Will Social Capital Replace Venture Capital?

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I don’t know about that, but it’s definitely making waves in the social change world. Social capital — and by that we mean investors and lenders who are focused on providing funds not for (or at least not only for) their own profit, but also for the greater social or environmental good — is on the rise. These kinds of financing sources are often called “patient capital” in that they are often willing to accept lower interest rates and longer term repayment plans, relative to conventional financing, essentially in exchange for high social impact.

Continue reading “Will Social Capital Replace Venture Capital?”

Who can you relate to?

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Waiting for my son’s well check-up in the doctor’s office we read a book together. It was one that we read together last year in the challenge reading program that I volunteer for in his school. It’s called Zen Shorts and is a good story with some great messages that have been passed down through the generations.
I was reminded of one of my favorites and this is my interpretation of it. It’s about two monks that are near a big puddle. There is a queen who needs to cross the puddle and her helpers are busy carrying all of her belongings so they can’t carry her. She refuses to cross the puddle so the older monk carries her across on his back. When they are safely on the other side, she refuses to thank or acknowledge him.
The two monks continue walking. The younger monk, who was been stewing about what happened for hours, finally can’t hold it in any longer. He shares his disgrace for how the woman treated him and asked why he doesn’t seem upset by it.
The older and wiser monk responds, “I stopped carrying her hours ago and suggest that you do the same.”
We often carrying things with us much longer than we should that keep us stressed and sabotage our success.
If you want to go deeper on how to avoid the mistakes that keep us from having the peace of mind like the older monk I mentioned above, to I suggest that you listen to the new and free inspirational audio presentation I created on this. 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.

Four Big Changes You Must Know About Pinterest

Young women smiling while showing pinterest icon

Guest Author: Carl Glasmyre

Pinterest reached a milestone in September 2012, when the image-sharing social media phenomenon made the top 50 list of most-visited websites. Pinterest broke into the list by attracting 25.2 million users in September, and visitor numbers are still climbing.

The growing company announced several changes in October. Some of those changes reflect the growing importance of ecommerce and marketing in social media. Others indicate Pinterest wants to maintain its reputation as a clean, safe web destination, and one indicates the social media giant plans to keep expanding.

No More Invites

When Pinterest launched, membership was by invite only. It wasn’t difficult to obtain an invite; if you didn’t already know a Pinner, you applied to the website for an invitation. The system worked well, adding an aura of exclusivity to Pinterest membership and cultivating a sense of special community.

While an inspired gimmick, the time for Pinterest invitations has passed. In response to rapid growth, the website now allows general registrations.

Trust Me, I’m Verified

In a nod to the increased importance of social media ecommerce, Pinterest launched website verification in October of 2012. Users can now verify they own websites listed on their Pinterest profile. Verifying websites should increase user trust, an importance aspect of online marketing.

Verification is a simple procedure. Users access their settings and click the Verify Website button. Pinterest generates an HTML verification file for users to upload to their web server.

The verification program, at present, only works with top-level domains. Blogging platforms and mass-user e-commerce sites cannot be verified, as such sites don’t allow users to upload the HTML file.

Keeping it Clean

As any SEO company can attest, online reputation is extremely important. Pinterest, from launch, has enjoyed a reputation as a clean, safe site. As the site’s user base grew, however, people began posting porn, spam and hate-based imagery.

Pinterest doesn’t want its reputation to suffer. In response to offensive imagery, the website now allows Pinners to block, flag and report other users. Marketers should note this means users also have the option of blocking them, which may influence how businesses present themselves on Pinterest.

Imitation is the Sincerest Form of Passive-Aggression

Pinterest’s influence spreads beyond its own website. Facebook, the social media site nobody likes but everyone uses, has taken note of the Pinning phenomenon. In response, Facebook plans to launch a new feature called Collections.

With Collections, companies will provide users with “want” and “collect” buttons on their Facebook profiles. Users will use these buttons to create image-based wish lists their friends can access.

Gee, doesn’t this sound familiar? Facebook hopes Collections will encourage Facebook friends to buy gifts for each other. Clicking an image in a wish list takes users to the appropriate retail page. If Collections sounds like Pinterest’s own wish lists, well, you’re not wrong.

Facebook may have a hidden agenda with Collections. Several prominent Facebook executives jumped ship to Pinterest over the last year or so. Facebook may be warning deserters they’re going to have to fight for their chunk of the social media market. And while Pinterest has loyal users, Facebook has the edge when it comes to sheer numbers.

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

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Author Bio:

Carl Glasmyre is an aspiring writer who currently works for an SEO company. He’s passionate about a variety of subjects including technology, marketing, and anything Internet-related. He’s constantly striving to strengthen his writing skills and is continuously grateful that the Internet allows him to share his thoughts with the world. He can be reached at carlglasmyre@gmail.com.

There’s a difference: mission v. vision

Man in suit holding a placard of business terms

Two critical components of the Drivers Model are the mission and the vision. When it comes to strategy, do you know the difference between the two? (And, yes, there is a difference!)

Mission

How we at Leadership Strategies define “mission”:

Definition Example (Meeting Planners Association)
Mission A statement of the overall purpose of an organization which describes what you do, for whom you do it and the benefit. To provide a forum for furthering the growth and professionalism of the meetings industry.

A mission statement answers three simple questions:

  1. What do you do?
  2. For whom do you do it?
  3. What is the benefit?

The mission statement above illustrates an excellent example of how a mission statement can answer the three questions in a succinct form.

  1. What do they do? Provide a forum.
  2. What’s the benefit? Furthering growth and professionalism.
  3. Who benefits? The meetings industry.

Vision

Now, let’s contrast the difference between a mission statement and a vision statement.

Definition Example (Meeting Planners Association)
Vision A picture of the “preferred future”; a statement that describes how the future will look if the organization fulfills its mission. To be the place where meeting planners meet.

While a mission explains the overall purpose of the organization – what you do, for whom you do it and the benefit – a vision statement gives the picture of the preferred future. A vision statement answers the question, “If the organization fulfills its mission, what will the future look like?” In other words, the vision is a a statement that describes how the future will look if the organization meets its mission.

So, now that you understand the difference between the mission and the vision, you can appreciate why these two terms are not interchangeable.

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Certified Master Facilitator Michael Wilkinson is the CEO and Managing Director of Leadership Strategies, Inc., The Facilitation Company and author of the new The Secrets of Facilitation 2nd Edition, The Secrets to Masterful Meetings, and The Executive Guide to Facilitating Strategy. Leadership Strategies is a global leader in facilitation services, providing companies with dynamic professional facilitators who lead executive teams and task forces in areas like strategic planning, issue resolution, process improvement and others. The company is also a leading provider of facilitation training in the United States.

Four Ways to Deal with Sharks and Minnows in the Office

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Funny thing about sharks. They don’t really go after minnows; they are too small. But they will go after each other once blood is drawn. That usually involves a bite on the back by one shark, and others wanting keep their place join in the frenzy until only a few edible fragments sink to the bottom for the bottom feeders to consume.

In the government, I was sickened by the efforts made at all levels to make someone look good, rather than do a good job and give credit to all. They weren’t just covering their butts. In a world where selfless acts should be the norm–the idea of being selfless was merely given lip service, while the reality was that you lived in a world of sharks and minnows–and baby sharks.

Rarely would a minnow morph into a shark, but occasionally a special project, a bone thrown its way that was overlooked by the sharks, became visible to the killer whale high above. That minnow became a shark, at first a baby shark, but as it became more entrenched in the project, guarding knowledge, making sure only it had control of the subject matter experts, the bigger it became. The longer it did this; the stronger and bigger the shark became. Now all the other sharks waited for an opportunity to make this shark fall victim to the killer whale, who wanted a piece of it, or the unassuming porpoise, who accidentally gave away all the secrets. When that happened, their place in the hierarchy was safe. For now, but they needed to be diligent, always on the defensive.

Where did that behavior come from? Certainly we didn’t train the sharks that behavior. It evolved in the government culture, state or federal, I don’t think it matters. It may not appear in every agency, but more than I think we’d like to think. Even so that behavior has become a cliché in the movies. The power-hungry government types–sharks, and the meek civil servants trying to eek out a living, doing a patriotic duty–the minnows. It doesn’t stop there.

The behavior follows into the corporate world as well with corporate giants whose CEOs are making millions, while the working man or woman has to beg to get a raise to get just a little bit ahead. We even have TV shows dedicated to bringing the crooked corporations to their knees, hanging the sharks by their once crushing, now harmless jaws and we love it. If we love it so much, why do we let it happen?

It’s not us? It’s the stockholders? What are they? Sharks or minnows? Could be the CEO, Chairman, or President of the Board be the killer whale and has all is his sharks in check. Soon there will be a bloody frenzy because his or her board is most likely made up of sharks out for blood rather than harmless, insignificant minnows.

It is us. In a way we are responsible. We brought it. We tried calling it hierarchal leadership or management training. Or team building. We called out different kinds of leaders, and those hungry for power found a way to be seen as an emergent, implied or designated leader. They joined any committee they could get their teeth into, while the minnows sat back and made no waves. And nothing got done except those who played fair generally lost footing and fell into deep water unless they were willing to be a dead-eyed shark. That is the thing about sharks. They appear emotionless; a pure killing machine. A perfect metaphor for power.

Don’t be so depressed. We haven’t lost them all. There are satisfied customers. Not all were failures, but we can do better.

  • We can warn of no tolerance for this kind of behavior and put them on notice by the big boss. That could work.
  • We can concentrate our leadership training on everyone in the organization or company, assuring them that everyone has a right to speak, and make sure management is aware of it.
  • We can talk about the game. The games people play. The backstabbing. Suggest a person who would be the go-to person in the company the boss has to listen to.
  • Most of all, we try to instill no fear in the minnows, raise their status and prestige. Let them know in no uncertain terms that they are as important to the organization as anyone else and they have an equal vote.

We may not kick every shark in the chops, but we may make it harder for them to operate.

For more resources about training, see the Training library.

That’s all for me now. A reminder: I do have a website where you can find other tidbits I have written, and click on the links for my best selling, The Cave Man Guide To Training and Development and my fringe science fiction novel, Harry’s Reality. Another look at the future that seems right at the time… Happy Training.

Align Passion and Purpose for work of Service

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As I mentioned in my last post, I’m doing a series this year with posts from excerpts from my first book, “Path for Greatness: Work as Spiritual Service“.

Below is my framework from the 1st chapter for aligning your gifts, passion and purpose. Most people feel burned out, stressed out, bored, or frustrated when their talents and skills aren’t aligned with the work they are doing.

People need to feel they are utilizing their gifts and sharing them in a way that feels worthwhile. Most people get excited about making a positive impact with their work and for the world.

If your staff aren’t as motivated or engaged as you’d like, check to see if there is a good fit between their goals, skills, interests and passions with the work you are asking them to do.

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Linda's framework for working spiritually

Personal spiritual greatness comes from having fertile soil (spiritual inspiration, values, and principles), firm roots (purpose), strong stem (passion), developed leaves (gifts), and sweet nectar (Service).

Your greatness of character, your authenticity, and your integrity blossom out in the magnificence of your being when these are in alignment.

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

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BUY Linda’s 10th Anniversary edition of “Path for Greatness: Work as Spiritual Service”. Share this as a gift for a colleague, friend or family member who desires to integrate their spiritual life and their work life.


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MLB Doping Scandal, 2013 Edition

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League and players in crisis management mode after new reports of PED use

Major League Baseball still hasn’t quite recovered from the scandals brought about by the steroid era. In fact, The Hall of Fame election earlier this month saw players like Barry Bonds, Roger Clemens and Sammy Sosa turned down purely because of their association with performance enhancing drugs as voters sent the message loud and clear that they want to keep dopers out.

Of course, we talk about the steroid era like it’s in the past, but the multitude of suspensions last year, in combination with a new and extremely damaging report, indicate that era could still be continuing to this day.

Compelling evidence

Here’s a quote, from the Miami New Times article, written by Tim Elfrink, that may have blown the lid off yet another PED scandal:

…check out the main column, where their real names flash like an all-star roster of professional athletes with Miami ties: San Francisco Giants outfielder Melky Cabrera, Oakland A’s hurler Bartolo Colón, pro tennis player Wayne Odesnik, budding Cuban superstar boxer Yuriorkis Gamboa, and Texas Rangers slugger Nelson Cruz. There’s even the New York Yankees’ $275 million man himself, Alex Rodriguez, who has sworn he stopped juicing a decade ago.

Read further and you’ll find more than a dozen other baseball pros, from former University of Miami ace Cesar Carrillo to Padres catcher Yasmani Grandal to Washington Nationals star Gio Gonzalez. Notable coaches are there too, including UM baseball conditioning guru Jimmy Goins.

The names are all included in an extraordinary batch of records from Biogenesis, an anti-aging clinic tucked into a two-story office building just a hard line drive’s distance from the UM campus. They were given to New Times by an employee who worked at Biogenesis before it closed last month and its owner abruptly disappeared. The records are clear in describing the firm’s real business: selling performance-enhancing drugs, from human growth hormone (HGH) to testosterone to anabolic steroids.

If the information the New Times has uncovered is indeed accurate, and the paper has documentation to back up its claims, then MLB, and of course the players named, are about to once again find themselves under intense national scrutiny. Coming so hot on the heels of Lance Armstrong’s admission, the public is going to be especially brutal in its demand for honest answers.

The reaction

MLB officials have already trotted out the party line, stating they absolutely do not condone the use of performance enhancing drugs, and have gotten proactive as well, announcing their own investigations into several clinics in the South Florida area.

The players involved are doing their usual, which means lawyering up and vehemently denying any involvement. Of course, their credibility is just about zilch these days, especially considering several on the list have previously been caught using PEDs.

Crisis management advice

Our advice, especially to “brands” like A-Rod? Well, it’s really the same we would give to any CEO or celeb caught red-handed making the wrong decision – fess up.

You did it. Everyone knows, there’s proof, so just tell the truth. Don’t continue to drag your name, as well as the hopes, dreams and trust of fans, most importantly the little leaguers who look up to you, through the mud. Admit what you did was wrong, say you’re sorry and get to work on rebuilding your reputation. Work publicly with the league to better tighten doping controls, make a PSA for the kids, whatever you can do to help, but for goodness sake stop with the outrageous denials, we’re tired of your nonsense.

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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, 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]

Employee Career Development: How Can I Keep My Staff Motivated With Limited Promotions

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If there are limited opportunities in your department or company for promotions, how do you keep you keep staff excited and motivated and morale up during tough times?

Here are six suggestions that will go a long way to enhance the career development of your staff as well as increase their commitment during times of change and uncertainty.

  1. Rotate some tasks on your team.
    If you give people the chance to do different tasks within the same team, it allows them to add new skills and experiences. It also allows you to be in a better position if someone leaves or takes time off.
  2. Move team members horizontally.
    Allow workers to move to a completely different department or team to try something new. This can keep morale high and help generate new ideas.
  3. Find out what motivates your team.
    Upward career mobility is a huge motivator for many people. But if that doesn’t exist, you have to really focus on other areas to make sure your team is happy and excited about what they’re doing. Realize one size doesn’t fit all.
  4. Give the team the power to make decisions.
    One of the key tasks of being a boss is to delegate certain responsibilities to this staff. For example, let workers to design their own roles, if the workload changes. This might lead to much more productive results than if you defined their jobs for them
  5. Help each member to gain additional qualifications.
    If there’s an appropriate class, weekend workshop, or skills training conference, try to have team members attend. |Education benefits everyone. Your team stays stimulated and your company gains additional knowledge and skill sets that can keep you ahead of your competition.
  6. Offer “soft” benefits to help them achiever a better work-life balance.
    You can’t give team members promotions, but can you give them flexible work hours, telecommuting options or even children’s day care services. These little things might not seem like much, but they can go a long way toward ensuring that your workers are happy with their jobs.

Management Success Tip:

Career growth in organizations that are growing slowing or even downsizing can be challenging and it definitely takes creativity to maximize your team’s productivity. Focus on giving workers more, and varied, responsibilities as well as more opportunities to make their own decisions. Be willing to let them define their roles, perform new tasks, or even change departments to keep things fresh and interesting for them. Also see 7 Ways to Energize Your Staff and How to Encourage Everyone to Do Their Best Work.

Do you want to develop your Management Smarts?

Getting the Recognition You Deserve

boss-approving-congratulating-young-successful-employee

You stay late at work, never miss deadlines, never show up late and your work is top notch. You’d think that by doing all of this, you would, at least once in a while, get thanks and recognition from your boss.

Unfortunately, your boss is busy dealing with a the latest crisis. As a result, she forgets to show any gratitude to you and the other high performers.

Working hard and getting ignored by your boss can be rough. That’s why you sometimes have to take matters into your own hands. Boasting of your own accomplishments can feel awkward. But look at it this way: If your boss doesn’t notice your hard work, and you don’t point it out to her, then how will she know you’re ready for that promotion or if you can handle that huge-but-fascinating project?

Things don’t have to be like that. Here’s how to build your reputation and get the recognition you deserve without looking like an attention seeker.

Step One: Decide What You Want

There are many types of recognition, so decide what type you want because everyone wants something different. Companies often thank staff with awards, certificates, or bonuses. However, people often just want simple thank you. So, what exactly are you looking for? Do you want a simple “thank you” or an employee of the month designation or a bonus or

Step Two: Define Why You Deserve Praise

Don’t walk into your boss’s office with no advance preparation to say what a great job you’ve been doing. Rather make a list of the accomplishments you’d like to discuss. Beside each one, list the value that accomplishment has brought to the company. Be sure to make yourself look good, but also share credit where credit is due.

Step Three: Praise Yourself and Others

This is where you’ve got to get creative. You know your boss and your business environment, so think of ways to let her know of your value. Point out some of your key accomplishments from the list you developed. Emphasize the importance of these accomplishments and how you and your co-workers could be recognized for this.

If this type of self promotion feels a little too much like bragging, then think of ways to let your boss know what you’re doing without being so obvious or bold. For example, send your boss an email every time you win a new account or when you’re finally able to please your company’s worst customer. These little “progress reports” keep your actions in the open in a delicate, not-too-obvious way.

Career Success Tip:

Although not everyone is comfortable talking about their accomplishments, you might harm yourself if you don’t speak up. If your boss doesn’t see the great work you’ve been doing, she might give that promotion or special project to someone else without knowing any better. It’s up to you to prove that you can handle the added responsibility and to do that, your boss has to know what you’ve already done. Also see My Success Portfolio and Build Your Reputation and Your Career.

Do you want to develop Career Smarts?

  • For more resources, see the Library topic Career Management.
  • Start with the Career Success System.
  • Sign up for Career Power: 101 success tips.
  • Need a speaker? Get the Edge Keynotes-webinars-workshops.
  • Find career and leadership boosters in the Smart Moves Blog.
  • Copyright © 2012 Marcia Zidle career and leadership coach.

No One Gives ‘Til It Hurts

Hands holding out dollar notes

When I saw a line in a listserve posting referencing that phrase, it took me back to my early days (30+ years ago) in fundraising.

Back then, the phrase, “Give ‘Til It Hurts,” was part of the lexicon of the capital campaign. It was a simpler time, folks were a lot less self-centered than people appear to be today, and many capital campaigns (depending on circumstances) could get away with that language.

The idea, back in the “old days,” was that, if the campaign was to fund an “urgent” need in the community, then members of the community were “obligated” to sacrifice in order to satisfy that need.

My first few years in fundraising was as an itinerant director-of-capital-campaigns for (small) hospitals. In those communities, it was usually accepted, without question, that the “need” was “urgent,” and that, in order to provide for the health-care needs of the community, members of that community had to give “sacrificially” – ‘til it hurt.

The line, “Give ‘til it hurts,” was eventually replaced with, “Give ‘til it feels good.” But both lines have become trite, and tend to be difficult to say or hear without a grimace.

These days, major donors are just too sophisticated and too experienced in the nonprofit sector, phrases like the above are (hopefully) no longer in use.

Of course, in a community where there really is a sense of community, people are still making sacrifices … even (sometimes) in their giving. The focus, now, from the donor’s perspective, is most often not on what’s best for the community, but how their giving will satisfy their own needs.

Now that’s not necessarily bad. For too long nonprofit organizations felt/thought/believed that people should support them just because of the wonderful things they did. It was always about the needs of the organization and the people it served.

Today, if an organization wants people to support it, they have to think in terms of how a donor’s gift will satisfy BOTH the needs of the organization and the needs of the donor.

And, the reason why that’s not a bad thing…. If a nonprofit can show/help a donor understand how his/her gift will satisfy his/her own needs while helping others, then the donor is more likely to continue supporting that nonprofit.
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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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Click this link to find descriptions of all the titles in The Fundraising Series of ebooks.

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