Archive for June, 2010

5 Most Successful Tips For Successful Negotiating



By Laura Fredricks

1. Know exactly what you want
“Honey I’d like you to help out more;” “This store has the worst customer service; “I am one of the best people in this department;” are not examples of knowing what you want. If you know you want your significant other to cook dinner 3 times a week while your in graduate school/looking for a job/traveling; if you want the sales help to answer why they do not have what they advertise in the store; or if you would like to get a 15 % raise because your performance merits an increase - THEN you know exactly what you want.

2. Determine what is negotiable and what is not negotiable
Take a piece of paper - on the left side list what will you absolutely not give up…on the right side list what are the things you “may” concede. For instance, if you want a raise, on the left side you may have that you will not take anything less than a 15% increase. On the right, you may put that you get to work from home 1 day a week; get more vacation time; and a 10 % increase with the right to review your performance in six months with the idea that with agreed upon criteria - you’ll be at the 15% increase

3. Anticipate and write down every possible reaction
SO many people skip this step and you will not have the winning advantage. Step back; put yourself in the other person’s head, what will they say when you ask them? If you want your best friend to pay more attention or to be more sensitive to what is going on for you, your list of things may be: He will say he is ALWAYS here for me; she will say I don’t let her in enough; he will make excuses as he always has that I’m too needy. Ok so now you know what is coming your way so Neutralize their best response and get it right out in the open first. Say: “I know you think I’m needy right now and maybe I am. But right now I could really use a close friend to listen to me. I don’t promise this will be easy for you but it is something I am ASKING for and need right now. Can you do this for me?”

4. Make this a CONVERSATION not a CONFRONTATION
Don’t be so focused on “if you get it or not.” If you do I promise your disappointment is on the horizon. This is a conversation you are having about what you need and deserve not will you get it or not. You are driving the Agenda (exactly what you want); you are Prepared (you have all the anticipated responses) and now are open to hearing their views (which you know already) and are prepared to address their reactions. You know what you will take and what is not negotiable, so armed with this preparation, coupled with a calm and confident attitude, you’re already successful.

5. “No” now does not mean “No” later
Worst case the person says “no”. They did not say “no, I’ll never do it go away and I’ll never speak to you” which is what you think you heard. You won because you asked for it…now the harder part is following up to the “no.” If you are buying a new car and you can’t get the price that you want, say “I understand your position but I really feel my price having researched other dealers and prices, is extremely fair. I’ll wait to hear from you in 1 week before going to another dealer. If I don’t hear from you in one week, I’m going to another dealer but right now I’m sure you need the commission and this is what I’m willing to pay. So I have every expectation that you will call me in one week and you will have your commission and I will have my car at the reasonable price.”

Don’t miss Laura in the upcoming “How to ASK for Money” OK Online Training Webinar on June 24, 2010, 11AM PST/2PM EST
Click here for more information.


About the Author
Laura Fredricks is an expert fundraising consultant, international inspirational and motivational speaker, attorney, and best-selling author. She is the owner of her own boutique consulting company, which provides training, coaching, and proven best practices to a select number of nonprofits and businesses, to raise significant money efficiently and effectively from a variety of existing and new sources.

Her best-selling books are “The ASK: How to ASK for Support for your Non Profit Cause; Your Creative Project; and Your Business Venture” - which was just published in January 2010; “The Ask: How to Ask Anyone for Any Amount for Any Purpose (2006) and “Developing Major Gifts: Turning Small Donors into Big Contributors” (2001).

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Foundations Grow Quickly in L.A.





Los Angeles experienced a surge in new foundations in the five years ended in 2007, accounting for increases of 50.4 percent in foundation assets in the region and 62.2 percent in foundation giving, a new report says.

Foundations created since 1990 account for over two-thirds of foundations in the region.

Still reflecting patterns elsewhere, the giving and assets of all Los Angeles foundations are highly concentrated among a few foundations, says Foundations for Los Angeles, 2007, a report by The Center on Philanthropy and Public Policy at the University of Southern California.

Los Angeles in 2007 was home to 2,412 foundations that held $43.4 billion in assets and made $2.2 billion in grants.

Foundations created since 1990 - 743 in the 1990s and another 704 from 2000 through 2007 - account for 37.4 percent of giving by all Los Angeles foundations and 33 percent of their assets.

The 10 foundations that gave the most accounted for 48 percent of giving by all foundations in the region, with the top 25 accounting for 58 percent, the top 50 accounting for 67 percent, and the top 100 accounting for 76 percent.

In contrast, 2,151 foundations with assets of $10 million or less, or 89 percent of all foundations in the region, account for 18 percent of all giving in the region.

“While the current economic climate has created a pause in the pace of growth, it is clear that the growth will continue over the long term,” says the report, written by James M. Ferris, director of the Center, and by Jeff Glenn and Lia Moore, research assistants at the Center.

A key question, it says, is whether younger foundations “will follow patterns of the foundations created in earlier decades and become endowed, or whether there is a new tendency to give during the lives of donors, altering predictions in the pace of growth in coming years.”

It also says the youthfulness of foundations also underscores “opportunities for a greater sharing of information among foundations that have common interests but are at different points in their life-cycle of organizational development (and possibly of different sizes). The potential payoff in community impact from increased coordination and collaboration among foundations could be substantial.”

Source:

Study: Job seekers get creative to get hired





Job-seekers looking to land a position might want to consider an off-the-wall approach, according to a new study.

About one of 10 managers said they hired an applicant with an unusual approach, such as bringing in a DVD with a former boss recommending the person or a lengthy business plan for a product with a résumé, according to CareerBuilder.

Almost one in four managers said applicants are trying the unusual to grab their attention during the past year, compared to 18 percent in 2009 — and 12 percent in 2008, when the economy was still humming along.

“While we are seeing positive signs in the job market as employers gradually add headcount, competition is still high for open positions,” Jason Ferrara, senior career adviser with CareeerBuilder in Chicago, said in a news release. “While these tactics may work occasionally, they still need to be done with professionalism. That way, candidates are remembered for what they can offer an organization and not just for an unusual antic.”
Almost 2,800 hiring managers were surveyed between Feb. 10 and March 2.


Source: Sacramento Business Chronicle

Chase kicks off Facebook grant competition





Chase kicked off Chase Community Giving Summer 2010 program on the Facebook; will award over $5 million to be shared among 200 charities with grants ranging from $20,000 to $250,000; participants can begin voting for favorite charities June 15.

Click here to help your favorite local charities share $5MM.

Employment trends upward



The Employment Trends Index rose in May for the ninth consecutive month, at 95.7, up from April’s revised figure of 95.2

The index is up almost 9 percent from a year ago, its publisher, the Conference Board, reported. The index is published on the Monday following each month’s Friday release of Bureau of Labor Statistics employment report.

“The ongoing growth in the EPI suggests that the disappointing uptick in payroll employment in May could just be a one-month blip, and that jobs will likely expand further in the next several months,” said Gad Levanon, associate director for macroeconomic research at the Conference Board, a nonprofit research organization based in New York. “However, as some of the components of the ETI have yet to signal robust gains, the pace of recovery in employment remains moderate.”

Source: Business Journal


New York State Cuts Off Funding to Tens of Thousands of Nonprofits





Facing budget gridlock, New York state has cut off funding to thousands of nonprofits and legislators on both sides of the aisle are unsure if and when the funding spigot will be turned back on, the Wall Street Journal reports.

Since April, the state has been unable to pay the roughly thirty thousand social service agencies it contracts with to provide safety-net services such as senior care and mental health counseling. Even so, nonprofits say state agencies are still quietly asking them to keep operations going without knowing whether the government will actually pay them later. Social services agencies, which typically depend on government funding for 50 percent to 90 percent of their revenue, say this is the first time the state budget has been late that the governor has not included funding to nonprofits in emergency appropriations known as extender bills.

“I have contracts that go through August or December, and these agencies want me to continue providing services,” said Christine Molnar, president of Safe Space NYC, which works to prevent foster-care placement for at-risk children. “My reserve will only carry me for a month. No business can operate this way.”

The uncertainty comes as most nonprofits are planning their budgets for the next fiscal year. In addition to the short-term cash crunch, many nonprofits in the state are bracing for larger budget cuts that have been proposed to address the state’s $9 billion deficit. New York is hardly alone; at least forty-five states have imposed cuts in major service areas, including health care, services for the elderly, and education, according to the Center on Budget and Policy Priorities. At the same time, nonprofits are laying off staff and cutting or reducing programs that provide support for homeless and runaway youth, the elderly, and the mentally ill.

New York governor David Paterson’s administration says it intends to pay service providers but until a budget or extender bill is passed its hands are tied. “We are withholding payments because we literally can’t afford to pay right now,” said Eric Kriss, a spokesman for the state budget office, noting that the state is continuing payments for Medicaid expenses. “We’ll open the spigot when we can.”

Source: Banjo, Shelly. “Nonprofits Lose Funding.” Wall Street Journal 6/04/10.


Q and A WITH 2 JOBSEEKERS




By: Dalya F. Massachi

This month, I would like to share some thoughts from my recent work with jobseekers. The first situation involves a mid-career nonprofit professional who was laid off; the second concerns a retiree who wants to enter the nonprofit world.

Q: Since I was laid off from my nonprofit program director position, my jobhunting has not been going so well. It has been several months and I can no longer be sure if I’m well-qualified for a job or just listening to my wishful thinking! Do you have any thoughts on where to draw the line?

A: It’s so easy to lose your perspective, isn’t it? I recommend checking in periodically with a knowledgeable friend or job coach to keep you on track. Together, you can compare the job description in question with your resume—even though you know probably know your resume by heart. Try to ascertain the three to five main things the employer is looking for. If you can honestly say that your resume shows the needed background in those key areas—but maybe not as much in other areas—I would say: apply! The employer may have listed everything he/she prefers in a new hire, but may have some flexibility on lower-priority items. And if you don’t win an interview, you will know why.

If, however, you see that the job description mentions key areas of skill or experience that you lack, check for more than once instance of them. Go to the website of the organization and see if those items seem fundamental to the organization’s work. If so, think twice about spending your time applying. Chances are good that you will be up against stronger candidates.

For example, if the organization is big on cutting-edge technology, and the job description calls for experience with digital/new media (and does so two or three times), you are safe to assume that if you are a modern-day luddite or technophobe you would be better off applying elsewhere.

Q: I am over 55 and decided to retire from my corporate job (long story). I am full of energy and experience, and I want to give back by finding a new career in nonprofits. I currently sit on a board of directors and would like to get my resume in shape Do you have any advice for me?

A: That’s great news! The nonprofit sector welcomes people like you and looks forward to putting your talents to good use. First, I am very glad to hear that you are already contributing your expertise to a board of directors. Not only will others in the field get to know you, but you will also start to see how your background can best serve your community.

As a board member, you are no doubt demonstrating many skills that a nonprofit leader needs. You definitely want to highlight that skillset and experience, and any results you can show from it. Particularly, any fundraising, budgeting, and organizational management expertise should stand out. Now, when it comes to writing about your previous corporate experience, I suggest starting off with a summary of qualifications that captures the length and breadth of your entire career (e.g., “Over 30 years of corporate management and training experience in XYZ field…”). I would then recommend creating a resume that categorizes and highlights the skills, responsibilities, and outcomes of previous positions, in lieu of a strict chronological list. For instance, a resume of this sort that I recently worked on used the categories of: 1) Business/Office Administration; 2) Written Communication; and 3) Verbal Communication.

Generally, you don’t want to mention positions or accomplishments from more than 15 years ago – unless they were outstanding, very relevant, or especially impressive. You don’t always need to name the specific years in your work history, either (e.g., you can write “5 years” instead of “1988-1992” and your year of college graduation is unimportant).


About the Author
Dalya F. Massachi specializes in helping nonprofit professionals advance their missions through outstanding fundraising and marketing materials – online and offline. A lifelong writer, Dalya’s first Letter to the Editor was published in her hometown newspaper before she was even a teenager. For nearly 20 years, Dalya has worked professionally with community-oriented organizations as a sought-after trainer, writing coach, grantwriter, journalist, and organizer. She has crafted countless successful marketing pieces, grant proposals, and news articles. Dalya’s award-winning book, entitled “Writing to Make a Difference: 25 Powerful Techniques to Boost Your Community Impact,” is available at a special discount for OK readers (http://bit.ly/kna7RA). Her website and free tip sheets and e-newsletter are at: www.dfmassachi.net.

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Smart hiring: five tips for finding the right person for any job




By Trent Hamm, Guest blogger / June 1, 2010

About once a day, I hear from someone who lists off a bunch of their investments, says that they don’t think their financial advisor is doing a good job with their money, and asks me what they should do.

My first advice to them is usually to dump their advisor and handle their investing themselves. It’s actually incredibly easy to do this given all of the investment tools available to people online today.

Don’t get me wrong: there are a lot of good financial advisors out there that actually do help people through tough spots and get their finances straight. However, there are a lot of mediocre ones out there that just sit on a person’s money drawing a commission while doing nothing for them. Even worse, there are some truly poor ones out there who actively do you a dis-service.

Here’s the thing, though: that statement is true of anyone who provides a service, not just investment providers.

When you hire someone to mow your lawn, some of them will do an immaculate job. Some of them will do a job roughly equivalent to what you will do. And some of them will drive the mower over your rose bushes.

When you hire a plumber, some of them will fix the problem you called them for in a jiffy and fill the remaining time performing maintenance. Some of them will fix your problem and then loiter. Others will attempt to fix your problem and wind up flooding your basement.

There are great people, there are mediocre people, and there are awful people, no matter what you’re trying to accomplish.

In fact, it doesn’t matter what the task is – as long as there is a minimum level of qualification (and I mean minimum), the biggest difference between the people you hire is the kind of person they are. Are they the person who goes the extra mile? Are they the person who is there to collect a paycheck (which is fine for some jobs, but not for others)? Or are they the person who is grossly negligent?

I have a few little tests that I use whenever I hire someone for any purpose, whether it’s an accountant or a gardener.

First, never hire someone going door to door. Find out about services independently and contact the service provider yourself. I almost always use my social network first to ask for leads before turning to the “Russian roulette” game of the yellow pages.

Second, get away from negativity, fast. One key thing to ask someone when you’re thinking of hiring them for a task is what they expect from the customer. This is usually an open door for a negative person to start blasting away at some of their “awful” customers from the past. If you start hearing this kind of negativity from anyone you’re considering hiring, back away quickly.

Third, ask them what they can do better than a competitor. If they can’t come up with anything, then they likely don’t pride themselves on their work, so if you don’t get an answer, reconsider your choice. If you’re proud of your work, you can almost always come up with some element that you do well.

You should also ask them about their experience. If they can’t quantify their experience in any reasonable way, then be wary. Many people will put up a big false front of experience just to try to get a job, which is inherently dishonest. I’d far rather hire someone new who admitted they’re new than someone who tries to vastly overblow their experience, because honesty is key when you’re hiring someone.

Finally, describe the job you want them to do and ask if they’re up to it. If their immediate reaction without asking any sort of follow-up is “Yeah, sure, no problem,” then I get nervous. That means they’re claiming to be able to easily do something without knowing what it is. This can be fine for things like mowing a simple yard or replacing a kitchen faucet, but if the job seems complex to you at all and they’re not asking any follow-up questions, consider someone else.

If a person manages to get past these five red flags for me, I’m usually at least somewhat confident in hiring them. What red flags do you have when hiring someone?

Source: Christian Science Monitor

Ken’s Kids builds on job placement success





A nonprofit organization started 12 years ago to provide job opportunities for individuals with developmental disabilities has trained and found jobs at Fortune 100 companies for 181 people since its inception and continues to formalize partnerships with companies and expand into other states.

Ken’s Kids provides vocational training and placement services, plus additional permanent mentoring throughout the entirety of the job, for mildly mentally challenged individuals.

“This is a program that started in Philadelphia and now is spread throughout six states,” said Steven Wing, CVS Caremark director of work force initiatives. “I know that it will continue to grow with more businesses getting on board and more jobs being filled.”

The organization’s first and largest partner is The Home Depot, which employs Ken’s Kids in 54 locations. CVS Caremark pharmacies last year formalized a pilot program into a full-blown program and now employ Ken’s Kids in 13 locations. The two partners collectively employ more than 100 people trained by Ken’s Kids.

Source: Business Chronicle

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