465: Buy-In Bitches & Process Blocking Your Progress? – Tony Martignetti Nonprofit Radio

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This week: 

Buy-In Bitches
I gave that title to Carrie Lewis Carlson and Lara Koch as they explained how to get your boss to listen to you; to get your boss’s buy-in when you get it—and they don’t. They’re savvy, they’re straightforward and they shared tons of strategies. They’re bitchin’. Carrie is from CLC Consulting and Lara is at Smithsonian Institutions. (Originally aired 11/9/18)

Process Blocking Your Progress?
Stephanie Zasyatkina wants you to pay attention to your org’s workflow. Identifying and overcoming pain points and inefficiencies will put your methods in line with your mission. She’s with InReach Solutions. (Also from 11/9/18.)

There’s more at tonymartignetti.com 

442: Disrupt Unconscious Bias & Your Normal Is My Trigger – Tony Martignetti Nonprofit Radio

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This week: 

Disrupt Unconscious Bias
Our panel encourages you to dive deep into your own biases and how they influence you and your brand. Then deconstruct and disrupt those you no longer want. They’re Joe Shaffner at International Center for Research on Women; Minal Bopaiah with Brevity & Wit; and Sarah Boison from Communities In Schools. (Recorded at 19NTC)

Your Normal Is My Trigger
Accept without blame that your normal is not everyone’s. This panel helps you recognize differences and manage across generations. They’re Barbara Grant with Crux Consulting Consortium and Eve Gourley from Food Lifeline. (Also recorded at 19NTC)

There’s more at tonymartignetti.com 

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xero Hello and welcome to Tony martignetti non-profit Radio Big non-profit ideas for the other 95%. I’m your aptly named host. Oh, I’m glad you’re with me. I’d suffer the effects of trick Otello, Sis, if you split hairs with me over whether you missed today’s show disrupt unconscious bias. Our panel encourages you to dive deep into your own biases and how they influence you and your brand, Then deconstruct and disrupt those you no longer want. They’re Joe Shoffner at International Centre for Research on Women Minal, BOPE IA with brevity and wit, and Sarah Boysen from communities in schools that was recorded at 1990 si. Then you’re normal is my trigger except without blame that you’re normal is not everyone’s. This panel helps you recognize differences and manage across generations. They’re Barbara Grant with Crux Consulting Consortium and Eva Corley from Food Lifeline that’s also recorded at 19 and TC Tony stay too pissed in Brussels, Responsive by pursuant full service fund-raising Data driven and technology enabled Tony dahna slash Pursuant by witness Deepa is guiding you beyond the numbers regulars wetness cps dot com My goodness and by text to give mobile donations made easy text NPR to 444999 I got that one already is enough. Here are Joe Shoffner, Middle back-up Aya and Sarah Boysand from 1990. Si. Welcome to Tony martignetti non-profit Radio coverage of 1990 Si. That’s the non-profit Technology Conference. We’re in Oregon, Portland, Oregon, at the convention center. This interview, like all our 1990 si interviews, is brought to you by our partners at ActBlue Free fund-raising. Tools to help non-profits make an impact with me are Joe Shoffner, Mental BOPE Aya and Sarah Boysen. Joe is senior communications specialist at the International Centre for Research on Women. Excuse me. Mental is principal consultant at brevity and wit, and Sarah is director of digital strategy for communities in schools. Welcome everyone. Thank you for your pleasure. Have you, uh, we’re talking about your seminar topic, which is disrupting unconscious bias as we grow our brand. Uh, let’s start down at the end. Sarah. What? Before we unpacked What? Unconscious biases? What What’s what’s the trouble? What are non-profits not getting right about growing their brand that you wish they would? Well, I would say a lot of non-profits are really struggling Teo identify where some of the problems are coming from. In terms of things like hiring a promotion in terms of the communications, I think a lot of organizations are starting to see that diversity isn’t something that just could be thrown around is a buzzword. But it’s something that they actually have to embody within the organizations, and from there it usually flows through the word. Okay, mental. You want to add to the headline on the leave? Um, yeah. I mean, I agree with everything. I think I’m sorry agree with everything, Sarah said. And I think in this day and age, brands do need to be very conscious of diversity and equity and inclusion if they want to have a brand that’s still relevant. I think thie millennial general generation is probably the most inclusive generation of it’s time. America is more diverse than it’s ever been. And if you want to appeal to all segments of the United States, if you want to be a global NGO, and in the end, the in the era of social media where a misstep can go viral, it’s really important that brands protect themselves by having an awareness of how unconscious bias could have affected their brand. Okay, Joe, you want to lead us in a swell, I think the one point, I would add is, is that unconscious bias within a browned is both individual and group. So in order to work as a team to tackle unconscious biases that come out in your brand, you have to alert look internally as an individual and as a team. Okay, let’s define unconscious bias. What do we mean? Sure, So they’re going to throw it to me since I have the degree in clinical psychology. And so I’m technically supposed to be able to do this. So it’s It’s easier with slides and with visuals, to be fair, if you are a picture of the brain. But I’m gonna I’m gonna do this via just speaking and see how this goes. Basically, within the human brain there, two systems of thought. There’s automatic thinking, and there’s deliberate thinking. Dahna condiment talks about this and his work thinking fast and slow. I prefer the words automatic and deliberate, because you can have delivered thinking that is fast as well. And unconscious bias happens because thie automatic thinking pathways, which air dictated by the limbic system, which contains the amygdala and the hippocampus. And those are areas that are really responsible for creating emotion and creating memories tend to fire together. And what that allows you to do is to make quick split second decision. So, for example, if you’re in a dark room and you you walk in and it looks like there’s a snake on the floor, you would recoil. Now, if you turn on the lights, you may find that that snake is actually a rope. And so you’ve based your data, your based your reaction on what your brain has perceived and made a split second decision that’s protected yourself. We’re talking about such decisions about people. Yeah, so if people in groups, yeah, so if you are not exposed to people of a certain race. But all of your data has been for movies that portray that raised negatively you may have if you meet somebody of that race, your initial reaction, maybe based on poor data at the same time, that automatic system can protect you. So I used to be a rape crisis counselor in a previous life, and a lot of women have said that they had the sense they had a flag that said maybe this guy was dangerous, but they didn’t want to be biased against them. And that’s not the time to just go against your bias is what we really talked about in our session was that if you want to mitigate biases, you have to start employing that more deliberate system of your brain. And bring your unconscious biases, too, your awareness, and really start to look at whether you’re basing those decisions on accurate data or not. If you’re a woman who’s in a position where you physically feel threatened, you need to get yourself out of that space first. But then reflect back as to whether your fear was based on something realistic or whether it was based on a past memory that was maybe inaccurate for that situation. Or worse, just something culturally that understood. Yeah, and grossly. It could be grossly and actually wrong, and but it it could be really accurate. And it it’s up to every individual to really do the work to explore where their biases air coming from and be able to respond from from their deliberate thinking from their from their executive functioning part of the rain. Rather then just that primal urge of their brain. Okay. And then Sarah on I may even be asking youto repeat what already said, But I’m trying to I’m processing this. And you all have been thinking about this for months. Relate this back now to brand, please. Yeah. So in terms of the brand, I mean one thing I can say that, at least in my organization, that community schools, what we’re doing is we’ve implemented diversity equity and inclusion work. So what we were doing is we’ve identified a taste of the basic level that there’s some work that we need to do organizationally, right? So we recognize that as we work with one point 6,000,000 students across the country, that each of us individually may, you know, we all hold biases, and it’s up to us to do that work to ensure that we’re able to better serve our students and better understand their circumstances. So what is happening at my organization is that our board of directors is actually mandated that we implement d I work across all of our affiliates across 26 states and D. C. So there’s work that’s being done from the top down and also from the bottom up. So what we’re doing as well is that we’re we’re going to our affiliates and we’ve actually way have affiliate representatives that are on a d. I planning team. And what they’re doing is they’re actually creating a tool kit, and they’re creating actual work flow for the entire organisation for us to follow in order for us to better serve the students in our community. So this sounds like I mean, even though I asked you about Bram, this sounds like mission. I mean, it goes right to it, really is more of your work and your what your mission is. Absolutely. I feel that if you can’t address a lot of the things that go on in terms of diversity equity inclusion, I almost feel like you really can’t as an organization served. You know, many of the populations that way Do you want to help? So d I needs to be identified as a core value of the organization? Absolutely. It’s time for a break. Pursuant. The art of First Impressions had a combined strategy, analytics and creative to captivate new donors and keep them coming back. It’s all about donorsearch acquisition. It’s on the listener landing page. You want to make that terrific first impression so that your donors stay with you. They’re attracted to you and they stay retention as well as attraction. You’ll find it at Tony dahna. I’m a slash pursuing with a capital P for please. Now back to disrupt unconscious bias. I mean for a non-profit. Hold on. I want to find out what his communities in schools do. What’s the work? S o Right now we serve one point 6,000,000 students across the country. Essentially, how it’s structured is we play psycho. Nader’s within schools. So we work with school district and schools and state offices. We have sight coordinators in schools that helped afield. Resource is between the schools in the community to help the students and their families. Okay, pulling together resource is from local communities. You’re in 26 states. Yes, we’re 26 states in D. C. Okay. Community resource is for the benefit of students. Yes, So it is. It’s academic and community resource is so good example would be like if a student comes in and their and their families facing homelessness instead of the student putting that responsibility on the family and the student, the site coronated will help so one identify what some of their needs are and work with those in the school as well as some of the folks in the community to ensure that the students able to get the resources that they need so they could focus on school. We’re gonna know I was just going to put a finer point on Sarah’s comments and say that you know, for non-profits how you execute your mission is your brand. And so that’s why I like if there’s bias and how you’re executing your mission, that is a reflection of your brand reputation than in the space and goes back to, you know, how do you want to be known in your community in the country? Okay. Okay. Um, so from your session description, your dive deeper into our own biases on how they influence us on the point being made that we’re not only talking about organizationally, but also individually, Um, how did they influence us? I mean, it could be positive. My my thinking is that it’s I mean, I think, is that it’s mostly negative. But it could be positive, I don’t know. Or is it all negative? How did the job your turn? How does how does how did these biases influence us? What’s don’t go by me? What’s the consensus of the pattern? Sure. So I think one thing mental untouched on was the snake versus rope on DH. You know, applying that to Ah non-profit setting where it shows up is actually because there’s so many things going on at one time that you have to make decisions quickly so you don’t have a lot of time. It feels like to process and to think about these decisions that you’re making so to an extent, what we wanted to focus on them. The session was how to bring that out and discuss it in an honest way with those in your organization and also focus on who is in the room who is at the table discussing this because you do get caught in these cycles sometimes of having the same people making these decisions, whether it’s events, whether it’s what photos you’re choosing. Teo, display the Bowler hat brand. What project you’re taking on and a great way to mitigate that is bringing other people in from different backgrounds, different perspectives, different views and how you work together to come up with solutions of that. Create that change. Okay, the how and the who Let’s talk about some of the house. How do you bring it up? So one of the things that we’re working on at I c e w is the International Centre for Research on Women is an event checklist. So we’re aware that with all these quick decisions we’re making, sometimes you bypass the thought process and how to, uh, figure out how who’s on the panel for the events on DH? The checklist brings into mind, um, you know, who are you bringing in for the planning stage? I think that was the most important point that we came out with is who’d you bring in the room? And then you look at, um what photos? For the invitations you look at, you have considerations of who’s on the panel. So, for example, if you have a panel on talking about youth and there’s no one represented who is in the category of youth, right, so, uh, kind of bringing all those perspectives to the table. Okay, Sarah, anything you can add about who should be in this conversation? Yeah, I’d liketo piggyback on what Joe was talking about. So for me, like working in the use sector, what I’ve seen is a lot of times you have people who are making decisions that, uh, that that impact other people. And one of the things that I really want to challenge, not only just ourselves, but other non-profits do is to really allow the people that we’re serving to be the experts on their lives like, yes, we have the resources and the tools to maybe empower them, um, to shift course of change. But I really do feel that we’re doing ourselves a disservice by not bringing the people that we serve into the conversation to be a part of the solution. And that’s one of the things that including when their school age Absolutely that’s do-it-yourself. Absolutely. And I for us, I mean, there’s definitely a perception that young people aren’t ready for leadership right now, but many of them are already leaders in serving in their communities, and many of them are very well versed in what’s going on and some of the problems at their peers phase. So we’ve actually found it to be incredibly powerful toe bring in students early on in the process. When we’re doing the programs, when we’re doing projects and asking them, Hey, what is going on? And what do you feel would actually be a viable solution? And we actually just did a student in it. Evasion Challenge in Las Vegas and we had four students. Three of them were from Charlotte, and 11 was from Michigan. And they actually presented ideas that they worked with on a student team to help mitigate some of the issues that are happening at their school on. It was a great opportunity, one for adults to kind of just sit back and listen to these students. But it was also another opportunity where we were actually e-giving Students of resource is to be able to actually create change in their own neighborhood mental about how to raise your advice, how to raise this in in your organization. Yeah, it’s an interesting question because I think it’s sort of organically being raised in a lot of non-profits right now because, like I said, the younger generation of employees who are coming in are very aware of this and really wanted When you have an intergenerational office, Yeah, and and I think, really, when we’re talking about building diversity, equity inclusion when we’re talking about building inclusive cultures, what we’re talking about, his power dynamics. And so you really need to be able to study power to be successful in any diversity and inclusion initiative. And that means working with leadership. If leadership is not bought in that diversity and inclusion needs to be a core value of the organization, it is unfair to put the burden of change on people who have lesser power. And and that’s really critically important for organizations. Understand, once leadership is bought in, then it needs to be like any other operations or business unit where there is actual commitment in time and money and metrics for progress. How do you get this buy-in What? So much of the power is white and male. Yeah. Andi, let’s assume the leadership is because a lot of it is not all but a lot is Yeah. How do you How do you go to the CEO? The white male CEO and try to get this D I core value buy-in from? Yeah, the guy whose power he perceives is being threatened. Yeah, so not assumes. Powers xero some, but But ah, lot of guys do. Yeah. So how do you overcome that? Yeah, so that’s a big question. So I’m gonna take it in multiple ways. Got two and 1/2 minutes now we have more than yeah. No, that’s a really good question. And I think it gets to their multiple approaches. First of all, like somebody died. So I would not recommend somebody like me because I’m much better at strategy than I am as an executive coach or facilitator. I think it takes, um, Riel s o. I worked with a lot of diversity inclusion. Consultants are facilitators, and they’re exceptional at their ability to have a conversation at that level That doesn’t trigger people’s defensive isn’t Isn’t this almost essential? Tohave an outsider facility trained facilitator. Sarah, you’re shaking. Did you did you use a a facilitator? Yeah. So currently way Do bring in outside facility. Other conversations I’ve had with other guests. They’ve said that it’s almost essential because it’s doing conversation. Could break down. Yeah, rapidly. And you need you need sort of an outside there. But, I mean, I think of a diversity inclusion consultant almost like a family therapist, like their job is to give you that outside perspective and help you to see things in a new way on DH, then within, like, sort of having those conversations. There’s multiple things that you could speak to. Some people like to go the fear and avoided through, which is what I mentioned before about brand reputation. You know, if you want your organization to continue to be successful in the 21st century, you need to get on top of this. Bring a Brown. Once gave a talk at Were Human last year, where she said, If you are a leader who is not talking about diversity and inclusion, you will not be a leader in five years from now. And if you are going to talk about it, you were going to mess up and you were going to fall flat on your face and you were going to make mistakes. And you need to learn how to be an evolved enough leader to make public mistakes. And like rumbled through it and get through to the other side. So it takes a lot of it takes a very mature leader to be able to do this. The second part is to make what people like to call the business case, which is There’s research that shows that shone and this is from the for-profit sector. But companies that have diverse product teams have three times as many patents as companies that don’t. So the leveraging diversity will inevitably help your programs, your operations, your bottom line. And that’s really important to know, especially as we live in a more globalized world. I mean, I remember growing up is an Indian American. I didn’t think most of the television and most of the magazines were relevant to me. I didn’t buy any of that stuff. Nobody got my dollars because nobody was marketing to me on the third way is really too, you know, I think that there are enough white men like Joe, and you probably like you, Tony, who are you who are men of conscience? You know who who understand that you shouldn’t. There is a business case to be made, but you should just write this was the right thing to do for God’s. You shouldn’t always have to make the business case to do the right thing. And more importantly, like how, like, Why don’t you want to create a place where you wouldn’t recruit the best talent? You know, like Sara shared an experience today in our session. I’ve had a similar experience of being in organizations where we wanted to give our best. But the lack of an inclusive culture made us leave. And so you’re losing exceptional talent because of unconscious bias or because of your lack of commitment to including creating an inclusive culture. And so if you want to create the best products and services, if you want to have the best programs, if you want to have the greatest impact, this is is absolutely critical to all of those goals. And so diversity Inclusion isn’t something you do because it’s nice. It’s something you do because it’s mission critical and a strategic goal for every organization. I feel like the conversation has been raised to another level just within the past few years, and that may be the result of black lives matter now metoo. More recently, metoo No, because for so many years it was just It’s the right thing to do. But now, on DH, that was unavailing, obviously, to the white power structure, white male power structure, because things weren’t changing. So doing the right thing wasn’t sufficient a za motivation necessary but not sufficient. But now you know we’re so buy-in next level, we’re making the casing in different ways. That you can argue should have been, should not have been necessary. But Aziz said change wasn’t happening. So, you know, making the business case, for instance, Yeah, If you have to bring it, bring it to the bottom line and say you risked relevance, you risked losing talent. Well, I think it’s a communications professional, and other communications professionals here can speak to this. It’s important to speak to the values of your audience, and I think it’s it’s hubris on the part of people who actually care about these things to believe that the other person must think like you in order to be able to enact diversity inclusion initiative. I really think that Dee and I needs to take the same approach that truth campaign took to smoking. They created a multitude of ads, and they basically was like, We’re going to target everybody. We’re going to target everybody based on whatever they care about. And so when you would see the ad, maybe one out of 20 adds spoke to you, but then they got 20 different archetypes that they could speak to. So they weren’t saying, Oh, you have to care about this one thing in order for you to buy into this way of living. And I think diversity and inclusion needs to take that approach that different people are going to be motivated by day, different things. And we need to be able to speak to all of those motivations instead of sort of rank ordering and saying This motivation is better and more noble than this other motivation. I think that’s really judgmental, and it doesn’t move anything forward. Okay, Joe, we haven’t heard from you in a while. What you want to contribute? So, uh, we focused a lot of the session today on, uh, workplace, but I would extend that to say, particularly for white males. Um, this is a conversation that I think needs to be had in the home. A school on the street because of some of the issues that we’re facing. It worked. We bring in tow work. It’s not just something that comes up at work. So it’s something where to have a coffee with someone and and just try to shift perspective a little bit. And there’s in the us in particular is a lot of this attitude of pull yourself up by your bootstraps. Um, which, yes, that’s worked for some. But there are others who don’t start out at the same level where there is race, gender, economic way, same level. But you don’t have the same opportunities, right? Don’t have. You don’t have the power. Yeah, So it I think by avoiding, um, even reflecting on that, that’s where the biases come in. And that’s also where we continue doing the same thing, Um, at work, at home. So it’s like, how do we create that shift? And part of that? Is this through honest, open communication? Ok, uh, we still have, uh, another two minutes or so. Two and 1/2 minutes. What else have you done your panel yet? Yes, you have. Okay, So what else you had 75 minutes with in front of an audience. What else did you talk about? That we didn’t talk about here or more detail that we didn’t go into enough. We got a couple of bones talk about white privilege of fragility. Sametz. Well, actually, actually want anything I want to bring up was we had a bingo card which included some of these terms, but we did have, ah, exercise on privilege. So essentially, we made some statements. Uh, and people would raise their hand if they felt that reflected on them on DH. Keep their hand down if they felt like it didn’t which there’s been a breach has such a sure such as? I have no college student loans. There were some that raised their hand, Some that didn’t, um that one’s a little easier to answer than others. Like I’ve never been bullied. Some might think, Uh, yes, I’ve kind of been believed, but it hasn’t been to the level of what I think. Other people have been bullied. So what we focused on through that was that it’s a little more complex. It’s not binary either, or sometimes the decisions made in those moments, um, are more complicated. And I think That’s kind of what we want to focus on here. Um, so relate this back to white supremacy. Yeah, sure. Um so white supremacy, white power, White power, White privilege. Okay. Yeah, No. So a lot of, for the most part, this is just to reflect on the fact that the privileges are there. I think that’s Ah, it seems simple, but for a lot of there are a lot of people who will not associate themselves with privilege. Or they’ll say, But I grew up in a poor area without reflecting on the fact that maybe someone else of a different skin color or different gender also did. But it’s staggered. So that and this white powers, you say, white privilege. It’s structural. It’s ingrained in our systems and our institutions, um, and and too tow have those conversations. And to create change, we really have to be reflective and admit that they exist. Okay, way. Have another minute left. So let’s, uh let’s give the wrap up sorrow that I asked you to start with you. Have you mind wrapping up what you want to leave people with? I just really want to challenge people to do the hard work of really looking within themselves to identify any bias is that they may have on and just know that it’s a lifelong commitment. I think a lot of people go into it thinking like, Oh, I’m going to do, you know, for three hour sessions this year and I’m going to be woke check, Yeah, and you know, I definitely want to challenge people, not to feel the pressure to be quote unquote woke. I feel like that’s a word a lot of people have been throwing around recently, and I just think that people need to just do the work consistently in order to be able to change their perspective on different peoples in places and things. All right, we’re gonna leave it there. Thank you very much for all three of you. Each of you think they are. Joe Schoffner, senior communications specialist at the International Centre for Research on Women. Manabu piela, principal consultant at Brevity and Wit, and Sarah Boysen, director of digital strategy for communications for communities in schools. Thank you again. Thank you. Thanks to you for being with Tony martignetti non-profit radio coverage of 1990 sea as non-profit technology conference in Portland, Oregon. This interview. Like all our 1990 si interviews brought to you by, or partners that ActBlue free fund-raising tools to help non-profits making an impact. Thanks for being with us. We need to take a break When you see piela CPAs, it’s in the title. You know what they do? Do you need one? Do you need a new one? If you think you might need help or your tinkering around the edges of maybe changing accountants, check them out. You goto weinger cps dot com. Do your due diligence there, of course, and then pick up the phone. Talk to the partner. Yet each tomb who you know because he’s been on the show twice already and he’s going to be coming back. He’s not high pressure. He’ll explain whether they can help you. All right, that’s the process. Get started at Wagner’s cps dot com. Now time for Tony’s Take two. My video is pissed in Brussels. Yes, uh, manic in piss, and that is what it’s called. I’m not being crude, so if you turned off well, if you were to turn off the volume or shut me down, then there’s no point in me saying Don’t because you’ve already done it. But for those of you were still here, like on the fence. Don’t be offended, because that is what it’s called. There’s a statue in Brussels, Belgium, called manic in piss. Okay, maybe it’s peace in Belgium on these manic and peace, but it’s spelled like this. So, um yeah, so I got I got assaulted. I got assaulted by the little statue. Um, he pissed on me and you can see it. You can see it on the video at tony martignetti dot com and then go to Brussels, Belgium, and get some for yourself. Just keep your eyes in your mouth close. That’s all on DH, that is Tony’s Take two. Let’s do the live. Listen, 11 the, uh And you know what comes after that? So the live love goes out. Thank you for listening. I’m grateful. The live love to those of you listening at, uh, Friday 1 p.m. Eastern time. And whatever time zone you might be in, the love goes out to you and the podcast pleasantries My gratitude to our over 13,000 podcast listeners. Sometimes I wonder why you stay with with all the I don’t know the talking about piss and everything else. But you have you have you still here? So the pleasantries go to you and you should stay. Don’t Don’t wonder why Leave? Leave the wondering and the and the worrying to me about that you just stick around Ana. Now here is from 19 NTC. Your normal is my trigger. Welcome to Tony martignetti non-profit Radio coverage of 19 1990 Si. That’s the non-profit Technology Conference 2019. We are in Portland, Oregon, at the convention Center. This interview, like all our 1990 si interviews, is brought to you by our partners at ActBlue Free fund-raising Tools to help non-profits make an impact. My guests now our Barbara Grant. She is CEO of Crux Consulting Consortium sitting next to me and even Gourlay. She’s director of information systems at Food Lifeline Barbara Evey kruckel. Thank you. Thanks for having a pleasure. Pleasure. Your topic is a little provocative Little bit, er when you’re normal is my trigger unpacking multiple generations and white privilege. Let’s start with you. What? Uh what do we need to know? Give us Give us the headline in the lead. Well, what’s going on here? You fundamentally, you have a normal that you view the world of particular way. That is your way of viewing the world. And you think that’s the real way. That’s the truth of the world on you interact with it like it’s absolute, but you don’t appreciate. You do sort of live your life like other people’s normals of the same as your normal. And that causes real problems for people, particularly in regards to white, privileged white. People think that they’re the normal and they don’t attend to the concerns of people of color, and people of color lose out, significantly weaken all these different measures of public health will show that. But it’s very hard for people to see why their behavior is white people houses impact on people of color, and we’re going to delve into the dynamics, underlie the and really give people some access to engaging with how that their behavior has these negative impacts on the world. Okay, what what are some of these negative impacts? Barber? Well, I think that first we start with generations. And so what we’re trying to look at is that if my definition of What is normal is not your definition of what is normal. So, for example, what should be on a recruitment form like if you’re filling out a job application, should you ask people for their gender or not? So some generations would think? Of course, it’s a recruitment Forman application. You put your gender male, female, other generations would think, Why are you assuming my gender? Other people, other generations might think I don’t want to work here because clearly you’re more interested in my gender than my qualifications for the job. And so part of what we’re looking at is it’s not about one thing being bad or good. It’s about looking just to understand. The fundamentals, like Evil is saying, is that there are different definitions of normal and they shape your judgments and the shape your behaviour. And how can we look at that together? In-kind oven on blaming context because too often when we try to talk across differences, what we find is that people are talking, blaming like I think this is normal. You think that’s normal and I’m judging you is wrong. Uh, without trying to make excuse, though. But if we’re talking about across the generations. It’s what those of us and the older generations were brought up with Your butt s o to not make its use something but we can relearn wear depends on which people you’re tryingto hyre were trainable were trainable. Well, I think I just take it from a perspective of utilization based perspective. If you’re trying to hire people who aren’t exactly like you, it might be useful to understand what they think is normal because those are the people you’re trying to hyre those people are trying to work with. It’s not like what you think is wrong or how you were brought up is wrong. It’s just now there are five generations in the workplace, maybe for the first time in human history, because we’re all living longer and we’re not leaving. And we’re actually caring what younger kids kick would think. And another traditions. Other generations, you know, people who are younger really haven’t been accorded a voice, and people who are older either died sooner or left the workplace. So now we have five generations, all of which have been shaped by different understandings of what’s normal and so part of what we’re trying to do is to say these air who were working with on purpose. And so how do we create a workplace that is inclusive and gets the job done that we want? E. What is this normal that we’re talking about? If everyone’s normal is different or their cohorts that so you just coalesce around sort of more or less together. But But as an individual, what’s what goes into my normal? What goes into your normal what? What’s the normal? What are we talking about? Yeah, because you don’t you don’t think about it. It’s like you wake up in the morning and sort of put on your normal right. What is it? The world just seems to be to you a particular way. And the way that it seems to you isn’t necessarily the same way it seems. Other people want me to think about it. I mean, I don’t get too conceptual, but it’s an interesting talking to delve into right, like the context of your world and the content of your world are different things. If you’re a man, you have a view of the world in an expectation of what public safety feels like So it’s you know, too. Am your your friend’s house. You don’t call for a cab. Gonna walk home like it’s an hour. Like as a man, you have a view of whether that’s safe or not, and you’ll have your own opinion of it. If you’re a woman, you’ll have a very different view of that. Now there’s no Is there a reality or whether it is or isn’t safe to walk home? No, there’s no actual like, objective measure of what safety looks like, But I’m a lot of people don’t really understand it. Don’t appreciate that. They do have these. These contexts they view the world through. When you actually start attending to them, you realize that it’s not just like a couple of things. You have this entire world view on this entire perspective that informs everything about your existence, and you’ve probably never thought about it. Once you start thinking, you start finding things that you wouldn’t choose to believe. You know you you have come to believe that based upon experiences that you’ve had and lessons that you’ve learned and you pick up these ideas and you know it’s really good work to do that reflection figured out because it’s not just about race. I mean, it certainly has an impact on race, but it can affect your relationships that can affect your success in business. Your coworkers, like everything that you do in you, your life is in form. But this context and doing the work of digging into it’s really important. We like to look at it from levels in your workplace. In your non-profit. There are things that people you’re trying to attract, people you’re trying to retain professional development, how fast people are promoted, what’s appropriate use of technology in the workplace, What’s appropriate professional behavior, what’s appropriate communication, all of these things of what is appropriate in the workplace, these air. What you think is normal is common sense, and so, but that normal common sense is different, according to these different five generations. And we think it’s pretty funny because we catch ourselves all the time saying, Oh, I guess I thought I just what I thought right? But But it’s not funny when it happens in a space where the dominant normal gets to decide. Like I might think, it’s funny that you think that, but if you are in the dominant position, then that’s what it is. It’s gonna happen. So part of what we try to do is to just open up the conversation so that its future oriented decisions, instead of how we’ve always done it in the past. I had a panel last year at NTC, and, uh, it was related to this topic, and the subject of job descriptions came up, and it was the use of the word professional. You know, a professional makes makes a professional appearance. Yeah, well, that exclude, I think the guests. It was a panel of, I think there were three think there were three. And it was, I think, was Raja Agarwal on everything. He was sitting next to me and he said, So that excludes everybody with dreadlocks in a white privilege world. Those are not professional. So does that exclude everybody who’s black because their hair is different and you know, so that’s where that dominant. But the perspective is different than a note. A new miracle perspective. Yeah, but just to use the word professional, I mean, it’s an office. I do want people to be professional, but then, you know, professional appearance. You know that’s different than comporting yourself as a professional. You don’t even need to say professional. In the job description, you can consult season, think out of an interview. So it’s fun when you start scratching away at that word like professional like, What does it mean to be profession? Doesn’t mean, like no skilled at using office communication tools for understanding. I was 14 XL, but doesn’t mean where’s a shirt and tie e mean it does mean those things, but unless you actually do the work of unpacking it, you don’t know what you mean. And it could be really detrimental to people like my own personal experience. I’m originally from Ireland. Dahna immigrated United States and was about 20 because I immigrated. I interrupted my college experience, and I never actually finished college. But a lot of job descriptions will say, you know, college degree required, and that’s that’s an assumption that people make about, like hiring that that’s a normal for people that if you’ve been to college, you’re there somehow qualified or somehow more capable of doing a particular job. Now I like, almost finished going. I was like one semester away from getting done and I have no regrets about coming to United States like that was absolutely the best decision I made. It was totally worth giving up, called my degree for. But you just got to really take the time to really investigate what you really mean by what you say because it has an impact on people and those impacts show and they’re often invisible. I think if you talk to people, United States, no one’s ever well, very few people will actually claim to be racist or will endorse racist perspectives. Or, you know, it’s very, very rare to find someone who’ll do it. If we do find them, we isolate them pretty quickly. But racism’s vivid and clear it. She was really clearly in the statistics. So how does it keep happening, like word of these, these negative influences come from. You have to be able to look beyond the surface in order to see that, and that’s where this but this work is about. I think what’s really important about the generations conversation, why we’re using this as a vehicle for talking about privileges, that this is a fun and accessible, an easy way to get into this conversation is not anywhere near is. Confronting is talking about race. It can be challenging, but generations it’s it’s a It’s a fun conversation right on dure. Your topic is generations and white privilege. So let’s overlay the white privilege to this. But now we’re at a disadvantage. There’s three white folks talking about white privilege. Well, one of the things we found is that oftentimes one of the dominant mentalities is that people of color should help us talk about white privilege because we don’t know how, which is once again, kind of layering a burden there. So part of one of the thing you just said is why people we don’t ever learn to say the word white like that’s because it was normal. Like if you look, if you read a book, a novel, the characters air never described by the color of their skin unless it’s not white because, like so you don’t say, he walked into the station, his skin was pasty, like the underside of a dead halibut. You know instead, But you would say like this. He walked in, She walked in, they sat down. He set down his skin, was dark, like cinnamon ice cream or something like it’s only described if it’s not white. So these are the kinds of things that that why people have to be able to start talking about. And so but no one ever talks about generational differences too much, either. So we tried it. We call it Training wheels is like if if I can try to talk to you across a different generation if I’ve had people come up. I was working with the A different client group last year and someone came up and said, You know, now I understand how to talk to my son, who’s been living in my basement, and I feel like we’ve never been able to talk to each other like I get it. Our definitions of normal are different. You know, there’s a There’s a lot of desire as what we call a part of a week circle. So, like we are all different generations. But we’re part of a family or we’re part of one circle we already identify as though we were just different, whereas across other things, like race or class or other dominant privileges way don’t see ourselves as a wee we see is us and those people. And so part of what we’re trying to do is even within our circle of who we already think is us. How do we talk across differences well and respectfully. And then how do we use that experience to try to talk across these bigger differences that are a little bit more charged? What kind of worker is the two of you doing together? You’re doing work for food, Lifeline Barbara. Yes. So I’m a consultant. I worked with international NGOs, NGOs, local domestic non-profits, and one of my clients for many years has been food lifeline, which is where I met Yves. And so there was even even if it’s even, that’s right. And so so and our work together is been issues around, trying to change a culture within their non-profit and also doing a move and trying to figure out how we do that move in a more inclusive way to this glorious, gorgeous new hunger solution center that they’ve just taken off the ground. And so a lot of my work has been with this system, and so we met, and here we are. Okay, um, and how did this topic Come, Teo, how each of you get drawn to this topic in the concerns. So one of things I’ve been studying since I do work with many non-profits and associations across the country has been this kind of she drops out in there. This this as I worked with years of all stripes and sizes and you’ll find me at six for 62 What I’ve found is that for the last 6 62 5 to 10 years, people have been very anxious about all these generations in the workplace and also about the great retirement fear that all these people are going to retire. We’re gonna have a leadership gap. And so I started studying what that meant to have a generation retire and what the composition was of the domestic and international non-profit in particular Workforce were all these leaders about to leave what was gonna happen with succession planning and became very interesting to see that they didn’t leave and then the next generation. So those easters air, now 26 at the top. And so now there are people in 1/5 generation. So everyone was all like, oh, skies falling is going to be four generations. And then these people are going to leave. They didn’t leave and these guys came. And so it’s a phenomenon. Now that is very interesting. And people are trying to figure out who are you trying to hyre? And it’s a very different mindset of tryingto hyre now when you’re trying to hyre outside of an assumed normal of a generation, and that could be across lots of industries and sectors. So I was drawn to it by my clients who were concerned and also, by finding it very like. It’s an interesting inflection point in our history as a sector time for our last break. Its text e-giving They have the five part email, many course to dispel the myths around mobile giving. You get one part each day it’s over five days soon as you sign up, they start coming. And then four days, Uh, we say four days hence, yeah, in four days hence, right that the right, Yeah, Hence his post post fact, post facto four days. Expos facto of the of the sign up, you get the remaining courses one a day. It’s an average of one per day. One is also the mode and one is also the median as well as the average. That’s what you get per day after you sign up for the course. What you do at by texting npr to 444999 And we’ve got butt loads. More time for your normal is my trigger. You baby. How about you? Barbara knows me from Food Lifeline and in my work, I’m the director of information systems for Food Lifeline. And what you do in that role is not only manage the system, but also the Iast systems. All the databases that base are works. I’m involved in every aspect of the organizations activity, right from our entry level staff and our new stuff right up to the executive team and then the CEO. So I cross the generations. Anyway, when we started talking about doing this the session together, some of the real issues that I have in my work came up in our discussions, and we really got into them and use this methodology to address those concerns. And we actually cover some of this in the presentation. And it became not just an opportunity to talk about what we love, what we what we care about, but actually to develop food lifelines business as well. So it’s really, really become really engaged in. It’s really become part of our work. Um, okay, you say, in your description, used the framework of generational understanding and predictable triggers to have deeper conversations. I paraphrased a little bit. But what is the general generational understanding of predictable triggers? Is that first of all, is that one that one one of the processors, too? So one of the things that we’ve found is that there are some predictable triggers that will show up across generations. For example, if we say Oh, you know, some of those people are so entitled there’s a whole set of people in the room that will not and laugh and say, I know you’re talking about in a whole other set of people in the room who will feel like the mute button just happened and disrespected and turned off, or one of our other favorites is when someone says, Well, this is the way we’ve done it successfully for the past 10 years and they think that. And so I have now sealed the point and half of the other people in the room think, and so it must be a relevant. And so some of the things that I feel like the most normal thing in the world for you to say someone else receives, like like you just said something completely different. There’s a very real world challenge that I have with this with regard to training and you software. So if I had, like, a new tool like any of the vendors here at this conference, if I had their suffering, if I take this out to the staff, it’s okay. We got this great new tool. It’s going to be awesome. It’s gonna make a big difference in your work. There’s two kinds of responses I’m going to get from older people, you know, boomers and maybe Gen Xers. You’re going to say, Okay, we’re going to training, which means we have to hire a trainer. We’re gonna have a training day and a reason to calm. We’re going for coffee and bagels and everyone going to sit in chairs and listen to the training, and then we’ll go through it. When we’re done, you’re going to find her and you take a binder to death you sent in your desk and okay, you’re trained. Now go and use the software, which means no one’s trained and they just sort of sit there and stare at the screen now. But when I when I try to train people who are younger, like millennials and sisters, it’s an entirely different model on approach. They don’t need that. What they need is give me a can account. Let me access the sulfur and sit down with me for like an hour and show me the basics and then go away would be available. I want access to the knowledge base online. I want to able to watch videos on the Web site. A chat room for users is great, and it’s an entirely different model of training. And my real challenge with that is that in order to train those easters in the millennials how to use the software, which is really what I need to do because they’re the ones that are gonna be using it anyway, I have to convince the leadership that it’s okay and that it’s safe to do that. So we do the training day, we forget about it, and we trained this Easter’s. It’s that there’s a lot of different generational challenges in the workplace that we have to go. Um, but I feel like way diving into the depths of this. I mean, I feel like we’re talking around it a little bit. Are we? Are we getting to the meat of the real issues here? Well, we’re getting to the middle of a generational issue. Just be circum superficial. So one of the most important things Tony is that is just the fundamental except acceptance that you might have a different normal, that it might guide your worldview like Eve’s even example there was and then to say, Okay, so then what? What do I do if my normal is this other thing? But once you fundamentally accepted that it’s different than thinking. Well, those people are idiots, and they should just do this thing or everybody knows, or common sense. People leave that stuff behind, and then they approach the issue like, Well, then how do you do it across five generations? And that’s the attitude where we can then begin to talk about privilege and dominant privilege, because many times, if people say well, you know you’re white So therefore you’ve inherited all of the benefits of being white, and then a person of color has not. There’s all kinds of stuff that goes off in people’s minds like, Well, I’m not racist and it’s not my fault. And I worked as hard as the next person, and it’s all defensive, defensive, defensive. It’s not curious, like if we go back to the other part where we have with generations, where people are like Okay, people have different definitions of normal, what do we do next? That’s curious. That’s like saying we’re we and we have to do something forward. But when we get into issues that are more charged and that are more layered with blame and oppression and dominance, then people generally defend and any kind of diversity training or an attempt to do that generally ends up with people often feeling worse than they felt before and more blamed and more isolated. So part of what we’re trying to do is to bring these two things together and to say, if you can learn this way to move forward with curiosity, what if we took those same tools into these conversations and to say wow your experience of being a woman in the workforce is very different of being a man in the work force or your experience of being cyst. Gendered is very different of my experience of being trans or your experience of being a black woman. Professional manager Leader is very different from mine of being a white woman, professional manager, leader Like what? I work for Microsoft for 10 years and at one point in the building, I was often the only woman in the whole huge restroom. And I would get startled if I saw another woman in the restroom because it was so unused to there being another woman in the building, you know, super different, then going to the theatre where women will wait for, you know, 15 minutes and then I walk in and out of the of the restrooms, right? And so So this is just something to start noticing that your experience is different and if you can fundamentally just accept that without blame, then you can say, OK, what is the workforce we want of the future? And how do we acknowledge that our experiences have been different? Someone may have had a glass escalator and somebody else has been clawing through a ceiling. But once were here together in this organization or in this moment in history, How do we lean towards each other with curiosity? Even you mentioned earlier? I think he said some of the physical manifestations of this among the people who are not the elite in the privileged. Yeah. Oh, our sound like you were referring to research of physical physical manifestations of this in terms of health outcomes. Yeah. Yeah. So, like life acceptance E on DH infant mortality or 22 rates. You can really see health outcomes on people of color in United States. What? We would actually we’re just setting this. Yes, we were talking about the impact of red lining on communities of color. Um, throughout the sort of last century, people color, black people couldn’t buy houses in neighborhood hoods and the weapon looking buy houses. And if people did buy houses in those neighborhoods, white people would leave. And judging the price of the property, this isn’t long term impact on the ability of their children to go to college or, you know, be set up for life. And so you can actually check? Was it like net and come or no wealth for for people, white people have a lot of black people I think is actually about xero. On average, across the population is a really impact on people’s lives and immeasurable. We still have another five minutes or so together. What else can we say about this topic? One thing that I think is really important for me, for your listeners and non-profits is like Take a look at all of the issues you have in your organization. Like what’s holding you back in good terms of growth, that every step of the way you’re going to find some touch of technology and each of those things. I think that’s a contemporary phenomenon. This is this is the era that we live in, and if any of those areas, if you investigate, I bet you find generations underlying those conversations. This is this is not just like an abstract thought exercise around understanding privilege. This is very riel way have, ah, my organization. We’re dealing with a challenge right now. Unlike who makes decisions about process about system, Wei have many experienced people who might be sort of boomers or Gen Xers have been trained, and they’ve learned their skills at a time whenever technology wasn’t a major part of their work. They’re now dealing with that migration to a system that’s very much technology based there, having to get on databases if they’re fundraisers they’re dealing with, like online giving an email and that kind of stuff ability. Younger people who are native in that in that world and they’re coming in wanting to participate, expecting different systems, to be available to them and then not having access to that expertise. It’s challenging. I think we’re going to see in a lot of non-profits shift from expert expert lead programs, toe having technology and performance management systems and business intelligence systems driving management for organizations. There’s a major cultural shift happening in the realm of technology. You’re gonna have to understand how that impacts in the community and the culture of your organization or to be able to deal with it. And one of the things I was I’d say that builds right off of what you talked about about digital natives, one of the one of the huge questions that’s happening right now in our culture in this country is, What does it mean to be native? And what does it mean to be an immigrant or a refugee? And who do we let in? What does that mean? Toe let in and when we look a technology across generations, there’s a concept of at one point people became digital natives. And that’s somewhere in the middle of the millennial generation, where you were born into a system where you had rights and you had privileges and you understood the language. And often when I’m working with people with generations, I’ll say, What does it mean to be a native citizen of a country? And so people will say what you have rights, You know where your addresses and even comes down to, you know, the right language to use. So first generation children well often have to inform. Their parents know you don’t have to say that to school or a siren doesn’t mean that they start interpreting the culture for their parents. And so it’s the same thing with digital native kids who basically interpret the culture for us and say, Oh, no, let me fix it for you. Just hand it over and so but this whole idea of understanding what it means to be in a land a digital land in which you are not native, in which you feel anxious where you feel like things, are at risk, your privacy is at risk. Your data is at risk. You don’t know what you’re doing. You feeling that and allowing people to have some time to think about that generationally. It’s slightly safer. But then it it it rolls back around to say So. What does that mean when we think about who has rights and privileges in our whole society, and what does that mean? And how are we translating that with each other and thinking about, for example, in public education, when your children are your English speakers and the parents may speak primarily another language? How do we think about is our system in English only system in school? Or do we think if we really want family engagement, we have to reach across that in some way? We’ve to begin to think differently. So a lot of the things that we’re talking about with generations and technology while we’re here, you know what the anti unconference and we both have technology backgrounds. And so he’s There are people to some extent, but we also are, you know, we are. You know, Eva and I are not exactly the norm in many other ways in our lives as well. And so we have the experience of not being the dominant norm in a space. And so we bring that to this conversation, not just to say that we’re white people, so we know everything about people of color instead, what we’re saying is that we’re white people and we understand what we’ve taken for granted as the dominant normal. And and we’re trying to figure out a way for people to have conversations that doesn’t involve blame and separation. We’re often times it’s like what I call the diversity sidecar, where you take all the people of color and organization. You put them on the diversity committee, and you kind of sideline them from the main business, right? Right. And so instead, what we’re trying to talk about is what if we were all You know what I call that? I call that divers Committee. Yes, they’re not. They’re not doing diversity for the organization. They are a showpiece committee that is diverse. I call that the divers committee and many of my colleagues who are amazing engineers or consultants or leaders or architects or artists. They’re not invited first to be on the top engineering or architect or artist committee. They’re invited to be on the diversity committee as an assumption because there are people of color. And so part of what I think we have to do is to begin talking about this because it’s not just because what we want to do is tow have organizations and a society where people are able to bring their best expertise into the space and we can talk about it. We’ve got to leave it there. All right, thank you. She’s Barbara Grant, CEO of Crux Consulting Consortium. And next to her is evey Gourlay, director of Information Systems of Food Lifeline Ladies. Thank you so much. Thanks for your time. Thank you. Thank you for your time. Thanks to both of you, This is non-profit Radio coverage of 2019 the non-profit Technology Conference from Portland, Oregon. This interview, like all brought to you by our partners at ActBlue Free fund-raising Tools to help non-profits Macon impact. Thanks. So much for being with us next week. E-giving Tuesday with Asha Curren It’s not too early to start your planning. If you missed any part of today’s show, I beseech you Find it on tony. Martignetti dot com were sponsored by pursuing online tools for small and midsize non-profits, Data driven and technology enabled Tony dahna slash pursuant by Wagner’s Deepa is guiding you beyond the numbers weinger cps dot com and by text to give mobile donations. Made easy text. NPR, too, that for 44999 creative producers Clam Meyerhoff Sam Lee Board says the line producer Thie shows Social Media is by Susan Chavez. Mark Silverman is our Web guy, and this music is by Scott Stein be with me next week for non-profit radio. We’re a little late there, Scotty. Yeah, big non-profit ideas for the other 95% Go out and be great. You’re listening to the talking Alternate network way You are listening to the Talking Alternative Network. Are you stuck in a rut? Negative thoughts, feelings and conversations got you down. Hi, I’m nor in sometime potentially ater Tune in every Tuesday at 9 to 10 p.m. Eastern time and listen for new ideas on my show yawned Potential Live life your way on talk radio dot N Y c Hey, all you crazy listeners looking to boost your business. Why not advertise on talking alternative with very reasonable rates? Interested? Simply email at info at talking alternative dot com Thie Best designs for your Life Start at home. I’m David here. 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426: DEI & Governance – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2This week:

DEI & Governance
Diversity, equity and inclusion run deeper than having folks of color on your board. Are you managing treatment, access and opportunity for non-white males? Gene Takagi and I talk through the issues, goals and methods. He’s our legal contributor and principal at NEO, the Nonprofit & Exempt Organizations law group.

There’s more at tonymartignetti.com 

415: Buy-In Bitches & Process Blocking Your Progress? – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2This week:

Buy-In Bitches
I gave that title to Carie Lewis Carlson and Lara Koch as they explained how to get your boss to listen to you; to get your boss’s buy-in when you get it—and they don’t. They’re savvy, they’re straightforward and they shared tons of strategies. They’re bitchin’. Carie is now with United Way and Lara is at Smithsonian Institutions. (Recorded at #18NTC, the Nonprofit Technology Conference.)

Process Blocking Your Progress?
Stefanie Zasyatkina wants you to pay attention to your org’s workflow. Identifying and overcoming pain points and inefficiencies will put your methods in line with your mission. She’s with InReach Solutions. (Also recorded at #18NTC.)

There’s more at tonymartignetti.com 

398: C-Suite Crosstalk and Capacity Call Out – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guests this week:

Joshua Peskay, VP at RoundTable Technology, and Robin Jenkins, chief financial & operations officer for The Hope Project.

Also, Steve Heye, solution consultant with NetSuite.

There’s more at tonymartignetti.com

387: Big Impact – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guest this week:

Vivien Hoexter, co-author of the book “Big Impact: Insights & Stories from America’s Non-Profit Leaders.” 

There’s more at tonymartignetti.com

372: Free Coaching In 2018 & Maria’s 2018 Plan – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guests this week:

Curtis Springstead, head of northeast New Jersey region of SCORE. 

Also, Maria Semple, our prospect research contributor and The Prospect Finder. 

There’s more at tonymartignetti.com

095: Got Women Donors & Lovin’ LinkedIn For Prospect Research – Tony Martignetti Nonprofit Radio

Tony’s guests this week:

Michele Walsh, director, leadership gifts, at U.S. Fund for UNICEF & Travis Fraser, director, major gifts for United Way of New York City

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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Welcome to tony martignetti non-profit radio on friday, august twelfth. I’m your aptly named host tony martignetti hope you were with me last week when it was wild woman fund-raising i had mazarene treyz consultant and author of the wild woman’s guide to fund-raising she was with me for the full hour to share her thoughts about career social media grants, manship and mohr. We did our live first tweeting last week, and we’re going to keep that up this week when it is got women donors from the fund-raising day conference in new york city this past june, we talk about successful initiatives to expand your female donor base through targeted and appropriate cultivation, solicitation and stewardship. My guests are michelle walsh from the us fund for unicef and travis fraser from united way of new york city second half of the show linked in for prospect research i’ll be joined by our new regular contributor maria simple the prospect find her, she’ll be sharing strategies for using linked in to find people and organizations who could be your employees boardmember sze volunteers and donors. As i said, we’ll be live tweeting this week the hashtag is non-profit radio we’ll take a break, and then we’ll start with god. Women donors you’re listening to the talking alternative network. Neo-sage 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. 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 a lawrence h bloom two, one, two, nine, six, four, three, five zero two. We make people happy. Zoho 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 durney durney welcome to tony martignetti non-profit radio coverage of fund-raising day two thousand eleven at the marriott marquis in times square in new york city. My guests now are travis fraser and michelle walsh. Travis is director of mate gif ts for united way of new york city and michelle walsh’s, director of leadership gif ts for the united states fund for unicef. Welcome, thank you, thanks pleasure to have you, they’re seminar topic is success stories got women donors, and so we’re all about talking about female donors. Michelle, why are female donors important? Why are the important they’re important? Yeah, i mean, if you look at research even to start, which is where we were talking earlier today, it’s, they’re making up a larger part of the e-giving population than ever before. So i was just referencing an article earlier where in two thousand five was the first year that the irs had records that women were actually out giving men as a whole. I think it was sametz twenty one billion as compared with about sixteen or seventeen billion so and that’s already, you know, six years old at this point, but they have huge giving power and very often that they make their decisions differently, and we need to be aware of that and that they also are motivated differently, so i think they’re important because they do give and when they do give, they tend to mobilize people, so not only did they give their own funds, but they’re also generating additional support very often and travis. Of course, in the upper ages, women survive men on average, yes, moflow closer tonight. So? So if we’re talking about deferred or planned gift, women become critical because typically they’re inheriting their husbands, their husbands, states or a portion of yeah, yes, that’s that’s true, we don’t deal a lot with plant giving within our women’s group, and i think as our core group of members ages and we start looking broadening, i guess t younger populations, we might start making plans with four plan giving with them, but because of how we’re able to engage them and draw them closer to the organization, they really i thing translate into perfect prospects for for major get for plant gifts in the future. So, michelle, you mentioned different donor motivations women versus men. What are some of the differences that you see? I think that women as a whole, obviously only one particular woman relies right, but that if you look at women as a whole, very often they’re motivated by things that they can connect with and be involved with, so they’re motivated by family, they’re motivated by making a difference. We’ve noticed that it’s not usually being on a donor list or being on a donor wall, they also want to be a part of a community that’s doing something that has results so there really is a motivation about doing. Good in the world and what? What? That accomplishment iss okay, and how do you find that different than than the male donor? I think that it’s not as driven in terms of the connection. So seeing something and seeing what it’s doing hasn’t been as much of a motivator for men in that same when you can have more of ah here’s here’s the information this is what it’s going to do? Of course they want to know what the results are but it’s not as much of a desire to be engaged in the process. Okay, yeah, michelle, your work does include working with older donors seventies and eighties women in those ages. I would say that it’s across the board. So we’re looking at ultra high net worth individuals and that’s really are deciding factor. There are certainly maura’s. You get up towards those hyre age groups of people that have accumulated that type of wealth. I think you spoke earlier with some of my colleagues who were talking about the younger generation twenty one to forty, right? And so we’re looking, really hoping towards getting most of the people to million dollar giver is a leadership. Gifts for us is one hundred thousand, but if we’re looking at that group, they are going to be, you know, tend towards the older end of it, but the representation of what portion of that is seventy to eighty, you know, i wouldn’t know off the top of my head, but there are certainly some people in there that would be in that age group, okay? And when you’re dealing with women of that age, i’m trying to focus. We’re talking about dahna motivations what’s your experience with when the husband was the primary donor on dh he’s, now deceased, you’re going to the you’re going to the surviving wife, what’s your experience around their willingness to teo continue to give, i think i mean it’s so individual if they’re very defined and what they’re giving is it’s, you know, very often on lee really about honoring someone’s memory, but if in order to engage them personally is the only way that i think that you’ll be able to get to that larger gift on dh to be able to do that, we’ve had it in a couple of instances, but getting back to even what the data is. Is that women are making more of the decisions while they’re alive. We know, with the married spouses well, i think travis actually was talking about what i was yeah, yeah, don’t you want to, travis? I mean, there there have been some recent studies out that are really showing that women are making about eighty percent of all of the sort of household financial decisions, whether that be philanthropic decisions, just what they buy, what goes into the household there there really the decision makers and i i feel like as fundraisers, we’ve really been led to believe that they are making it in tandem as a couple on dh in some cases that’s, true, but what we’re really finding through some new donorsearch audis that that is that the female is thie number one sort of decider in that position, okay, even when do we know if that applies? Even when the the husband is the person with the primary relationship to the organization, you know, i’m not sure that it goes that the research goes that deep. Um and i think that anytime you have any part of a couple that’s, the primary relationship, you sort of deal with that primary relationship, but also tried to to engage the other spouse in any way that you can with the work because you really want to see that couple as, ah, holistic entity, you know, it’s it’s, not just one person, yeah, excellent and applies all the more if, if the if the husband is the primary relationship, you certainly do want to bring the wife in because, on average, she’s going to be surviving her husband? Yeah, yeah, you know, and i have to say that being at united way were somewhat unique because a lot of our donors give through workplace campaign, so we’re really dealing with one half of the couple we’re really dealing with the female leadership donor xero followers, or mohr and electing to do that through payroll deduction. So it’s really her decision of what she’s doing with her paycheck? So it really involves her more and what she’s interested in and getting into. I sort of heard interest areas, so that has been very interesting for us, especially in trying to branch out and look towards more individual donors who aren’t sitting in the workplace and developing strategies to get to those people on dh and people that are part of a couple and engaging both of them in the work that we’re doing and we’ve definitely found that. So you know, a number of our male board members and with our particular woman in philanthropy initiative it’s been female board members who have led the charge, but a couple of male board members who have really founded a great opportunity and excuse to engage their wives without them. S so where they’re not just dragging them along to an event that they’re like that’s your cause, but that they’re able teo to feel and ask the questions that they want to ask. Without that, what do you call it? A arm, candy or whatever, however you want to call it in either direction, but that there’s no one there to hold them back or push them forward to engage and it’s been a really good opportunity for us to have some good open conversations with the spouse without the key driver, the ky connection president, they didn’t think dick tooting getting ding, ding, ding ding you’re listening to the talking alternate network e-giving e-giving cubine. 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 looking to meet mr or mrs right, but still haven’t found the one. Want to make your current relationship as filling as possible? Then please tune in on mondays at ten am for love in the morning with marnie allison as a professional matchmaker, i’ve seen it all. Tune in as we discuss dating, relationships and more. Start your week off, right with love in the morning with marnie gal ilsen on talking alternative dot com hey! 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, 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 talking alternative radio twenty four hours a day. Oppcoll zoho do either of you or maybe both of you work around getting volunteer engagement from from females? Is that a part of your work? Or was it all just related to financial giving? Our entire program is volunteer related thie group that i manage is called women united in philanthropy on dh it is managed by a group of volunteers who come in volunteers steering committee that really charts the course of everything that that does so how do you start to get people engaged in that volunteer steering committee? Well, it really has been through the work of other steering committee members, we’ve been around for nine years, and this is a women’s this women’s group. Yes, it started from a conversation we were challenged by a female donor, two who asked us what we were doing to engage female donors, and we didn’t really have an answer for her. So we had a female boardmember who was very interested in getting to an answer. So she opened her home. We took a look at our lists of donors and sent out invitations to a number of our female donors to come together for a round table conversation and what came out of that conversation was very core group of dedicated women who really wanted to build something, and from that, we’ve been able to build a program that really engages women in the topic area that we’re raising money for, which is youth empowerment, and we are able to really talk about the issues that were that that we’re working towards. We give them opportunities to volunteer in the programs to see their dollars at work. Andi have educational forums that bring together some some thought leaders in the areas of education and health so that they really feel like they’re a part of the philanthropic process and that’s really what we tried to do to engage our female donors. Travis foster fraser sorry is a director of major gifts for united way of new york city and michelle walsh’s, director of leadership gif ts for united states fund for unicef and you’re listening to tony martignetti non-profit radio coverage of fund-raising day two thousand eleven earlier, i said next-gen charity because we were because michelle, when we’re talking about a twenty one to forties it’s next-gen so it got me saying next-gen which way also be at the nextgencharity conference, but today we’re not they weren’t fund-raising day two thousand eleven, travis, do you see a difference in the willingness of male donors versus female in terms of the the time commitment, willingness to spend time? You know, i think that’s an interesting question, and, you know, i a lot of my work is with our our female group, but also with our young professionals group, okay? And i would say that in our young professionals group there’s really not that discrepancy between the amount of time to volunteer, the males and females of that generation are really wanted to eat together, and i would say that with with people that i’m working with on the women’s group there it is a little bit easier to get women out to volunteer opportunities because i think they just really want to see there the work in the fields, and and i think a lot of times, men, i can take it from you as the fundraiser to hear about what their work is doing. Our work is doing it. Michelle, do you see a difference between men and women in terms of their their desire for understanding outcomes? And what the impact of their gift is, is there a difference across the genders there? There probably is i think that women are often underestimated and their willingness to really want to do dig into the data and the financials and all of those pieces. And of course, if your stereo tell you, you know that they wouldn’t get it or that they don’t want to really spend time with a balance sheet or that they’re more emotionally driven or whatever the some of the negative stereotypes are on. Some of them were positive, but does though, right? But i think that women do want to understand what what the back end thinking is, and particularly as you deal with the higher end givers and the more sophisticated philanthropists, they know what they’re looking for, and there are certain delivery bols that they expect, and there are certain organizational structures they expect to be in place with their financial or otherwise, and they ask those questions, and they think very seriously about where they’re going to give their money, you know you’re going through, i can piggyback on that, you know, we have a group of our committee that comes in and meets with our program’s staff to really talk about what they’re doing and and what the investment that women united has made in united way is really is doing, and they ask the toughest questions they want to know exactly what the budget is. They want to know what the money is being spent on, and i think that that is the thinking that you were alluding to earlier is completely backwards. I think they really want to understand the entire issues they want from from costs of services to then what the services are actually doing, that they really want the whole full, holistic three sixty view of initiative. Michelle, you’re experienced. Yeah, and i would say that we’ve sound found more different is between sectors and where people worker identify themselves and professional sectors than male female. So, you know, sort of the hedge fund circle has a certain way of thinking about a problem, and they’ll come at you with a set of questions that are almost predictable, and lawyers have a certain way of approaching it more so than a cross gender lines. I’m not going to ask you to comment on your own individual situation is that united way or united states fund for your staff? Generally, do you see women adequately represent went on boards? So from where i said, i think there’s a couple of key pieces, one is that our ceo is an amazing female leader, and that has really set the tone and a lot of ways for not only supporting our initiative with women philanthropists but inboard leadership. So the four, therefore women, all board members, that air chairing our women in philanthropy initiative and the strategy around engaging ultra high net worth individuals to support the u s from for unicef, and they have all stepped up phenomenally, and i think it’s been critical in having those female representatives on the volunteer level onboard leadership roles, and they represent really influential rose rolls and the rest of their lives, and they’ve brought that to bear on this effort. It’s been absolutely critical about your travis do you worry about again? Not necessarily united way, but do you worry about there being inadequate representation of women on boards? I think there’s there’s more work that needs to be done, but i think that a lot of organizations are realizing that women make very, very strong boardmember is there much more thoughtful about the issues? They really want to understand the full picture of what is going on, and they don’t just sort of make those knee jerk reactions that sounds like an ideal boardmember and and, you know, i can say for the united way system, we recently did a survey of the one hundred and twenty different women’s leadership groups that united way has across our system, and what we have found, which is astounding, is that from the year two thousand seven to two thousand nine, which had the huge financial meltdown united ways that had boards with that were made up of thirty percent or more female participation, their women’s group grew about twenty eight percent in fund-raising and fund-raising and dollars contributed just versus those united ways that had less than thirty percent makeup of women on their board grew their fund-raising grew one percent. So really shows the power i think, of women to really come together, rally around a cause and get people to contribute at very, very critical times, i have to say credit to the person who thought toe look att that variable female representation on the board that’s not that’s, not a very and its outcome in fund-raising that’s, not by any means a typical variable that you would see and look at the outcome of the correlation with interesting let’s. See michele, in terms of let’s, talk a little about, like nuts and bolts. I don’t want to spend a whole lot of time on soliciting women, but we’ll spend a couple of minutes you have advice that’s particular to women about asking, you know, your your work is an ultra high net worth but not necessary, you know, generally soliciting women advice? I don’t think it’s any different than soliciting a man because i mean ideally still stations at that level happened face-to-face one on one and it’s doing good fund-raising and reading people’s faces and listening to the cues and paying attention to what they’re interested in and compassionate about or passionate about. Rather, i think in that regard, it’s all the same, some of the messaging and the way that we engage them leading up to that is where the differences okay and that’s, the stuff we’ve been talking about. Exactly travis, how about for you closing thoughts, i think, really, the only thing that i would add is just making sure that there is a really good next step for them to be involved in a substantive way beyond writing the check, whether that is taking them out on a program visit to go see see the work, whether they they’re volunteering at a school, whatever it is, just make sure that there there’s a really solid next up for them to get involved because they really want to get involved, okay? I just realized we have a lot more time than i than i thought you’ve done yourself. You had your seminar already today or it’s coming up, we had any provocative questions from the audience that you want to share around the subject. We’re interesting, yeah, i was talking to some of my colleagues and some of the other sessions and comparing notes on questions, and i think the one that i heard that came up in all the questions was sort of how to say no, no to a gift, no to the wrong gift or no to a donor who wants to direct very specifically, in a way, that’s. Not in line or give them right. They want to make a decision. That’s not really their decision to make and navigating that. What was your what was? Did you have that in your session or what? Wait. Okay. I know. I mean, i have one of the most important things. Is the fundraisers to know when to say no? And how does they know? And it’s? Not always easy and not everyone’s. Good at saying no, but giving people what we talked about is creating option so people feel like they’ve made it legitimate choice, but not beyond what your realm of possibilities are. So a multiple choice question as opposed to an open ended question where people can say, this is really what i want to dio bye still not creating the program from scratch and tweaking the little details, but giving them real opportunity to be a part of the experience as well the experience of of whatever the program is. So if it’s, you know, for us, it’s obviously in the field and international development. But, you know, even if it’s the question came from someone who was working in parks, even if it’s a parks project making them a part of how that plays out. How about you, travis? Any questions that came up in your program that you want to share one? Well, i think that that my group is able to direct the money at the end of the year that they raise, and that can create a lot of nervousness, i think, among program staff and really, you know, and i know it’s something that unicef does as well, we don’t just open it up and say, okay, you’ve got this big pot of money, where do you want to put it? You know, we we really bring them in so that they can meet with our program staff and give them sort of a menu of options of where we think they could have the most impact and take it from there because we’ve really been able to develop relationships where they understand that we’re going to give them what we think is bad that’s for the organization as a choice, and it really allows them to feel like they’re making a choice and have an investment in what we’re doing. But then, at the end of the day, we get what we need you at the same time, so the organization obviously has a role in setting expectations, managing expectations, sort of, and michelle is, you suggested the multiple choice question, constraining things so that people are not out out in left field success stories got women donors as thie seminar topic for travis frazer, director of major gif ts for united way of new york city, and michelle walsh, director of leadership gif ts for united states fund for unicef, travis michelle, thank you very much for joining me, thinking it’s been a pleasure to have you. This is tony martignetti non-profit radio coverage of fund-raising day two thousand eleven. That was my pre recorded interview from fund-raising day last june in new york city. Now we’ll take a break after the break. Tony’s, take two, and then, after that, linked in for prospect research, so stay with me. 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 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 hunters. People be better business people. Dahna this is tony martignetti athlete named host of tony martignetti non-profit radio 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 friday’s one to two eastern on talking alternative broadcasting do you want to enhance your company’s web presence with an eye catching and unique website design? Would you like to incorporate professional video marketing or mobile marketing into your organization’s marketing campaign? Mission one on one media offers a unique marketing experience that will set you apart from your competitors, magnify your brand exposure and enhance your current marketing efforts. Their services include video production and editing, web design, graphic design, photography, social media management and now, introducing mobile market. Their motto is way. Do whatever it takes to make our clients happy. Contact them today. Admission one one media dot com. Talking. Welcome back to the joe it’s time for tony’s take too, but first a reminder that we are live tweeting today, the hashtag is non-profit radio please join the conversation on twitter on tony’s take two this week. My block post is a test of google plus for your non-profit i was interviewed by new york enterprise report for an article on using google plus in small business, and i thought my ideas might help you to evaluate google plus for your non-profit now, of course, caveat, i’m not a social media guru expert thought leader, a small business owner. And so with that caveat, i’ll tell you what i’m doing with google plus and how i’m evaluating it, and you can see if that makes sense for your office or not. I’m really looking at the people who become my friends on google plus and the features that it ends up offering for the business profile pages, which is, you know we know them in facebook as a fan page. Google plus doesn’t have business profiles yet, but we all expect him to be coming, and google says they are coming within the next couple of months, so i’m going to be interested in who the people are, who joined me on google plus either because i invite them or they’re inviting me if they’re the same as the people i know on facebook, i’m probably going to be less likely to spend a lot of time, you know, keeping up a very active profile page on google. Plus, i would certainly have one, but how much time i devote to it is really what the issue would be on the same thing with the features. If it’s pretty much the same features as a facebook fan page, then i don’t really see advantage, but if it has some things that i’m looking for that i don’t see in facebook like for me, it’s ah good calenda ring application and a good, solid polling application like we can do in surveymonkey but built in facebook doesn’t have those things and it has polling, but not really a strong one, so if it has good features, i’ll be again more likely toe spend more time keeping a very active business profile page on google plus, so those are my ideas around evaluating whether to do that for my business, i don’t know if that’s of value to you, it might be in looking at google plus for your small non-profit um, you can see more detail about that on my block at m p g a d v dot com, and that is tony’s take two for friday, august twelfth with me now is maria simple. Maria is our newest regular contributor to the show. She’ll be on once a month. She is the prospect finder. Maria is an experienced trainer and speaker on prospect research and consults with organizations interested in finding and connecting with their best prospects for long term relationships. Her website is the prospect finder dot com, and i’m really pleased to welcome maria to the show. Welcome, maria, thanks so much. I’m delighted to be here. It’s a real pleasure to have you were going to be talking about linked in today. Lincoln has some new initiative for non-profits you want to explain what what’s up there? Yeah, absolutely so what’s kind of interesting about it is that linked in a little earlier this year, actually in may, haddon i po and so now they are actually deciding they’re going to dedicate some resource is in terms of against money, but as well as human resource is to the non profit sector now on ideo aipo means means what jargon jail mary-jo actually started issuing stock, they became a public company, so initial public offense and they actually launched something called lincoln non-profits solutions, and so what they’ve decided is that they have three point six million individual members who actually identify themselves as either employees or board members of a non-profit so they realize that there’s a tremendous amount of potential to help the nonprofit sector and they are actually i’m going to be helping people they back, they’ve launched a page called learned dot lincoln dot com forward slash non-profits, where they actually give the non-profits both as non-profit professionals, but also as organization’s best practices on tips and tools for how to make the most out of the lincoln for non-profit so they’re looking at both individuals and organizations, you say, and that that three point six million, i’m sure there are a lot more than that because there are one hundred million linkedin users, isn’t that right? Yes. So, yes, you are. But you know, what kind of interesting is that? They somehow been able to identify that there, there are, you know, the three point six million who are somehow connected to the non profit sector, right? Because i’m sure, based on keywords in their profile or just the way they what they identify their employer as, but i’m sure that’s low. I’m sure there are more than three point three and a half percent of the lincoln community working for non-profits but so maybe this initiative will will draw out some more. But even with that three point six million, yes, so they have this the the u r l you gave that’s the learning center, right? Yes. That’s correct. They have a specific learning center set up now for the nonprofit sector. And when you’re on that page, if you scroll all the way to the bottom, they actually have a contact a cab. So their interest sted in hearing from non-profits selves non-profit professionals and organizations and board members as to how lincoln can best serve the specter. So they are open to feedback at this point in their formulating this as they go along and you spoke with someone who’s in charge of this non-profit initiative. That lengthened in you? Yes. Somebody who has recently joined linked in his name is brian breckenridge. And he is heading up the new program there. And he’s, you know, he’s very excited and he’s very open to learning from the nonprofit sector. About what, how they convinced serve the non-profits and so since you had a spoke to him recently, any inside track about what we might be seeing the into the future? Well, i don’t have any specifics to share with you, but i do know that they are planning some interesting changes, hopefully that they’re rolling out in the next, you know, in the next couple of months so it’s, you know, they’re they’re formulating this, they’re looking, they’re taking in and looking for feedback at this point and anything that they can do the best help a non-profit sector they’re looking for that feedback at this time, and then they’ll be looking to roll out some new initiatives, i think okay, and you see value in the lincoln non-profit solutions for prospect research. Absolutely i do, you realise linked in for prospect research and for prospecting. So i utilize it in both, eh? Proactive sense as well, as in a reactive okay, let’s distinguish between prospect research and prospecting. What do you mean, weird? When you say those two different things differently? What do you mean by both? By each? Okay, so if i’m doing research on a potential major donor potential boardmember for the for a non-profit and i have the name of that individual lengthen is definitely one of the places that i go to to try and formulate my profile on that individuals. So that is what i would call reactive research. I have the name of someone, and this is one of my tools that i use to do prospect research. Now proactively you, khun, take linked in and use their advance people search feature to find people who might be suitable for your non-profit for connections in a variety of situations, they have a keyword search. You can focus your search down to within a radius of your zip code of where your non-profit is located, you can focus your search down to specific industries, so if you are looking, if you are let’s, take the example of a on environmental group, right let’s say they are looking to connect with more individuals in their community who are involved in some sort of environmental services so they would be able to conduct this search. Now, obviously, when you conduct a search on lincoln, first of all, you have to have your own lincoln personal on dh. This is using the advanced certain advanced search. Is that right? That’s? Correct. Have on the right on the upper right hand side called advance. Okay, you quick, matt. It opens up an entire new search screen that most people haven’t really access, you know, realize it’s there. And the more rich your own network is, the more people you are connected to, the richer the search results will be for you right now. If i were, let me give you two very contrast examples. I actually happen to have over five hundred connections in my lengthen network. So my search results would be drastically different from somebody who is a very new to lincoln and only has a network of, say, twenty, thirty, fifty people. Because you’re always shown how many degrees you’re separated from someone. So the more people i have in my network, greater search results going so so you mean when? You’re doing this advanced search you’re searching all the hundred million people in linked in and it’s telling you which of those are in your first degree, meaning you’re connected to them directly, which are too removed from you, which are three removed from you. Is that what you think you were searching the whole population of linked in? You can. Yes, but you can ask lincoln to just focused down the search results for you to the people you might be first degree connected to second degree or perhaps where you share a group membership. Because there you’re going to be ah, lot closer. You have a lot closer of an affinity and making the one toe one connection may be easier for you. Ok? Suppose you that’s really rich that you can search the whole hundred million. Suppose you find somebody who’s two degrees removed from you and they seem like a very good i don’t know. Maybe maybe we’re provoc betting for board members. Let’s say, for this, for this environmental group that you suggested you see somebody to removed from you. What? Explain what that means. And then how can you try to meet that person? Okay, tony let’s say we come up with let’s say, i do this search and i’m looking for environmental people who and i come up with a guy named oh, i don’t know john smith. And you and i are first degree connected on lengthen that much i know, but let’s say, john smith eyes second degree connected to me through you. That means he is both first degree connected to you. And i am first degree connected to you. So you are the common link between us, right? Ok, so that would mean john is a second degree. So, like those, like those kevin bacon seven degrees from kevin bacon movie. Right? Because he’s been in so many popular movies. Okay, so you can get to him through me, in other words, that’s. Right. So what did you do? How do you do that? Well, lincoln actually provide you with the the there’s a form that you can fill out so that a message would be sent to both john and to you. Looking for that introduction. I could look to be just connect with john directly and say, john, in my my request to connect, i might say john, you and i both know tony. Andi, i think we have a lot in common. I’d love to be able to connect with you here on lincoln. Always modify that that’s that standard introduction that lincoln provides to you never just go ahead and just use the standard intro, you realize those defaults aren’t aren’t very friendly, really there’s really bare bones, but so you’re allowed to your lot to connect with john smith your lot to contact john smith, even though you’re not directly connected to him. That’s correct. I could just send him an invitation to connect and just mention your name in my little intro is toe. Why? I think he and i might want to connect, you know, it’s up to him to accept my connect. Ction request? Sure. Okay, i see what you’re doing it through the request to connect. Okay. I see. On dh. Then the alternative is you could ask me to connect you to him. That’s. Right? I could ask you directly. I could go the old fashioned way. Tony, i could pick up the phone and call you and say, tony, you know, how well do you know john is? This somebody you know very well can you make some sort of a personal introduction even outside of lincoln through an email system. But at least lincoln’s provide you with the opportunity to identify potential boardmember potential donors in very specific sectors. Yes, the phone. You could pick up the phone and do it that way. And that way we don’t have to communicate through linkedin using their default messages or which we would really like. Anyway, i never thought that you could pick up the phone, imagine it could even have lunch and we could talk about it that way. Way. Imagine. See what? See what the web can do. Encourages you to pick up the phone. How do we had we operate without linked in years ago? I don’t know. So let’s, go back to the learning center. Um, yes. So they have. They have suggestions there for individuals and non-profits maria, we have just like a minute before a break. What are a couple of the not for profit? The organizational suggestions on unlinked in. And then after the break, we’re going to detail. Well, you could create a company page at no cost. So corporations, companies. Small businesses are doing this. We i highly recommend that a non-profit create a what they call a company page for their own. Non-profit, and they actually give the example of the american red cross that has attracted thousands of followers on lengthen and so other non-profits may want to check out what they have done. And, you know, look, learn from that and not reinvent the wheel. Ok, well, look att, the company profile and other things. After this break with maria simple, the prospect finder. Stay with us. You’re listening to the talking alternative network. Duitz 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, 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 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 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. 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 lively conversation top trends, sound advice, that’s, tony martignetti non-profit radio and i’m ken berger from charity navigator. Oh! And i’m tony martignetti and i’m with maria simple, the prospect finder we’re talking about using linkedin to find and connect with people who could be boardmember sze donors, employees, volunteers. So, maria, the advice that you were giving before the break is that a new organization could create a ah profile page that’s correct, and i would highly recommend that they do that and the reason tony is and and i’m not suggesting that they should set aside any of their other social media strategies and presences like that they might have on facebook or twitter, but what you want to be able to do here is this is lincoln is the professional network, so you want to be able to, of course, capture the attention of people who are in the business community. You don’t want to exclude this, so this is free, you know, obviously whoever is maintaining your presence on other social media’s would want to be able to set this up and you can upload your logo. You would be able to give a nice description about the organization, provide your website, there’s, even a mapping feature where they tie it right into google maps. So that people will be able to see precisely where your non-profit is located. So, you know, it’s free, and i think that they should take advantage of that. I think the lincoln says there about one hundred thousand non-profits that have company pages, there should be many more that’s, a that’s, a good number, but there should be a lot more. How specifically does this one do they? I mean, how do you create a a company profile or non-profit profile versus creating a personal profile? Well, of course, the help affection of of lincoln is going to be very, very helpful to you, but they also have here they give you some steps on how you might be able to do that right on the non-profit learning center that we talked about earlier, okay? And again, the girl for that is linked in dot com slash forward slash non-profits actually, it starts off with the word learn ellie, are there yet i left. Yes, thank you very much. Learn dot linked in dot com forward slash non-profits thank you. And now groups are very popular and non-profits can create their own non-profits can create their own groups and you couldn’t decide if the group is going to be a closed group, meaning that everybody has to be first approved by some sort of a group moderator thatyou’re going to appoint at your end or it could be an open group. And keep in mind that if it’s an open group, all of the discussions are open and searchable and people can just join the group without any type of moderation. That and what’s the value for having creating your own group after you’ve created your profile. Well, they might. It might be in an interesting way to host certain conversations around specific topics and, uh so they, you know, if you have, if you’re a large enough non-profit and maybe you are hosting even conferences around your specific topic, that is something that you can use the group for if you want to engage people in discussions, much like you might see discussions in other types of groups that people are on on linked in, but it would be very specific to the time of organization that you are in the population that you serve, and after you create the groups than you invite people to join is that how it works. Well, you can’t invite people to join. Yes. You definitely can do that and invite people who are already in your linked in world to join the group. But people are going to be able to find you once you are set up in a group on lengthen. You are now searchable as well. So i remember i was telling you about the search functionality. The groups are a way that people, you know, look for like somebody might look for a live networking group to join. Somebody might be looking for a group around this specific area that you serve. Okay, so yeah. So if your work is for the m r d d community, the mentally retarded, developmentally disabled, you might create a group around the service around dahna discussion around the needs about that for that community in your own communities, you could make it a very localized group. Yes, you can. Some groups are geographically localized as well. But you may not want to limit it to that. I mean, lengthen is a worldwide a phenomenon, if you will. So why not? Why not? Just open it right up and allow people? To tto learn more and you never know where that relationship is going to lead. Okay, um, they also have something called linked in recruiter for for job, for organizations looking for employees, how does that work? So what they’re doing is lincoln does have a recruiting solutions portion, which is a fee based portion to their service that’s kind of steep, isn’t it? Well, yeah, for some non-profits mean, what they’re saying in an article that i read is that they are starting as low as four hundred dollars a month when you could be a little steep saw non-profit but they are, you know, offering these recruiting solutions, if you will, at a discounted price for what they would offer the for-profit world, okay, and that’s, if you’re looking for employees that’s correct, if you look nufer employees, they have they have sort of three separate sections, one is called lincoln recruiter one is called jobs network Job slots and the other 1 is called career pages. Okay, let’s, talk a little bit just in a couple minutes we have left about the offerings for individuals who are in non-profits what what’s the advice that that the learning center gives for individuals. Well, you definitely want to make sure that your profile is as one hundred percent complete as possible. So you want to make sure that your profile itself is rich so that as you go out and try and make connections with people, you will be able tio look like somebody, obviously, that other people really want to connect with that you are a thought leader within your own community, if you will. And so it’s really like a resume on steroids, you know, your opportunity to really shine and stand out from other people, so why not make it that way? Using the status updates, i’s a great way to let people know sharing articles, having to do with sector that you serve if you are a speaker, it’s a great way to let people know where you’ll be speaking, especially as it relates to your subject matter area on dh, especially if you do a lot of speaking on behalf of your non-profit it will let people know where you’re speaking either virtually and webinar format or, you know, live format if people are looking by the way tony and forgot to mention earlier fremery we have just about it, we have just about a minute left. Ok, on the resource is page of my website of the prospect finder dot com i do have a downloadable maria samples top five tips for prospecting with lincoln, so if they’re interested in some general tips about lincoln for themselves on a personal level, this will help them. I think you also learn how to use some of the more advanced features, all right, thank you for sharing that resource page that’s really all the time we have that is maria, said pompel the prospect finder again, you’ll see her at the prospect finder dot com, and she’ll be joining us once a month to talk about her advice for prospect research. Maria, welcome to the show as a regular contributor and thanks for today. Thank you, tony it’s been a pleasure next week, we’re going to lead the leader’s motivating your board to fundraise. Another interview from the fund-raising day conference last june, the consultant, andy robinson and carry kruckel, whose vice president for development and communications at w n tv reveal how to move your board to be the best fundraisers they can be. And the second half of the show explaining earned income are legal contributors jean takagi and emily chan from san francisco. Breakdown what earned income is why it can be good white-collar be bad, why you need to understand it to protect your non-profit and keep it out of trouble that’s what’s coming up next week, you can keep up with with what’s coming up week after week by signing up for our insider email alerts on the facebook page. While you’re there like us and become a fan of the show, please, you can listen to tony martignetti non-profit radio on the device of your choice. Any time you like. By subscribing on itunes getting the automatic download, you’ll find that at non-profit radio dot net on twitter. You can follow me always use the hashtag if you want to talk about the show and the hashtag is non-profit radio on twitter, our creative producer is claire meyerhoff, our line producer and the owner of talking alternative broadcasting his sam liebowitz. Our social media is by regina walton of organic social media. This is tony martignetti non-profit radio. I hope you’ll be with me next friday one to two p, m eastern, on talking alternative broadcasting right here at talking alternative dot com cerini. Do you think that shooting getting dink, dink, dink, dink? You’re listening to the talking alternate network, waiting to get you thinking. Cubine looking to meet mr or mrs right, but still haven’t found the one. Want to make your current relationship as filling as possible? Then please tune in on mondays at ten am for love in the morning with marnie gal ilsen as a professional matchmaker, i’ve seen it all. Tune in as we discuss dating, relationships and more. Start your week off, right with love in the morning with marnie gal ilsen on talking alternative dot com. 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? 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054: Got Women Donors? & Lovin’ LinkedIn for Prospect Research – Tony Martignetti Nonprofit Radio

Tony’s guests this week:

Michele Walsh, director, leadership gifts, at U.S. Fund for UNICEF
Travis Fraser, director, major gifts for United Way of New York City
Maria Semple, The Prospect Finder, consultant in prospect research

Read and watch more on Tony’s blog: http://mpgadv.com

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Welcome to tony martignetti non-profit radio on friday, august twelfth. I’m your aptly named host tony martignetti hope you were with me last week when it was wild woman fund-raising i had mazarene treyz consultant and author of the wild woman’s guide to fund-raising she was with me for the full hour to share her thoughts about career social media grants, manship and mohr. We did our live first tweeting last week, and we’re going to keep that up this week when it is got women donors from the fund-raising day conference in new york city this past june, we talk about successful initiatives to expand your female donor base through targeted and appropriate cultivation, solicitation and stewardship. My guests are michelle walsh from the us fund for unicef and travis fraser from united way of new york city second half of the show linked in for prospect research i’ll be joined by our new regular contributor maria simple the prospect find her, she’ll be sharing strategies for using linked in to find people and organizations who could be your employees boardmember sze volunteers and donors. As i said, we’ll be live tweeting this week the hashtag is non-profit radio we’ll take a break, and then we’ll start with god. Women donors you’re listening to the talking alternative network. Neo-sage 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. 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 a lawrence h bloom two, one, two, nine, six, four, three, five zero two. We make people happy. Zoho 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 durney durney welcome to tony martignetti non-profit radio coverage of fund-raising day two thousand eleven at the marriott marquis in times square in new york city. My guests now are travis fraser and michelle walsh. Travis is director of mate gif ts for united way of new york city and michelle walsh’s, director of leadership gif ts for the united states fund for unicef. Welcome, thank you, thanks pleasure to have you, they’re seminar topic is success stories got women donors, and so we’re all about talking about female donors. Michelle, why are female donors important? Why are the important they’re important? Yeah, i mean, if you look at research even to start, which is where we were talking earlier today, it’s, they’re making up a larger part of the e-giving population than ever before. So i was just referencing an article earlier where in two thousand five was the first year that the irs had records that women were actually out giving men as a whole. I think it was sametz twenty one billion as compared with about sixteen or seventeen billion so and that’s already, you know, six years old at this point, but they have huge giving power and very often that they make their decisions differently, and we need to be aware of that and that they also are motivated differently, so i think they’re important because they do give and when they do give, they tend to mobilize people, so not only did they give their own funds, but they’re also generating additional support very often and travis. Of course, in the upper ages, women survive men on average, yes, moflow closer tonight. So? So if we’re talking about deferred or planned gift, women become critical because typically they’re inheriting their husbands, their husbands, states or a portion of yeah, yes, that’s that’s true, we don’t deal a lot with plant giving within our women’s group, and i think as our core group of members ages and we start looking broadening, i guess t younger populations, we might start making plans with four plan giving with them, but because of how we’re able to engage them and draw them closer to the organization, they really i thing translate into perfect prospects for for major get for plant gifts in the future. So, michelle, you mentioned different donor motivations women versus men. What are some of the differences that you see? I think that women as a whole, obviously only one particular woman relies right, but that if you look at women as a whole, very often they’re motivated by things that they can connect with and be involved with, so they’re motivated by family, they’re motivated by making a difference. We’ve noticed that it’s not usually being on a donor list or being on a donor wall, they also want to be a part of a community that’s doing something that has results so there really is a motivation about doing. Good in the world and what? What? That accomplishment iss okay, and how do you find that different than than the male donor? I think that it’s not as driven in terms of the connection. So seeing something and seeing what it’s doing hasn’t been as much of a motivator for men in that same when you can have more of ah here’s here’s the information this is what it’s going to do? Of course they want to know what the results are but it’s not as much of a desire to be engaged in the process. Okay, yeah, michelle, your work does include working with older donors seventies and eighties women in those ages. I would say that it’s across the board. So we’re looking at ultra high net worth individuals and that’s really are deciding factor. There are certainly maura’s. You get up towards those hyre age groups of people that have accumulated that type of wealth. I think you spoke earlier with some of my colleagues who were talking about the younger generation twenty one to forty, right? And so we’re looking, really hoping towards getting most of the people to million dollar giver is a leadership. Gifts for us is one hundred thousand, but if we’re looking at that group, they are going to be, you know, tend towards the older end of it, but the representation of what portion of that is seventy to eighty, you know, i wouldn’t know off the top of my head, but there are certainly some people in there that would be in that age group, okay? And when you’re dealing with women of that age, i’m trying to focus. We’re talking about dahna motivations what’s your experience with when the husband was the primary donor on dh he’s, now deceased, you’re going to the you’re going to the surviving wife, what’s your experience around their willingness to teo continue to give, i think i mean it’s so individual if they’re very defined and what they’re giving is it’s, you know, very often on lee really about honoring someone’s memory, but if in order to engage them personally is the only way that i think that you’ll be able to get to that larger gift on dh to be able to do that, we’ve had it in a couple of instances, but getting back to even what the data is. Is that women are making more of the decisions while they’re alive. We know, with the married spouses well, i think travis actually was talking about what i was yeah, yeah, don’t you want to, travis? I mean, there there have been some recent studies out that are really showing that women are making about eighty percent of all of the sort of household financial decisions, whether that be philanthropic decisions, just what they buy, what goes into the household there there really the decision makers and i i feel like as fundraisers, we’ve really been led to believe that they are making it in tandem as a couple on dh in some cases that’s, true, but what we’re really finding through some new donorsearch audis that that is that the female is thie number one sort of decider in that position, okay, even when do we know if that applies? Even when the the husband is the person with the primary relationship to the organization, you know, i’m not sure that it goes that the research goes that deep. Um and i think that anytime you have any part of a couple that’s, the primary relationship, you sort of deal with that primary relationship, but also tried to to engage the other spouse in any way that you can with the work because you really want to see that couple as, ah, holistic entity, you know, it’s it’s, not just one person, yeah, excellent and applies all the more if, if the if the husband is the primary relationship, you certainly do want to bring the wife in because, on average, she’s going to be surviving her husband? Yeah, yeah, you know, and i have to say that being at united way were somewhat unique because a lot of our donors give through workplace campaign, so we’re really dealing with one half of the couple we’re really dealing with the female leadership donor xero followers, or mohr and electing to do that through payroll deduction. So it’s really her decision of what she’s doing with her paycheck? So it really involves her more and what she’s interested in and getting into. I sort of heard interest areas, so that has been very interesting for us, especially in trying to branch out and look towards more individual donors who aren’t sitting in the workplace and developing strategies to get to those people on dh and people that are part of a couple and engaging both of them in the work that we’re doing and we’ve definitely found that. So you know, a number of our male board members and with our particular woman in philanthropy initiative it’s been female board members who have led the charge, but a couple of male board members who have really founded a great opportunity and excuse to engage their wives without them. S so where they’re not just dragging them along to an event that they’re like that’s your cause, but that they’re able teo to feel and ask the questions that they want to ask. Without that, what do you call it? A arm, candy or whatever, however you want to call it in either direction, but that there’s no one there to hold them back or push them forward to engage and it’s been a really good opportunity for us to have some good open conversations with the spouse without the key driver, the ky connection president, they didn’t think dick tooting getting ding, ding, ding ding you’re listening to the talking alternate network e-giving e-giving cubine. 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 looking to meet mr or mrs right, but still haven’t found the one. Want to make your current relationship as filling as possible? Then please tune in on mondays at ten am for love in the morning with marnie allison as a professional matchmaker, i’ve seen it all. Tune in as we discuss dating, relationships and more. Start your week off, right with love in the morning with marnie gal ilsen on talking alternative dot com hey! 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, 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 talking alternative radio twenty four hours a day. Oppcoll zoho do either of you or maybe both of you work around getting volunteer engagement from from females? Is that a part of your work? Or was it all just related to financial giving? Our entire program is volunteer related thie group that i manage is called women united in philanthropy on dh it is managed by a group of volunteers who come in volunteers steering committee that really charts the course of everything that that does so how do you start to get people engaged in that volunteer steering committee? Well, it really has been through the work of other steering committee members, we’ve been around for nine years, and this is a women’s this women’s group. Yes, it started from a conversation we were challenged by a female donor, two who asked us what we were doing to engage female donors, and we didn’t really have an answer for her. So we had a female boardmember who was very interested in getting to an answer. So she opened her home. We took a look at our lists of donors and sent out invitations to a number of our female donors to come together for a round table conversation and what came out of that conversation was very core group of dedicated women who really wanted to build something, and from that, we’ve been able to build a program that really engages women in the topic area that we’re raising money for, which is youth empowerment, and we are able to really talk about the issues that were that that we’re working towards. We give them opportunities to volunteer in the programs to see their dollars at work. Andi have educational forums that bring together some some thought leaders in the areas of education and health so that they really feel like they’re a part of the philanthropic process and that’s really what we tried to do to engage our female donors. Travis foster fraser sorry is a director of major gifts for united way of new york city and michelle walsh’s, director of leadership gif ts for united states fund for unicef and you’re listening to tony martignetti non-profit radio coverage of fund-raising day two thousand eleven earlier, i said next-gen charity because we were because michelle, when we’re talking about a twenty one to forties it’s next-gen so it got me saying next-gen which way also be at the nextgencharity conference, but today we’re not they weren’t fund-raising day two thousand eleven, travis, do you see a difference in the willingness of male donors versus female in terms of the the time commitment, willingness to spend time? You know, i think that’s an interesting question, and, you know, i a lot of my work is with our our female group, but also with our young professionals group, okay? And i would say that in our young professionals group there’s really not that discrepancy between the amount of time to volunteer, the males and females of that generation are really wanted to eat together, and i would say that with with people that i’m working with on the women’s group there it is a little bit easier to get women out to volunteer opportunities because i think they just really want to see there the work in the fields, and and i think a lot of times, men, i can take it from you as the fundraiser to hear about what their work is doing. Our work is doing it. Michelle, do you see a difference between men and women in terms of their their desire for understanding outcomes? And what the impact of their gift is, is there a difference across the genders there? There probably is i think that women are often underestimated and their willingness to really want to do dig into the data and the financials and all of those pieces. And of course, if your stereo tell you, you know that they wouldn’t get it or that they don’t want to really spend time with a balance sheet or that they’re more emotionally driven or whatever the some of the negative stereotypes are on. Some of them were positive, but does though, right? But i think that women do want to understand what what the back end thinking is, and particularly as you deal with the higher end givers and the more sophisticated philanthropists, they know what they’re looking for, and there are certain delivery bols that they expect, and there are certain organizational structures they expect to be in place with their financial or otherwise, and they ask those questions, and they think very seriously about where they’re going to give their money, you know you’re going through, i can piggyback on that, you know, we have a group of our committee that comes in and meets with our program’s staff to really talk about what they’re doing and and what the investment that women united has made in united way is really is doing, and they ask the toughest questions they want to know exactly what the budget is. They want to know what the money is being spent on, and i think that that is the thinking that you were alluding to earlier is completely backwards. I think they really want to understand the entire issues they want from from costs of services to then what the services are actually doing, that they really want the whole full, holistic three sixty view of initiative. Michelle, you’re experienced. Yeah, and i would say that we’ve sound found more different is between sectors and where people worker identify themselves and professional sectors than male female. So, you know, sort of the hedge fund circle has a certain way of thinking about a problem, and they’ll come at you with a set of questions that are almost predictable, and lawyers have a certain way of approaching it more so than a cross gender lines. I’m not going to ask you to comment on your own individual situation is that united way or united states fund for your staff? Generally, do you see women adequately represent went on boards? So from where i said, i think there’s a couple of key pieces, one is that our ceo is an amazing female leader, and that has really set the tone and a lot of ways for not only supporting our initiative with women philanthropists but inboard leadership. So the four, therefore women, all board members, that air chairing our women in philanthropy initiative and the strategy around engaging ultra high net worth individuals to support the u s from for unicef, and they have all stepped up phenomenally, and i think it’s been critical in having those female representatives on the volunteer level onboard leadership roles, and they represent really influential rose rolls and the rest of their lives, and they’ve brought that to bear on this effort. It’s been absolutely critical about your travis do you worry about again? Not necessarily united way, but do you worry about there being inadequate representation of women on boards? I think there’s there’s more work that needs to be done, but i think that a lot of organizations are realizing that women make very, very strong boardmember is there much more thoughtful about the issues? They really want to understand the full picture of what is going on, and they don’t just sort of make those knee jerk reactions that sounds like an ideal boardmember and and, you know, i can say for the united way system, we recently did a survey of the one hundred and twenty different women’s leadership groups that united way has across our system, and what we have found, which is astounding, is that from the year two thousand seven to two thousand nine, which had the huge financial meltdown united ways that had boards with that were made up of thirty percent or more female participation, their women’s group grew about twenty eight percent in fund-raising and fund-raising and dollars contributed just versus those united ways that had less than thirty percent makeup of women on their board grew their fund-raising grew one percent. So really shows the power i think, of women to really come together, rally around a cause and get people to contribute at very, very critical times, i have to say credit to the person who thought toe look att that variable female representation on the board that’s not that’s, not a very and its outcome in fund-raising that’s, not by any means a typical variable that you would see and look at the outcome of the correlation with interesting let’s. See michele, in terms of let’s, talk a little about, like nuts and bolts. I don’t want to spend a whole lot of time on soliciting women, but we’ll spend a couple of minutes you have advice that’s particular to women about asking, you know, your your work is an ultra high net worth but not necessary, you know, generally soliciting women advice? I don’t think it’s any different than soliciting a man because i mean ideally still stations at that level happened face-to-face one on one and it’s doing good fund-raising and reading people’s faces and listening to the cues and paying attention to what they’re interested in and compassionate about or passionate about. Rather, i think in that regard, it’s all the same, some of the messaging and the way that we engage them leading up to that is where the differences okay and that’s, the stuff we’ve been talking about. Exactly travis, how about for you closing thoughts, i think, really, the only thing that i would add is just making sure that there is a really good next step for them to be involved in a substantive way beyond writing the check, whether that is taking them out on a program visit to go see see the work, whether they they’re volunteering at a school, whatever it is, just make sure that there there’s a really solid next up for them to get involved because they really want to get involved, okay? I just realized we have a lot more time than i than i thought you’ve done yourself. You had your seminar already today or it’s coming up, we had any provocative questions from the audience that you want to share around the subject. We’re interesting, yeah, i was talking to some of my colleagues and some of the other sessions and comparing notes on questions, and i think the one that i heard that came up in all the questions was sort of how to say no, no to a gift, no to the wrong gift or no to a donor who wants to direct very specifically, in a way, that’s. Not in line or give them right. They want to make a decision. That’s not really their decision to make and navigating that. What was your what was? Did you have that in your session or what? Wait. Okay. I know. I mean, i have one of the most important things. Is the fundraisers to know when to say no? And how does they know? And it’s? Not always easy and not everyone’s. Good at saying no, but giving people what we talked about is creating option so people feel like they’ve made it legitimate choice, but not beyond what your realm of possibilities are. So a multiple choice question as opposed to an open ended question where people can say, this is really what i want to dio bye still not creating the program from scratch and tweaking the little details, but giving them real opportunity to be a part of the experience as well the experience of of whatever the program is. So if it’s, you know, for us, it’s obviously in the field and international development. But, you know, even if it’s the question came from someone who was working in parks, even if it’s a parks project making them a part of how that plays out. How about you, travis? Any questions that came up in your program that you want to share one? Well, i think that that my group is able to direct the money at the end of the year that they raise, and that can create a lot of nervousness, i think, among program staff and really, you know, and i know it’s something that unicef does as well, we don’t just open it up and say, okay, you’ve got this big pot of money, where do you want to put it? You know, we we really bring them in so that they can meet with our program staff and give them sort of a menu of options of where we think they could have the most impact and take it from there because we’ve really been able to develop relationships where they understand that we’re going to give them what we think is bad that’s for the organization as a choice, and it really allows them to feel like they’re making a choice and have an investment in what we’re doing. But then, at the end of the day, we get what we need you at the same time, so the organization obviously has a role in setting expectations, managing expectations, sort of, and michelle is, you suggested the multiple choice question, constraining things so that people are not out out in left field success stories got women donors as thie seminar topic for travis frazer, director of major gif ts for united way of new york city, and michelle walsh, director of leadership gif ts for united states fund for unicef, travis michelle, thank you very much for joining me, thinking it’s been a pleasure to have you. This is tony martignetti non-profit radio coverage of fund-raising day two thousand eleven. That was my pre recorded interview from fund-raising day last june in new york city. Now we’ll take a break after the break. Tony’s, take two, and then, after that, linked in for prospect research, so stay with me. 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 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 hunters. People be better business people. Dahna this is tony martignetti athlete named host of tony martignetti non-profit radio 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. 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My block post is a test of google plus for your non-profit i was interviewed by new york enterprise report for an article on using google plus in small business, and i thought my ideas might help you to evaluate google plus for your non-profit now, of course, caveat, i’m not a social media guru expert thought leader, a small business owner. And so with that caveat, i’ll tell you what i’m doing with google plus and how i’m evaluating it, and you can see if that makes sense for your office or not. I’m really looking at the people who become my friends on google plus and the features that it ends up offering for the business profile pages, which is, you know we know them in facebook as a fan page. Google plus doesn’t have business profiles yet, but we all expect him to be coming, and google says they are coming within the next couple of months, so i’m going to be interested in who the people are, who joined me on google plus either because i invite them or they’re inviting me if they’re the same as the people i know on facebook, i’m probably going to be less likely to spend a lot of time, you know, keeping up a very active profile page on google. Plus, i would certainly have one, but how much time i devote to it is really what the issue would be on the same thing with the features. If it’s pretty much the same features as a facebook fan page, then i don’t really see advantage, but if it has some things that i’m looking for that i don’t see in facebook like for me, it’s ah good calenda ring application and a good, solid polling application like we can do in surveymonkey but built in facebook doesn’t have those things and it has polling, but not really a strong one, so if it has good features, i’ll be again more likely toe spend more time keeping a very active business profile page on google plus, so those are my ideas around evaluating whether to do that for my business, i don’t know if that’s of value to you, it might be in looking at google plus for your small non-profit um, you can see more detail about that on my block at m p g a d v dot com, and that is tony’s take two for friday, august twelfth with me now is maria simple. Maria is our newest regular contributor to the show. She’ll be on once a month. She is the prospect finder. Maria is an experienced trainer and speaker on prospect research and consults with organizations interested in finding and connecting with their best prospects for long term relationships. Her website is the prospect finder dot com, and i’m really pleased to welcome maria to the show. Welcome, maria, thanks so much. I’m delighted to be here. It’s a real pleasure to have you were going to be talking about linked in today. Lincoln has some new initiative for non-profits you want to explain what what’s up there? Yeah, absolutely so what’s kind of interesting about it is that linked in a little earlier this year, actually in may, haddon i po and so now they are actually deciding they’re going to dedicate some resource is in terms of against money, but as well as human resource is to the non profit sector now on ideo aipo means means what jargon jail mary-jo actually started issuing stock, they became a public company, so initial public offense and they actually launched something called lincoln non-profits solutions, and so what they’ve decided is that they have three point six million individual members who actually identify themselves as either employees or board members of a non-profit so they realize that there’s a tremendous amount of potential to help the nonprofit sector and they are actually i’m going to be helping people they back, they’ve launched a page called learned dot lincoln dot com forward slash non-profits, where they actually give the non-profits both as non-profit professionals, but also as organization’s best practices on tips and tools for how to make the most out of the lincoln for non-profit so they’re looking at both individuals and organizations, you say, and that that three point six million, i’m sure there are a lot more than that because there are one hundred million linkedin users, isn’t that right? Yes. So, yes, you are. But you know, what kind of interesting is that? They somehow been able to identify that there, there are, you know, the three point six million who are somehow connected to the non profit sector, right? Because i’m sure, based on keywords in their profile or just the way they what they identify their employer as, but i’m sure that’s low. I’m sure there are more than three point three and a half percent of the lincoln community working for non-profits but so maybe this initiative will will draw out some more. But even with that three point six million, yes, so they have this the the u r l you gave that’s the learning center, right? Yes. That’s correct. They have a specific learning center set up now for the nonprofit sector. And when you’re on that page, if you scroll all the way to the bottom, they actually have a contact a cab. So their interest sted in hearing from non-profits selves non-profit professionals and organizations and board members as to how lincoln can best serve the specter. So they are open to feedback at this point in their formulating this as they go along and you spoke with someone who’s in charge of this non-profit initiative. That lengthened in you? Yes. Somebody who has recently joined linked in his name is brian breckenridge. And he is heading up the new program there. And he’s, you know, he’s very excited and he’s very open to learning from the nonprofit sector. About what, how they convinced serve the non-profits and so since you had a spoke to him recently, any inside track about what we might be seeing the into the future? Well, i don’t have any specifics to share with you, but i do know that they are planning some interesting changes, hopefully that they’re rolling out in the next, you know, in the next couple of months so it’s, you know, they’re they’re formulating this, they’re looking, they’re taking in and looking for feedback at this point and anything that they can do the best help a non-profit sector they’re looking for that feedback at this time, and then they’ll be looking to roll out some new initiatives, i think okay, and you see value in the lincoln non-profit solutions for prospect research. Absolutely i do, you realise linked in for prospect research and for prospecting. So i utilize it in both, eh? Proactive sense as well, as in a reactive okay, let’s distinguish between prospect research and prospecting. What do you mean, weird? When you say those two different things differently? What do you mean by both? By each? Okay, so if i’m doing research on a potential major donor potential boardmember for the for a non-profit and i have the name of that individual lengthen is definitely one of the places that i go to to try and formulate my profile on that individuals. So that is what i would call reactive research. I have the name of someone, and this is one of my tools that i use to do prospect research. Now proactively you, khun, take linked in and use their advance people search feature to find people who might be suitable for your non-profit for connections in a variety of situations, they have a keyword search. You can focus your search down to within a radius of your zip code of where your non-profit is located, you can focus your search down to specific industries, so if you are looking, if you are let’s, take the example of a on environmental group, right let’s say they are looking to connect with more individuals in their community who are involved in some sort of environmental services so they would be able to conduct this search. Now, obviously, when you conduct a search on lincoln, first of all, you have to have your own lincoln personal on dh. This is using the advanced certain advanced search. Is that right? That’s? Correct. Have on the right on the upper right hand side called advance. Okay, you quick, matt. It opens up an entire new search screen that most people haven’t really access, you know, realize it’s there. And the more rich your own network is, the more people you are connected to, the richer the search results will be for you right now. If i were, let me give you two very contrast examples. I actually happen to have over five hundred connections in my lengthen network. So my search results would be drastically different from somebody who is a very new to lincoln and only has a network of, say, twenty, thirty, fifty people. Because you’re always shown how many degrees you’re separated from someone. So the more people i have in my network, greater search results going so so you mean when? You’re doing this advanced search you’re searching all the hundred million people in linked in and it’s telling you which of those are in your first degree, meaning you’re connected to them directly, which are too removed from you, which are three removed from you. Is that what you think you were searching the whole population of linked in? You can. Yes, but you can ask lincoln to just focused down the search results for you to the people you might be first degree connected to second degree or perhaps where you share a group membership. Because there you’re going to be ah, lot closer. You have a lot closer of an affinity and making the one toe one connection may be easier for you. Ok? Suppose you that’s really rich that you can search the whole hundred million. Suppose you find somebody who’s two degrees removed from you and they seem like a very good i don’t know. Maybe maybe we’re provoc betting for board members. Let’s say, for this, for this environmental group that you suggested you see somebody to removed from you. What? Explain what that means. And then how can you try to meet that person? Okay, tony let’s say we come up with let’s say, i do this search and i’m looking for environmental people who and i come up with a guy named oh, i don’t know john smith. And you and i are first degree connected on lengthen that much i know, but let’s say, john smith eyes second degree connected to me through you. That means he is both first degree connected to you. And i am first degree connected to you. So you are the common link between us, right? Ok, so that would mean john is a second degree. So, like those, like those kevin bacon seven degrees from kevin bacon movie. Right? Because he’s been in so many popular movies. Okay, so you can get to him through me, in other words, that’s. Right. So what did you do? How do you do that? Well, lincoln actually provide you with the the there’s a form that you can fill out so that a message would be sent to both john and to you. Looking for that introduction. I could look to be just connect with john directly and say, john, in my my request to connect, i might say john, you and i both know tony. Andi, i think we have a lot in common. I’d love to be able to connect with you here on lincoln. Always modify that that’s that standard introduction that lincoln provides to you never just go ahead and just use the standard intro, you realize those defaults aren’t aren’t very friendly, really there’s really bare bones, but so you’re allowed to your lot to connect with john smith your lot to contact john smith, even though you’re not directly connected to him. That’s correct. I could just send him an invitation to connect and just mention your name in my little intro is toe. Why? I think he and i might want to connect, you know, it’s up to him to accept my connect. Ction request? Sure. Okay, i see what you’re doing it through the request to connect. Okay. I see. On dh. Then the alternative is you could ask me to connect you to him. That’s. Right? I could ask you directly. I could go the old fashioned way. Tony, i could pick up the phone and call you and say, tony, you know, how well do you know john is? This somebody you know very well can you make some sort of a personal introduction even outside of lincoln through an email system. But at least lincoln’s provide you with the opportunity to identify potential boardmember potential donors in very specific sectors. Yes, the phone. You could pick up the phone and do it that way. And that way we don’t have to communicate through linkedin using their default messages or which we would really like. Anyway, i never thought that you could pick up the phone, imagine it could even have lunch and we could talk about it that way. Way. Imagine. See what? See what the web can do. Encourages you to pick up the phone. How do we had we operate without linked in years ago? I don’t know. So let’s, go back to the learning center. Um, yes. So they have. They have suggestions there for individuals and non-profits maria, we have just like a minute before a break. What are a couple of the not for profit? The organizational suggestions on unlinked in. And then after the break, we’re going to detail. Well, you could create a company page at no cost. So corporations, companies. Small businesses are doing this. We i highly recommend that a non-profit create a what they call a company page for their own. Non-profit, and they actually give the example of the american red cross that has attracted thousands of followers on lengthen and so other non-profits may want to check out what they have done. And, you know, look, learn from that and not reinvent the wheel. Ok, well, look att, the company profile and other things. After this break with maria simple, the prospect finder. Stay with us. You’re listening to the talking alternative network. Duitz 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, 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 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 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. 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 lively conversation top trends, sound advice, that’s, tony martignetti non-profit radio and i’m ken berger from charity navigator. Oh! And i’m tony martignetti and i’m with maria simple, the prospect finder we’re talking about using linkedin to find and connect with people who could be boardmember sze donors, employees, volunteers. So, maria, the advice that you were giving before the break is that a new organization could create a ah profile page that’s correct, and i would highly recommend that they do that and the reason tony is and and i’m not suggesting that they should set aside any of their other social media strategies and presences like that they might have on facebook or twitter, but what you want to be able to do here is this is lincoln is the professional network, so you want to be able to, of course, capture the attention of people who are in the business community. You don’t want to exclude this, so this is free, you know, obviously whoever is maintaining your presence on other social media’s would want to be able to set this up and you can upload your logo. You would be able to give a nice description about the organization, provide your website, there’s, even a mapping feature where they tie it right into google maps. So that people will be able to see precisely where your non-profit is located. So, you know, it’s free, and i think that they should take advantage of that. I think the lincoln says there about one hundred thousand non-profits that have company pages, there should be many more that’s, a that’s, a good number, but there should be a lot more. How specifically does this one do they? I mean, how do you create a a company profile or non-profit profile versus creating a personal profile? Well, of course, the help affection of of lincoln is going to be very, very helpful to you, but they also have here they give you some steps on how you might be able to do that right on the non-profit learning center that we talked about earlier, okay? And again, the girl for that is linked in dot com slash forward slash non-profits actually, it starts off with the word learn ellie, are there yet i left. Yes, thank you very much. Learn dot linked in dot com forward slash non-profits thank you. And now groups are very popular and non-profits can create their own non-profits can create their own groups and you couldn’t decide if the group is going to be a closed group, meaning that everybody has to be first approved by some sort of a group moderator thatyou’re going to appoint at your end or it could be an open group. And keep in mind that if it’s an open group, all of the discussions are open and searchable and people can just join the group without any type of moderation. That and what’s the value for having creating your own group after you’ve created your profile. Well, they might. It might be in an interesting way to host certain conversations around specific topics and, uh so they, you know, if you have, if you’re a large enough non-profit and maybe you are hosting even conferences around your specific topic, that is something that you can use the group for if you want to engage people in discussions, much like you might see discussions in other types of groups that people are on on linked in, but it would be very specific to the time of organization that you are in the population that you serve, and after you create the groups than you invite people to join is that how it works. Well, you can’t invite people to join. Yes. You definitely can do that and invite people who are already in your linked in world to join the group. But people are going to be able to find you once you are set up in a group on lengthen. You are now searchable as well. So i remember i was telling you about the search functionality. The groups are a way that people, you know, look for like somebody might look for a live networking group to join. Somebody might be looking for a group around this specific area that you serve. Okay, so yeah. So if your work is for the m r d d community, the mentally retarded, developmentally disabled, you might create a group around the service around dahna discussion around the needs about that for that community in your own communities, you could make it a very localized group. Yes, you can. Some groups are geographically localized as well. But you may not want to limit it to that. I mean, lengthen is a worldwide a phenomenon, if you will. So why not? Why not? Just open it right up and allow people? To tto learn more and you never know where that relationship is going to lead. Okay, um, they also have something called linked in recruiter for for job, for organizations looking for employees, how does that work? So what they’re doing is lincoln does have a recruiting solutions portion, which is a fee based portion to their service that’s kind of steep, isn’t it? Well, yeah, for some non-profits mean, what they’re saying in an article that i read is that they are starting as low as four hundred dollars a month when you could be a little steep saw non-profit but they are, you know, offering these recruiting solutions, if you will, at a discounted price for what they would offer the for-profit world, okay, and that’s, if you’re looking for employees that’s correct, if you look nufer employees, they have they have sort of three separate sections, one is called lincoln recruiter one is called jobs network Job slots and the other 1 is called career pages. Okay, let’s, talk a little bit just in a couple minutes we have left about the offerings for individuals who are in non-profits what what’s the advice that that the learning center gives for individuals. Well, you definitely want to make sure that your profile is as one hundred percent complete as possible. So you want to make sure that your profile itself is rich so that as you go out and try and make connections with people, you will be able tio look like somebody, obviously, that other people really want to connect with that you are a thought leader within your own community, if you will. And so it’s really like a resume on steroids, you know, your opportunity to really shine and stand out from other people, so why not make it that way? Using the status updates, i’s a great way to let people know sharing articles, having to do with sector that you serve if you are a speaker, it’s a great way to let people know where you’ll be speaking, especially as it relates to your subject matter area on dh, especially if you do a lot of speaking on behalf of your non-profit it will let people know where you’re speaking either virtually and webinar format or, you know, live format if people are looking by the way tony and forgot to mention earlier fremery we have just about it, we have just about a minute left. Ok, on the resource is page of my website of the prospect finder dot com i do have a downloadable maria samples top five tips for prospecting with lincoln, so if they’re interested in some general tips about lincoln for themselves on a personal level, this will help them. I think you also learn how to use some of the more advanced features, all right, thank you for sharing that resource page that’s really all the time we have that is maria, said pompel the prospect finder again, you’ll see her at the prospect finder dot com, and she’ll be joining us once a month to talk about her advice for prospect research. Maria, welcome to the show as a regular contributor and thanks for today. Thank you, tony it’s been a pleasure next week, we’re going to lead the leader’s motivating your board to fundraise. Another interview from the fund-raising day conference last june, the consultant, andy robinson and carry kruckel, whose vice president for development and communications at w n tv reveal how to move your board to be the best fundraisers they can be. And the second half of the show explaining earned income are legal contributors jean takagi and emily chan from san francisco. Breakdown what earned income is why it can be good white-collar be bad, why you need to understand it to protect your non-profit and keep it out of trouble that’s what’s coming up next week, you can keep up with with what’s coming up week after week by signing up for our insider email alerts on the facebook page. While you’re there like us and become a fan of the show, please, you can listen to tony martignetti non-profit radio on the device of your choice. Any time you like. By subscribing on itunes getting the automatic download, you’ll find that at non-profit radio dot net on twitter. You can follow me always use the hashtag if you want to talk about the show and the hashtag is non-profit radio on twitter, our creative producer is claire meyerhoff, our line producer and the owner of talking alternative broadcasting his sam liebowitz. Our social media is by regina walton of organic social media. This is tony martignetti non-profit radio. 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