Need Content? Train your staff. (Give staff a voice! Part 9 of 10)

Need content?

Ask your staff. Right? They all have stories, they are the experts.

And you already have a content plan, so the topic is set.

So blamo! Ask the staff to create and just wait for it to be done.

Wrong. We have already talked about all of the obstacles and then I shared some ideas on how to remove the barriers. The key will be to build up to the ask. And one of the best ways to build up to the ask is to progressively build skills and as you build the skills ask the participants to practice.

So where do you begin in this training?

With the basics.

Provide information about writing for each medium.

Web - concise, directed, bullets, data, transparent, keywords, audience oriented, purposeful
--read some good articles

Email - stories, links, call to action, news
--read some good articles

Social Media - when training you need to remember that they are all different. You can count on mass publishing for all of your content. You have to continuously show how to adapt content to audiences and the medium.

Facebook - personality, engaging, images, video, humor, questions
--read some good articles

LinkedIn - professional, jobs, volunteers, news, connections, collaboration
--read some good articles

Twitter - timely, replies, frequent, repeats ok, short, humor
--read some good articles

Not sure if you noticed what I did there. I started by talking about training your staff on how to write, but then send you to a bunch of good articles to read for yourself.

That's right, the first training that has to happen is that YOU realize that no matter how long you have been creating content for any medium, you need to take time to train yourself in order to train others. Take time to read articles (or at least scan them) to refresh your thinking, see new trends or pick up tips.

Then take the articles and use them as training tools. Pick the resources or articles that best match your org, your goals or your approach and share them in a central place for all staff. Using an outside source will establish authority and importance. Plus you don't have to do as much work.

Build your trainings around information that people can relate to. Don't get buried in showing them the steps.

An important note about training staff. Most of the time staff don't want the training until they are already in the middle of the process. They get started and realize they need some help. Make sure your trainings can be accessed at any time. Create cheat sheets, recordings, a list of resources, etc.

So finally, here is the key to all of this. Training staff for digital content needs to be approachable, regular, ongoing, focused on voice\style\approach and fun!

Holly Ross - Disruptor

At my new job they seem to love the word disruptor. (or disrupter, didn't ask them the spelling...?)

Dictionary.com defines disrupt as:
1. to cause disorder or turmoil in
2. to destroy, usually temporarily, the normal continuance or unityof; interrupt
3. to break apart

Ok, Holly Ross doesn't really meet those definitions.
1. Her efforts helped bring order and collaboration to the NPTech community
2. She acted as a leader to build a strong, sustainable and respected organization focused on the NPTech community
3. Holly knew she couldn't do this alone, she encouraged, connected and empowered each person she met to support the movement

Is Holly Ross a disruptor? Yes.


(Side note: if you don't know who Holly Ross is, she was the Exec Dir of NTEN, see her recent article about her change in career.)

Holly is a disruptor because she was not willing to accept the status quo, she:
1. Caused turmoil by defying myths like all nonprofits lack in technology knowledge and technology is overhead to be managed
2. Destroyed the curtain nonprofit technology staff were hiding behind by collaborating to build a way to spotlight our NPTech community and unify us
3. Stepped up as Executive Director to break apart the barriers that prevented nonprofits from getting and learning how to use technology to achieve their mission

The real gift of Holly's work though was she did not do it alone. She always relied on the strength, support and resources of the full community.  She was selfless and didn't seek attention to herself. NTEN works to lean on corporate, nonprofit and foundation partners to make it happen.

I can remember conversations with Holly around 2004 before she was the Exec. Director at NTEN. She repeatedly said she didn't need to be in charge or be on stage. She loved her work and wanted to spend all of her time getting things done, not basking in the glory. At that point I didn't believe that I was important enough to the community to have her spend time with me. I questioned my value in presenting, sharing and connecting. Holly saw it very different. She believes and helps people find the value and to have the courage to share it.

Did Holly do this work alone? No. That is how she is a disruptor. She disrupted our silos, our preconceptions and what was considered normal in nonprofit technology.

She didn't get on the list of 50 most influential people in nonprofit technology by running a campaign, building a personal brand or grabbing attention. Holly is a rockstar because she genuinely cares, is remarkably smart and puts the mission first.  Holly didn't want to be an Exec, she stepped up because others encouraged her.

Anyway, why am I blogging about this? Well first to say Thanks to Holly for taking time with me all of those years ago and ever since.

But also to challenge you! What are you doing to disrupt the status quo to make a real difference?

Take Holly's example. Every person has the ability to have an impact.

2012/2013 Heart & Soul Grant Opportunity

Taking a break from my normal blog post still to share a grant opportunity that was passed along to me!  Enjoy

Renew The Heart & Soul of your Non-Profit for a Chance To Win $10,000

If you're like most people who work at nonprofits, you're inspired by quietly changing the world each and every day. But sometimes it's not easy to stay inspired - especially because you're a human being with good days and bad days!

Re-inspire your sense of mission by participating in the Heart & Soul grant

The CTK Foundation has just launched the 2012/2013 Heart & Soul Grants, with over $55,000 to assist nonprofits like yours in accomplishing your mission. But, more important than the money is the process for applying, which is unlike any other grant program!

How do you apply for these grants?

All you have to do is submit a 4-8 line poem expressing the heart of your mission at www.communitytech.net (orgs must be US-based 501 c3s). The intent behind submitting a poem is for you to refresh, nurture and reawaken your sense of mission! The Grant Application opens today (12 noon CST on 12/3/12) and closes at 12 noon CST on 1/7/13. The Heart and Soul grant will provide one eligible nonprofit organization to receive the main award:

• A $10,000 cash and
• A professionally written and recorded song by the Grammy Award-winning group, The Original Blind Boys of Alabama.

Both the song and the accompanying $10,000 grant will help the selected nonprofit to better accomplish their unique mission in their community. If you have questions about the grant, please see the FAQ page on the Heart & Soul site.

Additional 2012/2013 Heart & Soul Grants include:

• $10,000 HHS Grant, available to an Austin, TX-area nonprofit specializing in the provision of At Risk Children and Families ‚ a gift from the Cipione Family Foundation of Austin, TX
• Two $5,000 Grant Awards to 2 US Nonprofits
• Five $1,000 Grant Awards to Community TechKnowledge, Inc. customer organizations attending the 2013 Outcomes Immersion Certification Training
• $20,000 in matching cash grants to nonprofits for CTK software purchases
• Three autographed guitars: one by The Original Blind Boys of Alabama, one by Los Lonely Boys, and one by Sunny Shipley

What is the CTK Foundation?

The CTK Foundation was established by Community TechKnowledge, Inc., to recognize and celebrate the work nonprofits do and seek to promote the use of technology in managing the accomplishment of their mission. For regular updates or questions about the Heart & Soul grant submissions and awards, check out the CTK Facebook Page.

LinkedIn is not a game – by a Star Wars expert

I decided to use my full midichlorians and force to prove my expertise in Star Wars. I tried tweets, posts and jedi mind tricks to influence my contacts to endorse my skills in Star Wars.

I had a few people play along and endorse me in Star Wars just because I asked. A few of my contacts know that I am a big Star Wars fan so they endorsed me. One person gave me a 3 question quiz to see if I was qualified.

Star Wars is now my third most endorsed skill with 12, Social Media with 16 and nonprofits with 31 beats it out.

But more interesting to me, was the reaction by many of my colleagues. Many of them questioned my intentions and refused to endorse it. My efforts to make it fun, get it retweeted and gather some muster were very ineffective.

I think many people still respect the validity and professionalism of the platform. I know I do. Having been laid off twice and faced with unexpected job searches, LinkedIn was a resource of value beyond question. My response, interview and job process was directly enhanced through my LinkedIn network. I asked connections for recommendations to get my resume looked at and considered, which really worked!

I hate to see something as valuable to me as LinkedIn “jump the shark” so to say by reaching for the gamification buzz.

LinkedIn is not like other social networks. And in many ways I would argue that it isn’t a social network. But LinkedIn recently launched their new “endorsement” functionality. This allows you to list the skills you are good at, then people can “endorse” that you are good at those skills.

First point – games are typically fun, LinkedIn isn’t. We all saw R2-D2 and Chewbacca play chess right? Chess is a game and fun for many. However, if you are in a situation where you have to let the “wookie” win, it isn’t as fun.

LinkedIn should know that they are playing against “wookie’s” like Facebook and Twitter. They should know to focus on what they do best and leave the silly games to the others. LinkedIn should know what games they can win and who their competitors are. Don’t pick a fight on someone else’s turf.

There are numerous blog posts out there talking about the sillyness of this functionality and how it may cheapen LinkedIn into a popularity contest. I would not go that far at all, but it may dilute it.

My favorite article is the one by Debra (the comments are the best part!):

LINKEDIN ENDORSEMENTS – ENDORSING WHAT, EXACTLY?

My favorite comment comes from my friend, Peter Campbell (someone you should hire right now!)

Anyway, I guess my thought is that the endorsements may bring something new, sorta fun and somewhat worthwhile, but at what cost?

Now go endorse my "star wars" skill (as I wave my hand and use my jedi mind trick....) 

And yes, eventually I will finish my series on "Giving staff a voice", just be patient my young padawan.

A New Hope

Star Wars was sold to Disney. Steve Heye now works for The Cara Program (www.thecaraprogram.org) not the Y. Which is bigger news? (Please don't answer.)

A New Hope. I am excited to start my new role as the Manager of Technology at The Cara Program! Learn more about The Cara Program on their website. My 14 years with the Y now has a special place in my past and it is time for a new challenge.

I have been here for two weeks now and am loving it. The staff are passionate, friendly and work diligently toward the mission of preparing and inspiring motivated individuals to break the cycle of homelessness and poverty, transform their lives, strengthen our communities, and forge paths to real and lasting success.

In my role I will work to develop a technology strategy to support, enhance and grow the work that The Cara Program does. I will get to implement and do many of the tactics and strategies that I focus on in this blog. IT Alignment here we come!

My favorite part so far has been how much the management values the passion and character of the staff. Enthusiasm and energy are embraced and encouraged, along with an atmosphere that encourages idea sharing and innovation. So refreshing.

Anyway, just thought I would share this to my small but mighty blog audience. Next post will get back to my give staff a voice series. Until then, May You Meet Your Mission With Tech!

Remove Barriers (Give staff a voice! Part 8 of 10)

Road Trip! The excitement builds as you jump in the car and crank the music! Then you realize you forgot to get directions and didn't fill the gas tank. OK, deep breath.

Run inside, grab the brand new GPS, quickly open it and get those directions. But you have no idea how this thing even works and why does it suddenly have a voice like the Hulk? What button did you push?!? But a bit more fumbling and you got the directions.

Now rush to get gas. Finally on the road! But of course, construction and traffic. oy. If you only knew how to find an alternate route on this GPS or knew this area better!!! But you are afraid to leave the main road and get lost...

Ok, I think I have stressed you out enough or at least I have stressed myself out.

Content creation can have the same barriers which we talked about in the last post. So why did I create this story for this post instead of the last post? Well I don't know.  Just kidding of course. I added the story to illustrate a key point in removing barriers:

Make your authors feel prepared and comfortable.

Being ready and used to the tools is a big theme in my very real road trip story. Come on, we have all been there.

Some keys to removing barriers:

Easy to use tools - make sure the tools fit the situation and skill set of users. If you don't need the Hulk voice option, don't provide it.

Training - Offer regular and on-demand trainings. Schedules are busy, so expecting people to attend and care about training on your schedule instead of theirs can really backfire.

Practice - Your trainings should NOT be a lecture. Make them use the tools. Require them to bring real content to work on in the training. And leverage every possible scenario to get them to practice using the tools. (examples - at staff meetings use the tools as a group, use tools internally as well)

Easy to access support - Provide "on-star" type support. Give them a website with cheat sheets and a real person that can access.

Have a plan - Make sure everyone has their directions, expectations and alternate routes.

Reduce fear - Build a team of champions and cheerleaders to make the tech more approachable and friendly. Share examples of use and success.

Snacks - every road trip needs snacks. (just seeing if you are paying attention)

Don't just expect your staff to jump in the car we call content and drive. Prepare them.

Identify Barriers (Give staff a voice! Part 7 of 10)

There is a fine line between excuses and barriers. Often our role is to know the difference without pointing fingers.

Sometimes the reasons staff give about why they can't use the technology are very real, other times they are just perception or defense mechanisms.  It is easy to sit back and say "I don't know how", "I am too busy" or "That isn't my job." 

These barriers are real to them though, so you need to address them either way. The difference is what you will change. People are quick to blame the tools, but we need to pay attention to the culture, policies, procedures, knowledge, priorities and experience that surrounds our digital content.

So what are the barriers between your program staff and content creation?

Time was the most common barrier that I heard in the form of "I am too busy" or "that isn't my job." But what I usually heard under that was:
"Content won't be a part of my review, so why bother."
"I really don't see the value in creating that content, why does it matter to me?"
"My supervisor doesn't seem to think this is too important either...."
"I don't want to learn another new tool, don't I already do enough around here."
And many others.

But you need to cut through the perception and excuses to find the real barriers and start to break them down.

I would not start with asking everyone what the barriers are. This may encourage them to dig in their heels and stick to their excuses.

I would look to do a content channel inventory, author\owner org chart,  tool catalog and content creation process map before getting opinions.

Content Channel Inventory - First gather a list of all of the different channels of content that need to be maintained. (Website, Blog, Email blast, Newsletter, Facebook, Twitter, Intranet, etc.)

Author\Owner Org Chart - For each of the channels above you should document who the primary owner is and list all of the authors that have access.

Tool Catalog - Create a list of all of the tools that are used to manage, create and share the content.

Content Creation Process Map - Break down the steps, authors and tools that are needed to manage each channel and then try to give the all of the channels some sort of overall structure.

This is just a beginning to the type of inventory and process map that you should have, but it is a good start to help you identify what the real barriers are.