Here is a great post from Pam Pompey on the GIFT blog (Grassroots Institute for Fundraising Training). Until we open up our vision about who is a giver and who is a receiver, we will be unable to solve the problems that face our society. (Special thanks to Theo Yang Copley for sending me this link). From Pam:

My head is still throbbing from my conversation with a program associate at a southern-based foundation. The conversation had me so upset I reached out to my board of directors for moral support. The foundation person (who is probably first contact for groups considering submitting a grant proposals) told me our organization was not compatible with their social change agenda.

Okay, I get that. Not all groups fit all grants. I preach that. But I was told my organization’s work wasn’t social justice work. I said, yes we are! I told her “We believe strengthening donor-ship and leadership skills of individuals (in communities of color) is key to helping groups build organizational capacity and sustainability. I told her working on community-led philanthropy and fundraising is working for social change.

The program associate disagreed. “Sorry, ya’ll don’t match our mission” is exactly what she said. But I assumed what she meant was that sharing cultural knowledge and developing people of color with a donor/fundraiser/activist mentality and the spirit of volunteerism, is not considered part of a progressive social change agenda.

Read the rest here at the GIFT Blog

I just finished reading the final draft of the book that I am co-writing with Rosetta Thurman “How to Become a Nonprofit Rockstar: 50 Ways to Accelerate Your Career” and it’s pretty darn good, if I do say so myself. The stories and examples included in the book are from hundreds of nonprofit rockstars, much life yourself, that have shared their advice through interviews, blog comments, Linked In Q and A’s, Facebook comments, and twitter chats. The book will be available on November 1st on this website. We have two versions for you to choose from: a paperback version with an extended resources section and an electronic version that includes the resource section as well as live links throughout the book, so you can move to action sooner. The electronic version can also be read on any ebook reader that can view PDF’s. As a New Voices of Philanthropy reader, I’ll give you a sneak peek at the book’s table of contents.

Table of Contents
Chapter 1: What a Nonprofit Career Looks Like 3
There is No Linear Career Path 3
Rosetta’s Journey 5
Trista’s Journey 8
How Do You Get from Here to There? 11

Chapter 2: Develop Expertise 12
Tip 1: Find A Great Nonprofit Job 12
Tip 2: Size Matters 18
Tip 3: Make the Most of Your Volunteer Experience 22
Tip 4: Learn How to Raise Money 25
Tip 5: Always Learn, Always Teach 28
Tip 6: Work Abroad 32

Chapter 3: Build a Strong Network 34
Tip 7: Prioritize Networking 34
Tip 8: Attend Nonprofit Conferences 35
Tip 9: Get Your Own Business Cards 36
Tip 10: Join Professional Associations 37
Tip 11: Go Talk to People 40
Tip 12: Build Your Own Frankenmentor 45
Tip 13: Start Your Own Network 50

Chapter 4: Establish a Great Personal Brand 52
Tip 14: Google Yourself 52
Tip 15: Stop Trying to be Two Different People 55
Tip 16: Write a Kick Butt Bio 58
Tip 17: Professionalize Your Online Presence 60
Tip 18: Start a Blog 62
Tip 19: Look Like a Leader 66

Chapter 5: Practice Authentic Leadership 69
Tip 20: Do Your Job and Do It Well 69
Tip 21: Join a Nonprofit Board of Directors 73
Tip 22: Lead a Committee 75
Tip 23: Cultivate a Slash Career 79
Tip 24: Polish Your Public Speaking Skills 83
Tip 25: Ask for Feedback 89
Tip 26: Do a Stretch Assignment 90
Tip 27: Speak Up! 93
Tip 28: Mentor Someone Else 94

Chapter 6: Plan for Balance 96
Tip 29: Develop a Personal Mission Statement 96
Tip 30: Schedule Time to Reflect 99
Tip 31: Don’t Skip Lunch 101
Tip 32: Fall Back in Love with Your Job 103
Tip 33: Ditch the Martyr Lifestyle 105
Tip 34: Clear Off Your Plate 108
Tip 35: Mind Your Money 111
Tip 36: When Work and Home Collide 114

Chapter 7: Move On Up 119
Tip 37: Create Your Own Professional Development Plan 119
Tip 38: Set Big Goals 120
Tip 39: Get a Master’s Degree 124
Tip 40: Manage Up 128
Tip 41: Get Paid What You Are Worth 131
Tip 42: Consider the Benefits 135
Tip 43: Get Promoted 137
Tip 44: Introduce Yourself to a Search Firm 139
Tip 45: Use Your Network To Find a New Job 147
Tip 46: Get an Executive Coach 149
Tip 47: Know When to Take the Leap 154
Tip 48: Resign Gracefully 157
Tip 49: Be a Good Manager 159
Tip 50: Run with the Big Dogs 163

Resources 167
Books You Should Totally Read 167
Professional Associations Worth Joining 168
Foundation and Nonprofit Fellowships We Love 172

If you are interested in having you community be part of the Nonprofit Rockstar Tour and booking the authors for an event, conference, workshop or book signing, email info (at) rosettathurman (dot) com with your request.

Want to learn about social justice, family philanthropy and national organizing, all while helping Resource Generation organize young people with wealth?

Introduction
Applications are now being accepted for Resource Generation’s Fall Fellowship program. The initial position available and advertised below is for the RG Family Philanthropy Fellow. This position is located in Seattle, with the possibility of the Bay Area for the right candidate. A small stipend is available if needed.

Background
Resource Generation (RG) organizes young people with wealth to leverage resources and privilege for social change. Through community building, education and organizing, we help young people with wealth bring all they have and all they are to the social change movements and issues they care about. Key programs and resources include a developing network of local chapters, national conferences, delegations, action projects and publications. Find out more and check us out at www.resourcegeneration.org.

Fellowship Program
RG is looking for motivated individuals to form our inaugural fellowship team. Each fellow will have the chance to work alongside an RG staff member on a specific topic area. Fellows will gain invaluable experience in the field of philanthropy, social change organizing and many facets of non-profit work.

Eligibility
These are ideal positions for students or recent graduates, though all individuals are eligible and encouraged to apply. Fellows will receive supervision and support but should also be comfortable working independently. The schedule is flexible and we are happy to accommodate requirements for academic credit. Fellows can request a small stipend as needed.

Title: Family Philanthropy Fellow
Location: Downtown Seattle, WA (possibility of Bay Area as well for the right candidate)
Supervisor: The Fellow will be supervised and work alongside Michael Gast, RG Co-Director.
Position Summary: The Family Philanthropy Fellow’s main responsibility will be as lead coordinator for the 2011 Creating Change Through Family Philanthropy (CCTFP) Retreat. The CCTFP Retreat is for young people who participate in their families’ philanthropy and are committed to progressive social change. Info on last year’s retreat can be found here. Responsibilities include:
• Supporting retreat planning committee
• Coordinating logistics for participants, presenters and on-site
• Updating and maintaining retreat website
• Managing creation of retreat materials
• Tracking and managing retreat registration
• Advising on strategy for RG Family Philanthropy Program
• Data entry into Salesforce database for Family Philanthropy Program
Qualifications:
• An interest in family philanthropy, social justice, and organizing
• Strong communication and organization skills
• A willingness to perform administrative tasks with enthusiasm and attention to detail
• An understanding of the importance of confidentiality
Helpful skills:
• Retreat or Conference Planning Experience
• Familiarity with Salesforce, Microsoft Office Suite, Google Docs, Facebook, Twitter
Dates and Hours: October, 2010 – End of May, 2011. 7-14 hrs/week.

Please send a resume, cover letter and available work hours mike@resourcegeneration.org by September 24th.

I love this video about the impact of the nonprofit sector. We are a force to be reckoned with!

I once got a fortune cookie that said “you are the average of your 5 friends.” Shut your eyes and think for minute about your five closest friends. I’m guessing you have the wild college roommate who is now gallivanting across Europe and the other end of the spectrum is your Martha Stewart-like friend who homeschools her kids and bakes cookies for the troops. You are right in the middle.

I think this rule holds true for your professional colleagues as well. Who are the five people that you trust most professionally and are your sounding board for career moves? These include mentors and the person that you like to hang out with at work.  Keep it to just five and if you are having a hard time coming up with the five, it’s time to start focusing on building your professional network.

Thinking of your five closest colleagues, ask yourself the following questions:

Do you have people that you regularly spend time with that are doing the job that you would like to do in 3-5 years? 10-20 years?

Do those 5 people support your dreams and aspirations?

Do you have people in that list that you are mentoring?

Would you be comfortable asking everyone on this list to act as a reference for you?

Do you see any holes on this list?

What proactive steps could you take to fill those holes?

There is no more painful calculation than looking around a conference room, during a boring, nonproductive meeting and figuring out how much it is costing in staff time for everyone to be there. Personal estimates have run from $190 for a small meeting that only lasted one painful hour to an all day retreat where nothing was accomplished and it cost $5,100 in staff time.

If you are leading a committee, here are some strategies to make the time more productive:

Have a clear agenda- Standing meetings with no purpose are the reason why so many people think meetings are a waste of time. Set a clear agenda before the meeting and give people time to add their own agenda items. The agenda should also include the goal of the meeting, so everyone is clear on what needs to be accomplished.

Make the time clear- Have clear start and ending times and stick to it. Don’t wait 20 minutes for everyone to show up. If you get started on time people that are often late will start to come on time because they know that you respect their time, so they’ll respect yours.

Determine who has to be there- Some meetings may only need to have some of the team members there. It is better to proactively think about who needs to be at each meeting and make the invitations contingent on absolute necessity.

Decide if the meeting really needs to happen- If the core purpose of a meeting is check in’s about a project, save everybody the wasted time and have a document that summarizes where everyone is rather than making them sit through a painful meeting where only a minute or two is relevant to their part of the project.

Good meetings are the result of good leadership. Take the initiative and make it the meeting timely, useful, and relevant for all participants. They’ll appreciate their time being used wisely and you’ll get what you need from your committee.

In an interview with the Zora & Alice blog, Thalia Theodore Washington, the Executive Director of DonorsChoose.org talks about her experience negotiating her salary. “My second job was in a non-profit in LA. I’ll tell the end of the story first, which is that I didn’t negotiate and I should have. I was young, it was my first office job, and I had no idea what I was worth.

I still to this day kick myself for not negotiating . And the reason is that you’re always building off of your last salary. You don’t have a $30,000 salary and then your next job’s $100,000. There are stages.

The fear I had and the fear that women have is that negotiating makes you seem greedy, not classy; it’s a knock against your integrity. Yet, now that I have had the chance to hire people, I would argue that there’s something to be said for advocating for yourself. Probably everyone has a job where an offer was made and you just said yes. But smart people don’t always just say yes.”

Here are some ways to negotiate a higher starting salary:

 Look at salary surveys- These surveys can give you an idea of what local positions, in similar size organizations are paying. Many organizations use these salary surveys to set their salary scales with in the organization. Your local nonprofit association may produce a salary survey or you can look at Idealist’s listing of surveys at http://www.idealist.org/en/career/salarysurveys.html. Use these numbers when you are considering positions at a variety of organizations (e.g. larger organizations often offer a higher salary) and to give you an idea of what to expect during salary negotiations.

 Check out the 990- The last tip told you that salary often is depended on an organization’s operating budget and the place to find that number is on the 990. The 990 is a document required by the IRS for tax-exempt organizations. This form will give you an idea of how large the organization’s budget is and will also tell you how much the top paid staff at the organization are paid (if their salary is over $50,000 a year). Even if the position that you are interested in is not listed on the 990, you can determine what their salary scale looks like compared to similar sized organizations by looking at what they pay their top staff.

Be truthful but don’t overshare- Don’t ever lie about your salary history. The HR department will check your salary history and being a liar isn’t going to help your career. Instead of listing salary history on an application, list your desired salary range for the current position.

Just say hmmmm- Most people immediately accept the first offer from an employer. Even a reflective “okay” when they say the first salary number can immediately end negotiation. Pausing for a second and saying “hmmm” or “that’s a little lower than I expected” gives room for negotiation. The hiring manager almost always have flexibility and starts with a low-ball number to have room to negotiate.

What are your tips to negotiate a higher starting salary?

I am so excited to announce that I am co-writing a book on tips for young nonprofit professionals to move from entry level to leadership with the super-talented Rosetta Thurman. The release date is November 1, 2010 and you will find ordering information on this blog. We wrote this book because one in three emerging nonprofit leaders aspires to be an executive director someday, yet only 4% of them are explicitly being developed to become their organization’s executive director. And of that 4%, women are being developed at a lower rate than men.

Our solution? Give young professionals an accessible, do-it-yourself map of how to navigate the nonprofit sector and the tools they need to move from entry-level positions to leadership roles.

The book is based on our experiences as well as interviews and case studies from other young nonprofit professionals who have successfully used the career strategies outlined. We have both also relied heavily on the wisdom that we have gained from our blog readers. As a result of reading this book, young professionals will be able to develop valuable nonprofit expertise, practice authentic leadership, and establish a strong personal brand.

Rosetta and I are looking for young nonprofit professionals to give us feedback on some of the books chapters. Send me an email at tristaharris (at) gmail (dot) com if you are interested in being a reader.

Hi everyone! I’m back from hacked blog purgatory so you can expect new posts and a very, very exciting announcement coming next week. To keep you busy as you ponder my big announcement (new job? nope! solved centuries old math problem? nope!) I’ve got an interesting post from The Chronicle of Philanthropy’s Give and Take Blog:

Charities are all too familiar with being scrutinized over their administrative costs, but in a twist, a foundation in Britain is being asked to reduce its overhead.

John Copps, a head researcher at the British charity-evaluation group New Philanthropy Capital, describes on his organization’s blog how the Big Lottery Fund — Britain’s largest grant maker — is being instructed by the government to reduce its administrative costs from 8 percent to 5 percent.

While it may seem that the foundation shouldn’t be immune to the cost-cutting going on elsewhere, Mr. Copps says, limiting the organization’s administrative costs will likely cause harm.

Read the rest here

From www.postsecret.com

Generations X and Y have gotten a bad rap in the workplace as a group that constantly needs attention and positive reinforcement. First of all, this is not a universal statement. Second of all, even if it is generally true, so what? Attention and positive reinforcement are not necessarily bad things but what they do require are new management skills (more coaching and recognition programs in the workplace) and a new patience for a different type of worker. It requires patience from Baby Boomers and even from Gen X, who can get quite crabby about the working quirks of Gen Y.

The issues that we are working on in the nonprofit sector will not be solved by one generation alone. We need many ways of working and many different types of skills sets. Maybe that recognition hungry Gen Xer might be a perfect fit for your HR department. They may develop your next employee incentive program that increases your staff’s productivity. That Facebook obsessed Gen Yer could suddenly lift your tiny social service agency from obscurity to social media fame.

Let’s all step back from the irritation and dark wishes that these generations never be employed and move to something more healthy for all of us.