Monthly Archives: January 2011

Two ways young nonprofit professionals can build their brands and networks online


Posted by ajlovesya

We all have causes that we are passionate and knowledgeable about; the challenge is sharing what we know and love with others in a meaningful and beneficial way.  I have found the following two techniques incredibly helpful in developing a strong reputation and building relationships:

1.  Answer questions: Answering questions allows you to demonstrate your expertise while helping someone in need.  When answering questions try to include resources to back up your answers.  Here are also some great places to start where folks are looking for support and conversation:

  • Brazen Careerist: A networking and online career center for young professionals in various fields.  There are groups that discuss specific issues such as nonprofit work.  Join a group related to your field and interests to start helping out.
  • LinkedIn: A networking website that allows you to connect with people you know and more.  There are groups not only for specific interests but also for organizations.  I am part of Nonprofit Professionals and The Chronicle of Philanthropy.
  • Quora: Quora is an open database of questions and answers.  Anything that folks are wondering about they can ask and spark a discussion using Quora.  The questions range from serious to fun so there is always something to learn and share. Hat tip to @shariyatweets for the reminder of this great resource!

2.  Comment on other blogs: Commenting on blogs is a great way to build your personal brand and your network. In addition to demonstrating your expertise, you can make connections with the author and other commenters.  When commenting on other blogs, be sure to stay on topic and ask a question or add a new perspective that moves the conversation forward.  To start, identify important blogs in your field.  You can search for nonprofit blogs and blogs related to your profession and cause on Alltop and Technorati.  You can also connect with bloggers listed on the Nonprofit Millennial Bloggers Alliance.

What’s key in these approaches is that you are focusing providing valuable information and support to other people.  In any attempt to build your own network and reputation, keep the needs of others in mind to ensure you are being helpful.

Additionally, by engaging in conversation you are also learning about what people in your field need which can inform how you choose to develop yourself professionally.  Is there a need that you can fulfill as a consultant?  Questions that might lead to a new blog post?  New ideas for your organization?  Only by talking with people do we truly understand our field and our role in it.

What other techniques have allowed you to build your brand and strengthen your network?

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True story: how social media can land you a job


Posted by ajlovesya

Amazing story from one of my favorite bloggers Alison Green at Ask A Manager about how a candidate’s blog gave her a successful edge in the hiring process.

In addition to being qualified, the candidate–Kimberlee Stiens of Business For Good, Not Evil–had a strong online presence that allowed the Alison to learn more about her.  Kim shared insightful comments on other blogs and offered great insights on her own blog that allowed Alison to really get to know her outside of the formal hiring process.  Even though Kim wasn’t right for the position she applied for Alison told her about a position that was about to open and how she might be a good fit.

(Did you read that last part?  Read it again)

Stories like this warm. my. heart.  Why?  Because they demonstrate how a: employers can be more thoughtful in using social media to get to know candidates and b.  how candidates can connect with employers and demonstrate their value by being insightful, engaging, and authentic.

Based on her experience hiring Kim, Alison shared some dos and donts on using social media in the job hunt:

First, lest I send anyone in the wrong direction, let’s be clear on some of the ways that social media probably won’t get you a job:

  • Creating a Twitter account and waiting for prospective employers to approach you
  • Randomly sending your resume to hiring managers on LinkedIn
  • Creating an online video resume (for the love of god, please don’t)

But here’s how social media really could help you get a job:

  • Being a smart, thoughtful commenter on blogs in your field
  • Possibly creating an awesome blog of your own and making sure people know about it
  • Not neglecting the traditional pieces of a job search — writing a great cover letter, doing a strong interview, etc.

I would add the following tips for using social media in the job search:

~Pay attention to your reputation: Here’s the thing, Kim never used the word brand or talked about developing her brand.  But clearly Kim developed a strong reputation as curious and insightful as well as having excellent writing skills.  She used social media to put their best foot forward and it landed them a job. In other words: what impression do you want people to have of you based on your actions online?

~Establish a connection: Kim’s blog, comments, and cover letter demonstrate a genuine interest in nonprofits, the organization, and in Alison.  Check out her cover letter and her experience in getting hired. Are you demonstrating interest, awareness, and passion for your work?

~Express gratitude: I must admit I am new to Kim’s blog but what stands out to me is her appreciation for other blogs in the nonprofit sector.  She is part of the community in a way that demonstrates not only a commitment to learning but also a commitment to building community with her fellow bloggers.  Are you an active member of the community-giving, sharing, and learning?

I have been offered opportunities (and have created my own) by being thoughtful in how I used social media.  This does not mean all you need to do is throw up a blog and the paying gigs will come rolling in.  What it does mean is that social media can give you a much needed edge in the job hunt.

However, there is a challenge.  Alison is already social media savvy–she has a blog and understands what makes people stand out,  and she also knows what to look for when checking out someone’s presence online.  While we certainly learn of job opportunities online, not all organizations really use the internet beyond putting up a job post online or know what they are looking for when they google you. What does having a social media presence mean if you are going for opportunities where the organization is not big on social media?

~Learn more about your field: You can use social media to learn and connect with others in your field so that when you apply you can easily demonstrate passion and awareness.

~Get access to helpful opportunities: Conferences, workshops, volunteer opportunities, internships–these are all opportunities that can you help you develop your expertise and make you a stronger candidate.

~Make connections: Developing relationships with folks in your field can only help.  Maybe they know the organization you are applying for and can put in a good word for you.  Maybe they can provide you tips and tricks on how to make a good impression on an interview. It never hurts to grow your network.

Have you had success with using social media during the job hunt?  What tips would you add?


Three reasons why young nonprofit professionals should be mentors


Posted by ajlovesya

When it comes to mentoring, young professionals often let themselves off the hook. We think we are too young to offer someone anything valuable. However, not only is it better to mentor while you are young but also you reap a ton of benefits as a young mentor. While being a mentor is a serious responsibility, you really do get as much as you give. There are three benefits I have noticed in being a mentor:

1. You’re forced to think about your choices: Saying “just because” doesn’t fly when you are mentoring someone. They want to know why you made certain choices and the consequences (good and bad) of those choices. At the same time you also get an opportunity to reflect on what choices have really helped or hurt your career.

2. You’re forced to think outside the box: While someone may admire your current position or career trajectory, chance are they arent where you are nor do they necessarily have a clear vision of where they want to be. What is nice about the nonprofit sector is that given its size there is room for everyone. You’ll explore various ways to connect someone’s passion or interest with the sector that you may not have thought of before.

3. You’re forced to be accessible: Not only in terms of time but also in terms of knowledge. Being able to make your experiences, resources, and ideas understandable and useful for both your mentee and for you. You’ll strengthen your ability to connect with people with different backgrounds and understandings, a useful skill in this sector.

What are some other benefits to being a mentor?

Interested in being a mentor? Check out National Mentoring Month for ideas and opportunities.

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In Honor of Martin Luther King Jr Day Let’s Discuss the Future of Social Justice Leadership


Posted by ajlovesya

There is nothing more dangerous than to build a society, with a large segment of people in that society, who feel that they have no stake in it; who feel that they have nothing to lose. People who have a stake in their society, protect that society, but when they don’t have it, they unconsciously want to destroy it. ~Dr. Martin Luther King Jr.

One thing that has stood out to me about Martin Luther King Jr is how early on he began leading. This prompted me to explore the role of young people in the Civil Rights Movement and in other fights for equality and justice.  At the same time, I noticed the role of nonprofits in social movements and began exploring the challenges non-profits face not only in maintaining their role in our democracy but also in recruiting and retaining passionate people.

In other words, there is so much that needs to be discussed regarding the intersection of nonprofits, social justice, and young people.  The future of social justice leadership goes beyond asking if young people care and if non-profits have the money to do this pressing work.  We have to examine and include different kinds of activism and leadership; address barriers to engagement; and actively develop and celebrate the work young people are doing in this field. We have to take on hard issues like poverty and imbalances of power while trying to maintain a presence in larger conversations about progress and change.

To spark that discussion, I am excited the announce the launch of OnlyUp.org, an online journal about the future of nonprofits, young people, and social justice.  This is a project my friends and I have been working on for a while.  It has gone through many  versions (some of which I can only laugh about now) and we settled on an online journal because we recognized the need for a space for thoughtful discussion about the changes in our field.

More about OnlyUp.org:

OnlyUp.org is a collaborative effort to engage the nonprofit sector in a conversation about the future of social change leadership, with a specific focus on young nonprofit employees. It is a bi-monthly online publication about issues facing this demographic, and we seek to create a web community that in the long-term will lead to a stronger and more vibrant sector.

Some upcoming topics include:  why pursuing work/life balance is harmful for social justice; how young people can change the tense relationship between nonprofits and foundations; how to effectively manage young people; and why we need a new generation of charities.

OnlyUp.org is comprised of four recent graduates who have all worked in nonprofits since they have entered the work force. The connection to social justice brought them together to try and improve the community in which they have become deeply invested.

To stay up to date on our progress and get an announcement when the website launches, please sign up and invite others to do the same.
What discussions would you like to have on the intersection of young people, social justice, and nonprofits?


When are you too young to lead? Examining the debate at the Schomburg


Posted by ajlovesya

crying baby

In November, Khalil Gibran Muhammad, a 38 year old professor of African-American studies at Indiana University, was selected to be the next head of the Schomburg Center for Research in Black Culture.  And, to put it lightly,people’s heads exploded:

Almost as soon as the press release went out, prominent politicians expressed their surprise that Muhammad was chosen over African-American scholar Molefi Kete Asante. Asante, a 68-year-old professor at Temple University, appeared to have the backing of the Harlem community and black leaders in the city.

Omawale Clay, an aide to State Sen. Bill Perkins and a member of the Save the Schomburg Coalition, compared the appointment of Muhammad to the controversial selection of Cathie Black as schools chancellor.

“This young brother is a babe in the world of Afro-American, Afrocentric global politics and culture,” said Clay. “He is a babe in the woods. He is an assistant professor and he hasn’t even obtained tenure yet. No disrespect, but a brother like that would be an excellent research person under Molefi Asante.”
Councilman Charles Barron also said he was disappointed.

“I don’t know this brother here at all,” Barron said of Muhammad. “I have no comment on him because I have never heard of him.”

::sigh::

Recently there has been a shift in tone regarding his leadership with folks looking at his age as an asset:

“Time marches on and we have to be flexible enough to give way to the best and brightest among us,” said Butts.

“Brother Muhammad, now that you have this vast responsibility, you should know that no one who has taken this job has stayed less than 25 years,” Wright joked.

Muhammad said, “The Schomburg Center is a Harlem institution. It is a community place. It is a place that roots the Negro Mecca to the world, but it is time to share.

“We have the technology, we have the energy and, in my hands, we have the spirit to take these resources to the people who need them.”

I’m not sure of the direction of Schomburg but what disappoints me is the general lack of inclusion of young people in discussions about the future of community focused/supported organizations.  All of the people commenting on his arrival were older leaders yet I wondered how people like Landon Dais and people in Young Professionals for Change feel about Muhammad’s leadership and the role of the Schomburg. What about the many young people working at amazing organizations in Harlem, like the Harlem Children’s Zone, who ensure that children and their families get the support and education they deserve? Were they asked for their opinions?

Probably not.  Because something tells me that leaders this hostile to a young leader probably don’t do much outreach to young people.

However, this discussion underscores a lot of tension I see around young people as leaders: do we have a right to call ourselves leaders?  Are we ever too young to lead?

What it often comes down to is an unwillingness to examine and define what leadership looks like.  Should leadership look the way it did 30, 40, 50, 60 years ago?  What changes are we facing today and what skills are needed to address those changes? This is not to say that every organization should run out and hire a newly minted college grad to keep up with the times.  However it does mean that before folks start shaking their fists at the new young executive they should check that their definitions of leadership line up with community need.

Additionally, leadership, especially when connected to older, established organizations and groups is not just about the community served, but also about the leader him/herself.  In other words, leadership is personal, a reflection of past triumphs and challenges and hopes bound up into one person.  There is a legacy that some fear may be lost with the appointment of someone young. And, let’s be honest, a hint of selfishness and “founders syndrome.”

I understand these concerns and believe there should be more conversations about acknowledging, engaging, and including young leaders and how we can better work across generations. This is beyond making a work place pleasant and is directly tied to the future of nonprofit organizations.  As many young people simply opt out of the sector and focus on starting their own organizations, I worry we risk losing support for older organizations in general. And this goes beyond pleasing millennials/gen x/gen z to forcing us to examine if we are creating pipelines for new leaders, welcoming new forms of leadership, and being inclusive of people who support our work.

Leadership is more than a title, it’s about outlook and preparation for the future.

So when are you too young to lead?

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