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The 4 Types of Nonprofit Communications Teams:
Making the Best Choice for Your Nonprofit
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Daily blog, weekly e-newsletter, and helpful downloads. All free.
A La Carte Training. New webinars each month.
All-Access Training Pass. Ongoing, consistent professional development and a community of other communications directors. Save a bundle over a la carte.
Nonprofit Marketing Accelerators. Six-week intensive coaching programs where you decide the strategy, do the work, and deliver the goods. New topic each quarter.
Communications Director Mentoring Program. The ultimate six-month professional development program for nonprofit communications directors. January–June and July-December sessions.
Kivi Leroux MillerFounder and CEONonprofit Marketing Guide@npmktgd @kivilm #npcomm
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First, Some
Candor.
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ME at CONFERENCES and on SOCIAL MEDIA when COMMS STAFF are deemed the
SOURCE of ALL FUNDRAISING PROBLEMS.
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I Believe in and Teach Donor-Centered Communications When Donors are the
Target Audience and Fundraising is the Goal.
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BUT. THAT. IS. NOT. ALL. THE.
TIME.for Communications Staff
at Nonprofits, OK?
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NOT IN THEIR ANSWERS:
“You flattered me by telling me I am a hero.”“You told me a story that made me cry.”“You sent me a thank you note in 48 hours and called later that week.”
WHY ARE WE HERE TODAY?
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Nonprofits must build MANY differentkinds of relationships, and pursuenumerous communications goals,
to achieve their missions.
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Comms and development fighting over
the newsletter copy.
Can We Avoid This, Please?
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Yes, We Can.
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bigducknyc.com/5factorsnpmg.us/2017
Data-Driven Presentation Ahead . . .
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Honey is your nonprofit MISSION ACCOMPLISHED.
https://www.flickr.com/photos/69872692@N07/6867963316
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It takes A LOT of really good communication and collaboration to get there.
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Major Donors
Small –Medium Donors
Fundraising Events
Recruiting Volunteers
Recruiting Members
Raising Awareness
of Issues
Internal Comms
Thought Leadership
Brand and Reputation Management
Engaging Community
Recruiting Participants
Advocating on Issues
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It’s Time for SomeFriendly Competition . . .
1-Hour Coaching Call
with Me onTopic of Your Choice
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Points for Accuracy Speed, and Streaks!
3/10 Questions Now
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Major Donors
Small –Medium Donors
Raising Awareness
of Issues
Internal Comms
Thought Leadership
Brand and Reputation Management
Engaging Community Recruiting
Participants
Fundraising Events
Recruiting Volunteers
Recruiting Members
Advocating on Issues
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TwoQuestions
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How StaffDivides Time on Comms Work
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Website/Blog EmailMarketing
Social Media PrintMarketing
MediaRelations
In-PersonEvents
Time Spent Managing Communications Channels(Weighted Averages)
Communications Staff Combined Staff Development Staff
Lim
ited
Amou
ntof
Tim
eM
oder
ate
Amou
ntof
Tim
e
@npm
ktgd #npcom
m2017
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Writing andEditing
GraphicDesign
Photography VideoProduction
EditorialPlanning
InternalMeetings
ExternalMeetings
Email Inbox
Time Spent on Communications Activities(Weighted Averages)
Communications Staff Combined Staff Development Staff
Lim
ited
Tim
eM
oder
ate
Tim
eN
o Ti
me
(Som
eone
Els
e'sJ
ob)
Gre
atDe
alof
Tim
e
@npm
ktgd #npcom
m2017
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22
So, Comms is Complicated.
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23
Your culture of communications has a big impact on whether you successfully make it out of the maze.
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How Does the Comms Workload Get Created?
Six choices, not necessarilyconnected to the org chart.
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• INTERNAL AGENCY: Comms staff are a tactical "internal agency" with its workload determined by other departments that need work done.
• DEV-LED: Comms staff work primarily in service of fundraising leaders, who determine the workload.
• CENTRALIZED: Comm staff set the communications/marketing strategy and define their own workload.
• INTEGRATED: Comms staff and fundraising staff work on an integrated team and jointly decide on the communications workload.
• CEO-LED: Comms staff work directly for the CEO or executive director who determines the workload.
• OTHER (please describe your scenario)
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ThreeQuestions
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Let’s Take a Closer Look at the
4 Major Models
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COMMON PROBLEM:Each staff member thinks their goal is most important.
https://www.flickr.com/photos/12567713@N00/2314199503
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GREAT SOLUTION: INTEGRATED TEAMSmerge multiple goals and jointly plant the flag.
https://www.flickr.com/photos/naql/14336138390
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• 20% of Teams
• Prioritizes small-medium donors, major donors, and events more than others
• Most collaborative model
• Great model for nonprofits raising money from individuals
• Works well where fundraising is primary goal for external communications.
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COMMON PROBLEM:Uncoordinated goals confuse participants and supporters from where their focus should be.
https://www.flickr.com/photos/martinhearn/6326234349
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GREAT SOLUTION:CENTRALIZED TEAMScoordinate and prioritize multiple goals so the focus is on the right place at any given time.
https://www.flickr.com/photos/schmollmolch/13747167545
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• 20% of Teams
• Prioritizes small-medium donors, major donors, and events more than others
• Most collaborative model
• Great model for nonprofits raising money from individuals
• Works well where fundraising is primary goal for external communications.
• 18% of Teams
• Great model when funding comes from grants, fees, and/or major donors
• Good with tight partnership with a “separate but equal” development department (e.g. advocacy-driven comms & development)
• Most confident in skills.
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INTERNAL AGENCY TEAMStake orders from across the organization and try to produce a consistent product.
https://www.flickr.com/photos/rusty_clark/10565697705
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• 20% of Teams
• Prioritizes small-medium donors, major donors, and events more than others
• Most collaborative model
• Great model for nonprofits raising money from individuals
• Works well where fundraising is primary goal for external communications.
• 18% of Teams
• Great model when funding comes from grants, fees, and/or major donors
• Good with tight partnership with a “separate but equal” development department (e.g. advocacy-driven comms & development)
• Most confident in skills.
• 18% of Teams
• Tend to be bigger teams at very large nonprofits
• Brand managers• “Content mill” for other
departments
• Full of skilled specialists, but they do not drive strategy
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CEO-LED TEAMStry to hold on as the executive changes speed and direction.
https://www.flickr.com/photos/rusty_clark/5846933657
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• 20% of Teams
• Prioritizes small-medium donors, major donors, and events more than others
• Most collaborative model
• Great model for nonprofits raising money from individuals
• Works well where fundraising is primary goal for external communications.
• 18% of Teams
• Great model when funding comes from grants, fees, and/or major donors
• Good with tight partnership with a “separate but equal” development department (e.g. advocacy-driven comms & development)
• Most confident in skills.
• 18% of Teams
• Tend to be bigger teams at very large nonprofits
• Brand managers• “Content mill” for other
departments
• Full of skilled specialists, but they do not drive strategy
• 19% of Teams
• Tend to be smaller, understaffed teams (most often just one person)
• More likely to focus on PR and events
• Most scattered; not as strategic
• Least confident in skills
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Equal Distribution, Yes.
Equal Effectiveness? Nope.
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Effectiveness is the ability to produce a desired result.
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We asked participants to assess the state of their communicationswork in 4 ways: • A simple ranking of their overall communications effectiveness in 2016, on
a scale of 1 to 5 stars. • Scoring their organization’s marketing maturity on a series of marketing
fundamentals. • Whether their organizations are doing better or worse on a series of
common challenges for nonprofit communicators that affect day-to-day productivity.
• Rating their personal level of confidence in their job skills and overall job satisfaction.
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It’s about to get data-heavy.Be tolerant and stay with me.
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We asked nonprofits to rank their communications effectiveness on a 5-star scale, from 1 star (not at all effective) to 5 stars (extremely effective).
The average was 3.3 stars, or between somewhat and very effective.
Ove
rall
Effe
ctiv
enes
s
@npmktgd #npcomm2017
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1 – Unaware. We are unfamiliar with this practice.2 – Aware. We have basic knowledge of this practice.3 – Ready. We are ready to begin implementing this practice.4 – Capable. We’ve started implementing this practice and are gaining experience.5 – Skilled. We are confident in our implementation of this practice.6 – Expert. We are consistently outstanding in our implementation of this practice.7 – Authority. We are a thought leader and innovator on this practice.
Knowledge ZoneAware - Ready
10 - 39 Points
Proficiency ZoneCapable - Skilled
40 – 59 Points
Mastery ZoneExpert - Authority
60 – 70 Points
The Marketing Maturity ScaleM
arke
ting
Mat
urity
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Marketing Maturity Indicator Average
Defining specific target audiences or core constituencies, rather than communicating to “everyone” or the “general public.”
4
Segmenting email and print mailing lists, and targeting advertising, so that people see content from you that is highly relevant to them.
3
Creating content centered on the recipient, including clear calls to action, and often using the second person (you, your).
4
Using a consistent and recognizable voice, style, and tone throughout your communications.
4
Regularly incorporating visual content such as photos, video, and graphics into your communications, rather than relying on text alone.
5
@npm
ktgd #npcom
m2017
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Marketing Maturity Indicator Average
Using an editorial calendar that says what messaging is going out when and in which communications channels.
4
Building content curation and repurposing into your editorial process, rather than always creating original content from scratch.
4
Managing your website within a Content Management System (CMS) that multiple people on staff know how to update.
4
Managing your mailing list with a Customer Relationship Management (CRM) tool or database that allows you to track information, interactions and activities for each individual on your list.
4
Establishing and measuring key performance indicators for your primary communications goals and channels.
3
TOTAL 39
@npm
ktgd #npcom
m2017
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Effectiveness Star Ranking 1 2 3 4 5
Marketing Maturity Score 24 29 37 44 50
There were no significant differences between nonprofits with different missions on either the Effectiveness Ranking or the
Marketing Maturity Scores.
Overall Effectiveness and Marketing Maturity Scores Match Up Well
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Ranked Themselves as Very or Extremely Effective in 2016 (4 or 5 stars)
50% 42% 28% 24%
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Ranked Themselves as Very or Extremely Effective in 2016 (4 or 5 stars)
50% 42% 28% 24%
Average Marketing Maturity Score
41 40 39 36
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Ranked Themselves as Very or Extremely Effective in 2016 (4 or 5 stars)
50% 42% 28% 24%
Average Marketing Maturity Score
41 40 39 36
Saw Improvements in Strategy Driving Communications in 2016
47% 41% 28% 27%
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Ranked Themselves as Very or Extremely Effective in 2016 (4 or 5 stars)
50% 42% 28% 24%
Average Marketing Maturity Score
41 40 39 36
Saw Improvements in Strategy Driving Communications in 2016
47% 41% 28% 27%
Very Capable and Confident in Skills
44% 48% 44% 33%
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Ranked Themselves as Very or Extremely Effective in 2016 (4 or 5 stars)
50% 42% 28% 24%
Average Marketing Maturity Score
41 40 39 36
Saw Improvements in Strategy Driving Communications in 2016
47% 41% 28% 27%
Very Capable and Confident in Skills
44% 48% 44% 33%
Satisfied or Very Satisfied with the Job
77% 71% 51% 55%
Dissatisfied or Very Dissatisfied with the Job
9% 13% 23% 21%
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Which Team Structure forWhich Goals?
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30%
40%
50%
60%
70%
80%
90%
Integrated Centralized Internal Agency CEO Led
% Saying the Goal is a High Priority or Essential Goal, by Team Structure
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30%
40%
50%
60%
70%
80%
90%
Integrated Centralized
% Saying the Goal is a High Priority or Essential Goal, by Team Structure
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INTEGRATED TEAMSWhy do these work so well? What problems do they solve?
https://www.flickr.com/photos/naql/14336138390
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CENTRALIZED TEAMSWhy do these work so well? What problems do they solve?
https://www.flickr.com/photos/schmollmolch/13747167545
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30%
40%
50%
60%
70%
80%
90%
Internal Agency CEO Led
% Saying the Goal is a High Priority or Essential Goal, by Team Structure
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INTERNAL AGENCY TEAMSWhy don’t these teams work as well?
https://www.flickr.com/photos/rusty_clark/10565697705
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CEO-LED TEAMSWhy don’t these work as well?
https://www.flickr.com/photos/rusty_clark/5846933657
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I’m stuck with a bad team model.
What do I do?
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Biggest Differences BetweenEffective and Ineffective
Integrated Teams
• Collaboration within the team was much better.• Clarity about responsibilities and authority was much better.• The working relationship with the executive director was exceptional
(rather than merely functional)• They have a specific budget for external communications expenses.
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Biggest Differences BetweenEffective and Ineffective
Centralized Teams
• Ability to focus on important over urgent was better. • Staff were much more likely to say they are very capable and
confident in their abilities. • Clarity about responsibilities and authority was much better.• The working relationship with the executive director was exceptional
(rather than merely functional)• They have a specific budget for external communications expenses.
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Last Chance!Two
Questions
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