V is for V. J. Smith

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Some of our lives are meant to be a living example of spirituality. Some of us are meant to witness other people’s lives as a living spiritual example and learn from that. Either way, it takes an open heart and eyes to see how different people’s lives can impact ours.

I struggled finding a V author. I almost considered using an author who had a V in her name. Then I said a prayer at the beginning of the week asking God to guide me to who I was meant to write about and thus really learn from. For a couple of weeks I’ve had this book on my desk that I thought I was going to for a customer service training that I conducted last week. I didn’t use it and I didn’t put it away either. Yesterday I felt a nudge to pick it up and wouldn’t you know it, the author’s name is V.J. Smith. The book is called The Richest Man in Town published by Simple Truths.

As an affiliate for Simple Truths, I’ve seen this movie before and was touched by it. While I had bought the book, I hadn’t read it. I finished it this morning with tears streaming down my cheeks. Click here to watch the inspirational movie around it.Then I’ll share a few ways this story touched my heart.

It reminded me of the best-selling book Tuesdays with Morrie, with the life lessons learned from the student/mentor relationship. This time the student was the highly educated one Alumni Director at a college and the mentor, the Wal-mart cashier who lived in a trailer park.

Nobel Peace Prize winner Albert Schweitzer said that sometimes your life might be the only bible people read. Thus is the case with Marty in this story. It never mentions what and if Marty was religious. However, it is so obvious from reading this book that Marty’s life lived the religion of love. The second greatest commandment from the bible is to love our neighbors as ourselves. All other major religions preach a similar religion of love. Every day Marty went to work as a Wal-mart Cashier, he showed his love to each person he met, including kids, by making them feel important with a handshake and good cheer.

Lessons V.J. Smith learned from his time with Marty is that relationships matter most. You might only have 2 minutes to connect with someone, but that two minutes can leave a forever impression. He shares that “Few people can actually change the world. Marty showed me that you can change your world. Along the way, you have the opportunity to be a powerful influence on the lives of other people, no matter what your position in life.”

After seeing Marty in action and being wowed by his service, V.J. Smith did the thing that many of us often think of doing yet few rarely do. He wrote a letter to Marty’s management thanking him for his service. This letter binded the two of them in friendship, giving them further purpose to share in each other lives. V.J. learned more about Marty and started to speak about him during his speaking engagements. While Marty ended up receiving many accolades from his service, including being award Wal-Mart’s Hero award (1 in 100,000 sales associates would receive), one of the things he cherished most was the letter from V.J, reading it 70+ times!

So while Marty is the hero in V.J.’s story, we can’t forget V.J. is also a hero. His big heart and willingness to show appreciation by writing the letter and the book to share with us one of those heroes in action. The question all of us can consider is how can we be more of a Marty or V.J. today? For more inspiration on how, click here.

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For more resources, see our Library topic Spirituality in the Workplace.

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Janae Bower is an inspirational speaker, award-winning author and training consultant. She founded Finding IT, a company that specializes in personal and professional development getting to the heart of what matters most. She started Project GratOtude, a movement to increase gratitude in people’s lives.

Penn State Crisis Management – ESPN Interview with Jonathan Bernstein

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Jonathan Bernstein was interviewed this morning by host Bo Bounds on the “Out of Bounds” ESPN radio talk show out of football-crazy Jackson, Mississippi. A solid 15 minutes of commentary on what is shaping up to be not only the worst scandal in college sports history, but also a classic case of wrong-way crisis management.

Thanks to the “Out of Bounds” team for making Bernstein Re Penn State Scandal .mp3 file immediately available to us.

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For more resources, see the Free Management Library topic: Crisis Management
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[Jonathan Bernstein is president of Bernstein Crisis Management, Inc. , an international crisis management consultancy, and author of Manager’s Guide to Crisis Management and Keeping the Wolves at Bay – Media Training. Erik Bernstein is a writer, publicist and SEO associate for the firm, and also editor of its newsletter, Crisis Manager]

Hello my name is….How to Introduce a Speaker

A lady introducing herself to her partners

So it is your turn to introduce the speaker before your next meeting. Here are some pointers to make sure you create a warm welcome:

Prepare:

  • Ask the speaker for information well ahead of time. They may provide you with a bio or even a prepared introduction. Read it ahead of time and edit it for those points that will be of interest to your audience.
  • Write a short script. This is one of the very few presentations that you should script, and then stick to the script, rather than just “winging it.”
  • Plan to provide two or three short facts about the speaker and why they have been asked to speak.
  • Share your own experience with the speaker – perhaps you have heard them speak before, or you know firsthand of their expertise.
  • Build them up, but don’t oversell them. This makes it difficult for the speaker to live up to the introduction.
  • Rehearse – out loud. Be sure you rehearse your introduction out loud a few times, so that ultimately you will be able to say the introduction with ease.
  • Check to be sure you are saying the person’s name correctly, and that you have your facts right.

Deliver the introduction:

  • Smile. You may feel nervous, but put on a welcoming smile anyway.
  • Speak up. Slow down slightly, and speak slowly and clearly so everyone can catch your announcement.
  • Say the person’s name clearly. If you are not sure how to say it, be sure to ask and practice if you need to.
  • Be brief. If you spend too much time on the intro, you are eating up the speaker’s time, and possibly stealing their thunder.
  • Connect with eye contact. Connect first with one person, and then move your eye contact slowly from one person to the next.
  • Save the speaker’s name until last. The speaker’s name is usually recognized as the signal for him or her to rise and come forward. Don’t embarrass him or her by giving it before you are ready for him or her.
  • Remain facing the audience until you have finished saying the name, then quickly turn to the speaker in welcome and start the applause. Your enthusiasm will spread to others.

After the presentation:

  • Be prepared to thank the speaker after he or she has finished, and if appropriate, offer a few positive comments on the presentation.

Learn to make a gracious introduction—so your speakers feel welcome and can do their very best.

Directory of Social Enterprise Directories

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One sign that the social enterprise field is maturing is the emergence of guides and directories. And one sign that the field has a ways to go is a lack of consistency in how to define social enterprise (if they define it at all) or what information they present about each listing. But now there are enough directories in circulation to create a, well, directory of directories, all in one place. This is that place:

Continue reading “Directory of Social Enterprise Directories”

Staying Visible To Your CFC Donors … And To Everyone Else

Staying Visible To Your CFC Donors … And To Everyone Else

While the Internet has not changed “everything,” it has changed how we shop, how we get directions, and most relevant to the CFC … and all nonprofit fundraising, it has changed where we get our news and information.

And even though video is an increasingly important method of sharing information, the written word is how we acquire most of that data.

Free Press Release Distribution Sites

In that regard, there is one type of tool that can be invaluable for nonprofits in getting the word out about their mission: Internet based press release distribution sites. PRWeb and 24-7 Press Release are two of the better known of those sites … many of which have free options for non-profits.

One thing to keep in mind about the Internet is that it has a voracious appetite for content, and that should change how you get the word out. If you can tell your nonprofit’s stories to more people, you will generate more exposure and hopefully more positive attention as well.

You may not remember the old way of developing a press release distribution list, where NPOs compiled a contact list of the media outlets in their region; and, when they had something newsworthy to report, they would print and mail copies of their press release to that media list.

With that method, you might have gotten a story published if one of those outlets was interested in your topic and issue. That was “push” marketing — you pushed out your press release to whatever publications you thought/hoped might be interested.

Now we have press release distribution sites, where, instead of distributing your press release to outlets you think/hope might be interested … newspapers, magazines, other publications and websites looking for content come looking for your information.

They sort the volumes of information based on the keywords associated with each press release. This is the “pull” method of distribution versus the “push” method.

Telling your stories this way can afford you incredible leverage. For example, working with one client, we submitted one press release to 7 sites on April 8 … by April 11 it was on 426 sites; 2 days later on 876 sites; and, within 3 weeks it was on 12,000 sites. This particular press release had a good selection of keywords, including family friendly, volunteer appreciation and mission related terms.

Aside from the simple fact that no one has the time to actually contact thousands of media outlets, you cannot always predict which sites will actually be interested in your content.

For the nonprofit in my example, the big surprise was that a national news service was interested in visiting their site and doing a story about one of their activities – and this organization is a “local” nonprofit.

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The next post in the CFC series will discuss creating the CFC project team within your nonprofit, including leadership development opportunities for your staff and volunteers.

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The Office of CFC Operations will conduct an application training for national and international charities on November 18, 2011, 10AM — Noon, at the U.S. Office of Personnel Management (1900 E Street NW, Washington DC). The session is free and open to everyone as long as seats are available. Send an email with your name, organization and telephone number to cfc@opm.gov to reserve a seat.

The Office of CFC will also conduct a similar training via webcast on December 1 at 2PM (EST). To participate, send an email with your name, organization, and telephone number.

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During his 25-year career in the Federal sector, Bill Huddleston, The CFC Coach, served in many CFC roles. If you want to get involved in the Combined Federal Campaign, maximize your nonprofit’s CFC revenues, or just ask a few questions, this is the guy to contact … Bill Huddleston1@gmail.com

Case Study: Value Chain Improves Profitability

In a previous blog, I described “value chain” analysis, which is an analytical technique designed by Michael Porter to evaluate the sequence of business activities to improve profitability. Those five areas are: inbound logistics, operations, outbound logistics, marketing & sales, and service. That leads to a review of cost advantages and areas of differentiation for your firm. Continue reading “Case Study: Value Chain Improves Profitability”

Checking your Ego

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An important spiritual practice at work involves paying attention to when your personal agenda or ego gets in the way of making a relationship work smoothly. Way too many team conflicts and bad decisions happen due to egos and personal agendas. I like the corporate culture of Southwest Airlines that supports people taking their job seriously but not taking themselves too seriously. Pilots help handle baggage when they are in a pinch to leave on time.

It’s a fine walk to walk some times between asserting your expertise vs. butting heads. Careful discernment and awareness is often necessary to know when your ego or personal agenda gets in the way. Check in with yourself next time you find you are in a conflict with someone or you feel slighted in some way at work.

Early in my career I got an important insight regarding this issue. I have revisited it many times over the years. I kept getting frustrated at an intern I supervised because she did not listen to my advice or what I suggested she do. She was quite bright so I gave her a lot of running room. However, there were times when she wasn’t sure what to do and didn’t take my advice. I felt some obligation in my role to help mentor and guide her, but she would have none of it. I felt frustrated that I wasn’t fulfilling my role with the intern and also concerned about her work. I also took it as a personal insult that she wasn’t listening to me. That was my hook that kept getting pulled. She paid attention to my boss but ignored my input.

It wasn’t until the very end of her time with us that I realized how personally I was taking things. Rather than see it as her learning experience to get as much or little out of the internship as she could, I felt slighted and somewhat belittled by her. She triggered my button about not being taken seriously, and I reacted from that place. My insight was that you can’t teach people who aren’t open to learning. Once I got this insight, I backed off from trying to teach her anything. My boss noticed my change of behavior fairly quickly and asked about it. I told him that if the intern wasn’t open to learning from me it wasn’t worth my energy trying to make her learn. I could continue to be frustrated or just let her take from the internship what she wanted. It no longer was an ego thing for me, and therefore I didn’t continue the dance of one-ups-manship we had been doing. That was very freeing.

Now sometimes when I get really worked up over something, I remember that everyone is on their own journey. I try to re-focus on what is mine to do and do the best I can, leaving the rest to unfold as it will.

red OM symbol in leaves

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For more resources, see our Library topic Spirituality in the Workplace.

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Linda is an author, speaker, coach, and consultant. Go to her website www.lindajferguson.com to read more about her work, view video clips of her talks, and find out more about her book “Path for Greatness: Spirituality at Work” The paperback version is available on Amazon. The pdf version of Path for Greatness is available for download from her website. ALSO, Linda’s new book, “Staying Grounded in Shifting Sand” is now available on her website.

Accountability: Do Employees Do What They’re Suppose to Do?

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“When I gave them their marching orders and they were nodding their heads, I figured they knew what to do and were going to do it.”

I recently heard this from a health care manager who was not too happy when the project got behind schedule and the blame game took over. Managers can’t mandate accountability, they need to encourage it. Here are three tips to generate employee commitment.

1. First, get real buy in.
You may think that when you present the reasons for change and the plan is solid, the majority of people will buy in automatically. But that doesn’t match up to reality. People will be leery until you deal with their questions, anxieties and concerns. Read “I’m committed, why isn’t everyone else?”
2. Set a crystal clear direction.
It must be like a lighthouse, a bright and focused beacon that guides everyone’s work. If people don’t understand precisely where they are headed and how they specifically contribute to the overall results, then it’s only sheer luck that they will succeed.
3. Make sure everyone stays the course.
It’s usually in the middle of a change effort that work starts falling through the cracks, milestones aren’t met and stress is affecting everyone’s morale. This is when management is needed to keep the right hands and the left hands working well together. One organization I worked with had weekly cross departmental meetings for communication updates, coordination issues and problem solving.

Management Success Tip:

Realize you can’t mandate accountability, you must demonstrate it. Instead of pointing fingers when trouble arises, look to yourself first. Ask these four specific questions:

  • What is the real problem not just what surfaces?
  • What am I doing or not doing to contribute to the problem?
  • What will I do differently to help solve the problem?
  • How will I be accountable for results?

As one leader said, “It’s in my bones now. I work to demonstrate accountability everyday to myself, the leadership team and our organization’s talent.”

Do you want to develop your Management Smarts?

USAJobs Controversy

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Sparks fly over broken site

As the technical problems plaguing the new USAJobs website continue into a third week, Sen. John Kerry ( D-Mass.), called on Federal Chief Information Officer Steven VanRoekel to intervene and to consider putting the website operation out for competitive bid.

The federal job search Web portal, which is the third version of the site, was launched on Oct. 11 after the Office of Personnel Management spent 18 months developing it in-house. Since the debut, the agency has been addressing thousands of user complaints about operation of the site.

In a letter on Oct. 26, Kerry asked VanRoekel to “intervene, investigate and resolve the problems with USAJOBS as soon as possible.”

This quote, from a Federal Computer Week article by Alice Lipowicz, illustrates the problems that have plagued the job search site that is supposed to help individuals find work, especially with federal agencies, in today’s rough economic climate. The problem is that once the government took over operations from the previous contracted (and very experienced) operator, Monster.com, things went haywire.

With the page becoming a practically unusable money sink, the government is facing criticism from users and the media. What’s worse for them is that the main option for fixing the whole mess is taking the site completely offline or asking agencies to post job opportunities on their own sites, both of which are far from ideal.

Bottom line, if you aren’t an expert, stick with someone who is. The government’s aim was to save money by taking the site’s operation in house, but without the experience and skill of Monster.com behind it, the entire situation became an embarrassing mess.

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For more resources, see the Free Management Library topic: Crisis Management
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[Jonathan Bernstein is president of Bernstein Crisis Management, Inc. , an international crisis management consultancy, and author of Manager’s Guide to Crisis Management and Keeping the Wolves at Bay – Media Training. Erik Bernstein is a writer, publicist and SEO associate for the firm, and also editor of its newsletter, Crisis Manager]

Career Satisfaction: You Don’t Have to Leave “Home”

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career satisfaction“I love the company, the culture, and the people. The problem is that I’m bored in my current job. Things are too predictable, and you’re not challenged in the way that you used to be. You’re thinking of looking elsewhere.”

Finding a new position within your organization may be easier than searching for a new job at another company. This is because your organization knows you – you have a proven track record and you know the organization with all its quirks. Companies also realize it’s much easier to train an insider than someone brand new. So before jumping ship, here are five things to do.

1. Assess your career goals.
Before you rush into any decision, spend time thinking about your career goals and what you want to accomplish. This helps ensure that you’ll make a move that’s aligned with those goals. See Career Anchors and Career Personality to help you understand what truly inspires you in your career.

2. Create a transition plan.
Write down the new responsibilities you’ll have in your new career. Identify the qualifications or skills that you’ll need, and create a plan to start acquiring them, ideally as part of your present job to give you experience.

3. Look for tasks or projects that will expand your skills.
Even if you have to volunteer or work extra time, these new skills and achievements may help you make your move. Doing a Personal SWOT Analysis will help you identify your strengths and weaknesses.

4. Work with your boss.
Your biggest obstacle might be your boss: he or she might not want to “lose you” to another department. If you’ve been successful in your current role, volunteer to become a mentor for your replacement. Then you can pass along your experience and help your replacement develop the necessary expertise.

5. Be patient.
You might be challenged with a lack of job openings, especially if you work for a flat organization. Don’t give up – career change can take a while to make. Keep working on your transition plan, and continue acquiring the knowledge and skills that you’ll need in your new role.

Career Success Tip

There are benefits to changing careers within your organization, rather than looking for opportunities elsewhere. You already know the company, and you don’t have to leave a workplace that you already like. But changing careers may take time, and it helps to prepare beforehand. Consider the risks of the decision, and analyze the knowledge and skills you’ll need to be successful in your new role. If there are no opportunities right now, focus on relearning what you love about your current career, and find ways to add more challenge and purpose to your work.

Do you want to develop Career Smarts?