If this “Great Resignation” idea is true, that means a couple of things. First, there should be lots of job openings out there for fundraisers (as well as everyone else!). One thing that has been documented for years is the level of rapid turnover rate for fundraisers. My hunch is that this is because when we’re in this process, we tend to hear what we want to hear i.e. our entire organization is committed to fundraising, our board is really engaged in development and on it goes. So, for those of you that are out there, I thought I’d do my part in hopefully helping you develop a better radar for what you DON’T want to hear. Here are my top 5:
1. You’ll be doing the fundraising. We don’t get involved in that sort of thing. That’s why we’re hiring YOU! Oh no you’re not! This is #1 for a reason. This is a clear indication that this organization views fundraising from the good old rainmaker perspective. We’re going to go out and find us a Rockstar, Lone Wolf, Hero (fill in the blank for the one man or woman fundraising show). Fundraising is always a team sport so look for organizations where all staff members view fundraising as vital to the sustainability of their work and mission.
2. We don’t have any money to pay a fundraiser so we’re hoping you’ll work on a commission basis. No thank you. Let’s start with the fact that this is against Association of Fundraising Professionals (AFP) Ethics and Standards. There’s a good reason for this beyond the idea that working to ensure you’re actually paid something is a bad idea. It puts you, the fundraiser, in a conflicted position where you may be forced to do almost anything to bring in donations. This is also an indication that this organization lacks a gift acceptance policy - they’ll probably accept a gift from any source if that’s their only means of compensation. How to avoid this: Confirm there’s an actual salary. Nothing wrong with a salary and performance bonus but take a hard pass on commission deals. These days, most ads on Indeed and idealist indicate the compensation structure but if they don’t, ask before proceeding further.
3. We’re spending our last dollar to hire you and we’re hoping it will work out: Yikes... This is just a slight step up from #2. If this is the conversation, you may be talking to an organization that hasn’t given too much thought to their future and may be a fast-sinking ship. Congrats! You’re getting hired to see if anyone out there - individuals or institutions - would like to throw you a life preserver. I’ll never forget when the Executive Director of a nonprofit I was consulting for told me to start each proposal by noting we were in an emergency situation and they could fast track our proposal before we had to close our doors. Not exactly an inspiring message. The alternative here again parallels #2: Look for work opportunities where the fundraiser is being brought on BEFORE they need the funding and/or their capacity has grown.
4. What’s your Rolodex look like? Do you know some big donors you can bring over? Rolo-what? Beyond the reality that the last Rolodex might have been sold in 1996 - just a bit before the first version of the Palm Pilot came out - this should send you running for the hills. Donors aren’t customers that follow a professional around from company to company. Let’s get it straight: While it’s true that people give to people, those people are connected to an organization due to the impact of the work - not the fundraiser who may have done a wonderful job creating the culture of philanthropy that makes it an engaging and enjoyable process. Find opportunities with nonprofits that value the process of celebrating existing donors and finding new ones through engagement, cultivation and ultimately creating commitment.
5. We’re really hoping our board will start to step up...Me too! If I had a dime for every variation of this, I’d make some pretty hefty donations to my favorite nonprofits. This can take the form of “our board really isn’t a fundraising board”, “our board is in transition” and another favorite “ well, they give a lot of time but not money.” A conversation I have at least three times a week is helping nonprofit leaders realize that having a board that provides the leadership required is an ongoing process that takes courage and clarity mixed with patience and persistence. There are enough great books on board leadership so I’m not going to take space to describe what that looks like. What I will suggest is to ask the hard questions up front: Did you have 100% participation in board giving; Can you provide examples of board engagement in fundraising. Develop a list of questions to ask that gives you the comfort you need to know that the board leadership needed for your success is in place.
If you’re a fundraiser and you’re reading this, I have no doubt you could add to the list and may even have your own. Feel free to share more in the comments as it can only serve to help others as they explore.
I was pleasantly surprised the other day when one of my coaching clients said they wanted to talk about what a post I had written called Are You Ready And Willing To Share The Wonder Of You? I can’t deny that I was moved and in fact, I could feel my ego take a slight bow.
I know the cool thing here would be to say that I write because it’s cathartic. Or I write for me and I don’t worry about about the audience. Something along the lines of Coco Chanel’s often-noted quote: “I don’t care what you you think about me. I don’t think about you at all.” I get it. That’s very artsy, hip and trendy. But I’m not that way at all. I can’t and would never deny that I’m always flattered when someone says the enjoyed something I wrote or that it had an impact on them.
But what she said next was even more intriguing. My client shared that she had listened to some of my music online. She added that she particularly liked an instrumental I had written called Fracaso. What made me laugh was that of the 20 or so songs that I’ve posted on Soundcloud, that one was made with the least amount of effort or thought.
In fact, I wrote and recorded it on the spot while participating in Michael Neill’s Creating the Impossible (CTI) program two years ago. By the way, if you’re looking to jump start your creativity, I highly recommend this wonderful program. You can learn more about it at https://www.michaelneill.org/cti/ - yes, another plug for coaches and programs I admire and have learned from...
Two amazing things happened during that program...
First, I did something that had been on my bucket list for quite some time: I launched a support group for individuals with Congenital Heart Disease. As a 56 year old that had open heart surgery when I was 10, I’m beyond grateful to have the healthy life I enjoy. I wanted to support others in doing the same and encourage them to take care of themselves.
Second, as part of my creativity game, I committed to creating something - a song, a post, or something else entirely - every day for 90 days. Frascaso was a two guitar experiment I wrote and recorded on the spot and honestly didn’t think much of it. Somewhat interesting and at best, it was an imitation of the instrumentals my favorite guitarist, Steve Howe had written. In the spirit of creativity and accepting success and failure, I got curious what the word Failure was in another language. Fracaso is the Spanish word for failure.
What’s my point in sharing the above? Really short and simple: We never know how our creativity will impact someone. Whether it’s a piece of art we create, a song we write, a post that we well, post, you just never know what someone else we see in it for themselves.
Finally, as I see it, There is no such thing as a Big or Small Impact. There’s only Impact and Being of Service. When a nonprofit leader I coach says “We’re just a small nonprofit”, it gets me on onto one of my favorite soapboxes: There are no Big or Small Nonprofit Organizations. I remind these leaders that impact isn’t determined by budgets, dollar signs, number of staff members or other standard determinations of scale. Rather, if their organization is having the impact on those they want to serve, that’s the key measurement.
I truly encourage you to share whatever your gifts are; whether it’s art, music, coaching, ventriloquism (I couldn’t resist as I still aspire!), basket weaving or belly dancing. And don’t think of those gifts as big or small! That’s not how you value them. Measure them by their power to reach, change and point someone in a new direction.
A nonprofit leader I coach recently started as the CEO of an organization that’s a significant step up in budget, staff and size from the charity she was with prior. From the outside, this new job might look like a random opportunity that presented itself at the right moment. It happens. The truth is; however, that her applying for, being offered and accepting this role was so much more. It was the culmination of a well thought out approach to to thriving in her prior role, building out the organization and it’s team (both staff and board) all while keeping an eye on the next ideal step in her career progression.
I’m highlighting the above as leaders often want to be coached on how to strike that delicate balance between serving at a high level in a current role while being mindful of what’s next. Since I believe this leader did such a masterful job of this, I wanted to share the best practices she utilized. If you find yourself in this inquiry, hopefully these suggestions will be helpful and support you in your career journey.
First off, the leader I’m referring to truly models intention, integrity and clear direction. When we first started our coaching work together, the first thing she wanted to focus on was helping her team grow and develop professionally. No agenda about her whatsoever - just a pure commitment to seeing the team she worked with be better and create results more effectively.
Ultimately, my client continued to make solid contributions toward the growth of her organization while casting an eye over the horizon. This is an art form: staying committed while having an inner knowing that it’s time to start thinking beyond the now. She achieved this by doing the following:
I've often joked that if I chose to, I could build my entire coaching and consulting business around helping Executive Directors in their efforts to have an outstanding board. And while much of my work is focused on young and growing nonprofits, the opportunity to do this work is much broader, spanning newer organizations to older and established national charities. Suffice to say, I rarely hear from a senior leader of a nonprofit organization anything along the lines of "Nope - no need to improve our board! We've got it all going on - 100% of our board members are hitting it out of the park on the three T's. They contribute their Time, their Talent and their Treasure. All good here." That's not to say that I don't run into or hear of boards that are more functional than others. For example, they might have a decent amount of all of the aforementioned T's. Or, they might have board members who lean into one or two of these components but have an obvious gap in others. But it's super rare - in my experience - to see a board that's hitting it on all three cylinders.
Why do I bring this up? Because I was recently discussing a board and its vast improvement in all three key areas with an Executive Director I've had the pleasure of knowing for a little over a year now. When we started our talks, one of the biggest challenges he faced was that while his board had lots of talent and minimal struggle providing financial support, they struggled with contributing much more than the bare minimum of time. And more importantly when they "showed up" that was pretty much it. They showed up, allowed the ED to fully run the show, and simply check the boxes. During our conversations, my coaching client and I discussed a number of strategies - one-on-one meetings, individual members goals, committee assignments and several others.
Here's the little twist in this true story. As I noted above, this ED and I have known each other for about a year. However, in terms of coaching, we worked together for about two months then, due to a variety of circumstances, there was a pause. We picked up again in November and it was just recently that we had the discussion about the significant strides his board has made in engagement and taking more ownership in outcomes.
How did the improvement come about? That's where I've got some good news and let's call it less good news. The less good news is that several of the strategies worked better than others but there was no one that jumped out as "the one." I'm not here to reveal the magic formula for board development. I'm still working on it but haven't uncovered it yet. The good news, in my opinion anyway, is that sticking with this plan of being patient, testing out things and reflecting on their success has paid off in a big and very noticeable way. But it's after a year of being patient and knowing that great boards - and true exemplary leadership - aren't built in a day, a week, a month or even a year. They are built steadily. Over time. On an ongoing basis.
Let's call this new formula for board success Time, Treasure, Talent and Time To Build.
Should I stay or should I go now?
- The Clash, 1981
Sure the Clash made this question pretty popular in 1981. But in fact, fundraisers are constantly asking themselves this question. This is borne out by the fact that the average turnover for development professionals is still in the range of 16 to 18 months depending on which of the myriad of articles you read on this topic.
This was on my mind the other day as I was speaking with a Development Director who had been with his organization for a little more than two years. As we chatted, he shared that even through the pandemic, the nonprofit he was with had met their fundraising goals and then some. He was especially proud of that achievement as many of his fundraising colleagues had seen significant declines in their revenue. Beyond that, he noted that his board of directors wasn't particularly effective. While three of the nine person board were pulling their weight - they both gave and got - the rest of the board really wanted to focus on governance. In my experience, this is the death knell for boards that are going to help their ED and development team fundraise. In summary, the Development Director was starting to feel that the job wasn't a great fit and that it might be time for a change. Yet, he wasn't sure and in fact, was very much on the fence.
Truth be told, the story I've shared above is not real. However, it many ways it is. It's actually a composite of the conversations I've had with both Development Directors as well as Executive Directors and it was done this way to maintain confidentiality and provide a broad overview of some common themes. Does any of it sound a little (or maybe very) familiar? The reality is that this is a much longer conversation requiring lots of thinking, a bit of stepping back to see where you're at as well time itself. Nevertheless, I thought I'd share a few of the key questions I often start with when this is the topic....
Have the reasons you joined the organization originally changed? Maybe you joined your nonprofit because you loved the mission. Or, perhaps you thought the CEO was an incredibly dynamic leader you could learn from and was incredibly inspiring. You might have even gone there because you saw all the seeds of a strong development operation that lacked the right person to nurture them (you!). These of course are just a few of the reasons I often hear when a fundraiser shares why he or she went to an organization. A solid first step in evaluating whether it's time to seek your next conquest is seeing if any of these or other reasons you joined have materially changed. And if so, what is the impact on you?
Have you done all you've set out to do? If you came to an organization to fulfill a specific goal, have you truly achieved that goal? Are there opportunities to do more and do they excite you? In my conversations, I often find that a fundraiser has gone to an organization as a next step in their career. That next step can be about the chance to raise a certain amount. For example, a fundraiser raising a $1 million budget is offered an opportunity to step into a role responsible for raising $3 million. Or a fundraiser is offered the chance to create a new program such as a major gifts program or launch a capital campaign. These are just two examples where a fundraiser can notch a very important career achievement. Does staying at the same organization offer equally compelling opportunities?
What's your gut (also known as your heart, intuition and inner wisdom) telling you? In my nearly two decades of working in the nonprofit sector and speaking with fellow fundraisers, I've noticed something consistently: By the time I'm having this conversation, the individual has usually made up their mind to move on to a new role. Sometimes they've already been offered it. Sometimes they're on the cusp of starting a search. Regardless, if they're talking about it to me (as a coach or otherwise), something is telling them that there's a fit problem - whether it's perceived or real. It's at this point that I'll typically tell the colleague, friend or person I'm coaching to go back and truly look at the first two questions but with a more realistic perspective.
If you find yourself in this quandary, I hope this can help encourage some thinking. But it should be just the beginning as opposed to your call for action.
This past Saturday I participated in a three hour training session for Braven, a terrific nonprofit I'm volunteering with. Braven's mission is to empower promising, underrepresented young people—first-generation college students, students from low-income backgrounds, and students of color—with the skills, confidence, experiences and networks necessary to transition from college to strong first jobs, which lead to meaningful careers and lives of impact. They do this in four cities including Bay Area, Chicago, Newark and NYC. You can learn much more at (www.braven.org)
This training was Efficient, Engaging and Energizing! If you read my stuff you know I love 3's of anything (see 3B's To Focus On) so there you have it! I'm grateful that some - maybe many - of the nonprofits I have the privilege of working with read my posts. If so, here are some best practices when training a new cohort of volunteers - these were all evident in the training I experienced. Let's go straight down the line.
Timing and Length: The training kicked off promptly at 10:00 am and went to 1:00 PM for a total of three hours. Not too much to give up out of a weekend. More importantly, all of the time was well spent. No filler. Just real content mixed with the opportunity for the volunteers to get to know each other as well as the key team members from the organization. More on that below:
Content: As noted above, the training was a valuable mix of the Why, What (Happens) and How. Specifically, the training started off by providing us volunteers with background information about the nonprofit and why it does what it does. In this case, since the organization deals with young people, the team shared the benefits to those we'd be serving when we serve in the role we're training for. Next, we took a deeper dive into how we'd be doing what we do. This included providing a full understanding of the dynamics of the program, the platforms, the technology and the resources that would be available to us. This included plenty of access to guides as well as yes, humans that could help us (yea!). Finally, we had the opportunity to test drive what we were learning in small cohorts. (Bonus: This gave us additional opportunities to build our network among the volunteering group).
Continuous Learning and Development: This was just the beginning of the training for what will be a full semester engagement. Too often I've seen volunteer training viewed as a one and done deal. Here's what you do now off you go and do it. Not here. After this first session, we have several more sessions before we begin the actual role. Once the real program commences, there is ongoing training as well as a liaison - an exemplary volunteer from last year - there to support us as we do our work.
Oh and other thing - GRATITUDE! While no one volunteers for the thank you (or the t-shirts, bagels or the other niceties), it's always nice to hear thank you. And we heard it from everyone on their team both during and after the session. Personally speaking, I felt beyond appreciated.
I look forward to continuing to share - and hopefully you've got a takeaway or two that you can add to your toolbox.
A few days ago, I was in conversation with Amy Soper who serves as the Director of Volunteer Growth for Women Doing Well (www.womendoingwell.org). Among the many things that has impressed me about Amy and this new organization is their approach to developing their team. Amy mentioned that in the beginning of this year, their President, Julie Wilson shared that their theme for this year is Pace. In other words; their leaders should be looking at their own Pace, helping others with their Pace, and even perhaps occasionally questioning the Pace of the organization and its growth.
Something about the word Pace immediately resonated with me. At a simple or surface level, I tend to think of the word as it applies to running, one of my passions. And in that arena, Pace is simply another way of saying how fast you’re going - or the average speed you were running for a given training run or race. Pacing can also apply to many other areas of life as we pursue personal goals as well as results we want to bring into the world. So, as Amy and I talked, we went a bit deeper.
Since this was actually a coaching conversation, Amy and I were discussing the priorities she was establishing for her new role. In terms of her work, we discussed what activities and relationships could contribute to the Pace of her recruitment and training of volunteers. As we explored, I found myself again paralleling this with running and improving your pace. I say this because I know intuitively, there are things that will help improve your pace. For good measure, a quick google search brought me to an article called 7 Expert Tips to Improve Your Running Pace. If you’re a runner, I encourage you to click on the link. If you’re not, stick with me, as there’s plenty beyond running coming up....
My point in sharing the above is that if you’re like me, there are times you struggle with priorities. You question whether doing more of this or less of that will get you to the results you’re looking to create. This is true whether it’s something as critical as your organization’s mission, a personal goal like writing a book or running a marathon or perhaps just finding some inner peace and calm. It begs the question of what you truly need (to do, be, or focus on) and what you can truly leave behind.
For example, to build your pace in running it’s worth focusing on your cadence, arm swing and body posture. You probably don’t need to worry about things like your height (you can’t change that anyway!) or running “harder”. The same goes for delivering on your mission. No doubt having quality programs helps, strong servant leadership can make a huge difference and a sustainable financial position is critical. At the same time, you could spend less time securing the best bagels for your fundraiser, having the snappiest website around and tweeting once an hour and still have a substantial impact on those you serve. And finally inner peace and tranquility? I’ll leave that to you but suffice to say getting stuck believing you are your thoughts and vice versa probably won’t help.
Like all good articles, you’ve got to have THE BIG TAKEAWAY and here it is. I created an acronym to help you as you work to find the optimum Pace in your world. I truly hope it helps.
P - Priorities; Have you identified what results you want to create and how critical it is that you create them?
A - Actions; Do you have a clear sense of what you need to do to create those results?
C - Clarity around Challenges; Have you identified the obstacles you’ll need to overcome and what you don’t need?
E - Effort and Energy; Are you truly ready to Expend the Effort and Energy?
Get out of my dreams, Get into my car
These are the lyrics I kept hearing when Brie Seward, Executive Director of the Autism Society of Southern Arizona told me about her recent experience with one of her donors. I also have to admit that I love it when a post comes together so easily based on a live experience of one of my amazing clients.
I'll back up for a second to provide some context. As I noted, Brie leads the team of a terrific nonprofit. We've been discussing a few strategies for building out her organization's fundraising. We had been talking about how to really connect with her donors and in particular two critical meetings with long time donors she had coming up. She wanted to help these donors see they that meant more to her than simply dollars in the door. In fact, we had been discussing opportunities to connect through questions, alignment and most important, true and authentic listening. An occasional surprise or two doesn't hurt either (can you hear the foreshadowing???)
I was excited when Brie let me know that she had some great news to share on our next call. She said the meetings were financially successful and were the best she'd ever had. She mentioned she'd done a lot more listening than talking. She asked questions. She learned more about their business. She learned what was important to them as both sponsors of the Autism Society as well as growing organizations. Brie also mentioned that given that their meetings were virtual, she wanted to do something a little special.
When Brie's meeting started, her donor heard a knock on the door. His assistant then brought in a tray of cookies. Brie shared that since they'd typically met and had coffee or snacks together for their meetings, she wanted to create the same experience. So, she simply ordered up the tray and had it timed for their meeting. Expensive. Nope! But thoughtful as anything. You know it. And her donor absolutely loved it.
As Brie and I discussed her success, it was clear the need to get into her donor's world had connected in a very real way. She articulated it better than I ever could "You have to Get Out of Your Computer and Into their World." Immediately Billy Ocean's song popped into my head.
Besides my strange addiction to including aging pop songs in my posts, I really do believe that Brie's experience is one we can learn from. It's the simple idea of wowing our donors - or clients - depending on who you work with. It doesn't have to be pricey. And no, you're not buying their business. You're simply showing that you care, value the relationship and want to do something a little extra special.
So, in this age of virtual meetings, I'll leave you with Brie's question: How are you getting out of your computer and into your client's world?
After the disappointment and financial failure of Rocky V in 1990, Sylvester Stallone put out a series of well, let's put it politely, even more disappointing movies. He tried his hand at something like comedy with "Stop Or My Mom Will Shoot". He then went for something a bit more dramatic with "Oscar". He did several others before recognizing that his strong suit - and the place where his talents were more appreciated - were playing his signature characters such as Rocky and Rambo as well as other action-oriented roles. In fact, there are numerous less memorable projects he was involved in throughout his career - many more in fact than what he's best known for. Yet, those are the standout. That is what he's known for.
What are my credentials as a movie reviewer and why am I sharing the above with you? To the first question, I have no credentials - I'm merely sharing my fan-based opinions. As to the second question, I'm spending a lot of time in my hometown of Philadelphia these days. Philly is one of my favorite cities to run in and today I was doing one of the most inspiring routes that ends up at - you guessed it - the Art Museum and those steps that Rocky ascended so many times. So, my mind was on Stallone and the Rocky movies which I'm not ashamed to say are some of my absolute favorites. Reality based? Who cares! You can't watch them and not believe that dreams can come true - and more importantly, every one of us has the ability to make our own dreams come true.
And perhaps most important, what's my point? After those brief flirtations with other opportunities, Stallone moved back to the zone of action-oriented films. Ultimately, he doubled down on the whole Rocky-thing. He brought him back to the screen in 2006 with the well-received film "Rocky Balboa" even giving the character more depth with a plausible story of a late in life comeback (think George Forman). And Rocky was given new life in 2015 with the introduction of the Creed movies with the now elder boxer coaching his former opponent's son.
If you're tired of the movie stuff, we're done with that so stick with me. Take away all of the film stuff and what you have is a story above is a great example of recognizing our true nature (though I have a a hunch the actor never studied up on Syd Banks and the Three Ps). Stallone realized that he enjoyed the freedom to try other roles on. At the same time, he stopped running away from the type of acting and creative work that he seemed to embody and come so naturally to him with ease.
We can do the same thing. I am all about personal growth and development and especially taking on new challenges. I hope you are too - it's what keeps life really interesting. If I didn't like getting a little uncomfortable and helping others stretch, I certainly would be in the wrong line of work as a consultant and coach. But there is a certain beauty and ease to understanding, accepting and even leveraging our truest selves. That's the self that emerges when we're doing the work and the creating that comes to us as an extension of ourselves.
How do you know when you're in that magical zone? Here are a couple good markers - or at least what I've found to be true for me. You know it when time stops mattering. You're not rushed and you have plenty of time to do exactly what you're doing. You know it when there's no gripping and no tension. You know it when you find people asking you to do more of whatever your thing is (and they'll probably say something like "hey, that's your thing!).
The other point to remember is that you'll certainly know when you are NOT in that zone. Much like that "Stop Or My Mom Will Shoot" moment for Sylvester Stallone, you'll instinctually feel it when you're going against your true nature. And it's great to test those boundaries every so often to see where else we can make a difference. However, if we get that gift of knowing where we make our most impactful contribution and can truly be of service, there's much to be said for making that our life's work. I hope you are on the way to finding your inner Rocky.
Here it is the first day of the year and the first day of the rest of our lives. Or at least that's what I've been reading from many posts. Actually it's January 4th and after a solid week off of everything, I realized I hadn't made any mega resolutions. I had set some big goals for myself last year. I'm glad that despite what 2020 had in store for us, I achieved several of these like writing a book (to be published in about a week), recording several of my songs, and some running goals.
This year however, I decided to forego the whole SMART goal thing and go for what I hope will be more developmental goals. In fact, I like to think of the following as not so much as goals or objectives but as Being Resolutions that can support me in simply being the best version of myself - the one that can make the best contribution to my family, friends and community. Here's what I resolve to do in the coming year:
Slow down - way, way down. I like to think that if we learn one incredibly valuable thing each year, that's an important accomplishment. For me, the standout concept I was introduced to this past year was that of SLOWING DOWN. I am incredibly grateful to my coach Melissa Ford and her coach (and just an overall special coach, writer and speaker Steve Chandler) for encouraging this thinking. I know it's critically important because I struggle like crazy with it. But it's not just that I struggle - that would just be work for work's sake. It's that every time that I get past that struggle and actually SLOW DOWN, great things happen. In fact, I've learned that if I slow down and fully stop, really cool stuff happens. If you want to learn more about that, check out I Took A Break. Really Good Things Happened. So, my first resolution is to practice at and get better at Slowing Down. I'm not quite sure yet how I'm going to do it. Maybe I'll take an afternoon off in the middle of the week. Or I'll try a morning in the beginning. One thing I'm sure of is that some trial and error will be involved which brings me to Resolution #2....
Make more mistakes - and bigger ones! I could have also labeled this simply Be More Creative. The second most important thing I learned last year was that the more often I put myself out there creatively, the more creativity becomes a wonderful and joyful practice. While creating things i.e. music, writing, as well as drawing and painting (when I was a teen) has always been important to me, it's taken on and even a greater importance as I work as a coach and consultant. I find the ability to create something fresh and new - and not necessarily perfect - to be an incredible way to start every day. What's even more important, the willingness to do it in a way that truly reflects who we are as opposed to some previously created set of rules, is one of the best means of self-expression we can have. So, what does it take to get better at this? Quite simply the freedom to take risks, screw up every so often (as long as you're not hurting anyone!) and make put out big, bold and exciting things into the world. Will everyone love what you're offering? Nope. But some will. And as I learned as a musician, don't write your songs to please an audience that you're chasing. Create the music you love and eventually your audience will find you.
Strive to be incredibly - AVERAGE. Have an average day! Go get 'em - get that C! You are so amazingly average....Can you imagine finding joy, encouragement or enthusiasm if someone said any of these things to you in the beginning of the day? Probably not and it's understandable. Most of us are conditioned on the idea of having a killer day, getting an A on every test and simply being the best. The problem is that those are labels that too often hold for the short term and rarely hold consistently. As writer and author Michael Neill describes in "In Praise Of Average", you can create a remarkable life by striving for average yet consistent achievements every day. For example, if you're in sales, committing to just ten prospecting calls a day over 250 work days equals 2500 calls. Even if you're an "average" closer that only closes 1% of those, that's 25 new clients per year. Imagine doing that over a 30 to 50 year career. Or what if you want to commit to being a better friend, parent or spouse - doing one intentional act of goodness adds up quickly when you do it every day. You get the picture. My final resolution is to strive to be more average in the major areas of my life including family, community and work.
While these probably don't fit the model of your typical New Year's Resolutions, I'm kind of loving them. Why am I sharing them with you? Two reasons. First, I hope you (the reader) if you read my posts from time to time, will hold me accountable. Feel free to ask - or better yet call me out - if you find that I've gone into mass productivity or perfection mode. More importantly, if you haven't created your resolutions yet, give yourself a break - you still have 361 days to do so. I also hope that by sharing my goals, these can inspire you towards some new thinking, approaches and ultimately, a happy, healthy and utterly average (every day) 2021.