A friend of mine recently got a new job after feeling unappreciated at her old job for quite some time. On her last day, the boss called an office meeting and made a sincere and touching speech about all the wonderful things she had contributed to the organization (many of which she thought had gone unnoticed); how her work and personality was always very much appreciated and how she would be sorely missed.
My friend was absolutely gob-smacked. "If I'd known my boss felt that way about me all along, I might never have left," she said.
Take-away: NEVER underestimate the value of showing appreciation. It can make or break your organization and costs absolutely nothing.
Katy Spicer
Director of Sales and Marketing
Center for Nonprofit Management
Wednesday, February 29, 2012
Friday, February 24, 2012
Be a Better Public Speaker
Are you committed to becoming a better presenter and ambassador for your organization? Join the Center for Nonprofit Mangement's Toastmasters Club!
It's fun and inexpensive way to hone your skills and boost your confidence. You'll also get to network with your nonprofit peers to boot. E-mail education@cnmdallas.org for details.
Katy Spicer
Director of Sales and Marketing
Center for Nonprofit Management
It's fun and inexpensive way to hone your skills and boost your confidence. You'll also get to network with your nonprofit peers to boot. E-mail education@cnmdallas.org for details.
Katy Spicer
Director of Sales and Marketing
Center for Nonprofit Management
Thursday, February 23, 2012
Employee Engagement - Buck the Nonprofit Trend
It happens to us all – Nonprofit managers get so focused on their clients that they lose sight of their employees. I recently sat down with Susan Frear, director of education, to get her take on the problem and advice on what we can do about it.
Katy: So Susan, how are you enjoying your new role at CNM?
Susan: I’m having a blast! I love working here and getting to interact with so many other nonprofit professionals. The CNM has pulled together an incredible team and I’m thrilled to be part of it. This is what first got me thinking about employment satisfaction trends in the nonprofit community and how not everyone’s as lucky as I am.
Katy: Ooh (leans in closer) - What employment satisfaction trends have you seen?
Susan: Well, the last four years have been really tough; both in the nonprofit sector and elsewhere. Employers have cut back on benefits, salaries, pay raises and professional development opportunities as a way to save on costs. Unfortunately, this has had the unintended side effect of dramatically lowering employee satisfaction compared to historical norms.
Recent studies have shown that when the economy improves, a significant portion of employees plan on leaving their current position. The impact on the nonprofit sector will be particularly noticeable because we are running tight ships and have a much smaller staff base than your average corporation.
Katy: Hmm, very interesting. What can nonprofits do to turn the tide?
Susan: There are many things nonprofits can do. First and foremost, never underestimate the power of saying “thank you”. It’s a no-cost approach of letting your employees know you value their contributions to the organization and the community.
I would advocate keeping staff informed about the rationale behind decision-making, especially with respect to lay-offs, pay and benefits. Most people understand where you’re coming from if you lay out the big picture. People feel respected when you give them the truth and don’t hide behind a veil of secrecy.
Katy: Great advice! In your opinion, what’s the most important thing an employer can do to hold on to their staff?
Susan: My number one tip would be to focus on employee professional development (of course, I would say that). Definitely check out what CNM is offering (http://my.cnmdallas.org/source/Meetings/cSeminarList.cfm); everything is designed specifically with nonprofits in mind and priced way below market rate. We always offer a deep discount for our members and some things are even completely free.
Another low cost option is local community colleges. They offer relatively cheap continuing education programs. Local chambers offer excellent programs throughout the year that are worth checking out. They also provide opportunities to build recognition for your organization at the same time.
If you have zero budget, you might look at ways to get your vendors to offer free education. For example, if you work with an attorney (or have one on your board), they may provide free workshops you can take advantage of. Software provider may offer free tutorials, etc. Think outside the box!
Of course, there are also lots of free online resources. One of my favorite free sources for webinars in the HR/talent management area is the Human Capital Institute (http://www.hci.org/). They offer hundreds of webinars every year to anyone who’s interested free of charge.
Another thing you can do is to look for ways to stretch people’s talents in areas that interest them. If you genuinely can’t afford formal training for your employees, then give them the chance to learn new things on the job with your support. Give meaningful opportunities for growth and you’ll be repaid ten-fold.
Katy: I totally agree. What have you found to be the best cheap or free way to incentivize employees?
Susan: Employee engagement really boils down to the relationship a person has with their manager. If you have money to devote to employee engagement then that’s great, but really, strengthening these relationships is the best (and possibly cheapest) thing you can do.
If you’re a manager then consider taking your staff out to lunch. Stop by their offices to say hi and see what they’re working on once in a while (in a non-micro-managing way). Ask about their families and look for ways to show appreciation for their work rather than looking for ways to criticize. Always be mindful of the individual and their preferred method of interaction.
If you are a manager, chances are you’re also feeling pretty stressed out yourself. Look for ways to recharge your own batteries, whether through hobbies, professional development, or more social time. The more you’re satisfied with your job, the more you’re able to pass that down to your direct reports.
Finally, find ways to celebrate and have fun! Engage the families of your employees. Ice cream socials and pot lucks are cheap and easy ways to get people together; try hosting a Bring-Your-Kid/Pet-To-Work day, an annual family picnic, or some other inexpensive social event. You get the idea…
Katy: Thanks, Susan! These are great tips. Finally, any good books you would recommend on the topic?
Susan: Absolutely; these are my top three recommendations for people to check out:
Katy: So Susan, how are you enjoying your new role at CNM?
Susan: I’m having a blast! I love working here and getting to interact with so many other nonprofit professionals. The CNM has pulled together an incredible team and I’m thrilled to be part of it. This is what first got me thinking about employment satisfaction trends in the nonprofit community and how not everyone’s as lucky as I am.
Katy: Ooh (leans in closer) - What employment satisfaction trends have you seen?
Susan: Well, the last four years have been really tough; both in the nonprofit sector and elsewhere. Employers have cut back on benefits, salaries, pay raises and professional development opportunities as a way to save on costs. Unfortunately, this has had the unintended side effect of dramatically lowering employee satisfaction compared to historical norms.
Recent studies have shown that when the economy improves, a significant portion of employees plan on leaving their current position. The impact on the nonprofit sector will be particularly noticeable because we are running tight ships and have a much smaller staff base than your average corporation.
Katy: Hmm, very interesting. What can nonprofits do to turn the tide?
Susan: There are many things nonprofits can do. First and foremost, never underestimate the power of saying “thank you”. It’s a no-cost approach of letting your employees know you value their contributions to the organization and the community.
I would advocate keeping staff informed about the rationale behind decision-making, especially with respect to lay-offs, pay and benefits. Most people understand where you’re coming from if you lay out the big picture. People feel respected when you give them the truth and don’t hide behind a veil of secrecy.
Katy: Great advice! In your opinion, what’s the most important thing an employer can do to hold on to their staff?
Susan: My number one tip would be to focus on employee professional development (of course, I would say that). Definitely check out what CNM is offering (http://my.cnmdallas.org/source/Meetings/cSeminarList.cfm); everything is designed specifically with nonprofits in mind and priced way below market rate. We always offer a deep discount for our members and some things are even completely free.
Another low cost option is local community colleges. They offer relatively cheap continuing education programs. Local chambers offer excellent programs throughout the year that are worth checking out. They also provide opportunities to build recognition for your organization at the same time.
If you have zero budget, you might look at ways to get your vendors to offer free education. For example, if you work with an attorney (or have one on your board), they may provide free workshops you can take advantage of. Software provider may offer free tutorials, etc. Think outside the box!
Of course, there are also lots of free online resources. One of my favorite free sources for webinars in the HR/talent management area is the Human Capital Institute (http://www.hci.org/). They offer hundreds of webinars every year to anyone who’s interested free of charge.
Another thing you can do is to look for ways to stretch people’s talents in areas that interest them. If you genuinely can’t afford formal training for your employees, then give them the chance to learn new things on the job with your support. Give meaningful opportunities for growth and you’ll be repaid ten-fold.
Katy: I totally agree. What have you found to be the best cheap or free way to incentivize employees?
Susan: Employee engagement really boils down to the relationship a person has with their manager. If you have money to devote to employee engagement then that’s great, but really, strengthening these relationships is the best (and possibly cheapest) thing you can do.
If you’re a manager then consider taking your staff out to lunch. Stop by their offices to say hi and see what they’re working on once in a while (in a non-micro-managing way). Ask about their families and look for ways to show appreciation for their work rather than looking for ways to criticize. Always be mindful of the individual and their preferred method of interaction.
If you are a manager, chances are you’re also feeling pretty stressed out yourself. Look for ways to recharge your own batteries, whether through hobbies, professional development, or more social time. The more you’re satisfied with your job, the more you’re able to pass that down to your direct reports.
Finally, find ways to celebrate and have fun! Engage the families of your employees. Ice cream socials and pot lucks are cheap and easy ways to get people together; try hosting a Bring-Your-Kid/Pet-To-Work day, an annual family picnic, or some other inexpensive social event. You get the idea…
Katy: Thanks, Susan! These are great tips. Finally, any good books you would recommend on the topic?
Susan: Absolutely; these are my top three recommendations for people to check out:
Carrots and Sticks Don't Work by Paul Marciano. This book provides some excellent commonsense approaches for managers to build a culture of engagement through respect and is a book all managers should have in their arsenal.
Drive: The Surprising Truth About What Motivates Us by Daniel Pink. This is another great book on motivation and if you want a teaser for the content in the book you should check out his TEDtalks presentation (http://www.youtube.com/watch?v=rrkrvAUbU9Y).
Finally, there is some excellent work being done in the area of happiness at work by Jessica Pryce-Jones (a fellow Brit, Katy). Her book, Happiness at Work: Maximizing Your Psychological Capital for Success, is more focused on happiness from an individual's perspective. But, she provides a strong scientific and practical argument that happiness is directly linked to our ability to perform.
Katy Spicer Susan Frear
Director of Sales and Marketing Director of Education
Drive: The Surprising Truth About What Motivates Us by Daniel Pink. This is another great book on motivation and if you want a teaser for the content in the book you should check out his TEDtalks presentation (http://www.youtube.com/watch?v=rrkrvAUbU9Y).
Finally, there is some excellent work being done in the area of happiness at work by Jessica Pryce-Jones (a fellow Brit, Katy). Her book, Happiness at Work: Maximizing Your Psychological Capital for Success, is more focused on happiness from an individual's perspective. But, she provides a strong scientific and practical argument that happiness is directly linked to our ability to perform.
Katy Spicer Susan Frear
Director of Sales and Marketing Director of Education
Tuesday, February 21, 2012
Twitter Tips
 |
| Katy Spicer, CNM's Director of Sales and Marketing |
1. Lead the way as an expert in your field. Does your organization work with victims of domestic violence? Then share the basics: early warning signs of an abusive partner, how to help a friend leave an abusive relationship, etc.
In addition to these core pieces, also share interesting articles on topics that indirectly speak to your mission. For example, a study that shows a link between animal abuse and people abuse. Keep your followers interested but stay on message.
2. Follow people and organizations with similar interests and missions. They will have the best and most relevant information for both consumption and retweeting purposes. Which brings me to my next point…
3. Retweet a LOT. You reap what you sow and if you start retweeting some of the big players you follow then hopefully they will do the same for you. Also, be generous on Follow Friday (#ff). If you especially enjoy someone’s tweets then encourage others to follow them too.
4. Send a direct message to say thanks when someone retweets or mentions you. But make it meaningful, don’t be generic.
5. Weigh in on conversations that pertain to your mission. Be the expert voice and don’t forget to use the hash tag.
6. But also be the one to throw out questions for your community to chew over. Start the dialogue and keep it going!
Katy Spicer
Director of Sales and Marketing
Center for Nonprofit Management
Friday, February 10, 2012
A Conversation About Fundraising
I recently sat down with Luis Gonzalez, our new VP of Development at the Center, for a chat about fundraising. Here’s how our conversation went:
Katy: So Luis, (sips coffee) tell me your secrets for bringing in the big bucks.
Luis: Well, as the adage goes, “People give to people.” Another observation of mine is that peers give to peers. For the right cause, you can count on me for $10. Now…if you want $100K gift for the Center, I can help you find a generous person who loves the Center, knows that we’re mission-driven and has given a sizable gift the agency. My job, then, is to assist that philanthropist in finding the perfect community of peers who will support the Center with a six-figure gift.
Also, (getting excited) on some level, we all have what we need or are at least six-degrees of separation from what we need. I’m of the “Dorothy from Kansas” school of fundraising – click your heels three times and say there’s no place like home. Then ask your lunch buddy for help, then your neighbor and your colleagues from work.
When I administered an organizational development program and new nonprofits would come for a session, some would tell me how they were planning on applying to one of our Dallas foundations. I would say, “Have you asked your mother for money?” I’d get this befuddled look and a response asking me why they should ask their mother. I would challenge them by saying that if your mother hasn’t giving you money for this effort why should a foundation or anyone else for that matter give you money.
Katy: Great advice…
Luis: (Interrupts) …AND, if you want money, ask for advice. If you want advice, ask for money. People love to give their opinion and feel needed. As fundraisers, our job is to listen and try to take people’s suggestions to heart and communicate them gently and respectfully to our agencies. This is always the hardest part for me. Once a prospective donor sees that you value his or her input and most importantly, that your agency is responsive to that advice, then trust begins to be build between all parties.
Now, as fundraisers, we have to be vigilant that the proverbial “tail wagging the dog” does not occur, in other words doing something in an agency only because money is being used as a carrot. Often, the service delivery folk are already engaged in similar type of activities, and then it’s the fundraisers job to communicate either through reports or visits.
Katy: What about an elevator speech? What do you think makes a good one?
Luis: (Interrupts) …AND, if you want money, ask for advice. If you want advice, ask for money. People love to give their opinion and feel needed. As fundraisers, our job is to listen and try to take people’s suggestions to heart and communicate them gently and respectfully to our agencies. This is always the hardest part for me. Once a prospective donor sees that you value his or her input and most importantly, that your agency is responsive to that advice, then trust begins to be build between all parties.
Now, as fundraisers, we have to be vigilant that the proverbial “tail wagging the dog” does not occur, in other words doing something in an agency only because money is being used as a carrot. Often, the service delivery folk are already engaged in similar type of activities, and then it’s the fundraisers job to communicate either through reports or visits.
Katy: What about an elevator speech? What do you think makes a good one?
Luis: Oh, definitely less is more. If you can’t tell people about your mission in 2 sentences, then forget about it. Be concise or go home. And don’t forget theater darling! If after you say your 2 sentences they don’t go, “Ah,” and raise their eyebrows with some semblance of enthusiasm, you’ve wasted your breath. Only when they go, “Ah” do you follow with offering to send them information. Don’t give them your card unless there is a reason for them to move to action. Of course, if they offer you theirs, then it’s polite to reciprocate.
Katy: What do you see as the future of fundraising?
Luis: Hmm… (looks thoughtfully) The future of fundraising is… Well, it’s going to be very different. How exactly? I’m not really sure… Message us on Twitter (@CNMDallas) if you know the answer (chuckles).
Katy: Um, very helpful. Now tell me some things you do each day to raise money.
Luis: There are 2 things I do every single day – Number one, I prospect for new gifts, and number two, I am working on closing the deal on those in the works.
Katy: Interesting. Any thoughts on the solicitation and thank you process?
Katy: What do you see as the future of fundraising?
Luis: Hmm… (looks thoughtfully) The future of fundraising is… Well, it’s going to be very different. How exactly? I’m not really sure… Message us on Twitter (@CNMDallas) if you know the answer (chuckles).
Katy: Um, very helpful. Now tell me some things you do each day to raise money.
Luis: There are 2 things I do every single day – Number one, I prospect for new gifts, and number two, I am working on closing the deal on those in the works.
Katy: Interesting. Any thoughts on the solicitation and thank you process?
Luis: Absolutely! (Making wild gestures) Everything must be mission driven, even the solicitation process. Close the deal in a meaningful way that connects the donor with the mission. Do you serve children? Then invite the donor to have juice and cookies with the kids and let them interact. It’s all about letting the donor see the potential for their dollars to do good.
Most importantly, ALWAYS say thank you! I don’t care if someone gives $25. Thank them appropriately and sincerely. I love saying thank you. It’s a gift for me to work with such amazing human beings, people who give from their hearts, who respond to need and give personally significant gifts.
Most importantly, ALWAYS say thank you! I don’t care if someone gives $25. Thank them appropriately and sincerely. I love saying thank you. It’s a gift for me to work with such amazing human beings, people who give from their hearts, who respond to need and give personally significant gifts.
Katy: Wise words, indeed. Any final thoughts before we wrap up?
Luis: Respect people’s time. Don’t exhaust your volunteers and friends just because you can - Use them optimally and they will replay you with loyalty. People are more important than things, and that includes money. (Luckily my boss agrees with me!) Don’t just be about the money, be about service and people. If the mission is worthwhile and the agency has communicated that effectively and demonstrated integrity, efficacy and good stewardship, then the money will be there. Lastly, ALWAYS say thank you! Did I mention that already?
Katy: Yes you did. Thanks, Luis! Very insightful stuff.
Katy Spicer Luis Gonzalez
Director of Sales and Marketing Vice President of Development
Director of Sales and Marketing Vice President of Development
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