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Quiet Changemaker Project

“Coming out” as quiet

Quiet Changemaker Project Logo

At an event early this year I was chatting with an acquaintance about the Quiet Changemaker Project. At that time I hadn’t decided what to call the project, and described how I was interviewing introverts who work in social change. “Oh I’m not introverted,” he responded.

“Oh, I’m not introverted,” he responded.

“I can do both.” He denied being introverted, instead sharing how he could do both – enjoy being alone and being among people, as he described it. As we chatted further, it became clear that he identified with many characteristics more often associated with introverts. This story has repeated itself many times this year.

People become teflon when it comes to labels.

I get it. When a label sticks, people begin to make assumptions and extrapolations that define you in ways the label isn’t meant to. The introvert label is no different. People assume it means you’re a hermit, you’re socially incompetent, you’re shy, you’re awkward. In Susan Cain’s Quiet, respondents describe introverts as pale, weak. It’s not pretty. No wonder people avoid the label.

Learning about introversion was transformational for me.

…introversion/extroversion differentiated by where a person’s energy originates. It helped me appreciate my personal characteristics  that I hadn’t understood before, or that I had tried to change about myself. Learning about introversion for me led to acceptance, as well as an understanding of how better to communicate with others.

So now, when it makes sense, I come out as introverted

in conversations with others, when participating on panels, when speaking in public. Especially when I’m interacting with young people or university students, who may not have had the opportunity to take part in workplace professional and personal development or come across information about introversion and extroversion. I try to represent an introvert who –shocker– is able to interact positively with others, speak in public, etc. And who often gets tired when she does, and who enjoys lots of time alone in order to enjoy being out and social.

I try to be honest about my experiences

so that others feel OK, perhaps validated or more positive about their own. I’m happy to own the introvert label.

How do you feel about the ‘introvert’ label? Are you “out” as introverted? Is it something you talk about with others? 

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Quiet Changemaker Project

How to network at conferences

Quiet Changemaker Project Logo

I was at a large conference recently, and a younger quiet changemaker asked me how I networked – he found the prospect really overwhelming, especially at such an event.

I reflected on how I approached it, and here is what I uncovered.

  1. I know I’m not going to be able to meet everyone, and accept it. At this large gathering in particular, I would say I met 15 people well enough to have easy name recall and hope to stay in touch with–6 of them I will actively remain in contact with.
  2. I generally try in advance to determine who I want to connect if the opportunity arises.
  3. As I meet people over time–in breakout sessions, at meals, or other smaller groups–I quickly categorize people as:
    • Group 1: I want to know you better, or
    • Group 2: I don’t need to know you better.
  4. Why people fit in one category or another depends on the circumstances. Friendly? Smart? Shared interests? Work opportunity? etc. For me it’s a gut feeling, not one I consciously think about each time I meet someone. It’s automatic.
  5. As the conference goes on, as I see members of group #1 again, I actively reengage. “How has the day been?” “Did you find _______ that you were looking for?” “Do you think it’s worthwhile to _________?”
  6. As I see members of group #2, I smile and say hi, but don’t actively reengage, so as to focus my time and my energy on Group 1.
  7. In order to build solid relationships, all of this means identifying as many of Group #1 as possible early at the conference so that relationships can be built over time. I take as many opportunities as possible to connect with people in smaller, breakout groups. Near the end of the event I try to solidify the relationship by at least making sure I say goodbye.
  8. If opportunities exist, I try to speak publicly/facilitate a workshop, etc. so that people likewise can find me if we might have a reason to connect.

How do you approach networking at conferences?

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Quiet Changemaker Project

Viewing public speaking as a performance

Quiet Changemaker Project Logo

The ability to speak in public (or the fear of speaking in public) is not unique to one group of people. I know quiet people who enjoy speaking up, and extroverted people who have had to work to overcome fear.

Many of the quiet changemakers I have interviewed do public speaking as part of their work. These people are often leaders of organizations, spokespeople for causes, or are educators. And again and again, I heard them use the word “perform” when it came to their experience public speaking.

They are on stage.

They are “on.”

They perform.

And then they are “off.”

It’s not to say they are faking it. It’s more like a bit of an out of body experience. Perhaps a heightened version of one’s public self.

I have a few theories on why public speaking works for quiet changemakers, and the main one is that public speaking is fairly one-directional.

It doesn’t require the back and forth of a conversation and it doesn’t require paying attention to the emotional energy and body language feedback to the same extent that small group discussion does. A good public speaker reads the room, most definitely, but not in such an intimate way as in small groups.

It doesn’t mean that public speaking doesn’t drain our energy reserves. Many quiet and introverted folks need alone time to recover after speaking. However, we do it because it’s important to our work and our cause.

In addition to taking a performance approach to public speaking, I suggest:

  • focus your speaking opportunities on topics that you are knowledgable and passionate about
  • take a class on movement and voice to practice different use of space when speaking
  • know your talk well enough so that you can focus on performance and not recalling every word you want to say

When I speak in public, my goal is generally to educate. Share a new idea. Provide option for people to take action. I will never be a charismatic motivation speaker. I help people ponder and learn. That’s my role and I’m happy to own it.

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For nonprofit leaders and social innovators

Volunteer engagement frameworks or no?

There are two fantastic volunteer engagement spectrum/ladders that I have come to know and use in my strategizing for volunteer engagement, and another that looks more at the purpose/intent of volunteerism. I wanted to share them with you as potential frameworks with which to view how you engage volunteers, and for you to identify gaps in how volunteers might be engaged.

Framework 1: Spectrum of Volunteer Engagement (Volunteer Canada)

Spectrum of Volunteer Engagement
Source: Volunteer Canada. Canadian Code for Volunteer Involvement. p. 20. Available at http://volunteer.ca/content/canadian-code-volunteer-involvement-2012-edition 

I like this framework in its simplicity. It is easy to envision the types of roles volunteers and supporters can play for each colour of the rainbow. It recognizes that the value of giving in ways other than hands-on time (e.g. who share their social capital by sharing information about the organization/issue with people in their networks). It acknowledges that people might come to volunteering through less active support, meaning that volunteer engagement and marketing/social media folk should work together within an organization.

The weakpoint of this framework is the absence of more robust descriptions and assistance for the reader in implementing what the framework suggests. I suppose that is what strategists like me can do for organizations, but it would be great for organizations to play with it more in house. While there isn’t really a link to more info about this framework, members of Volunteer Canada can try out their audit tool to help gauge their volunteer engagement work.

Framework 2: Engagement Pyramid (Groundwire)

Engagement Pyramid
Source: Idealware / Groundwire. Engagement Pyramid. Available at http://www.idealware.org/articles/engagement-pyramid-six-levels-connecting-people-and-social-change.

The original source of this framework (Groundwire) has ceased to exist, but you can find a description of it at Idealware.

What I like about the framework, and especially the information supporting the framework, is its detail in what each level might look like, how to measure engagement at a specific level, and how to move people up levels. I highly suggest a read of blog post describing the Engagement Pyramid.

I spoke about this tool/framework in June 2013 at Social Media for Nonprofits conference in Vancouver. In that space I used it more as an idea generator. But those who have the capacity to conduct strategic planning around volunteer engagement, in conjunction with marketing/communications and fundraising can really benefit from what the framework offers.

The upside of this tool for some is a downfall for others – its complexity. For organizations with little time and resources to spend on volunteer engagement strategy, this might be too robust. At a minimum, however, it’s great for ideas.

Framework 3: Continuum of Service (Morton, 1995)

Continuum of Service
Source: Morton, K. 1995. The Irony of Service: Charity, Project and Social Change in Service Learning. Michigan Journal of Community Service Learning, 2 (1), 19-22.

This one is a little academicky, but it speaks to different motivations/intents of volunteers, and the types of work they can be engaged it. Organizations that only offer roles that connect to charity (often because the mission/service model of the organization is focussed on charity) will serve a very specific type of volunteer interested in hands-on work, that can be short term in nature (though some volunteers will continue longer term). Social change opportunities exist more frequently in advocacy and public education/policy oriented organizations, which again will attract a specific type of volunteer.

Each type of opportunity has its benefits and downfalls (e.g. feeling evidence of impact various) but each serves a purpose AND a specific type of volunteer.

Framework 4: No framework

Time limited? Want to think the least about volunteer engagement?

If you just want to start somewhere, I suggest continuuing with your work, sharing it publicly, saying YES to those that contact you with something important to offer, and focussing your efforts on those who often support you.

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For nonprofit leaders and social innovators Personal and travel

What my master to-do list looks like – Workflowy and GTD

In previous posts on my to-do lists and how I organize my life, I’ve talked about my master to-do list. This, and many of my other productivity practices, come from a book called Getting Things Done by David Allen (also know as GTD…Allen’s productivity ways have a bit of a cult-like following). For people, like me, who organize themselves in a linear/logical way, I highly recommend the read. It’s been years since I read it back at SFU (thanks Chris Koch for the recommendation) but here are some of the principles that I still use:

  1. Brain dump. Every once in a while, give yourself time to write down everything that is on your mind that you have to do/want to do/have ideas about. The idea is to get things out of your head and free up the time you spend running things over and over again in your mind in order to remember. (From the GTD website: Your mind is for having ideas, not holding them”)
  2. Categorize your to-dos. For the things on your plate that you want to accomplish in this moment, identify the next action that needs to be taken. Be specific. The categories I use are: send #email, make #call, #read, #write, take action on the #web, take action #offline on my computer, #do something at home off my computer, run an #errand, and #waitingfor (things I don’t have to do, but are waiting for from others).

To keep this all organized, I use Workflowy. This is a website/app that allows you to create really long to-do lists, with multiple bullet levels that you can expand/contract/click on. You can use #hashtags (as above) to tag items on the list. And if you are working with others, you can @people for things to show up on their lists. It’s like the Twitter of to-do lists.

Here’s a glimpse of what it looks like:

Workflowy

And what it looks like when I click on a tag:

Workflowy tag

I love Workflowy because of how simple and clean it is. When you click on a tag or a list heading, everything unrelated disappears. It’s really beautiful.

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For nonprofit leaders and social innovators

Vancouver Mayor’s Engaged City Task Force final report – a review

Engaged City Task Force cover

Late 2012 I was selected to serve on the Vancouver Mayor’s Engaged City Task Force (ECTF)…and promptly had to step down as I was heading to Spain and Morocco for 4 months.

But I remained interested in the work of the task force, following their “quick starts” released in mid 2013, and recently read the final report [PDF], which was approved at council last month.

About the ECTF and the report

The purpose of the final report was to “dig deeper into the roots of a disengaged and disconnected population,” specifically to

To examine innovative best practices for civic engagement, and seek to make progress on priority issues including improving the way the City communicates with citizens, engages newcomers, new immigrants and youth, consults on policy, increases voter turnout and enables community connection at a neighbourhood level.

City Council requested the ECTF to focus on potential improvements in three areas:

  1. Enabling neighbour-to-neighbour engagement
  2. Increasing civic literacy about, and opportunities for engaging
  3. Enhancing how the City engages with residents, and vice versa

City Council and the ECTF also decided to focus on certain demographics and areas of interest.

City Council requested recommendations that would be relevant to all age groups but asked the Task Force to put a special focus on residents between the ages of 18 and 35. … It also asked the Task Force to explore opportunities to expand engagement through the use of new technology. As well, since the Task Force had members from a number of cultural communities, we decided to also make special efforts to engage newcomers and new immigrants. (p. 15)

My reading lens

The lens I took when reading was: will the results lead to meaningful engagement of those underrepresented in or isolated from current ‘mainstream’ community engagement (who might well be engaged in ways that are not seen by dominant culture)? Or will it lead to more engagement of people that are already engaged?

The report

Firstly, thank you to all the volunteers who served on this committee. Such an endeavour takes time, expertise, compromise, courage for new ideas, and commitment. You had a big hill to climb.

The final recommendations fell under four valuable categories:

  1. Build knowledge
  2. Build capacity
  3. Build trust
  4. Build power

The recommendations run from the specifc (“Create a Public Space Action Association”) to the incredibly vague (“Develop specific strategies for engaging under-represented groups”).

A qualifier re: my thoughts. I admit I am a highly critical person. My instinct is to want to make things the best they can be, and my way of contributing to that is to play devil’s advocate, challenge thinking, and pointing out potential flaws or gaps.

 

My initial reaction: some gems, with overrepresentation of hipster/artsy/tech ideas, and lacking voices from underrepresented/marginalized populations.


 

Gems

There are a selection of observations and recommendations the report made that I wanted to highlight as being particularly valuable:

Observations/reflections (all direct quotes)

  • accurate information from a trusted source, in a convenient location, delivered graphically and/or in first languages is crucial to engaging community members
  • many organizations are struggling to find, access, and retain affordable (private) spaces in which to bring people together
  • To build trust, several stakeholders stressed the importance of providing extra time for complex planning issues
  • “food encourages people to come out when nothing else will draw them”
  • the need for smaller, localized opportunities for engagement to complement those that that are citywide
  • Many residents expressed an interest in becoming more invested in neighbourhood and citywide decisions, yet were concerned that some groups dominate consultations and can intimidate others with alternative views

Recommendations (all direct quotes, any emphasis mine)

  • “City Hall 101” that employs graphics and animation to describe City processes
  • seek opportunities to increase awareness of 3-1-1 (through civic facilities, but also community groups, churches, etc.), paying attention to its promotion in languages other than English.
  • all internal project briefs include a dedicated budget line for communications and engagement
  • develop an evaluation framework for the selection and monitoring of online tools
  • develop a condo toolkit that helps residents to determine their building’s assets and identify opportunities to promote social inclusion [I started a condo newsletter a few years ago and great things came out of it]
  • provide regular facilitation training opportunities for staff and work to develop guidelines on the elements of a productive meeting.
  • community bulletin board[s]
  • filming public addresses from all of the [election] candidates and then sharing those videos on YouTube
  • work with the local post-secondary institutions on a voting registration drive  to allow people as young as 16 to register to vote [LOVE this idea – register even if you can’t quite vote yet]
  • initiate a process to review whether or not to lobby the Province of BC to extend voting rights to permanent residents
  • take action on campaign finance reform [oh yes! my opinions here]

Hipster/arts emphasis

Oh hipsters. I suppose I could count myself among the margins of this amorphous “group”. Some recommendations include “Create a Public Space Action Association” and talk of potlucks and long table conversational meals. Various civic and community organizations arlready take action in these areas; yes, there is an opportunity to scale up some of these ideas, but the connection to the target demographics of the report was missing. I can’t see how these would further engage the unengaged except at a minute scale.

There was a surprising amount of focus on artist space/cultural venues in this report. Especially considering the lack of focus on other important areas (e.g. Aboriginal voices). While I firmly support the need to make accessible and protect cultural venues, the notes about this in the report seemed very tangential. Perhaps because I’m not a part of the artist community, I’m missing something here. Yes, artists are marginalized in many ways but wasn’t the report meant to focus on youth, newcomers and new immigrants?

Social media/tech

When I see  “social media” or “online community” in any recommendation, I twitch a little. Yes, social media is an important communication tool. Yes, some online communities are successful. However, these just two tools. Used by people with easy access to internet and/or smart phones. Who are statistically more likely to already be more civically engaged. Yes, these are tools that should not be excluded from civic engagement efforts by the city; social media especially is a given. I perceived that perhaps the report included tech-recommendations because the city originally asked for them, not because they are actually meaningful to the original intent of the task force. Especially as the final report acknowledges:

…we found that those who have language barriers or do not use computers and social media are particularly likely to be isolated from important issues and decision-making processes.

Missing voices

Finally, the report is honest in its lack of success in its progress re: underrepresented groups.

“We were limited in our ability to connect with people from traditionally under-represented demographics. … We feel it’s important for us to acknowledge the absence of voices from Aboriginal communities in this process. “

Very unfortunate. To me, this alone is the downfall of the report. The committee acknowledged the trust- and relationship-building that is required to do this work well, and within a ~1 year time frame, success seemed to have insurmountable barriers.

This gap reminds me of two different thoughts I’ve come across in my work. The first is from the infinite wisdom of Twitter, the second came from my interviews on “new ways to advance social good” for a 2013 HRSDC research project.

  1. If you want to involved more [insert marginalized population] in your work, make them the centre of your work. That way you don’t have to invite them in. They already are in.
  2. Plan with a focus on the most-barriered populations. If your work is inclusive to them, it will be inclusive to all.

Reading Appendix B, which lists the events they held, the people they spoke with, the reports they read, I feel there was a missed opportunity to outreach and to work with existing infrastructure to hear diverse voices (i.e. work with partners that engage people where, don’t ask people to come to you). The task force shouldn’t have been expected to build relationships with individuals from scratch, so connecting through others should have been vital.

Recommendation #2, “Develop specific strategies for engaging under-represented groups,” should have been what this report was about. Isn’t it what the city asked the ECTF to do in the first place? Moving forward, this is where the work should focus.

This year is the year of staff creating an implementation plan and benchmarks. I look forward to the outcomes.

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For nonprofit leaders and social innovators

Ideas for governance in all-volunteer organizations

I co-faciliate a board governance webinar for Vantage Point, and one of the questions that comes up is what governance looks like in an all-volunteer organization.

Most board governance resources stress the importance of separating governance from operations: board members are responsible for governance; staff are responsible for management and operations.

But what about when there are no staff? I propose that boards delegate operations largely to volunteers.

I’ve written a thought piece on possible structural models to do this. The three examples include:

  • Option 1: Full committee structure
  • Option 2: One operational committee
  • Option 3: Volunteer executive director

I go on to compare the three models with respect to features, benefits, drawback, meeting design, etc. You can download the resource here.

27 Shift Governance in all volunteer orgs

 

I chair an all-volunteer organization and I would say we vaguely follow Option 1, but I see the potential to shift towards Options 2 or 3, especially if we consider geographic expansion.

What do you think of the options presented? What is the reality in your all-volunteer organization?