The Nonprofit Exchange: Leadership Tools & Strategies

Every week, the SynerVision Leadership team sits down with thought leaders across the nonprofit world to bring you leadership tools and strategies that can bring direct impact to your organization.

The Danger of Echo Systems Interview with Joel Bryant 05/19/2021

The Danger of Echo Systems Interview with Joel Bryant The Danger of Echo Systems Interview with Joel Bryant If you are seeking directions to your destiny, you are in the right place! With over 25 years of leadership, sales, and performance development training, Dr. Joel Bryant’s expertise and experience bring a refreshing, enlightening, and inspiring approach to developing a holistic understanding of self and groups within their personal and professional settings. He provides valuable tools and techniques to help you achievehttps://drjoelbryant.webs.com your greatness. Thanks for being here, and know that YOU matter! FROM HOMELESS TO GREATNESS! Several years ago I was as frustrated then as you may be now. I didn’t know where I fit, let alone how to find my place in life. But rather than make excuses, I decided to make changes instead, which is what successful people do. Thanks to God’s grace and my grit I now sit in a place I once dreamed about and drooled over. No, I’m not rich or famous, but I am fulfilled! That’s what matters. In fact, in the last 20 years I’ve written 55 books, published 35, ghost-written two while publishing four books for other writers, In between, I obtained three degrees including a doctorate in Educational Leadership. I’ve also appeared on regional radio and television, served as a university lecturer, newspaper editor, and board member on two area nonprofits, along with other successes I seldom consider because of my quest for greatness. These successes include being a trainer with the Dun and Bradstreet Corporation. In fact, prior to quitting in October of 2000, I was named one of only 61 employees worldwide to receive the company’s highest honor, Best of the Best Leadership Award, for my role in impacting employee performance and morale. One year later, however, I was homeless, broke, and bewildered. I also had my car repossessed. Though painful, these experiences prospered because they improved my leadership abilities and self-reliance. They also gave me insight I couldn’t have gotten elsewhere or otherwise. My goal is to share these insights with you and to help you develop your leadership abilities. More importantly, I want to help you achieve YOUR dreams rather than eyeing others. More about Dr. Bryant at /episode/index/show/nonprofitexchange/id/19153823

What Happens To Youth Who Age Out Of Foster Care? 05/05/2021

What Happens To Youth Who Age Out Of Foster Care? What Happens To Youth Who Age Out Of Foster Care? Interview with Maria Rolf Have you ever wondered what happens to foster children after they turn 18? Do they graduate from high school? Move off to college with their friends? Start taking steps toward a future career path? For the average teenager, these are normal milestones that symbolize becoming an independent adult. But for teens who have grown up in the foster system, this new stage of life means being thrown into the real world with few resources, few positive relationships, and even fewer hopes of “making it”. Youth who are aging out of foster care instantly find themselves drowning in fears of poverty and homelessness, with little ability to see beyond the day-to-day. As new legal adults, these youth are primarily concerned with one thing: survival. Current statistics for youth aging out of foster care are pretty grim: 25% become incarcerated within their first year of adulthood 1 out of every 5 are homeless before their 19th birthday 3 out of every 4 girls are pregnant before the age of 21 Fewer than 4% graduate from college Only half are employed by the age of 24 It doesn’t have to be this way At Impact Living Services, we are dedicated to changing these outcomes. Our independent living program gives youth the opportunity to transition into adulthood in a safe, secure environment where all of their basic needs are met so they can focus on succeeding and thriving as adults. We provide counseling, mentorship, and life skills coaching to make sure that by the time they turn 21, they are able to hold a steady job, have enough money saved to live on their own, and have a community of positive relationships that are going to be cheering them on for the long haul. We desire to help individuals, churches, and other organizations see the needs of this vulnerable population and come around them to help them succeed. This is an “eyes wide open” and “all hands on deck” vision, and we’d love to help you find your role in it. After working in the academic world for over 10 years, Maria Rolf joined the Impact Living Services team in 2018 as a mentor and life skills coach to 17-20-year-old foster youth in an independent living program. She now serves as the Mission Advancement Officer, helping to engage and invite communities, churches, businesses, and other organizations to take part in changing outcomes for children and youth aging out of foster care. /episode/index/show/nonprofitexchange/id/18978059

Conversations that Build Culture and Fuel Performance 04/28/2021

How Much More Money Does Your Nonprofit Need to Bring In? 04/21/2021

The Art and Science of Profitable Joint Ventures 04/14/2021

Instability to Independence via the Lighthouse Model: A fresh look at serving our community 04/07/2021

There’s Never Been A Time Like This 03/31/2021

Why Your Authenticity Is Needed In The World Now More Than Ever 03/24/2021

Dysfunctional Nonprofit Boards Can Ruin an Organization 03/17/2021

How Nonprofit Organizations Can Grow 03/10/2021

The Why Behind Our Businesses 03/03/2021

Your Relationship with Money: Will I Win or Lose? 02/24/2021

Rock Against Trafficking: Saving Lives Through the Power of Music 02/17/2021

Rock Against Trafficking: Saving Lives Through the Power of Music Rock Against Trafficking: Saving Lives Through the Power of Music with Gary Miller Rock Against Trafficking is a non-profit 501c3 charity driven by seasoned music industry veterans who are taking action to end human trafficking on a global scale. With growing awareness and support from the media and public officials, we continue to see an increase in anti-trafficking task force initiatives worldwide — many businesses are providing training to their employees to help identify traffickers and victims in their tracks. With over 600 rescues so far this year, our network of affiliates is hard at work but we need your help! Gary Miller is a British Pop and Rock music producer, songwriter, composer, and guitarist. Gary worked for the London production house Stock Aitken Waterman as producer and songwriter and was later part of the Metrophonic team. He is best known for his work with David Bowie for the album Heathen, Katy Perry, Donna Summer, Lionel Richie, Kylie Minogue, Bananarama, and Simply Red. Miller started his music career during the 1980s as a guitarist, touring with Sir Elton John and Nik Kershaw all across Europe and the US. In 1989, Miller was Musical Director for Deon Estus on George Michael's Faith Tour. During his long-spanning career, he was also MD and guitarist for the 30-year reunion tour for British Pop duo Bros, twin brothers Matt and Luke Goss, in 2017. The Bros Live 2017 Tour filled The O2 arena in London two nights in a row. Miller additionally founded the Rock Against Trafficking foundation which records and releases album projects to raise money and awareness to fight human trafficking. The first Rock Against Trafficking album "Set Them Free", which was produced by Miller, features Police and Sting covers performed by various well-known artists, such as the rock band Journey, Heart, Carlos Santana, Slash, Julian Lennon, Ellis Hall, and En Vogue. Most recently Gary has achieved a #1 record across several UK charts with Rozalla’s “I Feel It Slipping Away”. More about Rock Against Trafficking at /episode/index/show/nonprofitexchange/id/17975984

Passionate Performance: Striving to Change the World 02/10/2021

Passionate Performance: Striving to Change the World Passionate Performance: Striving to Change the World with Mrs. Virginia American, Dhomonique Murphy Passionate Performance: Striving to Change the World with Mrs. Virginia American, Dhomonique Murphy Did you know that 1 in 4 children in America will grow up never learning how to read? Readers2Leaders is committed to bringing hope, opportunity, and education to the front doorstep of every child we touch. Dhomonique Murphy is a 3x Emmy Award-Winning Television Journalist and the reigning Mrs. Virginia American Dhomonique has appeared on stages across the nation and has been featured on The Steve Harvey Show, FOX, ABC, NBC, HSN, CBS , and countless radio, print, and local television platforms. Dhomonique is also the founder of a 501(c)(3) nonprofit called Readers2Leaders, Inc. The Yellow Box Project is on a mission to put thousands of books by way of e-reader into the hands of children in underserved communities across the nation. (TheYellowBox.org) Dhomonique is a leading industry expert in the field of personal and professional development. She is the owner and President of The Right Method (TheRightMethod.com). Dhomonique and a television crew traveled the nation in 2020 to interview some of theworld’s most notable business icons and motivators. She conducted the interviews inside the living rooms of these individuals to learn their secrets of success. Dhomonique is now working to bring this to a national platform. She has been endorsed by the co-founder of Constant Contact Alec Stern, Shark Tank’s Kevin Harrington, New York Times Best Selling Author Sharon Lechter, co-founder of Priceline.com Jeff Hoffman, famed motivational speaker Brain Tracy, and many others. Dhomonique is a published author of three books: A) RESET: Attitude is Everything, B) The Right Method Cookbook, and a contributing author on the bestselling book: 1Habit for Entrepreneurial Success alongside Les Brown. Dhomonique and her husband Frank reside in northern Virginia (Arlington) with their two young sons Christian (2) and Christopher (1). Did you know that 1 in 4 children in America will grow up never learning how to read? Read that statistic again. That’s 25% of children. WriteExpress Corporation. “Literacy Statistics.“ Begin to Read. Accessed April 16, 2014. According to the Reading Foundation, many academic and social issues can arise for children who are poor readers. We believe that every child has the potential to succeed in life and opportunities to read and learn should not be limited based on economic status. Readers2Leaders is committed to bringing hope, opportunity, and education to the front doorstep of every child we touch. /episode/index/show/nonprofitexchange/id/17899736

Dream Big and Then Make It Happen with Jim Hardwick 02/07/2021

New, Collaborative Approaches to Combatting Human Trafficking 01/31/2021

Viral Media Fundraising: Growth Hacking That's Here to Stay 01/24/2021

How to Give $1 Million Per Year to Charity 01/17/2021

Increasing Philanthropy with Planned Giving and Opportunity Zone Funds 01/10/2021

Learning the Value of Human Alignment / Collaboration 12/29/2020

Learning the Value of Human Alignment / Collaboration Powerful Collaborations with Stewart Levine Hugh Ballou: Welcome to The Nonprofit Exchange. Russell, here we are again. Week after week, we have amazing people. Yet today, this is a friend from years ago. I sent out an email asking people if they wanted to contribute to the magazine or be on the show. Immediately, Stewart Levine responded. How are things in Denver today, Russell? Russell Dennis: It’s a little cloudy, a little bit cooler than it has been. But we are in the fall season. All is well otherwise. Welcome, Stewart. Thank you for coming. Stewart Levine: My pleasure to be with you guys today. I will be landing in Denver early tomorrow morning and then driving up to Vail for some American Bar Association meetings. Interesting, because I have a new book called Becoming the Best Lawyer You Can Be: How to Maintain Physical, Emotional, Spiritual, and Mental Health. The American Bar Association, 27 authors, I curated it and edited it. I’m actually very excited about it. Hugh: Look at that. Let’s back up. I’m sure there is people watching who want to know who this guy is anyway. Why don’t you tell them, Stewart? Stewart: Thank you, Hugh. Here’s the short synopsis. I practiced law for about 10 years in a reasonably traditional number of contexts, starting off in the New Jersey Attorney General’s office. Then I got tired of fighting with people. And it was before the whole ADR, Alternative Dispute Resolution, movement came on board. So I decided to do a little career change. I spent six years inside of AT&T as they were going through huge organizational change and transformation with major law firms as my clients, not in a legal sense, but in an account representative sense. On a parallel track, I started divorce meditation because I wanted to use the skills I had developed as a lawyer. I learned a lot about communication, about collaboration, about conflict resolution working with couples getting divorced because no one is in worse shape than that. Over time, I moved that work over into working with organizations, teens, organizational transformational cultural change work, individual coaching. For the last 30 years, that essentially is what I have been doing. The last 10 years, I have learned a ton of teaching programs and all the soft skills, relationship skills on behalf of the American Management Association. I have done a number of collaborations over time with various other individuals, all in the organizational space. That is the short synopsis, except I have also written a couple of best-selling books. The first one is called Getting to Resolution: Turning Conflict into Collaboration. It was endorsed by Stephen Covey. It was named one of the best business books of 1998, second edition came out in 2008. A follow-up called The Book of Agreement: 10 Essential Elements for Getting the Results You Want. That was endorsed by a number of notable people. That’s the short answer. You and I met in the context of both being on the faculty of an organization called CEO Space. It’s a pleasure to see your face again, Hugh. Hugh: It’s a pleasure. Thank you for stepping up when I sent out that probing email. Actually, we were standing in those groups out in the lobby, and someone was addressing the group. I whipped out my draft of my workbook, Dealing with High Performance Teams, and I said, “Would you do me a favor and review this? Tell me what it’s missing.” You sent me an email saying there was nothing about agreements in here. So I asked if I could quote your book of the 10EssentialElementsofAgreementsso I could give you attribution. I refer to those all the time. I send people to Amazon to get that book. It’s really a treasure. We are speaking to people who are in the social benefit/for-purpose sector. They are clergy running a church or synagogue. They are executive directors running a for-purpose community-based organization. They are running a membership organization. I see a lot of conflict because people haven’t been really good in creating this agreement. They don’t write it down. They haven’t decided how we are going to define expectations. I would guess, we’re talking about collaboration and alignment today. I would think one tenet of alignment is to be able to have your expectations written down. Where do you start with alignment? What is the starting point? Stewart: Sure. Just to frame this, what I always say to people is you can pay me now or pay me later. If you pay me now, you’ll pay me a lot less. Essentially what that means is spend a little time on the front end, making sure you have alignment, making sure you have shared expectations. Otherwise, the root of conflict is when people have different understandings of what they are doing together, and they have a different sense of metrics in terms of how we are going to measure whether or not we were successful. Critical piece is spending time on the front end. TheBookofAgreementcontains about 30 models of agreements for getting to a place of alignment. Those ten elements are actually so good I put them on the back of my business card. It’s not like I’m trying to keep any secrets. I am happy to give them away. You start off by having a conversation. What is our intent and vision? In other words, what are we doing together? What’s our intent and vision? By the way, as a little aside, most legal agreements are something that I refer to as agreements for protection. What if this goes wrong, and what if that goes wrong? There is not a huge amount of time spent on what we are trying to achieve here. That was the perspective that I took. What is our intent and vision? What is the role that each one of us is going to play? In other words, what is each party or person responsible for? What are the specific promises that each person makes? In other words, what is each person going to do to bring that vision into reality? How are they going to contribute? What is the value that each person receives? Why? Because if people don’t receive, if they are not getting value out of any form of collaboration, they will stop contributing. They will stop performing. Metrics. How will you measure whether or not you were successful? Get it to a place of objectivity. Concerns and fears. People often have concerns and fears that they don’t want to talk about. They are shy. What I like to do is put this in the model. No, this is something you have to talk about. Renegotiation. The idea that when we begin, we know what we know, but we don’t know what we don’t know. As we work together, moving down the road, we discover things, and we constantly need to be mindful of renegotiating that agreement to make sure we are back in a place of alignment. Consequences or benefits. What’s at stake here? What’s really at stake in this collaboration for the individuals involved, for the organization, for the community that is being served in the world of nonprofit and benefit organizations? Conflict resolution. We know that things happen. How are we going to resolve the conflicts and differences when they come up? After you have talked about those nine things, you look at the other person or the group and go, Yes or no. This is a project that I am engaged with. What I like to say is if you got good alignment, you don’t have to worry about loose panels flapping off the rocket ship that you are trying to get to take off. I’m not sure where that came from. A little feedback from the universe. That’s okay. The last element, number ten, is agreement and trust. Are we aligned? This is what is essential to do at the front end. People who start to use this and discover it think it’s like sliced bread. It’s just amazing, the simple ten element model, what it can create and what it can save you in the long run. Hugh: Absolutely. I call it paying the upfront price. You quoted the oil filter pay me now or pay me later. That’s a great commercial. It’s so true. It’s the price upfront is far cheaper. That’s a brilliant model. What happens when you get to #10 is you really know that you have an agreement. Stewart: You know you have an agreement, or you know you don’t, which is of equal value. You know that Okay, this is, we’re not in alignment. I don’t think we can get to alignment. This is not a good project to work on together. Hugh: I don’t know if you know I do lots of group board meetings and staff meetings. I am fundamentally a music connector who helps build ensembles, which is synergy in group interaction. In the South, y’all can tell I’m in the South, we say none of us is as smart as all of us. How do you get the best collective thinking without going into groupthink? My answer to that is we teach people how to build consensus. I find most people confuse consensus and compromise when they are the exact opposite. A consensus is a win-win, and compromise is lose-lose. What dawns on me as you are describing that model which I have read so many times is that prompts people to talk in a different way, discover new things, and come to some sort of consensus that whether we can work together or we can’t. Is consensus part of alignment? Stewart: Absolutely. Consensus is essentially alignment. I’m glad you mentioned the word “compromise.” You said it exactly correctly, Hugh. Compromise means to lose-lose. People giving up what’s important to them. Consensus is we are all in agreement, we are all in alignment, we are all moving forward toward the same things with the same end result in mind. Hugh: It’s very misunderstood. What setting it is. A corporate setting, a boardroom, or anything like that. I think it’s really misunderstood. It’s important that we can build that synergy if we are going to work together as teams. Why is alignment essential in today’s world? Why don’t you go to D.C. and teach them? You can skip that second part. Stewart: I want to go back a second, and I will come to your question. I want to punctuate this point, Hugh. What also happens in the process of having this conversation is you start to develop a real deeper relationship. I don’t mean an intimate personal relationship; I mean a working relationship. And as we all know, when you have relationship with people you are working with, it’s much easier to resolve differences, which will inherently come up. The only reason people end up in lawsuits is when relationships break down. That’s the only time they resort to those 100-page agreements that attorneys prepare, when the relationship breaks down. Otherwise, they work it out; they want to keep working together. Having said that, why is this more important in today’s world? I think it’s more important in today’s world because we have a lot less face-to-face interaction. So much of what we’re doing transactionally is virtual. In those kinds of situations, it’s easier to be a jerk. And people don’t consciously spend time to build relationships. This is a way to do it. That’s one piece. The second piece is it’s too costly when things break down. When you end up in conflict and any kind of lawsuits or legal process, you can’t afford it. You can’t afford to waste that time removing so quick. Three is if you look out at the world, it seems that there is a movement toward a much more values-based business and organizational culture. Much more. Because people realize what goes around comes around. You can’t treat transactions as a one-shot deal. We have to be more relational and values-based. Even the millennial generation coming up, for them, it’s real important to be part of a mission-driven organization, whatever that mission happens to be. To frame for-profit missions as having a “missionary” value. Business organizations in some sense are becoming a place where people get in culture. Business, nonprofits, in that context, it’s where we spend so much time. Bringing values and alignment into that are critical. Probably more than you wanted to hear. To go back to that other question about Washington D.C., about 10 years ago, I was actually doing a two-day program for the Federal Executive Institute, which is run out of the Treasury Department. I had about 75 people for two days. At the end of the program, a bunch of Navy officers came up to me in white uniforms and said, “You need to go down the block and teach those guys in Congress.” Bottom line is, I don’t know if you remember those old jokes, “How many blanks does it take to change a light bulb?” How many psychologists does it take to change a light bulb? Only one, but it’s got to want to change. The guys in D.C., I use guys generically, they don’t seem to want to change. They are sitting in some old cultural model, and that’s why the rating in D.C. of the folks that we elect as representatives and our employees, the ratings are so incredibly low. Hugh: They are. We are shaped by the culture that we have experienced and the culture we have been injected into. We don’t have to accept that. I can’t imagine what it’s like on the inside. Some of the large companies and some of the large churches I have served have a culture. You refer to this topic of conflict. Before we leave the alignment and agreement piece, what I have experienced when people have those kinds of conversations. By the way, another piece Russell and I present and attend is the Business Acceleration Summit with your cheerleader Shannon Gronich, who studied your program with you. She uses it quite well. In going through that process, there is a transformation that happens with people’s perspective, even those who want to change. There is a substantive transformation that happens. Give us the story. Am I right? Does that happen with people exploring those options? If so, is there an example without giving away names of the kind of transformation that happens when people can have a different kind of conversation? Stewart: It creates connection. Connectivity. To me, human connectivity is the key to productivity. That sounds like a rhyme. Connectivity is the key to productivity. It is. If you think about high performance teams, what was it about the teams that made them great? The human relationships. The high levels of trust. When you create alignment, that is naturally going to happen. For religious organizations, go back to the words of Christ. Wherever two or more of you are gathered, there is one. When you create alignment and connection, you create a different kind of energy. It’s there. It’s there. One other thing I wanted to say about this, Hugh. You mentioned the word “culture.” I do cultural transformation work. People often ask for that. It’s a very amorphous concept. When you think about what is culture in an organization, culture is actually held in relationships. Relationships are a function of agreements, implicit and explicit. I say if we can make our agreements explicit, we can change the culture. By having agreements with how we will be with each other, how we will treat each other. I have done this in many organizations over time. It always comes up value-based because people use their highest aspirations when they are creating these kinds of agreements. Culture. Huge piece. Hugh: Let’s focus in a minute. As a conductor, I create high performance cultures in choirs and orchestras. If you are familiar, the person at the front influences others. I have a lot of leaders say, “I want other people to change.” I point out, “That ain’t gonna happen unless you change.” I don’t know if you’re familiar with the work of Murray Bowen, the psychiatrist who has a whole leadership methodology. Bowen’s wisdom is if you want to change people on your team, you change yourself, and they reflect that. What you are talking about is the vulnerability of the leader willing to open their brains to something new. Stewart: Jim Kouzes, favorite leadership consultant, and his partner Barry Posner. Talk about as one of the key elements of leadership modeling the way. That is a validation of what you just said. Modeling the way. Change yourself. Show others how you want them to be. Critical piece. Hugh: Amen. Stewart: Amen. It’s interesting. I did a project for a state government agency a few years ago. You asked for an example. They were implementing a new fiscal system to the entire state. It was coming out of the controller’s office. You can imagine the political, the legacy systems. It was a group of professional accountants who were charged with the pilot program. I got a call from someone who had seen me present about 10 years ago for the Project Management Institutes in the Greater Bay Area of San Francisco, which is where I am. I got in there and used the models that we’re talking about to get to the bottom of what conflicts were between the various units and to create an agreement about how it was that these folks were going to move forward with the level of human alignment to get this first pilot off the ground and in the implementation off the ground. It’s amazing what these ten elements of agreement can do. It’s a systematic way of creating an activity, alignment, a shift in culture, how to get humans hooked up and connected. Hugh: I’m coming back. We are champions of transformational leadership. That is a transformational mindset here of people being aware. I think what happens when I have seen leaders go through steps like which you are proposing, there is a transformation of their knowledge and their being. They see the world differently when they start having conversations. Stewart: I call that mindset “resolutionary thinking.” Resolutionary thinking. Mindset is certainly something that I talk about. As a matter of fact, in my first book, when Stephen Covey endorsed it, he actually said, “The mindset and the skillset are just terrific.” Hugh: Love it. I have been hogging all the time here. I want to give Russell a chance. He listens. Russell, I notice Stewart doesn’t miss a lick. He comes back to my questions even though I forgot I asked them. Real clarity of thought here. Russell, what are you hearing? Before we switch over to talking about conflict, do you have any observations or questions on this powerful part Stewart is bringing to us? Russell: Thinking about alignment, it starts with ourselves. I am going to go out on a limb and guess that’s why you wrote this book: to talk about internal alignment. We all have that. When we recognize that need to align ourselves internally, then we get along better with others. What is critical to this alignment and approaching this process in this manner it stops any problems before they start. People don’t do business with entities; people do business with people. If we are not aligned or on the same page, it won’t work very well. I really appreciate all of the things that I see. This is a book I keep for myself. I have used it to put agreements together that I put together for people I do business with so that we can create a good set of expectations. We don’t want to have problems later. Although this book has been around for a while, people don’t seem to be as proactive as they could be. You look at your typical agreement, and it’s written in legalese. We don’t want to duck for cover. We want to work together and solve some problems. I love your approach in that way. Stewart: It’s interesting, Russell. Having practiced law for ten years, I saw all these legal books that their lawyers put their names in. In some ways, when I wrote The Book of Agreement, it was my antidote to that kind of agreement. The legal agreements I call agreements of protection. My agreements I call agreements for results. They help you get to that place you want to. Thank you. Thank you. To validate your point, this whole notion of being aligned internally, having some level of clarity, having some level of emotional... /episode/index/show/nonprofitexchange/id/7142704

Top 5 Best Presentation Skills for Rocking the Virtual Stage 12/27/2020

How is Fear Stealing from You? 12/20/2020

Innovative Fundraising in an Uncertain Economy 12/13/2020

Innovative Fundraising in an Uncertain Economy Innovative Fundraising in an Uncertain Economy with Scott Schilling Scott Schilling is the Executive Vice President of Strategic Partnerships for BeeKonnected, an online platform that combines the attributes of online dating software, with search engine capability, and social media visibility, connectivity, and branding, to create an intentional community of business professionals coming together to do purposeful business with quality and integrity. Scott is also an Executive Coach, International Trainer, and Speaker who brings a unique combination of 35+ years of life experience in coaching, sales, marketing, and training to corporations, business owners, entrepreneurs, and individuals. He has presented at nearly 2,500 live events sharing the stage with General Colin Powell, Suze Orman, Jack Canfield, Les Brown, former first lady Laura Bush and many more. As an Internationally accomplished and entertaining presenter, Scott has spoken to hundreds of thousands of attendees across a range of industries. Scott brings a wealth of knowledge and expertise to the airwaves, stages, board rooms, lecterns. and print. Scott is a highly sought-after Executive Coach and Business Expert because of the results he produces. His training propelled one client’s business to grow from approximately $8 million annually to almost $80 million in just under six years. Scott’s Life Purpose is: To Inspire and Empower others to serve humanity through living their life’s purpose in Spirit, Love, and Joy! During an uncertain economy and when donor fatigue is running rampant, how do you raise the funds necessary to continue your mission and carry out your calling or cause? Innovation needs to be brought into the fundraising arena. Social Entrepreneurialism is when for-profit organizations utilize their marketplace prowess to create revenue and team with non-profits that put that revenue to work implementing the calling or cause. On the show, we will examine one such example. /episode/index/show/nonprofitexchange/id/17120774

Creating Your Story: Raising Awareness and Attracting Support 12/06/2020

Sponsorship for Non Profits with Charmine Hammond 11/29/2020

Mastery Under Pressure with Tina Greenbaum 11/22/2020

Tools for Supercharging Your Nonprofit with BizPlan Builder Burke Franklin 11/15/2020

How to Use Focus and New Habits to Get More Accomplished 11/08/2020

Engaging Digital Platforms for Nonprofits 11/01/2020

Nonprofit and Business Collaboration: The Pathway to Community Impact 10/25/2020

Nonprofit and Business Collaboration: The Pathway to Community Impact Nonprofit and Business Collaboration: The Pathway to Community Impact with Kelli Holmes How Nonprofit and Business Leaders Network for Increased Effectiveness Kelli C. Holmes, CEO, and Founder of TEAM Referral Network and TEAM Franchise Corporation has worked with thousands of businesses over the last 30 years. Her focus - to teach business professionals how to develop a successful business based on “Relationship” Marketing. She specializes in educating and supporting professionals on how to GROW their business with relationships and the right referrals for their business. Kelli believes you can do better, smarter business through Relationship Marketing. The motto of her organization TEAM Referral Network is from the acronym TEAM… Together Everyone Achieves More. TEAM is a professional referral organization that turns success-oriented business people into a strong team of networking professionals. TEAM has opened hundreds of chapters with thousands of members in the U.S. and currently expanding internationally. TEAM Franchise Corporation was named one of the “98 Brave new Franchises” by Entrepreneur Magazine and has been on its TOP 500 Franchises list for 6 years. TEAM also has an extraordinary “Community Outreach” program that benefits non-profit organizations. This program has raised many thousands of dollars for the non-profit members of TEAM. Kelli is the author of “Cracking the Business Networking Code” and a contributing author to the best-sellers “Savvy Women-Revving Up for Success” and “Elevate” – a TEAM collaborative book. She is also a frequent featured keynote speaker at business conferences, formally a consultant for the SBDC (Small Business Development Center), CEO Space Faculty member and has served on many Boards for children’s charities. She is a regular radio and webcast guest and has done many workshops on the topic of “Networking” and “Relationship Marketing”. TEAM Referral Network is based in La Verne, California, the same city in which she has been a life-long resident and has been a business owner there for over 30 years. Currently, she and her husband of 34 years reside there with daughters Riley (19) and Charlotte (18). If you were to ask Kelli the root of her success, she would tell you… it is from her faith in God and having a true passion for what she does. More about Kelli Holmes and Team Referral Network - /episode/index/show/nonprofitexchange/id/16482032

The Nonprofit Exchange: Leadership Tools & Strategies

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