It’s hard to imagine that a casual meeting over a short stack of pancakes at IHOP turned into one of the most innovative, autistic support groups in Southern California. Or how a parent became involved with an Indiana-based nonprofit when his life changed forever following the diagnosis of his 5-year-old son.
“It’s very hard for these individuals in that they feel really isolated,” said Uttal. “They have difficulty making friends and communication struggles. By having a group, they can find each other and have a reference point that they’re not alone. By leveraging the power of many, we are able to address some of the underlying problems the community is facing and work to resolve them.”
Uttal’s journey with autism began when her son was diagnosed more than 20 years ago. At the time, there was no awareness, no support, and most schools were not properly equipped. She knows it can be scary as a parent to worry that your child might not be able to financially support him or herself.
A Long Road
The problems people with autism face range from social skills, to finding a job, and living independently after standard school years. Unfortunately, Uttal said many resources and educational needs virtually evaporate after a child with autism reaches 18. This is why OCASG works on providing support through shared experience, as well as a range of activities for members.
Activities are broken into three categories: social, educational, and support. Social activities are held to build connections and encourage organic friendships. Uttal said it is very isolating for a parent when everyone else’s child is getting invited to parties, and your child isn’t because they are different. Which makes this unique pocket of support in Orange County so crucial for children and their families.
Another activity is a monthly support meeting for parents of children with autism, and adults with autism. The group plans activities from an educational standpoint such hosting speakers who help to educate on topics like government services and qualifications. There is also a series on essential skills that will focus on three different topics throughout the year, such as moving out of a parent’s home, finding a job, and building relationships.
“It’s so hard for them to be successful in our society and to find a job, either because they don’t have the social skills, or companies don’t feel comfortable hiring them. If you think about two percent of society being un-hirable, you realize how scary that is.”
There is a lot of work to be done, and that is what Uttal focuses on. She wants to work on expanding job opportunities in her community.
She urges parents who have children with autism to find a support system. Bond with other families, lean on, share problems, and seek solutions together, but above all else, be hopeful.
Thrown for a Loop
For Arrick Garringer, autism didn’t enter his life until his youngest twin was diagnosed with autism at the age of 5. That’s when his world was thrown for a loop.
“For me personally, I didn’t know anything about it,” Garringer said. Luckily, he and his wife found Interlock, which helped put them in contact with local service providers in the area and gave them people to lean on for support.
Now, as a board member, Garringer works with the 501(c)(3) nonprofit organization. Interlock East Central Indiana is run by parents and educators of individuals with autism. According to Garringer, Interlock’s goal is to assist and educate families in East Central Indiana who are affected by autism spectrum disorder. The group also works to aid local special education classrooms and accommodate the needs of the students. Interlock is currently working on its 12th annual fundraiser.
Its main event is an Autism Awareness Fest, which includes a 5K race and fundraiser. “We’re really excited about the 5K and acceptance walk because it helps provide resources and information to parents,” said Garringer. “Families can learn what’s available. There will be refreshments, face painting, and bounce houses for the kids. It’s really become a celebration.”
All funds raised during the month of April are spent back in the local autism community. The group has established a grant program that provides special equipment or software needed for classrooms. These tools help remove social barriers and aid children with autism in navigating the world. Another mission is to provide support and build connections.
"We go to the YMCA on special days,” Garringer said. “It may seem like a normal thing to walk into a YMCA, but for our small group it means a lot. We have trips to the movie theater, and the theater will turn down the lights and sound. We go swimming in the summer. It’s a support organization and we also try to build connections and friendships.”
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Originally published 3/31/17
You’ve invested your time and efforts in managing your PTA, all with the goal of improving the lives of children in your community. Now it’s time to pass on the torch – and all the knowledge you’ve gained – so that the future leaders and administrators of your organization can build upon the great work you’ve done. How can you set them up for success? Our 5 Keys to A Successful Officer Transition is what you need to know to make the most of this critical transition.
1. Demonstrate value
To get someone acclimated to a new role, you’ll need to go through their necessary tasks. For every specific skill or task to be instructed to your unit officers, explain first what it is you’re about to share. More importantly, explain why it is important for your PTA. Even seemingly menial tasks (such as setting up back-to-school registration packets) have high value. How do these tasks work in their specific scope? How do they affect the overall success of the unit? It’s important to give a sense of the flowchart of the unit and the officer’s role within it.
“A leader is one who knows the way, goes the way, and shows the way.”
While demonstrating, use real-life examples that have been taken from day-to-day experience and practice, as well as visual references to give context. Provide simple instructions. Make it relatable and fun, and be sure to frequently check for questions.
2. Observe and adjust
You’ve provided the instructions. Now have your board show you how to do it. The “Each One Teach One” principle applies here. As you’re observing, adjust the course when necessary. Encourage and empathize with them, keeping in mind that you were once new to the role as well.
3. Tailor the training
We all have our individual quirks, and personality will eventually be revealed, especially in the course of training. Make time to discover your officers’ own skills, unique experiences, and new strengths they bring to the unit. But be sure to recognize their different ways of learning, and be open to let them take ownership of their roles.
Grow your unit officers. Assign sample scenario tasks (e.g. planning an upcoming fundraising event, a membership drive, or volunteer opportunity) and see how they deliver. Let them own it. It’s like the bonsai trees in Mr. Miyagi’s workshop. You have strong roots and all kinds of cool branches.
Provide support and feedback. Work with each officer to set up short- and long-term goals for themselves and the unit, and make sure they know how to use the memberplanet tools available to them. On the feedback loop, too, show them what’s been done previously by the unit. Encourage them to find ways to innovate and improve efficiency while building on past successes in pursuit of the mission.
Seek out your officers’ feedback and listen to their perspectives as well. Successful learning is a two-way street, and hearing from them will bolster your own knowledge and help you further educate them.
When your officers are confident that the outgoing board have their back and the PTA’s interests at heart, they’ll operate at peak productivity, and they will lead the rest of the unit in the way they’ve been instructed. It’s the best way to build a strong team and community.
“Without a sense of caring, there can be no sense of community.”
PTA Simplified is a series of tips for PTA and PTO leaders to get the most out of managing their volunteer members and growing their membership all year long.
Great trainers are naturally great leaders. And by definition, great leaders are those who inspire confidence, strength, and optimism. They are the folks who can motivate their group administrators to reach their fullest potential (and be just as powerful as dragons).
The term admin can be applied broadly – it can mean your committee heads, officers, or anyone you’ve put in charge of tasks that keep your organization running smoothly. As far as training the best admins, a great trainer/leader uses methods that can be boiled down to a few guiding principles, known here simply as 5 Keys to Training Your Group Admins:
For every specific skill or task to be instructed to your team admins, explain first what it is you’re about to share. More importantly, explain why it is important for your group. How does it work in its specific scope? How does it affect the overall team? It’s important to give a sense of the overall flowchart of the group and the admin’s role within it.
“A leader is one who knows the way, goes the way, and shows the way.”
We are all individuals in the world, and personality will eventually be revealed, especially in the course of training. Make time to discover your admins’ own skills and experience. But be sure to recognize their different ways of learning, and be open to adapt to give each of them the answers they’ll need ongoing.
Grow your team admins. Assign sample scenario tasks (e.g. an upcoming social event, or a fundraising campaign or a yearly calendar of projects) and see how they deliver. Let them own it. It’s like the bonsai trees in Mr. Miyagi’s workshop. You have strong roots, and all kinds of cool branches.
Provide support and feedback. Work with each team admin to set up short- and long-term goals for themselves and the group and make sure they know how to use the memberplanet tools available to them. On the feedback loop, too, show them what’s been done previously by the group. Encourage them to find ways to innovate and improve efficiency while building on past successes and the great work that’s already been done.
As well, seek out your group admins’ feedback and listen to their perspectives. Learning is a two-way street, and hearing from them will bolster your own knowledge and help you further educate them.
When your admins are confident that you as their trainer/leader have their back and their interests at heart, they’ll operate at peak productivity, and they will lead the rest of the group way they’ve been instructed. It’s the best way to build a lasting team and community.
“Without a sense of caring, there can be no sense of community.”
Whether you’re the leader of a fraternal group, a religious group, a nonprofit, or any other type of organization, there’s a good chance that the beginning of the quarter or the change of seasons will mean a time of transition in admins to a new guard. Or, it could just mean that the calendar will be a lot busier, and extra hands will be needed to execute your group’s plans. It’s always a good idea to be prepared for the departure of your current group of seasoned officers, or the necessary addition of other capable personnel to the mix – but really, all you need to do is remember a few important things.
1. Plan ahead, and then plan earlier
As any good recruiter will tell, the first step to give your group the most optimal chance of continued success is to give everyone the widest possible space and time to not be caught by surprise. Observe who’s currently doing what for your group at each level of the organization, and then project into the future who’ll be serving in those functions in both the short and long term. While there’s a good chance that folks will already be chomping at the bit to volunteer for new positions of responsibility, you should always be ready to actively look for someone to fill the spot(s).
Recruitment-wise, build in enough time to find and prepare your successors before they’re on the job. Whatever time you think will be necessary to cover the basics and beyond, add in a bit more of a time buffer to the duration just in case.
2. Know the idea, and the ideal
Use your own experience to guide the creation of your own actual list of requirements – yes, a written down list – of what’s needed for the position.
What’s worked for your group in the past? What hasn’t worked? What do you wish you would have known before starting your role? As the person who’s been performing these functions over time, you’re really the best suited to know the “idea” of the role.
Keep in mind, too, your sense of the “ideal” candidate. While no one may completely fit that bill (truth be told, probably no one does, or should be expected to… but they can come in varying degrees of close), you should seek someone who possesses the key traits. Are they good verbal and written communicators? Are they timely in performing tasks? Are they problem solvers and innovators? Do they understand the group’s immediate and future goals?
3. Choose players who’ve played, and played well
The best lead players for your group’s game likely already exist in the group. They understand the dynamics from the inside out, and they’ve also seen how your leadership has played out and helped further the group to reach its goals.
Using your group’s own members and many of the functionalities on the memberplanet platform, you’ve also got some key advantages. You can gauge who’s interested in assuming a leadership position via volunteer sign-up. You can launch an email campaign to announce positions that will be vacant. You can also survey your members about their interest in upcoming leadership positions.
And just as importantly, you can analyze your members’ involvement through the group’s activities, such as who RSVP’d to an event. Chances are high that the best next officers for the organization are members who have been involved in a lot of the group’s efforts, and that will be reflected in a concrete way in their participation.
Log in to check it out.
There are many different ways to tackle the role of leader. It’s the first down at the big game and you’re in charge of it all. How do you maneuver your team to victory, and what strategy do you use to make sure there aren’t any fumbles? Take our quiz to find out what type of leader you are. Whether you’re scoring a touchdown in the end zone, or rushing your team on a two-minute warning, we know you’ll go for it on and off of the field. (View full-resolution image.)
Originally published 1/28/2017
Northern California Contest Club (NCCC) is a group of radio operator enthusiasts and is an affiliate of the American Radio Relay League (ARRL), the national association for amateur radio operators in the United States. In the world of ham radio, amateur refers to operators who must pass an exam to communicate non-commercially over the radio frequency spectrum. The contest-oriented club relied on manual processes to record and track membership, which was time consuming and resulted in inaccurate record-keeping. With members demanding transparency and online payment options and access to information, NCCC needed a system that members could use to view their own membership status and payments.
Since teaming with memberplanet, NCCC has maintained accurate records (in less time) and provided a dedicated, online membership portal for its members to view payment history and stay updated with club activities. As a result, NCCC has enjoyed a 57% increase in paid membership and 37% boost in dues collected in just one year.
Small Club, Big Challenges
For a club whose members are mostly over 50 and involved in a hobby that includes a fondness of Morse code, attracting younger demographics and recruiting new members in order to thrive may seem like a unique struggle. There are many small social clubs, however, that have fallen behind on meeting the demands of a new generation of members, including providing access to information online, offering convenient payment methods, and effectively communicating updates. Clubs that still heavily rely on paper filing systems and manual processes face the time-consuming challenge of keeping accurate financial records and managing members.
It became clear to NCCC that it needed to upgrade its manual processes and combat its dwindling membership – or face radio silence.
Manual Processes – Over
In 2016, NCCC began using memberplanet to keep its database organized and up to date. “We really didn't know how many members we had prior to memberplanet. It's sad, but true,” Ian Parker, NCCC’s Secretary, explained. The club’s manual reporting processes included interactions between the secretary and treasurer, a lot of paperwork, and time. Sometimes members who missed payments went undetected. “We now have a good grasp on the number of real members. With memberplanet our data is kept accurate – and timely.”
Club admins have enjoyed the platform’s turnkey features, such as automated membership reminders and convenient payment options. “We also have more up-to-date member information and auto renewals. These were the primary reasons for moving to memberplanet, which has been one hundred percent successful,” Parker said. The membership insights available in the support site and the time freed up from admin tasks are now directed to engaging members.
A Closer Look at NCCC’s Online Results
Admins have used the platform’s event sites and RSVPs to manage and track attendance. Parker believes that memberplanet’s payment reporting, event invite templates, and email campaign features have dramatically improved their efficiency. Members can log in to a dedicated portal, view club announcements, connect with other members using the interactive directory, and update their own profile. “We have received many positive comments,” Parker continued. “Overall, it has been a huge plus and now folks can also see when they last paid!”
When NCCC started using memberplanet in 2016, it had 100 paid memberships. That number rose to 157 by the end of 2017 – a 57% boost. The club also saw a 37% increase in membership dues. Parker noted how more members are engaging with the club, converting to paid membership status, and how the hassle-free process of joining the club is contributing to an increase in membership overall. As of January 2018, NCCC had 350 members total.
Broadcasting a Bright Future
Parker reveals NCCC has recently obtained 501(c)(3) status for nonprofits, and plans to fundraise and open an online NCCC store are in the works. Growing paid membership and engaging members remains a focus for the club, which was founded in 1970. Now that NCCC personnel find it much easier to manage and interpret data, communicate with members, and increase engagement, they expect that their club for radio aficionados will remain on the air for much, much longer.
Contact memberplanet today to learn how the platform can help your organization simplify membership.
You’re trying to keep things running smoothly for your association (or your chapter), but are spending too much time keeping track of spreadsheets, finances, and events. If you feel like you’re running in circles, you’re not alone. If you’re ready to pull all your hair out, read this for some membership-management relief.
1. Start by organizing your members
Use membership levels to organize your members. Membership isn’t necessarily a one-size-fits-all option, and that’s okay. Associations often collect more if they allow members to pay their membership dues and give a donation at the same time. The generous guy or gal willing to pay a couple grand (and then some) can be part of one membership level (a really fancy one), while folks with a smaller budget may be able to access basic membership for $20. Some associations even offer free memberships in the hope that these upgrade to paid status later on.
Give the option to automatically renew membership. It’s great to have different levels, but you still need members to renew – and they won’t always remember (or want) to manually take money out of their paycheck. No matter how much they love you and your cause, making it inconvenient for your members to part with their money is painful, so give them the convenient option of an automatic payment plan.
For members who opt to pay manually, or those who are past due, send reminder emails to keep them informed. Communicate to members using the levels, types and auto renew statuses. Your messages should be targeted to specific recipients, whether those are your top-tiered members, lapsed members, or another list based on variable data.
2. Get mentally organized to save time and sanity
First, set realistic goals. Make them ambitious but practical; define targets that you think your team can actually achieve with hard work and dedication. How many members can you obtain, retain, or connect with in a realistic timeframe?
Now that you’ve got some targets, recognize the fact that you’re not likely to hit them unless you use a calendar. Whether it’s a smartphone app or a physical appointment book, a calendar is great way to get organized and hit consistent deadlines.
Set your priorities at the beginning of each day. List them in order of importance. Priorities help you finish what you start, which is always a good thing to do in business (and in life).
Review each of your goals at the end of each day. See what you achieved, what you need to achieve, what you did well, and what you could do better tomorrow.
Finally, clean up your dang office. Many leaders find it difficult to organize a schedule if their workspace isn’t squared away. An office should help improve productivity, not serve as a nesting place for small rodents. So, throw away that stack of unused lunch coupons, sift through the mound of papers, and set traps, if necessary.
3. Delegate the right tasks – and know which ones to do yourself
Delegation is simple – but if you’re not doing it right, you could be wasting even more valuable time. First, you need to identify the tasks you should delegate and the ones you shouldn't. Here’s some of the best stuff to pass off:
It’s important to let go of some of these jobs, even if you love or have gotten used to doing them.
Whether your association has 20 members or 20,000, it pays to stay organized, as well as to make sure the memberships you offer are flexible and diverse enough to attract new members and retain existing ones. Managing membership can be tough, but it doesn’t have to be a hair-pulling experience. With our tips and tricks, memberplanet will help you through your member management troubles.
Schedule a demo today to explore new ways to help your association succeed.
Now that you’re done wrapping gifts, it’s time to wrap up 2017! This year we’ve seen a lot of trends come and go. (Fidget spinners anyone?) Tech trend-wise we’ve seen automation and video content blow up this year. As a group leader, it is important to be aware of the tools that help you keep up with these trends, as well as the impact they have on how you manage your organization. You know what trend never goes out of style? Engaging your members and donors. We’ve put together the top 3 engagement trends that will be a big part of marketing in 2018. We’ve also included surefire ways to help you take your engagement strategy to the next level in the new year.
1. Social media will focus on Generation Z
Prominent business sites, including Entrepreneur, predict that the next generation to enter the labor force will have the attention of brands, and they will shift their social media strategies accordingly. Gen Zers love Snapchat and Instagram, but if that’s not your organization’s target audience, you should refine your social strategy to match the demographics of your group. Instagram is great for showcasing your group’s photos, events, and culture, however it’s not the best place to share longform announcements. If you’re just starting out with social media marketing, take some time to research and think about which social platform would be the best choice for your group. If your organization already has the gambit of social media pages, work on devising a post strategy for each platform with unique goals. Investing in the right social platforms will help to better engage your audience and increase awareness of your group and your group’s mission.
2. Content marketing will focus on stories
Content creation should feel authentic and necessary in promoting your group’s mission. Too often, groups attempt to drive traffic and engagement with content that feels inorganic and salesy. Get creative! According to Forbes, content from the heart will be much more effective. Think about what your members want to see. And what information do they need to know? Your content is how you tell the story of your group, so keep it a good representation of what your organization is at its base. This content should also have a narrower focus and be aimed to accomplish your engagement goals, not just viewership. Likes are great, but individual interactions are more personal and therefore more likely to result in a new member signup or a donation.
3. Email newsletters become the best way to promote your group
According to content marketing firm Brafton, email marketing is still king when it comes to communicating with your members (so make email your new best friend). Long-form announcements about the group are best shared via email. Be sure to avoid overly salesy jargon or repetitive spamming. A few emails are fine, but if members feel bombarded they will likely pull away. Figure out a realistic timeline for sending emails based on your or your admin staff’s bandwidth. When crafting the newsletter, focus first on sharing the most relevant group information at the top. Then work your way down in terms of priority. Structure is important, so ask yourself what do your members want and need to know? Keep your message authentic and your readers will eagerly await your next newsletter.
Get a head start on 2018!
You’re put in charge. Now what? Group leader transitions are not without their complications, but that doesn’t mean they have to be difficult. By following a few key steps, you can ensure a smooth transition (think smoothie, not boba) that is beneficial for the entire organization.
The transition period is the time for new admins to prepare for their position while outgoing officers gain a sense of closure as they move on from a job well done. The goal is to maintain a sense of seamlessness and continue the great work that’s already been completed. Remember, you’re not starting from scratch. When done right, you avoid setbacks (which might feel like a chunk of fruit stuck in your straw).We’ve put together three pro tips for pulling off the ol’ switcheroo with minimal disruption to your organization.
1. Maximize your training
Access to information is critical for the continued success of the organization and the potential achievements of the incoming officer. They say teamwork makes the dream work, so make sure new and old leaders come together as a unit to make the transition easier and more effective.
Maximize the opportunity to learn from the outgoing officer by asking the right questions during the training period. Author and business mentor Michael Hyatt identified 20 key questions to ask other leaders to bolster your own skill set. Here are some key topics to inquire about during the transition process:
Additionally, reviewing goals and objectives from previous terms allows transitioning admins or group leaders to update themselves on the progress of those goals, so they have a reference point for the upcoming term. The former officer should provide a status report on ongoing projects as well as current budget and financial records.
To help you build upon the work that’s already done, check out the reports section on the platform, which provides a history of your group’s transactions. You can also see tracking for emails, event sites, and donation campaigns.
2. Make a great first impression
We all know that first impressions matter, so this transition period is the time to showcase yourself to the group. Membership management software is a helpful tool because it lets you access current membership information and reach out to the entire organization simply and efficiently. Use it to send a group email to introduce yourself and let members know about the transition process, upcoming meetings, and any changes the new administration will be making to its agenda.
You can target your email to specific member levels for a more personalized message, as well as use the Smart Lists feature to segment your distribution lists by variable data.
3. Be prepared to prioritize
An incoming leader can get overwhelmed with information overload, so being organized is essential. Updating lists and prioritizing tasks can make the early days of transition less stressful.
Your organization probably already has a list of essential documents you’ll need to get started (University of Texas Leadership and Ethics Institute provides their members resources), but here are some of the basics you don’t want to overlook during the process.
Online document storage is available on the platform to upload documents that can be shared with all your admins. If you’re a new admin user, simply check document storage in your admin portal to see what’s already been uploaded.
Once you have obtained and sorted through these documents, you'll be able to focus your efforts on the most pressing issues as a new leader for your organization. Uncle Ben (of Spider-Man fame, not the rice) said, “With great power comes great responsibility.” You don’t need to be a superhero to learn the value of this lesson.
“With great power comes great responsibility.”
As a group leader, you set the tone for the entire organization. It’s important that you stay up to the task by being prepared and making the most of the officer transition process. Maximize the resources that are available to you and build upon the wisdom of past leaders and current colleagues. Orchestrating a successful transition is your first task as a leader, so make it count!
By keeping important documents, reports, contacts, and everything else in one spot, memberplanet simplifies leadership and officer transition. Log in to check it out.
Here we are again. It’s the time of the year when we have to start setting goals for our organization.
When it comes to goals, there’s one key question we need to ask ourselves: Can this goal be told in a story?
You’ve heard the adage: Facts tell but stories sell. It’s true in marketing and advertising. It’s equally true when it comes to setting goals for an organization. That’s because setting a goal is just the first step in the process.
After we’ve developed a goal for our organization, we have sell it to the troops. Convince folks that this is an endeavor worth pursuing. And that comes down to good communication skills. It’s a fact. People make decisions based on emotions rather than logic. Whether we’re trying to accomplish a specific task or raise funds, we have to be able to communicate our goal clearly and emotionally to our members and other stakeholders.
We have to bring people on board. Rally our members to our cause and lend their support. Y’know, herd cats.
If we want others to join us on our quest, we have to be able to show our members why ours is a worthy cause. The more enthusiasm we can generate about our goal, the easier it will be to accomplish.
How do we inspire the type of passion that we want from members, the type of enthusiasm that’s going to carry us through good times and bad until we cross our goal line?
With a good story.
Whether our objective is a one-time, standalone goal (think sponsoring a clothing drive for hurricane victims) or part of a larger, long-term initiative or mission statement (think serving the needs of children with disabilities) a good narrative helps us communicate more persuasively with our members.
The more we can connect with people on an emotional level, rather than a purely rational one, the more excitement we’ll generate for our cause, the faster we’ll achieve it … and the more fun everyone will have.
According to Joseph Campbell, one of the world’s foremost authorities on the significance of myths and storytelling, “Everything starts with a story.”
“Everything starts with a story.” – Joseph Campbell
Great stories touch us on an emotional level and teach us universal truths about human conduct. Think about it: Every story we’ve ever been told has had a point to it, a theme. The theme is a lesson about life. Something to which humans should aspire. A goal.
Consider your goal from a storyteller’s perspective
As we set a goal for our organization, let’s take time to consider the goal from a storyteller’s perspective.
Every story has a hero. In our case, the hero is our organization. Every story has a conflict. There’s something wrong that needs to be fixed. Perhaps we’re trying to raise money to send kids to camp. The conflict is, some children can’t afford it and our organization wants to fix that. Every story also has a resolution. In our case, it’s our objective. Accomplishing our goal will resolve the issue at hand and bring the story to its close.
Can we incorporate these elements into our goal and use them to weave a compelling story that captivates our members? The truth is, people have a fundamental need to connect with something larger than themselves.
A good story about our organization and its goals will help bring more people into our tent and enfold them into its larger mission.
As organizational leaders, we must be able to find the narrative within our cause, capitalize on our natural storytelling strengths, and express our goal with clarity, creativity and conviction.
Embrace the conflict
Oh, yeah. There’s one more thing to remember, too. By definition, great stories involve a journey that is rarely easy. In fact, as is often the case, the more conflict, the better the story. So let’s approach our goal with the same mindset. It won’t be easy to achieve (and, if it is, perhaps we’ve set the bar too low).
In most narratives, the hero has a long-term goal that is fed by a series of short-term goals. Accomplishing our short-term goals are the means by which we eventually achieve our ultimate mission. We can think about our organizational goals the same way.
Our long-term goal is usually provided in our mission statement. It is our story’s theme. As you know, our long-term mission is achievable, measurable and time-specific.
Our mission (not an impossible one) then must be broken down into shorter-term functions and operational initiatives. Short-term goals are great ways to identify specific functions that need to be undertaken, and offer measurable results that allow us to chart our progress, feel a regular and much-needed sense of accomplishment, and move us further along the narrative toward our ultimate goal.
And it’s that sense of accomplishment – of fighting for a cause, righting a wrong, creating a better tomorrow – that creates the pride and emotional connection that will keep our protagonists (members) coming back for more.
So when it comes time to set a goal for your organization, be bold, creative and inspiring. Identify the story inherent within your mission and use it to assemble your short- and long-term goals. In the end, the goals you set today will become the stories your members live tomorrow.
Let’s make them exciting ones!
Have a goal in mind? Our event and donation sites (templates included!) make it easy to tell your story.
Originally published December 16, 2016, updated December 21, 2017.