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Ted Fickes

A Challenge to Authors and Publishers: Support a Terrific Nonprofit for Free

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Last week, Seth Godin on The Domino Project blog issued a challenge to authors and especially publishers: donate ebooks to the nonprofit Worldreader, which loads them onto Kindles that are then distributed to kids in sub-Saharan Africa.

The cost to the author and the publisher for each ebook donated to Worldreader? Zero. No one loses out on sales (the people who end up with these Kindles weren’t going to buy those books anyway) and the marginal cost of distributing an ebook is zero.

Most of the authors we know have written books for more specialized audiences, which, like our book The Nimble Nonprofit, don’t really have audience among kids in Ghana (as Worldreader pointed out when they very graciously declined our offer to donate our book), but for those of you that have written books which might be appropriate, please consider contacting Worldreader and offering to donate your book to their efforts, and please consider as well calling your publisher and encouraging them to do the same.

By the way, while the cost of donating your ebook is zero, the benefits are pretty amazing. As Gigaom reported last week, the results of the Worldreader program have been pretty impressive.

A Nonprofit Turnaround Story: The Santa Cruz Museum of Art & History

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I’m an energetic fan of Nina Simon’s commitment to designing deeply participatory engagement, her willingness to experiment and take risks, and her transparency and candor in writing about her experiences.

This morning, on her Museum 2.0 blog, she reflects on her one-year anniversary as the director of the Santa Cruz Museum of Art & History. It’s a great post, in part because of her candor about things that worked and things that didn’t. We would all benefit if more nonprofit executive directors wrote a post like this once a year about lessons learned.

I also love the post because of her characterization of their strategy for recovering a near-fatal financial situation:

“Just doing it. We didn’t go through an extensive planning process followed by deliberative, careful steps forward. We had a vision, a short list of goals for the first year, and an energetic (if underfunded) attack. Over the past year, we’ve developed several planning methodologies and approaches to our work—such as our exhibition philosophy and community program development process—and we did it iteratively through a series of experiments. We tried and tested and played and worked our way forward, and we’re still doing it. It is, as Kathleen McLean puts it, “museum as prototype,” and it is exhilarating, thoughtful work for all of us.”

The approach aligns well with an argument Trey and I make in The Nimble Nonprofit: strategic plans can be really valuable, but do them quickly, write them in pencil, and aggressively experiment, learn, and adjust along the way. It’s a powerful model that enables groups to sidestep the typical – and painfully laborious and lengthy – strategic planning process while still taking the time to set a clear, thoughtful course. Importantly, it fundamentally integrates a learning cycle into the execution. The prototype model is powerful so long as it’s explicit and so long as there’s a real commitment to frequent assessments and adjustments. The assessments themselves shouldn’t resemble a traditional strategic planning process, either … they have to be smart, targeted, and fast.

Huge congrats to Nina for the post, and even huger congrats to the entire Santa Cruz Museum team for pulling off a remarkable turnaround.

Why Twitter is Bigger Than You Think

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Photo by Flickr user stevegarfield.
Edison Research posted last week about their new research on how Americans use social media. One interesting finding: a huge percentage (89%) of Americans twelve and older are familiar with Twitter while a much, much smaller percentage (10%) actually use it.

This has been a pretty consistent finding over the past several years, so while it’s interesting, an even more interesting finding is the explanation for that gap. Edison concluded that “44% of ALL 12+ Americans report seeing tweets in other media (radio, TV, newspaper or other websites) ‘Almost Every Day,’ and 80% of Americans overall claim to have ever seen tweets in other media.” This is big deal, because it means that Twitter’s impact is outsized relative to its market penetration and because it means that its impact is actually quite complicated, filtering through other media in addition to whatever direct impact it has.

Edison points to three important implications:

  • Regardless of how you use Twitter, most Americans (as in an actual majority of Americans) view Twitter as a purely broadcast network.
  • As such, Broadcasting is far from dead, and social isn’t killing it. Social is changing it, but in terms of how most Americans consume tweets, Twitter is just another cable network.
  • If you are measuring anything based upon unstructured data mined from Twitter (particularly influence), you are missing nearly 80% of the potential impact of Twitter by not taking the cross-media and offline impact of Tweets into account.

They won’t be releasing the actual study until Blogworld NY in early June, so we may have to wait until then to really dive into their findings, but it may have substantial implications for what an effective nonprofit Twitter strategy might look like.

Some of the most important nonprofit uses of Twitter are relatively confined, involving conversations amongst engaged nonprofit folks. Twitter is where a lot of those conversations happen, and a nonprofit Twitter strategy might fruitfully focus on engagement in those conversations. It’s not clear that the Edison study impacts that type of strategy very much.

But for nonprofits that want to use Twitter to engage with people outside of those conversational circles, paying attention to how tweets and Twitter memes escape the Twittersphere and penetrate other channels and other conversations is really important.

The Board Of Directors: Guest Post From Matt Blumberg

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Photo by Flickr user EMSL.

This is a cross-post of a guest post originally written by Matt Blumberg for Brad Feld’s blog but re-posted on Fred Wilson’s terrific A VC blog (with thanks to Fred for permission to run it here on the brightplus3 blog).

Did you follow that? The blog post (despite its complicated journey) is a great read. It’s focused on what makes for a terrific board of directors member, and while it’s written in the context of a private company, most of what Matt writes here is very applicable to nonprofit boards.

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In last week’s guest post Scott Kurnit advised entrepreneurs to put a friend on the Board and keep co-founders off. This week we’ll continue the theme of “who should be on your Board?” with a re-run of a post that Matt Blumberg wrote for Brad Feld earlier this year. The topic is “what makes an awesome Board Member.” I am the person who made the point about firing executives. Brad Feld is the person who downed two shakes in one meeting.

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I’ve written a bunch of posts over the years about how I manage my Board at Return Path.  And I think part of having awesome Board members is managing them well – giving transparent information, well organized, with enough lead time before a meeting; running great and engaging meetings; mixing social time with business time; and being a Board member yourself at some other organization so you see the other side of the equation.  All those topics are covered in more detail in the following posts:  Why I Love My Board, Part II, The Good, The Board, and The Ugly, and Powerpointless.

But by far the best way to make sure you have an awesome board is to start by having awesome Board members.  I’ve had about 15 Board members over the years, some far better than others.  Here are my top 5 things that make an awesome Board member, and my interview/vetting process for Board members.

Top 5 things that make an awesome Board member:

  • They are prepared and keep commitments: They show up to all meetings.  They show up on time and don’t leave early.  They do their homework.  The are fully present and don’t do email during meetings.
  • They speak their minds: They have no fear of bringing up an uncomfortable topic during a meeting, even if it impacts someone in the room.  They do not come up to you after a meeting and tell you what they really think.  I had a Board member once tell my entire management team that he thought I needed to be better at firing executives more quickly!
  • They build independent relationships: They get to know each other and see each other outside of your meetings.  They get to know individuals on your management team and talk to them on occasion as well.  None of this communication goes through you.
  • They are resource rich: I’ve had some directors who are one-trick or two-trick ponies with their advice.  After their third or fourth meeting, they have nothing new to add.  Board members should be able to pull from years of experience and adapt that experience to your situations on a flexible and dynamic basis.
  • They are strategically engaged but operationally distant: This may vary by stage of company and the needs of your own team, but I find that even Board members who are talented operators have a hard time parachuting into any given situation and being super useful.  Getting their operational help requires a lot of regular engagement on a specific issue or area.  But they must be strategically engaged and understand the fundamental dynamics and drivers of your business – economics, competition, ecosystem, and the like.

My interview/vetting process for Board members:

  • Take the process as seriously as you take building your executive team – both in terms of your time and in terms of how you think about the overall composition of the Board, not just a given Board member.
  • Source broadly, get a lot of referrals from disparate sources, reach high.
  • Interview many people, always face to face and usually multiple times for finalists.  Also for finalists, have a few other Board members conduct interviews as well.
  • Check references thoroughly and across a few different vectors.
  • Have a finalist or two attend a Board meeting so you and they can examine the fit firsthand.  Give the prospective Board member extra time to read materials and offer your time to answer questions before the meeting.  You’ll get a good first-hand sense of a lot of the above Top 5 items this way.
  • Have no fear of rejecting them.  Even if you like them.  Even if they are a stretch and someone you consider to be a business hero or mentor.  Even after you’ve already put them on the Board (and yes, even if they’re a VC).  This is your inner circle, and getting this group right is one of the most important things you can do for your company.

I asked my exec team for their own take on what makes an awesome Board member.  Here are some quick snippets from them where they didn’t overlap with mine:

  • Ethical and high integrity in their own jobs and lives
  • Comes with an opinion
  • Thinking about what will happen next in the business and getting management to think ahead
  • Call out your blind spots
  • Remembering to thank you and calling out what’s right
  • Role modeling for your expectations of your own management team
  • Do your prep, show up, be fully engaged, be brilliant/transparent/critical/constructive and creative.  Then get out of our way
  • Offer tough love…Unfettered, constructive guidance – not just what we want to hear
  • Pattern matching: they have an ability to map a situation we have to a problem/solution at other companies that they’ve been involved in – we learn from their experience…but ability and willingness to do more than just pattern matching. To really get into the essence of the issues and help give strategic guidance and suggestions
  • Ability to down 2 Shake Shack milkshakes in one sitting
  • Colorful and unique metaphors

Disclaimer – I run a private company.  While I’m sure a lot of these things are true for other types of organizations (public companies, non-profits, associations, etc.), the answers may vary.  And even within the realm of private companies, you need to have a Board that fits your style as a CEO and your company’s culture.  That said, the formula above has worked well for me, and if nothing else, is somewhat time tested at this point!

Most Executive Directors Are Hacks (and That’s a Good Thing)

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Psychologist Anders Ericsson found that a critical factor in becoming an expert musician is spending 10,000 hours in solitary practice. To be an expert executive director, do you have to spend 10,000 hours practicing executive directoring?
The vast majority of nonprofit executive directors are hacks at their jobs. There, I’ve said it. They aren’t experts at their craft. They haven’t spent 10,000 hours honing their expertise. They aren’t well-versed in the wide spectrum of skill sets that a great executive director should need: fundraising, staff management, vision-crafting, priority-setting, financial management, motivating others, hiring and firing, negotiating, planning staff retreats, making coffee, and plenty of others. In fact, most executive directors are unusual if they’re really good at even one element of their job, much less a bunch of them.

(And yea, it is actually pretty hard to find people who are really, really good at making coffee.)

Yet these are the people that often run our nonprofits. These are the folks that see a need in their community and step up to fill it, or step into the breech when their own organization suddenly needs someone in that buck-stops-here role. They often bring some area of knowledge to the table … maybe they’ve been fundraisers for a few years, or they’ve led some successful advocacy campaigns, or they spearheaded a cool art or education or social services program. Most executive directors don’t come in cold. But they are often ill prepared for the challenges and demands of the role.

The amazing thing: a lot of them do a great job guiding kick-ass organizations despite their lack of expertise. They are hacks in the best sense: they care deeply about the work, they care deeply about learning what they don’t know, and they piece together all of their knowledge, experience, and intuition to chart a course, solve the problems that come up, and push their organizations to perform better. They try, they fail, they learn, and through all that they make it work.

This isn’t an argument for ignoring that long list of critical skill sets … those skills really are important. But it is an argument against the notion that you can only be a good executive director after you’ve become an expert. There are hack executive directors all over the place, and for that we are grateful.

Our First Book Launch: The Nimble Nonprofit Hits the Streets (and Barnes & Noble)

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The Nimble Nonprofit is now available at Barnes & Noble ($4.99)!
Yesterday Trey and I launched our first book, The Nimble Nonprofit: An Unconventional Guide to Sustaining and Growing Your Nonprofit, with a ton of help from our Bright+3 colleague Ted Fickes.

We’re only a day into it, but it’s been great fun so far: a ton of awesome reviews on Amazon, a bunch of great Twitter traffic, and even an unsolicited and really favorable full-on book review (thanks Bonnie Cranmer!).

In addition, I now have a “Jacob Smith” author page on Amazon. I wasn’t expecting much when I logged in to set it up, but I must not have paid author pages much attention previously because it turns out they’re actually set up pretty well. In addition to what you’d expect (profile, photo, etc.), they also allow you to bring in a Twitter feed and an RSS feed, which is a nice touch.

And great news if you are a Nook fan: The Nimble Nonprofit is now available at Barnes & Noble!

The book is in review at Apple, and as soon as it launches there we’ll announce it.

We’re thrilled to sent our little book out into the world, and we welcome your comments, critiques, and thoughts … send them our way:

The First Bright+3 Book Launch: The Nimble Nonprofit

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I am thrilled to announce the launch of The Nimble Nonprofit: An Unconventional Guide to Sustaining and Growing Your Nonprofit.

The nonprofit world truly is in a state of flux. Much of what used to work doesn’t anymore. The need to invest in growing ass-kicking staff and to develop sustained organizational capacity has never been greater, yet the difficulties of doing so are growing as quickly as the need. In The Nimble Nonprofit we cover a wide range of what we believe are critical challenges facing the nonprofit sector:

  • cultivating a high-impact innovative organizational culture;
  • building and sustaining a great team;
  • staying focused and productive;
  • optimizing your board of directors;
  • creating lasting relationships with foundations, donors, and members;
  • remaining agile and open; and
  • growing and sustaining a nimble, impactful organization.

We mean for The Nimble Nonprofit to be a guide – an unconventional irreverent, and pragmatic guide – to succeeding in a nonprofit leadership role, and to tackling this incredibly challenging nonprofit environment. We aimed for a conversational, practical, candid, and quick read instead of a deep dive. If you want to immerse yourself in building a great membership program, or recruiting board members, or writing by-laws, there are plenty of books that cover the terrain (and some of them are quite good).

But if you want the no-nonsense, convention-challenging, clutter-cutting guide to the info you really, really need to know about sustaining and growing a nonprofit, well, we hope you’ll check out The Nimble Nonprofit.

This is our first book, and the publishing industry is a state of disarray, so – following the spirit in which we wrote the book – we are taking an unconventional path. We decided to publish strictly as an e-book, and we decided to self-published (with a bunch of help from Ted here at Bright+3). We are offering the book through the big three e-bookstores (Amazon, Apple, and Barnes & Noble, and we might add a few more to the mix), and we’ve priced the book at $4.99, which is much less expensive than the vast array of other nonprofit books.

As of right now, the book is available on Amazon (and it’ll hit the other two stores shortly). If you’d like to score a copy of The Nimble Nonprofit and enjoy reading it on your Kindle, iPad, or another tablet, jump on Amazon and grab it (did I mention it’s only $4.99?).

And, because our main goal is contributing to the conversations around these critical questions, we are also making a .pdf version of the book available for free.

We suspect that most readers will agree with some of what we argue and disagree with other parts, and because we challenge much of the conventional wisdom about building strong nonprofits, we’re pretty sure that some folks will disagree with a lot of what we write. And we look forward to the conversations. Please send us your thoughts, critiques, comments, and ideas

Tell us where you think we’re wrong and where we’ve hit the nail on the head, and please share with us other examples of nonprofits doing a great job of tackling these challenges and where they are just getting it wrong.

Happy reading –

Jacob

(P.S. The Nimble Nonprofit is available right now on Amazon.)

Twelve Tips for Encouraging Innovation at Your Nonprofit

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Some innovations are better than others (photo from the How To Be a Dad blog).
One of the more energetic exchanges at the Nonprofit Technology Conference earlier this month took place during a plenary discussion on innovation among nonprofits. The discussion was interesting but heady, and the pragmatics of fostering a culture of innovation within your nonprofit or becoming more innovative in your own work matter just as much as the big picture discussion that took place on stage.

One critical but often overlooked element is making sure you build in strong learning loops. Experimenting with creative ideas doesn’t end up being very valuable if you can’t learn from the experience and apply those lessons in the future. What does that mean? Most of the time, it means setting clear goals, being clear about your assumptions and hypotheses, being clear about your evaluation process, and finally making sure you debrief thoughtfully and share the lessons learned.

But even this kind of language is pretty abstract. Just how do you encourage innovation? A few practical suggestions:

1) Once in a while attend a conference that you wouldn’t ordinarily attend. If it’s in a different field, all the better. Try a conference on marketing, social media, museums, technology, creating a strong professional development program, or pretty much anything that involves a different group of people.

2) Just getting out of your own narrow nonprofit space can be really valuable. If you focus on women’s issues, try engaging with environmentalists sometime. If you run a botanic garden, plug in with the education-focused folks.

3) Once in a while read through blogs in those other areas. And if you can’t afford or make time for any more conferences, blogs are a great way to pay attention to conversations in other spaces.

4) Give each member of your staff a small discretionary “sandbox budget” that they can spend however they wish so long as they explain the goal, why they think it might work, and how they’ll evaluate the outcome.

5) Give an award every month to the member of your staff that tries the most interesting new project.

6) Make open conversation about failures a part of your staff meetings … what was the logic of the idea, what did you learn, how might you iterate from here?

7) Mix up the location of staff meetings and especially retreats.

8) As part of the workflow for any new project, ask who else has tried this and what have they learned, and show how this project iterates on those lessons.

9) Establish a consistent system for evaluating new ideas and then evaluating the outcomes when you test them.

10) Read business books off the bestseller list, or read books on innovation and creativity, or histories of social and political movements.

11) Watch TED videos or read Kottke.org.

12) If you work with any philanthropic funders that support groups across multiple issues, ask them which of those other organizations really stand out for their innovative approaches. Or ask local angel or venture capital investors about the most innovative startups in the area, or your local culture reporter which local arts organizations would be the most interesting to talk with. Take those executive directors or founders out for coffee.