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  • Thursday, June 03, 2021 4:13 PM | Regina Pinney (Administrator)

    As we emerge to seek a new normal, our post Covid development strategies must be adaptive and directive, and emphasize what we have learned in the past year and what we can (and can't) control.  

    A first step is to recreate (or create) a development plan to attract and retain donors and ensure these strategies are cost effective and our investments of time, talent, energy and resources are efficient and effective.  

    Without a plan, we risk being a statistic - the one where nonprofits loose more donors than we gain.  

    Building a development plan that includes realistic and achievable goals, strategies, and metrics for tracking progress creates structure.  Without a plan, organizations tend to focus on doing and on tasks, running in circles and repeating for the sake of feeling busy, instead of gaining traction, gaining donors and achieving the ultimate vision. 

    With a plan - without goals - without measurements - we don't know what we gain or lose.  If we don't have a plan, we flounder.  

    The critical conversations and processes your organization goes through as part of planning forces you to focus on connecting your mission, vision, and values with the needs of your donors. This type of adaptive planning allows you to be donor-centric and create segmented approaches.  

    Creating a plan allows you to be deliberate. Creating a plan forces you to be accountable to the results.  This effort actually builds organizational muscle and enlarges the group’s capacity to address its mission. 

    Here are five reasons you should create goals, strategies and a step-by-step plan:

    1. Build the Donor's Trust. 

    A plan is a great communication tool to signal donors you are an organization that takes its mission and resources seriously. This is ground work for acquiring, retaining, and upgrading donors' gifts.

    2. Engage Staff & Board. 

    A plan is also a great internal communication tool to engage your board, staff, and volunteers in the effort to raise funds.

    3. Increase Efficiency and Success.

    The process of developing the plan is much more efficient than trial and error fundraising. It will help you to save time and money while increasing success rates.

    4. Identify Growth Opportunities. 

    The process naturally identifies areas in the organization that need to be built up and improved. Strengthening these areas that have been holding you back is key in gaining ground on mission accomplishment.

    5. Provide Peace of Mind. 

    A solid fund development plan has a calendar component to it. These dated benchmarks go a long way to eliminating running in circles and getting lost. This automated aspect provides the peace of mind that can contribute substantially to organizational morale. 

    Failing to plan is a plan to fail.  Without a plan, plan to lose money. 

    If you'd like to start the planning process join us on June 8th, 2021 at our new workshop, Building a Fundraising Plan or July 13th, 2021 for Finance Basics for your Fiscal Health

    Or if you want to discuss the process of developing a useful fund development plan, contact us.  We can talk it through.

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Thursday, May 20, 2021 10:43 AM | Tracey Wilson (Administrator)

    Regina Pinney
    Executive Director

    A little understanding and support would be nice

    Imagine being hired and supervised by a large group of people, all required to think independently, yet collectively. They are not paid and rarely trained. This group changes almost every year.  They know a just little bit about the complexity of what you do, so you need to provide them the right amount of solid data and opinion built with lots of facts and intuition at the exact right time they need it to make really big decisions.

    Your work is vital – critically important. Literally saving lives or saving entire communities. Your organization matters to many people – the people you serve, and the people you employ.  Your income is rarely secure, your expenses always fluctuate, and your supervisors want to know why.

    On a normal day, in a normal year, the work is stressful.  You must hire and retain amazing people – but you know or fear you can’t pay them what other places can.  So, you need to provide stability and an amazing work culture to keep these amazing people.  Your employees need to feel valued but held accountable to the metrics that are used to ensure that individuals who donate their hard-earned money keep believing that your work is working. 

    Do all of this and every day get even better.  Status quo just will not do it.

    Add a few pandemics, and the good answers to important questions are few and far between.

    Leading an organization is incredibly rewarding, and really tough and can sometimes feel very lonely.

    But it doesn’t have to be. One way to navigate the complex role of being a nonprofit Executive Director is to practice lots and lots of self-care.  We even teach a workshop and have shared articles about self-care, and you can find a few of them here; 

    But we also strongly believe in the power of networks. Lots or people can give advice, but only peers share your actual perspective.  A peer is a person who has equal status – not necessarily one from the same sector, or has all the same issues, or even the same size of organization, but someone who understands the complexity of the role and the issues we all face. We encourage you to find a group of peers that can help you problem solve, dream, brainstorm, hold you accountable, support you on bad days and celebrate with you on the good days. 

    Every community has opportunities for nonprofits to network, and these are powerful places to find people who might provide you peer support.  Here are some great questions to help get the conversations started, so invite a colleague for a cup of coffee (virtually works too!), to take a walk or schedule a phone call. 

    • How did you become the Executive Director/CEO of your organization? What was the path that led you to this position?
    • What do you like most about your job? What do you like least?
    • What is your relationship with your board?
    • What are the challenges facing your team?
    • How did your organization fare in 2020 and how is it doing in 2021?
    • How has your organization addressed equity issues?

    If you both enjoyed the conversation, found nuggets of great ideas that would make your job easier and you felt comradery, you might want to set up a regular, recurring appointment (we get busy – and we need to prioritize the important things.  Peer support is important!).  And, you might want to add others to your group.

    Another great way to start, add or expand your peer support network is to join a Peer Coaching Group. 

    Coaching Groups, facilitated by a cognitive coach, allow you to meet peers and build relationships that extend, if you choose, long after the coaching group ends.  Because these groups are built outside of your normal networks, it extends beyond your own sphere of influence and helps broaden best practices from other communities and sectors. 

    If you are interested in learning more, email Regina@nonprofnetwork.org to learn how peer coaching groups work.   If you have your own peer support network but seek a facilitator to help guide the coaching process, we do that as well.

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Wednesday, May 05, 2021 12:30 PM | Deleted user


    Katena Cain, PhD.
    Nonprofit Management Consultant

    Starting a nonprofit organization is an exciting way to make an impact in your community.  Who wouldn’t want to be a part of this community of do-gooders? Well, with over 1.5 million nonprofits in the United States and roughly 51,000 (up from 43K in 2018) in Michigan, ensuring the sustainability and longevity of a nonprofit are not easy tasks. Especially with the decline we're now seeing because of the pandemic. It takes a solid foundation, a strong board of directors, a willing group of volunteers, and a lot of dedication. Resources can be scarce, and receiving your tax exemption status is just the beginning of the work that lies ahead. So here are three key things to consider when starting a nonprofit organization.

    1) Research, research, research!

    With millions of nonprofits out there, your vision and ideas may not be unique. Therefore, when considering to start a nonprofit begin by asking yourself the following questions:

    • Is there another organization out there doing similar work and would it make sense to partner instead of duplicating what is already being done? Resources are scarce, need is high - how could you expand rather than overlap? 
    • Is my vision truly unique?
    • What is the intended purpose of the organization?
    • Do I have enough resources (i.e. time and financial) for filing fees, licenses, infrastructure, supplies, costs to deliver services, and operations space? Research shows us that it might take up to five years before donors, grants and earned revenue can sustain a new organization. 
    • What is my timeline?
    • What nonprofit status makes sense for the work that I am trying to accomplish?

    Once you have completed your research and still want to start a nonprofit, begin the process of documenting your idea, mission, and vision as well as the formation path in a detailed business plan.

    2) Incorporate and Establish

    After documenting your plan, mission and vision, your next step is to complete all of the necessary paperwork and steps that are required to obtain your nonprofit status. Some of these things include,

    • Determining a unique business name
    • Obtaining your EIN number 
    • Filing your Articles of Incorporation
    • Completing charitable licensing paperwork
    • Completing your bylaws
    • Filing for your nonprofit status (IRS form 1023 or 1023-EZ for 501c3 and IRS form 1024 for 501c4). 

    Another critical piece of this process is to establish a Board of Directors of no less than 3 individuals. This group is very important and requires a large commitment from them because they will be legally responsible to help your organization meet its mission and vision.

    Draft your bylaws with your Board of Directors' guidance. This will be your operator’s manual for your nonprofit. You will need to have a copy of these for filing your Articles of Incorporation and will need to submit these when applying for your federal tax-exemption. Your board will also be critical in assisting you with policy formation and financial development planning.

    3) Work Your Mission and Stay Compliant

    Once your nonprofit status is approved, your goal is now to ensure its success and sustainability. To do this, you will need to work your mission, develop policies, build a strong board, maintain a solid financial plan, and file your IRS 990 tax form annually to keep your tax-exempt status.

    Starting a nonprofit takes a lot of work.  Nonprofit Network is here to help you along the way. Do you know about the 1023ez application?

    Attend our Starting a Nonprofit workshop on May 20th and we'll take you through the process and provide you with a copy of our Guide to Starting a Nonprofit.

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made

  • Wednesday, April 21, 2021 2:30 PM | Tracey Wilson (Administrator)

    Sharon Castle
    Capacity Builder

    Since 1999, we have been partnering with community organizations around the world to practice storytelling as an art form and a powerful tool of communication. Through workshops and performance opportunities, participants shape selected life experiences into well-crafted stories and share them with members of their communities and beyond. 

    We believe that by honoring the individual experience, we can:

    • challenge dominant narratives
    • inspire greater confidence in storytellers
    • deepen connection in community
    • and spark empathy among listeners around the world.”
    ~ The Moth             

    Story telling is the “it” thing these days.  As you see from the explanation taken from the Moth’s website – and if you haven’t had a chance to listen to some of their podcasts, I would highly recommend it – telling one’s story can have a huge impact. 

    As with individuals, for-profits and non-profits are also developing their unique stories…their vibe…to motivate folks to buy their product, support their cause; or, in short, invest in their vision.

    So, where should you, as a leader of a non-profit reliant on donors, begin to develop your organization’s story?  Start by creating your organization’s Case for Support.  The CFS should articulate in clear and compelling language your organization’s story and “make the case” for why a donor should continue to give, increase their giving or why a prospective donor should begin giving to your organization. 

    Once you’ve gone through the difficult work of writing the CFS your life will be much easier and you will be able to use its language when writing your annual appeal, thank you letters, creating verbiage for your fundraising efforts on your website or designing a special event invitation.  Simply put, the CFS is the genesis for all of your fundraising efforts.  Even more importantly, it is a wonderful tool for board, staff and volunteers to use when soliciting support for your organization.

    Before you begin working on your organization’s CFS, think KISS; you know, the Keep It Simple, Stupid principle. 

    In order to develop a strong CFS you will need general information like your organization’s mission and vision (if you have one) statements and your strategic plan; financial information including budget(s) and financial statements; and program information including statistics, expenses, and dreams (what we could accomplish if we had…)

    You’ll need this information to share your organization’s history…the need it was designed to address; impact and success to date; what you hope to achieve, by when, how much it will cost and how it will be funded; why your organization should be the beneficiary of the donor’s gift.

    The final version of the CFS should be no more than 3 – 4 pages on the organization and no more than a page for each program or other activity supported by fundraising.  Furthermore, it should be light on print and include quotes and pictures to support written information.  As you began, end with KISS; and remember to be thorough and succinct.

    Want to learn more about developing a Case for Support?  Nonprofit Network’s capacity building consultants can assist you anytime or join us in the coming month on May 13th, 2021 as we host our Leverage Your Story: Building a Case for Supportworkshop.

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Thursday, April 08, 2021 3:07 PM | Tracey Wilson (Administrator)

    Katena Cain, PhD
    Nonprofit Management Consultant

    “Far too often, people think of themselves as just individuals, separated from one another, whereas you are connected and what you do affects the whole world. When you do well, it spreads out; it is for the whole of humanity.” – Archbishop Emeritus Desmond Tutu

    As humans, we operate within many different networks, all of which influence our perspectives and serve different purposes in our lives. While most networks are formed around a shared experience – such as the organization we work for, the city we live in, or identities that we hold – it is important to be cognizant of the networks we are part of and the diversity that is present within them. Given that our networks influence the way we think and the opportunities we give and receive, lack of diversity within these networks can propagate inequitable systems and create echo chambers of perspectives.

    As nonprofits, we cannot meet our missions without having courageous conversations about inclusion and anti-racism in the systems, programs, policies and procedures that govern our organizations. It’s all fine and good to have these conversations in silos, but it is much more impactful when community leaders can come together to engage in conversation about their strengths, barriers and ideas. When we do this, we can learn from each other, share stories and have accountability partners.

    On April 22nd from 11:00 am – 1:00 pm, thanks to our partner, Michigan Humanities, we are offering Conversations with Community Leaders, a no-cost opportunity for community leaders to come together to do just this. We will engage in conversation with those who are seeking tangible and tactical strategies to transform their organizations into inclusive and welcoming spaces.

    The Importance of Community | Wellbeing People

    If you've read this and are questioning if you are a leader in your organization, I must tell you that leaders are made and not born. If you play a role in your organization, if you run a program or even if you manage the front desk, you are still welcome to join us in this conversation. We look forward to seeing you there!

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Thursday, March 25, 2021 4:14 PM | Tracey Wilson (Administrator)

    Laura Fuller
    Capacity Builder
    DiSC® Certified Consultant

    How many of us have experienced a breakdown in communication in our lives?  All of us, probably.  It may be at work or at home, it may be with family or friends or coworkers.  At some point, we all have felt like we were talking to a wall, failing to communicate, to get our point across, or to convince someone of something we felt was essential.  Obviously, not all these breakdowns are caused by a difference in communication style, but it’s safe to say at least some of them were.  Everything DiSC® is a personal assessment tool that helps us to understand ourselves and the people in our lives a little better.   

    DiSC® is a personal assessment tool to help improve teamwork. And the DiSC® model provides a common language which is key to understanding people and improving relationships. 

    So, how does DiSC® work? 

    Disc Assessment - Your Coach For Life

    First, the assessment asks a series of questions in which the respondent indicates their preference between two statements.  Eventually, your answers are compiled to determine where you fall along two continuums: Do you like to make your decisions quickly or slowly, and are you more focused on data or relationships.  Using these two scales, we plot your dot on a map, and with that map, we'll share with you quite a few things you may not even realize about yourself. 

    Knowing your preferences, and recognizing these scales in others, can ease all sorts of communication.  Does your teammate want all the details in an organized way with plenty of time to ponder their commitment to a decision?  Or do they get enthusiastic at the mere mention of a new project, ready to jump into the deep end without knowing what they are even agreeing to it?  How, as a manager, should I recognize the achievements of a staff member?  All these questions and more are clarified by understanding DiSC®.  People reading is easier, which makes donor relations, team management, and other crucial conversations way more productive. 

    Interested in learning more?  You can view our new webpage HERE and join us for a DiSC® workshop on April 20, 2021! 

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Monday, March 08, 2021 10:08 AM | Sharon Castle (Administrator)

    Sharon Castle
    Capacity Builder


    “The three most important ways to lead people are: by example…by example…by example.” - Albert Schweitzer

    Fundraising doesn’t happen in a vacuum. If you want to move your organization toward a culture of fundraising, then lead by example – educate and advocate on behalf of your organization; make a personal gift and volunteer to assist in areas for which you are not responsible.

    As a consultant, I often find myself repeating to potential clients, “If you want to hire me to fund raise for you, I’m not that kind of consultant. Effective fundraising is the product of a cohesive organization with strong and viable programs where all members are engaged in fundraising. What I can do is help you strengthen your fundraising capability and success.”

    The strongest fundraising programs are often found within organizations that embrace a culture of philanthropy. Merriam Webster defines philanthropy as “goodwill to fellow members of the human race; especially: active effort to promote human welfare.” And, “an act or gift done or made for humanitarian purposes.”

    Creating a culture of philanthropy does not happen overnight – particularly in organizations that have been without such a culture – and requires the buy-in of everyone, including grounds keeping and housekeeping staff to administrators to volunteers helping run a program or answering phones to the board chair and everyone in between. Turning the corner and establishing a culture of philanthropy can be done with time, patience and buy-in from board, staff and volunteer leadership. 

    Free Kindness Vectors, 3,000+ Images in AI, EPS format

    Here are some strategies that you can start using today:

    Include all staff in fundraising activities and treat them well. I organized a grand opening event and invited the program staff to attend with the one stipulation that they sit among donors and enjoy dinner. Unbeknownst to me, I was breaking a long-standing tradition of not inviting staff or inviting them with the understanding they would take tickets, help set up or tear down or some other chore. I held my ground and, in the short term, was the beneficiary of a grateful program staff and donors who were regaled with interesting stories. In the long term, the program folks understood the importance of being ambassadors for the organization and became my link to prospective donors.

    Ask program staff their goals and aspirations. Encourage them to share program stories including struggles and successes. This will help build trust and provide a link between program and fundraising. As a development officer, I shared my annual goals with program staff and asked them to share theirs with me.

    Include fundraising as part of the recruitment and orientation of board members, volunteers and staff so they understand and view it as “part of the whole” and as well as their role in encouraging a philanthropic culture.

    When recruiting board members, ask them where they think they best fit in the philanthropic process. It may be by acting as an ambassador for programs; hosting a small gathering of friends to learn more about your organization, and of course making a personal gift.

    And, most importantly: Lead by example…lead by example...lead by example.

    Learn more about creating a culture of philanthropy at Moving Your Organization from Fundraising to Philanthropy on March 18th, 2021 at no-cost thanks to our sponsors this year. And don't miss-out on Fundraising to Philanthropy Part 2: The Power of Relationships  on May 6th, 2021.

    Or check our calendar HERE, we usually repeat this workshop once or twice a year but have a full calendar for your review.

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.


  • Thursday, March 04, 2021 9:46 AM | Tracey Wilson (Administrator)

    Laura Fuller
    Capacity Builder

    Project Management and Staying Within Scope!

    Scope is important.  Not just the mouthwash, either. 

    Scope creep is one of the most dreaded, terrifying red flags for any project manager.  That’s why one of the first things a project manager should do is make sure to nail down project scope at the very beginning and get clear agreement from all of their critical stakeholders. The Project Management Institute defines Scope as ‘the extent of what a project will produce (product scope) and the work needed to produce it (project scope).’  Basically, the “What” and the “How” of a project. 

    There are lots of things that cause scope creep.  Sometimes it comes from the best of intentions.  Life is change, and we have seen a LOT of changes in the last year!  COVID has been a nightmare for project managers as we’ve had to pivot on both the "What's" AND the "How's" in our various projects.  And I would be willing to put forth that everyone reading this blog is a project manager, whether it’s part of your official job title and duties or not. 

    In fact, as I started writing this, I began thinking about how all of us working in the nonprofit sector are part of projects.  Our organizations are led by our Missions, which should be part of what determines our Scope.

    I’m pretty sure we all know on some level that scope creep is bad.  But why is it bad? The answers are remarkably similar for both a project and a nonprofit. 

    Scope creep almost always has a cost to it. Sometimes that cost is money, time, or other scarce and precious resources. If the initial project was to plan a workshop, and part way through planning the topic changes, sure some things will still be the same. But some things won’t. You might have to find a new presenter or redo the brochures.  Scope creep for an organization might mean hiring or retraining staff to be able to perform the new functions needed. Previously, I worked for an organization that was focused on ending childhood hunger. They decided to go after a grant from the EPA for Environmental Education. When they got it, they realized they had to hire someone who could teach about the environment, since at the time they only had nutrition specialists. They ended up spending more on new staff and training than the grant was worth. And they aren’t alone. Over the years, I’ve observed that one of the most pervasive causes of scope creep for nonprofits is chasing grant dollars.

    Another cause of scope creep is insufficient buy-in and communication with key stakeholders. On a project, that might be the direct supervisor of the person you need to commandeer to set up the website. For an organization, this can be funders, board members, staff, or the community you serve. Having a clear understanding of mission can help you define your scope. Honest communication about ideas, changes, and opportunities with these stakeholders allows you to discuss the impacts that opportunities have to your scope. 

    Asking, “Is this in scope for us? And if not, “Is it worth changing our scope?” are a great place to start. If key stakeholders agree to the change, it isn’t scope creep, it’s an authorized change. But this kind of communication doesn’t happen for all boards or on all projects, and that’s a problem.

    If you’re struggling with scope creep, especially now during COVID, I invite you to join us for the Project Management Basics workshop on March 11th at 10 AM. We’ll be discussing this and other key aspects of keeping your projects and your organizations moving along even in these changing times.

    All of our upcoming workshops can always be found on our website HERE

     Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Tuesday, February 23, 2021 9:00 AM | Katena Cain (Administrator)

    Dr. Katena Cain
    Nonprofit Management Consultant

    Nonprofits are in the business of making their communities healthier, stronger and more enriching for all of its members. Whether they are involved in health care, the arts, civil rights, religious activities, or any other worthwhile charitable cause, nonprofits influence the quality of life for people in the communities they serve. Organizations that value diversity – racial and ethnic diversity, as well as diversity in age, ability, thought, planning processes, and recruitment strategies – are stronger.

    Research suggests that employees who view their organization as being supportive of diversity and inclusion also tend to have higher levels of engagement. Highly engaged employees are more likely to stay with the organization, be an advocate of the organization, its products and services, and contribute positively to the bottom line business success.

    So, what does an organization look like when it has embraced diversity, inclusion and equity?

    • Demonstrated Commitment to Diversity – In a diverse, inclusive and equitable organization, visible and invisible heterogeneity is present throughout all departments and at all levels of responsibility.
    • Equitable Systems of Recognition & Reward – A diverse, inclusive and equitable organization establishes systems to recognize, acknowledge and reward the diverse contributions and achievements of employees at all levels of responsibility.
    • Demonstrated Commitment to Continuous Learning – A diverse, inclusive and equitable organization acknowledges that every employee is a learner and teacher.
    • Collaborative Conflict Resolution Processes – A diverse, inclusive and equitable organization values and utilizes progressive conflict resolution procedures that empower employees at all levels to work collaboratively to solve problems.
    • Demonstrated Commitment to Community Relationships – A diverse, inclusive and equitable organization forges constructive alliances with the community to expand outreach to diverse communities, widen opportunity, enhance access or promote understanding to overcome prejudice and bias.

    Capacity builders, like Nonprofit Network, can contribute to organizations who desire to be more diverse and inclusive, by helping them develop a vision for inclusivity, and provide concrete tools, practices and processes that eliminate barriers to success. Nonprofit Network is responsible for ensuring that all nonprofit organizations in Michigan and beyond have affordable access to best practices that help them to be efficient and effective. Diversity, equity, and inclusion are an important foundation for organizations – making it possible to serve all communities, bridge across differences, and ultimately improve the social, health and educational outcomes of our community.

    Building an Inclusive Team

    Category: Inclusion - HR Department

    Having a diverse candidate pool to hire from is primary and critical – you can’t become a diverse organization if you don’t have diverse applicants.

    Here are some tips:
    1. Posting your position in the same places will get you the same candidates.  Positions should be posted and advertised in a wide variety of places, including community boards, cultural community groups, local ethnic and community newsletters, and associations and organizations that serve ethnic communities.  Your efforts should extend beyond the standard.  Also, does your front-line position REALLY need someone with a Master’s Degree? Make sure that you are hiring for personality and attitude and training for skill.

    2. Build relationships with cultural groups and organizations that work with diverse communities. Contact local agencies that serve diverse populations. Ask these organizations to help distribute your job posting.
    3. Promote your organization as a viable place to work. Individuals may not be considering a nonprofit as a possible employer. Nonprofit employment can sometimes be perceived as insecure. Promote the strength of your nonprofit, the benefits you provide and communicate your value as an “employer of choice”.
    4. Walk the walk. Do the pictures on your promotional materials, website and social media illustrate your organization values diversity? Do your paid holidays value diversity? Do your HR policies value diversity? Does your organization value communication and respect?

    Changing your recruitment habits may improve the candidates you attract. Don’t forget to provide additional training around diversity, equity and inclusion – retention is critical! If you haven’t been successful in retaining a diverse workforce, you may need to look at your inclusion policies and practices. How can I do that you're thinking? Start with NN!

    We have been working very diligently with our partners, on helping organizations address and transform into inclusive and welcoming spaces. Take a look at our community events in 2021 and take advantage of the sponsored training today. See our upcoming events at the bottom of our Diversity, Equity and Inclusion web-page

    Questions? Need help? Email me today! Katena@Nonprofnetwork.org

    Want more? Click here to sign up for our weekly e-newsletter.  Each week you'll get a link to the most recent news, workshops and blog post. We promise to respect your time and will not flood your inbox. We only send one newsletter email each week and when any timely important announcements need to be made.

  • Thursday, February 11, 2021 1:17 PM | Tracey Wilson (Administrator)

    Tracey Wilson
    Program Coordinator


    What NN Has To Offer You:

    1) Our Team of Experts

    Our staff of experts is always available to answer your questions and explore solutions.  Each Capacity Building Consultant is certified in Adaptive Schools facilitation and familiar with all aspects of nonprofit governance and management.  Don't hesitate to reach out to us via phone 517-796-4750 or email; Info@NonprofNetwork.org. We are here to serve you. (About Us)

    2) Workshops and Webinars

    Our events are engaging, inclusive and designed to help your organizations or an individual's mission move forward. So if you're looking for assistance in Starting a Nonprofit, fund development, or a deep dive into governance we have the training for you!  We have a newly packed schedule for 2021 including DiSC Assessments!

    Check out our full online workshop calendar often, and register early so you do not chance missing out on the training you need to impact and improve your performance.

    3) Membership

    Your Nonprofit Network membership is valuable!  As a member, you receive discounts on workshops, reduced prices on consulting services and online products, along with access to numerous resources, statistics, tools, templates and policy samples.  For a list of other member benefits Click Here.

    If you're not a member but want to learn more on how Nonprofit Network can build your resourcefulness and ability to fulfill your mission, Join Today!

    4) Online Store

    Did you know NN offers different Products, Tools & Resources to help you drive your mission forward? We offer recorded webinars on board governance and other topics, assessment, evaluation and risk reduction tools. We even developed a 7 part Video Course for nonprofit boards when it's difficult to get everyone in the same room!

    5) Other Resources Link

    Here you will find the links to our NN Blog, COVID_19, Newsletter, and Policies pages and so much more. Our team of nonprofit experts publishes blog content here every month and page updates are made sometimes daily as new information becomes available. As a nonprofit professional and volunteer, we know that time is short and your to-do list is long.  These resources are a way we work to provide tools, insights, and up to date perspectives that equip you to succeed.

    6) Professional Development

    NN offers Executive Director Academy and Peer Coaching for those looking for that deep, meaningful professional development that will impact your ability to lead.

    The ED Academy is a multi-session event that covers topics like understanding the responsibilities of the ED and board relationship, Fund Development, Trust, Change & Crisis Management.

    Peer Coaching is also a multi session event designed to facilitate goal-setting, coaching and action learning within a small group of peers. Groups are customized for when you are available, where you want to meet and with your goals in mind. 

    7) Cultural Competency

    We know that organizations who employ equitable policies and programs are more sustainable and successful. Bridges Out of Poverty, Cross-Cultural Conversations, ACEs and our DEI workshops are powerful framework sessions that can help you be more successful and effective as an employer, an employee and as service providers. We have a significant amount of workshops coming up in 2021 so please check our Workshop calendar for what's coming up!

    Want more? Click Here to sign up for our weekly newsletter and special announcements. We promise to respect your time and will not flood your inbox. We only send one, sometimes two e-mails each week and never share our contacts info!

    Too busy for all those emails? Quickly find what you need to know on our Social Sites;

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Nonprofit Network

2800 Springport Rd.
Jackson, MI 49202
Phone: (517) 796-4750

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