There is a brief discussion of police brutality in this episode around 16 minutes in.
In episode 14 of Mission: Impact, some of the topics that Carol and her guest, Keisha Sitney, discussed include:
- Why leaders need to be role models for their staff and lead by example
Keisha Sitney is the Chief People Officer for The Y in Central Maryland and the founder of Golden Key Coaching. She works to ensure the people strategies and resources support and match the strategic priorities of the organization. Keisha is an executive leader who has been with the Y for 30 years, both at the national and regional levels. With in-depth experience in coaching, talent management, strategic visioning and planning, and facilitation, Keisha has served in operational roles at the YMCA of Metropolitan Washington, led the national multicultural leadership development movement as well as served as an internal consultant for C-Suite leaders from Ys across the United States. She holds a Master's Degree in Organization Development from American University and a Bachelor's Degree in Psychology from Howard University.
Carol Hamilton: Welcome Keisha, great to have you on the podcast.
Keisha Sitney: Thank you. Thanks for having me, I’m really honored to be here.
Carol: I want to start out by asking, just to give people some context, what drew you to the work that you do? What would you say motivates you and how would you describe your work?
Keisha: Well, I have worked for Y the organization for [30 years and I’m] celebrating my 30th year there. And being only 35, it's hard to fathom that I've been in that place 30 years. But in all seriousness, I really enjoy helping people to reach their potential. I think that I started off working with young people, and directing childcare centers, and doing team programs and things, and after decades of operations, I really found that my passion is for the people, the associates, the leaders that are doing the work and helping them make sure that they feel equipped, that they feel energized, that they have all the tools and resources, that they have the confidence to do the work that they're supposed to do. Nonprofit work can be grueling, and sometimes we may give and forget that we have to also pour in to ourselves. So that's a part of my why is making sure that people are able to pour into themselves?
Carol: Yeah. What are some ways that you help people do that?
Keisha: Well, I think that a lot of it is in coaching and reflecting and going through and finding ways to reflect on situations: ‘how did I respond to this, how am I going to do this differently in the future?’ I think that that emotional intelligence and self-awareness is really key. We can get so caught up in the doing of the work, and I find myself telling leaders all the time through our organization: the work is not just the work, it's not just the tactics and the processes. It's how we get things done. It's who we work with in order to move things forward. I think that a part of that is how we are aware of our own selves and how we impact that. So it's important, that critical part of leadership, in my opinion.
Carol: I don't know if leaders are always aware that the folks around them, their staff, are paying very close attention to everything that they're doing. And oftentimes, leaders are relying on what they're saying or what they're communicating in an email, but what they're doing, that is always more powerful, for people to watch behavior and, start to unpack, and doing that reflection so that you can think about, ‘okay, well, these are the things that happened.’ someone's telling me what they saw and that they made some interpretation and it maybe wasn’t what I intended, but that was the impact it had. So it's really key to always remember that, as a leader, you're in the spotlight
Keisha: Yeah, you're accountable, regardless of your intent. Maybe the impact is still being impacted. When you're mentioning leaders and people looking up to you or watching, how do we take off? How do we use it, how do we sharpen the saw? How do we develop ourselves? We tend to say, ‘Oh, we're going to send them to training or we're going to make sure you use your leave,’ but then, ‘Oh, well, no, I'm so important, I've got to work. I've got to be here’ or, ‘call me, I know I'm on vacation, but I'll still be a participant in that meeting.’ And it's risky to, to be the person that says ‘I'm scheduled for leave during that time. Can we reschedule that? I really want to be a part of the conversation, but I've scheduled this time and it's really important to my family.’ Not to say that as a leader, sometimes you don't need to just be there. If it's something that's come up, that's an emergency, but every emergency isn't an emergency. So I think that leading by example and taking care of ourselves and our families is really critical. And it's something that I constantly work on. I can't say I've got it down pat, but it's something that I strive to improve every year.
Carol: Yeah, those are hard boundaries to keep, even when we know that's in our belief, I know that's certainly what I believe and I try to do for myself and then to demonstrate to others. And I have the luxury of being an independent consultant. I used to give the explanation of why I'm on leave. Now I simply say that I'm not available. It's a little easier for me to do that without someone having access to my calendar, et cetera, but it's still hard to maintain those boundaries, and even if you're working, just keep some time for thinking and for analysis, for stepping back and not being in meeting after meeting after meeting as leaders are so often in. Especially now, in COVID, the day can never end sometimes. But I think being aware of what really is an emergency, when is it really critical, and when is it not so that you have those reserves when those emergencies come up.
Keisha: And one thing that I try to remember is, as women, and leaders, and moms, sometimes there's a thought you're supposed to be super-woman or super-mom, and I don't try to ascribe to that. I try to remember that, I'm juggling a lot of balls, but. Every ball is not a glass wall. So, there might be some things that I can let drop and they're going to bounce back and I'll just pick them up wherever they are. Or maybe I can pass it to someone on my team or something like that. But things like my children, or my husband, or my health, those are glass balls that I can't get back. If I drop them, they're shattered. That's been helpful for me to prioritize those things that'll be fine until next week, but this is the priority and takes precedent, so I need to calm myself.
Carol: I love that image because we so often hear ‘I'm juggling a lot of things,’ but remembering that all of those balls that you're juggling don't have the same impact and are not all precious in the same way. You don’t have to be the one juggling all of those things, and you can pull other people in, help them grow by giving them a stretch assignment that you may be in charge of, and maybe it can really help their development.
Keisha: Exactly and people want to help. They want to come through for you. So I think it isn't for us to share those opportunities with others and prioritize for ourselves.
Carol: So, part of your work has been working on building a more multicultural increasing equity within the Y. What would you say has been missing in past efforts to address equity in the nonprofit sector? I mean, there are a lot of organizations that are trying to address that in the outside of their organizations, but I'm talking about inside organizations.
Keisha: We have to start with ourselves internally. If it can't be just a process or a policy, or procedures, we have to start as individuals. We come to work with our own beliefs, the way that we are raised and how we see things. And we are all born with biases and it impacts how we show up and impact how we treat others at work. What we value, who we value. Knowing where people's ideals come from and why they make the decisions they make, or the way they behave. It's helpful in us being more empathetic to one another. I feel like the conversations that are being had nowadays, with the pandemic of coronavirus and COVID-19, and the epidemic of racism, people aren't able to ignore it. I think having these uncomfortable conversations, leaning into the discomfort, and committing to doing it again and again, is what's going to make the difference.
I've led multicultural leadership-development efforts at a national level for our organization. And there were some times where I felt like we were just teaching the diverse leader how to be within this larger structure that is not necessarily welcome. So, teach you - as a person of color - to straighten your hair, to get in, get the interview, say the right things, and do all those things. But how do we change the system so that it doesn't expect me to conform in order to be successful, that I can be valued for. However, if I choose to wear my hair this way, and I know that sometimes it seems like a small thing, but those small things, they just add up and there seem to be many ways where, as a woman of color, I felt like I haven't always been able to bring my whole self to work. So I do think that it's important that we allow folks to bring themselves, and their culture, and their beliefs, to work and not have to hide who they are.
Those conversations are key. And in that leadership development that you're talking about, it's essentially like we're refining code switching or refining, basically teaching whiteness. I feel like that's probably replicated across not only programs within organizations, but many, many programs that are offered as not capacity-building, but just different levels. So that's essentially what the program is about. How is that really helping us get to equity. We need to teach white people to be okay with people who are different. I know that there's a lot of books and things talking about being anti-racist. But we have to continue to just work on dismantling the systems. It's not just teaching one group how to be, or how to respond. It's educating ourselves on how things got to be the way they are. And they didn't just start with us here. Here's the impact of those things, here's how this group might've benefited from these laws and these systems. And then here's how this group may not have benefited or how they might've been kept back as a result of those. And then getting people to make change, how do we bring it to the forefront and then start to dismantle it. But it's in the long haul. It was built over time and it won't be dismantled overnight either.
Carol: Yeah. And it's interesting. I was listening to one of Brené Brown's podcasts, she now has two, and I'm not remembering who the person that she was talking to was, but the person she was interviewing was talking about how, when organizations try to start working on diversity, equity, and inclusion. They'll often go to the policies, the practices, and she described that, as the transactional part of the work. And that was interesting to me - because so often it ends up being posed as somewhat of an either/or of either you're doing transactional, or you're doing transformational and what she was saying, which I found so interesting was you have to have both. So you have to deal with all those practices and systems and how that's all embedded in the code of how we work. That's not enough, it's not sufficient. You also have to work at the relational level and then other work. We're trying to come at this from a conscious part of the brain that actually is not triggering a lot of this. That so much is about the unconscious bias that we've been taught over years. And how that's embedded in our limbic system.
Keisha: It is. We have to do something to consciously stop it and be aware that, ‘okay, this is what I'm thinking.’ This is what I'm hearing. This is what I'm saying, what I'm replicated. I found that one-on-one conversations have also been very, very helpful with - and I can't speak for every person who's like me - but I can tell you how this impacts me. I can tell you how this impacts my children. I can tell you how this impacts my family, and it's exhausting to share. There have been times when I'm like, ‘I'm tired of educating everyone else. I'm just going to do me.’ I've got to preserve myself.
Diversity fatigue is a real thing. I’ve found relationships that are important to me and I've really tried to develop those, whether it's professionally or personally, but by sharing, this is the impact of this. When I hear of another police killing a black person, I think about how that could be my son who is 17 now, who's 6’ 4” and it could be my daughter, who's 17 and just a black, young woman. It could be me, it could be my husband. And sharing conversations with folks. One of my colleagues said, that really hit me when you talked about your kids and my kids, because it's always, that's that family over there, but it's like, we have these things in common, but yet our kids can be doing the same exact thing and mine will be killed and Rose’s will not. So I think that that's one way that I've tried to personally make connections with folks and help them to see things in a different light.
Carol: Yeah. I appreciate that. And I appreciate what you're saying, that there are just sometimes when I'm not going to engage. I need to preserve myself.
Keisha: Yeah. I can't always engage in conversations, and it's not always fruitful. There are some folks who, it doesn't matter what you say, and I'm not willing to sacrifice myself for those types of conversations.
Carol: Yeah. And sometimes I find it can be helpful to identify some bright spots, or people who are operating under those same circumstances or constraints, within the same context, but somehow are having better results. In your work, have you encountered some of those bright spots because I think that that's a place to start working from.
Keisha: Yeah. I mean, I've encountered quite a few bright spots. We have a movement of leaders of color throughout the national Y and we call it our multicultural leadership development. It's mentors, coaches, and supports. And we've created safe spaces, similar to the employee resource group models where you have groups of people who may be able to come together and work on policies. You've got the affinity groups, those types of things, but ours is more of a mixture. Not just African-Americans with African-Americans. So you might see African-Americans, Hispanic, Latinos, and Asian Pacific Islanders. There you might have indigenous folks of which we need to improve our numbers versus nationally as an organization with regards to leadership, reflecting the communities we serve. But for those of us who are members of those communities, finding the commonalities and being able to support one another, educate one another, and to be with one another, and developing our own cultural competence, just because you're a person of color doesn't mean that you're going to be culturally competent as well.
The things that we're asking from other groups that we should be able to model those things as well. So it's definitely been a great support system. And we've seen a lot of folks who've been able to engage and advance their careers within our organization. In connecting the dots where they're not just at one small organization, that they can be connected to our larger network of organization. So really a lot of success there. We have seen some increases in our numbers nationally of leaders that are at the top level, in the C-suite CEO position that are of color. But then we've also had some challenges that go on the other side of it. We've done a lot more work on bias and undoing institutional racism. Anti-racism work, a lot more equity work and looking at the systems. And I don't think that that's something that, as national non-profits, a lot of us do. Recognizing that we are a part of those systems that we talk about, a part of this country. We have the same kind of history as we've evolved in these 175 years that our country has evolved. So, I think we're doing a lot and there are a lot of folks who are committed to it. There's much more to be done.
Carol: Sure. Sure. And for the Y particularly, you're a federated system and that can - I'm guessing - make it particularly challenging, but there are many other national organizations that are set up that same way. Can you just briefly say what a federated system is, and then maybe talk about how some of this work has either been able to move forward or, or been challenging.
Keisha: Sure. We're federated meaning each organization, each Y, is its own independent 501 c3. You're all members of the national YMCA, and there are some guidelines that we need to adhere to in order to be a member. But we each have our own boards of directors, our own financial leaders, those kinds of things. And we can make our own decisions. There are a lot of benefits to that because the work that's happening in each community is different. So we don't have to be bound by some national perspective or priorities that are not appropriate for our community. The benefits of being a larger, federated organization, our brand is something that's recognizable that we work hard to have some things that we say are in common and that when you go to a Y, no matter where you are, that there should be these types of things. For us, that healthy, living youth development and social responsibility are three of our big core areas that we do our work.
Carol: So there was a second part to that question. I'm just also wondering, with that federated system, there's also the autonomy of each organization. So, trying to move forward, something at the national level may take longer because you essentially have to persuade or pull in every organization within the system.
Keisha: We're a very diverse country. We have, in some ways, a lot of division and something that we all believe in. And then there are some areas where we're not all on the same side and our organization is not any different from that. so for us to all rally around the same thing, it is not always very easy. It can be painstaking, but I know that there are some things we do believe in equity and inclusion as a national organization. We believe in the safety of children and young people. And there's just certain things that are no-brainers for us. But how that gets implemented in each area is sometimes very different and can be difficult. I'm not speaking on behalf of our organization nationally. It is an area that I've seen that, when we’ve pulled together, it's very impactful.
Carol: You've actually developed your own leadership model. Can you tell us a little bit more about that and what you've found wanting and other models that spurred you to create your own?
Keisha: Sure! Thank you for asking about it. It's interesting because I've coached leaders for many, many years, and also had a lot of focus on learning and development. I feel like we tend to highlight leaders who seem as if they arrived; as if they just showed up and they were perfect, these flawless leaders and I've done presentations, and I've done a little riff on Beyonce’s flawless music. We don't really highlight leaders who mess things up or who are learning. When I see someone who's in a position that's at a high level I think, ‘man, how do I get there?’ I don't hear about the times that they failed four times, that they were rejected for six other positions that they've gone for, you just get to see where they've shown up. So I really try to encourage my colleagues to share some of their failures, some of their flaws so to speak. The model is that leaders are flawed and they are not perfect, but we do learn from things. So the [idea is that] we're failing forward. Everyone makes mistakes. And how do we utilize those to propel ourselves and our learning, or whatever it is that we learned from those failures. Then maybe we prevent some of the failures in the future, or maybe they'll be a little smaller. But recognizing that all of us will fail at some point and how we fail forward? the lesson for lifelong learners that we constantly have to sharpen that saw, we have to learn more. Part of it is reflecting and getting better, learning about what we do and how we can improve, learning about our field, our craft, just continuing to [learn]. There's no point where you've just arrived so we need to always be lifelong learners. The A is for authentic! I think authenticity in leadership is very important for us. If you want people to follow you, you want them to trust you. People don't want to follow someone who doesn't seem genuine. And a part of that authenticity is [admitting] that, you’re not always right. I may not be perfect, but sharing more of our why, our story, why we do things or what's motivating our decisions and things like that. Sharing a little bit of a vulnerability. So if we were to talk about Brenè Brown, vulnerability is just super important. So I think that that's all tied to authenticity. And then the W is for work. You can't be a leader without doing the work. You’ve gotta roll your sleeves up and get your hands dirty. I do believe in working smarter, not harder. I'm not going to try and take the hard way, but in leadership, you definitely have to put in the work wherever it's needed. That's my model: leaders of LAW.
Carol: I love it. I think it was one thing - I don't think much goes viral on LinkedIn - but this one probably did where someone actually wrote their failure resume. Yeah, so when you write your bio for when you're speaking or whatnot, you rarely include: “and right before I got that job, I was the runner-up for four of them.” [You don’t include] where you were laid off here, or where you got restructured out of that job at that. We're resilient. Those are the things that we need to reiterate that, especially with this generation coming up and I hate to sound like the old person in the room, but you want folks to know it's okay, you gotta be resilient. We don't know what's going to happen next, then COVID, and what this next iteration will be, but we will band together. We will be resilient. We'll make it through and figure it out.
Keisha: Yeah. And I think folks have a lot more resilience than they realize, and it's part of it. It's looking back and seeing, ‘that kind of sucked at that time, but I picked myself back up and got back on the horse’ or whatever and [you need to] try it again. And I think just the way our brains are wired, we learn so much more from those failures than we do from all those successes. So, we have such a negativity bias that those are definitely more memorable. But then not only keep it as our own private learning, but I think what you're saying is, for leaders to actually share those with the folks that they're working with so that folks really know that it is okay. We don't want to make a lot of mistakes. Nobody wants to make mistakes. But on the other hand, if there's a culture where making mistakes is punished, then it just has so much impact on folks willing to take risks. That has to be there for innovation [so it] can really have a chilling effect. So yeah, pretending that you're perfect, it's exhausting for the person who wants to work with that anyway. It's not realistic. It doesn't have to be perfect. We're not expecting it to be our final product, but you're going to put this bad boy out, see how it works, and we'll fix it. We'll continue to hone in on it.
Carol: So, you allow people to be okay with, like you said, innovating and we don't want to make huge mistakes, but we know that's a part of the process. Then we can build our confidence in knowing that it's a part of the process that I may stumble.
Keisha: Yeah. And I think, also for organizations to look at who's allowed to make those mistakes within the organization and who it has higher consequences for. And I'm sure in most cases there's probably already research that shows this, but the more male and white you are, probably the more you can get away with. Yup. Very much so. And I didn't necessarily see it myself. Being in HR, coming from operations in so many places that I'm really drawn to making sure that we're consistent with how we handle those situations. Like you said, are we doing the same thing if the person is white and male that we would have done if they were young and female, or a person of color, or something like that. It’s super important that we have that consistency.
Carol: Yeah, well I want to shift focus a little bit. At the end of every episode, I do a little game where I ask a random icebreaker question. So, what is one family tradition that you'd like to carry on in the future?
Keisha: I created a family tradition of cookie baking for the holidays, and I'm not a person who cooks nor bakes. So it was interesting for me to come up with that, but I just love the idea of my children coming together, and having other cousins over, and us getting flour all over the place and making cookies from scratch. It's just a great way to set the holiday season off. It's a big mess, and every year I say, ‘why am I doing this?’ but I'm really trying to figure out how to do it during COVID. I'm like, ‘okay, pass out flour and it could be making an idea, or you do something via zoom. It's definitely one of the traditions that I hope my children pass on and that they continue to do it.
Carol: All right. Well, thank you so much. I hope I get a box of cookies.
Keisha: You may not want them! They've gotten better over the years. Like I said, I'm not a baker but, fail forward! I've gotten much better, but I've been failing forward for some years.
Carol: All right. Well, thank you so much.
Keisha: Thank you. Appreciate you, Carol. Good to talk to you.
In episode 12 of Mission Impact, some of the topics that Carol and her guest, Elizabeth Woolfe, discussed include:
- The importance of an interim director for organizations
- The process of transitioning and the strain that puts on an organization
- The importance of having a plan in place for when your leader leaves
- Growth mindset with Boards
- What the role of the Board and the role of the staff are in an organization and how those differ
- The importance of taking breaks for yourself
Elizabeth Woolfe is a lifelong nonprofit professional with expertise in affecting strategic change and facilitating growth for organizations, as well as in assisting boards and organizations through transitions. She also has strength in building philanthropic relationships between nonprofit and for-profit companies, facilitating collaborations, and program development. Her particular areas of interest are interim leadership, management of organizations and boards, strategic assessment, organizational development, board functionality, and relationship building.
Carol Hamilton: Welcome Elizabeth. It's great to have you on the podcast.
Elizabeth Woolfe: Thanks. It's great to be here and please call me Liz. It's shorter.
Carol: That’s true! So, what drew you to the work that you do? What's the why, what motivates you in the work that you pursue?
Elizabeth: Well, my usual answer to that is that I've spent my entire career, except for one very brief foray, in the non-profit space, and I generally view that as a calling, I don't know that I ever questioned it.
I think from early on, I had a desire to do things that helped people and to do work that seemed - whatever this word might mean to people - meaningful. And I was never pulled in any other direction, but to do that work. It was a path that manifested itself and I followed it. Once I got the hang of it, I was able to make decision after decision to stay on that path. I just don't know that it was ever a real decision to embark upon that.
Carol: That's interesting. Cause I started out my very first job working for a small business that helped people get on talk shows. It was this very interesting little niche that I was working in and found that I was pretty good at that promotional aspect of getting our folks on shows, but after leaving that, it was a conscious decision for me to move into the sector because I thought, if I'm going to use these skills to promote causes, I want to promote causes and support things that I really believe in, and help people in a way that I think is really functional, away from ‘whoever pays the bills is who you’re going to promote.
Elizabeth: I used to call that the dark side. There were periods of time where I had this thought that, ‘oh, I will go to work for an agency or a for-profit company that has a foundation or something like that.’ And I would play around with that and I would maybe look for different positions and maybe go on an interview. But I would walk out of the interview going, ‘I don't want to do that. This doesn't sound like a fit.’ And without really questioning it - my company is called intuition consulting and it was named that because I feel strongly about following your intuition. And it's something that I recommend to others, but I also take my own medicine and do for myself. And I guess I was not questioning it because I just did that from the start.
Carol: So feeling that alignment, which is great. You serve as an interim director for organizations as part of your work. What would you say organizations gain by engaging an interim?
Elizabeth: Well, the transition period in an organization, especially when they're losing a position like a founder, it's crucial to build in some space where everyone can experience what that feels like before embarking on the next phase of their existence. So I can say that I do a lot of interim work as the interim, but I do a lot of transition and succession planning with organizations. And I almost always recommend that they consider hiring an interim for that reason, especially with a founder that might have been with the organization for a very long time, it's a big change. It's like when you bake cookies, or when you make pancakes and the first pancake just doesn't turn out well, if you hire someone too quickly, that first pancake just might not turn out that well, and that's unfortunate because then the organization is once again plunged into a period of transition, which is not really healthy or something I'd recommend. I think interim work is extremely interesting, and transition work in general is really important to understand with organizations, especially small or mid-sized organizations that require some degree of stability to anchor them with many of their functions.
Carol: I think taking that time, And, and it's hard. I think often, organizations want to jump to find that new person as quickly as possible and be on to the next thing. But you don't want the new person hired to be an accidental interim - almost like a rebound - executive director. I think that taking the time to have the organization experience a different style of leadership is important. It seems like organizations can also deal with things or have harder conversations with the organizations to get them ready to set the next person up for success.
Elizabeth: The statistics about new leaders following a founder coming in and not being successful are really shocking. So the interim can be that bridge very successfully for all of the reasons that you just outlined. It's like a palate cleanser, it's a good thing to try.
Carol: What are some of the things that you observe organizations experiencing when they go through those transitions?
Elizabeth: Well, I've managed a few big transitions with several of my clients and I think the most important one is really what the trickle-down effect is. It's not really just where it's happening, it's in every relationship that the organization has. I think oftentimes that's a second thought or maybe not even thought of by the board, or by the departing leader, or by whoever is left to understand that everyone who interfaced with this person is affected by this person's departure. I'm focusing on a founder or a CEO, just because that's really the most formative of those relationships, but when you have relationships with funders, when those people have those relationships that are very closely held, there's a lot of insecurity and instability that can affect the organization adversely if it's not handled correctly. Oftentimes, that's the best reason to have an interim because that person can focus on those relationships. Otherwise it's a board member, or maybe a secondary staff person that might not be as comfortable relationship-building and relationship cultivating as the leader was, and it could be really debilitating for the organization.
Carol: So, what are some things that you would say help those major transitions go better?
Elizabeth: Well, I think giving it the necessary amount of time [is important]. It's not a quick process. I usually say from start to finish, the succession-building process should be very conscious, and it's not a question of, ‘we want to get rid of our leader.’ It's really more, ‘we want to prepare for the eventuality that we may have to replace this person for whatever reason.’ There are good reasons, and there are not-so-good reasons. There are things that can be planned for well in advance, and unfortunately there are emergency situations that come up that, if you have no succession plan, even a rudimentary one can be even more upsetting and more traumatic for the organization. I think that this is always something to consider and that it builds in that amount of breathing space so you can say, ‘oh, wow. Now here we are at this crossroads, but we've planned for this. We know that we can manage it using these steps, whether we use an interim or not.’ Replacing someone doesn't take five minutes and I almost always recommend using a search firm, especially for a CEO or any C-suite leader, because it's almost impossible to manage a search at that level and continue to do regular necessary work. With one of my clients, the entire process from start to finish took eight months. That was not an unusual amount of time, it was pretty much the norm. But, if that were without an interim and without a search firm, it would probably take twice as long.
Carol: So, thinking about always keeping succession planning front and center, what are some of the things that need to be part of that succession plan, and what are the elements that organizations can do when it's not an immediate need?
Elizabeth: Well, first I have a really good idea of what that position is and what it does from the very tiny day-to-day to the bigger picture, where does this position sit in the organizational structure? Obviously a CEO is normally at the top of the organizational structure but, in reality, what does this person’s responsibility involve? Do they manage all of the external relationships with funders, or is that something that is co-managed or taken over by a development person, or someone else? Those relationships are really key, as I said earlier, and I think what's really important is an understanding of how engaged the board is with the organization and with that person - usually the leadership - what kinds of relationships do they have and can that relationship be managed in a different way? Once you identify where all of these succession-related issues lie, what's most important, is really a thorough understanding of what the connections are. It's always nice to be able to say, ‘under these circumstances, this is the protocol we will follow.’ You can create that. In real life, things happen and times are crazy. I know an organization that just had their CEO announce that they were retiring in January and, this person would stay until they found a replacement and then COVID hit. All of that had to be rethought, because it wasn't really the right time for there to be another major transition, which is fine, and luckily, the CEO was able to say, ‘yes, I will postpone my retirement for at least another six months.’ You have to be flexible and nimble and many smaller and mid-size organizations are capable of that, which is the good side of things.
Carol: I think having a plan sketched out, you may not follow it exactly, but you're not starting from scratch and you're not having to think through it all as you're also having to start doing it all. Also, I think a lot of people, when they hear succession planning, they mistake it for ‘I need to identify who I'm grooming as my successor.’ and it really isn't that, necessarily.
Elizabeth: No, it can be part of it. I mean, if it's an organization that has a leadership pipeline, it could be that, and most often in larger organizations, yes, that is more typical, but in smaller organizations, there's not enough people working there for it to really be an appropriate way of organizing succession. And I encourage organizations to have a running list of people that they have in their orbit. That could be either someone that they consider in a search, or someone who they would consider to be part of a search committee who knows the organization well enough and who's connected enough to the work that is done there, that they could be helpful in identifying who could be next. It's nice to have an advisory group at the ready in case they are needed. Sometimes some of those people could be appropriate candidates.
Carol: Right, So we've talked about boards a little bit, a unique aspect of nonprofits is the role of a board in the governance of the organization. What are some common mistakes that you see boards making maybe in dealing with succession or more broadly.
Elizabeth: Do we have longer than an hour? I could go on for days with that. Boards are one of my favorite things and that isn’t always an easy thing to say. I do actually enjoy board work. It's so interesting and multifaceted, and as you say, it's an integral part of a nonprofit, or it should be an integral part of a nonprofit’s organization and functionality. Specific to succession the board is really key and it's a time where I've seen boards really rise to the occasion which is great. And I've also seen boards that can't, and it's not over succession or transition. It's really a deep-seeded functionality or dysfunctionality as the case may be, but that situation of change exacerbates one or the other, or brings it to the forefront. To go general, boards have a great deal of responsibility. If they choose to exercise it, if they don't choose to exercise it, the organization can still function, but the board does have, at a minimum, a set of responsibilities in terms of guidance and in terms of advising. And some boards go a lot deeper and some are more strategic, but at the very least, they are more objective eyes on what the organization does, and what direction the organization is headed in, and how well the organization fulfills its mission on all of these different levels.
Carol: You talked about founders and oftentimes a founder will be a very dynamic personality and all of that is what helped them create the organization and then build something, which then creates the dynamic of a board that's really following that person and not necessarily in a real partnership. So when that founder leaves and they have to step up, it's not the way that things have been done in the past and can be harder. And that makes that transition particularly fraught.
Elizabeth: I couldn’t agree more. That's so common, and I think if [the board] doesn't view themselves as ever evolving, then they don't ever get to the point where they escape that, regardless of what happens on the leadership side, even when a founder leaves and new leadership comes in. If the board is still firmly entrenched in what used to be, they're not going to be as effective. That can be a real recipe for disaster, because then you have someone coming in new and fresh as a leader who wants to take the organization to the next level or in a different direction, and the board is stuck. When I do board-coaching and board-development, it's really to view boards on an ever-expanding continuum, where they go from this working board as they commonly are in the very beginning, and very much like sheep following the leader to something that becomes more appropriate for a later iteration of the organization where they become a governing board and it's a completely different set of skills. That's why board rotation, board transition, and cultivating new board members is so important because the people that are present at the birth of an organization are not necessarily what the organization needs 5, 10, or 15 years in. And sometimes, you'll have that very dynamic leader that everyone's following, and in other cases, it may be a group of people around a kitchen table. So they've always had a collaborative relationship, but then when they do bring on staff, everybody's been so involved [that] letting go and allowing staff to start doing the work that they need to do, that can be challenging. At the same time, I think that boards have an opportunity to then look at other ways to be involved in the organization besides being on the board, [although] when it's small, that may be the only volunteer role and that board does everything, as a working board, or volunteer board, or in an all-volunteer organization, but then to start differentiating, what we actually need from a board member and if you want to be involved in this organization because you are very excited about and passionate about environmental issues, but you really love getting your hands dirty and doing that stream monitoring, then it's fine. Go do that. It's hard for people to then say, ‘well, but we've always had all those people on the boards. We do it differently,’ or worse that this is what we've always done, it's not successful anymore, but this is what we've always done. So we're just going to keep banging our head against the wall because this is all we know. It's very hard to crack open that door and say, ‘look, there's a whole world out there for you. You could be this, and you could be this, and you could be this, except for the fact that you're looking in your rear view mirror, or living in the past. I've experienced all of the scenarios that you just went through. Some in my consulting life as a CEO myself, and also as a consultant and as a coach, and they're all very big and hairy problems. Every board is different. The chemistry is different, the environment that they're in is different. So as a consultant, you have to visit that with fresh eyes all the time. That's why I always say that even the incremental successes are to be celebrated because boards are so hard to move. And it's very rare that you find a board that welcomes this ongoing change and development with open arms. It's much more the case that they are really change-averse and, even when they understand the rationale, they are so terrified to let go of it. It's fascinating, really.
Carol: I'm curious if you had someone who was thinking about volunteering on a nonprofit board, what's important for them to understand as they step into that role?
Elizabeth: Well, I think unless they've had previous successful experience, there's a lot of people who come to a board, and they've been on a board before and it may not have been a healthy board and they carry all of this baggage with them. So their expectations are very different ‘cause they either want it to be the same, ‘cause they don't know any better, or they want it to be different because they do [know better]. Depending upon where they're going, that may or may not be the case. I like to get them all fresh when they haven't been on a board before and mold them to what they should be. Those are the most successful ones. But I think in terms of advice, always be aware of the fact that, even though there is a line between what the organization does day-to-day: their programs and how they execute them, and what the board's responsible for: the governments, and the guidance, and the strategic-level stuff. Be aware of that difference, but also be aware of where the gray area is, where those two things can meet and really be productive. Because you can't be too far apart, but you can't be too close together.
Carol: Can you say a little bit more about what you mean by that?
Elizabeth: Sure. So it's really a question of keeping the board from micromanaging what the day-to-day of the organization should be. In other words, the board should be responsible for this 35,000 foot view of the organization. What is the strategy that they're going to implement moving forward, how are they going to execute it in the bigger sense? It's the program staff and the CEO and the development staff's responsibility to mold that out of the lump of clay that they're given and make that into programs, [and figure out] how much they have to raise in order to do them, who's going to run them, who they’re going to serve, and how they’re going to measure their success. There's a big difference within those two worlds, but where they peacefully coexist is in having these kinds of conversations of translating what this strategy is. So we want to get to this, we want to serve this many people, or we want to execute our mission by creating a program that brings an awareness of what we do to more people. That's it for the board. They can outline that strategic framework and hand it over and have really productive conversations about what that means. But once that happens, they don't need to be on top of the program staff saying, ‘well, what does the program look like?’ ‘Who's going to teach that?’ ‘What days are you going to do it?’ That's not the board's role.
So, every episode, I play a game at the end where I ask you a random icebreaker question. So... if you could have any celebrity to be your best friend, who would you pick and why?
Elizabeth: It's either Oprah or Bruce Springsteen, but I don't think I'd be able to talk if I were with Bruce Springsteen, Oprah, because, well, first of all, I've looked up to her and, and followed her for so long.
I feel like I am already her best friend, although she doesn't know me. We read the same books. I almost always read - even sometimes before she picks them - from the book club. We have a lot of common interests. She's funny. She likes all different kinds of food. She loves to travel. She's really interested in helping people. I just think we have tons of things in common and would make great best friends.
Carol: That's awesome. So what are you excited about? What's coming up next for you? What's emerging in your work?
Elizabeth: So right now I'm right in the middle of a little interim CEO gig that I'm doing for one of my clients. That will be concluding at the end of October. Then I'm hoping to take a little bit of time off because I need it and deserve it. And I think self care is very important. I always encourage the CEOs that I coach to make sure that they take good care of themselves because it's not an easy job. It's sometimes a very lonely place. So I would hope that I will be able to do a little bit of work, but a little bit of relaxing between the end of October and the end of the year. As far as next year is concerned, it's really interesting because I never really know. And for 2021, I really, really don't know because nobody can predict what's going to be happening anymore. So I am keeping myself pretty open and not letting that freak me out at all. I’m figuring that whatever comes along will be something that I will be able to consider and I’m not worrying too much about it right now. I don't think stress and worry really get you very far and I've trained myself to really not worry about it.
Carol: That's great. So how can people find out more about you and get in touch?
Elizabeth: So, my website is intuitionconsult.com, and I'm pretty easy to find on LinkedIn. I'm very interested in connecting with people for all different kinds of networking and mentoring-type things. I would encourage whoever wants to talk to me more to please reach out.
Carol: All right. Well, thank you so much. I appreciate our conversation.
Elizabeth: Thank you, I had a great time.
In episode 11 of Mission: Impact, some of the topics that Carol and her guest, Nyacko Perry, discussed include:
Boardsource 2017 research on the demographics of nonprofit boards. Leading with Intent.
Nyacko Perry utilizes a systems-thinking approach to assist individuals, community groups, and organizations, in creating more inclusive cultures. Her decade long career as a transformational change agent includes national and international facilitation with non-profit, corporate, and government agencies. Nyacko is the founder of Yin Consulting, a collaborative focused on personal, organizational and systemic healing.
She is the Organization Development Partner at the much-anticipated Comfort Kitchen, a restaurant, community meeting space, and a food incubator dedicated to fostering collaboration, cross-cultural understanding, and community engagement. Nyacko also serves as a member of the Advisory Board for the Action Boston Community Development, Inc. Roxbury/N. Dorchester Opportunity Center. Nyacko holds an M.S. in Organization Development, with distinction, from American University. She is also a 500-hour professional level yoga teacher, an Afro Flow Yoga® certified teacher, and weaves her mindfulness expertise into her consulting work.
Carol Hamilton: Welcome Nyacko, it’s great to have you on the podcast.
Nyacko Perry: Thank you, Carol. I'm excited to be here.
Carol: So, give people some context, what drew you to the work that you do? What would you say is the journey or the path that got you to where you are now?
Nyacko: That is quite the question. Just for background, I do mostly organizational healings. I'm interested in the wellbeing of people at work, and ultimately doing a process of healing. So addressing and having accountability around some of the past experiences, and making a path forward so that people can feel safe and be the most productive people they can be at work. What brought me to that is quite a journey. I come from a yoga background to start. I was very invested in healing in that regard. Healing for myself, and first for taking care of myself, taking care of my body and my mind, and that quickly grew into ‘how do I facilitate this for other people?’ So I've been a yoga teacher for several years, and after being a yoga teacher for several years, I left and became a Peace Corps Volunteer in Botswana for two years. That experience was the most eye-opening, incredible experience of my life, both exciting and awesome, but also painful and different. Through that experience, I was working with a lot of Government Agencies. I was based in a local village and there were three local schools that I was supporting with what we would consider life skills, which were mostly around the spread of HIV and making sure that the curriculum invested in that and making sure that the students understood what HIV was and how it was transmitted and so forth.
Through that experience, I found that one, I fell in love with my community. I also got rather disillusioned from some of the institutions that were located there, both the nonprofits, as well as some of the government agencies I was working with. Unfortunately, their approach was ultimately, numbers, very numbers based, very centric towards, ‘you know, what are we doing and how is this making us look good?’ and it really didn't resonate with me. So I had a big internal process going on because I felt like there's so much potential to do our full work if you are in collaboration with the community, if you are really acknowledging how they want to go about their own process of doing this powerful change within their system. I became very interested in that, both during my Peace Corps service, but then afterwards, of course. so after that time of being with them, I thought, ‘okay, more so than actually doing direct service, I'm very interested in the systems that hold this direct service. So, that's where I started and looked into the American program that I believe we both did Carol. Then, going through the master's program became very interested in how to bring back this healing component and this idea around people's wellbeing at work. So all of these different parts of my identity and my experience came together through the master's program. I actually had the pleasure of thinking about a theory around organizational healing from the lens of the chakra system. The chakra system is basically energy centers that live within the body.
They're known in yogic philosophy, they're also known in African practices and traditions as well. I was very interested in considering organizations to be human systems, then how do we apply all of these theories we have about the human experience in the context of work? So that's how I got into all of the things that I got into.
Carol: That's awesome. Say more about your organizational theory of healing and, how do you define that, and can you dig into a little bit more about how the theory shows up when you're doing work with groups.
Nyacko: Absolutely. For me, I'm a very feeling person, so the first thing that I do when I go into an organizational system is I'm like, what do I feel inside? Do I feel tension? Do I feel joy? Do I feel like apprehension? and so I very much come from an emotional place and healing. What I consider healing is being in touch [with] emotions, but healing takes many, many shapes and forms. So from my perspective, it's really about accountability. I think that's where healing can truly come through. So if an organization gets data that says ‘actually you have been unfair or you have done some things that have caused harm,’ acknowledging that, and really making that be part of the next strategy. [Saying,] we've heard you, we're going to make shifts. We're going to acknowledge what we've done that has caused harm. We're going to actually make some shifts and involve you in that change process. That's what I consider to be healing, but what I've noticed through the work is that every organization will bring about healing in their own way. For some people, healing can be messy, it can be tough. It's where the leader, for example, has to really take in all of the feedback, and sometimes that within itself is like, ‘ah, that hurts.’ or, I had no intention of doing that. I think this is something that happens all the time where the leader has a very different experience from those that are on the lower levels of the system. I didn't realize that making this pay cut and making this particular shift had an actual emotional effect on your life and your ability to come to work and to thrive. I didn't realize that.
So there's a lot of acknowledging what's gone wrong, but it can honestly be a messy process I've found, but I think for me, it's really about how we create a safe container where people can be honest, and that is usually the first step in a system. A lot of times when I go in, it's very clear to me that nobody's going to really say how they feel, because there's such tension, there's such a tightness and so I open the floodgates, but then the floodgates are open and who knows what could happen. Usually it ends up pretty well.
Carol: Can you say a little bit more about what you mean by creating a container?
Nyacko: Yeah, even in how I practice. So if I'm leading a group, the first thing I do is a check-in. For some systems, that's very normal behavior, checking in [with] ‘how is everybody?’ and when we're checking in, we're not just checking in on ‘how was work today,’ but [also,] ‘how are you?’ and from a facilitator perspective, I want to understand if somebody is coming in with stress, with some tension, with something that's going to influence how they're showing up here. So that gives me more of a background of what's going on.
So, one thing is check-ins, which for some systems is radical transforming where people are like, ‘wait, you're asking me how I am versus how productive I was today?!’ It can be a jarring shift. So I think that that's the first step for me in terms of setting a container. Starting with, of course, the check-in, but also in how I'm holding the space.
I'm not intending to be an authority when I hold space, which for some people is difficult. Because they're like, just tell me what to do and also, this is what I consider to be presence, you know, you're a boss and you come in and you tell us how to do things. So I come in with a radical, different way, which is: ‘hi, I'm here. I'm interested in how you feel.’ I want to support you in this process, I'm not an authority, I hope you feel safe here. So that's how I show up and that really opens where people are like, ‘oh, whoa. I can talk to her,’ especially when it comes down to the data collection process, I tend to do very well in that area because people feel more comfortable with how I show up and how I hold space.
Like I was saying, there is this other extreme where for some people they're like, ‘I don't get it. Why isn't she doing it how I'm used to seeing,’ not to mention, I also don't always look like what people consider a consultant. They're like, ‘Oh, wow, you're young and black and have all these other parts of your identity that I’m not sure about. How do I make sense of you?’ I think that's also a strength that I have. I look different, I represent something different, I show up differently intentionally, and that helps to set a container for people to feel safe.
Carol: You talked about the messiness of the process. I think too often, people are lulled into the idea that if they do this seven-step process, we're gonna manage change, it's going to happen exactly the way we want it to. I often cringe when I hear the word change management, because to me it creates this illusion that it’s all manageable. Certainly you create processes to help people move through it, but it doesn't mean that it's going to be easy. There might be uncomfortable parts, but those are necessary if you're really going to dig into the real issues that organizations face.
Nyacko: Absolutely, it makes me think a lot about Bridges theory. Just that in between when you're trying to mitigate the change process, you actually have to consider that there's this in-between from what you were, to what you're going to be. That middle space is going to determine whether or not you're actually successful and you need to use it, work on that, and think about how your employees are actually talking and feeling throughout this change process, especially for those that are like, ‘oh, we just let go half of our staff and we're merging with a totally different company and we have to completely change our culture.’ There are two cultures that are somehow supposed to merge together. There's going to be so much messiness, and even just acknowledging that and holding space for that in-between, is so necessary.
Carol: Yeah. That theory that you mentioned, William Bridges does a lot of work on transitions. When I'm trying to explain that to people, I often say that in our American, White-dominated culture we always want to be onto the next thing. So we want to go from point A to point C and forget this in-between space where we're not quite there, not quite here, not where we were, but not quite there yet. I think everyone's feeling that right now in the midst of the pandemic or in this massive in-between space and the discomfort that that creates with folks.
Nyacko: Yeah, it's quite eye-opening for all of us and even organizations, how they respond to the pandemic, and it seems like there has to be more attention to the employee experience outside of just how they are in terms of productivity, but how are they?
Carol: You talk about how radical that can be, to ask folks how they're doing. I was talking to a colleague at the beginning of the pandemic and she said, ‘my boss is suddenly incredibly vulnerable, and I don't know if I like it.’ This is very not normal! Many believe - if they're not in the sector - they have this idealistic notion of the nonprofit sector that it's shielded from dysfunctional culture and dynamics because of the mission focus and because of that good intention and trying to create change or good work in the world, but in my experience, too many organizations have very admirable missions for change that they want to see. Yet the values that undergird those missions just don't show up inside the organization and how they're treating people. What have you observed within nonprofits that you've worked with?
Nyacko: A lot of what I'm seeing is the people that are doing direct service are having a really challenging time - especially around their income, more often than not, they're the least paid person, but they're the people that are dealing with the direct work. Then there's a whole disconnect between the direct service people, and the people that are really high up. The other disconnect in that area is race. Race is something I see very quickly, it's like direct service. That's where all the people of color work, and then as you go up, it's just all white. I find that disturbing, what is that about? Then also in terms of who they serve, more often than not, it's people of color, people that represent a disenfranchised identity, and that's not reflected in the leadership of nonprofits. So, there's just this huge disparity and disconnect that I don't understand and I feel troubled by.
Carol: Yeah and it certainly mirrors our wider society, so it's not like the sector at all is separate. It's all within those systems. So can you say more about how you see that culture of white supremacy showing up within the sector?
Nyacko: Yeah, it's this idea of helping. This idea of who we think needs help, and more often than not the people who need help are people that represent disenfranchised identities. Why is it that we don't have those [identities] represented in leadership? I see a huge problem in that, but honestly, my friends that are in nonprofit, when I've worked in nonprofit, it's almost like it's normalized where the whole board is white, the whole leadership is white, [so] they don't know what's happening. They're not connected to the actual experience of the people that they're serving, but they get to make the most important, most drastic decisions.
The people that are closest to the pain should be closest to the access and closest to helping to make decisions - and I'm pulling from my congresswoman, Ayanna Presley - that's the thing [that] people who are representing the identities should be a part of the solution and should be a part of making those major decisions. I rarely see that, and I think we know statistically, it's not there. I think it's like 0.05%.
Carol: Yeah, I don't know the exact stats, but I definitely know I can look them up. BoardSource has done a lot of work on this and [on] measuring and calling for more diversity, and the needle not shifting since they've been measuring it for the last 15-20 years or so. Do you see places where that isn't the case though, where those dynamics have flipped?
Nyacko: I mean, probably occasionally but it's also in our structures. Like our structures in general, our businesses are based on white supremacy. All the way from our educational systems, our business structures. I was listening to the 1619 project, I don't know if you've listened to that, it's an amazing piece by the New York Times that really looks into the history of slavery, and also the legacy of slavery. One major piece is that a lot of our business structures are based on how the plantations were run. They had very complex systems. They had middle management and ideas about productivity, and reports about productivity, how to best feed a slave and have them be as efficient as possible. They were extremely successful in that. So much of our wealth in America is based on that piece of our history. So when I think about structures in general, it [makes it] difficult to live in society and to work in any system. The rationale that I tell myself is that I'm here to dismantle and to support the transition and the change. I think it's very important to acknowledge where our structures come from, where our nonprofit structures come from. If these parts of our communities weren’t disenfranchised, we wouldn't have a use for nonprofits. So how is this an industrial complex? How is it that we're dependent on people being in need and perpetuating that?
Carol: Then [there’s] the sector being dependent on the little bit of wealth that is put into foundations and then the little bit that they give out each year. Where did all that money originate from? Here we are in a field in terms of organization development that wants to be of service and wants to help. where do you see, you know, how do you see, doing that in a way that does heal rather than doing harm?
Nyacko: Step one is acknowledgement, but that's the trickiest part. That's the part where, for example, when George Floyd was murdered, so many people, so many organizations, wrote these very blanketed responses, and there was no accountability in the statement. There was nowhere where we wanted to acknowledge what role we have played in perpetuating this system, and the steps that we want to make to dismantle it, to make some shifts within our organization. It's rare that we see that.
We have seen it in some circumstances, but more often than not, there's a resistance that you've been acknowledging it. It's almost like “la-la-la-la, we're good.” When really, just name it. Name it and start there. I think that's step one, and then once that's open, involving everyone in your organization in the process. Knowing that more often than not, the leadership is not fully aware of all of that goes on in the organization, [and] is not fully connected to the people that are being served, lifting up the voices from the rest of the organization, as well as lifting up the voices of people that are being served by the organization and bringing those voices to the forefront and allowing them to help direct
whatever change process you're planning to make, I think that that's the first step in healing.
Carol: So you also work in the food industry as a partner with a Comfort Kitchen. What type of type of change are you trying to make in that space?
Nyacko: First of all, background. Background on Comfort Kitchen - and I know they're going to read a little bit - my husband has been in the food industry for - I should say my spouse - has been in the industry for the last 15 years. He’s also an immigrant from Nepal and he had a terrible time of being someone that has an MBA who’s fully prepared to bring all of his skills to whatever business he was working for, and just being constantly demoralized and disrespected throughout the process. This is not a different story - this is the story. The industry is interested in exploiting people and chooses to target the most vulnerable individuals. So, 70% of restaurant workers are immigrants. and then a large portion of those are undocumented. So it's really vulnerable people that ended up working there. There's a lot of systems that will choose to exploit that. The whole design of the restaurant industry makes no sense. It's not actually a sustainable model, and that's why, when we saw the pandemic hit, most restaurants cannot go two weeks, let alone months, without generating any revenue. It just doesn't work. That's because the margins are small because it's almost impossible to get healthy food that comes from a sustainable source, and to pay your employees well, and actually sell your food at a fair price to your consumer. That's rare to see.
So, we would like to try and see if we can build something that is a little bit more sustainable on many levels. [Obviously,] the financial element, but also in how we engage with each other and how we engage with the community. So we're going into a community that I love called Upham’s Corner. It's right up the street from where I live and have lived for many years, and it's a community that has a lot of life. It has a lot of diversity. It's actually one of the most diverse neighborhoods in America.
So there's such a need to bring some love and be like, hey, we're here, we want to engage with you. Also with that comes the incredible cultures that are represented. So within my team: my partner is from Nepal, our head chef is from Ghana, his partner is from Portugal, and then we have a teammate from Ethiopia, and then second-generation Nigerian. So we're bringing a lot of different cultures to share within a neighborhood that's incredibly diverse as well. So a big focus for us is cross-cultural understanding. How do we start to see that actually all of these experiences are valuable, important, and also have similarities. One big similarity that we're finding is spices. Because of colonization and the spice trade, but you will find a lot of similar spice profiles across the world. So that feels unifying to us and really what is the forefront for us in terms of our menu and in terms of what we talk about. So what we're trying to do is we're trying to shift it off. Ultimately, because of the pandemic, huge shifts had to be made, and one major part of that is that we are developing a much smaller team, and that's so that we can be sustainable and do things differently.
Carol: Well, that sounds awesome. So, in each episode, I play a little game where I just ask one random icebreaker question. So I've got one for you here. What's the best compliment you've ever received?
Nyacko: Last night I had a friend over, and she said that I'm very smart and smart in a way that most people don't understand, but she gets it and she sees it. I have really struggled with my intelligence just because I have a learning difference. and so I've gotten messages throughout my life that [I’m] not as smart as other people are. Which are all stories, but when you're young, that can be very much embedded in the way that you think. I love to receive compliments around my intelligence, that feels really good. Thanks for asking.
Carol: Yes, absolutely! Without a doubt, you are incredibly insightful, smart, intelligent, and delightful.
Nyacko: Thank you very much!
Carol: So what are you excited about? What's coming up next? What's emerging in your work?
Nyacko: I mean, my consulting work is going well, especially because I think people are aware they need to tap into their emotions and address some of these past harms and make some transitions. So [I’m] definitely feeling busy in that regard, which feels really good.
Also we have a project coming up called All-In Consulting. I know you've probably mentioned it in other episodes and the other times that you've had people on, but I'm very excited about that. This idea of having a collaboration of people that are committed to doing specifically DEI differently - diversity, equity and inclusion - differently.
That to me feels like home. I feel like I'm at home in our network and our communities. So that is very, very exciting to me. Then Comfort Kitchen is coming, we have a ways to go, but 2021, probably around March-April is when we're thinking. So just plugging away on that as well and excited because I'm going to take my first vacation next week.
Carol: Awesome. That is part of personal organizational wellbeing that people take time off, prioritize that and really unplug. I'm a big believer - maybe ‘cause I grew up in Europe, I'm used to longer vacations and I think that's a way to go. Thi American idea that you can get away with as little time off as possible, it's just not living. It doesn't work. So how can people know more about you and get in touch?
Nyacko: Sure thing. You can check out my website at yinconsulting.com. That's Y-I-N consulting dot com. You can also learn about Comfort Kitchen, we’re email@example.com. Then if you are an Instagram person, comfortkitchenBOS is our name on Insta. So you can check us out there as well.
Carol: Alright, well, thank you so much. It was great having you on.
Nyacko: Of course. Thank you, it was awesome.
Episode 10: This week we’re talking to Heather Yandow.
We talked about:
• What gets in the way of nonprofits hiring consultants successfully.
• Why an RFP process is often not the best approach to having a great experience with a consultant.
• The trends we are observing in this time of disruption.
Scenario Planning: An article describing the process from MIT Sloan management school
Heather Yandow brings more than 20 years of experience as an outreach coordinator, coalition leader, project manager, and fundraiser to Third Space Studio. She helps organizations with strategic planning, board development, change management, leadership development, and going from good to great. She has also served on the Board of Directors of Democracy NC, ncyt: NC’s Network of Young Nonprofit Professionals, and the Beehive Collective (a giving circle). She is also the founder of Nonprofit.ist, an online platform for nonprofits to find the consulting expertise they need.
Sponsored by Grace Social Sector Consulting. http://www.gracesocialsector.com/
Learn about the Effective Online Facilitation, 4 week group coaching program.
Episode 09: This week we’re talking to Carol Vernon.
We talked about:
Carol Vernon is a certified executive coach and principal of Communication Matters, an executive coaching firm that helps leaders and teams elevate their executive presence and communication skills in order to grow their impact. Carol was inspired to start Communication Matters after years of observing that doing your job well isn’t enough. Without executive presence and the ability to communicate effectively with diverse stakeholders, leaders can’t achieve their full potential or achieve the results they seek. Previously, Carol was the senior communications director at the National Cable and Television Association, as well as acting executive director of the cable industry’s education foundation, with both people management and budget responsibilities. Prior to that she worked on Capitol Hill and on more than a dozen political campaigns.
Sponsored by Grace Social Sector Consulting. http://www.gracesocialsector.com/
Learn about the Effective Online Facilitation, 4 week group coaching program.
This week we’re talking to Becca Bartholomew.
We talked about:
• Ensuring all voices are included in planning processes
• Why it is important for leaders to not only have intelligence but also have emotional intelligence and somatic intelligence
• What the buffering sign on your computer has to tell us about today’s work environment
Referred to in the episode:
Barry Oshrey’s Tops, Middles and Bottoms
The Ladder of Inference
Your Body is Your Brain by Amanda Blake
A facilitator and coach with expertise in organization development (OD), Becca has extensive experience working with groups and individuals to foster communication and effective collaboration among diverse stakeholders. Becca helps her clients implement strategies that increase their emotional intelligence and efficacy. She is known for her clear communication, innate ability to foster trust, and firm, yet gentle approach to helping others recognize their blind spots and engage specific tools to articulate and reach their goals. She gracefully supports her clients toward self-reflection, new learning and increased awareness of their impact on others. She works with leaders of all types and has a special passion for those newer to leadership as well as those who hold societal privilege and want to address their roles in upholding and then dismantling systems of oppression.
Becca on LinkedIn
Becca on Twitter
Episode 06: This week we’re talking to Arielle Goodman, Jenny Hegland and Jessica Srikantia.
We talked about:
Otto Schwarmer and the MIT Presencing Institute
Arielle, Jenny and Jessica are a team of colleagues that has been working together for the past six months to discover how they might be of service as a collective. Their work exists in cultivating the spaces between, such as in-between people during times of transition and not knowing, spaces within our own selves, or the connective tissue of complex systems. Together, they explore what is possible in and from wholeness. They are committed to transforming themselves into alignment with life, so that they can support this work in the broader world inclusive of and beyond their individual selves. Their areas of expertise include navigating uncharted terrain in times of uncertainty, helping systems see and sense themselves, and practicing sacred relationships with team and stakeholder groups.
This week we’re talking to Rebecca Murphy.
We talked about:
Rebecca has been a consultant for over 20 years. She considers herself an “interpreter,” as she has worked in multiple sectors including government, nonprofit, business, and philanthropy. She is adept at explaining/translating one to another. She is a generalist with a broad knowledge base – including workforce development, affordable housing, parks and place making. She has expertise in capacity building, organizational and program development, strategic planning, with particular expertise in public-private partnerships, community engagement, and strategic collaborations. Hers is a mission-focused practice. She is passionate about mission fidelity, and avoiding mission creep.
Sponsored by Grace Social Sector Consulting.
Learn about the Effective Online Facilitation, 4 week group coaching program.
Carol Hamilton: Today I want to welcome Rebecca Murphy to the podcast. Rebecca Murphy has been a consultant for over 20 years. She considers herself an interpreter as she has worked in multiple sectors including government, nonprofit business and philanthropy. She is adept at explaining and translating one sector to another. She's a generalist with a broad knowledge base, including workforce development, affordable housing, parks and placemaking. She has expertise in capacity building, organizational and program development, strategic planning, with a particular emphasis in public private partnerships, community engagement. and strategic collaboration. Hers is a mission focused practice. She is passionate about mission fidelity and avoiding mission creep. She is an optimistic activist with a passionate lived commitment to diversity. Join me in welcoming Rebecca Murphy!
Well welcome, Rebecca. I'm glad to have you on the mission impact podcast. I want to start out by just having you share with listeners your path? How did you get drawn to this work? How did you end up where you are now?
Rebecca Murphy: Well, Carol, thank you so much for having me, I really appreciate it. How I got drawn to this work is really very simple. It's something that I always seen myself doing from my early 20s I think I always saw myself as having some business that allowed me to help groups and organizations whose missions I believed in, do the work they did better, do the work they did differently and achieve the objectives that they were setting out to achieve.
Carol: Coming into this a little bit later than you, I'm impressed that you had that vision for yourself so early on. What was the background to that?
Rebecca: Well, I think it's a couple of things. I think the first is I have always been somebody who appreciated and was engaged in community development work. I came at it through a political lens primarily because that's what my parents did. My mother did community development work and they were both very involved socially and civically. so there were always groups and organizations in our kitchen, and we were very engaged. so I knew a lot about the universe of nonprofits and the universe of mission-driven work from a really young age. Both of my parents are entrepreneurs, so I never really saw a full time job for a company as my path. so that's really that's really how I came at it. I also feel like I was a little bit ahead of my time. I really wanted to be able to work from home so that I could raise my kids. Even when I was young, I knew that that was what I wanted.
Carol: Yeah that's awesome, just the image of growing up around that. My dad worked for the government for the Foreign Service. so he went to work, it was a very traditional job and it was very mysterious to me as a child. All I really understood about it was that there was a big desk involved, and a big building, and some legal pads and government pens, but beyond that, I really didn't understand it. so it's really cool that you were able to absorb that from an early age.
Well, one of the things that you focus on is partnerships, including public-private partnerships, and I certainly believe that partnerships are so key to many nonprofits and how they do their work and at least my belief is that more should consider them with so many small organizations all going at the same issue. What would you say are the key things that nonprofits really need to think about when they're getting started with partnerships?
Rebecca: I think that's a great question, and it's one that I get asked a lot in my practice. I think that the most important thing that a nonprofit needs to do when they're thinking about a partnership is: what is their why? Why are you engaging in a partnership? Second to that, but equally as important: what do you bring to the partnership? It can't be about only what it is that you think you'll get out of it? It has to be about what you bring to that, what are your assets? What are your strengths? I think partnering from a place where you don't know that is a recipe for disaster.
Carol: Can you give an example of some disaster stories?
Rebecca: Yeah, I think I’ve had a couple of clients who thought that partnering was a good idea because it was going to get them out of a bad situation, and I think that's so common. I think that too often organizations are scrambling when they're really struggling, and then they think, “Oh well, we'll partner or we'll merge," and it seems like there's rarely a good time to try to step into those kinds of relationships. Partnering for weakness or desperation is a terrible time because you don't have clarity, and when you partner with an organization, you have to have clarity. You have to have clarity of mission, you have to have clarity of your goals, and you have to have clarity about the risk. I think that's the other thing a lot of nonprofits don't think about is what could go bad. They think about, “oh, this is gonna be great. it'll help us build our capacity. It'll help us raise money, it'll help us," whatever it is that they think it's going to do. They don't ever think about what's going to happen if it goes sideways, and whether there are different types of going sideways. There's recoverable going sideways, and then there's sort of the epic, this is the kick back sideways. I think that that's an equally important thing to be thinking about when you're thinking about a partnership is, what are we going to do if it goes south? How do we extricate ourselves? What are we going to do [if it goes sideways]?
Carol: So I usually like to focus on the more of a strengths-based approach and when things go well, so describe a partnership that you've seen when they really did things right, they did the due diligence and it really benefited both organizations in a way that you were even surprised by maybe.
Rebecca: Okay.… The stories I can tell best really relate to collaboration, which are - I think - partnerships with more than two players. and I think that they've worked, the ones that I have seen or been a part of that have worked really well. Were those where there was a common goal, whether it was a common problem that needed solving or a common issue that needed to be addressed. and everybody who was there brought different strengths to the table. They were partnering not from weakness, but in a manner that compensated for each other's sort of skill gaps, because I don't think that anybody in that particular industry killer scenario was weak. I think they just have different skill gaps. and I think that's almost the best way to think about a partner. Is this partner somebody who's going to fill my skills gaps? and can I do the same for that?
Carol: so what are those complementary pieces where you, you don't all have to bring the same strengths to the table.
Rebecca: I mean, it could be something from something as simple as “these people understand organizational development. I don't understand organizational development, but I want to work with somebody who does.” Two organizations that are focusing on one issue, one organization has real strength in advocacy and organizing it, while one organization has real strength in writing and policy work, those are two sets of skills that it's really rare to find in one organization. some organizations are good at service providing and other organizations are better at management. I think that a lot of times organizations can partner to build capacity or to test something you could market through a partnership. I particularly found this true in the community development space. There are lots of nonprofits that want to get into community development, whether that is they want to build themselves a facility, whether they're in the housing business, there could be a church or some other big nonprofit that doesn't provide a service that they want to provide in the community development realm. Partnering with somebody who has that skill can be very successful because for everybody Think because the organization that needs the partner that wants to develop the housing or the community center or whatever, they have clarity of mission, they have built in constituency, they can fill the rooms, they can, run the programs, and they partner with somebody who understands how to actually get a building built, or how to get houses built, or, how do you raise money for that? How do you think about that? How do you budget? How do you plan? Those kinds of things.
I think that those are very successful partnerships generally, I think partnerships and community development work, especially where there's potential for a cut to reach economies of scale, for example, especially this gets really to what you talked about from the very beginning, if there's a space where there are lots of actors - in Baltimore, this was true in the out-of-school space, there was a period in I think the 90s, late 90s, early 2000s, where everybody it seemed, was an out-of-school time after-school program business, and some people were operating out of their homes or they were operating out of a church basement. some people had more robust programs or they had bigger space, so they had outdoor space, but the marketplace was so crowded at that point, and the small guys were really in danger of not being able to survive, not because they weren't doing really good work, but because they didn't have the capacity or the need for a nonprofit organization, but they didn't know about Fiscal Sponsorship. They didn't have all this sort of back-office stuff, but they were providing an extraordinarily high-quality service, so I facilitated a collaboration amongst six small providers in a neighborhood in Baltimore City that all had different types of service. There was an arts group, there was a tutoring group, there was a sports group, I think there might have been two of each one. I said to them, “okay, you don't all need a lawyer. You don't all need an accountant, but you've got to have a structure.," so they pulled together a collaboration and they identified a single fiscal sponsor, and somebody who was able to manage all the admin for all six of them. In the course of a year, they were each able to raise enough money to operate both independently, but also, for the first time, to do collaborative programming.
Carol: That's awesome. Yeah, it seems to me that it's too easy for many organizations to really get caught up in their own work and not really take the time to think about who else might be in their ecosystem., and as you're saying, even in their neighborhood, their community of who they might be working with for greater impact in that back office stuff. I mean, I'm not sure what the statistic is, and I should probably look it up, but it's like 70 to 80% of nonprofits with less than $750,000 budgets. If every single one of them is replicating that back office, It's a huge amount of resources that could be put to program could be put to program if they were to partner up with some other organizations and share those resources.
We're recording this in the midst of the quarantining for the Coronavirus, so I'm guessing that that this is going to have some impacts on people where they start looking at those things and start doing what solo entrepreneurs have been doing for years, hiring virtual assistants and virtual back office, virtual accounting, all of those things; and I think there's a difference between a partnership, just a one to one and then that that multi-party partnership and then even to the next level, and you’ve talked about how why you're getting together is so important, and I've seen in larger collaborations where it may seem obvious why everyone's together, and yet without having a deliberate conversation about how are we defining what our goal is really specific Basically, everyone can have their own definition of what that goal is.
Rebecca: I think that's right. I think too, that you can end up in the space of too many cooks in the kitchen, not enough sous chefs; whatever the metaphor is. It's really about leadership, and about who's going to be in charge - for lack of a better term. It's like if you had a room full of first children, do you know I mean?
Carol: I'm a middle child. I don't want to be in that room.
Rebecca: Yeah, I think it's that phenomenon. It's everybody thinking that they are in charge and not knowing - not only who's going to do what, but who's accountable for what, who's responsible for what, because those are the tough conversations that you need to have, and that's the stuff that if you don't do it, it can really kill you, not just the partnership, but it has implications for your individual organizations. If nobody talks about who's going to sign on the dotted line, who's going to be the fiduciary, whose insurance are you going to carry? Do you need to get insurance as a group? All of those things are hugely important, and I think when you're engaged in a partnership around an issue, it's easier to put those things aside or if you are engaged in a partnership that is time limited around a legislative issue or a crisis or some one-off challenge. It's very easy to let that stuff go, and then when you finish, and you’ve got to clean it all up, and you have a big old stew of stuff you can't figure out, it's a giant problem. I think the other thing about that, and about partnerships in general is you're talking about relationships. You're talking about people that - presumably - you like and respect and trust. If you don't, you're not doing enough, you're doing a disservice to the relationships if you don't take the time to think about that stuff and really figure it out.
Carol: I mean, in some instances, you can't have that assumption that everyone likes and respects each other and it may be that a funder is saying all of you guys are in this space, and I want you all to work together. When you've seen those kinds of situations,
Rebecca: The arranged marriage.
Carol: there's a whole bunch of steps that you have to take to start building that trust and you probably have to step way back before you can get to action to just ask “why are we all here? What do we think we can get out of this? How are we going to work together?”
Rebecca: You may be competitors, I mean, that's the other thing. I had a client last year who had been repeatedly asked by a prospective funder to partner with what they viewed as a complimentary organization. My clients saw that group as having a very different strategy, a very different objective; they were competitors so they did not want to partner with that group. The mistake they made, however, was not explaining that to the funder. They didn't explain to the funder that, while they respected the work, that group did their mission, and they had a very similar, I guess, 20,000 foot mission and how they got there in my clients view was incompatible. Their strategies were incompatible, and as a result, they really affected their relationship with the funder because they didn't communicate; and then when we were finally able to get that relationship back on track, the funder was like, “well, you should have just said something. I was looking at it from a very narrow perspective, you're doing this, they're doing this, you should all do it together. If you had said to me, ‘meh’ or ‘we could only partner in this one little area.’ rather than just not doing it.”
Carol: That's a really good point about the 20,000 foot mission versus the theory of change. How are you seeing the strategies you use, and how that's getting you to an end goal; and you say that you're really passionate about mission fidelity and avoiding mission creep, and I think this is just a huge challenge in the nonprofit sector for lots of lots of reasons. What do you see that really drives mission creep, in your experience?
Carol: Can you say more about that?
Rebecca: The number one thing in my experience that causes mission creep, is fundraising success. I think very often organizations use the availability of funds as a “we'll try this," you know what I mean? It's not very well thought through if you have - actually, let me be more specific: it's less about economics broadly, than it is about covering your operating expense, which I think is one of the single biggest challenges and one of the things I think that the philanthropic community should be doing more of is covering the appropriate percentage, covering operating expenses at the appropriate level, because often what I have seen happen is an organization - let’s say they're a S.T.E.M. organization, they provide S.T.E.M. services, they teach kids S.T.E.M. in the after school space. They raise X number of their $50,000 budget, or $100,000 budget, of which $20,000 is general operating or 30,000 was general operating. They are applying for program grants. There is not an organization that I have seen - and I worked for a philanthropy and our general operating number, I think was 11%, and we were very high at the time. General operating isn't sexy. It's not new, it's not the bright shiny thing, so it can be very hard to raise money for. So this particular organization saw a grant opportunity to provide counseling or to provide family counseling or something, something that was utterly unrelated to but could have been tangentially and their way in was we will counsel the families of the kids we serve, because they were like “we need the money." It was a disaster because it was so far outside of their mission.
Carol: and probably [out of] their core competence
Rebecca: Exactly. I think often - and that's a very extreme example - often it's, “we'll do the same thing in a different issue” or “we’ll do the same thing with a slightly different program area," but the result is the same. I see a lot of medium-sized nonprofits, or nonprofits that want to go from small to midsize. If there is a trend in philanthropy, if there's a new bright, shiny thing that funders are funding, then the temptation is very great to try the new, bright, shiny thing as a means to keep your doors open rather than doing what you do really, really well and working harder to find the funders that support that. That's a hard thing to do, I think that avoiding mission creep is a function of capacity.
Carol: If you've seen - and I am not a fundraising consultant, so this is just from observations - so especially with newer organizations, you're talking about moving from small to midsize, maybe there's a lack of understanding of what really [is] the impact that grants can have on an organization from the board's perspective. It just seems like “oh, wow, it's free money.” I mean, it's not free money because you got to do work for it - but the sense of
never thinking about what that grant might actually cost the organization.
Carol: Is the piece that people miss.
Rebecca: I think that's right. I think there's a lot of well-intentioned grant making that isn't necessarily well thought through, and I also think that there's a temptation I think that works counter to that in a mission creep space is empire building.
Carol: Can you say a little bit more about that?
Rebecca: There are often three or four big dogs [in a city] that started out doing whatever they did, [and] because their organization is really good at whatever it is that they started out doing, they're the ones that get offered the new bright, shiny thing, and because they have the capacity to do it, and even if [they don’t,] they have the capacity to hurry up and figure out how to do it, and somebody asked them to do it. Somebody with money said, “why don't you try this?” I mean, there's an organization in Baltimore, [and] they do great work, but they are the object lesson for empire building. They did one thing exceptionally well, [and] because they did that one thing exceptionally well and ED was out and about, a lot of people knew him. He's a smart guy, he was easy to like, the program was a very feel-good program. Then somebody asked him to go into the housing renovation business or some absurd ancillary thing, and because somebody asked him to do it, he did exactly what you said: he hurried up and figured it out, because he had the bandwidth within his staff and he had the resources to train. He figured out how to do that,
Carol: Or hire some experts doing that.
Rebecca: Exactly. So even though he went and did it and did a serviceable job at it. He put out of business the two organizations across town that were doing that work successfully, but that were really, really tiny so nobody knew they were there. So the unintended consequences of the intended consequences of not really understanding capacity building and choosing expansion for the known over [just] training somebody who is smaller and maybe less well known. so this organization just to wrap it up in a bow ended up being the go-to organization, they ended up with fiscal sponsorships and blah, blah, blah in 15 different issue areas, and they had a very high opinion of themselves, and they had one of those heavy duty blockbuster boards with all the bold faces and everybody. They were *the* group, and it got to a point where the people who ran it took themselves way too seriously.
Carol: It’s flattering to be asked to do all those things.
Rebecca: It is, and if you're able to figure out how to do them even marginally well, you also have the ability to cover your own failures, you can paper over the fact that you're not as good at it as you were at your core service, but you're passively good at it, and people love you. So they're going to give you the benefit of the doubt, but I was putting together a program - I was working inside government and I was putting together a program and we needed to get a big application, and we were looking for nonprofits to work with who would be the lead for this particular grant. These guys were not the right ones, but they really thought they were, and they couldn't figure out why they hadn't been asked to dance. We went with somebody else because it was an opportunity to elevate that group, they were very, very good and ready to do the next step and it was really interesting having to explain to this very successful organization that they were not the ones [and] I think that happens too. I think that, in every single city there are three or four big dogs, then there's two or three medium dogs, and then there are 35 small dogs who can't get out of the dog run because they can't raise any money.
Carol: Yeah. Well I want to shift gears a little bit and play a game.
Carol: I’ve been a facilitator of many, many meetings and designing lots of retreats and planning sessions etc. I have many things like boxes of icebreakers because other people are better - that's one of those skill gaps -- other people are better at thinking of fun questions than I am, so I'm just going to use theirs…. So the question is: if you could live in a sitcom, which one would it be and why?
Rebecca: [I have] a couple of answers to that. I don't know which way to go. Is this “if my life were a sitcom” or can I pick a sitcom? Am I picking a sitcom to inhabit?
Carol: You're living in it. You're being dropped in, you are now a character in the sitcom.
Rebecca: Okay, all right.
Carol: It doesn't have to be for the rest of your life.
Rebecca: Ok… off the top of my head, [my] answer is Friends because it's impossible to believe that they could all be in New York and not have a black friend.
Carol: Well, there you go.
Rebecca: That was [something] I never understood.
Carol: Well it's funny, when I pulled this card out of the box this morning, I actually thought of Friends also, but then I started thinking “um... well, let's see, I'd be the nerdy friend that certainly wouldn't be hanging out with those folks if I were in college.”
Rebecca: I'd be the black snarky friend, but guess what, that's my thing.
Carol: All right, excellent [I think] mostly because I was a single mom in my 20s and so I didn't get to have that time of hanging out with your friends and that being your family, so I would take a vacation there with those folks as well.
So what are you excited about what's coming up for you that's emerging in terms of your practice and the work you're doing?
Rebecca: I'm really excited about partnerships and collaborations right now, and I was excited about it before all of this craziness, but I am weirdly more excited about it now because I think that what is happening in our country, and in our world is both exposing some real fissures that need to be fundamentally addressed, and - secondarily - I think every crisis is an opportunity, right? I think that the nonprofit sector has a real opportunity to examine their work, to be very creative in terms of service-providing because we are in a period where lots of people need lots of things. I think that both big and small, established and less established organizations of different competencies have real opportunities to come together and increase capacity and develop broader programming and change and think about the ways in which they serve their constituents, and I think that there is a lot of opportunity for people like me who understand and can help you figure that out, so that.
The other way I'm thinking about it is, you know, one of the ways I describe myself in my practice is that I'm an interpreter because I have experience, not just across sectors but across subject matters. I am able to be the fulcrum, be the center of the wheel, and help the spokes communicate to each other for a moment. What that has given me is a certain agility and nimbleness to be able to explain and interpret and facilitate collaborations because I understand how each sector works with the other from their particular vantage point. I always joke that I can translate, I can speak philanthropy to government, I can speak nonprofit to philanthropy. I can be in all of those spaces and create meaningful collaboration and I think that's going to be a very useful skill going forward.
Carol: Yeah, I think people are having to - there are some who jumped on the bandwagon in terms of working from a distance and obviously, not everything can be done from a distance. A lot of places are having to rethink how they do their work and maybe suddenly, things that people doubted, I know [that] in the work that my daughter does, they do virtual advising of college students for financial aid, and suddenly virtual advising is the one thing that they can do right now. So you talked about things emerging for you, so how can people get in touch with you?
Rebecca: People can get in touch with me via my website, which is rcmstrategicconsulting.com . I can be reached via email at RCMstrategicconsulting@gmail.com. I have a Facebook page and a Twitter account. My Twitter account is RCMStratConsult.
Carol: All right, you can get in touch with Rebecca there and thank you so much for coming on. This was a really interesting conversation.
Rebecca: Thank you very much for having me Carol. It was a lot of fun.
Episode 03: Today we’re talking to Moira Edwards.
We talked about:
• how technology supports the work of nonprofits and associations.
• Moira explains the three levels of IT infrastructure that leaders need to consider and how an organization typically would apportion the budget to support those three levels
• the concept of the peace time and the war time CEOs come into play as organizations manage the quick shifts forced onto them by the COVID-19 pandemic.
Moira Edwards is the President of Ellipsis Partners and focuses on the impact of technology on organizational strategy. As head of Ellipsis Partners, she helps associations and nonprofits make smart technology decisions to create member value and support critical business operations.
Peace time vs War time CEO: https://hbr.org/2011/04/peacetime-ceos-vs-wartime-ceos
Mission: Impact is sponsored by Grace Social Sector Consulting
Carol: Welcome Moira. It's great to have you on the podcast
Carol: Just to get us started, tell folks a little bit about what drew you into the work that you do, and how you got to where you are now.
Moira: You know what gets scary as you get older? How much this spans decades rather than years; but I’ve always been an analyst of some sort, right out of college my first jobs were about finding problems and digging into them to find sometimes a software solution, sometimes a statistical model as a solution. Actually, the first job I had in the U.S. after I came here from Ireland, I was at the Federal Aviation Administration and I worked on the Land and Hold Short Operations Program. So what's fascinating about that is if you imagine any air course that has multiple runways, some of them intersect and the Land and Hold Short Program was that the larger aircraft would use the entire length of one runway and the middle of smaller complex Sesnas and things would land on a different runway and hold short of the intersecting runway. So what I did was I gathered all of the stopping distances for the little tiny aircraft and calculated what length of runway they would need in order to stop and safely land and hold short.
After that, I went to work for my first association and that was providing help-desk support to people who are using members who are using software that the association has actually developed. During that time is when it became really clear to me that technology is about people really, and truly. For our members to get value from the technology that we offered, it had to not just work for them, but it had to work for everyone involved in delivering it. So the developers have to say, ‘yeah, that software works’ and the people who offered support and the people who did the training and the people who mocked this, everybody all have to say; ‘yeah, that works well.’ We have this concept of an elegant solution that, when we were developing a new iteration of the software, we didn't want it to be like this old Victorian house with staircases to nowhere and lots of additions cobbled on that. We want it to be this really elegant, seamless solution that people could use. So I think I still do that.
I still try to help associations and nonprofits make really good decisions about technology and understanding what everybody wants to do. The members of staff, understanding the systems, fitting it with the organizations and their strategies and their capabilities, and making sure that the technology would work for the future and bringing it all together into a decision and a solution that everybody goes: ‘yes.’ You can almost hear the CyberKnife. Everybody goes, yeah, that works. So that's what I do. It's been an evolution along that path for 30 years and I get to do what I love. I consider myself so fortunate.
Carol: Well, I love your analogy of the old Victorian house versus the modern house with the essential elements really there, because I find that not just in technology and the technology infrastructure that organizations need to do their work well, but also in so many things that nonprofits do, they end up adding. It's like this Victorian house that's had lots of different additions built to it and no one ever stopped to say, ‘what are we actually going to get rid of and stop doing, before we add something new on,’ and I've gone over this, she's talked to me about those staircases to know where they’re forgetting to take it into a dead end in the software or in the process. It's very choppy and I think that sense of bringing it all together and understanding how the technology supports the overall goal, and also keeping up with technology because it changes, and if you don't change with it, to some extent you do that cost and stagnate and are kind-of trapped by it. So it's about recognizing all these cool new things coming out and figuring out how to use them. For many organizations, I would guess that some kind of technology investment is going to be one of their biggest investments in terms of infrastructure, some of their bigger projects, when you're helping leaders think about and move through one of those projects, what are some of the key things that they need to keep in mind?
Moira: When we think about how leaders use technology or work with technology. Sometimes I think it's really scary for many of those in a leadership position. I mean, in many ways, technology is as essential to achieving their vision as people as money. Right. It's just one of the things you've got to factor in. I think that for many leaders, they're thinking ‘I have this vision, I need to take a risk and I should, but I don't know how to use technology to do that.’ So one of the things we do is try and make this a little easier to understand.
We divide technology into three levels and the foundation, the basic level is technology is operations. So this is all about, ‘do things work? Can I send an email? Can I open a document and work on this? Do I have a laptop? Do I have a secure connection? Do I have the basic skills to run the organization and to do my work.’ that technology is operations, it’s foundational. It's about keeping the lights on and that's where your managed services provider is an absolute godsend, because this is very much a foundational operational support that you get from your managed services provider. There are certainly things you can outsource and, as a leader, you don't have to pay as much attention to it. Apart from the security aspects, you just need to make sure your managed service provider, the people who provide your desktop support, who would be your call center? They would probably provide your email solutions, they're probably the people who have put your servers out into the cloud. They're the people who crawl under desks and figure out what's going on under there. These days, most organizations do not have a server in a closet in the office anymore. They have a managed services provider who's taken over all of that for them, and it's great. As Reggie Henry says, no association or nonprofit should have a server on premise anymore. It should all be out in the cloud and managed by people who do this for a living. You can outsource a lot of technology operations these days.
The next level, if you're a leader and you're trying to think about the next level up is technology as service. At this level, you're serving your staff. Do they have the software they need to do their jobs in terms of running membership and offering events and doing learning. These would be where your enterprise-level systems come in, your AMS, your LMS, and you're also serving your members. Can they come to your website and do what they need to do easily and efficiently or is everybody doing a work-around, do you remember having to call in to get something done? Do your staff keep having to export things to Excel in order to get things done? If that's the case, then your technology as a service is maybe not working so well, but you can conceptualize that. Okay, I'm serving people and again, this is important to do, and you need to invest money in us because this is what makes you different to your members. This is why they come to you rather than any other organization, this is how they know they experience it as good service.
Carol: You used a couple acronyms and I just want to make sure people know what they are. AMS and LMS.
Moira: AMS is an “Association Management System.” So that's going to be a membership database, and it's also going to be the place where you run your e-commerce, maybe you run your login for your website. It's a pretty central ERP - enterprise, relationship, platform.
Carol: If an organization isn't an association, what would that typically be called for a non-association, nonprofit, that'd be IT customer-relation management or CRM, or some kind of donor relation management system something like that, and who you're serving as well, so that central database that holds all your essential information about the people you serve, the people you work with.
Moira: Exactly, that core operational database. You want to get that right, the elements of your learning management system. If you're offering any learning to your members, to your constituents, you might have a learning management system (LMS). Again, how do they experience your organization? Whether your LMS is smooth, easy to log into, easy to access, easy to see where you are in their learning progress, then they're going to have a positive experience with your organization.
So when we think about leadership having a vision moving forward, that really comes into that top level, which is [that] technology is innovation. So if you think about [it], we've got a foundational level of technologies [and] operations, making things work with a middle level of technology, a service really making things smooth and work[ing] well.
Technology is innovation where we sometimes think about taking risks, because here's where you might develop your own software to offer to members. Here's where you might really use design thinking to figure out what they need and how you can solve their problems. So at this technology's innovation level, you're really thinking about how you could serve your members or your constituents, your donors, your grantees in ways that they have not taught you that serves them before. That's where maybe there's some risk, but it's a smaller investment that perhaps might be 10% of your IT budget and it's also where you experiment, where you use the agile methodology or fail fast to go out. You try out something new, you get some feedback and you do a more interwoven approach to technology development so that each individual experiment is not a huge risk. That's how, as a leader, you can think about technology in different ways and decide where to devote your attention, where to devote your budget. Does that make sense?
Carol: Makes a lot of sense. When I did some research a couple years ago, just looking at how associations were approaching innovation, I saw when at most it was interesting and that most organizations really saw the field as not very innovative, but saw their own organization as very innovative and one of the three top projects that folks mentioned, that when [asked] what innovative thing are you doing now? Most often it had to do with technology, and then the other one that was kind of related, was doing some type of learning online. We're recording this in the midst of the COVID-19 pandemic and a lot of organizations are having to make a quick shift in terms of how they're working, how they're delivering services. Technology is undergirding everything that's able to move forward, but all those assumptions that you talked about in terms of those three tiers are coming into play in terms of, if an organization has never had a culture around remote work or any of those things, or not had the the technology to support it makes that shift particularly hard. I'm observing lots of steep learning curves with people in terms of different technologies that some of us have been using for a long time, but for others are brand new. So what would you say can help organizations as they're kind of confronted with this sudden shift that's happening right now?
Moira: Well, one of the things that you and I have talked about is how do you stay strategic? How do you keep yourself focused on the long-term when you're surrounded by short-term chaos and stress? I think that's a useful lens through which to see this because we are so frantic and I know [that] at times I'm panicked by it, everything that we're trying to deal with.
I'm going to point back to a blog post that was written by a guy called Ben Horowitz in 2014 but HBR, Harvard Business Review had picked it up and talked a bit about it around then. It's this concept of there being a war-time CEO and a peace-time CEO, and I know separate to whatever has ever been done. That's been used in the media right now at the time.
What's really useful about this concept is that a peacetime CEO is the transformation leader that we've all come to admire and established as the norm in leadership thinking. We are developing goals, we are creating strategic plans, and we're moving the organization forward in a very thoughtful, collaborative way with lots of emotional intelligence. That's your peace-time, transformational CEO. In contrast, the war time CEO is autocratic, decisive, commanding, and makes decisions. In fact, it can also be just the person we need in a time of crisis. The idea though, in this post is that we actually as leaders, need to be able to move between the two styles. So those of us that are running organizations and having to make that transition to a different way of working extremely quickly, we're out there being decisive right in the face of all of this movement, our events being canceled, having to change our revenue projections, having to readjust our budgets.
So we're being wartime CEOs and managing and responding and getting things done. I think what I would say to anyone in this position is that we need to craft ourselves a little piece of peacetime in the middle of all of that. So for me, that means just spending the time that I used to spend commuting sitting with some coffee, watching the morning sunrise, and letting some of this busyness subside and reading, maybe some interesting books, or just journaling out some thoughts about new directions, new ways to take advantage of what's happening and capitalize on what's changing rather than being overwhelmed by us.
So I think putting that little bit of peace in the morning has been very helpful, and turning off the news for that hour as well so that I'm not tracking the numbers of cases and infections as we are every morning. Another thing that I'm doing and I'm seeing others doing is carving out some time for learning for me and for my staff, because there's travel that I'm not doing, there are meetings I'm not going to because of the stay-at-home orders. So there are gaps of time in my schedule that I didn’t know were going to be there and using that time for some learning is a way to crack my brain open and keep us open.
When a part of me is just responding, and somebody can be reactive during a time of rapid change. Another thing I'm doing, or I'm starting to do, I would say is so I'm having a lot more check-ins with people like I'm at home and people I haven't talked to in months, we're suddenly having zoom calls and phone calls and people say, ‘how are you and what are you doing, and how are you coping?’ So in some ways we're having the same conversations over and over, but these are great opportunities to ask interesting questions of all these people. So sometimes I'll say to them, ‘so what has surprised you about the past few weeks that you didn't think would happen,’ or I might say ‘what has changed in your life that you think will not change back when this is all over’ or I might say, ‘what do you think the new normal would be like for you, for your organization, for the world?’ Having those conversations is also another way to keep my brain from just getting stuck in a reactive mode and thinking, keeping a vision of the future, and that could be a very different future coming up and thinking about how then we can, how are we going to act in that new chair, right?
Carol: Yeah, for me, it's been when I'm noticing myself getting hyped up where I used to be able to sit and read a book for hours. I haven't been able to do that in the last month. So it's much more, tapping into [a] meditative movement, so yoga and walking outside and talking to people while I'm walking outside and taking bike rides and all the things we're still allowed to do to just keep all of that energy moving through my body, to stay grounded.
I love those questions that you're asking. So I'm curious for you, what have you been surprised by in the last couple of weeks and what do you see as the new normal?
Moira: I think the thing that has surprised me is that this feels different to my normal way of working from home, and I think the element here is one around choice, and I think that's going to be an interesting conversation for us, in the coming weeks and months is around choice. First of all, when I work from home, I choose to, [and] now I'm somewhat forced. So that's got a different feel to us, but also what I notice is that when I'm in an office and I have my door open and people come and talk with me, I have very little choice in that matter. I mean, I can maybe close my door if I want no disruptions, I can keep it closed all the time when I'm onsite with organizations and I'm part of the office environment.
At first, I love it. I love the chance to chat to everyone, then after awhile, I realized that I don't have as much control over my schedule as they do. [Now] I'm working from home, and I think in this environment where we're all working remotely, people are going to have a lot more control over their workday because you're going to have to book time on their calendars and maybe you're going to use a tool like Slack or even a text to send them a quick question. They can answer that from anywhere.
I think we are going to come to expect more and more control and choice about when we work and how we work. I don't think that's a bad thing because I think one of the things that we find problematic about the workplace is the distraction where there's the distraction from the open offices and the noise around you, or the distraction of people dropping by, or whatever it is. I think having more control over when I focus on when I'm just available to be disrupted, it's actually great. I think people are going to push back against going into an environment where they can be so easily disrupted.
Carol: At the same time, one thing that I think people miss from when you're working remotely all the time is that sense of the serendipitous bumping into somebody, having a conversation at the water cooler, walking down the stairs that the fact that some companies have now built common stairs to force people to actually walk up and down and interact with each other. So I'm curious what you're seeing in terms of how people are building in some of that as they do remote work and how they might think about it if they haven't yet.
Moira: So I did a section for ASC, the technology conference many years ago, actually at this stage maybe six years ago, and it was about managing virtual workers and the remote workforce. When we did a survey of nonprofit folx and we found that the thing that mitigated a drop in creativity was relationships. If the organization found a way to foster relationships, then people found a way to be creative and have casual conversations. So maybe it doesn't work. Like when I think about Melissa Meyer and bringing everybody back into Yahoo, it's a huge organization. So maybe it's harder than larger organizations, but certainly in smaller organizations. There are ways to foster those relationships.
Yesterday, I was doing an online session and afterwards we had a virtual happy hour. So these are very common during the pandemic. Now people are gathering on zoom and having some sort of virtual coffee hour, a happier, conversational time. It was so powerful. I think it depends how many people are on screen. We have six or seven people at one time and it was. As good a conversation as I have ever had sitting around a table, chatting with people. I felt connected. Some of these people I knew relatively well, others not so well. I felt like I knew everyone in that conversation better afterwards. I would feel much more comfortable now whether it's picking up a phone, shooting a quick email, or using something like a sign to send them a good question because I feel like I know them better and I know how they would respond. So I think that's the thing to focus on in the long-term is building relationships and that comfort with each other so we can have those casual interactions with whatever means there is. Does that make sense?
Carol: Totally makes sense. I'm thinking of a parallel situation. I'm a member of a congregation and of course our services have gone online and we've had virtual or - I actually don't like the word virtual cause it's real, it's just online. Online coffee hours through Zoom, and what I've loved about it is that after everyone's in there and you've got the 50 people or even more on screen, they've randomly assigned us into small groups. So I've talked to people that I would never talk to in Coffee Hour. If it's a new person, great, it's easy to go say hello to them; but if that person's been a member for a long time, and you've never gotten around to actually saying hello. This is the easy way to actually get to know [them].
So it's been a great thing and a wonderful equalizer and community builder. It's been amazing.
Moira: Absolutely, and my meditation class has gone online now. That is so lovely to see a screen full of like 40 people on video with their eyes closed. That is supremely vulnerable,
it really is, it's lovely. What's so interesting, I was talking with the teacher and I was telling her what a great job she's doing. She's like, ‘yeah, I didn't know I would enjoy it so much.’ She is absolutely able to be present and really talk personally with us, whether it's a group or one on one with individual people during the session in a way that I didn't think was possible using an online medium. So I agree with you completely. Relationships and connection are very possible using technology today.
Carol: Yeah. I have had to immediately move to facilitating a number of long, multi-hour sessions from an in-person that were going to be an in-person and now moving them online, and for the one that was going to be a day long, I cut it in half. Because I just don't believe that you should inflict an eight-hour Zoom meeting on anybody. We had a really, really productive conversation and then the first group, they were a lot of people who didn't really know each other well, and just taking the time to - [and] we would have done this in person regardless, but taking the time to check in and then being able to use the small groups to move them around and you're really able to do so much with today's technology.
So wanting to shift into, again in this environment, a lot of organizations, their first reaction was to cancel all their events. How can, as they think a little longer term, like you're saying, keep that, while you're reacting, taking a moment to pause and taking that longer view, how might they approach actually moving some of those events online, especially if this goes on longer than initially anticipated.
Moira: I think it's a combination of being intentional and experimental. The intentional part is stopping and thinking a bit about what is important about your online event. So we worked with one organization where the most important thing, funnily enough, were the coffee breaks, because their attendees did not get a chance typically to meet, they kind-of came from two different fields. So the sessions were great. They would talk about the meat of the science that they were talking about, but the coffee breaks is where they would have the conversations. It's like these relationships we'll be talking about. So when they go online, what's really important to them is a way for people to chat. So breakout rooms and Zooms are our ideal for that. So understanding what are the critical things that make your event unique? Why do people come to your events? Having some focus groups, taking some time to gather requirements from your attendees, your members, your constituents from your staff, and can understand at least five high-level things about what you want to do, but you can then go and look at different platforms. Whether it's Zoom or video, you use your Learning Management System, cause they have a lot of interesting features, or maybe you go to one of the conference-capturing platforms with lots of different ways that you can do this, and you make sure that what you're choosing will support those critical needs. Then the experimental side is to really be open with your members and maybe you do an actual experiment, if you can, to try it out.
Maybe you think of it as a practice run, but the people will really accept what you're doing. If you're upfront, I've got the fact that this is an experiment rather than delivering value. So maybe there might be, either a no-fee or a reduced-fee, if you can swing it, because if you charge the full amount, he was going to expect the sole value. So how can you make this experimental, can you try a plea event with one of your committees? It's a real event, but we are planning to learn from it and by calling it an experiment you set expectations lower, people give you buy-in because they're willing to contribute to the success of this experiment. I’ve found that some sort of pilot or experimental SES really helps before you do the full offering, because don't forget you've gotten really good at doing your in-person events. You've had so many chances to perfect that, you have to go back and approach this with a fresh mind.
Carol: Yeah, and I think you might actually find that through those experiments, you learn some interesting things that you want to keep doing, even in the future or that there might be all sorts of unexpected benefits from going online. Not to say that face-to-face events won't happen again in the future, they certainly will, but I think the impact might be that things have to meet a much higher threshold to warrant a face-to-face event than they did before this, because people will realize that it is possible to do a lot of what we've traditionally done in face-to-face events online, and in some ways there's the pet peeve I've always had with conferences is the coffee hour, if you can figure out how you can reiterate that,
but I've often questioned, why did I bother getting on a plane to go and sit and listen to panels where there was no interaction, if you're not doing anything to facilitate, any kind of experiential learning and not to say that that's not possible online, it is also with planning, but if you're not doing that in your conferences, there's never been a reason for anyone to fly, except for all the extra things that happen in between all the things that you plan. It'll be interesting to see the longer-term impact.
Moira: That's so interesting because the great thing about a conference is [that] you meet people you would not have met. Otherwise you form relationships with people or you strengthen relationships because you're sitting, you're eating, you're drinking, you're having experiences together and you're sharing knowledge and experiences and time with people.
When we do surveys for our clients and they talk about ‘why do you join,’ the top reasons are often the information, the resources, the education. So people are definitely there for the topic and the speakers, but what makes them come back is the experience. And that experience is from how they felt and who they chatted with on the coffee hour and what that led to when they came back. I think you're absolutely right.
Carol: And so, with those experiments of trying to do some of this online, I think being really intentional, as you said, about what those main things that people are looking for are and how might we, not necessarily replicate, I mean, it's not going to be replicating, it's going to be different, but how do we foster those same or similar experiences, as people come together.
Moira: Right, because your online event is not just about putting a speaker or a panel in front of you, it's the interaction afterwards. So the educational session that we had yesterday, for AWTC - the Association for Women Technology Champions - which is this nonprofit that I'm on the board of. We had a speaker, she gave an amazing presentation sharing slides, then when the slides were over, but we stopped the screen share.
So the screen was full of the videos of the participants. We had a conversation, which was amazing, like a really good question-and-answer, give-and-take, back-and-forth. Then you went into a happy hour for anybody who was left, which is even more connective and informative. So we can share [and] we can make this technology support that, which is important within our virtual events.
Carol: Yeah, and same as before, it's always a tool, right. It's a tool to get other objectives done. So what I heard you saying before was [that] it's so key to figure out what those objectives are, what those requirements are. And maybe it provides an opportunity if you're going to be doing this differently, to have a different kind of engagement beforehand with members that you might not have had in a long time, if you've been doing a similar event year after year, to dig into what it is that they really need and what they’re looking for. What do they need now that's different?
Moira: This provides a huge opportunity and many of our constituents would have been resistant to some of the online technology, but now they're sitting at home, they're using zoom for their work calls, they are using zoom to have birthday celebrations with their kids and grandkids. So suddenly they've realized that this isn't that hard, or maybe the tools have actually come a long way towards not making it hard anymore. So there's less resistance. I think that we will experience our constituents going online because they now know what it's like.
Carol: So many people are familiar with the term early adopter and it's from - and I'm forgetting the guy's name, but I'll put it in the show notes - the innovation curve and part of the innovation curve. There’s a big gap between the early adopters and the early majority and something like this just pushes a lot of people over that chasm suddenly. It goes back to your original thing of choice of, in this instance, there's no choice around working from home. If you have the kind of job that's possible to do working from home, so then to use all these technologies that they may have said, ‘oh, I don't want to learn that.’ Or ‘that would never work,’ or ‘I could never facilitate that way.’ Or, ‘I could never have a meeting that way, it would never be the same.’ Suddenly it's like, ‘okay, well, are you just not going to ever talk to anyone again?’ Probably not.
So, seeing as we're coming to the end here, I like to play a little bit of a game at the end. I have a box of icebreaker questions, so I've chosen three and I'm going to ask you one of them. So, if you could meet any historical figure, who would you choose and why?
Moira: Oh, wow. I’ll tell you that sometimes these icebreaker questions, I find them difficult ‘cause I need about a second or two to think about them. Because a number of images of people have come to mind. I would have to say that it would be the Buddha. That would be the historical seeker I would love to meet because, of all of the different people in history who have changed history, given us great insights, I think the Buddha is probably going to be the calmest one. I would just like to experience that. I'd just like to be close to that and see what that felt like. I don't even know that I would necessarily talk to him, I would just like to see what radiates from that.
Carol: Just bathe in that calm, open presence as the enlightenment. Yeah, I’ve been doing more meditations recently and did one recently that talked about imagining that very calming presence, whether it's a relative, or an ancestor, or a spiritual figure. Then at the end being reminded, well you imagined that, so you have it within you. I thought that was a really interesting way to think about it.
Moira: That is, yeah, that's really nice.
Carol: So what are you excited about? What's coming up next for you, what's emerging in the work that you're doing?
Moira: Absolutely. I was sitting here today and I'm looking out my window. So from the little world that I'm occupying right now, which is my home, one of the things I'm excited about others are the leaves coming on the trees. And the days are getting longer because, in this world, in some ways we're stuck in place. It's lovely to look out the window and see spring and growth and life continue. So that makes me very happy and excited for the rest of the year.
From a work perspective, there are some experiments we want to try within Ellipse’s partners. As we look at the world and we're trying to keep ourselves open about how to do things differently in this changed environment. We're looking to try some experiments to connect people together, to share knowledge, because I really see that working. So that's a little exciting. We're figuring out what that will look like and creating new ideas is always fun.
I mentioned the AWTC - the Association for Women Technology Champions. I am so excited by that group. It's a group that formed, some of us had just met on a regular basis to talk about technology and life. So I'm one of the founders, but now we have expanded that and we want to bring the knowledge, the connection, the insights to the greater group of women who are working to promote and advance technology in their nonprofit organization.
We just became officially incorporated. We're going to file now for our 501C3 status.
Moira: We will now have the foundation too, the paperwork, the credentials to actually offer more education, more connection, more ability to advance women in the technology community and that's very exciting.
Carol: Awesome. Well, how can people find out more about you and get in touch?
Moira: Sure, the nonprofit that I talked about, AWTC, our website is awtc.tech. We use a cool ending, so I'd love you to check that out for us, for Ellipsis partners, our website is ellipsispartners.com E-L-L-I-P-S-I-S Partners dot com. Since I'm Moira Edwards, my email is firstname.lastname@example.org, and would welcome a connection with any of your listeners, it would be lovely to chat further, about anything we talked about today.
Carol: All right, well thank you so much. I really appreciate you coming on. I enjoyed our conversation.
Moira: I did too. Thanks, Carol.
Episode 02: Today we’re talking to Kathy Patrick.
We talked about:
• what it takes to influence decision makers.
• the concrete steps leaders can take to create a plan, identify who is key to your organization and how to start building a relationship with them before you need their help.
• Why it is so important to remember that key decision makers are human first and not fixate on their title and role.
Kathy Patrick, of Strategic Sense, LLC, helps progressive non-profit leaders build influence and create powerful relationships with all types of decision makers, so they can increase the impact and reach of their organizations, attract more resources to their work, and free up time to do the creative, visionary work they were meant to do.
Mission: Impact is sponsored by Grace Social Sector Consulting
Carol: welcome, Kathy. It’s great to have you on the podcast.
Kathy: It’s great to be here, thanks.
Carol: I just want to start out by asking you what drew you to the work that you do? How did you kind of get where you are? What was your journey?
Kathy: Hmm journey…. Well, I started out in advocacy work and my first big leadership role was running a statewide women's rights organization in Wisconsin. I had two main jobs. They were basically “make good policies happen” and “keep harmful policies from happening”. Then I came to Washington to work at a national women's employment organization, which is where you and I met. Part of my job there was the same thing only at the federal level, but the other part was to help the 1200 or so direct service programs in our national network. They would call with what seemed like policy problems, but in fact they were about something much deeper and they were struggling with all sorts of decisions that were getting made, funding decisions, policy decisions, you name it, but they were all getting made without their input. They were finding out about potential threats and opportunities at the last minute, or sometimes too late to even do anything about it. The result was that they were just constantly in reactive mode, they were feeling powerless, frustrated, exhausted, and demoralized. That's when I realized that what all these problems had in common was that folks just didn't have enough influence with the decision-makers, and until they changed that they weren't going to get different results.
So we started creating training programs to help leaders improve their access and influence, and it worked. They started getting a seat at some of the key tables and helping to guide the thinking there; and that meant more and better opportunities, and fewer disasters started coming their way. When I started my consulting business, I moved out of the employment universe and started working with all different kinds of nonprofits on healthcare, and nutrition, and housing, and a bunch of other issues. I also found that in fact, no matter what you're working on, there is a uniform truth for all nonprofit leaders which is: when you have strong influential relationships with the key decision-makers in your world, you consistently get more opportunities coming your way and have fewer instances of having to deal with the impact of harmful decisions. That means that leaders get to spend more time doing that creative visionary work they were meant to do, which is why we all got into this in the first place right? We want to solve big problems and make a big impact, and that's pretty hard to do when you're being yanked around by decisions that you don't have a lot of control over. So at this point, what I’m all about is helping non-profit leaders create that influence so that they can do what they were really put here to do.
Carol: So in terms of creating that influence and building those relationships, and getting out of that reactive mode, what are some of the key steps that organizations can start taking to start building that influence with decision-makers that you're, that you talk about?
Kathy: Well you know, the good news is it's actually pretty simple. It's not necessarily easy, but it's pretty simple. There's about five and a half steps to getting that done, but the other thing that I would say is that this is perhaps counter-intuitively maybe one of the best possible times to be thinking about either starting that work or doing more of it because, it's really all about figuring out how you can help those decision-makers solve the problems they're working on. I've got some steps that I'll walk us through on how to do that, but the reality is that a lot of times, one of the first steps in figuring out how you're going to build a relationship with a decision-maker is to figure out, well, what are what's important to them?
What problems are they working on? What keeps them up at night? So right now, while we're all in pandemic mode - and we'll probably be there for the foreseeable future, some interesting things are happening, routines are blown out of the water, no decision making processes routine right now, and all of the usual plodding, bureaucratic approaches to things are not really happening. Instead what's happening is that everybody is totally focused on the immediate problems at hand that are coming out of all of the disruption that's occurring. So it's actually pretty easy to figure out what problems people are working on, ‘cause we're all kind of working on the same things. So that actually makes everybody's job a little bit easier if a bit more chaotic.
So basic steps to this are to first of all, just pick a decision-maker or two, and not 20 decision-makers, but like one or two that are really good.
Carol: What would be an example of who might that be like for an organization that you've worked with before, what, who are the key, some of the key people that they might need to be reaching out to?
Kathy: Sure. So you know, the first thing that people always think about with that are like elected officials and that's great. You know, you could, you could think in terms of your city council or your County board, or your state legislature, or members of your state legislature, maybe a key committee chair, somebody who might be in charge of a policy or funding that you would care about, something like that. It would also be administrative bodies. So again, I'm just thinking pandemic terms and all of the problems that are rolling out of that. So it might be a County health department or a city employment agency, or a city housing department, those kinds of administrative creatures. It can also be funders, it could be grantmakers, foundations, corporate partners you have, or corporate partners you wish you had, there are a lot of interesting corporate nonprofit partnerships that are happening right now to tackle some of these problems. So really the way I always put it to two new clients is any decision-maker who has the ability to make a decision that will impact your organization's wellbeing or the wellbeing of the people you serve is potentially a legitimate relationship building target, but those are the kinds of categories that they typically fall into.
Carol: Yeah. and it's interesting. Cause you know, so often people, when they think about this work, they think primarily about government related folks, and I was working in a network that was trying to make change in a large watershed, and one of the things that they were trying to do is employ influence, you know, they were working at the municipal level, so pretty local, but then also with individual landowners and, you know, some of those landowners have large tracts of land, they might be corporate related or whatnot, and, you know everyone's going to the legislative folks trying to get their bit in and I said: well, what if you were to, cause this was about like how you do things, right? How you do things on the ground and changing practice, changing how people do their work. So I was like, there are so many associations for every single one of these fields and there are probably three people who make decisions about what that entire field gets trained on. If you could get to those people, and get them to get trained on sustainable practices for whatever you're trying to do, you can influence huge amounts of people, but it's not on people's radar that there are all these other groups they could influence beyond government folks.
Kathy: Exactly, and I used to use the word advocacy and I stopped using that word because people's brains immediately go to elected officials and they shut out all the other possibilities. So I decided I could either explain 150 times that no, advocacy is much bigger than that, or I could just talk about it differently. I went with talking about it in a different way. ‘Cause when I thought about it more, I realized that it really is all about influencing people's thinking and their decision making process, whatever that that is, but that ultimately what you want to do is be engaged in a collaborative problem-solving relationship with them, and when you get to that point, you've kind of hit the Holy Grail of influence, right? Who do you listen to more in life, as a human being than somebody who's helping you solve a problem?
Carol: Yeah, and I think that's often the challenge again, going back to that word advocacy. It's so - and I'm not an expert in this, but when I've seen it, when I've seen what I perceive as it being done badly, it's all about a one way conversation. “We have these talking points, we're going to tell you what to do.” and you know, if you've ever tried to tell your cat or your child or anybody, what to do, you know how well that works. So I'd love to know more about how you move it towards that collaborative problem-solving.
Kathy: Right. Well, the front, yeah. I mean, I just have to pick up on what you just said ‘cause it's so true, and it drives me crazy and unfortunately there's a bunch of advocacy experts out there that are not helping with this. You know, how many nonprofit leaders who are part of a larger organization of some sort, whether it's a national association or a network or whatever, and you come to Washington for your Hill day, every year, and what do they tell you? You have to have an ass, don't go into your meeting with your elected official without an answer, and there's a certain amount of legitimacy to that in that you don't want to just go in there and blabber, but the worst possible way to initiate a relationship is “Hi, nice to meet you. I want something from you.” No, that doesn't work too well either.
It would be a really bad dating strategy and it's a pretty bad relationship building strategy with decision-makers. So the thing is that relationship building takes an investment over time, and so the idea that you're going to walk into a meeting and start telling somebody what you do, and therefore they should help you with something is almost guaranteed to fail, and so the best time to be developing a relationship is long before you actually need them to do something for you, and also to approach it again with that collaborative problem-solving mindset, that we're peers, we each have an angle on a particular problem. We can help each other solve it. and if you can be a collaborative partner in that way, you're going to go a long way toward having them know who you are, trust you, appreciate your abilities and expertise, and appreciate the contributions the organization can make.
They're also going to start to trust you, and the thing that we forget to talk about a lot of times is that relationships are built on trust. So if they don't have some reason to know, like, and trust that you're going to have an uphill battle if you want to influence them in any way. So how do you do that? Well, basically you make a plan and so, like I said, start by picking one or two, because one of the mistakes people make is they start to think about this and they go, Oh my goodness. Well, if I think about all the decision-makers who could have an impact on my organization and the people I serve, that's a lot of people. Then they make a list of 20 or 50 or a hundred people, and then they get overwhelmed and freak out and don't do anything. So that does not generally work as a strategy.
So what makes sense is, pick a couple, and particularly right now, I'm pretty sure that every nonprofit leader out there has a couple of decision-makers who are kind of on their radar right now that they really like to be engaging with more effectively and take a little minute to write down a few bullet points here and there to just sort of keep your thinking focused, make a few notes to yourself about why they're important. Why did I pick them? How can they affect my organization? How can they affect the people we serve? and also take a minute to take some notes on what your ideal collaborative relationship with them would look like? ‘cause if you don't have some idea of where you're trying to go, it's going to be much harder to get there, and similarly, It requires a little bit of brutal honesty. and this is kind of step two, which is to assess where you are now in your relationship with that person and compared to the ideal that you described.
So if my ideal relationship with a County commissioner is that, you know, there are five things that come across in their jurisdiction and decision making realm that I know on an annual basis are going to have a big impact on my organization, and I need them to ultimately do two things. I need them to give me a heads up, if something new is going to come along, that could either help me or hurt me, and I want to be able to be in on the conversations early enough that I cannot just be coming in at the end, saying, I want you to vote yes or no, but to be saying, I want to help shape the plan that you create, because the work that we do directly intersects with that, and we could help each other out here. So if that's kind of my ideal and what I want that to be looking like, and where I am now in my relationship is they kind of know who I am and they've sort of heard of my organization and they sorta know what we do, but a lot of times when they describe it, they get it wrong.
Well, you know, I've got a ways to go to get to my ideal, but at least I know where I am. You know, and if I'm further along, if we do have a more solid relationship and they maybe come to my events, they know who we are. They've maybe volunteered at our organization. A couple of times they've met our clients, they have a pretty solid idea of who we are and what we do, but they don't necessarily see us as central too the problem they're working on. Well, that's a much shorter trip for me to get to my ideal, and it also gives me some idea of what my main tasks are. So once you have that sense, you can start to build that roadmap between where you are now and what your ideal is, and the biggest question to ask yourself at that point is how can I add value or help solve a problem they're working on right now?
Now, before people get worked up here, this does not mean that you should go out and start a whole new initiative, unless that makes sense for you for some reason, but instead look at what you're already doing. How have you been adapting your operations and services for greater impact in this country, politically chaotic and upheaval time, and how does that help the problem? Obviously, always look at how you can continue to adapt and improve, but basically start with what you're already doing. It's really a matter of how does understanding, how does this intersect with what that decision-makers are working on and what they're focused on. Once you've made some notes to yourself, lay that out. What you've done is you've begun to go down the road of thinking about the world from the decision-maker’s perspective. One of the biggest mistakes that almost everybody makes when trying to engage a decision-maker is they'll go in and it's, you know, a chorus of Me, me, Me me me me! This is what we do, this is what we're about, this is how many people we serve, blah, blah, blah, blah, blah. and that's all great. There will be a time and a place to share that information, but it's one of those where you mentioned kids and cats, right? I sometimes think that when we're talking, what they're thinking to themselves is your lips are moving, but all I hear is “blah, blah, blah”. and that's kinda how the decision-makers are going to react, If you're not framing what you do in terms of something they really care about and getting to know them as a person. Cause I think that's the thing that people forget too. They hear it, they see the word decision-maker or that big title of senator, county commissioner, municipal councilperson, whatever, and they forget that there's a person in there. They're people first, and so you know, don’t forget everything you know already about relating to people, verses relating to that title.
I had a client in Connecticut who had an elected official that they needed to, to get on board with something they were trying to make happen and they just couldn't figure out how to connect with her. She was not responding to them, and they had reason to believe that she would be, generally an ally given her political leanings and so they thought, well, if we could just engage with her, we think we could probably get her to play, but we can't figure out how to get her to talk to us. So finally they did some research and found out that well, in addition to whatever else she did for a living, she raised goats as a hobby and she had a little dairy goat farm. So my client went out and visited the dairy goat farm and hung out for a day and just chatted with her about her goats, and it broke everything wide open. All of a sudden, now she was taking his phone calls, she was sending him pictures of the goats and he was a completely different interaction because he approached her as a human being and expressed interest in something she cared about. Now, in that case, it wasn't at all about the thing they were working on. It was like, hey, I took the time to come up here and hang with you and your goats, and that really made a difference to her.
So, you know, it was a, that's a really good point, Carol. and I think that people often will forget that. and related to that, I think is something that, is, is part of the inner game thing that can be such a struggle for folks, particularly if they're leading a smaller organization or one that has had some tough times engaging with decision-makers and have not felt like they've come out too well in that process. There's a tendency to kind of go to decision-makers as a supplicant now and kind of saying, “Oh great Poobah decision-maker person, we hope that you will smile upon us and not kill us and be nice to us and maybe do something for us” and that does not play well. It’s actually incredibly counterproductive, and what they're much more likely to respond to is if you approach them as a peer and someone who has value to bring, who has problem solving abilities, who is going to be able to be a partner in something that matters, and-
Carol: How do you help people step into that? feeling like they're their peer and that they can engage in the conversation in that way?
Kathy: Well, that's an interesting question, it kind of depends on what's in the way in the first place.
Carol: What are some of the things that are typical that get in the way?
Kathy: Well, lived experience, as I mentioned with smaller nonprofits in particular, if their experience has been, for example with funders that they've been kind of yanked around by the funders and felt like no matter what we do, you know, they only pick their friends and they never pick us and the whole system's rigged and then they have unreasonable expectations and they have bad deadlines and they begin to work up a whole story about how this is the enemy and this decision-maker is not my friend and they are going to be mean to me, I just know it, and so if you start with that story, you're pretty much doomed from the beginning, and so one of the things that is really helpful, and this is why I always say to folks at the very beginning, describe what your ideal collaborative relationship with that decision-maker would look like and start part of the inner game transformation is to start to tell yourself a new story about, okay, well then if my ideal collaborative relationship is, like the example I was using earlier with a County board member that, you know, this is what they're doing for me, well why are they doing that? Well, how am I showing up so that they want to treat me that way? Well, I'm coming in as a problem solving partner who has good ideas and who can work together with them to fix this. and I envisioned myself literally sitting at a table with them where we are, well, maybe this is a bad visual, right.
At the moment, since nobody's sitting across the table from anybody, but you know, maybe we're sitting across the zoom table from one another, or we're on the phone together or whatever, and we're talking together about, well, what about this idea? Well, have you tried this? What if we wait a minute, I see this problem over here and this problem over there, and I think this is how they intersect, and maybe there's a way that we could do X to solve both of those at once, whatever it is. If you start imagining yourself in that kind of a role where you're relating to them as a peer that you imagine actually having the conversation, and I had encouraged folks to even - I know people hate role-plays when they're formal, but you know, like talk to your dog and pretend it's the decision-maker, you know, whatever your roleplay version is, but to actually practice those conversations until you get comfortable talking to them that way.
Carol: Thinking about that, you know, cause I could imagine, you know, a situation you're describing where there are certainly power differentials there and, you know, lived experience, but what does that, the person who is looking to build that relationship with the decision-maker. What do they have that the decision-maker doesn't have, they may have perspective about a community, connections to community that the decision-maker would be valuable. There's all sorts of things, all sorts of assets that that person has, if they just start to think about it, and certainly in what you were describing. I mean, I could imagine that, you know, some of that anger and frustration and disappointment could be really valid and it gets in the way of building that relationship. So, you know, so it's both, right.
Kathy: Yeah, and you actually made me think of about half a dozen things there, but I'm going to tackle the last one first, cause it's a little bit of an elephant sitting on the table here that we didn't raise, which is that, you know, when we talk, whenever you start talking about power and influence, you can't really talk about power and influence without acknowledging, systemic racism, sexism, all kinds of economic inequalities of all kinds, you know, cultural biases, there's all kinds of stuff that, you know, there are, there are reasons that entire communities of people have been systematically disenfranchised. So I don't want to pretend that those aren't real and those aren't there. You can’t just wave a magic wand and say, aha, I shall just, you know, make the decision-maker, not the product of all of those realities and systems. It definitely doesn't work that way, or we would have all just done that, and that would be a really awesome magic wand.
The lived experience is incredibly important, but it's also critical not to let that be the determinant of how you operate moving forward, and it may be that there will be some decision-makers who are so fatally biased in one way or another against some aspect of what you or your organization represents that they will not be a good target for relationship building,
Not everyone is. I actually had to have a conversation with a client recently where he was just beating his head against the wall with a particular decision-maker, and I finally had to say to him, you know what, she just doesn't like you, and we don't know why somewhere along the way she decided she didn't like you, and I don't think that's going to change. We need somebody else to build that relationship, who else can we get? So we actually picked somebody else who was part of that coalition, who didn't have baggage with her, and they were able to very quickly establish a decent connection and go forward. So, you know, there also is the reality that sometimes somebody just doesn't like you and there's not always something you can do about it.
Carol: So what are some of the ways that you would have people kind of, you talked about. You know, they start out, they list a huge number of people, it gets overwhelming and they get stuck. I was with a group recently, it was around, you know, what partnerships could they get involved in, and within about 15 minutes of brainstorming, we had a list of about a hundred organizations. When clearly this tiny little volunteer led organization was not going to be establishing partnerships with a hundred organizations, so I had them kind of do a matrix of what's easy and what's impactful, and try to have them focus on those. How do you have people prioritize those, you know, and narrow it down so that it is manageable.
Kathy: Yeah, any of those kinds of tricks work pretty well, I'll sometimes have folks pick like a low, medium high rating for two different axes, and one will be, you know, how much, and in the case of partnership, actually, the thing that you suggest is probably what I would use in the case of a decision-maker role. It's more of- and you might even have three categories. You might have an immediacy category where you know, that in the next six to twelve months, this decision-maker is going to be making a decision that has a dramatic impact on us. So it's both high impact and immediacy, so that would move them to the top of the priority list. The other factor that is relevant is that everybody's got relationships with some decision-makers, they might not be really well developed relationships, but for the most part, if you're functioning, if your organization is still in existence, you as a leader have managed to build some productive relationships with decision-makers or you'd probably be gone by now. So a lot of times when things are feeling kind of overwhelming and you maybe don't have necessarily that immediacy or obvious high impact. Sometimes the best thing to do is say, well, where have we got a pretty good relationship already? but we feel like it could be so much better, and that may be a good one to tackle particularly right now, because again, everybody's bandwidth is a little limited right now. So, depending on the situation that you're in, you might want to say, you know, we've had this decision maker who likes us well enough. They don't totally get what we do, but we're pretty well aligned with what they're working on. Let's see! and so alignment is another piece. If your work is really well aligned with a problem they're working on, that's a really good priority selector as well. So all of those really go back to what's important and what's easy, which is pretty much what you flagged to begin with. Those are just different ways of talking about it.
Carol: Sure, sure, It's interesting. You worked a lot with direct service providers and I feel like oftentimes in our sector there's been kind of a false dichotomy where direct service and influencing have kind of been pit pitted against each other that, you know, where folks who do direct service are often told, well, you know, move further up, you know, you're just throwing the fish back into the sea, go back and see why they're coming out. But to me, it's, you know, there are people in need and there are systems that need to be addressed, so it's both. So I'm curious that you specialize really in working with direct service providers. How do you see how they can bring actually particular value to influencing decision-makers and systems?
Kathy: Well, one, this goes back to something you mentioned earlier, when I said you named like six things that I wanted to tackle in this. One of the huge, huge assets that direct service providers have, that other groups don't have, that classic advocacy organizations and associations and so on really don't have, is they- the direct service nonprofits have a direct connection to the members of the community that they are serving. They have a clarity of understanding what the actual problems on the ground look like and how they're impacting real people's lives, and they're also actively engaged in addressing those needs. So for the most part, they can fill in with a clarity that few other organizations can do, the actual human face of the problem, and for most decision-makers, that's a critical piece of the puzzle. If it's just, you know, chess pieces on a board that they're moving around or other abstract concepts that they're making decisions on data and graphs. You know, and that's all important, we need those too, because data driven decision making is a thing for a reason. So you want to be able to come with data and information like that as well, but to be able to talk about the people who are actually being served and the things that they're struggling with is not only valuable in putting a human face on the problem. It helps the decision-maker understand the problem in a new and different way. The other thing that tends to also happens is that talk about finding personal connections with decision-makers, as human beings for most direct service organizations, whatever they're working on, whether they're serving people with cancer or they're helping people with complicated housing issues as renters or whatever it is or employment services, whatever they're working on.
Chances are someone in that decision-maker’s family has dealt with something connected to that problem. and they will often volunteer that information, you know, I've been in meetings with decision-makers and clients where the client would be talking about, well, you know, here's an example of someone we help and they would describe the person's situation and the decision-maker will pipe up and say, Oh, my aunt had that problem, my cousin had that problem. You know, I have a friend who dealt with that and all of a sudden, first of all, they've handed you information that is absolute gold because now you know how to connect to them on a personal level, but also they're busy making that connection on their own. and so that's a huge value add that the direct service nonprofits can bring. The other thing is that in my experience for the most part, direct service nonprofit leaders are fully well aware that this is the systemic problems and issues and the policy failures that caused the need for their services in the first place. They've chosen because that's where their passion and purpose is to address those problems directly through direct service but that doesn't mean they're not aware of the systems issues and the policy issues that are part of the reason why we have to have those services at all, but what they are able to do is make that bridge between policy and reality on the ground in a way that many others are not. So I would say it's actually an asset; the thing that can sometimes be challenging for direct service nonprofit leaders, is that even more than other 501C3 leaders, they may have to help their boards understand why they are engaging, especially elected officials. That it is not only okay, but important and necessary work, and that can sometimes take a little education, but it helps a lot if you don't call it advocacy, actually because C3 boards, especially direct service C3 boards tend to have a bit of a knee jerk anti- advocacy reaction simply because they don't understand, really what it is and how it works and what the rules are and that not only is it not a problem to do that, but it really should be an essential part of every nonprofit’s mission and part of their strategic plan.
Carol: So I want to shift gears a little bit. You hold a fourth level black belt, and I didn't know that there were levels of black belt. So I now know something new and now, let me make sure I'm pronouncing it right. Jujitsu, Is that right?
Carol: So how has learning that martial art helped you with the work that you do with organizations?
Kathy: Well, what it does is it makes me a way better teacher and coach. I taught Jujitsu and practical self-defense for about 15 years and we would get lots and lots of people who had never practiced a martial art in their life, and it was brand new to them, and you know, it's a constant reminder to me that you don't need to know a lot to be able to be effective. So that was what I really took from that teaching process is that, you know, it takes many, many years to reach even the first level of black belt and then many more years to progress beyond that, and by the time you get there, you know a lot about a lot of different things, but if somebody just wants to know how to defend themselves from a common attack, you know, I can teach somebody in a day what they need to know and give them enough practice at it, to be able to feel like, okay, if something sketchy happens, I might actually be okay. At least I have better tools now than I did when I started, when I walked in the door and so it helps me stay focused on making sure that not everybody needs to become a black belt in anything to be effective at it. They just need to have a decent toolkit that they can access readily, and that feels comfortable to them and that if they've got that, they're good to go and that's true with the kind of work with influencing decision-makers too. You don't need to know a hundred thousand skills, you just need to know a handful and practice them regularly.
Carol: So one thing I do at the end of each episode is play a little game where I ask one semi-random icebreaker question. So given what we just were talking about, I've got one for you. If you could arm wrestle any historical figure, who would you choose and why?
Kathy: Oh my goodness, I wish I'd had time to prepare. That's such a fun question. Wow. Any historical figure. Gee, let's see… do they have to be alive or no?
Carol: No, it doesn't matter.
Kathy: Doesn't matter. Oh dear. You've stumped me completely. I hope-
Kathy: No. Well, the first, the first one that came to mind was RBG but that wouldn't be a fair fight cause I'd flatten her, but on the other hand, if we could arm wrestle our brains, then you know, she'd flatten me.
Carol: All right. Well, there you go. That's your answer.
Kathy: Okay, fun.
Carol: So, how can people find out more about the work that you do and get in touch?
Kathy: Well, I've got a couple of things here that I'd like to share with folks. I've got a - since we didn't get through all the steps, cause we were busy talking about a lot of things. I've got a free worksheet with all the steps listed out for your listeners to help them build their influence with a few key decision-makers that they can start on right now and if they just go to https://strategykeys.com/engagenow they can get their free copy of that worksheet and I hope folks will download that. The other thing that I'm excited about is I'll be launching a new masterclass on building your team of super allies sometime early summer exact date. Not yet known, but if you go to collect your worksheet, there'll also be an opportunity to get on the waitlist for that master class, and that will also be a free masterclass. So I want to just give folks a chance to get their feet wet with that a little bit and learn some more of the techniques and have a chance to get their questions answered as well.
Carol: All right, that sounds awesome. Thank you so much, it was great having you on the podcast and good luck with all your clients and influencing.
Kathy: All right. Well, yes, influencing not advocacy, there we go. Thanks for having me. It's great talking with you always, and I hope we get to do this often.
I am Carol Hamilton, nonprofit consultant and podcast host. My passion is helping organizations cultivate healthy, inclusive cultures that live their values, fostering learning, creativity and results. Find me at Grace Social Sector Consulting and download free resources.
Grace Social Sector Consulting, LLC, owns the copyright in and to all content in and transcripts of the Mission: Impact podcast, with all rights reserved, including right of publicity.