal. Sanski is a consultant and co editor of u n yur non-profit, published by charity channel press. He’s, president of an f p consulting resource is normal. One. Thank you very much for being a guest, my pleasure, and thank you for having my pleasures. Well, thank you, norm. Now we take a break when we return. It’s tony’s, take two and then maria simple, linked in news. Stay with me, talking alternative radio, twenty four hours a day. Joined the metaphysical center of new jersey and the association for hyre. Awareness for two exciting events this fall live just minutes from new york city. In pompton plains, new jersey, dr judith orloff will address her bestseller, emotional freedom, and greg brady will discuss his latest book, deep truth living on the edge. Are you ready for twelve twenty one twelve? Save the dates. Judith orloff, october eighteenth and greg brady in november ninth and tenth. For early bird tickets, visit metaphysical center of newjersey dot order or a nj dot net. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com way. Look forward to serving you. You’re listening to the talking alternative network. Buy-in if you have big ideas but an average budget, tune into tony martignetti non-profit radio for ideas you can use. I do. I’m dr. Robert penna, author of the non-profit outcomes toolbox. Hi there, tony’s. Take two my block this week is the modest are more generous this’s known to a lot of people, but i just felt like paying attention to it this week because i’ve seen some recent press around it, especially around the chronicle of in the chronicle of philanthropy. Um, the research that consistently shows that people of modest means give a higher percentage of their income, then the wealthy do, i think that’s very interesting. And so at the macro level, not surprising, poorer communities don’t need a higher percentage of their income, then then wealthier communities. We find that across the south states in the south are typically maur generous as a percentage of income than, say, the northeastern states. And so that creates us curious generosity, divide and on my block this week i have links teo articles by the chronicle of philanthropy on this, and they also have an interactive graphic showing generosity throughout the country and that’s all on my blogged at tony martignetti dot com that is tony’s take two for friday, the nineteenth of october forty fourth show of the year with me now, as she is every month, maria simple maria, how you doing out there? I’m doing great. Thanks for having me back. Always a pleasure. Maria simple is our prospect research contributor she’s the prospect finder. You’ll find her at the prospect finder dot com. Her book is find your maria. Remind me what the name of your book is panning for gold panning for gold dahna prospects finding your best donor prospects now, thank you. I’m sorry. You have some have some linked in news for us. A couple of new offerings from linkedin. Yes. So one is directly from lengthen, and the other one comes from an approved development partner with linked in. So i thought these were both two really interesting developments that could be very, very useful for non-profits and we might want to, you know, give them a little time and highlight them and show people how they can use them, especially since they’re free. Okay, i love it. You always come with free on very low cost resource is outstanding that i’m always good for that you’re very well known for that. So let’s, start with the one that’s directly from lincoln that is bored. Connect that’s, correct board connect just launched. In the last couple of weeks, lincoln gave some announcements about it, and they have a website set up where people can learn more information and i’ll make sure i share that on your facebook page. But it’s non-profit and the linked in group two don’t forget the link down it’s right that way talking about lengthen your going to everything on facebook so the page that people can look for this is non-profits dot lincoln dot com and so basically at a high level overviewing let me give you an idea what it is. It is, uh, access to what they call their talent finder tool on it is a premium account level, and so it has a thousand dollar value, which is a kn annual value the thousand dollars subscription that can be obtained for free by one person at the non-profit um, so you really didn’t need to figure out who that one person is going to be that’s going to have access to this and let me tell you what with the tool can do, and then you might be able to envision you know, who would be the best connector at your non-profit you noto have this tool so basically it enables you to really look for board members, and i’m sure that tool can be used in other ways. But it’s really meant to help you find boardmember zina very systematic tearaway instead of sitting around at a board meeting and saying, well, who do we know that can help fill this gap? Let’s say you have a gap, you need somebody and maybe the financial services or accounting field, and you really would like to have that expertise on your board you can use it will give you expanded search capacity, uh, on your advanced search page of lengthen and we’ve talked about that the usefulness before of that page, but now it’s going to give you access to more search field so you’ll be able to really find to search the other great feature that it has is twenty five in males a month are included. So have we talked about in they’ll know we haven’t esso let’s? No, i don’t think so. We haven’t, so no, that is a way to connect directly to someone and send them just as it says in in mail and email, basically within the lincoln. Space ah, and you get up to twenty five per month. And they say that if you don’t get it sponte back from the person within seven days, you kind of get a credit back-up one typically you have to you have to have linked in pro in order to use in male. Don’t you that’s correct. So that that’s? Why? For for one and non-profit one person connected to the non-profit soak to really? I’ve talked to it. Some of my other colleagues who are you know who love linked in a cz well, you may from heart is talking about them before jerry tangle and mark help they were goes on the show. There were panelists with you one time that’s right that’s, right? And we really think that in order for this to really work well, the person who has this access should have at least three hundred fifty connections of their own and way think that the magic will really happen really at five hundred and up. So think through who at at your your non-profit would have that level of connections. Um, you might want to give the access to perhaps at the boardmember who? Might be better connected on lengthen uh, maybe the person in charge of your board, croup, mint committee or something like that. But it will give you access to this talent. Find your tool they have with bored connect there going to be providing some additional educational webcasts, and they have a group that they’ve started within lengthen called the board connect group. So you’ll be able to have a pierre network who are using this tool effectively. Ok, let’s, talk a little more about the details of it. How do we how do we go about using it? So as i said, you really access it through the talent. Find your tools through the advanced search page and having those more advanced search filters. You’re going to be able to also see expanded profiles of people who are outside your network. And maria let’s, just stop the advanced search tool. That’s was that’s in the upper right corner. Yes, that’s in the upper right corner. So you have a search box which would appear on your home page of lincoln. Just to the right of that. There is a clickable links called advanced search that that’s what you want? To click onto, and then many more, many more fields will open up for you, but only the person who’s authorized to use the talent finder tool. Well, anybody can it can access advance, right? Right. However, having the talent find your tool will get you more fields to search on. Okay, right, you’ll see you’ll see an expanded page over what everybody else was using donorsearch let’s say you’re really only interested in connecting with people who have maybe a title of cfo within a certain radius, but also you want to make sure that they’re within fortune five hundred companies or they have a minimum of two hundred employees, so you can really start filtering out and really coming up with a very concise list. Um, actually, jerry, just jerry stengel just did this very effectively for aboard the cheese on in in manhattan, and she blogged about it. Um, i don’t know if you’re familiar with beth cantor. She blogged about it. I’m beth cantor’s blogged on september twenty fourth, so that might be something people want to refer to cause she actually kind of goes about outlining how she used this tool her sir self to find some people who have a perfect match for for the board and she’s in conversation with several of those people right now. Excellent. All right, so jerry stengel blogged on beth cantor’s, a guest blogger on beth cantor was spelled k way also kind of highlighted. You know how jerry used this particular tool on a web in or that we recorded on october second, which is actually linked to that webinars also accessible there on the blog’s link. So on the best i mean, on the breast cam trying to, you know, let people know in a in a variety of mediums help. How can use okay, now what you mean the link to the webinar is on the best cancer blogger. Yes, you can also get you could get to it from jerry’s website venture near dot com, but you can also get to it from from that original block post that came out on a september twenty four. Okay, beth cantor is k and tr and the jerry stengel blogged where you can also find this is his venture near and that’s venture and e r dot com as if you’re a pioneer, but not that you’re near adventure, as in close to adventure ventured here like pioneer ok, so what has your own experience been? We’re talking about everybody else in the world what’s your own experience, but i was playing around with it for a little bit. I wanted to see, you know what would be, you know, the advantage of having all those additional search features and, you know, it really does greatly narrowed the pool, and you can really get a very nicely refined list of potential prospects that you want to reach out. Tio so really it’s been developed for, you know, trying to find talent, you know, for individuals that would be great. Boardmember cz individuals, that would be potentially great to be working for your organization, but also, you know, i like the fact that they have you can set up the searches, and then you can set up a ten search alert. So normally with a free linkedin account, you can set up three saved searches, but this will give you the capacity to save up to ten so you’re you’re saving your search criteria and then as someone new joins, link dane or changes their profile and becomes ah, search result for you. Then you find out automatically. Yes, yes. Lincoln will push the information to you. And you can decide to have that a search alert set up, say, to push the info to you once a week, if you like or, you know, daily. So it’s, really your choice on dh? I think that that could be particularly useful feature as well, you know, especially for non-profits that are in in a mode of really needing to revamp their board or they have a certain number of slots they feel they really would like to fill it’s a great way for you to set up the searches and have lengthened just pushed the information to you. Okay? And that’s all the talent finder tool in linked in which you’ll find through, give the earl again for getting started. Non-profit dot linkin dot com okay, cool. Yeah, they give a nice little overview, you know, tutorial, etcetera and what’s. Really kind of cool, too. If they give you fly that you can share with your board at an upcoming board meeting to really help educate them. How lengthen can help with with board recruitment. And so forth. So they really have thought it through in terms of how it can be useful for you is a non-profit professional. But how can you then share this message with your own board on? I love that you recommend that it could be a volunteer who you are, who you choose. Tio, have the special account that’s, right? That’s, right? I mean, the non-profit will need to go through, you know, supplying i believe their e i n tax number. Right there must be someone you know verified non-profit and force that’s getting this this access because it is, you know, with thousand dollar value, the annual value. So i think it’s fantastic that they’re making this available for the non-profit community at this level. It’s going to take boyd recruitment to a whole other level. Interesting. Okay, we’re going to take a break, and of course maria stays stays with me, and when we come back, we’ll we’ll see if there’s anything more to say about board connect and then we’ll talk about the other tool. That’s linked delinked in reasons to call stay with us. Talking. Hi, this is nancy taito from speaks been radio speaks been radio is an exploration of the world of communication, how it happens in how to make it better, because the quality of your communication has a direct impact on the quality of your life. Tune in monday’s at two pm on talking alternative dot com, where i’ll be interviewing experts from business, academia, the arts and new thought join me mondays at two p m and get all your communications questions answered on speaks been radio. Have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. 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Maria simple is the prospect finder and she’s with me till the end of the show, maria, anything else that you wanted to wrap up about board connect that we didn’t say no, i think that, you know, if they visit that website, they will be able to get tons of great information there and overview and again, the slides that they might want to share with their board are located right there on that site. Okay, that’s valuable to yeah, you’re right sharing this with your volunteered leadership in with pre prepared slides. Very cool, yeah, reasons to call what’s that about so reasons to call recently came to my attention. I’ve been in contact with the developer this tool, his name is jeremy condi, and he is ceo of a company called depths mine software you what they’ve done is they’ve come up with this product that will allow you to sink your lengthen contacts and it’s looking for pieces of information related to feel sort of untilled out on a person’s profile, such as if they filled in their birthday information their company info anniversaries if people have posted that on their own lincoln profiles um and then it will actually bring to your attention and email you upcoming birthdays that you might have in your in your database of people, that you’re connected teo on lincoln but what’s cool is that you could also add new contacts into the system of people who are not on lengthen. So let’s say you have you no other family, friends, etcetera, contacts who just aren’t using the lengthen product you can still use this reasons to call and its reasons to the numeral too reasons to call dot com um, so i’ve been i’ve been using it for the last couple of weeks, and it’s been emailing me is the upcoming birthdays, birthdays today so it’s an opportunity for you to have a touchpoint with someone, right? And i remember, i guess it was on october fifth you had andrian nuremberg on your show, and she was talking about the importance of staying in touch with people understanding their preferred sensitive communication. So there’s a note field where you you can add that right in i recall andrea e-giving the tip of understanding to somebody like to be contacted by email, text, phone so you can kind of just pump that right into the notes section so that when it does come time to wish that person happy anniversary her happy birthday, or maybe their favorite sports team just did really well, you can. You can reach out to them through their preferred method of communication. Okay. Yeah, well, i appreciate your look, maria. Simple paying so much attention to the show. She remembers andrea nierenberg october fifth. Yes. Yes. Absolutely. Well, you know, it’s interesting. Because both andrea and on jeremy have referred back and my conversations with him in the past to dale carnegie and developing deep relationship showing you care about the other person. And isn’t that what really were doing and fund-raising and cultivating relationships? Really? Not only you personally with an individual, but with your institution. Andrea used to be a dale carnegie instructor, and i was so taken by all the advice that she had that i’m going to have her back. It’s already scheduled for november. One of the november shows. So, andrew’s, andrew’s going to turn and talk? I wanna ask her about dale carnegie. Um, but okay, so reasons to call. So it sounds like some of what they’re doing. Not all but some what they’re doing is similar to what facebook does when it lets, you know that someone’s birthday is, is this week or today, right? But, you know, on facebook you might not be connected to all of these professional colleagues, right? I mean, i know i’m not i’m not connected to people that i know professionally, my my lincoln connections are actually much more extensive than my facebook connections, nor and so the fact that, you know, of course somebody would have to have this on their profile. So, tony, if i wanted to reach out to you and wish you a happy birthday, um, you would have to have that field without your linkedin profile in order for this information to get pushed to me that you’ve got a birthday, okay, right? So you don’t have to ask you don’t ask for no, i’m looking here, for example, at my dashboard right now on reasons to call and it’s giving me people who have birthdays in the next seven days. I’ve got four people i can reach out to from my network, it’s breaking it down birthdays within a month and beyond. So really, really cool tool, you know, as a touchpoint opportunity with someone? Yeah, sort of ah consolidated anniversary birthday book, but but you mentioned also sports if your sports teams do well, is there a field in lincoln where people put their sports? You know, some people feel i haven’t seen people filling out too much in terms of particular sport teams, but they have filled out under the hobbies section of their linked in profile say they like hockey or skiing or tennis, so i’m actually getting on the particular news section. For example, i can look at your con my contacts, interests, breaking news related to my contacts, interest so i’ve got some contacts who have talked about cycling. I’m looking at here on my dashboard october ninth they’re talking about, uh, cycling road tour beijing classifications blackbaud law. So i mean, if there were and then it will tell me which of my contacts have cycling as something that they’ve noted on their profiles. So, hey, you know, if this is something i know that’s interesting to them, i might send them this particle about cycling and you know the results for sure here, right? Right. Excellent reasons the number to call dot com way reasons to call dot com on we have just about thirty seconds. This is still in beta. Is it available to everybody? It is available to everybody right now, okay, could go ahead and think up there. They’re linked in contacts ah and it’s free to use. And i’m told by jeremy that you know he’s hoping to keep this a free tool for people to use. So again, you know, in our world of relationship building, i think it could be particularly useful. You’ll find maria simple at the prospect finder dot com her book is panning for gold. Find your best donorsearch prospects now and of course, she’s, our regular prospect research contributor maria, thanks so much for your for being on again and for your excellent advice this month. Thanks so much. My pleasure also, of course, my thanks to normal sanski next week, another interview from the bb con conference where i was earlier this month, but i haven’t decided which one yet we have to do these things delicately and scott koegler will be with me next week. He’s, the editor of non-profit technology news and our tech contributor what is he gonna have? I also don’t know that he hasn’t, he hasn’t told me yet, but if you’re in arlington group, then you will know before the show. So, by the way, have you joined the linked in group washington, d c is in peoria, illinois, south carolina, pakistan, all members of linked in group. What about you? You can continue the conversation with my guests there on linkedin. We’re jumping right now, tio the fact that the show’s creative producer is claire meyerhoff and sam liebowitz is our line producer shows social media is by regina walton of organic social media and the remote producer of tony martignetti non-profit radio is john federico of the new rules. I very much hope you’ll be with me next friday, once, two p m eastern. We’re always on talking alternative broadcasting, which is that talking alternative dot com. I didn’t think that shooting. Good ending. You’re listening to the talking alternate network. E-giving nothing. Cubine hi, this is nancy taito from speaks been radio speaks been radio is an exploration of the world of communication, how it happens in how to make it better, because the quality of your communication has a direct impact on the quality of your life. Tune in monday’s at two pm on talking alternative dot com, where i’ll be interviewing experts from business, academia, the arts and new thought. Join me mondays at two p m and get all your communications questions answered on speaks been radio. Are you stuck in your business or career trying to take your business to the next level and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three that’s to one to seven to one eight one eight three the conscious consultant helping conscious people be better business people. Don’t. You’re listening to talking alternative network at www dot talking alternative dot com, now broadcasting twenty four hours a day. Oh, this is tony martignetti athlete named host of tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent technology fund-raising compliance, social media, small and medium non-profits have needs in all these areas. My guests are expert in all these areas and mohr. Tony martignetti non-profit radio fridays one to two eastern on talking alternative broadcasting. Are you concerned about the future of your business for career? Would you like it all to just be better? Well, the way to do that is to better communication. And the best way to do that is training from the team at improving communications. This is larry sharp, host of the ivory tower radio program and director at improving communications. Does your office need better leadership? Customer service sales or maybe better writing are speaking skills? Could they be better at dealing with confrontation conflicts, touchy subjects all are covered here at improving communications. If you’re in the new york city area, stop by one of our public classes or get your human resource is in touch with us. The website is improving communications, dot com that’s improving communications, dot com improve your professional environment, be more effective be happier and make more money. Improving communications. That’s. The answer. Dahna
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Tony’s guests this week:
Abby Falik, CEO of Global Citizen Year; Charles Best, CEO of DonorsChoose.org; and Wali Collins, author and stand-up comic
Maria Semple, The Prospect Finder, consultant in prospect research and author of “Panning for Gold: Find Your Best Donor Prospects Now”
Read and watch more on Tony’s blog: http://mpgadv.com
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Hello and welcome to tony martignetti non-profit radio for friday, january sixth, two thousand eleven i’m your aptly named host. We’re always talking about big non-profit ideas for the other ninety five percent. I hope you had a terrific new year’s celebration last week. Were you with me? You could not have been. There wasn’t a show last week, so don’t say yes because you were not here last week. There was no show last week, but two weeks ago on december twenty third certainly you were here. But to refresh your recollection since it’s been so long on december twenty third, i had two interviews from national philanthropy day at the westchester county chapter of the association of fund-raising professionals. First, it was linked in lovers jerry stengel, principle of venture near mark halpert, principle of your best interest and maria simple, who we all know and beyond later today showed their love of linked in for research, branding donorsearch volunteermatch judgment, recruiting board members and more. The second interview was your board can fundraise dennis miller. Principle of dennis c miller associates helped you motivate your board for fund-raising with training, proper expectations, meaningful experiences, leadership and mohr. This week, i have three next-gen charity interviews for you all pre recorded at that conference, abby falik is the ceo of global citizen year, and she has thoughts about innovation and leadership. Charles best is the ceo of donors choose dot org’s where teachers post their classroom needs and donors support those needs, and he and i talk about connecting donors to the causes that they support. And wally collins is an author and a stand up comic who wants you to live a regret list life second half of the show will be with maria simple, the prospect finder, our regular prospect research contributor on your twenty twelve prospect plan. She’ll help you devise a sensible and execute herbal plan for your prospect research for the new year on tony’s take two at roughly thirty two minutes after the hour. My block this week is share my optimism for twenty twelve i’m always optimistic at the beginning of a new year i can’t help it, and i’ll talk a little about that we’re live tweeting the show today. Use hashtag non-profit radio to join that conversation on twitter. This show is supported by g grace corporate real estate. Services, and i’m grateful to them for their support. Right now, we’ll take a break, and we’ll come back with these three next-gen charity interviews. The first will be abby falik. So stay with me. You’re listening to the talking alternative network. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you, too? He’ll call us now at to one to seven to one eight, one eight, three that’s two one two, seven to one eight, one eight, three or find us on the web at www dot double diamond wellness dot com. We look forward to serving you. Is your marriage in trouble? Are you considering divorce? Hello, i’m lawrence bloom, a family law attorney in new york and new jersey. No one is happier than the day their divorce is final. My firm can help yu wei take the nasco, stay out of the divorce process and make people happy. Police call a set to one, two, nine six four three five zero two for a free consultation. That’s lawrence h bloom two, one two, nine, six, four, three five zero two. We make people happy. Bilich dahna hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Metoo welcome to tony martignetti non-profit radio coverage of the next-gen charity conference two thousand eleven we’re at the tribeca performing arts center in downtown new york city with me now is abby falik, founder of global citizen year she’s been an invited speaker at the clinton go global initiative and also the aspen ideas festival and, ah, we’re going to share have her share some of her thoughts about innovation, as she did here at the at the conference. Abby falik welcome to the show, thanks so much. Tony it’s, great to be here. It’s a pleasure to have you thank you for sitting down for an interview on a very busy day. Um, so our audience is small and midsize. Non-profits but they and i think sometimes they don’t think innovatively i think sometimes there’s sort of stuck in the trees. What? What was your start with your your general message on innovation and creating social change? So i think if we’re all paying attention, there are opportunities beyond what’s, immediately apparent, and sometimes it requires us, as i shared my talk this morning, to step out of our daily routine sometimes to immerse ourselves and foreign cultures or contexts to see things he’s from a different vantage, but that innovation doesn’t need to mean necessarily starting your own business from scratch or starting a new enterprise or being an entrepreneur. Innovation can happen within organizations innovation can be a simple as changing the way you talk about your organization publicly, the way you do your fund-raising the way you’ve structured your online platforms, so the innovation really has to be inspired by the leader. So how does a leader inspire themselves and everybody working with them? Teo to think innovatively and creatively, i think the role of a leader is to envision something that doesn’t yet exist to see the future in a way that is compelling and clarifying on inspired to others. And when you can see that and paint that picture, as i’ve been able to do now with global citizen here, others begin to fall into step, and they and they follow along because they believe in what you’re all working toward. And how do you translate that to your own hiring so that you’re hiring people who are going to be open minded to this and and bright thinkers on their own? How do? You make sure that you’re getting the right people working for you, which is absolutely a challenge because otherwise you’ll be up there thinking great thoughts and no one’s, no one’s following, particularly in the early stage, you need other people who think creatively andare wired as entrepreneurs as well, because to get from xero to anything requires that every body is an engine, everybody can see something that doesn’t yet exist and instinctively reach out to find the resource is needed to apply them toward bringing something toe life. S so so i have found that it is often young people who see themselves as less constrained. Millennials tend to have a knack for believing they can run through walls and make things happen. And so surrounding myself with a creative young team of people who say, see the bigger vision and then are comfortable building the plane well, flying it all right now global citizen year is a non-profit so there’s a that right that’s five oh one c three were five oh one c three. I’d like to say that non-profit is our tax status and not our management style. Okay, excellent. All right, so you’re what’s. The status means is that you do have a board and what do you do for around bored with croup, mint teo, bring people who will be equally inspired? I would say similarly, on a founding board or particular, not so young, no people who are more seasoned business savvy who can help guide me because they have the muscle memory themselves of having built new organizations or are currently leading other organizations. So looking for people on the board who are older and wiser on dh can, you know, essentially be my my personal adviser’s mentors on dh allies in being able to be credible on strategic in in how we grow, alright on dh, how about for yourself? How do you make sure that you’re not bogged down in day to day management? Have it’s very seductive to deal with administration rather than, you know, broader thinking the way you described. What do you do with your recommendation for that ceo? That executive director who is in the trench trenches every day? Yeah, absolutely. I think i am fortunate that i’m wired in a way that inclines me toward the xx external parts of the role, so i love more than anything, sharing my vision and giving other people an opportunity to get involved, whether it’s funders, supporters, allies in in reimagining how young people learn about themselves in the world. And starting with that as the basic premise, i have tried to build a team of others who compliment my skills and who are equally passionate about the set of things that i am not a skilled at on dh shouldn’t be the one to be doing so have recently hired a phenomenal vp of operations who takes the other side of the house, and she takes it as seriously and as strategically as i do with the work i do externally, ok, but that requires terrific insight into your own shortcomings. That’s very cool, right? You have to know where your shortcomings lives. You hyre so a lot of introspection, right? Indeed. And early on, somebody i know and respect very, very dearly suggested that i keep a journal about the things i do everyday that give me energy and the things i do that actually deplete my energy. And that from that list, i could describe a job description that would, over time. Move me. Toward the things that really do get me revved, and from which i derived more and more energy and enthusiasm. And so my pa primary objective is leveraging myself into the role where i am at my best, playing my right roll and surrounding myself by people who are much smarter and more talented than i am in a certain set of other things. Innovation in leadership. Is there anything, anything you want to leave people with? Um i think in the not-for-profits sector, we can often constrain ourselves by thinking too small and even in a you know, particularly in a down economy, there could be a sense of thinking within constraints, and i would just encourage everybody out there to continue dreaming because we’re the ones who need to drive social impact missions forward. Abby falik thank you very much. It’s been a real pleasure. Abby falik is the founder of global citizen year and these kinds of thoughts or we’ll get we’ll get you invited to the clinton global initiative, aspen ideas festival and other places where thought leaders are this is tony martignetti non-profit radio coverage of the next-gen charity conference two thousand eleven would be falik thank you again very much. Thank you, tony, my interview with that be falik i think she had some outstanding thoughts insights into leadership for social change we’re gonna take a break now, and when we return, we’ll have my interview from the same nextgencharity conference with charles best president, ceo actually of donors choose dot or ge and then wally collins, author and stand up comics, so stay with me. Yeah, you’re listening to the talking alternative network. Duitz no. Durney are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you, too? He’ll call us now at to one to seven to one eight, one eight, three that’s two one two, seven to one eight, one eight, three or find us on the web at www dot double diamond wellness dot com. We look forward to serving you. Is your marriage in trouble? Are you considering divorce? Hello, i’m lawrence bloom, a family law attorney in new york and new jersey. No one is happier than the day their divorce is final. My firm can help you. We take the nasty out of the divorce process and make people happy. Police call a set to one, two, nine six four three five zero two for a free consultation. That’s lawrence h bloom two, one, two, nine, six, four, three five zero two way mate. People happy. Bilich hyre hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Dahna welcome to tony martignetti non-profit radio coverage of the nextgencharity conference, where in lower manhattan at the tribeca performing arts center and my guest now is charles best charles leeds donors choose dot or ge, where public school teachers post classroom project requests and donors comm pic the projects that they want to support the site has been selected most likely to make the world a better place by the techcrunch community. And in two thousand nine and two thousand ten, fortune magazine named charles in as one of their forty under forty list of businesses. Hottest rising stars. Charles best welcome to the show. Thanks, tony. Clyde, to be a pleasure to have you. Thank you. Um, so using a site you’re connecting donors with projects that they never witness live, how do you help make that connection? How do you get out of the donors feel connected to the work that they’re supporting? Well, we really feel that hardworking teachers out on the front lines have almost a tent up expertise and imagination that’s just waiting to be unleashed. And donors to dot org’s endeavors to unleash that frontline expertise and to generate classroom project requests that may often be better targeted and more innovative than big top down solutions designed by someone who’s ah, hyre up ok, so you want the so the teachers themselves are describing the project and what the impact will be for their for their students. That’s, exactly right there, about twenty five thousand classroom project requests seeking funding at any point in time on donors choose dot organ those projects all submitted by what we call frontline educators, mostly classroom teachers, but could also be a guidance counselor coach library in those projects really are ah, window into both the unmet needs of students and the innovative potential of dedicated teachers. And how do you manage the donor relationship so that donors feel a connection again with the project there most likely never going to see live? They’re not going to meet the students who who benefits from it, who get that impact. How do you manage that? That donor relationship with the projects? Well, even a donor who gives one dollar to a classroom project on donors tuesday dog will get photographs of the project in action. Thank you. Note from the teacher and impact report from the teacher. A couple. Months into the project talking aboutthe student learning that’s taking place, they’ll be able to see a cost report showing how every dollar on the project was spent. And if the donor gave fifty dollars, a more, they would also get physical. Student thank you letters from the classroom. It’s, it’s really rich feedback. It has a lot of our donors feeling like they got more out of the experience out of the exchange than the recipient and it’s it’s kind of our secret sauce and say a little more about the impact report. What what do you encourage teachers to include in that as their writing that for their donors? Because there is so much in the charitable community about impact? Absolutely well, the impact report, the impact letter that we asked the teacher to write to their donors is not filled with jargon. In fact, it might not even pass muster with a foundation program officer, but it is plain spoken from the heart, uh, description of the student learning that’s taken place as a result of their project being funded. And so it sounds like you’re working very hard. Teo have that relationship, even though this is all web based with base e-giving have of relationship between that the donor, a teacher in the classroom where the project is, and the students, because you said that they get pictures from the students as well. Our thank you notes for a fifty dollar arm or gift. That’s exactly right? Yeah, we see a donation to a class a project on our site, not as an end unto itself, but as a first step on a path that will be toward fulfill edged engagement with public school classrooms and low income communities. And key to that is the ability of the donor to write a message to the classroom, telling them why they picked their project, and the teacher khun message right back, even outside of the photos and teacher. Thank you note and teacher impact report and student thank you letters which are ah, part of the process. So now this is significant because the donor’s air having contact directly with the people who are the children that are that are enjoying the outcomes, the impact of their of their gift, and that’s quite unusual, and most charitable work. I mean, there aren’t a lot of donors meeting the people who are enjoying the benefits of that of the agencies or the organizations work that’s absolutely right, it’s not a face to face interaction, but i think it it feels almost just about as as vivid and rewarding and meaningful as a face to face interaction. Tell me a little about the donor reactions that you get after after the the process is completed, and i’m sure you’ve got multiple lots of people who come back, make repeat gift tell me, share some of the feedback that you’ve gotten from donors when they’ve had that close connection with with the classroom. Well, we often hear from donors when they get especially funny or especially emotional letters from students, which which could be a student making a funny reference to recess and how they yearn for it all day long. Or it could be a student talking about the fact that this is the first time anyone’s given them a book. Bonem and and that’s, what? What prompts a good number of our donors toe say that they feel like they got as much out of the exchange as the classroom they were looking to help and what’s the percentage of donors who make a repeat repeat gift you know, the percent of donors who make a repeat gift is excellent if you look at year to year three year for going from year of acquisition the first year that they give to year too, are they giving one year later? It’s actually only one in five of donors who acquired in a given year who then will give again in year two, but if they’re giving in year two there’s a ninety percent chance they’ll be giving in year three, four, five, six and you i’m gonna guess you. Ah, you see this as something that other non-profits should take on is the relationship between the people who are enjoying the benefits of the work and the people who have enabled that work to take place. Don’t you say a little about that for the audience? Absolutely well, you said it well, but we do see the interactions on our site as the basis for yeah, riel correspondents, if not actual relationships between the donors and the classrooms that they’re looking to help and and we hope that this means that donorsearch e donors to settle argast is a lot more than a web site where they’re gonna transact a contribution. Are there many donors that have seen the the classroom’s face-to-face we know it happens, it doesn’t happen is part of our process, but but we hear all the time from teachers who, whether it’s, the teacher or the donorsearch how they’ve gotten in touch kind of off line as it were and and no two exchanges of brownies and visits and physical gifts that’s fabulous. They just needed that much more they needed teo for probably for ninety nine and a half percent of the donors, the correspondents, the way you described it is sufficient that’s, right? But for that, uh, half a percent or whatever, i would just say nice. Yeah, but that half a per cent they just needed that closer connection. Totally, yeah, totally, but for the other ninety nine and a half, you’ve got it worked out, and i think the message is is clear for for our audience that that connection is crucial between the donor and the and the and the i don’t like to call them service for the people who are benefiting, uh, and i don’t see much. Of it, yeah, yeah, yeah. All right. Thank you, tony. My pleasure, charles best is leader of donors choose dot or ge and this is tony martignetti non-profit radio coverage of the next-gen charity conference two thousand eleven. Welcome to tony martignetti non-profit radio coverage of the next-gen charity two thousand eleven conference. We’re at the tribeca performing arts center in new york city. And my guest right now is wally collins. Hey, while he was the opener, welcome. Well, thank you for welcoming me. He was the opener and he’s also going to speaking later. Here it next-gen was a comedian and author. His stand up comedy credits include being on nbc, cbs, abc, lots of other acronyms and cc comedy central. But he’s, also an author, not only stand up comic but also an author, and this is his book. I know you can see it and i’m going to let wally pronounce it as you’re looking at it. How do you pronounce the title? This book it’s called the you never know book of encouragement that’s right? The word is you never know and the subtitle underneath the door is living a regret lous life, right, love that so? We’re talking to small and mid sized charities. Um, how does your work overlapped with charitable work? Well, actually, the whole idea behind you never know. It’s. Not charitable, but it’s motivating. Okay. And charities need motivation. There’s donor’s need motivation. Exactly. Big overlap. Exactly. And the the producers here has asked me to speak to help motivate people to help live their dreams, call for the their goals and desires. And exactly what i did. I was an architect before i got into comedy, and my mom asked me if you could be anything. What would it be? A sin not to be an actor. Now, she’s confused why you’re not going to be an actor. So i told all from springfield, massachusetts. No one famous ever came from springfield, massachusetts. And she says, well, you never know. So it kind of, like, spark mean like, oh, wow. So i pursued comedy and i just kept that mantra in my head. You never know. You never know. And with that, i was one original holst on comedy central show. In fact, i was the black first black holes on comedy central. And when your when it was that nine hundred ninety one and so i kept that mantra in my head, i said, you know, i can go for anything because i don’t want any regrets, and the whole point of you never know is that i don’t want to be that person on my death but saying, i always wondered what it was like, i always want to know i’m always curious about what if what if i had, i regret not having exactly, and sometimes we would do it, like end of the day, like, you know, going to hello to that girl to that guy or how combine to make that phone call, how come i can’t get to that charity, you know? So how come i didn’t donate? I should have donated, you know? So i want people to live in regret this life, because that is the key to happiness, it’s not about, you know, the result or succeeding our failings, the fact of trying and i realized that that once you try and then you’re in the trying that’s, what happiness is like, the example i give is that when you go on a journey, it’s a long journey and when you get to the place, you need to get to see a friend of family. The first thing to say to you is how was your trip? You know, it’s about the journey is about to try. So i realize that. And so i wrote this book there’s fifty two encouragements. And the each encouragement is to inspire you to go through any kind of door. Any kind of problem in-kind obstacles. All right, so there are fifty two of them. One a week is that they’re with your own mended. Oh, yeah, coincident that was no, no, i actually i want to do one a week and let let that be your mantra. Let that be a motivator for the week and people who read him all the way through some people read about random, you know, and it’s it’s, it’s really cool. Because it’s getting great reviews and people are gay. Give his gifts now to friends and family. Can we talk about a few of the way? We want people to live a regret lis like exactly. We want them to be motivated not only in their work, right? I mean, what does for work and all. Aspects of life. Exactly. Personal life. Your work. Exactly. Relationships, you know, losing weight, anything into your health. The book talks about, you know, it’s good inspires you about but your health, we’re gonna go. So can i, uh, not a challenge. I’m no. Now go ahead and pick out the ones that i think a little interesting. Maybe you will find something provocative. I don’t know, but okay, i don’t know. Well, let’s. See? Listen and learn. Well, that’s. What? Your lesson around. Listen and learn. Listen and learn. You can learn a lot about a person if you just shut. See that the person talk and i don’t. I can learn so much about your guy would just keep quiet if i would just ask you some decent, open ended questions that i would learn so much more than is in this bio or something. Because people know comedian and author and that’s what i understood. But it’s, just if i would shut that trap, i could learn so much more about you much, much deeper than the book or any bio would reveal or anything like that right now. That’s. True. Exactly. I was quiet and listen. To what i learned about you, that’s, the whole point of listening learning is that you do learn a lot about a person, just let them talk and not necessarily agree disagree what they say, but just not your head from time to time to say i am listening to you and you really learn about their values, their views there, big city personality so that’s part was one of the encouragements just just listen and learn about someone, just listen, and i’m going to drive that directly to the the non-profits that were talking to in terms of listening and learning from your donors, they’ll tell you so much about why they give to your charity what it is that is special in there lives about your work, right? And when you can key on those things that you know, move them to give, then you’ve got a sweet spot and you you’ve got a method of justin simple helping them to give just that simple. Excellent well, alright, way, no there’s intersection we’re exploring, finding, picking out, then go ahead and shuffle through the a fish life with a fish life about well, it’s basically like a metaphor. You look at fish in an aquarium and their content. But they’re in an aquarium and the way we think a lot of people think is that, you know, they’re content where they are. And so i’m going to live the rest your life, living as a fish in an aquarium. Or do you really want to go through that door? Because the logo for you never know is a door it’s, a partly open door, that’s, possibilities, opportunities. So are you going? Allow yourself, just basically get into the united state of mind and brought and brought in your your world to a beautiful sea of possibilities and opportunities. No commentary e very well said, right? And i think it’s a terrific metaphor also dahna arika head it’s no, this is a great one. This is an uplifting let’s. Celebrate good times right now. That’s pretty much it for today. Everyone, we have a habit of holding onto champagne. We have a habit of you know, now i’m not gonna wear tuxedos with something special happens, you know? But i realized that and it’s kind of fun. I do. From time to time i put in my tuxedo, my wife, we we put it on and you know, we’ll just celebrate that day. We’ll celebrate tuesday, all right? At home, where you go out on your talk, we go on your evening attire, we go out and and we go out and celebrate and people looking like what you celebrate, like celebrating tuesday like and they can’t say that something like oh, yeah, you know, celebrated don’t wait, celebrate today and take the time to recognize what in your life merits celebration and there’s so much and one of the encouragements called take inventory and in order for you to basically receive things in your life that you want appreciate the things that you have already, and we take him for granted, you know, the simple things like the breath in our lungs, in the fact that we can, you know, we can listen, we can hear those simple things we take for granted as we have them all day we have every day. So if you take inventory of all the things that you have, then the other things that you want to receive or things that you want to think you want to achieve a lot easier don’t stereotype standup comics bourelly has some terrific thoughts that i think apply t the charitable sector, and certainly well beyond his book is the you never no book of encouragements, there’s, the door opportunity and below that live a regret list life, right? And while he collins is a comedian and author, and again, he stand up comic credits, all kinds of nbc, cbs, abc, etcetera and well, here, i want to thank you very much for being my first guest at next-gen thank you for having really appreciated my pleasure. This is tony martignetti non-profit radio coverage of the next-gen charity two thousand eleven conference where the tribeca performing arts center in new york city while he thank you again, you’re welcome my interview with while the collins and i want to let you know how you spell his name is w ay l ay while the and his book that you never know, book of encouragements, that first word is spelled, why apostrophe and e v a n o, you never know, and you can always find him. Of course, by just googling his name. We’ll take a break when we return. Tony’s, take two and then maria simple on your prospect plan for two thousand twelve. So stay with me. You didn’t even think that shooting, getting, thinking things, you’re listening to the talking alternative network, waiting to get anything. E-giving you could are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Hi, this is psychic medium. Betsy cohen, host of the show. The power of intuition. Join me at talking alternative dot com mondays at eleven a. M call in for a free psychic readings. Learn how to tune into your intuition, to feel better and to create your optimum life. I’m here to guide you and to assist you in creating life that you deserve. Listen every monday at eleven a, m on talking alternative dot com. Are you feeling overwhelmed in the current chaos of our changing times? A deeper understanding of authentic astrology can uncover solutions in every area of life. After all, metaphysics is just quantum physics, politically expressed hi and montgomery taylor and i offer lectures, seminars and private consultations. For more information, contact me at monte m o nt y at r l j media. Dot com talking alternative radio twenty four hours a day. Lively conversation. Top trends. Sound advice, that’s, tony martignetti non-profit radio. And i’m ken berger from charity navigator. No. Durney welcome back to the show. Time for tony’s take two at roughly thirty two minutes after the hour. My block this week is share my optimism for twenty twelve i can’t help it a tte the beginning of every year. I am optimistic about what’s coming even in january of last year, two thousand ten, early deep in our recession, i was still looking forward to what was coming in two thousand ten i always feel that way, and i’ve hardly ever been disappointed about that. Um, that was last year. Well, in two thousand ten, deep in our recession. Oh, two thousand eleven was our recession. We’re deep in our recession. Even the year before that. Sam is prompting me. It doesn’t matter what year was we’re talking about, sam. I was i was still optimistic. Um, so this year, what i’m looking forward to is among many other things that you see on the block is expanding the reach of the show on itunes. If you’re listening on itunes, you’re one of roughly a thousand a little more than a thousand people listening each week to the podcast on itunes hope to expand that and also due maybe. One or two more conferences than i did last year where were on the exhibit floor like the nextgencharity conference that you heard three interviews from today on there’s other stuff coming up, so i hope you’ll take a look at that. And also, i hope even more important, in that you’ll share with me what you’re optimistic about their only already. Some comments on the block. Please add yours. You’ll find my blogging mpg a dv dot com and that is tony’s take two for friday, january sixth, the first year first show of the new year maria semple is with me maria, how are you doing? Hello, tony! Happy new year! Thank you very much. Happy new year. Maria is the prospect finder she’s an experienced trainer and speaker on prospect research. Her website is the prospect finder dot com her book is panning for gold. Find your best donorsearch prospects now again welcome maria. We’re talking about your prospect plan in two thousand twelve that’s right? I thought it would be a great way to kick off our first show together of twenty twelve so i’ve got some great tips to share and i know that you had done a a bit of a survey prior to this show is, well, do we have any results on that? Sure, we do. Look at the she leads right into the survey. That’s. Cool. Um, we’re going to be talking a little about donordigital bases, so the i’ll share one of the questions, which was, do you have a computer based fund-raising and donor management database, and about eighty nine percent of respondents do have a computer based, and then roughly eleven percent do not. So what is your advice around a. A computer based okay, great. Well, actually, i’m delighted to hear that the statistics were as high as they were in terms of organizations that are using one. Um, i hope that those that are using one or are thinking about selecting one, um, do a little bit of homework in advance, and there are some great websites to be able to help them do that. Um, as a prospect researcher, right? Or a fundraiser? Oh, our executive director of a nonprofit organization it’s really important that all those meetings that you have with prospect, all of those touchpoint whether they be through email marketing through, uh, letters that are sent out, annual appeal, etcetera, that all of that is somehow captured and recorded into some sort of a system, and there are wonderful systems out there now to do some advanced research on what to use what to look for. A couple of websites. I want to point your listeners toward, uh, idealware idea l w a r e idealware dot or ge is actually a web site that is, uh, themselves a non-profit that they helped non-profits makes smart software decisions. Um, and they actually have a page on their site. Talking about how to choose software. Uh, they have one that i noticed that was published june twenty eleven. A consumer’s guide to low cost. We have a live seminar coming up january twenty sixth of this month on choosing a low cost, so definitely anybody thinking about this for this coming year might want to check out idealware dot or ge? Um, another great site is tech soup, and this probably won you maybe even touched upon in the past on some of your shows. Tony uh, tech soup dot or ge t ch soup dot org’s great site to help non-profits so forth and you can actually get, uh, low cost and sometimes free technology through them. So both those sites would be great for doing some research and trying to figure out which system would be better. And we’ve also had scott koegler our regular tech contributor, i’m talking about don’t management software several shows ago, but it was it was on a cloud based discussion that we were having, you know, and maria, i think a lot of people just think of the one big player they think of blackbaud and razor’s edge, which is many tens of thousands of dollars to get into, and and i think a lot of non-profits don’t realize that there are enormous numbers of alternatives. Teo razor’s edge. Yeah. There are actually an interesting that you mentioned blackbaud because one of their divisions is e tapestry, tapestry, dot com. They used to be a standalone company and were absorbed a few years back. However, they are one of those cloud based type systems that you just happen to refer to, um, and also very low of low cost entry point, etcetera. So that might be something to think about. I am a stand of using something that is cloud based. I like the fact that the system is, uh, all of your donor information is not actually housed in your office. In terms of in case there’s a fire or a break in or a flood, you know, there’s so many things that could disrupt your ability to just pick up and proceed your fund-raising program. Sam wants whatever the tragedy is, you know, has has passed. Maria, let me let me interject there from the prospect research perspective. What else do you want to see in a donor management system? I want to see something that is very easy to use from a staff standpoint as well as a board standpoint. So the simpler the system, i think the better if they can’t. If a boardmember can have a a meeting with a donor or a donor prospect, let’s say they have a dinner meeting, and then they’re able to go home right afterwards, log into the system. Uh, password protected system, obviously, and record the contents of the high points of the conversation. That’s going to be extremely useful to get with, you know, like a contact report. Dahna filed right away while it’s still fresh in their mind. So i think that’s something that’s easy enough for both staff and board. Teo use obviously password protected and it’s my understanding that you can even have, you know, certain levels of information accessible as well to various people. So something that’s easy to use, easy to produce reports if you can have something that will integrate with sending out email marketing, uh, obviously something that’s going to integrate with the mail merge system of some sort that so that you can do all of your mailings right from that system and capture the information. I love that you mentioned the contact report because that is such a wealth of information when and critical. Information so that when volunteers like boardmember turnover and ceos and fund-raising director’s turnover, the institutional knowledge isn’t lost, its preserved it’s it’s critical because the donor and the volunteers, they remember those conversations, but as staff in the non-profit turns over the non-profit could lose that valuable information if it’s not preserved, right? Absolutely. It’s it is it’s very important, tony. And i know even in your work that you do with plan giving. I mean, imagine, you know, you walk into an organ is ization that has had some what of a decent say, major gift program in place? Um and then they want to introduce ah, more integrated plan getting component and then staff changes. And suddenly you have no idea what conversations have potentially taken place in the past about plan giving. You had captured somewhere it becomes embarrassing to the organization. Yeah, absolutely. You know, because the donor is going to expect that that his wishes, his concerns, his or her concerns were captured somewhere. And it doesn’t matter who he’s talking to with the organization. If it’s a new face, that new face should be well aware what that donor’s intent is for the future and you have some advice around from prospecting within, which is sort of what you’re leading to. It doesn’t have to be leading to a planned gift, but mining that database in your two thousand twelve plan, right? Something that they may want to focus on for this first month or two the year why not take a look at who your top ten gift were in the past year? Okay, whatever that that gives level is for your organization and then taken also take a separate look at what the top ten prospects have been for your organization in terms of lifetime giving. So here we’re talking about individuals ok, way we’ll get the institutions shortly, right? So what? What i’m hoping is that by being able to identify those those people, there may be some cross over there you may want extended even to top twenty, depending on the size of your organisation, but then you’ll have perhaps a nice pool of people that you can begin to think about a great cultivation plan on start putting something on the calendar, maybe a nice cultivation event coming up in the next safe um, it’s beginning of the next quarter, right? So come up with the names what the plan is gonna look like for cultivating these individuals. What the event will look like whether it should be it. You’re home someone’s home at your organization, you know? And you know, morning evening, whatever seems to be the right fit for your organization. Or maybe try both. And, uh, think about a way to cultivate those donors and elevate their gift further. So that’s a bit of reactive and proactive prospecting really combined. Let me define that. I know you don’t like jargon, ok, i was she cussed me out. You’ve been on the show enough times. I could tell exactly as she had the spurs raj and the jailers keys jingling in the background. So reactive research. You have names of individuals, you need to know more information about them. So you have no names and you need to know more about those individuals. Ok, proactive is when you’re proactively trying to come up with a completely new individuals. Ok, so the great thing about a cultivation event is even though you have individuals who are giving to you, why not encourage them to bring a friend? Bring a new person to the table who would also benefit from knowing about your organization? Maria. One of the poll questions was. How would you describe your prospect, research, proactive research, proactive, reactive or a combination? About twenty two percent said proactive, about twenty two percent said reactive, and about fifty six percent said some combination of proactive and reactive, which is what we were just talking about. We’re going to take a break right now and maria simple, of course, the prospect finding will stay with me, and we’ll continue talking about your prospect research plan for two thousand twelve. So i hope you’ll stay with us. Dafs you’re listening to the talking alternative network. Are you feeling overwhelmed in the current chaos of our changing time? Duitz a deeper understanding of authentic astrology can uncover solutions in every area of life. After all, metaphysics is just quantum physics, politically expressed, i and montgomery taylor and i offer lectures, seminars and private consultations. For more information, contact me at monte m o nt y at r l j media. Dot com are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Dahna hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Yeah, zoho. Maria simple and i are talking about your prospect plan for two thousand twelve and i learned that we have a listener in dhaka, bangladesh. I think i know who that is. Hello. Hello, daka. Good, good. Tio, have you with us as well as there are a couple listeners in the u s also, but we should recognize our bangladesh listener. Um, maria. So we’ve talk about proactive versus reactive. What about doing some more proactive research outside of your own database? Okay, so one thing i want to make sure i set aside some time to talk about is setting up alerts. Tohave information pushed to you. Let’s. Get some of this put on autopilot for twenty twelve. Uh, let me talk about some ways to do this. If you, uh, go to google, set up a free google account, you can set up an alert, a google alert on whatever you want. That means that every day google is going to go out on the web and scour it for information related to that word or that phrase, uh, that you’re going to want to have them look for on a daily basis and they will push that information out to you so let’s google do that legwork put push the information to you and you can take a look at the search results as appropriate. Maria, how do you set those? How do you set up alerts in google? You go into google and then there is a spot where it’s one of the options going across the top. It’s not if it’s not there, they’ve moved it. Look under the more tab, and then you’ll be able to find how to set up alert. What i would suggest is, again maybe sticking with your top ten donors set up an alert on their name. Okay. Ah, and this would be a good way to find new information that might that might come up on those donors. Uh, we’re proactively if there are potential donor prospects that you would proactively like to find out more information about, um, somebody that you’re thinking about incorporating into your fund-raising plan at some point in the near future, why not start having google gathered some information and push it over to you? Also, your organisation’s name? Just a great way to keep tabs on how your organization maybe mentioned. Out on the web. Uh, newspapers have alerts that you can set up and, well, okay on, we’re still in the free category, right? We’re talking about free resource is yeah, this is all free. In fact, one of the newspapers that i like to have information pushed from happens to be my statewide business publication, and gabe is, and they actually push news headlines to me. So this is a great way for non-profits to proactively stay on top of what’s going on in their business community in their state, okay? And then have an opportunity to take a look at some of those business headlines and i’ll bet you they’re going to be some gems of information in there on some companies and business owners that they had no idea we were right in their own backyards that are actually very successful while we’re talking about alerts, how do you get the alerts? They you actually set it up so that you indicate what pieces? Well, on the business publication, they just send you business alerts related news going on in your buy-in email you mean that’s a particular email it to you right on google they e mail you the search results on whatever the phrase is that you’re interested in in researching. And i think a lot of these alerts to you can set the frequency whether you want your alerts daily or weekly or something like that. Yeah, yeah, absolutely. On google, i happen to have alert set up to be sent to me daily on certain phrases that i’m interested in keeping tabs on prospect research, high net worth things of that nature, another source that actually is foundation related. So this will help us to segway into what we want to look at in the foundation world as well for our twenty twelve prospecting plan. Ah there’s a source called foundation search dot com that is one of the foundation research sites, right? But one of the things that you could do with them is set up a free email alert. When new foundations are registered in your state, you will be emailed and alert indicating that a new foundation’s been registered. So this is a great way again. This is a pro active measure on your part. Stay on top of new foundations. New family, foundation’s being registered thiss would potentially give you an opportunity to get in the door a little bit sooner than maybe one of the other non-profits state and that you are elegant was foundation search dot or ge dot com dot com foundation search dot com excellent. All these free resource is, you know, one of the whole class went out, that one is actually a fee based. I didn’t want to leave out only because they do have that alert service within the foundation community, which sometimes non-profits are really looking for that extra edge. One of the poll questions was do you know that there are lots of free resource is for prospect research, and only twenty two percent of people said yes, and the other seventy eight percent said no, i better listen to the show. So i hope that they are doing that because we’re just maria has just given you three or so free resource is that looks like about another free prospect research tool site for your twenty twelve plan and just about a minute and a half, we have left. Okay, well, i have a bunch of them aggregated actually in a free down. Tell us where where do we get the dunlop found my website and it is a free resource called going beyond google to research your prospects so that one has a number of resource is in it. But one that i thought i would highlight. Let me before you go before you go further, let me just remind people that your site is the prospect finder dot com. Right. Okay, go ahead, plea. And what you can do is one of the resource is that i was thinking about the great toe highlight because it’ll help point you in the direction of both businesses on business. Bonem maria, we just have about a minute left. Okay? It’s reference yusa you can get it free through your local libraries. Could do it search based on your criteria, the types of businesses you’re looking for on again, this is a great way something for you to do proactively first quarter of this year and figure out a way to implement and integrate these new businesses that you find a small, medium, successful businesses in your communities. I hope that seventy eight percent that didn’t know about the free resource is are listening. Maria simple is the prospect finder. Her book is panning for gold. Find your best donor prospects now and she’s our regular prospect research contributor maria, thanks so much for being on again. Thank you so much. Happy new year, everyone. Thank you. We’ll talk to you in february. I want to thank maria simple and also abby falik charles best. And while he collins for sitting down with me in a very busy day at the next-gen charity conference and my thanks also to the leaders of the next-gen charity conference next week, podcasting primer john federico, principle of the new rules and our remote producer for this show will be with me if if you’re not listening to this show on friday, january sixth, which those of you who are now with me are doing, but for the thousand or so people after today, you already know what podcasting is because you’re listening to one, but john is gonna have is going to explain how to do podcasting as outreach for your non-profit how to get started with budget and gear and content and format and strategies. Maybe you will start your own internet radio show, but don’t call it twenty martignetti non-profit radio. That name’s taken scott koegler will also be with me next week, he’s, our regular tech contributor and the editor of non-profit technology news, and we’ll be talking about twitter organization pages what are they? Should you jump in? And if so, how should you get started? Keep up with what’s coming up on the show. Sign up for our insider email alerts on the facebook page. If you like the show like us on facebook, click that button you know you can listen live our archive archive go to non-profit radio dot net non-profit radio dot net that will take you to our itunes. Paige subscribed there and listen anytime on twitter. You can follow me! Use the show’s hashtag use it with impunity that hashtag is non-profit radio we’re gonna have a guest tweeter next week guest live twitter next week is going to be dan blakemore. This show is sponsored by g grace and company. If you’re worried about the rising costs of rents for your organization or need to capitalize on real estate, you’re non-profit owns gee grayson company provides you and you’re bored with analysis, so real estate decisions are made with transparency and thoroughness. George grace has been advising non-profits on their real estate decisions for over twenty five years. G grace dot com, or eight eight eight seven four seven two two three, seven. Creative producer for tony martignetti non-profit radio is claire meyerhoff. Janice taylor is our line producer shows social media is by regina walton, of organic social media and the remote producer, and my guest next week of the show is john federico of the new rules. I help people with me next friday, one, two, two p, m eastern on talking alternative broadcasting, where you’ll always find us at talking alternative dot com. Oppcoll i didn’t think that shooting the ending. You’re listening to the talking alternate network. 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