Day 4 #7DaysOfSocialMediaVulnerabilityChallenge2017

Today I'm struggling with the balance of having a demanding career, taking care of routine life things (like getting my car registered) and spending time of my spouse who works overnights and weekends so our schedules are not fully in line. Today's balance was to get up at 6 a.m. and have breakfast with my spouse (His dinner). I worked until 5 p.m. but easily had another 2 hours of things to do however decided to put those on the back burner so that I could come home and spend the evening with my spouse opting to completely ignore my car registration putting it off for another day.

The Why of Work: Physical Work Space

Its been several months since I made a post based on my readings of the Why of Work by Wendy and Dave Ulrich. I had several big events going on within my work that have needed my complete focus. As I am now returning to a more standard rhythm I picked up the book and flipped to the next dog eared and highlighted page to see what Dave and Wendy had written that almost a year ago caught my attention.

This section is on the attitude and value of physical space. As a change maker in your institution you can either let the physical space haphazardly evolve or make some strategic decisions that can generate long-term benefit for your institution.

The first argument that caught my attention was this statement "Investing in seating and work surfaces that fit the individual worker may be more costly than one size fits all office furniture but can pay for itself in workers' compensation alone (back pain leads to almost a quarter of workers' comp claims and a third of the dollars spent).

This is mind blowlingly clear that every leader when evaluating their budgets should be taking office furniture into consideration. But why than is this such a systemic challenge in the work place 1/4 of workers comp claims could be mitigated with better office furniture?!?!

Having just come out of our annual budget allocation and planning meeting I can attest first hand that these types of "luxury " expenses were not event on the radar. Often in organizations budgets things such as facilitates, and workers comp are held by individuals who are not directly linked to the workforce and their responsibility and scope would not enable them to make personalized office furniture decisions.

Mid level management who might be best positioned to make these types of decisions are often given limited budgeting authority and their discretionary funds are so limited that they would be faced with the choice of a few new chairs or funding  holiday socials and recognition events. In the non for profit world this becomes even a larger challenge as its extremely hard to fundraiser so that your staff can have the most advanced office furniture. While in the long run it will make your organization more successful at mission delivery the donor is typically not  interested in giving to office chairs.

I try to take this information and turn it into action. First thing I did was find what I think is my dream desk chair: The Herman Miller Embody -  http://myergonomicchair.com/ergonomic-chairs/herman-miller-embody-chair-review/

And while this is not going to come into my life this year, I hope that with my next promotion I can have this chair.

The second thing to do is a bit more complicated and that's determining how I can influence better office furniture within my organization. I think the first step might be a conversation with my direct manager during our next monthly review to see her thoughts on this information; and I will need to do a bit more research in the mean time.

Update:

Links to supporting documentation on better office furniture - 

http://www.public-health.uiowa.edu/hwce/office-ergonomics/supporting-literature-for-office-ergonomics/ 

http://www.gsa.gov/graphics/pbs/Innovative_Workplaces-508_R2OD26_0Z5RDZ-i34K-pR.pdf 

Happiness is not a finish line

6 months ago while my youngest brother was living in Antarctica I watched a TED talk from a man who went on an epic ice journey. His whole talk was fascinating and engaging but one line that he said has stuck in my head and caused me to reflect on it fairly consistently for the past 6 months. He said:

Happiness is not a finish line

In a society that is goal drive. Where we are taught that our value is based on our achievements this is against the grain but resounds as truth. How do we value and express the journey, which might be more important than the destination. How to express and share the content of our journey. I had dinner with some good friends the other day and they asked me if I felt like I was an adult. Without hesitation I said no. They both expressed their desire to feel like adults and the moments in the past 5 years that they feel were critical for them to achieve this feeling of adulthood. They both than shared that while they feel like adults they continue to look at those who are older than they are and have feelings similar to when they were a child watching adults and wishing they would hurry up and grow up.

As we progressed through dinner I  begun to wonder how we as individuals and society as a whole can achieve this perfect balance where we strive to improve, have goals and work towards achievements whilst ensuring that we find value, satisfaction and happiness whit where we are.

Somewhere in my teenage years I begun working in non profits and have continued down that path, while striving to learn new things and progress professionally I also came up with a mission of my own, that I would positively impact the lives of 100,000 people is a way that was traceable and tangible based on my actions. As I near the completion of this goal I am unsure what the next move should be. The past 15 years have been a journey that is uniquely mine but as I cross this self created finish line I am starting to look for the next accomplishment and I wonder if I should instead be looking for the journey most suited to personal happiness and ultimately where that perfect balance can be achieved.












The TED talk that got my mind spinning

https://www.facebook.com/TED/photos/a.10152228735380652.917907.29092950651/10153907682320652/

The Why of Work: Communication

Off and on since September I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich.

After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I took a few weeks to think about the "Seven Questions that Drive Abundance". In this examination I am reviewing what the Ulrich's write on communication.

Four intreated points really stood out to me and feel so very applicable to the non profit sector:

A common finding from employee attitude surveys is that communication rates low: Employees often feel out of the loop about ideas leader think are well understood.  Leaders often find that they are continually thinking about ideas and within the non profit sector are developing these ideas with their boards and counterparts from other sectors that by the time the idea is launched the leader is so immersed in the concept and those who are part of the leadership team have heard it since inception there is frequently a lack of communication to those lower down in the organization.

A positive work environment is fostered by communication that is redundant, two way and affectively charged. The non profit sector attracts individuals who passionately care about the area of work. taking this passion and channeling it into positive communication among the team can be that extra lift an organization needs to bring its mission to the next level. Weekly staff meetings do not have to be a chore, they can become a platform for quality communication.

When a complex or new ideas are involved, it probably takes 10 units of communication for every unit of understanding. What? WOW! No wonder I spend so much time scratching my head thinking I told you this already. How do I build this level of redundancy into what I do? I have continually found myself in the position where I am leading change, developing and implementing new projects and pioneering new ideas. Thinking about some of those things that I am currently working on, perhaps I need to purposefully set for 10 individual units of communication with each person on the team. Its very much worth the experiment and if its successful I could save myself so much head scratching and time that I feel that is unsuccessful reiteration of a point I have already made.

Sony regularly encourages employees to offer suggestions for improvement and seeks to implement over 90% of the ideas. Incredible, going back to my prior point that the non profit sector attracts individuals who are passionate, imagine what it would look like if their suggestions for improvement were seriously sought after and implemented. Might the rate of failed non profits dramatically decline? Could the effectiveness of those that are marginal allow them to become something great. How can I as a mid level manager help my organization move this direction? Do I make a point to really hear the suggestions of others? Could their ideas cause me to achieve success that I am not even looking for?

The Why of Work: Attitude Toward Accountability

Accountability is such a critical piece of any organizations success. Often team loose sight of it and it has drastic consequences.






Dave and Wendy have a short section spanning a few pages that bring us some astute points that I wanted to capture and share.

All leaders and organizations should set clear goals and make practical plans. I have seen so often in my time in the non profit sector vague goals that have no measurement are dependent on outside factions that the organization has no control over. Equally as often I have seen goals that are impractical and are setting the organization and the employee up for failure.






Have clear, reasonable expectations and hold others accountable for results. People will come to trust that they can succeed.



When leaders shirk candid conversations about accountability, no system will work. Three simple phrases that a leader can use with talking about accountability that are game changers toward success
- Help me understand.
- The data is demonstrating
- ...so that we can solve the problem?












I worked at an organization that was very goal focused, every day at our team meetings we would set goals for ourselves. These goals were based on larger quarterly goals and were steps to keep us on track to meet these larger goals. During the day if one of us was not living up to our goal the team would discuss with that individual what the barriers to success were and work with them to identify how they were going to overcome that barrier to accomplish the daily goal they had set for themselves. Failing to meet ones daily goal was not seen as failure, the next day one would simply revise the goal incorporating the learning's from the previous days failings.

Reflections on a fatality due to an apartment fire

Its no on us, it cant be, that's an unrealistic expectation

but

I still feel frustrated, upset, event anger

Less than a mile. the what if game

if only....

clearly imperative, hardened, jaded, not my job

it is

a catalyst for passion. The tools for change. That one moment, one story, one life can cause an internal revolution and just might change the narrative.

Our hearts and hands

all in.

The Why of Work: The Satisfaction of a Genuine Contribution

As my post at the end of September alluded I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich. The Ulriches and the book have a web site: http://thewhyofwork.com/ . After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I took a few weeks to think about the "Seven Questions that Drive Abundance". In this examination I am reviewing what they Ulrich's write on employee contributions.

"As a leader, you create a more abundant organization when you help employees clarify their personal identity and enhance their signature strengths and then help them see how those strengths fit with the goals and values of the organization."

The Ulrich's suggest a 5 step process to achieve this:
1. Help employees define and grow their personal strengths. - There is a web site authentichappiness.org that offers a survey "VIA Survey of Character Strengths". A baseline tool to support your employees identifying their strengths. 
2. Define and build organizational capabilities required for success.
3. Meld personal strengths and organizational capabilities.
4. Determine customer and investor expectations.
5. Connect both personal and organizational identities with the needs of customers and investors.


In the non profit world this seems like an overwhelming task and I initially wonder is it even worth is considering the high turn over rate our sector is faced with. I wonder about myself and can think of times that i have been given a task that built the organizational capacity that also utilized and strengthened by personal strengths. These projects as stand along projects were a value added investment to the organization regardless of the length of time I stayed in my position. In honest reflection these projects expanded my time with the organization as an employee.

When I was working in a youth mentoring program our volunteers would fill out an interest survey that we used to match them with a youth who shared similar interests. I am confidant that a similar system could be used for both staff and volunteers to identify who is best suited to tasks needed to meet customer (Client) and investor (donor) expectations. 

The Why of Work

The Why of Work by David and Wendy Ulrich.

That question - the Why of Work, is one often easily answered in the non profit sector. Its a calling, a mission, a passion, a heart factor.

As I reflect on the sector and my experience in it all of these hold some truths, but when daily operations, and apathetic employees create poor performance across large portions of the non profit sector the why of work is the ideal question to be exploring.

The Ulrich's did not write the book for the non profit professional, it is aimed at those in upper mid management in a for profit environment, reading and reflecting on it has caused me great insight into ways that the sector struggles and ways that I can move my sphere of influence forward.

The first point that really captured me into the research of this book:
A Saratoga institute study found that 72 percent of employees who quit, leave because they feel they are not being recognized for their contributions or sufficiently respected and coached by their leaders.

- Wow, that is something that is very much in a leaders control. This has direct application to volunteer management and fostering and retaining great non profit employees.

In several of the organizations I have worked in those who had been in functionally the same role within the organization 5 or more years were often apathetic and complacent. In four different organizations I watch, highly talented, mission driven employees leave well before the 5 year mark. These individuals during personal conversations expressed feelings of overworked, taken advantage of, frustration at the lack of recognition and respect they deserved.

My take away from this is that I as a manager need to step up my recognition and coaching. Last year I hand wrote a card to each member of my team and distributed them at the holiday party, thanking them for their service. This year I have already set aside 1.5 hours each week to bring that recognition to the next level, I have set aside a portion of my budget to purchase small appreciation gifts to give with these notes and I plan to include an idea for a new years resolution focused on their development within our organization.

Combine calling with coaching and the potential to retain great members of your non profit workforce will improve.

Volunteer Burn Out

If a fire is left alone and not fed with any new fuel, it will eventually burn itself out. If the fire of your enthusiasm is not being refueled by the satisfaction of your volunteer work, your enthusiasm - just like a fire - will die

The signs we hate to see and the words we hope to never hear are those typed as volunteer burn out.
The best volunteers are usually the ones most prone to burnout. That's because they're so dedicated, they often fail to take mental health breaks or ask for help. And because they're so dedicated, organizations often pile more and more responsibility on them. This is not activity specific, I have seen it happen across every sector I have worked with. I read an interesting study done by an organization that had a suicide help line. While I think most people can easily identify why volunteers on this help line would be prone to burn out, if found that their top 3 reasons for leaving were strikingly similar to those that I see across the volunteer sector.

1. Other demands in the volunteers life took on greater importance.
2. The volunteer did not feel part of a team.
3. Responsibilities and expectations were not clear.

We as volunteer organizations have little control over the number 1 reason, however both 2 and 3 are within our realm of impact.

If you sense a high rate of burn out in your organization start with building a team. Forbes outlines 6 team-building success strategies that not coincidentally address point 3: 

1.       Be Aware of How You Work

As the leader of the team, you must be extremely aware of your leadership style and techniques.   

2.       Get to Know the Rest of the Team

You must make the time to get to know your team and encourage camaraderie.   

3.       Clearly Define Roles & Responsibilities

When you successfully complete step 2, you can then more effectively and clearly define the roles and responsibilities of those on your team.  

4.       Be Proactive with Feedback

 Feedback should be proactive and constant.   Many leaders are prone to wait until a problem occurs before they give feedback.

5.       Acknowledge and Reward

  Take the time to give your teammates the proper accolades they have earned and deserve.   

6.       Always Celebrate Success

 This goes beyond acknowledgment – this is about taking a step-back and reflecting on what you have accomplished and what you have learned throughout the journey.

Non Profit Best Practice: Develop ways to actively engage government and corporate entities

Non Profit Best Practice: Develop ways to actively engage government and corporate entities.

Who to engage
If this a new concept for your organization so many possibilities exist, if this is something your organization is already doing and looking to expand a more serious examination might be needed to identify who these entities are.

For those who are just starting this process: Ask yourself , your board and your leadership the following series of questions. *Please note I use the word clients as much of my experience has been organizations service people. If your serving another mission say an environmental cause replace clients with impact area.

• What entities do we impact? (Example: Schools, or after-school programs)
• What entities impact our services? (Example: City Council)
• What entities impact our clients? (Example: Schools, or after-school programs)
• What entities do our clients impact? (Example: Schools, or after-school programs)
• What entities directly affect or staff and supporters? (Example: City Council)

The list you come up with is where you should start to make efforts to engage.

For those of you who are looking to expand: Now is a good time to reach out to your staff and clients to solicit ideas.

• What companies or agencies do they engage with other than yours? (Example: Faith based groups)
• What in your community do they see opportunities for engagement? (Example: Garden Club)
• What opportunities exist for your organization to be seen as a leader in your field? (Example: Present at a conference)

How to do this

Now you have made a list of corporate and government entities, what next?

1. Research - Spend time to learn about those on your list, who are the key contact people, how they work and if they have any past experience working with non profits.
2. Reach out indirectly - Invite the entity to one of your events. Most likely they wont come but it will start the process of them knowing your organization exist and gives them an insight into some the work you do.
3. Reach out directly - Call or stop in, whatever is appropriate in the community you work in. See if you can introduce yourself to a decision maker and at the very least have an opportunity to pick the receptionist brain about the way they work. - Your goal at this phase is just to become familiar, learn more about them as individuals and the work they do.
4. Continue contact - in the following 3 months keep communicating, follow up with card after the initial meeting thanking them for taking the time to meet with you, invite them to another event, share something that you think they would be interested in knowing (local news or subject related article), connect via linked in or other social network.
5. Evaluate - At this point make the decision is this a company or agency that we would benefit from a more formal working relationship.

1. Yes - Set a time to make the request
2. No - Keep inviting them to events but move your energy onto the next potential, you have gained a connection that is worth keeping.

Why it matters

Non profits cant operate in isolation. Active engagement of government and corporate entities can open up a variety of benefits to your organization. The most obvious opportunities are for potential donations or volunteers. Many other opportunities exist that these relationships could provide your no profit with including: insight, local/ relevant news, referrals and advocacy.

Practitioner examples.

In one agency I worked for I made contact with a local pastoral association. It turned out that one of the pastors was childhood friends with the city manager. Due to this connection when our agency needed support from the city manager I was able to reach out to this pastor and use him to open the relationship for my organization to be supported by the city manager.

In a different agency I work for we begun developing a relationship with a large company who was expanding and moving employees and their families into the area. As this relationship was developing we noticed that several of their employees were using our services, we were able to share this information with the company allowing them to refine their relocation process to better support their employees families.

In both of the above examples the relationships continued to grow and the agencies I worked for saw expanded benefits of donations, volunteers and community advocates.

Trying to be ONE - The Republic of the Philippines and the American Red Cross

When attending graduate school in the Philippines I had the opportunity to take several course on Philippines government and administration. One of the fundamental learning that I took ways from these course is that the Philippines as a government is trying to create the concept of unity, cohesion and oneness thought the nation. They are working towards this by moving functions and administrations to be the same in every district so that you can be anywhere and it will be operating under the same system as anywhere else with only minor local differences(such as the office location, key community members ect).

In concept is sounds like a great way to move the nation forward. In reality it is encountering many difficulties. Devising and implementing systems and procedures that are identical in the mega city of Manila and in the remote islands of Hundred Islands. Manila is a fast paced technologically advanced multi-media political, cultural and population center of the Philippines. Hundred Islands on the other hand is is a grouping of 100 plus islands that used to be a coral bed of which only 3 have been developed for visitors. On every level the Philippines is facing challenges. Should the Philippine government have computer systems to track tax collection, city plans, HR and so forth? Global best practices say YES. So the Philippines did just that, the created a comprehensive system with forms, procedures and software to put the ONE nation of the Philippines onto one system and dispersed these requirements and tools to local government offices and officials. This was a fantastic, a solid step to take a developing nation towards a new chapter in their history. Unfortunately some jurisdictions do not have reliable power supplies, let along functional computer and internet systems. This micro example to highlight the magnificent challenge faced by nations who were not historically one group but several moving into the 21st century united and working to become ONE.

On a national level I have seen the identical struggle in India, but the idea of being ONE is not exclusive to nations it is being experience and explored in other sectors. Working for the American Red Cross I am a participant in their move towards ONE. To the average person the American Red Cross has always been one organization  but to those more intimately involved they will tell you how each chapter was one in itself, they set their priorities, standards and service areas. In order to deliver consistent quality service in a financially sound way the Red Cross has been undergoing some very challenging organizational shifts,  creating a consistency across the entire United States. Of course minor local differences will remain (facility, staff, volunteers). Not surprisingly they are encountering some of the same challenges faced by diverse nation states undergoing this approach. The operation capacity in urban America (NYC, LA, Dallas) is vastly different from rural America (think McCook Nebraska). The core principles driving both nation states and large national organizations is to enhance capacity and performance. The challenges faced are reflective of the extreme diversity in the areas they cover. The opportunity for lessons learned is huge, the success and challenges faced by those in the process of unifying and standardizing can be shared across sectors. I hope following this unification best practices will be developed and shared to enhance the process and experience as other nations and organizations endeavor towards greater unification and standardization
.

10 years and counting in the non profit sector

This is what I hope to be the start of a series of posts reflective of the time as a practitioner on the ground level with non profit organizations.

Team Building Day

To give myself come credentials I begun working with faith based communities in 1994 and have since been involved in a meaningful way with over 20 community/ civic minded agencies and have had tangible impacted over 20,000 peoples lives. How do I define meaningful? I am looking for those experiences I have had where I have been involved either in a substantive (40+/hr/week) for at least 2 months or have had consistent(2+/hr/ week) involvement spread over one or more years.

My first paid position was with a community theater in 2002 and the need to generate community change has not gone away.  In this post as I work to credential myself and begin to think of how to arrange my thoughts I have generated the following list of my organizational involvement, the approximate time and my general thoughts on how many lives I have impacted (really much like my resume without bullet points of accomplishments).

1994 - 2001 St Augustine Catholic Church, 300 people impacted - Sunday School and Vacation Bible School instructions

1997 - 2002 Kids Can Free The Children, 2000 people impacted - Local chapter founder

2002 - YMCA Camp St.Croix, 1000 people impacted - Summer program staff

2002- 2003 - AmeriCorps State, 300 people impacted - Education and community programming

• Pillsbury Community Center
• El Colegio Charter School 
• Heart of the Beast Theater

2003-2006 - Seton Hall University, 35 people impacted - English as a Second Language Instruction

2005 - YMCA Camp Du.Nord, 1,000 people impacted - Summer program staff

2005-2006 - Peace Games NYC, 1,000 people impacted - Internship Program Development

2007 - AmeriCorps NCCC , 3,550 people impacted

• St. Barnard's Project
• Habitat for Humanity
• Presbyterian Disaster Relief
• NY Cares
• US Fire Service

2008-2009 - Eckerd Youth Alternatives, 35 people impacted - Senior Councilor

2010 - Learning Ideas for Tibet, 150 people impacted - Educator, Newsletter Liaison, Program Development.

2011 - Atma, 5,000 people impacted - International Volunteer Lead

2011 - YMCA Camp Menogyn, 200 people impacted - Summer program staff

2011-2013 - Best Friends Mentoring Program (NDSU), 300 people impacted - Program Manager

2013- Current - American Red Cross, 1,000 people impacted - Disaster Program Manager

Service Unites: Conference on Volunteering and Service

Atlanta Georgia. June 16-18 2014

Convened by: Points of Light

Title Sponsor: UPS

4560 – Faith-Based and Diverse Community Disaster Preparedness Summit Planning

The first 72 Hours – this is the title for a shelter in place disaster kit initiative

http://www.first72hours.org/resources/?tag=red-cross

In post disaster we work with our communities to return to the new normal

Praise and Preparedness– praise.ga.gov

-          Facility safety checklist for our faith based partners. If something happened when people are in the building do they know what to do and dose the facility have 72hours supplies?

-          Jancay.stragell@gema.ga.gov

-          Be very specific in what you want from your faith based community

-          7^th day latter day saints missionaries to spread preparedness messages

-          Disasters do not discriminate and neither do we

Faith preparedness summits county by county

-          Meeting planning at various locations and send out etiquette messages pre meting

Atlanta chapter has fake disaster scripts that they use during building tours— Carisa.hettich@redcross.org

                                     

4946 – Thought Leadership: How Do You Embed Civic and Community Values in a Company?

Mass Mutual is building up a volunteer program

Morgan Stanley Foundation – Suzanne Brown

The Civic 50 as a conversation as partnering with businesses

Global Citizenship – Fed Ex Julia Chioskie Community Affairs

Think of CSR as a portfolio and have it filled with diverse investments

State Street Corporation Boston – Regina McNalley: Requires non profit board service to be promoted to executive level.

Opening Session

Lessons from history makers to change makers – Congressman John Lewis, Ambassador Andrew Young, Dr Bernice King and Reverend CT. Vivian discussed their experiences as frontrunners to change and how that change is one they have continued to work towards their entire life.

David Abney CEO Elect from UPS announced the pledge of 20million service hours by 2020 - http://www.ups.com/pressroom/us/press_releases/press_release/Press+Releases/Homepage+Press+Releases/ci.UPS+Pledges+20+Million+Hours+of+Volunteer+Service+by+End+of+2020.syndication

Social Change 2.0 – Chelsea Clinton, Mayor Dayne Walling, Kweku Mandela and Bethaney Wright discussed how to engage the upcoming generation to be the leaders of social change.

4875 – Pathway to Excellence: Proving Your Professional Competence Breakfast

5 competencies for volunteer administrators

-          Ethics

-          Organizational Management

-          Human Resource Management

-          Accountability

-          Leadership and Advocacy.

CVACERT.ORG

“from the top down”

Write about volunteer management

Performance reviews based on the competencies

Professional certification

Direction power – know where you want to go

Write about practical experience as a way to become a leader in the field, also a door to working in higher education

4623 – Mobilizing Low – Income Volunteers through Economic Opportunity

United Way as host agency for AmeriCorps Programs

Volunteerism embedded into the community

CNCS volunteering is connected to Employment

Incentives motivate 18% of volunteers

Volunteer opportunities based within low income housing

·         $25 rent credit with a minimum of 4 hours of volunteering per month

·         Set expectations of professional conduct as a volunteer

Move from begging to choosing

The movement from all hands to skilled hands

5031 – Mini Session: Volunteer Engagement Practices

Speakers: Karen Bantuverus, Katelin Kennedy, Art Ordoqui, Kendall Stiles

Hands on activity idea: Building neighborhood preparedness and social packets to give out in their neighborhoods.

Hospitality + service by Hilton http://news.hiltonworldwide.com/index.cfm/misc/hospitality

-          Great for shelter workers

-          Front desk volunteers

-          Leadership level volunteers

-          Hilton employees will be trained to present this by next year

Volunteer Spot – http:vols.pt/ncvs

UPS 20million volunteer hours by 2020 – can we make this a local connection?

Kendall Stiles – Sharing moments of recognition everyday (requested slides)

@realizedworth

Recognition on social network for volunteers

Twibbon – with social volunteers

Live stream presentations its free for non-profits

Wufoo – form builder

Nominate daily points of light winners

Thanks a latte – 5 service project and a local vendor donates a free latte

4821 – Professional Development: Women in Leadership Fireside Chat

If you don’t get lost every once in a while you must be on someone else’s path

Richard Branson – risk taker

Virgin Unite – let people be their whole self at work

Jane Tuwson – Comic Relief

Kathy Calvin – UN Foundation

Mary Robinson – Ireland

Incorporate language of those your speaking with be it business or government

Follow your purpose and stay consistent to it

Reba Dominski – Target

Anne Cunningham – Starbucks

Lori Billingsley – Coke

15 year vision

Get a mentor

-          Tell your story

-          Know what you offer

-          Know what you need

-          When asking have the plan and the time frame

Identify you gaps and look for options to build your skill set

Confidence is more important than competence

Look @ your track record

@askcunningham

Work someplace where your treasured

Save your treasure so when you want to retire you can

Be you – that’s where doors open and you are fulfilled

Assume positive intent

Seek to understand and educate

Daily affirmations

4970 – Captain Planet – An Environment for Effective Partnerships: Tales of Collaboration Told through Atlanta’s River and Green spaces (#NCVS4970)

Three different environmental groups presented with a representative from one of their primary corporate partners

Coke cola and Chattahoochee River keeper  - www.chattahoochee.org  

Earth share Georgia - http://earthsharega.org/

Kaiser Permanente and Captain Planet Foundation www.captainplanetfoundation.org

Corporate Volunteer Council of the year awards http://cvcofatlanta.org/

Captain planet – school environmental curriculum

Partnerships as an opportunity to network and learn

Communicate back with partners about how the work they are doing supports us

Partner volunteer leads to employee fulfillment

Dow jones sustainability index

5032 – Mini Session: Ways to engage targeted populations

Speakers: Kimberly Gube and Zeeda Magnuson

Summit – bring corporate partners & NGO’s leaders to explore tools that can enhance the work of the NGO – 6 hours, 6 sessions

Survey NGO’s for topics

Corporate partners offered consultation services

Get sponsorships for those presenting

$25 fee for non-profit to get list and prevent no shows

Zeeda Magnuson @ handson Twin Cities

Tables for org’s out front and to ask their contacts as attendees

Millennials are on track to be the most educated generation in history

Talk to your friends about us is a great way to mobilize millennials

One day events engage millennials – canvassing

4708 – Fostering a culture of service: strategies of U.S. and International Leaders (#NCVS4708)

Atlas Corps – Fellows http://www.atlascorps.org/

Meridian – Global service leaders http://www.meridian.org/gsl

Mexico volunteer culture is less defined; they have a very large informal sector. Needs greater policy support. Bachelor’s degrees require 120hrs of service

Nigeria has groups in each community called aid groups who have to pay to be in it and they care for the community. If you don’t belong to one of these groups you don’t get funereal rights when you die. Nationwide service is mandatory post university where you are placed in a different place in the country

Columbia is in the perfect position for service to develop. Service has traditional been seen as related to the catholic church but this is changing. Government is starting to adopt youth volunteering model

Pakistan has no general volunteer culture but lots of opportunities for those who want to do it. Only nation in the world with a chain of hospitals that treat cancer for free. http://www.indushospital.org.pk/

India has a culture of volunteering around religion. Service has become a major political capitol and has engaged youth. Volunteering has moved towards building capacity in the community. Recent legislation now requires all businesses to make a social responsibility contribution of 2% annually.

Spain – informal volunteering is common. NGO’s are seen as part of the system. Technology is key to service engagement.

Service as part of culture/ mandatory VS volunteering

Training programs needed as service culture develops.

Connecting potential with opportunities

Mobil footprint to generate change

Open streets map

Teach for Pakistan

Nigeria has para military who are paid pseudo volunteers to provide opportunities for you who in the past were causing issues.

Intuit is a big preparedness focused agency and are growing globally

CSR is a growing trend

Engage in smaller groups

Carl Trilphorn – peace corps

Ugly Indian – crowd sourced cleanup crews

Closing Plenary: Redefining our story

Beyond right and wrong a guide to changing the world around you

Skittles as the magic and power of diversity and us all in the package together

Income dose not determine outcome

National human tariffing hotline

Everyday Cambodia

State ratings on trafficking

Know the change.org

Reagan deep and mighty river that flows through our nation

When did you do your service?

2015 you serve fundraiser

Citibank 1million American corps commitment = service works

Disrupters.

General Resources Shared:

AllForGood.com

http://www.learnitlive.com/index.php

toolbank.org

Planning

Charity salaries

Is one charity automatically more respectable than another just because its leader is paid a lower salary? Not necessarily, says Charity Navigator, a website that evaluates and compares the financial health of charitable organizations.

"While there are certainly some charities that overpay their leaders," the site's FAQ page explains, "Charity Navigator's data shows that those organizations are the minority. Among the charities we've evaluated, the average CEO salary is $150,000. ... These leaders could inevitably make much more running similarly sized for-profit firms. Furthermore, when making your decision [about where to donate] it is important to consider that it takes a certain level of professionalism to effectively run a charity and charities must offer a competitive salary if they want to attract and retain that level of leadership."

http://urbanlegends.about.com/library/bl_charities_salaries.htm

Working at a non profit

A dear friend of mine is also working in the non profit sector. Last week she informed me that she follows my blog and sent me this in response to some of my recent posts about the challenges/ joys of the sector.

I hope you enjoy!

http://workingatanonprofit.tumblr.com/