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Talent Market's mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector

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Archives for June 2016

Talent Tip #80: The Power of Networking: Landing a Job (And Maybe a Dog-Sitter) in One Evening

June 14, 2016

Talent Tip #80: The Power of Networking: Landing a Job (And Maybe a Dog-Sitter) in One Evening 

When I first moved to Washington, DC for graduate school many moons ago, I found myself surrounded by students and faculty who had a very different worldview than my own. I distinctly remember seeing a larger than life “Socialist Meeting Today” banner hanging outside of a building on campus. I thought it was a joke until I noticed the large gathering under the banner. Don’t these people read history books? At that moment I knew I had to expand my network.

A friend suggested I attend an America’s Future Foundation happy hour. I wasn’t sure what AFF was at the time, but I was quite familiar with the happy hour concept. So, I went.

Several pretty cool things transpired as a result:

  • I met a gentleman whom I started dating
  • I met a gal who is still a friend to this day (a decade later)
  • The gentleman I started dating later introduced me to the organization where I landed a job post-grad school and started building my career in the liberty movement
  • The dating relationship fizzled, but not before he fell in love with my dog (understandably, as she was easier to love than me) and became my go-to dog-sitter

So, just to recap, that’s a boyfriend, friend, job, and dog-sitter — all from one networking event.

But let’s face it – networking can be a drag. We often have to battle our Myers-Briggs “I” to get psyched up for an event. Who among us doesn’t prefer to throw on comfy pants, pour a glass of Trader Joe’s wine, and veg in front of the TV instead of attending another rubber chicken dinner? Yet, stories like mine prove just how valuable networking can be.

Need another story to convince you? You got it. A friend in the liberty movement recently shared this little nugget:

Why is networking important? It seems like a bunch of people looking for something, and if they aren’t interested in what you have to offer, they move on. It’s eighth grade gym class waiting to be picked last except now I’m dressed up. Pass.

That’s what I used to think.

Now I know: networking is most valuable when you are yourself, and you have your eyes open but you aren’t scoping out the room only for the VIPs. Because someone out there is looking for someone like you. Crazy isn’t it? Especially if you’re like me and you have a difficult time taking a compliment, it may be hard to swallow. 

Last fall, I went to the State Policy Network Annual Meeting to get training. One session, an opening “Speed Networking” event, stuck out to me…as something to avoid like the plague. I had just gotten to town, was tired, and needed to gear up to be around crowds of strangers for the rest of the conference.

But, I went anyway. I met five people there, the last of whom is the leader of the organization…where I now work.

He asked me what I did, if I enjoyed it, what was my biggest accomplishment. Then he asked if I had ever thought about leaving my current employer. It took me off guard, frankly, because looking for a new job was the last thing on my mind. I told him I was happy where I was, but would like to stay in touch. 

I researched the organization when I got back to my hotel. Over the next few weeks I reached out to a few people in my network to ask about the organization. I sent my resume a short time later.

I can wholeheartedly say this: if I had not put myself out there, I never would have met him. Here is the kicker: he told me later how happy he was that he met me at SPN. I’m not sure if our paths ever would have crossed if we both hadn’t attended the networking event. It’s what they call a mutually beneficial exchange. I’m now working in a role I find challenging and rewarding, all because we both went to a networking event. 

 

Wow. My friend’s story beautifully illustrates the power of networking. I hope you’ll take it as an inspiration to fight the lure of the comfy pants and take advantage of the next networking event. Your career (and possibly your dog) will thank you.

(A big shout-out to organizations such as America’s Future and State Policy Network for their amazing work bringing people together and harnessing the power of networking.)

Talent Tip #79: Two Solutions for Our Fundraising Talent Shortage

June 6, 2016

Talent Tip #79: Two Solutions for Our Fundraising Talent Shortage 

 

Last month I donned my Captain Obvious hat and wrote of our need for fundraisers. But I’m not a fan of pointing out problems without also providing solutions. So, this month, with a little help from numerous friends I heard from in the interim, we’re going to address ways to correct the problem.

As I see it, there are two main solutions to addressing our fundraising talent shortage.

  1. Expand the talent pool – When it comes to looking for fundraising talent, we’re working with a $12 Wal-Mart plastic kiddie pool when we should be searching in one that is Olympic-size.  In order to expand, we need to bring in individuals (entry level, mid-career, and advanced professionals) without specific fundraising experience who have the personality and skills to become successful development officers and give them the training, mentoring, and opportunity they need to prosper.This can happen at the organization level and via talent development programs across the network. Investors in liberty should recognize this opportunity and support initiatives that open the door to an expanded bench of fundraisers.
  2. Retain the talent we have – The feedback I received after last month’s newsletter was robust and incredibly consistent: we often drive away good fundraisers.How? Well, the list of complaints I’ve heard is long, but here are some highlights:
  • Pay – I’ll cut to the chase on this point: if you don’t reward your fundraisers for outstanding performance, there is a long line of other organizations that will happily poach them.
  • Wasted talent – Apparently some nonprofits hire fundraisers and then chain them to a desk, not allowing them to forge relationships with donors. Sometimes it’s a trust issue; sometimes it’s an ego issue. Whatever the cause, if you hired a fundraiser to build relationships with donors, let him do it! From one friend in Washington, DC:
    “If you hire someone to fundraise, let him go BLEEPing fundraise. Don’t delay in sending a qualified fundraiser into the field. That’s how talented people get antsy and start looking. Literally as I was typing this email, a colleague came into my office to share with me how his interview went with a major university’s development department. I’m sure it’s going to come as a shock to our Chief Development Officer when he says he’s leaving. But his time has been wasted here. Too bad the think tank community is about to lose another potentially good fundraiser.” On the other side of this coin, I heard from another fundraiser friend who recently started a new job with a growing, impressive group. It came as a pleasant surprise when the CEO invited him along to a key donor meeting just weeks after he started. Not only is this a great talent development strategy, but it’s a fabulous way to inspire staff to work harder and engender loyalty.
  • Respect –  A friend in the Northeast summed it up perfectly: “Fundraising is really the heart of any organization which relies on donations, pumping blood to the rest of the organization and leadership. Good fundraisers get out of the business and move on because they get fed up with being treated as an afterthought. I would have no problem fundraising at a senior level for an organization that “gets it” and treats their development operation as a key part of strategic management. And of course an integrated development function makes the organization stronger, because major donors want to know all they can about where their dollars are going and want to deal with people in the know.”
  • Unrealistic expectations – A friend in the Lone Star State hit the nail on the head: “I’m amazed at how many nonprofits are struggling to keep good development directors. Too many nonprofits have unrealistic ideas of how to raise substantive money in sustainable means.  Let’s face it: development directors aren’t rain-makers!”

This is my two cents; and, as always, I welcome your suggestions and ideas. After all, the success of the liberty movement hinges on our ability to keep the lights on.

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    Assistant Program Manager – Napolitan Institute – Virtual

    Grants and Research Coordinator – Independent Institute – Virtual

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    Development Director – Idaho Freedom Foundation – Boise, ID

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    External Relations Associate – Mercatus Center at George Mason University – Arlington, VA

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    Staff Attorney – National Right to Work Legal Defense Foundation – Springfield, VA

    Associate Director, Constitutionally Limited Government – Stand Together Trust – Arlington, VA

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    Environment and Natural Resources Attorney – Pacific Legal Foundation – Virtual

    Director of Development – Beacon Center of Tennessee – Nashville, TN or Virtual in TN

    Senior Research Fellow – Independent Institute – Virtual

    Policy Assistant, Center for Civics, Education and Opportunity – Ronald Reagan Presidential Foundation and Institute – Washington, DC

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    Development Assistant – Children’s Scholarship Fund – New York City, NY

    Litigation Counsel/Senior Litigation Counsel – New Civil Liberties Alliance – Arlington, VA

    Director of Publications – American Institute for Economic Research – Virtual

    Development Associate – The James Madison Institute – Tallahassee, FL

    Civil Rights Litigator – Center for American Liberty – Virtual

    Senior Researcher – Legal Insurrection Foundation – Virtual

    Grant Writer – ACE Scholarships – Denver, CO or Virtual

    Senior Project Manager – Foundation for Economic Education – Atlanta, GA

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Claire Kittle Dixon
Executive Director

Claire runs the day-to-day operations of Talent Market, manages searches for clients, and oversees the organization’s fundraising communications, technology, administration, and cat-herding efforts…
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Katy Gambella
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Katy oversees Talent Market’s outreach to young professionals and manages the outreach team. She also manages searches and executes outreach directly herself…
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Stephanie Keaveney
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Stephanie splits her time between managing talent searches for free-market nonprofits, maintaing Talent Market’s social media presence, and engaging in outreach to young professionals interested in liberty-oriented careers…
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Bailey Drouant
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Bailey assists free-market nonprofits with their hiring needs by helping them manage the search process from start to finish…
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Savannah Rupp
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Savannah channels her expertise to manage searches for free-market nonprofits, ensuring they find the perfect match to drive their missions forward. She also supports Talent Market’s…
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Talent Market is a nonprofit. We’ll wait here while that sinks in. We know it’s a crazy concept, but it’s been working like a charm since 2009.

Talent Market’s mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector.

We provide consulting and recruiting services at no cost to 501(c)3 nonprofit organizations that clearly and directly focus on advancing the principles of economic freedom, free enterprise, free trade, free speech, property rights, rule of law, and limited regulation. (We do not work with political organizations, organizations with mission statements that do not clearly advance free-market principles, organizations that focus on social issues, or organizations that have a focus outside of the United States. We are not a job board. ) 

Talent Market believes that the road to prosperity is paved with freedom and that the success of our movement hinges on the talent that will take us there.

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