Monthly Archives: August 2009

Tips for Blogger Outreach for Nonprofits


Posted by ajlovesya

In the past few months I have had various organizations and people ask me to post about their work. Being approached to support a cause or organization is flattering and in general I’m happy to write about an issue or cause I support.  However, I have noticed some small and not so small mistakes people make when approaching a blogger. Keep these tips in mind when reaching out:

Take time building your list: If you are already involved in social media or know someone who is, ask them for recommendations first so that you can establish a personal connection with bloggers you want to work with. If you search for bloggers, be sure to learn about them and what they write about and don’t be afraid to reach out to smaller/niche bloggers. You’ll increase the diversity of people reading about your work and will more likely get a yes than if you approached a “top 10” blogger. Here are some places to get started:

Brazen Careerist Bloggers Under 30 in the Nonprofit Sector
Rosetta Thurman’s List of Nonprofit and Philanthropy Blogs by People of Color
Beth Kanter’s List of Nonprofit Blogs
Chronicle of Philanthropy’s Give and Take

Be clear on your purpose: Why do you want to use bloggers? The reason why this is important to ask yourself is because a. it will help you figure out if reaching out to bloggers is a good approach in the first place and b. it will help you figure out what specifically you want to see happen as a result of blogging. Sharing this information with bloggers will help them figure out what kind of piece to write. Make sure to share your goals and all of the necessary details—who are you? What are you doing? Why is it important? How can bloggers help? Why should bloggers help?

Why me?: There is an active public service/nonprofit/social do gooder network in the blogosphere. Why are you approaching me? Reference a post I wrote that demonstrates a mutual interest and provide feedback. Read the about me to make your email more personal. Highlight something about my work that makes you think I would be a good person to work with. Be sure to also point out why you think my readers would like to know about you.

Don’t do drive-by drop offs: This is not just another place for a press release; come back and engage. I’m more likely to talk about your work in the future, without you asking me to do so, if we continue to have a relationship. Comment on my blog posts, start a facebook or ning group for bloggers you work with regularly for easy communication, ask for input on future blogging endeavors or for new ideas on using blogs to further your mission.

Ask for recommendations: Bloggers know about other bloggers who can work with you as well as organizations and resources that may be useful. Don’t be afraid to ask for suggestions on how to move forward.

Don’t get my name wrong: Seriously. This has happened WAY too many times. I’m not talking about misspellings. I’m talking about thinking you were sending an email to someone else. Taking the time to make sure your correspondence is free of gross mistakes is both professional and a sign of respect.

As a nonprofiteer, I understand that time and funds are often tight and you try to make the most economical decisions in a short amount of time. However, I also know that what sustains us—financially and otherwise—are the relationships we build. When it comes to blogging, building a relationship with bloggers should be a priority.

What would you add? What approaches have been successful or not so successful? What have your experiences been?


5 Ways Nonprofits Can Increase Social Media Engagement


Posted by ajlovesya

Last week I attended the NYU-RCLA workshops on using social media to further your social justice mission. It was an amazing three days of learning about social media tools, context, and tips for implementation. Yet the big question of the week seemed to be: how do I get people engage with me?

Imagine, you’re hype about starting your twitter page and facebook thinking you have some awesome content and the masses will start clicking, following, asking lots of questions, and leaving fantastic comments.

Except this rarely happens. Unfortunately, social media is seen as a quick fix to an organization’s community building woes and when hundreds of folks aren’t following you on twitter within a week, you doubt whether or not you are really reaching people.

Before abandoning ship, consider the following tips for building engagement:

  • Connect with others: The important part of social media is SOCIAL. Your goal shouldn’t just be to create something new but also to join and contribute to existing conversations. What discussions are taking place that relate to your mission? Once you find those discussions, link liberally, comment on other people’s blogs, retweet interesting postings, and reach out to others about sharing/collaborating on content creation.
  • Focus on your content: At the end of the day, people won’t engage with you if you don’t have something interesting to say. In addition to providing updates about what your organization is doing, discuss general news/events related to your mission so people can see the importance of your work. Make your content easy to digest and useful so that people can share with others on their own (lists, how-tos, profiles of people, and specific advice on getting involved) and don’t be afraid of a little controversy.  Have an opinion and be human!
  • Put yourself out there on and off line: I have always felt that social media does not and cannot replace face to face on the ground work for social change. Instead, social media can supplement your social change efforts by allowing you to engage people in a new way. Tell your supporters and constituents that you are online and ask them to help create content. Make it easy for online supporters to meet you offline by having events and get-togethers and empowering them to meet on their own to brainstorm ways to help you. Attend conferences and meet others interested in your mission and in social media.
  • Don’t ignore the people who ARE engaging you: In your quest for engagement, ease up a bit from focusing on the numbers. You may want 1,500 followers on twitter or hundreds of unique hits a day, but in reality only a handful will really comment and share your info. So make sure your interactions are meaningful. Respond to comments and retweets; take note of what kinds of content people respond to and focus on developing it more; do something fun for your readers—have a contest, feature one of them, or just ask to meet them!
  • Be patient: Community building doesn’t happen over night! Don’t give up and set realistic goals for your organization based on other people’s experiences and the time you have to commit to developing your online community.

Useful resources:

Tips:

Beth Kanter:  Non-Profits that Adopt Social Media Share One Charateristic: Vertigo Tolerance

Altitude Branding:  There is no Social Media Tool Kit

Allison Fine: Are You Ready to Tweet?

Trends:

Rootworks:  Social Change takes More than Social Media

Allison Fine:  The Digital Divide and Social Change


Why Nonprofits Should Hire Gen Y Leaders in a Rough Economy


Posted by ajlovesya

A few days ago I came across this excellent piece by Colleen Dilenschneider on Brazen Careerist on how non-profits can find and hire gen y leaders in response to the pending leadership gap. What stood out to me, though, were the comments.

“There is no leadership deficit. Many people who have lost their jobs in the for profit world bring experience, achievements, and strong resumes to the non-profit world. They also bring a depleted retirement portfolio and will likely be working for a long time to come.

I know this personally as I work for one myself and am in a leadership position.

Experience and results are what non-profits are looking for, and will for some time. We seek stability in our new hires, and the data both externally and internally point to turnover that is far too high to entrust leadership roles to GenY just yet.”
____________________________________________________________________

“I read all I needed to read when I looked at the publish date – 2006. That predates the recession. Therefore it predates the current employment dynamic by a long shot.

I suspect that many of these jobs will instead be filled by layed off Boomers and Xers who have bills to get caught up on and retirement funds to replenish. And it will take them longer to do both at the rates of pay offered at non-profits.

When someone can prove conclusively to me that turnover rates are better than 18 months for GenYs, then investing in their development may make sense. But even then, they have to be willing to pay their dues and wait in line – sadly – like the rest of us have had to do.”

While I am aware that there is growing competition for jobs between millenials and boomers because of the economy, a complete rejection of millennials in the name of stability never crossed my mind.

The response to a weak economy should not be to resort to the same approaches that made you vulnerable in the first place including top-down exclusionary practices. When it comes to getting the right people on board millenials bring education, the spirit of collaboration, and a mastery of new technology all of which are crucial to not only getting through the recession but also bouncing back.

In fact, now is the best time to recruit millennials.

Firstly, as the economy has gotten worse we have seen an increase in the number of young people who want to serve, indicating a commitment to social change and an openness to new career paths. Instead of twiddling our thumbs at this impressive shift we should be out there providing valuable opportunities to explore and connect with the sector.

Secondly, this increase follows another important mantra for millennials: a good career isn’t all about money. Don’t get me wrong—paying absurdly low wages will not attract anyone, millennial, boomer, or the folks in between. However, the benefits millennials seek outside of salary allow them to be more flexible employees and focus instead on the values an organization has.

And lastly they have proven themselves as brilliant innovators to old problems. Using technology and teamwork members of gen y have produced and continue to demonstrate unique approaches to pressing problems. Additionally, their desire to work together and try new ideas has lead them in droves to social entrepreneurship.

This is not to say that milennials are magical and that hiring one will solve all of your problems. In fact, as noted by the commenters above, the biggest issue with hiring millenials is our notorious turnover rate.

But here’s what you may not know: we don’t job hop for shits and giggles and many of us would love to stick with one employer. Our moving about is a response to the lack of stability and loyalty we see in the workplace. The people who commented above may see a well qualified candidate recently laid off from the for-profit sector. I see someone who probably put in years at a company only to be let go as if his/her work didn’t mean a damn thing. In other words, loyalty is a two way street and our workplace expectations promote stability and benefit everyone else we work with.

So as you regroup and try to rebound include millennials in your plans, don’t exclude them.

Colleen Dilenschneider


Board Service: Giving Back to Your Community


Posted by ajlovesya

Two months ago I was voted onto the board of Artistic New Directions, a small non-profit in Manhattan that provides space and professional development to emerging performance artists in New York.  For a while I went back and forth on the idea of joining a board.  On the one hand, the opportunity to gain behind the scenes hands on knowledge of how a nonprofit operates, while working with people from diverse backgrounds who share a similar passion was exciting and appealing.  On the other hand, the time commitment and the responsibilities made me wonder if I had what it took to truly help out.

Obviously I decided to take the plunge and I am really glad I did.  In the two months that I have been on the board I have met some amazing people and am getting my hands dirty in helping with fundraising and strategic planning.

If you want to join a board, there are several resources available to show you how and what the expectations are. But here are some approaches that helped me find the right opportunity and will inform my actions as a board member:

Look for something new: While you should certainly have passion for the mission and know what skills you can bring to the table, don’t be afraid to seek a position or organization that is a little different from what you usually do or know.  You’ll push yourself, learn more about a topic, and explore new connections (with people and topics) that you may not have known before.

Start small: Small organizations have a lot more flexibility when it comes to what you can do as a board member and it is a lot easier to try different things.

Ask to sit in on a meeting: Once you a join a board you’ll be working closely with them for at least a year.  Ask to sit in on a meeting to see what the dynamics are like, what the big topics are, and how meetings are organized so you can get a better sense of what you are jumping into.

Attend an event or sit in on a program: See exactly what the organization does.  Don’t just read about!  You’ll get a better sense of what the organization provides and how people respond.

Talk to people you will serve: I firmly believe that board service shouldn’t be a removed activity.  We must be firmly planted in the reality of our constituents by actually talking to them and sharing ideas and experiences.  Of course this is hard; we are all so busy, right?  No! In my opinion board membership isn’t just about boosting my resume and skill set; it’s about giving back in a new and challenging way.  We have to make the time to engage.

Are you on a board?  What are you experiences like?


Suing Your College Because You Cant Find a Job is a Dumb Move


Posted by ajlovesya

From CNN.com:

On July 24, [Trina Thompson] filed suit against [Monroe College] in Bronx Supreme Court, alleging that Monroe’s “Office of Career Advancement did not help me with a full-time job placement. I am also suing them because of the stress I have been going through.”

The college responded that it offers job-search support to all its students.

In her complaint, Thompson says she seeks $70,000 in reimbursement for her tuition and $2,000 to compensate for the stress of her three-month job search.

As Thompson sees it, any reasonable employer would pounce on an applicant with her academic credentials, which include a 2.7 grade-point average and a solid attendance record. But Monroe’s career-services department has put forth insufficient effort to help her secure employment, she claims.

Unless Monroe promised a job when she gave a deposit to enroll, I don’t see how this could fly.

I’m all too familiar with Monroe; their ads are pasted all over the subway (and before people get all riled up and say that that should be a sign of its mediocrity, NYU, Columbia, and many of the CUNYs advertise on the subways as well).  Aside from the grotesque sense of entitlement and clear disconnect from reality–a 2.7 GPA makes you a top-notch employee?  Really?–her actions raise an interesting question:

Why go to college?

People go to college to prepare themselves for a better future.  Now, these people would be wise to realize that college is more about the network and intrapersonal skills you build than actual job skills, but whatever, I’ll leave that alone.  There was never a guarantee but a statistical reassurance that people who go to college out earn their peers who do not–and this is especially true for students coming from low income and minority backgrounds.  And even in this economy, the people shouldering the bulk of the job loss are people without college degrees.

College is a vehicle–you are still the driver.  You have to use your time wisely and approach finding a job as if it were a class you needed to ace in order to graduate.  In light of this students should do the following:

  • Get hands-on experience as much as you can: Volunteer, plan events, travel abroad, get an internship–whatever requires you to be active and interact with other people.
  • Start the job search early and target fellowships: Since I graduated Ive participated in two fellowships which have been amazing for me professionally.  Not only do I get to connect with people in my age group and build a network of friends (which is hard to do after you graduate and your friends scatter) I get the professional development and flexibility that many fellowships provide.  Here’s a decent list.
  • Visit the Career Development Office, but dont rely on them: They may provide you with help with your resume and may even have a handy binder of job opportunities.  But you should be asking the adults at your college who know you well to look out for opportunities and contacting alum in a field you are interested in.  My college had a wonderful Externship Program where undergrads were paired with alum over school breaks to work with them and learn more about their jobs.  See if there is something similar at your school.

Colleges are  not off the hook. The charge that colleges should be doing more to prepare students for like is a lofty one but one that colleges can certainly work on:

  • Senior seminar on life: Many schools have seminars for freshmen on getting used to college life.  Well, seniors need a seminar on life after college.  Focus on financial management, networking to build professional and personal contacts, alumni in various cities willing to connect with grads, psychological changes that you may experience in the shift (quarterlife crisis anyone?), and other resources.
  • Take career development further: Resume and cover letter help are the minimums.  Invite employers that are recruiting/hiring, share paid and unpaid internship opportunities throughout a student’s college career, RAISE MONEY TO SUPPLEMENT UNPAID INTERNSHIPS!, host formal discussions of different sectors/fields and the kinds of careers available in each; provide programs for each year of study so that the *development* happens early on.
  • Partner with other colleges: No need to do it all alone!  Additionally  some schools have more resources than others and serve different populations, making collaboration a more viable option.  Start by coordinating job fairs and other events in the city where you are located.

Both:

  • Pay attention to the job market and engage accordingly:  Young people have the highest rate of unemployment than any other age group, with the numbers being worse for black and latino youth.  This isnt just about you and your lousy job prospects or programs.  Discuss and reach out to government, nonprofits, and private groups to tackle this issue for the long haul.

And even these steps don’t guarantee you a damn thing.   However, there are things we all can do to become better prepared.

What would you add?