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    The Power of a Six Word Ask

    Hand arrange wood letters as Six word

    By Guest Maven Alina Gerlovin Spaulding

    It is legend that Hemingway was challenged to write a novel in just 6 words… to which he responded: “For Sale: Baby shoes, never worn.”

    There’s a terrific story about Earnest Hemingway, which, like most stories about him, begins as a bar brawl.

    Years later, Smith Magazine challenged readers to write their memoirs in 6 words.  Nearly overnight, there were so many compelling responses, that they published a book called: Not Quite What I Was Planning.

    A dear friend and fellow philanthropist and fundraiser, Alison Lebovitz, ran a program by which I was completely taken.  In a room full of female leaders, she said: “everyone has a story, what’s yours?”  She challenged us to introduce ourselves, in just six words.  Although nearly every person in the room was a friend of mine, I learned more in the brevity and intention of those six-word introductions than I may have ever learned in years of friendship.  The most important aspects were distilled and communicated.

    I started using this technique with other groups… I asked a group of day school heads to capture the mission of their school in 6 words: “Keep climbing, the view is awesome.”  And for a new, low-cost private school, in New York, we heard “It’s affordable, go have another kid!”  When I asked a group of teen leaders to tell me a 6-word story about how they intend to change the world, one teen said: “I don’t now where to start.”  Someone who did this project with Dr. Ruth said that her story was: “I wish for everyone, great sex!”

    I know a very quick thinking, impatient rabbi who said, “I got it in 5”.  These two made me smile: “My life made my therapist laugh” and “fourth choice to prom, still overcompensating”.

    Here are some other examples that might resonate:

    The work we do is sacred.

    We help Jews, wherever they are.

    My community is a global one.

    Why Federation? I can give directly.

    LOVE the J! Ask me Y!

    Another generation, hanging at the JCC.

    Thank G-d for non-Jewish members!

    There’s something magical about the ease and brevity of this task.  Now, when I start working on a development project, I ask the team or the leader to give me the mission of the project in 6 words.  They always laugh, but when they actually get it, it opens a new dimension.  What’s the story of your passion?

    If you’d like to learn how to create critical messaging for different types of donors and prospects, become more comfortable (and successful) at asking, and learn how to steward your donors for the long haul, join me for my four week online Maven Class: Donor Development Strategies for Breakthrough Results starting this spring. Early-bird registration now available!

    A Great Way to Use $10,000 That You Don’t Have

    By Guest Maven Beth Steinhorn

    As a nonprofit leader, you likely know many people who are passionate about your mission. You hopefully also know that passionate people are more likely to share their time and talent (not to mention their treasure) with your organization.

    How can you best tap into that passion so that these individuals can be involved in ways that are truly helpful in addressing organizational needs?

    Start by generating a list of organizational needs. What skills or talents would benefit you and your department in achieving your highest priorities?

    If that question is difficult, then try this “$10,000 Question”:

    Imagine that an anonymous donor just contributed $10,000 to your department for the sole purpose of hiring a part time contractor for one project or activity over the next 12 months. Whom would you hire?

    Amazingly, that question really gets the ideas flowing! And, what’s more amazing is that 95% of the time, there are passionate, skilled volunteers in your world who have the skills and interest to take on one of those tasks. Furthermore, they won’t require the $10,000 – though they will require an investment of time and support in developing and nurturing a successful staff-volunteer partnership.

    Here are a few roles that volunteer partners can fulfill:

    • Consultant: Provide professional skills and/or content expertise
    • Coach/Mentor: Share wisdom, advice, and support in a specialty area
    • Trainer: Impart knowledge and understand adult learning
    • Evaluator: Assess results and impact for the purpose of quality improvement
    • Project Manager: Facilitate a process from beginning to end
    • Team Leader: Volunteers leading volunteers and creating team culture

    What type of partner could help you achieve your goals, build your capacity so your job is easier, and make a difference for your organization and community?  Reimagine what partnership can look like… and the possibilities are endless.

    Are you registered for our “Powerful Partnerships: Creating High Impact Staff-Volunteer Partnerships” class?

    If you work with volunteers, you know that the relationship is only as good as your expectations, communications and celebrations. But how much time are you putting into making that work? Whether your answer is “not enough!” or “too much!”, this online course will help you be more strategic and thoughtful in creating mutually satisfying partnerships that last.

    Classes start March 30 reserve your spot by clicking here NOW!

    The Surprising Contribution That You’re Already Making

    If you work or volunteer for a non-profit organization, chances are, you get excited when people make contributions. Contributions of time and talent mean that the work gets done. Contributions of ideas mean that new perspectives and opportunities emerge. And contributions of money mean that your mission and vision can be realized.

    And where else should you be looking for contributions? Wherever you hear the words fault and blame.

    Those two words, fault and blame, immediately put people immediately on the defensive, create divisiveness in teams, and make people feel untrusted and untrusting. Cut them out and replace them with the word contribution. When you ask people to think about what contributed to a problem, as well as how they themselves might have contributed to the problem, and who else (including, perhaps, you) had a contribution to this problem, it lowers the heat of the conversation and reminds people that challenging situations are complex, with many players. In fact, I ask my coaching clients to practice the habit of naming their own contribution first when speaking with their team or direct reports, which makes people feel more comfortable admitting their own contributions.

    Contributions can range from communicating unclear expectations, setting unreasonable timelines, micromanaging (or under-leading), a lack of follow-up or follow-through, allowing scope-creep, a missed opportunity to offer feedback, ignoring the warning signs, or a failure to speak up or speak out.  Contributions can be big or small – and yet, every contribution matters. (Sound familiar?)

    The next time a difficult conversation or situation arises, ask yourself, “what was the other person’s contribution to this?” AND ask yourself, “what was mine?”

    Fault and blame make people want to stop contributing time, talent, ideas and money. Contribution begets contributions.

    So what’s yours?

    Testimonials

    “Deb has been a respected speaker and facilitator for a number of our JCC conferences over the past few years. While I've heard about her energy, hard work in preparing, and meaningful content, it took her recent keynote speech at our annual JCCs of North America Professional Conference to make me realize what an incredible asset she is. Watching her present a content-filled, energetic, and personalized session -- without using any notes -- was very impressive. Deb is a multi-talented, serious, and impactful presenter."

    – Allan Finkelstein, Past President and CEO, JCC Association of North America

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