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Category Archives: Leadership

Why Nonprofit Board Prospects Say No!

Do your nonprofit board prospects say No, when they are approached? When someone declines an invitation to join a nonprofit board, it could be for more reasons than the organization might assume.

Board members participating in my “Why Don’t Board Members Do What They’re Supposed to Do?” survey were asked the reasons why they would not accept a board position. Their answers revealed “No” could actually have meaning that goes much deeper than “not enough time” or “not having a connection with the cause.”

Survey responses indicate a board turn down may be symptomatic of significant organizational issues.

According to survey participants, here are five specific red flag concerns having a negative influence on board prospect decisions:

  • The board isn’t organized, and its goals aren’t clear.
  • The current leadership is a turnoff.
  • The current staff or board members are a turnoff.
  • There’s a personal giving requirement, or there’s too much fundraising.
  • It’s a board in name only, and not enough would be accomplished.

Here are three action steps to take when too many board prospects say No:

Consider the possibility that your nonprofit’s efforts are being compromised by a less than positive reputation or a damaging perception, and address it.

Create a dialogue in your recruitment process that allows honest feedback when a board prospect isn’t responding positively.

Conduct a self-evaluation to determine possible causes when negative responses seem to be a trend.

When someone doesn’t accept an opportunity to serve on your board, be willing to get a candid assessment. Accept those comments as constructive criticism and a first step toward taking corrective action.

Understanding why prospects say Yes helps ensure successful board recruiting. However, understanding why they say No can be equally important to the overall success of achieving your nonprofit’s mission.

What are some of the reasons you’ve encountered as to why board-member prospects say No? Comment here on this blog as Hardy is interested to hear your thoughts!

Speaker and Author, Hardy Smith works with nonprofits and associations who want an ongoing culture of performance. A master storyteller, organizations across America have benefitted from Hardy’s extensive career in the world of Nascar racing. His involvment with nonprofits, volunteer and community based groups nationwide has earned him the title of: “The Guru of Nonprofits!” Hardy offers: Keynotes, Seminars, Workshops, Leadership Retreats, and Strategic Planning Sessions! Book Hardy today: https://bit.ly/2ZFALqb

You’re Missing a Great Game!

basketball hoop.jpg

“You’re missing a great game!” This is something you often hear yelled at officials by displeased basketball fans from the heights of their seats. Somehow they believe the screaming of insults to people in stripes will make the calls better. I am still puzzled by this logic.

It actually makes no sense at all.

Being wrong doesn’t make you miss a great game; not showing up does.

Did you catch that truth?

Missing a great game starts when you don’t show up.

In the same way, enjoying the great game of life means we show up. We play. We are open to discovering the lessons and principles that will help us along the way. We learn, we keep going, and we fall in love with life.

You have plans for your life. Plans to accomplish your dreams, goals, and passions. What will be the difference between you enjoying the great game of life or missing it?

Here is what I know to be true:

Once you decide to take something on, to go after something that matters, to make a difference, this is the biggest step you must take to enjoy the great game of life:

Start!

Simply begin.

Take one step, even if it is small.

It is amazing how experiences become far less monumental than we think when we just put one foot in front of the other.

What step will you take today to make progress in your professional and personal life to ensure you don’t miss a great game?


Randy Fox is a Professional Speaker, Leadership expert, Best-selling Author, and NCAA basketball official who inspires organizations and individuals as they seek to maximize their potential and performance. It is all about people with Randy, who delivers presentations that are built on heartwarming stories, inspirational quotes, humor, and memorable content that engages, inspires and resonates with people for their journey of success. Randy brings ultra-high energy to the stage, with his undeniable passion for people, and an engaging approach to motivating and inspiring others to achieve great results. To book him for your next event contact 888-766-3155 today.

Connected Leaders Get Their ASK in Gear!

Leaders encourage new team members to ask clarifying questions surrounding a project, protocol or procedure.  Connected leaders take it one step further and reassure individuals to reach out for support or help when needed. Yet, too many individuals still hesitate asking for what they need to succeed demanding that leaders change their approach.

According to an article in Harvard Business Review, a call center experiment may hold clues to creating a safe and supportive “asking” environment.

The Challenge: The company’s rapid call center growth (tripling in size over a five-year period) left insufficient time for training to support their financial advisor clients. Wanting to look good in their supervisor’s eyes, new hires hesitated asking for help or saying, “I don’t know. Let me find out.” This increased call volume as clients chose to call back until two out of three answers received were alike. The leaders gave their teams a clear vision: Change whatever it takes to prevent clients from living by the three-call rule.

The Experiment: First off, management made it safe to experiment by keeping, but not compensating, call center service agents on metrics for four weeks. To show they were serious, white lab coats were distributed and input solicited. The first experiment resulted in a “Bat Signal” agents could press when needing informational support, but they still hesitated as the device clearly signaled they needed assistance. In addition, everyone assumed someone else would jump in to help, leaving the requestor helpless. Even after someone was assigned as Bat Manager, other demands often meant they weren’t at their desk to receive the signal.

The experiment shifted to a private “Bat Chat” channel where new hires could directly connect with specialized departments, but that also failed. However, when the “Bat Chat” channel was launched to the entire call center, everything changed. Although management anticipated that new hires would be connecting and asking for support from each another, that wasn’t the case. Turns out, only when seasoned team members modeled the behavior and asked each other for additional support, did new hires follow suit.

As the article’s author Joe Brown noted, “When they were just another voice in a crowded room, they felt safe to ask questions. So, the key wasn’t in giving newbies special treatment, it was making them feel normal in saying, “I don’t know.” And a nice added benefit of the Bat chat? Those long transcripts became a searchable library of answers for future service agents.”

My Takeaway for You: Leaders must get their own ASK in gear if they expect others to feel safe enough to follow suit. Put your pride on the side, show your vulnerability and ask for support when necessary. Not only will you be doing yourself a favor, but you’ll be leading the way for others to do the same.


If you are looking for an award-winning, funny motivational speaker that can also deliver solid content in a way that evokes change and produces results, Colette Carlson is the one for your next event!  To have Colette at your next event call us today at 888-766-3166 or click here: Book Colette Carlson

Develop Differently-Abled Employees: No-Excuses Leadership

Develop Differently-Abled Employees: No-Excuses Leadership

By Doug Lipp

Sandra, the factory employee I’m observing, works tirelessly and methodically at her station.

Reaching into a large cardboard box filled with hundreds of teabags, Sandra pulls out enough bags to fill tea-bag-sized indentations in a tray situated in front of her on the workbench. Once she fills each indentation—15 for this job — she carefully transfers the teabags from the tray into a smaller box destined for supermarket shelves.

Over and over during her shift, Sandra accurately fills the smaller boxes with the consistency and reliability of a computer-controlled robot … yet she is blind, cannot hear, and cannot count.

Sandra is blessed to work for an organization called Pride Industries. Founded in a church basement in 1966 in Auburn, California, Pride Industries hires and trains people with a variety of physical and mental challenges, the “differently-abled” in our society.  Using massively creative training programs, Pride Industries helps turn an often ignored group of people into purpose-driven, contributing members of society.

The overwhelming success of PRIDE has proven what its founding leadership team suspected all along: When people are nourished by the power of purpose, and set up for success via well-designed training, their spirits soar, their talents blossom … and their disabilities disappear.

So, you can only imagine how I recently responded to a complaint voiced by an owner of multiple restaurants across the United States: “These young kids today can’t count change for our customers.” Look in the mirror, buddy, your lack of leadership is where the problem resides.

Business owners, leaders, managers and supervisors need to stop playing the victim card. It’s time to move from the excuses-laden, creativity-killing position of, “No, we can’t do that because,” to the possibilities-rich mindset of “Yes, If.”

Sandra would be the first to agree.

Doug Lipp is on a crusade to help your audience strengthen their corporate culture, boost business performance, and unapologetically, have fun while doing it. As an International Keynote Speaker, Best-selling Author of “Disney U”, Former Head of Disney University Training Team, and Executive Coach, Doug is one of the most trusted and respected business speakers and coaches in the world! He is sought after for his expertise in helping organizations build adaptive, world-class service cultures that fuel growth and long-term success. Doug leaves his audiences with a blueprint for creating and perpetuating a culture of significance unique to their organization.  Call 888-766-3155  today to hire Doug for your next event!