YNPN Blog: Resources, People, Ideas

Director Dispatch: Beans, Cornbread, & Fundamental Shifts

This video - Dan Pallotta's The way we think about charity is dead wrong - has been rocketing around the internet over the past couple of weeks.  Numerous people have emailed it to me and a couple have shared it on my facebook wall.  All of them have been asking what I think.

I finally had a chance to sit down and watch it a few days ago and, honestly, what strikes me most about it is not the central message about how our emphasis on overhead misses both the point and the potential of the nonprofit sector.  I don’t think Dan Pallota is saying anything that folks like Kim Klein or GIFT have been making for years - though I always appreicate when someone’s able to underscore an important point eloquently. Mr. Palotta does just that in his TED Talk, so I am very grateful to him.

What struck me most about Dan Pallotta's talk is that he’s trying to shine a bright light on something that isn't necessarily controversial.  The vast majority of us agree that the way we think about nonprofit operations is broken.  Even folks outside of the sector who don't have an understanding of the ins and outs of running a nonprofit organization understand the simplicity of the argument that you can't solve big, complex problems with meager investments. What's difficult is where to and how to begin to change something that has become culturally comfortable, however dysfunctional.  What are the first steps an individual, let alone a sector takes in making a fundamental shift in the way that it thinks and operates?

Last month, Rahsaan Harris, executive director of Emerging Practitioners in Philanthropy, and I posted a blog and sent eblasts to our respective networks about something else that most of us agree is broken - power dynamics between funders and grantees in the nonprofit sector.  We titled the eblast Beans & Cornbread - Rahsaan's tongue-in-cheek reference to the Louis Jordan & Tympany Five song about things that go together but sometimes just can't get along.  But we also talked seriously about this need for a fundamental shift in the way that these dynamics play out and what we see as the role of our generation in facing these issues.

What Rahsaan and I found in our conversations surrounding the post was that agreeing that the fundamental relationship between the nonprofit sector and the philanthropic sector is problematic wasn't hard.  Agreeing that EPIP and YNPN have a unique role to play in addressing these dynamics wasn’t hard either.  It’s a conversation that our organizations have actually been having for years and our members are very ready for based on the numerous responses we got to the survey that accompanied the post.  What's hard is figuring out what to do next.

After we sent out the post, many responded enthusiastically, “Saying, okay - what’s the plan?”  Here’s the honest answer - we’re not really sure.  EPIP and YNPN have taken important steps by co-facilitating power dynamics workshops together but know that this is only one piece of the puzzle.  We know that it’s important to set the stage at the National level but also need our members to be talking one on one.  We know that this conversation has and will take years (as fundamental shifts tend to) and it will take many of us working patiently together.  So we're as curious and excited as everyone else to see where it will lead.

What we do know is that folks are ready - they’re past ready.  So we’re ready too.  And we’re looking forward to figuring this out together.

Telling YNPN’s Unique Story of Managing and Developing Leaders

Photo by flutterface.co.uk
 

Over the past couple of months I’ve been conducting interviews with new and veteran YNPN National board members that have given me the chance to take the ideas I’ve developed over the years about talent management, the online research I’ve been immersed in most recently, and use it all to build an overarching narrative - the “YNPN Story”, if you will - about how our organization matches its ambitious goals with the leadership needed to accomplish them.

I wanted to find out how and why YNPN develops leaders in the particular way we do; what distinguishes our culture from the way other organizations operate; how our mission functions day-to-day through our work on the ground. I became curious about the themes that emerged in the interviews: the common joys and challenges these leaders had working in the nonprofit sector and with YNPN; the shared values that guided them in their professions and in building  "a movement activating emerging leaders to advance a diverse and powerful social sector".

I learned that there are many core values that distinguish YNPN and our approach to managing and developing talent.  I’ll be pulling these together into a complete report, but here are some highlights so far:

  • YNPN is powered by highly intelligent (yet accessible), self-starting, resourceful leaders who are devoted to the nonprofit sector at large, to their chapters, and to collaborating with and mutually supporting each other.
  • YNPN provides explicit and implicit opportunities for professional growth and learning, no matter one’s age or experience level. YNPN’s very structure and leadership development model (chapters run by all-volunteer boards) propels its leaders’ careers to new levels.
  • YNPN is committed to addressing the challenges that come with being an almost entirely volunteer-driven organization, including leadership turnover, limits on capacity, and the need for greater accountability and institutional memory.
  • YNPN’s increased visibility and influence in the nonprofit sector, combined with rapid national and chapter level growth, require greater and more specific attention to the systems and structures it has in place to develop, manage and sustain both volunteer and paid staff.

 
Really great to see these themes emerge.  Again, the full report will be shared soon, but what’s the goal of it? Trish and I aim to make it useful both internally and externally, so we can:

  • ensure that attention to organisational culture and talent management are a central, intentional part of YNPN National’s growth in the months and years ahead.
  • support YNPN leaders and chapters in conducting their own assessments to make this “network of inspired and engaged leaders” the most effective it can be.
  • contribute to large sector conversations about managing talent and developing healthy, positive organizational culture.

 
Keep an eye out for the report coming soon. Meanwhile, it’s your turn to reflect:

  • How would you tell your own story, as an emerging leader in the nonprofit sector? What were the moments that drew you to nonprofit work? How has YNPN met you you on that journey?
  • How would you tell the story of your YNPN chapter? How did it first get off the ground? What did it take to get it where it is now, and what will it take for you to thrive in the future? What are the unique values that guide your chapter? What are its own unique structure and culture?

We invite everyone to respond with their reflections in the comment box below.  For chapter leaders: to help you answer some of those questions at the chapter level, we’re hosting a series of interactive webinars on “Developing Talent for Chapter Success”. It will be a chance to hear from sector experts and chapter leaders across the country - as well as share your own experiences and questions. Together, we’ll learn about topics including:

  • conducting organizational assessments and strategic planning
  • developing the right leadership model / structure to meet organizational goals
  • managing staff and volunteers effectively and retaining their long-term involvement

The first webinar is this Wednesday, March 20th at 8pm Eastern / 5pm Pacific. Talk to you then!

 

By Betty Jeanne Rueters-Ward, LaunchPad Fellow and National Talent Coordinator
 

What We’re Learning from our Chapters about Talent Management

 
Image from drsheltie.blogspot.com

 

Betty Jeanne here again, Talent Coordinator for YNPN National. Over these past couple of months, I’ve been doing lots of reading and online research about talent management. But some of the most valuable feedback for my work - especially in terms of how YNPN thinks about talent management  - came via the virtual road trip with all 29 of our active chapters that Trish and Ashley took on in January.

For many YNPN chapters, the fact that so much of our work is made possible by volunteers is a source of great pride and accomplishment. We are a wide network of young nonprofit professionals who have worked passionately and tirelessly to build a thriving and rapidly-growing organization – and that’s on top of juggling our “day jobs” and personal lives! Our organizational culture truly centers and empowers volunteers: at YNPN, volunteers know they have a stake, a voice, a crucial role to play, and an area of expertise to offer and build upon.

Yet, our volunteer-driven nature also presents some real obstacles. For example, most literature on recruiting and developing volunteers in nonprofit organizations assumes that there are paid staff charged with volunteer management. But what about organizations like YNPN, where volunteers are managed by other (busy) volunteers? How do we provide the consistency, availability, and strategic leadership development that volunteers need to do what’s expected of them, and thrive in the process? How do we build volunteer engagement systems into our organizations, when we have little financial or paid staff resources available to make that happen? How do we maintain morale and motivation when we are bumping up against real limits of volunteers’ capacity?

What we learned is this talent quandary looks different for each chapter: Some are looking for better ways to recruit people into their leadership structures – especially folks that lend all manner of diversity - and perhaps wondering if the leadership structure needs to be revamped in order to bring new people in. Others might excel at recruitment, but struggle with retention: for example, how to build an ongoing ladder of engagement which develops leaders as they get more and more involved in YNPN. Some chapters want to strengthen the ways they orient and train leaders when they come on board, and find the most appropriate roles to build on their talents and interests. Others are at the point of considering hiring paid staff, and evaluating whether this is the best approach to growing their organization.

To help our chapters with all of these undertakings, I’ve been wading through all sorts of information on talent management. Much is geared toward human resources professionals in for-profit organizations – though there are plenty of transferable lessons for the non-profit sector. Even among articles geared toward nonprofit organizations, I’m scouring to find more resources that speak directly to YNPN’s situation, as an almost entirely volunteer-driven organization.

But because we also heard that our chapters learn best when they learn from one another, we are thrilled to offer an interactive webinar series  this spring to foster dialogue and resource-sharing on talent management among our chapters. Some of the topics we’ll address include:

  • What leadership structures are our chapters using, and what are they rationale behind them? What structures are serving chapters well, and which are posing challenges?
  • Thinking creatively “beyond the board”: What are other models of volunteer engagement – committees, chapter “ambassadors”, and more – that folks are experimenting with?
  • Tools on how to identify the core goals of your organization, and develop an appropriate talent pool to meet them.
  • Lessons from YNPN National about developing talent to meet our goals. For example: how the hybrid volunteer/staff model of LaunchPad Fellows was developed, and how it’s helping YNPN National achieve success.

These live webinars will be happening Wednesday, March 20th and Tuesday, April 16th at 9pm Eastern / 6pm Pacific.  We’ll record them for folks who can’t make it or want to refer back to the content, and we’ll be providing print resources  to  provide additional tools and resources. Keep an eye on this blog, our Facebook and Twitter, and your inbox  for complete details.
 
Meanwhile, check out last month’s blog post for more on how YNPN  is developing dynamic strategies and systems for talent - volunteer, staff, and board - recruitment, management, and development.

As always, we want to hear from you. Are you a YNPN chapter struggling with or testing out solutions to some of these issues?  Do you work in other parts of the sector and face similar challenges?  Leave your comments below, and, if you’re a chapter leader - make sure you join us for those webinars. We hope you’ll join the conversation!

By Betty-Jeanne Rueters-Ward, LaunchPad Fellow and National Talent Coordinator
 
 
 

Director Dispatch: New Board, Clear Vision

 

 

New Board, Clear Vision


Have you ever had that experience where you decide to make something from a recipe you found online?  You get the exact ingredients, follow the steps to the letter, and then you're still kind of shocked when it comes out looking like it did in the photo on the food blog?

I think that's exactly the sort of experience I found myself having a few weeks ago as I stood in the lobby of the Ford Foundation watching the 2013 YNPN National Board arrive for the first day of our board retreat.

New Board

Back in 2011, the YNPN National Board recognized that we needed a significant overhaul of our board structure in order to best support the organization that we were becoming - a staffed nonprofit overseeing an increasingly sophisticated network with growing influence in the sector.  Under the ever-patient guidance of the Marla Cornelius from CompassPoint, we dove into the arduous process of really laying out what we wanted to accomplish at this exciting-but-kind-of-weird phase of our organizational growth, and what sort of governance structure we’d need to guide us into our next phase.

Pausing to take stock is hard for any organization, but especially hard for organizations like YNPN where the board essentially serves as staff.  It meant that, for almost a full, uncomfortable year we had to do a lot of what felt more like talking than doing.  It meant that we had to say no to opportunities that felt like they would disappear and direct support for our chapters went bare bones. It meant we didn’t recruit new board members for a full cycle and current board members carried a bigger load.  It meant that some of those people left frustrated and the ones who stayed felt stretched.

But it also meant that when we’d finally agreed upon a new structure, what looked like a simple chart had a solid layer of critical conversations underneath it about the work laid out  in each of those boxes and the types of people we believed should take seats within that structure.  It was a little like staring at the recipe on the food blog.

And we couldn’t be more thrilled with the way the recipe turned out.  The 2013 YNPN National Board members represents all the things we love about YNPN and aspire for the sector to be: They are sharp, they are passionate, they are fun, they believe in possibilities and they are grounded and skilled in the work that needs to be done.

Clear Vision

It was with this group, that we were able to develop for the first time almost 5 years a mission and vision statement for YNPN that feels totally resonant.  Make no mistake, the process for arriving at these statements was challenging and actually did reveal the true diversity in the room.  But under the expert facilitation of long-time YNPN consultant, Caroline Bolas, we were able to agree upon ideas, phrases, and words that spoke for each of us.  We began by looking to the statements of our chapters for inspiration, then reflected on our own hopes and dreams for the world and for the sector, then zeroed in on the unique roles and responsibilities of YNPN, the network and YNPN, the National organization.

We arrived here:

Our Vision ("what the world will look like if YNPN is successful"):

Stronger communities propelled by a network of inspired and engaged leaders.

 

Our Mission (YNPN's role in making this vision a reality):

The Young Nonprofit Professionals Network (YNPN) is a movement. We activate emerging leaders to advance a diverse and powerful social sector.

 

And from here, we’re so excited to move forward with all of you.

But we’d also like to know what you think!  What resonates with you or rubs you about this new mission and vision for YNPN National.  (Chapter leaders, especially - we’d love to hear from you!) Leave your comments below!

Guest Post: The Happiness Principle - Social Networking Events and Overall Happiness

 
photo credit: Wired.com

 

Written by Alex Jones and cross-posted from  Toronto Social Circle

The Happiness Principle: Social Networking Events and Overall Happiness

  A Harvard Medical Review Study showed that happiness is contagious. James H. Fowler PhD is famous for his research on social networks and their affects on happiness. James H. Fowler’s breaking research also led him on to the Colbert Report.
Fowler’s research shows the power that social networks are contagious. For example, people are more likely to develop obesity if they communicate with other people who are gaining weight. Also, the study showed that people were more likely to give up smoking if people within their social network were giving up smoking.

Therefore, attending social events will increase your happiness. The reason is that you are meeting new people and you are increasing your likely hood of meeting happy people. The more people you meet, the more happiness is possible.
The argue could also state that the more people you meet the more depressive people you would meet. However, if you meet someone who doesn’t float your boat, you do not have to communicate with them.

The data is conclusive that increasing social networks will increase your happiness.

When you increase your network you are increasing your possibilities. It's a game of numbers. The potential is greater. Sometimes an organized event may be your best bet in these cases. If you are shy, or not comfortable, an organized event is the perfect place to go. Everything is set up for you, all you have to do is show up.

Initiating games or other events can aid in bringing about a more familiar vibe and let people loosen up a bit. However, statistics show that you need to put yourself out there, and meet people. Having a healthy social life is proven to increase your overall happiness.

1. How to find out what's going on in your city?

The internet is probably the best place to go. Search events in the city or other keywords that might bring out what you're looking for. There are some major companies that provide events by people in the city.

2. Look to the people you know.

See what they are doing. They might be able to point you in a direction of a place to meet people.

3. Through your network.                    

This is the most traditional of all the routes. Go out with the people you know. Eventually you will meet their friends, so on and so forth.

However, in reality, your social network is determined by your willingness to meet people. Striking up a conversation with someone at a coffee shop might will surprise you. People are out there to mingle, you just need to be ready for the responses.

One also needs to increase their demographic. Meaning the more you limit yourself to only meeting a certain type of people, the more you are limiting your capability of meeting people. It's a game of numbers, and the more people you will meet the more likely chance you will meet people.

Chapter Blog Spotlight - YNPN Denver: My 5 Week Networking & Job Blitz

photo by: John Donges

 

Written by Josh Gold and cross-posted from Inspire Denver Blog

My Five Week Networking & Job Blitz

A little over a year ago I found myself in uncharted territory. I had recently completed my master’s degree in nonprofit management and was looking to change careers from the faith-based nonprofit sector, where I had been for five years, to the general nonprofit sector and I didn’t know where to begin.

I began meeting with a family friend who became my career coach. Through her support and “assignments,” I started the craziest five weeks of my life which I now call my “five week networking blitz.” At the end of the five weeks I had met with 25 nonprofit professionals, applied for ten jobs, had three interviews and took a new position. My career search had become my full-time job.


As I look back on my five week networking blitz, there are six takeaways which made me successful in my career search.

You are looking to make connections not just get a job

Yes, the end goal is to find a job but don’t expect every conversation to be about getting a job. Not everyone is hiring but the connection you are meeting with may know about an opening. You are looking to build your “black book” of nonprofit contacts. People you can reach out to when you are struggling with something on the job and people who begin to think about you when a job opening occurs. These connections will be partners throughout your professional career.

Make a list of your nonprofit connections

Make a list of all of your nonprofit connections with their organization, position, phone number, email and mailing address. Highlight contacts who will be most beneficial to your search.

When first sitting down it may seem like your list is going to be short, but think about everyone you interact with. These people can include classmates, past colleagues, someone you met through YNPN Denver, board members, or organizations at which you volunteer. Another challenge would be to add people who work at your “dream” organization. This may be a stretch, but remember, you are only looking to make a connection, not get a job offer.

Ask for an informational meeting

Once you have come up with your list of nonprofit professionals, begin setting up informational meetings with these individuals. Once again, you are looking for information which will help you professionally. If you know you are looking to move from programming to development, meet with a development director and ask questions about what working in development looks like and how you can break into the field.

Remember, people love to talk about their jobs and why they do it. You are interviewing them and you are telling them about you and what type of position you are looking for. At these informational meetings also ask them for some of the best resources they have used in their own profession.

If you meet them for coffee or lunch, offer to pay. Don’t forget, they are taking time out of their schedules to meet with you and offering to pay shows you value the conversation.

Ask for two additional connections

At each informational meeting ask your contact for two additional contacts that may be beneficial for your job search. You are trying to spread your networking net as far as you can, but depending on your professional experience your initial net might be small. By reaching out to their contacts you are meeting with new connections that may have other leads. Instead of just you looking for a job you now have four people looking for opportunities.

From my initial list of 30 connections I ended up with a list of over 60 people. I am now connected to people whose paths I would never have crossed if I hadn’t asked for additional contacts.

Write a handwritten thank you note

This by far is the most important step to the networking blitz. You need to send a handwritten thank you note for your informational meeting. Why handwritten? You want to show that the conversation was valuable and deserves the time it takes to write a handwritten message. In the note write about the meeting, thank them for the connections (reminding them to send you their information if they haven’t given it to you) and write about something specifically that was talked about at the meeting. For example, if they said they are in the middle of a large fundraising event wish them luck.

Write the thank you note in the car right after the meeting and stick it in the mailbox the same day. By doing this you are making sure you cover everything you talked about but also show how important the conversation was for you.

Follow up

At the end of the networking blitz follow up with all your contacts. Thank them again for their time, update them on any new developments and keep in touch with them sporadically throughout the year. Once again, these are not just contacts for the five weeks but contacts for the rest of your career. Just as fundraising professionals need to steward relationships, you need to steward relationships with your contacts.

Drop them a note around Thanksgiving thanking them for their help in your professional career. Email them about a job opening they might be interested in. When you change jobs, let them know.

At the end of the day, remember it is a two-way street. Right now you might need their help in finding a job but you want to be there for them when they need you.

Have you ever participated in your own networking blitz? What were some takeaways which may be beneficial for others? Please leave your thoughts in the comments below.

Building a Philosophy for Dynamic Nonprofit Talent Management

Lead on!


Betty Jeanne here and I’m thrilled to be in dialogue with all of you. As this blog recently announced, I’m one of the LaunchPad fellows working with YNPN National this year. The focus of my work is on talent management: how YNPN (and the larger nonprofit sector) recruits, develops, and retains leaders for our crucial work. Part of my task is evaluating and strengthening the internal systems and structures YNPN uses for talent management. However, I’m especially eager to contribute to a sector-wide conversation about the topic - and to hear from all of you about your own wisdom and experiences.

As I began working with YNPN, I found great alignment between my own vision for the nonprofit sector, and that of our national organization. We were asking similar questions: How do you best support the exceptional leaders - both paid and volunteer - to make our vision a reality? What unique opportunities and challenges does the nonprofit sector face with leadership development? What best practices have YNPN chapters developed around talent management, and how can we amplify those lessons to be shared nationally?

Personally, my approach to talent management reflects my overall orientation to nonprofit leadership. My work centers on relationship; on building and leveraging a diverse network in service of an organization's mission and vision. I support the holistic wellbeing of both paid and unpaid leaders, knowing their experience – from recruitment to retention – plays a crucial role in determining an  organization's success.

I’m aware that the practice of talent management (TM) is rapidly changing due to shifts in the nonprofit sector, economic and political climates, generational turnover in the workforce, and new technological developments. We will need greater innovation and creativity to first identify the human resources (or “people power”) needed to accomplish an organization’s goals, then to find ways to strategically meet those needs.
 
Some of the lessons I’ve gathered about talent management:

  • Organizations have their own unique SWOT (strengths, weaknesses, opportunities and threats) for talent management (TM). A strategy for TM must consider these factors in order to enable an organization reach its particular goals.
  • Understanding and addressing generational differences – for example, how to connect more effectively with an increasing workforce of tech-immersed “Millennials” – is essential. Fostering intergenerational community contributes to organizational vitality overall.
  • More than ever, professional and personal lives are managed through social media and mobile platforms: our methods of outreach must respond to this trend.
  • Increasing turnover rates call us to a greater emphasis on retention that responds to leaders’ individual needs. Personally, I am passionate about one-on-one support of leaders, as well as strengthening overall morale and teambuilding.
  • Organizations must combine external recruitment with internal development (building skills and leadership among existing leaders) to ensure the talent they need.
  • Leaders need to feel a positive connection not only to an organization’s brand, but to the underlying values that guide its work.
  • We can learn so much from intentionally observing and evaluating the experience of both current leaders (retention), as well as potential candidates (recruitment).
  • Talent management must be an ongoing, intentional process that engages all stakeholders – staff, volunteers, board members, donors, etc. – in building the strongest organization possible.

Most of all, I’m eager to learn from all of you about your own experiences with talent management, and exchange ideas for how to make this part of our work even stronger.  In the comment box below, I’d love to hear:

  • How are the points above showing up in your organization?  Where are you struggling?  Where are you making inroads?
  • What great resources or insights have you come upon lately in these areas?

Chapter leaders: keep an eye out for an invitation for you to contribute your own lessons, questions, and best practices on talent management in the coming months. We’ll be sharing tools and resources over social media, and exploring the topic more deeply on the YNPN blog.
 
by Betty-Jeanne Rueters-Ward, LaunchPad Fellow and National Talent Coordinator
 

Director Dispatch: Virtual Road Trip!

I-96 Grand Rapids to Detroit, May 2012 (photo credit: Trish Tchume)


I remember being an undergrad and asking Dan Doughterty, one of the directors of our campus social justice center, why he always took the bus.  I knew where he lived, I knew he had a car, and I knew that it took him an extra 45 minutes to get to campus every day each way because he chose to ride the bus instead of taking his car.  I think I expected something about environmental impact or gas prices in response.  Instead he said, “Well, when you do the sort of work we’re trying to do here, I just think it’s important to start every morning standing in community.”

Over the years, the people whose practice I’ve most admired have always been people who’ve lived into this philosophy in some form or another.  Whether it was my boss at the Building Movement Project, Frances, who would literally get itchy if she spent more than three straight weeks researching and writing about social movements rather than being “on the ground;” or fierce Sister Gene from my high school who ran around Latin America every summer  to various demonstrations where she thought the presence of an American might lower the chances of (but not necessarily guarantee against) a massacre.

Fortunately, I’ve never had a job that required me to stand so directly in the line of fire, but the importance of actually touching the people and communities that you’re working “for” has been deeply, thankfully ingrained in me over the years.

So in 2012 during my first year as Director of YNPN, I knew that I wanted to spend as much time as I could with our chapters and our chapter leaders - that I would learn the most in that space about what our network was truly contributing to building a more just and equitable world and the direction I needed to set in order to help our chapters do this even more effectively.

While I didn’t have a chance to visit with every one of our 34 chapters (though at some point I do remember believing that this was actually possible.  Yeah, not sure what I was thinking there...) I did have a chance to visit with 12 of our chapters over the course of the year - Chicago, Phoenix, San Francisco, Los Angeles, Indianapolis, Twin Cities, New York City, DC, Boston, Grand Rapids, Detroit, and Southwest Michigan.  On each of these trips, I was consistently reminded of everything that kept Dan and Frances and Sister Gene on the bus and on the ground and in solidarity.

On each of these trips, I was reminded of how vibrant, creative, values-driven, strategic, diverse, and vital to communities our chapters are.  It was during these trips that the first projects of YNPN 3.0 took shape and the YNPN LaunchPad Fellowship became an obvious solution for expanding our capacity.  I would get on the plane humbled and energized and return to my desk clearer, more full of possibilities, and driven to do what needed to be done to support the network.

We have much to be proud as a network from the past year - both in terms of National recognition and in terms of all the amazing programming provided by our chapters.  Knowing, however, how much more network infrastructure we still have to build to become THE platform for developing and moving diverse talent throughout the nonprofit sector, I thought it was critical to start the year by “getting back on the bus” - virtually for now.  For the month of January, our new Field Coordinator/LaunchPad Fellow Ashley and I will be hosting calls and google hangouts with every single established chapter in the YNPN Network, starting with Atlanta and ending in Las Vegas. 

We’ll be posting and tweeting along the way so be sure to like us on Facebook and follow the #ynpnvrt13 on twitter to learn fun facts about the chapters we’re “visiting.”  The goal will be to expand on what we learned from spending time with 12 chapters in 2012 and use it to set a bold strategic vision in 2013.

Mostly, it will be an opportunity to start our year standing in community.
 
 

Announcing the 2012-2013 YNPN National LaunchPad Fellows

YNPN National LaunchPad Fellows monthly staff meeting (via Google Hangout)

It started out this summer as something of an internal design challenge: how do we take our current resources (i.e. money, people, staff capacity, good will) and rearrange them in such a way that everyone gets back more than what they put in?

One of the many exciting results of this organizational shift in thinking is the YNPN National LaunchPad Fellows program - a way for aspiring nonprofiteers interested in building skills and experience in a very specific area to lend their time and talents to a fast-growing, dynamic organization.

A little over two months ago we put the call out that we were looking for energetic, talented folks from the YNPN network and beyond, who might be willing to offer us 10 hours a week of their time and talents in exchange for substantive work in an area they hoped to learn more about, focused professional development, and a modest stipend.

We were *completely overwhelmed* by the response - not only by the number of applicants but by the quality, range, and depth of experiences they brought with them.  Folks applied from all over the country and the Fellows we were lucky enough to select are proof positive that the nonprofit sector absolutely does not suffer from a lack of talent.

It's a great privilege for us to introduce Shinei, Ashley, Laci and Betty Jeanne.*  Click here to learn more about the work that they'll be doing for YNPN, what makes them tick, and - most importantly - how to connect with them.

(Special thanks to the Annie E. Casey foundation for their ongoing commitment to building a stronger, more impactful sector.)

*UPDATE: We've added a fifth YNPN LaunchPad Fellow since this post originally went up in November.  You can learn more about Krysten Lynn Ryba-Tures, our Data Coordinator, by clicking on the link above!

Multigenerational Leadership—A Story from the Immigration Reform Movement

(Cross-posted from CompassPoint Nonprofit Services’ Points of View blog)

The second in a 3-part blog series by Jeanne Bell of CompassPoint and Trish Tchume of YNPN 

 

Pedro Trujillo is 23 years old and has been organizing around immigration reform for 4 years, currently at the Coalition for Humane Immigrant Rights of Los Angeles(CHIRLA). He tells an important story of unintended consequences—of unintentionally pitting generations against one another in the national movement to pass the Dream Act.
"A couple of years into defining and creating the frame of who a "Dreamer" is, immigrant rights activists have concluded that immigrant youth (including myself) have accidentally excluded and vilified all other immigrants who do not fit within this frame of being young, educated, and English-speaking." Pedro laments, "It put us in the position of having blamed our parents, when in fact we are very grateful to them. We don’t want to criminalize our parents, just as we don’t want to be criminalized."

Instead, he says, he would like people who were pushed out of high school and did not obtain their diplomas to take ownership of the fact that they too are Dreamers. "I want immigrant grandparents and families to step out and say, 'We are Dreamers too!'"
With what he calls "the small but important victory of the Obama Administration’sdeferred action policy," multigenerational leadership was essential. "The whole reason we won 'deferred action' is that all parts of the immigration reform movement started saying the same thing, not just the youth."

 

Jeanne Bell and Trish Tchume   In co-designing our joint conference, Generations of Change: A Multigenerational Leadership Conference, YNPN and CompassPoint were committed to moving the generational differences conversation forward to how the generations can and are working together for progressive social change. One of our panelists was especially provocative on the topic.
The mainstream often expressed acceptance of the Dream Act because eligible young people were "not at fault" and were "brought here against their will." He says this messaging came about in part through immigrant-youth-led discussions on what language would work best and be viable with mainstream America.   Youth activists from CHIRLA’s, Wise UP! program in Los Angeles
"Once young immigrant leaders began to incorporate these talking points into their story of self, many other students adopted it without question. Naturally, politicos jumped on this messaging too, as well as the media and everyone else. I say naturally because it is easier to stand next to and demand for an undocumented student to be considered 'American' if they are on their way to a degree, than to do the same for someone who is a household worker or fast-food restaurant employee and is also undocumented.
And, Pedro reflects upon how his own parents and family have become politicized. "One of the things I have learned at CHIRLA is that young people need the backing of their family to be activists. My mom attends rallies with me now and is learning to speak out in her own way as part of our movement."

We agree with Pedro that activists across the generations have more that unites them than distinguishes them; our work together is the only path to meaningful victories in the work for social equity.
By Jeanne Bell of CompassPoint and Trish Tchume of YNPN
Resources:  
We thank the Annie E. Casey Foundation and the Walter and Evelyn Haas, Jr. Fund for their investment in our collaborative national convening and this blog series it inspired.