Steve Harrison: Publicity Power

Man making announcement with a mega phone

Guest Post By Steve Olsher

www.internetprophets.com

Key Strategies for Leveraging the Media

It’s often said that, “Any publicity is good publicity.” While the truth of this may be debatable, there’s no disputing that receiving unpaid, positive media exposure can add meaningful revenue to your bottom line. No one knows this better than Steve Harrison.

Steve is a publicity expert who’s been credited with helping Robert Kiyosaki (Rich Dad, Poor Dad), Jack Canfield & Mark Victor Hansen (Chicken Soup for the Soul), and numerous others, launch their book sales and careers into the stratosphere. Rather than a mere “15 minutes of fame,” Steve teaches authors, bloggers, Internet marketers, and others how to remain in the spotlight for their entire careers. Let’s take a look at a few of his key strategies for leveraging the media.

Give People What They Need

One of the key mistakes business owners make is failing to ask customers for feedback. The single most important question you can ask your target audience is, “What products or services do you need to build your business?” Too often companies create what they think the market will want. Seldom do they take the time to ask what is actually needed.

There can be a huge difference between what you think customers want and what they really need.

To spare yourself from significant pain, create what the market is telling you it needs. If you create products and services with built-in demand, you’ll chuckle as you head to the bank with checks in hand, wondering why other companies don’t use this straightforward yet highly effective strategy.

The Power of Publicity

When executed well, publicity is not only free, it delivers phenomenal exposure over and over again. While people have become skeptical of advertising, an invited guest is typically welcomed. To succeed with publicity, understand the medium you’re pitching, be clear about what producers are looking for in their guests, and have significant value to provide to audiences. If you keep these criteria in mind while pursuing opportunities, then in due time, as the Counting Crows famously sang, “When I look at the television, (I’ll) see me staring right back at me.”

Create the Hook

Robert Kiyosaki, now renowned in both the financial and publishing worlds, originally self-published Rich Dad, Poor Dad. To generate exposure for the book, he and his wife, Kim, enlisted the help of a publicity firm, but it did little aside from placing Robert on a few college radio stations. There were few sales, and thousands of copies sat collecting dust.

That all changed when they enlisted the help of Steve Harrison. The book contained immensely useful information, but no one knew about it. One of Steve’s first objectives was to help Robert craft a powerful “hook” that would attract both readers and the media. As they discussed the content, Steve suddenly came up with the perfect approach to grab attention:

Learn what the rich teach their kids about money that the poor and middle class do not!

As you can imagine, people were instantly intrigued. Who wouldn’t want to learn inside tips and shortcuts from the successful? Most people aspire to create a better life for themselves and their family. The hook had immediate, widespread appeal. Media appearances soon followed.

Soon large retail stores began selling his book. As a result, despite significant budget constraints and the lack of a large publishing house, thousands of copies of Rich Dad, Poor Dad were sold and before long the book was a #1 New York Times bestseller.

Provide Content-Rich, Free Materials

Ultimately, Steve is in the business of building relationships. By providing significant value and consistently over-delivering, he’s able to construct long-term, trust-driven relationships that benefit both his clients and his organization. One way he does this is by supplying value-packed free learning materials. Steve understands that not everyone can immediately afford to pay $10,000 for personal coaching, or $1,000 or more for a seminar. He therefore also offers a variety of free teleseminars and webinars that provide a wealth of helpful information.

To access Steve’s free events, customers must provide their names and email addresses. This results in his having a large database of leads. Steve then works to earn trust and develop a relationship with each of these customers via email newsletters, transcripts, podcasts, tips, and more. When a client attains the financial means to purchase a seminar, learning product, or personal coaching service, Steve’s existing relationship will lead the customer to think of him first.

Consistently Deliver

Steve prides himself on always providing pertinent, high-value tools, strategies, and shortcuts that answer key questions and can be immediately implemented. His staff receives frequent training on how to work most effectively with clients and tirelessly pursues excellence in everything they do. Some say you’re only as good as your last victory. Steve believes you’re only as good as your current victory. He not only teaches his clients how to prosper, but encourages them to soar well beyond his own level of success.

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For more resources, see our Library topics Marketing and Social Networking.

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Steve Olsher is the author of Internet Prophets: The World’s Leading Experts Reveal How to Profit Online and creator of Internet Prophets LIVE!, which takes place June 8-10, 2012 in Chicago. Featuring 29 of the world’s leading Internet, Mobile and Marketing experts such as Jay Conrad Levinson, Mike Filsaime, Mike Koenigs, Larry Winget, Marc Ostrofsky, Dan Hollings, Janet Bray Attwood, Armand Morin, and many others, Internet Prophets LIVE! provides small business owners, solopreneurs, and consultants with proven no- and low-cost guerrilla marketing strategies, tools, and tactics for cultivating leads, dramatically increasing conversion rates, and generating massive, passive income. Tickets are only $197 until June 5th. For more information and to reserve one of the VERY limited number of remaining seats, please visit www.InternetProphets.com.

Social Media For Technical Writers

Social media icons on a phone screen

There are now many social media avenues by which technical writers could use to provide the information required by their target audience. We have FaceBook, Twitter, YouTube, Blogging, Pinterest to just to name a few. With all these social media mediums, do we still need to provide paper documentation or should we just answer questions from users via social media channels? Social media contains user generated content. Will readers be more apt to read documentation on electronic devices than on paper? We are so tied to our mobile devices, that maybe, we should just place all our documentation online. We have the Kindle, iPad, iPhone, Android, Nook, blogs, webinars, and podcasts, etc., just to name a few which can all communicate technical information electronically.

The target audience can gain access to all the information they need quickly and when they want no matter where they are. They can perform searches quickly for specific information and send comments and ask questions when they want no matter where the SME (Subject Matter Expert) is located. SME’s can be reached via links, e.g., tweets which can be added to the end of documents and get immediate responses; especially for critical questions and situations. All these new communication lines also keep all stakeholders abreast of critical situations, new knowledge, and keeps everyone up-do-date on all the latest events.

Even though this all sounds logical and exciting, should we do that? We still have to be aware of some drawbacks or problems. Not every type of information can be placed within social media channels, especially if it is related to confidential information. Confidential information is a huge entity. Each organization will have to decide which types of documents can be placed online for social media access, which to remain on paper format, and of course which to store/archive elsewhere. If the organization has an intranet or has been storing data within the cloud, they can set it up with privilege access only to retain confidentiality.

As a whole, using social media is useful for technical writers. Social media would provide easier accessibility to SMEs, users, upper management and those across all levels of the organization. One of the technical writers functions is to create help content and assist in creating marketing material. All these materials add to the good credibility of the organization and its products. Social media for technical writers in this area provides a plus for consumer service and sociability. If there is a problem w/a purchase or a question, the consumers can immediately, e.g., text, or tweet customer service quickly and the customer service personnel would be able to perform the search and provide answers quickly. In turn the customers/consumers, could, e.g., re-tweet about the organization, its support and cooperation, and might even reply with new suggestions or products for the company.

What do you think?

Is Siri Stalking You?

a-man-and-woman-having-conversation-while-sitting-near-the-table-with-laptop

What does your Siri history say about you?

How would you feel if we told you that the phone a great deal of your employees are carting around has transmitted data listing every new place they’ve visited in the past several months? Oh, and it’s also copied every entry in their contact list and every web search they attempted. Breach of confidentiality, anyone? Those are exactly the type of fears organizations have to consider now, as information surfaces about just how Apple’s Siri voice-assistant software functions. Here are more details, from a CNN article by Wired’s Robert McMillan:

IBM CIO Jeanette Horan told MIT’s Technology Review this week that her company has banned Siri outright because, according to the magazine, “The company worries that the spoken queries might be stored somewhere.”

 

It turns out that Horan is right to worry. In fact, Apple’s iPhone Software License Agreement spells this out: “When you use Siri or Dictation, the things you say will be recorded and sent to Apple in order to convert what you say into text,” Apple says. Siri collects a bunch of other information — names of people from your address book and other unspecified user data, all to help Siri do a better job.

How long does Apple store all of this stuff, and who gets a look at it? Well, the company doesn’t actually say. Again, from the user agreement: “By using Siri or Dictation, you agree and consent to Apple’s and its subsidiaries’ and agents’ transmission, collection, maintenance, processing, and use of this information, including your voice input and User Data, to provide and improve Siri, Dictation, and other Apple products and services.”

Apple’s brand loyalty is so strong that there is pretty much zero chance its fans are going to cast their iPhones aside. Apple would probably be wise however, to develop a way to disable the storing of Siri inquiries, at least on enterprise networks, before the threat of private information being exposed pushes corporate buyers toward competing products.. Policies like the one IBM adopted seem well-tuned to meeting the needs of both business and employee, at least for the time being, allowing individuals to keep their phone of choice while restricting access to the point of vulnerability.

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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 Social Media Manager for the firm, and also editor of its newsletter, Crisis Manager]

CFC and Planning for the Fall, Part II

CFC fundraising

By now, CFC charities know the numbers and total dollar amount of the gifts pledged to them during the CFC Fall campaign.

So, if you’re in the CFC, have you asked yourself if you’re satisfied with the results of your last CFC campaign? If yes, great, if no, let me share a few tips that may help you achieve better results in this year’s campaign.

CFC Fundraising Tip:

Think Donors Not Dollars!

Relationships are key; you have supporters for whom the CFC is the most donor friendly way for them to give. Growth comes a lot easier when you think of your supporters as people, not ATMs.

Because so many Federal CFC donors choose to remain anonymous, this is somewhat challenging but you’ll find it changes your mindset when you set goals along the lines of, “What do we need to do to get 100 additional CFC donors” (or 1000, whatever’s appropriate for your non-profit) instead of how do we raise more dollars?

CFC Fundraising Tip:

Make it easy for Federal donors to support you.

In the process of making it easy for Federal donors to support you, one question that you could ask is, “How many Federal employees visit your website? While this might be an interesting question, it’s one that’s impossible to answer. So don’t worry about it !!

A much better question is this: When a Federal employee comes to our website do they see that we are in the CFC, and what our CFC code is?
If that answer is not yes, you’re leaving money on the table.

CFC Fundraising Tip:

Use the Million Dollar Free Bonus for CFC Charities

When you think of these billion dollar brands, Coca-Cola, Nike, General Electric, Apple, etc. what comes to mind? It’s their logo, because they all have an instantly recognizable logo, and for some companies it’s regardless of language. If you’ve ever watched one of the Japanese Little League World Series on television, it’s instantly apparent which sign is advertising Coca-Cola. The red and white logo is unmistakable even when the language is Japanese.

Among the more than 3.5 million Federal employees and members of the military, the CFC logo has that same type of recognition. They all know what it means, and it’s available free for any CFC charity to use as part of their communication and marketing effort.

The use of the logo is restricted to non-profits that are in the CFC, and for a logo with a 50-year history that’s instantly recognized by millions of people, including potential donors, I’ll put that as a million dollar tool available to all CFC charities.

The link for the CFC logo, which is available in both color and black and white versions, is: CFC Logo

CFC Fundraising Tip:

Educate Your CFC Charity Team

Ninety percent of the questions you will get from potential CFC donors can be answered by having your entire organization (paid staff, volunteer staff, board members, etc.) knowing the answers to these two simple questions:
     Are you in the CFC?
     What’s your CFC code number?

For questions other than those, who is the person in your non-profit designated to handle more complex CFC questions, and does everyone on the staff know who that is?

This is an abbreviated version of the CFC communications audit I perform with my nonprofit clients:
• Are the CFC logo and your ID # on your homepage?
• Does your e-mail signature include your CFC ID number?
• If someone calls the front desk, will that person know about the CFC (that you’re in it, and
   what your code # is, and if it’s more involved, who the contact person is).
• In addition to having the CFC logo and your ID# number on the home page, it is valuable
   to have more information about workplace giving and how your gifts are used at pages
   other than the home page, but having the logo and ID on the home page is key.

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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 participate in the Combined Federal Campaign, maximize your nonprofit’s CFC revenues, or just ask a few questions, contact … Bill Huddleston
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If you would like to comment/expand on the above, or would just like to offer your thoughts on the subject of this posting, we encourage you to “Leave a Reply” at the bottom of this page, click on the feedback link at the top of the page, or send an email to the author of this posting.

More Keys to Easily Accomplishing More – Part 2

Recognition-Getting-People-To-Give-Their-Very-Best-

Guest Blogger – Jacqueline Ryan Brodnitzki, President , Conscious Success LLC

In my previous blog post we introduced the 4 keys to easily accomplish more and discussed the first two keys in detail.

As a reminder, here are the 4 Keys to accomplishing more:

  1. Become aware of your attention
  2. Notice when your attention is strongest
  3. Determine where you want to place your attention
  4. Fully be with what you are doing

Now let’s focus on Keys #3 and 4.

Key #3 – Determine where you want to place your attention

If you let it happen, your attention can spring between hundreds or thousands of different items during the day. There is so much going on and so many people wanting your attention, that entire days can be eaten up leaving you feeling overwhelmed and not having accomplished your goals.

One of the single most powerful things you can to is to take back control over where you place your attention. Think of your attention as your own resource, something to protect and not spend frivolously.

The first item to do at the start of each work day is to decide where you will place your attention that day. What are the 1-2 critical things you want or need to get done? When will you try to do them? How will you focus your attention on them to get them done?

Then ask this most powerful question:
To what are you NOT going to give your attention today?

Once you’ve done this, you know you will accomplish your goals and have energy left over to attend to things that naturally come up during the day. It’s impossible to eliminate all distractions, but having awareness of how you want to spend your attention enables you to accomplish more and have more energy for the important things.

When you manage your attention, you feel better about your work and not so overwhelmed. Your attention is your energy. When you spend it foolishly, you’re left with low energy and low productivity. When you take care about where you focus your attention, you take control of your life.

Key #4 – Fully be with what you are doing

We’ve all had it happen… that nasty e-mail message ruined the weekend. You read it and there’s nothing you can do to resolve the situation except stew on it for the weekend. Instead of enjoying your time with family and friends, you spend the weekend living the situation brought up by that e-mail message.

A Harvard psychologist, Dr. Daniel Gilbert, studied a quarter of a million people around the world measuring 3 things: what they were doing, what they were thinking about, and how happy they were.

Turns out you are most happy when your attention is on what you are doing–even if it isn’t something you would deem ‘fun’. You are happier driving to work, focused on the drive, than you are on a great vacation thinking about a problem.

Whether your mind is wandering is a better predictor of happiness than what you are doing.

Dr. Gilbert said, “I find it kind of weird now to look down the crowded street and realize that half the people aren’t really there.”

Try not to look at e-mail when there’s nothing you can do about a situation that could arise. Bring you attention back to whatever you’re doing by saying silently to yourself, “thinking” whenever you notice you are thinking about something else. You can also describe your emotion by silently saying what it is. For example, “worrying”, “angry” or “agitated”. A study at UCLA found that when you label your thought or emotion, the strength of the thought or emotion diminishes and you are more easily able to bring your thoughts back to what you are doing.

You will be happier when you are absorbed in what you are doing. That’s why athletic people love to compete or workout. They find such relief in focusing on the athletic endeavor, rather than their thoughts.

Do something that inspires you and helps you quiet your thoughts. Embrace your inner athlete, artist, musician, gardener, yogi, and increase your happiness by focusing completely on that activity.

All my best,
Jacqueline

800-270-6722
www.ConsciousSuccess.net jacqueline@ConsciousSuccess.net

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

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About the Author
Jacqueline Ryan Brodnitzki combines over 15 years of corporate management and training expertise with nine years of teaching and coaching of mindfulness and stress reduction techniques to help customer service organizations increase performance, productivity and profits while reducing employee stress. Her proprietary program, Conscious Success™, helps employers increase the potential within their organization by developing the emotional and social intelligence of their employees.

Through her coaching, she helps clients tap into their true potential. They experience greater calm, while increasing effectiveness at work and at home. Clients appreciate her quick assessment, clear recommendations and accurate, informative and inspirational coaching.

She is the author of two books and two CDs. Learn more about Jacqueline’s programs at www.ConsciousSuccess.net

Career Success Part 2: Get Ahead of the Crowd

A-successful-career-man-rejoicing-after-a-win.

The person who is going to be successful is not going to succeed just because of good work. That is a given. It is expected.

You get ahead of and stay ahead of the crowd by managing your competitive advantage. Here are three ways to do it.

1. Think of Your Career As A Business.
The business of career management is that—an independent business that you manage—even if you work for someone else. In this world of downsizing, restructuring, and mergers, you, not the company, must be in the driver’s seat of your career. Always think of yourself as self-employed – as a career entrepreneur.

Ask yourself these tough but important questions: What business am I really in? What is my product line? What is the target market for my products? For example, if I am an accountant then, what is it that I really do that people will pay for? Do I know my current worth in the marketplace? It doesn’t matter what your title is. What matters is, if what you do has value and is needed by someone or some company.

2. Have Skills, Will Travel.
What do you bring to the employment table? You carry with you, wherever you go, a large suitcase or portfolio that holds all of your skills, experiences, and accomplishments. What’s in your portfolio? Is it heavy with many skills or light with only a few? Do you know if it would be valued in lots of different places or just a limited number?

To be competitive, you need to periodically audit your portfolio. How do you compare with your peers in terms of education, experience, training, career progression? Are you new and improved? Or, are you just the same person you were three, five, ten years ago? Do you have the right mix of skills, knowledge and experiences to position yourself for the future? Or, do you need to repackage yourself in some way? Avoid becoming a professional dinosaur.

3. Play the New Career Game
What will keep you in the game as the workplace continues to change? Initiative, visibility, and flexibility are the three keys for success in the new career game. You can’t afford to sit behind your desk, buried in your everyday work, and hope for the best. Go beyond your job description and direct your energy to the top priorities of your boss, your department, your team. Make yourself indispensable.

Then promote yourself by the outcomes or results of what you’re doing. You can start making a name for yourself by being involved in successful assignments that allow you to be visible to a wide range of people who could have an impact on your career. These assignments could include for example: Building a new team from scratch; or overseeing the introduction of new technology; or taking on projects that require liaison or communications between departments, functional areas and vendors.

Carer Success Tip:

The great physicist Albert Einstein said: “You have to learn the rules of the game. And then you have to play better than anyone else.” Can you play better than anyone else? Part 3: Make The Right Things Happen.

Do you want to develop Career Smarts?

Stop Micro Managing: Start Smart Managing

african-American-man-thinking

If I was a fly on the wall what would I hear your employees say? Would it something like this? “They won’t allow me to make even the simplest decisions.” “The red tape here makes it very difficult to do my job.” “Management has to sign off on everything; they don’t trust me.”

A big time waster for managers is micro-managing – paying extreme attention to small details and not giving people the authority to do their job.

Why does it happen?

If it is such a time waster, why do so many managers get hooked into micro-managing? Here are some reasons.

  • Top down mirroring. The CEO or President micro-manages his or her direct staff. The staff then unconsciously adopts the same management style with their direct reports. The practice spreads, or ‘mirrors’ itself, and becomes part of the culture.
  • Fear. In today’s difficult economy, managers live in perpetual fear that their department better produce or else. This fear drives them to micro-manage, rather than trust their employees to make the appropriate decisions.
  • A wrong belief. Many managers think success is based on amassing as much power as possible. They therefore do not allow their employees to make decisions by themselves because that would be giving up their own power. However, the more management allows employees to make decisions, the more powerful the entire organization will be.

What Can be Done?

Here are four strategies to influence managers to focus their time, energy and resources on the important tasks of managing – getting work down by and through others.

  1. Start at the top. Hire an executive coach to help the CEO learn to trust and delegate to subordinates. Managers will then likely follow suit with their own direct reports.
  2. Ask employees. Use focus groups and individual interviews to learn from employees what decision-making authority they feel they need to do their jobs well. Then communicate this information to their supervisors.
  3. Put yourself in their shoes. It is very easy for managers to lose perspective about what decisions their employees really need to make by themselves. Managers should ask themselves, what decisions would I need to make if I were doing that job?
  4. Train managers. Delegating and trusting employees are all skills that can be taught. During the training, those few managers that ARE doing a good job of delegating should be asked to share their best practices and successes with others.

Supervision Success Tip:

Many managers often know in their heart of hearts that they are micro managing. Yet they find it difficult to change old habits. Great managers are consummate learners and are willing to take risks and try new approaches.

Do you want to develop your Management Smarts?

K is for Killer and KISS slides

A woman presenting with projected slides

Let’s begin with those Killer slides. These days, there is just no excuse for poorly designed slides. Pick up a book like Resonate by Nancy Duarte, or Presentation Zen by Garr Reynolds. You will quickly see that less is more, that slides need to be visually appealing, and that you can use the rule of thirds to create visual harmony. If you don’t have enough time for the books, read the blogs by these and other experts to get plenty of good ideas about creating slides with visual appeal. I especially like Reynolds’ before-and-after slides that show how to highlight information rather than obscuring it.

In addition to simplicity and harmony, add photos. You might subscribe to a royalty-free photo service where you purchase credits, pay as you go, or purchase a subscription for a certain time. These services provide royalty free photos that you can easily search by topic. Tight budget? There are hundreds of creative commons sites, including Flickr’s Creative Commons area. These images are typically free to use, as long as you follow the stated rules on their use and on giving proper credit for the photos you use. Another great option is to use photos you take yourself. Your team, nature, or objects can all be useful, and you’ll have unique photos without the worry about who owns the rights. I especially like to crop my pictures, or remove the background, or change the artistic effects or color. This is such a fast and easy way to customize your photos and graphics, and to show something unique.

In addition to simplicity and photos, consider turning those ugly bullet-pointed lists into graphics quickly by converting them to Smart Art in PowerPoint™. With one or two clicks you can put text into a circle (great for a quotation or phrase,) show relationships or just turn long lists into boxes or colorful shapes. And you can change the color or style with a single click. For some simple examples, look below. This is quick, colorful and almost too easy. Just don’t get carried away by all the options available. Your overarching goal is to communicate the information in a more eye-appealing manner, not to try out every effect possible.

Finally, remember KISS. It seems to stand for either Keep it Simple, Stupid, or Keep it Short and Simple, which I think is a little nicer and more to the point. In any case, keep your visuals as clean, uncluttered and simple as you can. Photos and color always look best on a simple white background (rather than prepackaged templates.) But even on a simple background, if you add too many boxes, fonts, and styles, and shapes, it can quickly look cluttered, so keep subtracting rather than adding.

Another aspect of KISS is with animations and translations between slides. Most of the time these are just plain unnecessary. If you have one or two simple builds or transitions in a presentation, they can add impact. Too many and they are just distracting. If you do use an occasional animation, don’t use crazy ones that swoop in and spin around three times….unless somehow that is the point you are trying to make.

Go through your slides one final time to ensure headings are all the same font and size, that clutter has been removed, and that typos and punctuation errors have been corrected. Better yet, get a second set of eyes to proof read it, because chances are you are too close to see these little things that can be so annoying to your audience.

Yes, all this takes time. But if you keep it simple enough, and use fewer slides, you should have just enough time left over to rehearse your presentation out loud one more time. I guarantee that will be time well spent.

Executive Director, Deputy Director & Founders – Part One

Executive Directors in a board room.

The following is the first part of an email exchange with a reader:

“My partner and I are creating a non-profit organization, and we will serve as Executive Director (me) and Deputy Director (my partner) as well as, of course, founders.”

Executive Director and Deputy Director are titles of functioning roles. Founder is a description of a person, not a functioning role.

At this point, during the birth and first faltering steps of the new baby, titles are kind of irrelevant. It’s when you really get organized and are close to providing services that there needs to be a distinction/separation between board members and employees/staff.

“We are also founding board members, because we need three directors to incorporate (we have a third) and because we are doing all the work, obviously.”

That’s a given, and only needs to change as noted above.

“We want to build our board and have a list of potential prospects.”

•   Make sure you have a job description for board members.
•   Make sure all potential board members clearly understand what’s expected of them.
•   Make sure that all board members will give ($$$) to the best of their ability — if they
    won’t, why should anyone else?
•   Make sure they aren’t just chair warmers, that they can contribute to advancing the
    mission.

“My partner and I plan to take salaries once we have the money to do so, as we will continue to have day-to-day roles. My questions are:

“1. Should we remain board members once we take salaries or step off the board? Is there a timeline for when we should plan to make this transition? How should we do this?”

•   It would be a conflict of interest for paid staff to be board members.
•   You would, first, have to resign from the board, then be hired by the board to be
    Executive Director.
•   The Executive Director hires all other staff members.

“2. When should we start recruiting other board members?”

Start evaluating potential board members now, for recruitment later. “Later” is when board members would actually have a function. You should not recruit people just to warm chairs.

“3. How will governance of us as founders work? Will we basically be choosing board members who will immediately have authority over us as staff? I know the board normally supervises the ED, and I wholeheartedly agree with the checks and balances this puts into place. But how does this strange little transition happen? When do we stop acting as board members and start acting as ED and DD? How do we balance both while we get things going?”

Again, once you are staff, the fact that you were the founders becomes irrelevant … as relates to the governance/functioning of the organization. Once you’re staff, you are subject to the dictates of the board … no qualification/exception because you were the founders. The board “owns” the organization … period. They make the decisions as to mission (which they can change as they will) and finances, and they evaluate and (if they think it necessary) replace the Executive Director.

As to how it all happens … it’s gradual. See my posting on “What Is A Mature Organization.”

Watch for Part Two of this email exchange in next Tuesday’s post.

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Have a comment or a question about starting, evaluating or expanding your fundraising program? With over 30 years of counseling in major gifts, capital campaigns, bequest programs and the planning studies to precede these three, I’ll be pleased to answer your questions. Contact me at AskHank@Major-Capital-Giving.com

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If you would like to comment/expand on the above, or would just like to offer your thoughts on the subject of this posting, we encourage you to “Leave a Reply” at the bottom of this page, click on the feedback link at the top of the page, or send an email to the author of this posting.

Peak Performance Tuesdays

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Give your team a mid-week opportunity to celebrate.

A poll carried out among British workers suggested that we are at our best at precisely 11.33 am on a Tuesday. Mondays are spent recovering from the weekend and coping with the realisation that there is a full working week ahead, but by Tuesday morning most of us are into our stride and raring to go. This can-do attitude reaches its peak at around 11.30am on Tuesday, by which time we’re enthusiastic, organised and feeling in control. Unfortunately this positive performance peak only lasts a day – come Wednesday afternoon the motivational heights have been scaled and we’re on the downward slope to the weekend with most of us easing off on the productivity and intensity of work so that by Friday, we’re ready for the weekend again.

team building
Give your team a mid-week opportunity to celebrate.

If this sounds familiar, or explains working patterns in your own team throughout the week, there are two ways of dealing with it.

The first is to acknowledge this ebb and flow of energy and productivity as part of the working dynamic of any team, and to plan around it. Avoid scheduling important or lengthy meetings for Monday mornings and Friday afternoons and instead use this time for consolidating – planning for the week ahead or reviewing the week just gone; looking at what has gone well and what we could do more of both to contribute to the team and to help manage our workload. Use the Tuesday-to-Wednesday peak to tackle the more demanding tasks and for reducing the To Do list to more manageable proportions.

The second is to try to build on that Tuesday feeling by motivating the team and keeping energy levels higher for longer. Find an excuse or opportunity for a mid-week celebration and team get-together, whether it’s an informal chat, a review of success to date or a more formal acknowledgement of great performance. Or do something fun together – a picnic lunch, a fun team energiser or watching some comedy to share a laugh. We all know that not every day can be a Friday, but at least they shouldn’t all be Monday mornings.

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For more resources, see our Library topic Team Building.

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This blog is written by Fresh Tracks: Experts in running team building activities and events. For more information about their events click here.