383: Financial Management Software – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guests this week:

Karen Graham, executive director of Idealware, and Andy Wolber, technology consultant to nonprofits.

There’s more at tonymartignetti.com

345: Don’t Be The Founder From Hell & Your DR Plan – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guests this week:

Jim Nowak, founder & president of the dZi Foundation. 

Also, Dar Veverka, vice president of technology for LIFT. 

There’s more at tonymartignetti.com

166: Priscilla Rosenwald – Tony Martignetti Nonprofit Radio

tony_martignetti_300x300-itunes_image2Tony’s guest this week:

Priscilla Rosenwald, co-author of “When Leaders Leave: A New Perspective On Leadership Change”

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

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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host it’s friday, the first of november twenty thirteen oh, you know that i hope you were with me last week. I’d be forced to endure falik yah leitess if i came to learn that you had missed dr seuss stories, what khun green eggs and ham teach you about digital storytelling? Kelly jarrett with blackbaud had tips for each step of the story arc and lots of great storytelling examples and fraud protection. Melanie morton, manager of blackbaud forms, explained where you may be vulnerable and had a limit your liability for nefarious deeds like check fraud. Both of those were recorded at bebe con this past year. I just last month this week when leaders leave your ceo has been recruited away for a dream job. Where does that leave you? Priscilla rosenwald, co author of when leaders leave once you and your board to plan for leadership transition long before it’s announced she’s with me for the hour on tony’s take to roughly halfway through my thanks to two very loyal listeners we are sponsored by rally bound software for runs, walks and rides they are at rally bound dot com it’s. My pleasure to introduce priscilla rosenwald. She is the co author of when leaders leave she’s an executive recruiter. She and her co author have the site transition works dot com where you’ll find their book. Priscilla has a long history in executive recruiting and board recruiting. Priscilla rosenwald, welcome to the show. Dying. I’m delighted to join you. I’m glad you could thank you from philadelphia, right? Are you in philadelphia now? Yes. I love philly. Um, leadership changes these thiss can have a very big impact on on staff, on boards, on organizations. What? What was the impetus for your book? The evidence for the book was all the experiences that my colleague and i were having being called into organizations when the crisis already occurred. Either a long term leader had given notice on the organization was not prepared for that. Or really, there was a lot of turmoil with a founder and no ability to think about how to have any staff step up and run the organization when the founder exited. So we kept hearing these stories again, and again and again on i thought that if we gave people from guidelines in some steps tow, walk this difficult road, we could make it a lot easier and a lot of scary. As you mentioned, this could be not only a founder, but also along longstanding leader absolutely it’s really about ah, high profile leader who’s really so identified with the organization that everybody thinks of that leader synonymous with the organization, so it may be somebody who didn’t the role ten years, sometimes it’s someone that’s in the roll twenty years and often it’s the founder who certainly the respected respected leader who’s been there a long time, and nobody can imagine the organization without that person. What are some of the other symptoms that we find when there’s one person who had who has this disproportionate power over the organization? Well, often there’s a board that they’ve selected often the board to firms to that leader? So the board often step up in terms of governance, often the talent the organization has not been cultivated, so really it’s, not often a strong leadership pipeline, and the other piece it gets a lot of organizations into trouble is that high profile leader is often the face of all the thunders, so everybody’s terrified that if they leave, the funders really don’t know the organization and won’t fund projects, it won’t fund a mission, and when we have this board that was put in place by the founder or longstanding leader, then the decision making is all pretty much centralized around one person, right? And the board is like rubber stamp pretty much like that. The board doesn’t often ask enough questions are also get enough information there. They’re thinking that they’re being very responsible, but they’re often missing a lot of information to help them be more strategic. You talk a lot about aligning the organization legacy and the leaders legacy and, you know, of course we have the full hour, so we have time to flush these things out. But but what? What what do you thinking, their organizational leadership legacies kapin way think that’s a conversation that rarely happens. So when i when i talk about legacy, i really mean where the leader is thinking, they want to take the organization what impact they wantto have on the organization and then what impact they want the organization tohave so it’s really the impact, their personal impact and really the organization’s impact during their tenure. Okay, so aligning these things and that sounds like it involves a strategic planning process. Haha it does involve a strategic planning process. Um, however, i’d be curious to know how often in strategic planning these issues are actually discussed. So certainly legacy comes up rarely on the other piece that i wanted talk about that ties in with legacy is also succession planning. Yes. Okay. And you also make the distinction between succession planning and transition planning? Yes. Okay, you make that okay. Why don’t? Why don’t you just generalize that and we’ll have time to go into that detail also. Okay. So succession planning if it’s working well for an organization is an ongoing process, succession planning can actually even start as soon as a new leader is in place. Because it’s really continual planning and it’s really about talent management. It’s really growing the talent of the organization and making sure that the organization, um, is growing in line with the challenges that it’s facing so it’s a much more strategic approach. There is something that we call emergency. Succession planning and every organization needs tto have an emergency plan in place if the ceo is the chief executive, it’s called away for a project, has a personal reason to be away for three to six months. So you do need an emergency succession plan, but that’s not the strategic succession plan. Okay, and then, you know, i mean, you’re laying out different long term plans. We’re going to have time, you know? I don’t want you to go too much detail now because we’re going, going, going to come back to you, but try to get a bunch of things, just lay some, lay some ground for for for everybody, all right now transition planning. What is that? Ha ha! So transition planning is put in place once the leader give notice that they’re leaving or decides to leave, some leaders decide that they’re going to retire in a year, and then the transition place the transition planning get started sometimes there’s not a lot of lead time, but that’s really how the organization is going to manage through the transition to search. And then what happens when a new a new leader is hyre okay, and so that’s the that’s what we’re going to execute when we know that there’s going to be a transition great. And we have the plan in place. That’s transition planning. Okay, so we have succession planning. We have transition planning. Um, you, uh you have ah, terrific example in the book of a, uh a phoenix arizona charity, having having done this successfully, the alignment of the of the legacies, right? Can you share that? Yeah, that was that was really a unique situation in that there was a founder who new they were ready to step aside but didn’t want to completely leave the organization, and they were really highly identified with all the thunders. It doesn’t often work. Tohave a founder stay involved with the organization and a new executive come on board. But with some work on the on the part of the board and on the part of my firm, we were able tio positions the founder tohave a narrowly defined role in terms of funding and cultivating the donors, and allowing the executive director to really take over the leadership of the organization in terms of the mission of the organization in terms of their eyes. That can see in terms of their they’re patient work on dh it’s been two years and now, yep, the founder is gradually and gracefully exiting. Okay, now we have just about a minute before a break. Can you just give our overview before we go to break? What? What? That process was between the oncoming ceo and the founder. So what made it work was a lot of very transparent conversations with the founder board meader ship and the incoming executive director in terms of being very clear about rolls and expectations for each of those people. So the founder that was stepping aside and the new executive director that was coming in very clear expectations that we constantly revisits about how they were communicating and who was responsible for what and having the board step up. The board also had a move from being a founder board into growing members of the board who weren’t all selected by the founders. So all these things were happening parallel and it’s really been it was really to your process. Yeah, and it sounds like some difficult conversations we’re going. We’re going to go to a break when we come back. Priscilla rosenwald. And i will keep talking about this will flush out some of these difficult conversations and and help you get these long term plans in place. Get and get at least get started. Stay with us. Talking alternative radio twenty four hours a day. Do you need a business plan that can guide your company’s growth? Seven and seven will help bring the changes you need. Wear small business consultants and we pay attention to the details. You may miss our coaching and consultant services are guaranteed to lead toe. Right, groat. For your business, call us at nine. One, seven, eight, three, three, four, eight, six zero foreign, no obligation. Free consultation. Checkout on the website of ww dot covenant seven dot com are you fed up with talking points? Rhetoric everywhere you turn is last. All right. Spin ideology. No reality. In fact, its ideology over in tow. No more it’s time for action. Join me. Larry shot a neo-sage tuesday nights nine to eleven easter for the isaac tower radio in the ivory tower will discuss what’s important to you society, politics, business and family. It’s provocative talk for the realist and the skeptic who want to know what’s. Really going on? What does it mean? What can be done about it? So gain special access to the ivory tower. Listen to me. Very sharp. Your neo-sage tuesday nights nine to eleven new york time go to ivory tower, radio dot. Com. For details. That’s, ivory tower radio cop everytime, was a great place to visit for both entertainment and education. Listening. Tuesday nights nine to eleven. It will make you smarter, buy-in. Hey, all you crazy listeners looking to boost your business, why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com. Welcome back to big non-profit ideas for the other ninety five percent. Priscilla rosenwald is co author of when leaders leave and that’s, we’re talking about leadership transition planning for leadership transition, priscilla, we’re not talking about bad, bad, bad happenings the leader get it gets hit by a bus, how come we don’t use don’t come you don’t use that in the book that’s such a doom and gloom scenario that whenever that expression comes up, people usually get scared, and i don’t want to continue the conversation, so i know it’s very popular. It’s not a conversation starter for us, so we don’t usually begin discussions about succession planning or transition planning with that expression. Okay? So on the positive, it could be that, as i said in the intro, your leader gets recruited away to a dream job or some some fellowship or research opportunity that they just can’t pass up, right? Or what we find also is that a lot of leaders find it there’s still another career left to them, you know, they run this organization, they’ve enjoyed it, but it doesn’t have to be the only success they have in their lives, so they’re starting to think about another way that they could do something different some people want, oh have an academic teaching roll. Some people decide they want to leave and have a consulting practice. So planning for that and having the conversations about that are often what’s really challenging and isn’t the case that some some leaders don’t know how to get out, and then they may have these desires exactly as you’re describing, but they don’t know how to make the move. That’s correct? One one thing that we did here in philadelphia is my colleague and i had an ongoing round table with executives that had been in their roles for a minimum of ten years to talk about how they were positioning the organizations and, you know, having succession conversations, and it was an ongoing group. A lot of the leaders did decide that they were ready to step aside from the organizations, and some of the leaders decided teo reevaluate their role and really reposition the organization. So not everybody decided that they wanted to exit, but everybody used it is a launching pad to think of their legacy and how they wanted their organization to drive. And also how to engage their board differently? Yeah, okay, that exactly. So then i was going to ask you. So what were the next steps whether whether they had decided to leave or or or not, but they were reevaluating what’s the next step after they’ve done the introspective work? Ha! Next step is really looking at two things. One is looking at the board talent and the other one is looking at professional talent, so really making sure that the board has a pipeline of talent there really a succession planning its board level so the board is really engaged in a strategic way and very knowledgeable about the needs and challenges to the organization and ways that other board leaders can step up and work with new people, said it’s, a very tight partnership between the board chair and the high profile leader. So it’s a way to really get boardmember to be more involved in the leadership on the staff side it’s really looking at hell, they’re cultivating talent, so making sure there’s opportunities for staff to grow their skills have more visibility and the other piece it’s really critical that i don’t want to overlook. It thunders that’s often the place where the organization’s really run into difficulty when there’s a transition and that’s it. They haven’t really allowed funders to really need other staff in the organization, and they don’t have a transition plan for how the ceo is going exit and the funders will remain engaged. Okay not-for-profits report, okay, now we’re crossing over into but when we’re talking about the board and the staff and cultivating leadership within that’s, the succession planning, right? Isn’t that part of really kicked into high gear when the transition planning? Right? Right. Okay, but i’m trying to segregate the two so well, so we don’t confuse people. And so i wantto we want to deal with the succession planning part first that’s where we were that’s where you were, you were leading with the board and the staff is that is we’re trying to cultivate leadership and talent from within. Is that right? Okay, how do we do that? How do we identify the right one people? Is this picking one person? You’re going to be the successor? How is this done? My favorite question. No it’s. Not about selecting the successor. It’s really looking at? The people that are in leadership roles, from mid management through senior management and looking to see if people are really having enough opportunities to coach, too. Teo delegate to really move into some of the leadership aspects that the ceo is having, and it’s also incumbent upon them to pass down some of their leadership opportunities so that more people can step up and share leadership with them. So it’s also promoting more transparency around decision making in the organization. So everybody really feels like they’re engaged in the leadership. So it’s, not one person, um, pipeline down to the team in and down to the frontline staff, and this is bored and staff working together in this process, right, absolutely bored working together, okay, we have to put some ego aside. This is. This is very difficult stuff, isn’t it? This is hard stuff. All right? How do we how do we get the founder? Our longstanding leader to start toe advocates? Um, responsibility delegate on dh put that ego side what’s what’s that gonna circle back to what we talked about before. And the conversation that we find most valuable is getting go, the founder of the long term leader to really think about their legacy. And if they start to think about the legacy, their own legacy and the legacy they have for the organisation, it sometimes triggered them. Think about planning and what they want to put in place. Because then they have to put a long range perspective on, you know, if they’re looking thing more short term or more tactical, they’re not off. You’re thinking about their legacy, how they want to re remember. You know what impact they want the organization tohave what credit they want to get for it, okay? And that’s that’s all wrapped up in their in their in their ego but it’s a way to support their ego but helps them think about how their ego translates into the sustainability of the organization. Excellent, excellent. And where does this conversation originate? Is it with the board bringing it to the ceo? It actually does originate at the board level. I mean, sometimes the ceo will start that conversation because you had your because you had your group in philadelphia in our group that was theo’s issues, but it’s really at the board level where that conversation has happen. Here’s here’s one of the problems so i don’t wantto in any way make this sound like it’s easy. The whole conversation of succession often raises a lot of red flags, and ceo thinks that it’s a race, the conversation, then the board thinks they’re ready to leave on the board, thinks if they raise the conversation than they’re telling the ceo that they, you know, they want them to exit if it’s done on a regular basis of succession, conversation is happening at the same time that strategic planning it’s happening, then it’s not a one time conversation, and then it takes some of the sting out of the conversation. It normalizes it. So then we’re continuing to think about developing the ceo and how they’re developing the staff of what it looks like for the organization going forward. It’s not a one time oh, my god, we haven’t thought about what’s gonna happen. Excellent. Yes. That’s. Very good. That’s. A very good point to make and see. This is this is why i love non-profit radio. Because if we were giving you fifteen or twenty minutes, well, everybody gets at least twenty. But we’re giving you twenty minutes. You know, we wouldn’t be able to get to that to that point of of how difficult, how it’s perceived when either party raises the conversation, but because we have an hour together we get we get to flush this out. So excellent. Thank you. All right, so i want can i point out an example, there’s an example in the book. Okay, well, first of all, every every case study in the book is actually based on our work, but i hope so. I hope he’s not made up my god of dramas don’t know they’re all real, but i worked with a young ceo and they’re sitting there’s a case study about her in there. And from the time she walked into the organization, she talked about succession planning. She said to them, you know, i’m still early in my career, i’m not going to stay here my entire career. I want to be very clear about that, but i’m going to say for a long time and i want to put things in place. So starting with the beginning of her tenure, she constantly talked about succession planning and constantly looked at her legacy and what she was going to do for the organization made amazing things happen. They made some financial decisions, they made some facility decisions, she actually positioned the organization, so when she left, they supported her, they applauded her, they were ready for her successor and she’d been there under ten years. That’s that’s got to be rare with ceo talks about succession planning at the beginning of their tenure, but but it sounds brilliant. It worked for her, and she continues to have a really high profile career in the reason and that’s, another way of, i guess, securing for the board that this isn’t because i’m ready to leave. I just got started, you know, i’m in my first couple of months here, but but we have to plan for when i do leave, right? So how does that make it easier for the board, tio tio here. Well, if if the conversation is less about the person and more about the organization, then it’s much easier conversation have. Okay. Okay. You know, our ideal is to take it away. You asked about egos. We don’t want this to be ego driven. We wanted to really be driven by what’s. Good for the organization. And i don’t want to leave people with the thought that well, i’m the executive director on i’ve been here two years and i didn’t start the succession planning discussion when i started. So it’s too late now, it’s tze not too late, but later. Yeah, okay. And as you point out, make it about the organization. Okay? Is there a is there a committee of the board that should be dealing with this? O r? Is this a full board activity? How do we implement this success in planning process at the boardmember? Great question. So it’s usually may have different names, but on the board it could be the governance committee. Could be the strategic planning commitee. Yeah, sometimes it’s rolled into the nominating committee. But it really is at a committee level. And at that committee there really should be at least one member of the executive team involved, okay? And our succession plan is this this’s a written document that, of course, like a strategic plan. We keep revisiting it’s, not like you put on a shelf. Forget it, but is this is this a written document? It is that the outcome. It is a written document that exactly get revisited along with the strategic plan. So it’s continually revisited in terms of where we’re going, with success in how are the rolls changing of the senior leadership? How is the role changing of the ceo? You know, maybe they started with everything on their plate. Maybe they’re starting to share responsibility, maybe they’re starting teo grow their team. Maybe they’re sending more people out to be the face of the organization, so constantly revisiting that and i want to get back to how important it is for that also happened at the board level, the succession planning it’s really happening concurrently with the board and with staff? Yes, and that i wanted to move to the staff right now. Perfect, because they’re they’re an integral part of this. Um, are they are they involved beyond the it sounds like they are beyond the cultivation of their talents? How is staff involved in this succession planning? Well, they’re really constantly involved because they’re constantly involved in coaching. I say that again and again could supervising and coaching or not one in the same so it’s their role to be coaching talent. Um, it’s really up to them to be part of joining in the decision making, it gives staff the opportunity. Tohave more transparent conversations with chief executive it. Really changes the tenor and the tone of of the leadership of the organization because it means that all the things that could never be talked about publicly now could be talked about. You know, what happens if and let’s think about this and, you know, talk about worst case scenarios, planning for success, planning for challenges, it’s all on the table. Excellent. Okay, as you said earlier, open open conversations, transparent, but but difficult conversations. How do we how do we execute these conversations at the staff level? We having having meetings about succession planning? We’re doing this. I know it’s. I know in general it’s ah it’s ah, conversation with the board. But we’re doing it at board meetings and having staff come. How do we execute this for the staff on nice question you love my questions. I’m i’m pretty pleased myself. So people do it’s not our world, to tell people how to do strategic planning, but usually success full strategic planning, engaging staff as well as the board. So the staff for part of the conversation at the strategic planning level and then and it may cast k down, so it may not be the entire staff, but it may be representative to the staff, but if the staff are engaged in the conversation and it’s easy for them to be part of the follow through and part of the planning if it’s just handed down from the board, it’s really much more challenging for the staff to take a role in it? What if? What if we already have our strategic plan in place? We just we just wrapped it up earlier in twenty thirteen, and we didn’t include succession planning as a part of it. Another good question you wrapped it up, but you wrap it up as a couple of year plan. So it’s a it’s a three year plan, for instance, so the first time you revisit it, so you’re going to revisit a tier one that’s a perfect time to then have the succession plan in conversation. So there’s always windows to commit and have this conversation. And i want to say that i don’t expect that every organization can do this by themselves. It’s all facilitated process, you often need an outside consultant help you have some of these challenging conversation, so i don’t expect the ceo of the boards here to be able to easily step up and lead this. But once the consultant comes in and get the process going, i think the organization can can take their cues and manage it from there. And that’s, typical of strategic planning, generally that’s, the way it’s done. All right, we have to go to another break when we come back. Tony’s, take two. I have two very loyal listeners to thank, and then priscilla and i will continue talking, and we’ll move from succession, planning to transition planning. Stay with us. There e-giving inventing the tubing, getting dink, dink, dink, dink. You’re listening to the talking alternative network waiting to get in. Nothing. Cubine are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you, too? He’ll call us now at to one to seven to one eight, one eight, three that’s two one two, seven to one eight, one eight, three or find us on the web at www dot double diamond wellness dot com way look forward to serving you. Hi, i’m ostomel role, and i’m sloan wainwright, where the host of the new thursday morning show the music power hour. Eleven a m. We’re gonna have fun. Shine the light on all aspects of music and its limitless healing possibilities. We’re gonna invite artists to share their songs and play live will be listening and talking about great music from yesterday to today, so you’re invited to share in our musical conversation. Your ears will be delighted with the sound of music and our voices. Join austin and sloan live thursdays at eleven a. M on talking alternative dot com. You’re listening to the talking alternative network. Duitz durney i’m chuck longfield of blackbaud. And you’re listening to tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Tony’s take too. There are two people that i want to thank very much. I met high energy judy i dubbed her when i hosted a breakfast panel a couple of weeks ago for the association of fund-raising professionals here in new york city, the subject was creating a culture of philanthropy throughout your organization, in business offices and program department’s way beyond just the fund-raising office and, um, judy is a high energy judy, a trustee of a nationwide charity, and she does what i really hoped that boardmember listeners will do. She shares the shows with the staff of the organization when she thinks they’re relevant to their work and that’s that’s what i have in mind as as i’m producing this show for our boardmember listeners that everything isn’t relevant to your organisation, but what is i hope you are passing on, and if you’re in the organizations which most of our listeners are, i hope your your board members are filtering things to you and obviously that you’re thinking on your own that different topics are relevant to your work. But judy was just a perfect example of what i hope boardmember sze are doing as as you are listening, she was also very generous with her compliments of the show, and she had great passion for the charity registration work that i talk about sometimes and that i do in my own consulting. So judy, i didn’t you didn’t have a card, but i always have car. I gave you one of my cards. I offered you half a dozen, but you only took one. Please get in touch with me. I’d love to be in contact with you, judy. And it was a pleasure to meet you. Also eric anderson, eric blog’s at donorsearch reems dot wordpress, dot com and eric wrote a very complimentary post aboutthe show it was called have you discovered non-profit radio yet? He loves the show. He included links to some recent shows linked to the itunes paige. And in his blogged he asks, who is this martignetti guy i love that it was it was very sweet and it was really also very complimentary of the show. And eric, i thank you for introducing the show to your followers on your block and his block again is donorsearch reems dot wordpress, dot com high energy judy eric anderson i thank you very, very much. I’m grateful for your support and regular listening, and that is tony’s take two for friday, first of november forty third show of the year. I can’t give life listener love again, i’m i’m, i’m out of the studio, it will have been about three shows in a row out of the studio, but i will be back, but all the live listeners, you know, where you’re all from and if you’re not from one place, you know, while the other live listeners because i’m always sending so much live listener love, so we know we’re well represented in asia and all those very popular listening states throughout the country. I’m not going to regale you this this week and also, of course, podcast pleasantries very grateful to have all the podcast listeners. Thank you for listening, priscilla let’s, let’s go to yeah, you’re with me, right? I’m with you and i just wanna have mentioned a word that i think is very critical and we haven’t talked about in the first part of our discussions going that word has changed and that really underlies the reason that we wrote with leaders leave and that really underlying the critical issues. So it’s really about helping organizations constantly think about change, be prepared for change the position for change on dh no one knows what the change is going to look like. So it’s a matter of organizations being nimble and putting some of these systems in place. All right, we’re going to talk about the second recommended system or plan moving from the longer term succession planning to the transition planning. And why don’t you remind us? How is this different than the succession planning? So transition planning is put in place once it’s clear that the ceo chief executive is going to be deporting the organization whatever that time frame is, as soon as it’s clear that that train is in place than that the succession planning moved into actual transition planning. Okay. And to make sure that this train does not end up in a train wreck, right, we have a transition plan that’s in place long before we know that there’s going to be a departure. Okay. Right. What? How do we initiate this transition? Planning process so way mentioned this before we have a board committee that’s involved in the transition? Okay, same committee. So there’s a committee there’s a beginning of preparing which staff are going to have leadership will storing the transition? Um, you begin to do the communications about the transition of the chief executive, and you also start to stewart the funders. So the thunders air in place of the thunder start to understand that’s going to be a change in the organization. And i mean individual thunders institutional funders. Nothing is harder for an organization in terms of their long term growth that when a funder find out suddenly that the chief executive is exiting and they weren’t prepared for it, and they get very nervous about their support for the organization. So stewarding the thunder is an important component of your fund-raising professionals will agree those those fundez maybe individual or or institutional when you say fundez you just mean institutions, right? Ok, now you had made the the point. I’m a little confused the earlier that we’re not in the succession plan. We’re not naming the successor now by the time we have to execute our transition plan which again time stands it’s and it’s been in place for a while, but now we have to execute it now. It is time to name a successor. It is, isn’t it? Not necessarily. Okay, well, maybe that’s my confusion. Alright, no, i’m helen it’s a valid confusion success in planning doesn’t necessarily mean identifying a successor. That means identifying a talent pool that can manage the organization. Sometimes there is talent that emerges to be the successor, but it’s much harder to put that responsibility of one person through lots of reasons they might get recruit away in the process or sometimes there they don’t have the right competencies to move into the leadership role. What we see sometimes is the number two is offering operations person, and they do operations really wonderfully, and they get tagged to be the successor, and then they get into the role of being the face of the organization. They’re not comfortable being the things of the organization, they’re not comfortable doing the fund-raising and they may not be comfortable moving out of their operations roll so it’s much harder to identify successor didn’t let that process happen organically, through the transition and through the search process. What are we announcing then, as we’re executing our transition plan? We know there’s going to be a change in leadership. What are we announcing about the the successor or the plan to get to those? Thank you were announcing you love my questions. I’m sorry. I said you love my questions are great communication is about the stability of the organization during the transition. So that means there is a sense of timing for how long the incumbent is going to be there. And it also means often when they’ve been a long term leader or founder identifying an interim executive to be in place in the organization while the recruiting process is happening, it provides a lot of stability to the organization, and it also gives the staff and the board have time to deal with their issues of grief and loss. Because if there’s been a beloved leader, people need that time tohave, um, to catch their breath, to deal with their issues of law and then be prepared. Teo, accept and support a new leader. The role of an interim executive director now are you? Are you recommending that there be an interim person between the last day of the founder or longstanding leader on the beginning? The day the first day of the successor ceo. We always recommend that. D’oh. So so it’s. Not good, it’s. Not good for it in part of the transition. So it’s not good for the person to stay for the ceo to stay until the successor begins. It’s not ideal. Okay, it’s. Not ideal. And the other thing. And thank you for asking that it is. Boards often won the long term leader of founder to not just stay till their successor comes, but stay around and shepherd them through all the systems and policies and introduced him to everybody. Um, you know, i sometimes like in this to a marriage, um, and it’s really hard, if you know, if the husband gets married, has a new wife. And they think the ex wife really has to stay in the picture to talk about how everything happens. It’s something harder. So it’s much better that the high profile will well respect the loved chief executive founder gets a lot of accolades that there’s a public event to honor them, that they get a lot of support during their transition. So they leave feeling have be uncomfortable. And that their successor can come in with a clean slate and that the board looks to the new leader and doesn’t keeping deferring to the former leader. And you recommend that in between there there’d be an interim executive director or interesting in terms? Yes. I’m sorry. You said what i said. I recommend that and more. Okay, i recommend that with a caveat. And the caveat is that the interim executive director bia hyre professional and not the board chair and not usually an acting staff member. And i’m gonna tell you why, okay, but there are okay, we’ll get to the y in a sec, but i just wantto make sure people understand that there are consultants that act as interim executive. Director’s? Yes. There’s, always the pool’s consultant. Sometimes their former executive directors. Um, sometimes they’re people who had leadership roles, and they’re perfectly qualified to come in and serve in an interim capacity. Okay. And now the why you had mentioned a grieving and mourning process. What more you want to say about the why? There should be this interim person it’s partly to deal with the grief and loss. Sometimes, if there’s been a founder long term leader. They haven’t made tough decisions about staff rolls, and often the interim can come in and do the work in the organization prepare the successor to be successful. You don’t really want to hire the new leader to come in and have to do the dirty work that was left over from the former executive. They shouldn’t have to come in on dh deal with challenging employees that should all be done during the interim. The organization has a fresh perspective and is ready to move forward when the new leader comes in. Excellent, very inter treyz thing. And how long do you what what minimum do you recommend for the interim? So a minimum of three months, probably a maximum of six months. Okay, okay. And they have to they have to do some really dirty work, but we all know that they’re going to be leaving. So that legacy of dealing with the challenges which, you know, i think we’re talking about they’re firing people, reorganizing things like that. That, yes, looking scrupulously at finances right now, that’s all done by the interim person who is going to leave in three to six months, right? So they can make some of those hard decisions and ray’s heart issues that may not have happened during the long term leaders tenure. Excellent. Okay, now i don’t know. I don’t think most organizations planned this way. Do they have, isn’t it? Most organizations hyre an interim, and they’ll name someone probably internally, because the timing just works that way, they kind of default into it. Yes, okay, well, you could say in what happens, that’s, really, why we’re very big fans of planning. So if there’s a plan in place, then you can think about what happened, what they anticipate and that you’re never caught by surprise. Okay, okay. We’re going toe. Take a break. And when we come back, priscilla and i are going close this topic a little more on this. Very interesting, the interim, the interim ceo. So stay with us. Dafs you’re listening to the talking alternative network. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot. Com let’s monte m o nt y at monty taylor dot com. Talking alternative radio twenty four hours a day. Welcome back, priscilla. I’m really thrilled that we got this made this point about there being an interim person as part of the as part of the plan is part of the transition plan. Absolutely. And you brought in earlier the topic of the funders let talk about that. What should the interim person be saying to the individuals and the institutions that are supporting us? So that’s part of the communication plan? So there’s a communication plan that should go out so the head of development should be working very closely with ian from executive director and the board chair to really talk to all the donors. I’m very concerned about institutional donors because i see a lot of foundations often put funding on hold when there’s a leadership change, so talking to them assuring them about what, how smooth the processes so they understand that there really is a process that the organization is being will manage during the transition seems to make a big difference for funders talking to individual donors about the mission of the organization and moving it from the profile. The leader to the work of the organization really sets the stage for the new leader to commence if you have these succession and transition plans in place, should you share them with institutional funders at the time that you’re making the proposal just toe say, maybe you’re just in a short paragraph that there’s there’s been considerable planning in case there should be a leadership change during the period of your funding? Is that worthwhile? That’s absolutely critical. In fact, thunders are starting to ask for it or that you’re seeing that, yes, they’re starting to ask, what kind of succession planning is in place often old they’re concerned about is the emergency short term planning, but they want to know that organizations, they’re starting to think about it, okay? And since you mentioned the emergency short term planning, let’s, let’s, talk a little about the emergency succession plan. What is that that’s? A new emergency plan for a temporary absence and that’s really, when i say temporary it’s really three to six months of an absence of the executive for a personal issue? Or again, you know, if they have to lead a major panel or a major project, but it’s really good to be short term, so we know they’re going. To be coming back quickly? Yes. Ok, i would just say that the expected contrast with the other planning we’ve been talking about the expectation here is that the person is going to return right here. They’re going to return. They may have left for a health issues they may have left from it, you know, pregnancy we’ve so we know it’s really interim planning, all right. And what should be the parts of our emergency succession plan? The parts are whose designated to assume leadership in the axe in the absence of the chief executive. What a story they have. Um, what the process in place to contact and inform staff how you’re going in for major stakeholders like your donors, who’s going to do that communication and what role staff will have in the absence of the chief executive of the rolls are clearly going to change temporarily. So it needs to be spelled it really clearly who’s going to do what and who’s going to manage and how decision making is going to happen. And then the last piece is very critical is who on the board is going to oversee this? It could be the board. Chair or it could be another member of the executive team that’s charged with overseeing the running of the organization during the interim absence of the chief executives. Can we hire one of these outsource interim executive directors to fill this role? Or is that is that not appropriate? For some reason, i not heard many organizations deciding to hire an outside if it’s just a temporary leave. Okay, okay, because there will be an opportunity for some of the staff to step up, step up knowing that it’s short term, sure enough, right? You’re right, that makes more sense. Let’s, let’s, go back to the to the institutional and individual funders. What is the well? Is anything more than the interim executive director needs to be saying aside from the that there is a plan in place and we’re managing transition carefully? No, because after that that’s really the responsibility of the inn from after that it really full to the development professional on the board chair to continue to have conversations with their funders and to continue to make them comfortable with the transition process. And again, you’re emphasizing the board is involved in this part of the communication actually, during a leadership change, i think that’s really the most critical time for the board to step up. That’s really their role, although they do fund-raising and they oversee policy, the board’s role in a transition is the most critical role they have. Okay, so it’s not only the board chair. Oh, no, no, really it’s really the board chair is leading it, and the executive committee is taking an active role. But it’s a really important time for the board. They’re also going to be involved in the search process for the new executive. So it’s, a very critical time for the board as well. Okay, we have just a couple of minutes left and i want to ask what it is that you love about the work that you do around transition. Oh, another wonderful questions. Um i think it’s exciting to help people think about change on embrace change and go towards change rather than running away from it. So it’s, always fun to watch the paradigm shift as people really get excited to think of that change. But people fear change. So why is it you write it’s? I’m envisioning you as a firefighter. You know, everybody’s running out of a burning building. And you’re the one running in with a hundred pounds of hose on your back. Why are you running toward on dh? So so in love with what people fear so much? Uh, mostly because it’s inevitable. Um, no matter how much you trying to avoid change, it’s the only constant we can count on. So we might as well embrace it and figure out how to use it in our favor. Very pragmatic. It’s. Very realistic. Brazil. Rosenwald, co author of when leaders leave, you will find that book at transition works. Dot com priscilla, you need to be one and thank you. Oh, soon to be on amazon. Okay, you’ll find it there as well. Honey, you’re a pleasure. Oh, thank you, it’s. You not to keep well, there’s, no more chances for your tio. Thank me for my great questions, but thank you for being so gracious and loving all my questions. Yeah, it’s been a real pleasure having you. Thank you, priscilla. Thanks. Take care next week. Getting to the next level. Lawrence paige nani is author of the non-profit friendraising solution based on his work as an executive director and fund-raising consultant, he has many proven strategies to get you to the next level of fund-raising revenue that ubiquitous question, how do we get to the next level? Lawrence has the answers next week. Rally bound is a sponsor, which i’m very grateful for. They make easy to use software for runs, walks and rides there at rally bound dot com i’ve told you i’ve met the ceo way had breakfast together schnoll lee is a very nice guy and very concerned about how non-profits manage their campaigns, and so he has developed software that helps you to do that. That gives support, of course to you very easy to use dashboard, but then also support for the people who are out asking their friends to give to your campaign. So i hope you can appreciate how he is thinking about what your needs are and what the needs of your your donors are who are out asking their friends it’s all built into their software at rally bound dot com. I’ve also worked with joe mcgee there and he’s, the one who actually help you set up your campaign, so i suggest if you’re thinking about run, walk rides, look at rally bound dot com, or you could just call them. You can claim a discount as a non-profit radio listener, for sure, and you would ask to talk to joe mcgee, and they are at triple eight seven six seven nine o seven six. Our creative producer was claire meyerhoff. Sam liebowitz is our line producer, shows social media is by deborah askanase of community organizer two point oh, and the remote producer of tony martignetti non-profit radio is john federico. Of the new rules are music is by scott stein. I hope you will be with me next week. Talking alternative broadcasting, a tucking, alternative dot com, of course, friday, one to eastern. They didn’t think that shooting the ending. You’re listening to the talking alternate network. Get in. Good. Are you a female entrepreneur ready to break through? Join us at sixty body sassy sol, where women are empowered to ask one. Receive what they truly want in love, life and business. Tune in thursday, said noon eastern time to learn tips and juicy secrets from inspiring women and men who, there to define their success, get inspired, stay motivated and to find your version of giant success with sexy body sake. Soul. Every thursday ad, men in new york times 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? 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. We look forward to serving you. You’re listening to talking alternative network at www dot talking alternative dot com, now broadcasting twenty four hours a day. I’m the aptly named host of tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent fund-raising board relations, social media, my guests and i cover everything that small and midsize shops struggle with. If you have big dreams and a small budget, you have a home at tony martignetti non-profit radio friday’s one to two eastern at talking alternative dot com. Are you concerned about the future of your business for career? Would you like it all to just be better? Well, the way to do that is to better communication, and the best way to do that is training from the team at improving communications. This is larry sharp, host of the ivory tower radio program and director at improving communications. Does your office needs better leadership, customer service sales, or maybe better writing, are speaking skills. Could they be better at dealing with confrontation conflicts, touchy subjects all are covered here at improving communications. 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. Talking dot com. Hyre

093: Charity Transition & Go Offline – Tony Martignetti Nonprofit Radio

Tony’s guests this week:

Julia Bonem, executive coach and principal of Career Change for Good

Maria Semple, The Prospect Finder, consultant in prospect research and author of “Panning for Gold: Find Your Best Donor Prospects Now”

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

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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host it’s friday, may twenty fifth twenty twelve welcome again and i very much hope that you were with me last week. I’d be devastated if i had learned found out that you had missed last week’s show, which was susan gordon, who told the story of causes dot com ah platform for activism and philanthropy. Also with me was professor gen shang. She shared her research on five words to boost your fund-raising do you remember what they were? Kind and caring were two of them? That was last week, this week, charity transition. We’re talking about making a career transition into charities, but julia bonham’s strategies will also help those who work in non-profits already and are looking to make a change within non-profits she’s an executive coach and principle of career change for good don’t let your employees listen and go off line. Maria simple is the prospect finder and our prospect research contributor this month, she has tips for conducting offline research. There is a world outside the web use your board network in your community and host cultivation events. The best prospect research comes from face to face meetings with people who you want to know better between the guests on tony’s take to its planned e-giving, not product giving that’s a block post from april that i haven’t talked about on the show, use the hashtag non-profit radio to join the conversation with us on twitter. Right now, we take a break and when we return it’s charity transition with julia bonem stay with me. Dafs you’re listening to the talking alternative network. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you 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. We look forward to serving you. Is your marriage in trouble? Are you considering divorce? Hello, i’m lawrence bloom, a family law attorney in new york and new jersey. No one is happier than the day their divorce is final. My firm can help you. We take the nasty out of the divorce process and make people happy. Police crawl are said to want to nine six four three five zero two for a free consultation. That’s lawrence h bloom at to one to nine six four three five zero two. We make people happy. Hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com welcome back to big non-profit ideas for the other ninety five percent on tony martignetti non-profit radio. Naturally, my guest now is julia bonem she is principal of career change for good, an executive coaching firm dedicated to helping corporate executives transition into the non-profit sector and non-profit professionals move up when she started her consultancy two years ago, julia had twenty four years of experience in non-profit development, very pleased that her practice brings her into the studio. Julia welcome. Thank you. Thank you for having me today. Telefund have you, um, what? So what’s a yurt top idea for making the transition from something corporate into a job in non-profit well, it’s very important, tony, to be very committed to a mission or two. Obviously, if we’re interested in animal rights, for example, or women and children’s welfare to really have that nailed down, we don’t want to have sixteen interests when we go out into the market. Although we may have those or the or the standard, i’ll do anything i just want to, i just want to give back really, really very unfocused and really, really difficult in the market right now, the market is a very crowded place it’s very noisy when people tell me when i’m coaching them that they’re open when they initially start with mayor, we have our initial consultation that is fine, but in terms of getting out there and branding, it is really important in the networking in the written and oral communications that they have a very specific focus. The second part of that is in addition to being really committed when we speak to one, two, three missions that they have some form of non-profit experience it’s very common when i’m seeing career changers that they have not everybody but that ah, good, a goodly number of them have corporate experience have transferrable skills, but you can, you know, jump up and down about a mission, but unless you’ve done specific volunteerism and i can talk a little bit more about project work, get into the project work it’s very hard for an employer in this market to think about bringing somebody on board that doesn’t really have an understanding of how non-profits work, okay, before we get into the volunteering and proving your commitment, are there sectors in the corporate side that air that seem like you’re? Finding more people from particular sectors that particular careers within corporate that want to make the move to non-profits than than others. Well, as many of us know and it’s been in the news, the law field attorneys are particularly exp burian sing a lot of turmoil right now with the downsizing of firms and even in house ah, loitering within corporations and so a lot of attorneys air looking to use their very fine, in many cases writing skills and analytical skills to transfer over into non-profit other development work and other parts of non-profit besides attorneys, well, there’s a lot of downsizing as we know in corporate america, particularly on the financial side. And so some of those people are looking to move over with their financial skills with their spread sheet and, you know, cfo skills into non-profits that khun use them on the cfo ceo side. So you said a lot of people initially are open, which is good how can someone focus on one or two non-profit commissions? Well, what i do with people is really start to drill down on what their interest areas are and come up with targets, so as i said, before we don’t wanna have a plethora of targets, we want to have one, but how do you two three figure out what? So we we very often people are able to figure out the missions that they’re interested. And so, as i said before, animal rights children, women’s welfare could already could be charities that they already give two absolutely where volunteering usually people have a very clear idea about which missions motivate them. The mutt most the second piece is what size organization they want to work in, and that could be a cultural preference. I like working in a small entrepreneurial startup, or it could be a cultural preference for a larger, generally more specific job functions that come from working in a major university or hospital, so stewardship or major gifts or an in house attorney, which not all non-profits have and or, you know, a cfo type position as opposed to cfo and operations. The third part of the target, which is usually harder for people, is what function they want to perform so often people know that they want to get into fund-raising or they know they want to get into the law side. But they’re not quite sure they may have been an attorney in other cases in a law firm, but they’re tired of practicing law so they don’t know that they want to transfer their skills but not their job title sabat attorney or general, exactly, and that’s where the hardest work comes in. All right, well, let’s talk, we just have about two minutes before break let’s introduce this idea of the volunteering being specific in your in your volunteer work very, very important, and i don’t want a privilege any type of volunteerism over another. All volunteerism is important in their sector as we know, but if we want to get into a new field it’s important also volunteer strategically. So again, if i’m interested in health care, i might go to my local hospital or hospital that has been particularly helpful to somebody in my family or myself, um, rather than a specific disease foundation necessarily where those skills will be transferable, as opposed to another subject matter broker and then in addition, project management skills are very important, so we really want to dig down in the volunteerism and be able to say ana resumes at the top of our resumes, by the way, and i think we’ll get into branding a little bit more later. What are the project skills within those specific areas that i was able to get my hands into and show achievements in? We’re gonna take a break right now. Julia bonham is principal of career change for good, and, of course, she’s going to stay with us, and i hope you do, too. E-giving didn’t think dick tooting getting ding, ding, ding ding, you’re listening to the talking alternative network e-giving. E-giving 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 huntress people be better business people. Hi, this is psychic medium. Betsy cohen, host of the show. The power of intuition. Join me at talking alternative dot com mondays at eleven a. M call in for a free psychic reading learned how to tune into your intuition to feel better and to create your optimum life. I’m here to guide you and to assist you in creating life that you deserve. Listen. Every monday at eleven a, m on talking alternative dot com. Are you feeling overwhelmed in the current chaos of our changing times? A deeper understanding of authentic astrology can uncover solutions in every area of life. After all, metaphysics is just quantum physics politically expressed. I am 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. If you have big ideas and an average budget, tune into the way above average. Tony martin. Any non-profit radio ideo. I’m jonah helper from next-gen charity. We’re talking about charity transition with julia bonem on executive coach julia before the break you had you had were giving the example of strategic volunteering, and you said, if you’re interested in health care, it might be a preference for volunteering in a hospital setting versus one of the maybe maybe one of the medical causes. Why did you make that distinction? Well, it really depends on the person, but some of the medical causes air very specific, and again, i don’t want a privilege one type of volunteerism over another, but if you have a more general interest in health care or if there’s a hospital that’s particularly speaks to you or your family because they’ve been helpful to you in your particular circumstance, that might be a more logical place for you to volunteer than, say, a disease related, you know, foundation, clearly you need to spend time at an organization that’s meaningful to you get something out of it, you’re going to get great project work-life we’ll talk about it, perhaps not just do something because it seems good, absolutely, like it seems good for the resume is what i mean absolutely so it’s it’s a mix of both you can’t on ly be committed to the mission and expect an employer because we’re really talking about as being it’s attractive to the employer is possible in addition to serving your heart without that mission speaking to you. In addition, teo, being strategic and your volunteers is, um, from a skills and project point of view. Now this volunteering doesn’t have to be on a board that could be aboard, but if they have an opening on, if they have a need for someone like you but doesn’t have to be bored, volunteering doesn’t as long as you’re able to get that project work where you can show some specific achievements. For example, very often, when people are interested in higher education or in education in general, i counsel them to reach back, for example, to their independent school or if they went to an independent school or to their college in order to do class fund-raising, for example, or class organizing or writing for the college, these air skills that are going to be immediately picked up on because they want to involve their alumni and they want to, you know, get that extra volunteerism. Onboard and its project work really important, right? You’re stressing the importance of project work, not just sort of showing up and stuffing thiss type of so you you need to be vocal when you’re volunteering about the types of things that type of work that you want to be doing? Absolutely, you know, there may not be that opportunity right away, but as you get into your tenure and i hope people you know, develop a tenure where they are volunteering, they can’t approach people for project work if they can’t get it right away, because they’ve, you know, made their inroads, they’ve made their networking there, they’ve done their networking there, and they’re able to reach out at a certain point when the timing is right. Okay, so let’s, talk a little about the branding of yourself, and this is this will start to apply to people who are within non-profits already capsule and want to make it just a job change, not a not a career change. Obviously the resume is critical. What of the other tools that we’re branding ourselves with? Well, the resume is critical if i could just go back for second because we want to get the non-profit volunteerism if we haven’t worked in a non-profit before at the top of the resume and their ways to do that a lot of times, it’s buried at the bottom, particularly for career changes because they’ve been using a certain resume and corporate that they’re not, you know, necessarily knowledgeable about how to translate that into a non-profit setting. So how do we get that upfront instead of, like you’re saying community activities way down at the at the bottom? Well, we can have a section called non-profit experience a top with there description of what they’ve been doing, but more importantly, the achievements that they’ve had in their project work, and then we can have a section called other corporate experience. I prefer other because it’s sort of de emphasizes in heading what they’ve done by highlighting it as corporate as opposed to other experience that might be transferrable. Okay, on the other parts of brandon and their three other parts of branding are the aural pitch, which is so important, then goes back to what we spoke about at the beginning of the program in terms of targets, so we want to be able to say very specifically and it’s very much like a business pitch for those of us who have mbas air transferring over from corporate sector or raising venture capital, for example, who we are, what we’ve accomplished with some specific examples to examples, preferably what we want to do next. And this is the most difficult part are unique value proposition. Okay, let’s, let’s. Come back to the aural pitch and the details let’s just lay out what? What? What are branding methods are right now? Well, that’s one of them on paper, we also want to have well online. We also want to have in written form. Arlington on arlington needs to have the key words in that very important real estate right below our name what we want to do, it doesn’t necessarily have to reflect what we’re doing right now. So i have somebody, for example, who is not a director of operations right now but has director operations, you know, analytical skills, strong writing, for example, and then they can echo those within the linked in profile in the summary and specialty section. The idea is to try and be found, if you will, by people that are interested in your background as employers and as recruiters to a certain extent, which we’ll talk about later and also anywhere you’re going to be talking to somebody, either in a networking context, networking with hiring managers or for a job interview, you’re going to be checked out on the web and so it’s going to be a regular google check and also on linked in check, and people want to see what you’re about, whether you’re going to fit in based on your experience and based on the way you present yourself, okay? And there’s there’s one more tool that we need to have, right? Yeah, business card. The business card is really important, and that also has two echo what is being said under that real estate onto your name, if you will and at the top of your resume. Okay, so this is you shouldn’t be giving out for job search purposes. Career change purposes. The business card of your current employment. Well, you can on some people feel uncomfortable carrying a second card, but what i would say is optimal is to carry a second card that has more than just your name. Your email address your linked in and your phone number, which is very important, but also those keywords about what you were looking for, what you’ve done in the past so fund-raising professional major gifts, an annual giving or attorney non-profit expertise, okay? And what if you’re making the career change? What then? It should echo what your linkedin says about what you’re aspiring to absolutely aspiring is okay, we don’t necessarily have to make a ha one hundred percent history of what we’ve done on the business card. We can position ourselves because it’s all about marketing, positioning, ok, so we have the resume, the aural pitch linked in profile and and your business card absolutely what’s another. I think people get hung up on the reservation. I would ask you what what’s, another piece of advice for the resume. Just a really succinct profile about what you want to do, what you’ve done, what your core competencies are at the top. In addition to the experience that we talked about in the non-profit and other sections with quantifiable project work numbers, people get caught up on sometimes not having numbers. Numbers don’t have to be dollar signs, although that is important if you have them also know if you if you coordinate events or or you’re an events professional or you aspire to be an events professional, how many events did you do in a year? How many people attended? How many people volunteers? Did you organize anything that helps in in the quantification of what you think she knows where all those important outcomes that you mentioned earlier? Absolutely what’s your advice on length of resume two pages this fine in the non-profit setting some career changers get let’s unless these days, but particularly people who have been on wall street in the financial sector that’s a demand often that they be on one page in their own profession. I think that you, if you have, if you’re out ten years, say even five you can go to a page and a half ten, i would say more like two three is excessive, i think in this market, ok, even for someone who’s got maybe twenty years, twenty five years experience, and they’re looking to make the change. Often those people will do a summary bio on a separate sheet of paper that they can submit if the employer’s interested, but certainly for first queries. I think that two pages is is the limit. Um, i mean, i could do my life in two paragraphs. One has three sentences. So concise is good. Absolutely achieved. Very little. It’s. Easy for me to convey. Convey what i have done. Well, it goes back to the marketplace. It’s. A very crowded marketplace. They say that on average and employer will look at your resume for ten seconds and you have to be able to capture in in six thickness and often in bullet points, which i really like. Ah, a clear and concise message. Okay, let’s, talk a little more about linked in. You gave a little tease about what should be on linked in profile. That important, that important real estate right below the name. Because that’s going to be seen right after what else around lincoln? I like summaries that are in the first person. I think very often when you kind of talked about here in the third person people trying to sound academic or, you know, smart tony martignetti was this and that i right? Yeah. It’s just i bring people in, and that goes. To the photo as well. The photo you want a snapshot, you don’t have to look like you know it’s a studio, you know, perfect portrait, but just to bring people in, a lot of people don’t have photos. A lot of people have very casual photos, and i like something that brings you in both the language and the visual, and then the summary section is really important to position yourself again. This is the section this’s, the narrative where you write your own paragraph, not where each job appears. Supper absolutely, that is the central summary. Go ahead, exactly. So you want to talk about your achievements again? I’m really harping achievements because they’re really important, and then you want to position yourself as you do in the oral pitch, as you do, you know, hopefully at the top of your resume about what you’re looking for and why you as opposed to anybody else in the market and those might be specific degrees that you have. It might be that you lived abroad. It might be any number of things that you bring to the project experience to the market that others may not replicate in the same way, then, on the specialties section i really like and i like a list of what you’ve done proposal writing, if you’re an attorney and this is where you would bring in your project, work from the volunteering absolutely, but in the skills and it’s called out a special specialties is it’s called that on link toga there’s, a relatively new section as well. I won’t call it new new, maybe a year to old called volunteer experiences and causes where you want to really bring that up front above, often depending on how comfortable you feel about and how involved you’ve been above the work experience. Okay? Oh, and you can move the sections around sections around now. Oh, i don’t know if people know do you know how to do that specifically? Go into the edit section where you work iss and you can bring that up? I believe i don’t know the specific, okay, but there is a way to change is a sequencing. This sequencing is really important, and then the skills come in again, where you can choose specific name tags for what you’ve done and those air also searchable by potential employers and colleagues okay, so oh, god and then groups is really important. You can choose up to fifty groups and linked in. I don’t know that you want all the e mails that come from that, but you could do daily or weekly. Jj, i just repeated change your preferences for each for each group individually you can have. So if one group is really important to you, you can get daily emails, others less important. Get weekly digests absolutely and it’s really important to start contributing selectively. I mean, you don’t want to spam everybody but as a thought leader in some of those groups, so i’m a career coach. I may want to go to one of the groups that i belong to non-profit transitions, for example, non-profit boards and start talking about some of these issues, and people will often do in lincoln in in messages to me as a result of those postings where they post questions and we start to develop a relationship. Okay, we spent a good amount of time on linked him, but it’s one of the four important tools and for people who don’t have it, they obviously need to have it they need to have it also, tony, because we need to develop over one hundred connections often we want ends to certain organizations were applying tio we’re interested in certain organizations learning more about them. It’s very difficult if you don’t have a broad network either online or offline or both to find people that can make the introductions for you into the organizations and for the opportunity, believe it or not, we have just ah committed a half or so left let’s talk a little about networking because that’s critical and we’ve been talking about online networking what’s your advice around face-to-face networking. Well, first, we want to look into who is within our immediate network family, friends, people that we know on board spouses of those people who are on boards. A second piece are events, and i counsel people to go to at least one of them a week from their alma mater, possibly in an industry specific event, so it could be the support center for non-profit management, women in development, association of fund-raising professionals, junior league sponsors a lot of events cope if you’re interested in events specifically event organizing council on protocol executives, that’s group okay, okay, and then we want to start to tap into the hidden job market where we actually list out organizations that were interested in and use linked in and other connections to try and find the hiring managers within those organizations and take meetings with them. The hiring managers not just that’s, not the hr people. This is the manager who’s your you’ll be working for at a sylar grantwriting hopefully working for starting out with a networking relationship that you hopefully keep up over time, and when an opportunity becomes available either within their organization or another one, they have a positive impression of you and are able to either hyre you refer you to that opportunity, we have to stop there. Osili bonham is. Julia bonham is principal of career change for good. She started her consultancy two years ago when she had twenty four years of experience in non-profit development. My thanks to julia, and right now we’re going to take a break, and when we returned, it is tony’s. Take two, stay with me. You’re listening to the talking alternative network. Are you feeling overwhelmed in the current chaos of our changing times? A deeper understanding of authentic astrology can uncover solutions in every area of life. After all, metaphysics is just quantum physics, politically expressed hi and montgomery taylor and i offer lectures, seminars and private consultations. For more information, contact me at monte m o nt y at r l j media. Dot com are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future you dream of. Two, one, two, seven, two, one, eight, one, eight, three, that’s to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. Dahna hey, all you crazy listeners looking to boost your business? Why not advertise on talking alternative with very reasonable rates? Interested simply email at info at talking alternative dot com welcome back, it’s, time for tony’s take two at roughly thirty two minutes into the hour in april, i had a block post called it’s planned giving, not product e-giving and i wanted to make people aware that there are some financial advisors who sell products like life insurance and annuities, and often they want to offer their help to your plans e-giving program. But often your program is not their first interest. Their first interest is earning commissions on the financial products that they sell and it’s amazing how when you talk to them, their best solution for your plan to giving program is just happens to be the product that they sell. This does not apply to all financial well, never financial advisors, but all people who sell financial products. I in fact, when i do seminars for clients, i routinely include somebody who is a life insurance broker, but the person that i use understands the role of life insurance in a broader plan to giving program, and there are people who cellphone ansel products who don’t recognize that, and they just think that the basis of your programme, as i said, should be the products that they sell. So you just want to be aware of self interest among some people who are offering to help your plan e-giving program? Do they have your plan e-giving program and your donors as their first interest? Or is there something else going on? And that post is from april it’s called it’s planned e-giving not product giving, and you’ll find that my blogged at tony martignetti dot com that is tony’s take two for for friday, may twenty fifth twenty twelve it’s the twenty first show of the year. Maria semple is with me. Maria, how you doing? Hello, how are you today? I’m doing terrific, lee, you are the prospect finder. You are also an experienced trainer and speaker on prospect research. And people will find your website at the prospect finder dot com and they’ll also find your book, which is panning for gold. Find your best donorsearch prospects now. And maria simple. Welcome back. Thanks so much for having me back, tony. My pleasure. As always, we’re talking about go off line. There are things it sze hard for me to believe that there are actually places that people can go for prospect research and they’re not on the web, is this actually a truth? It is it is absolutely so you know, i i was thinking about this because i do a lot of networking, and sometimes i will see non-profit executives attending, and it seems as though it’s definitely more than smaller to midsize non-profit so that would be your audience of listeners. Tony and i was thinking about how someone who might be an executive director or a development director who is looking to do some more prospect research, whether they’re doing reactive or pro active research, and we’ve talked about that in the past couple times where you may have certain people you’re looking to gain more information on or you’re looking to just get more individuals aware of the great mission of your non profit organization and therefore spread the message, and hopefully they get engaged and become donors. So i was thinking about some of those offline activities and thought we might concentrate on that for this particular segment. Yeah, sounds good, let’s see? So when they were talking about shops where there isn’t a devoted prospect researcher and maybe, you know, i think later on we may we may bring in those shops where there is a devoted prospect researcher, because there are things that they could be doing also that are not online, so we’ll get to that. But the board is for smaller shops, the board is a good place to start. Is that right? The board is a great place to start, so if they really understand how, how, just constantly keeping their antenna up, for example, when they’re out and about in the community, doing other community service or in their business world if they’re able to just i kind of know what to listen for in terms of engaging more people for your non-profit working okay on dh, what are we asking? Boardmember is to listen for what specifically what instructions should we be giving them? So i think it be great to give them instructions. First of all, they need to be very clear and understand everything that your own organization does, so that when they’re out engaging with people and they’re having a conversation and letting people know that they serve on a specific board on, and they should be very proud of that their ambassadors for your organization and then they engage in a conversation, you know, let’s say you they are a boardmember for a local why? And they happen to be talking about something, some aspect of the children’s programming, and if they happen to notice that that seems to really catch the attention of the person that they’re speaking with it’s definitely an opportunity to engage them further, invite them in for a tour. Uh, maybe invite them to an upcoming cultivation event or gala event or something like that indefinitely on opportunity, a door has been opened really for you to get more information and engaged that person further. My first guest today, julia bonem talked about for people changing jobs, having an aural pitch should should board members have something similar? You know, the elevator pitch, you know, that would probably be great, of course, when they’re out and about and networking there, they’re thinking about their own elevator pitch, but certainly they should have a very concise the description of what the organization does in such a way that it’s not going to bore the person to tears, that’s listening to them, but certainly will make the person se gi tell me more about that organization sounds fascinating. So, yeah, that’d be great, you know, speak. Speaking of other guests that you’ve had on your show, tony, you had someone on on april twentieth who was from morgan stanley, her name melanie dellaccio burghdoff schnoll begun begun, and she talked about something called radical list. Elearning and that really kind of piqued my interest because that’s, exactly what we’re talking about here is radical listening, so moving the donor or the prospective donor and really at some point that will help you to form a valuable proposal. So she talked about the aspect of putting on your listening ears. I’m putting some information out there and waiting for that reaction. So in terms of prospect research and you’re out and about in the community and doing your offline activities, as i call it it’s important to really put those listening ears on and and understand what the person is communicating to you and then all importantly, making sure that you go back and capture that information in some sort of a call report. Uh uh, maybe create a new donor record in your donorsearch off where a donor prospect and capture any important pieces. Of information you’ve gleaned from that conversation. Okay, we’re going to talk about the coal reports shortly thiss doesn’t stop with just the like the fund-raising or development committee that this should be the full board, i think no, i think it should be the full board. Certainly the fund-raising or development committee is most focused on fund-raising but really, the entire board has a fiduciary sponsor ability to the organization and the full board. They’re all ambassadors, and they are they are all every one of them ambassadors. So, you know, there are plenty of ways to get them up to speed on the fact that even though they may not be totally comfortable in being the person asking for money, there are certainly a lot of other points along the development, a cycle that they can be very helpful for they can host cultivation events, they can invite people to those events, they could certainly get involved in thanking people in stewarding people, and every one of those points along that development spectrum is an opportunity for the boardmember to engage people, to again be an ambassador for your organization and gathered valuable, valuable information that we probably will not find online. Yeah, i blogged about this at one point where saying that you’re your your best prospect research and of course i’m not a prospect researcher, but i believed that i still believe that you’re best prospect research comes from face-to-face meetings on, in fact, that was just happen to have it here it was called best prospect research comes from the prospect on dh that was blood that in july two thousand ten, right? I had an opportunity to review that because i wanted to make sure you want to make sure that i i covered, you know, any of the points that you brought across in that, and they were all excellent point, you know, i like the way you talk about really, you know, sitting down over some sort of a meal if it can’t be a complete meal, obviously, you know, you can meet for a cup of coffee or something like that, but there’s, really, you’re you’re right, tony there’s something about sitting down across the table from somebody and in a more relaxed atmosphere, as opposed to a planned meeting in an office or something, which then feels very much like a business meeting i like, i like that you’re you know, you’re sharing a physical space, you’re probably not sharing the food because you don’t know the person that well, but you’re sharing a physical space and there aren’t going to be interruptions by assistance and other people coming in or calling the office. Of course, people do have cell phones, but usually they’re polite enough to turn those off or at least not take the call when it comes through. The thing i like about meetings over a meal is everybody understands the flow, you know, we have a general idea when the server is going to come and bring water, and then when they’re goingto take the order and roughly when the food is going to come and, you know, this sort of there’s a flow that everybody understands, but when you’re in someone’s office, the flow is totally under their control, and i like a more neutral, uh, space that everybody understands the timing of right, and i think that people then will open up a little bit more, you know? They most people tend to live to talk about themselves and their family, so it’s definitely. An opportunity for you as putting on your prospect research had, if you will, to gather more information on those missing puzzle pieces that you perhaps did not readily have available in internet databases very often information about a spouse and about their children. Those are usually harder pieces of information to find on the internet unless there’s been really great biographical articles written on that person already, which is more a rarity than not know. So in a one hour meeting, you can learn a lot that could take you very much longer than that to find out on the web, and then you might not even find it right like that radical listening? Yeah, just, you know, and so they’re like i said there’s that point along the continuum of fund-raising cycle that doesn’t involve the actual ass. So gathering that information and and understanding what pieces you may have missing from your your prospect research report or your donor file is definitely important as well. Let’s go back to directly to the board there’s another way that they could be involved formally, which is, and i’ve talked about it on the show, having them screen lists of people like peer reviews, absolutely what? How does that take shape was that you would want to make sure, first of all, that everybody understands they’re coming to this meeting, this gathering and that, and that should be done really in a private office space, not in a public space. So you want to have that, as, you know, a focus meeting on doing a a peer review session or prospect review session, they’re coming. Ideally, you should be coming to the table with list of prospective donors that you’re hoping to gleam or information about these air prospects and maybe even just suspects and maybe even just suspects want to explain what a suspect is. People may not know the difference well, so that might be somebody who you’ve heard about in the community. They happen to be engaged with other non-profits do similar type of work to yours. Sametz you think that they may be wealthy, but you want to kind of have an idea before you start delving too far along into this, you know, prospect research process, so maybe they actually know them and can give you some additional information, right? But at this point a suspect, you know very little about you just have those beliefs that you described on dh opinions about what they might be interested in, right? Exactly. Okay, so so how does this peer review screening worked then of the other board? So ideally, if you couldn’t bring some names to the table for people to look at whatever you might already know, some very basic information about the individuals where they reside, where they work, um, and again, this is all very confidential, and i also recommend that anything that you do print out in these reports on dh circulate amongst the committee members stays in that room. It does not leave, so i’m very sensitive to trying to keep information all as confidential as possible don’t let people take take the list home with them or email it to people who can’t make the meeting shouldn’t do that. Well, if you have some sort of a secure, more secure email system, you know something that would allow you teo securely share the information? Yes, you could do it that way. The person can’t make the meeting, but the best feedback is really going to come when they have that. Interplay amongst each other and, you know, saying, oh, yeah, i’ve heard about that person and, you know, i happen to know a lot about their business or their very new to the community, and i know they have a wife and two young children, so it may spur on additional thoughts and conversations that simply won’t take place if you just female out a list and say, let me have your feedback on this, you know, um, let’s talk about family foundations for a minute because i find that when non-profits are really looking to expand, uh, their donor full and get proactive about getting more names in the pipeline, i usually tell them what focus on some family foundations in the community because these are people that have taken philanthropy to a new level, have gone the step of creating their own family foundation. So let’s, take a look at these families and see if they might be suitable prospects for us so you can use something as simple as guide star most non-profits will have access to their premium level service for free so you can actually do this type of research, come up with names of family foundation’s let’s, say, in twenty five or fifty mile radius of your zip code and then bring those names to the table, along with the trusty names affiliated with each foundation. So it’s an opportunity for you to walk into a development committee or a board meeting or a peer review session and say, my research has shown that we have one hundred and fifty family foundations in our nearby communities, that we serve here’s, a list of them here, the trustees. Does anybody have a connection to the foundation way have only about thirty seconds before a break, where will people find this guide? Star premium service that you’re saying is free guide star g u i d e s t a r dot or ge if they maintain their own non-profit the report on guide star, they will also have access to a premium level service access. Okay, and you and i have talked about that before we’re going to take a break. Maria simple, the prospect finder, will stay with me. We’re talking about your offline activities for prospect research. Stay with us. Talking alternative radio. Twenty four hours. Hi, this is psychic medium. Betsy cohen, host of the show. The power of intuition. Join me at talking alternative dot com mondays at eleven a. M call in for a free psychic reading learned how to tune into your intuition to feel better and to create your optimum life. I’m here to guide you and to assist you in creating life that you deserve. Listen. Every monday at eleven a, m on talking alternative dot com. Hi, i’m carol ward from the body mind wellness program. Listen to my show for ideas and information to help you live a healthier life in body, mind and spirit. You hear from terrific guests who are experts in the areas of health, wellness and creativity. So join me every thursday at eleven a, m eastern standard time on talking alternative dot com professionals serving community. Hi, this is nancy taito from speaks. Been radio speaks. Been radio is an exploration of the world of communication, how it happens in how to make it better, because the quality of your communication has a direct impact on the quality of your life. Tune in monday’s at two pm on talking alternative dot com, where i’ll be interviewing experts from business, academia, the arts and new thought. Join me mondays at two p m and get all your communications questions answered on speaks been radio hyre. This is tony martignetti, aptly named host of tony martignetti non-profit radio. Big non-profit ideas for the other ninety five percent. Technology fund-raising compliance, social media, small and medium non-profits have needs in all these areas. My guests are expert in all these areas and mohr. Tony martignetti non-profit radio fridays, one to two eastern on talking alternative broadcasting. Talking. Welcome back, come with maria simple, the prospect finder, but let’s talk a little about the importance of call reports capturing this information that that we find in our face to face meetings or just everything is not a meeting, just a chance running into somebody. Yes, absolutely. So a call report would be something that we see ideal to have every executive director development director boardmember prepare after they’ve had it sit down meeting with someone or perhaps even a phone conversation with someone so it’s important to capture that information as quickly as possible after the conversation has taken place, there are going to be tidbits of information that you’re going to glean from that conversation about maybe some very citic aspect of your programming going back to the earlier example of the y why serves of such a wide variety of age for people right from instant and learning how to swim all the way up, tio senior citizens and programming for them. So it’s important to understand, perhaps what aspect of your programming? Maybe they really love the aspect of senior citizens getting in the pool, doing water aerobics or something like that, you know, so you can engage them further in conversation about programming for seniors, so it is important tio lather that information and capture it somewhere you’re going to forget the information. Our memories are very short and it’s important not only to gather the information for an immediate thie immediate near future of when you’re going to further cultivate and solicit that person, but also for the longevity of the organization, you know, in the fund-raising world in the nonprofit world, people move around a lot. So so what do we want to capture in these kottler force? What? What sections should there be? I think that you should be making sure you capture information again about specific programming they’re interested in general age groups. They’re interested in helping what? What are their? What are their hobbies and interests? So that might give you some idea of their level of well in terms of how they spend their free time and all the personal sort of biographical information we took with children’s children, families, what other boards do they serve on? That’ll give you so much information if you know what other boards they serve on, you’ll want to make note of that because again, where they’re serving on boards, they’re probably donating and you can sometimes find even at what levels they’re donating by tapping into specific databases or even going to the web site of that particular non-profit if they have an annual report in a pdf format on their website, you might be able to glean information about what level of e-giving they’re involved in with that particular non-profit so it’ll help you formulate and ask a little better when the time con when the time comes right and these things reports should probably probably be confidential in the office right now, but they should also be shared. They should be shared with the people that need to see the information. Okay, so first of all, the information should all be very factual. I always say to people, when you’re typing up any kind of prospect, profiles are putting information into your donor-centric self is more of an investigative reporter and state everything very factual, you know, date of divorce. If there’s been a divorce or something like that, you don’t need to say anything further about the divorce fight. What you might have heard that maybe in in public circles, you know, i’ve heard the standard that you shouldn’t put anything in a call report or really, in writing or e mails that you wouldn’t want that you’d be embarrassed if the person you’re writing about saw right, and in fact they have the right to walk into your non-profit at any time and asked to see their donor record that you do want to be very cognizant to that at all times and write your report with that i wear go ahead, we have just a couple minutes before break. Go ahead. Yeah, so yeah, just to make sure that the information that you wouldn’t be able to find elsewhere online can perhaps be gathered from any conversations you have let’s talk about, ah, hosting cultivation events for four suspects now that we’ve identified what a suspect is, and for prospects, this is another good wayto meet people and it’s it’s, not the one on one lunch, which could be a little off putting to some people, right? So cultivation events are great and there you will definitely want to have your radical listening ears on prices. So you wanna have if you have an opportunity to make sure that you engage all of your board members to have the same radical listening ears on who are attending this event that yeah, it’s a great opportunity in very often they’re held in someone’s home and so again, it’s a more relaxed atmosphere, you have an opportunity to present a sum information about your non-profit and their importantly, there’s no ask made at that event it is purely for cultivation purposes only. And if you state that the event is going to be an hour long, keep it to an hour long. You know, people’s time is very valuable, so it’s an opportunity to to fill in the blank, some missing pieces that you might have on people. Or maybe it’s the first time you’re getting any information, perhaps you’ve not done any prospect research on them at all, and meeting them at this cult patient event really kind of raises your antenna a bit to say, wow, this is someone we need to engage further and learn a lot more about you could use your board to invite people to the to the to the meeting that to the event that they might know people that they may know yeah, absolutely, absolutely. And that and that is a great way to engage your board. Okay, so you’re not asking them to ask for money. Just bring some people to the table, right? Maria, we have to leave it there. Thank you very much. Thank you so much for having me on the block with those offline activity. My pleasure, as always. Thank you, maria simple is the prospect. Find her you’ll find her website, the prospect finder dot com her book is panning for gold. Find your best donor prospects. Now i want to thank our very much, of course, and also julia bonem been a pleasure having both of you as guests next week, scott koegler will be with me he’s, our tech contributor and the editor of non-profit technology news and the other guest. I don’t know yet because i’m recording on may first. But how can you find out who that guest is going to be? It’s so simple? Find out for our insider sign up for our insider email alerts on their facebook page. You can like the page and you can also subscribe to those weekly alerts. You know you can listen. Live our archive to catch us on the archive. Goto our itunes paige at non-profit radio dot net. Our creative producer is claire meyerhoff. Sam liebowitz is the line producer, shows social media is by regina walton of organic social media and the remote producer of tony martignetti non-profit radio is john federico of the new rules. Our hashtag is non-profit radio on twitter. Use that thing. 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