Tuesday, February 26, 2019

posted by
Sean Mayer
Class 13 Public Ally

I was one of the Allies fortunate enough to be selected to hear Michelle Obama speak at Comerica Theater Feb. 12. I have been a longtime follower of the former first lady, but the more intimate parts of her origins I was unfamiliar with; fortunately, this event illuminated her background to me, as well as her next chapter post-White House. 

When asked by the ASU Lodestar Center for my thoughts about the event, I was quoted as saying, “I can't explain how excited I am to be in the presence of this woman. Michelle Obama, by being an educated, black woman from a working-class family, has revolutionized the role of first lady simply by being herself."

My feelings regarding this statement were along the lines of how identity plays into personal politics and personal achievements. Being the first is never easy, but being the first on a national level such as an American first lady is nothing short of borderline impossible. 

Tuesday, February 19, 2019

posted by
Rachelle Wayne
2018 Alumna, ASU BS in Nonprofit Leadership & Management and Class 12 Public Ally

The Public Allies Arizona training program might have been equally as beneficial as my coursework in helping me accomplish my objectives at MIKID while working on my personal and professional growth. Although the Public Allies program is also a nonprofit leadership program just like the degree and certificate program and is all under the ASU Lodestar Center, Public Allies is a national program under AmeriCorps first.

Public Allies approaches the ideology around leadership differently from the degree and certificate courses. From a micro view, this could seem almost contradictory. Public Allies is more about boots-on-the-ground leadership, while the degree program prepares students for more administrative work consisting of leadership with a given title.

Public Allies’ motto is “Everyone Leads.” To me this is the realization of accountability that we all create change in the world, for better or for worse, and the power we have is in the choice of what kind of leader we want to be. Being a leader in this sense is not something a job title can dictate. It is who we are to our communities, families and friends. 

Tuesday, February 12, 2019

posted by
Rachelle Wayne
2018 Alumna, ASU BS in Nonprofit Leadership & Management and Class 12 Public Ally

“Work smarter, not harder” has been the mantra I have dedicated myself to as I approached participating in three nonprofit leadership programs concurrently: Public Allies Arizona, the Nonprofit Leadership and Management bachelor’s degree and the Certified Nonprofit Professional credential through the Nonprofit Leadership Alliance. Public Allies advises prospective participants to carefully evaluate their other commitments before joining the 10-month program, so planning, planning and more planning has been the only way to make all this work.

Before every semester at ASU, I would sit down with my syllabus and program every single class time, deadline and assignment I could. Then I would schedule everything else around it for the rest of the semester. This can be a challenge, trying to stay on top of deadlines and making sure I am not over-booking myself for important events and tasks. Prioritizing is one of the most important things to master when creating a packed schedule for the year. I used my communication skills and mantra to make sure “first things first” stayed a rule. I decided that my degree program and self-care were main priorities. When I approached potential Partner Organizations and Public Allies, I made sure to thoroughly communicate priorities and make sure that none of the critical dates for the different programs crossed in ways that would be detrimental to completing expectations of all the programs. MIKID was well aware that education and self-care were priorities and worked around my class schedule when creating my position. 

Tuesday, February 5, 2019

posted by
Rachelle Wayne
2018 Alumna, ASU BS in Nonprofit Leadership & Management and Class 12 Public Ally

“When the cause is not about you and your personal greed, but the greater picture of mutual need.”

My name is Rachelle Wayne. I received my bachelor’s degree in Nonprofit Leadership and Management at Arizona State University in 2018 and earned the Certified Nonprofit Professional (CNP) credential from the Nonprofit Leadership Alliance student organization at ASU.

For my required Nonprofit Leadership Alliance internship, I chose to serve for a second year as an AmeriCorps volunteer in the Public Allies Arizona program at the ASU Lodestar Center, returning to Public Allies five years after I had served with Native American Connections.

The three programs – an academic degree, the CNP credential and Public Allies – together align perfectly with my personal mission statement: I work to create a world that provides everyone with the opportunity to create a quality life for themselves and future generations alike.

Under the Public Allies program, I was placed at Mentally Ill Kids in Distress (MIKID) with the objective to help build capacity within the organization. Working in the nonprofit sector for almost a decade, I have gained an interest in what it looks like to lead within the field and how leaders can better collaborate to provide accessible opportunities for all to learn, grow and thrive in ways that are culturally appropriate to their wants and needs.

Tuesday, January 29, 2019

posted by

Michelle Marion
Summer 2018 Alumna, ASU Master of Nonprofit Leadership & Management
Operations and Community Manager at CityCoHo - Philadelphia, PA

Nonprofit employees are vital in realizing an organization’s mission and goals. Even though organizations recognize the importance of nonprofit employees, the sector is the third-least engaged industry in the United States with employees that are hostile or actively disengaged. Turnover is costly; research estimates that it costs 20 percent of a midlevel employee’s annual salary to find their replacement. How can nonprofit organizations build high-performing employees?

Create a recruitment strategy

As many as 73 percent of smaller nonprofits (with an operating budget of less than $5 million) have no recruitment strategy or budget. To attract and recruit talented employees, nonprofit organizations need to implement a recruitment strategy with a recruitment brand. To create a strategy, organizations should ask themselves goal-oriented questions, including:

  • Positions needed to be filled
  • Desired number of applicants 
  • Qualifications desired
  • What type of people should be targeted?
  • When should a recruitment campaign begin? 
  • Can the position be filled by an internal recruit?

Within the recruitment strategy, organizations should create a recruitment brand or decide how the organization wants current and prospective employees to see the company. By defining this value, employees whose values align can be attracted and recruited. 

Wednesday, January 23, 2019

Deborah Robles headshot

posted by
Deborah Robles
Summer 2018 Alumna, ASU Master of Nonprofit Leadership & Management
Program Manager, A New Leaf - Mesa, AZ

You are the manager of a nonprofit and find yourself exhausted by your efforts managing difficult staff, recruiting new staff and placing remaining energy into high-performing staff. Staff retention seems not only difficult, but near impossible to understand because of the intense amount of work. It is time to take a deep breath and consider the possibility you have approached staff retention incorrectly.

The Unemployment Services Trust (UST) administered a survey in 2015 to nonprofit executives, supervisors and nonsupervisory employees to understand factors contributing to job satisfaction, less employee turnover and more employee retention in the nonprofit sector.

The following results provide a great deal of insight into the question at hand. In this survey, results show that 48 percent of employees want to enhance job satisfaction. Additionally, UST found the importance of culture or office environment of the organization, which ranked 62.2 percent. Additional results note the importance of flexibility and work-life balance at 58.4 percent. 

Furthermore, this study found the importance of hiring and retaining correct individuals while removing incorrect hires. Although there are many aspects to consider in staff retention, these findings provide a great deal of opportunity for management to approach this subject differently and find new approaches. 

Tuesday, January 15, 2019

Lukas Nava headshot

posted by
Lukas Nava
Class 12 Public Ally

When I joined Public Allies Arizona, I was placed at Arizona Foundation for the Handicap, which is a day center for adults with special needs. AFH’s mission is to provide quality individualized services to people with physical or intellectual challenges in the least restrictive environments.

AFH partners with other Valley organizations to create more opportunities for our members. 

We believe in everyone’s right to choose services that most interest them. It is estimated that over 785 million people in the world today are living with a disability, over twice the U.S population.

In Arizona, roughly 100,000 Arizonans have some form of a disability. In the past, people with disabilities were viewed as cast-aways and hidden where they would be “safe.”

Thankfully, over time, the focus of care has shifted and now we advocate for self-determination. Members at AFH are encouraged to participate in a wide range of activities like cooking, art class or going out into the community.

Tuesday, January 8, 2019

Niamey Thomas headshot

posted by
Niamey Thomas
Class 12 Public Ally

My name is Niamey Thomas. My name means River; it is the capital and largest city in the West African country Niger. My name represents the essence of power, strength and peace, which I try to embody every day. I am Black and Mexican and I am a creator. I create dances, curriculums and spaces for people of color to understand their identity, passion and purpose — these are lessons others tried to teach me but failed because they were more concerned with the box I did not fit into than the freedom I can have outside the boundaries of that box.

 Identity is very important to me. I believe it is essential in navigating society and before you can love or accept anyone else, you must first love and accept yourself. When looking for an organization to partner with during my term at Public Allies, I wanted to find an organization that would allow me to be myself, an organization that would allow the opportunity to create and one that would not try to place me into a box.

Wednesday, January 2, 2019

posted by
Chase Zwissler
Summer 2018 Alumnus, ASU Master of Nonprofit Leadership & Management
Director of Operations of Organic Growth Marketing- San Diego, CA

As nonprofits explore ways to maintain sustainable growth, diversifying revenue has been a recurring focus for many. But what does it mean to diversify a nonprofit’s revenue? Investors diversify investment portfolios in order to decrease volatility and to see more stable returns on their investments. Nonprofits seek to do the same by diversifying the sources of funding they rely on to fulfill their missions. 

Importance of Diversifying Revenue

Nonprofits are competing for finite resources in unpredictable climates. The recession exposed the vulnerabilities of many organizations who relied too heavily on funding that decreased during the hard economic times. Although charitable giving has been on the rise year after year, smart nonprofit managers are seeking to strengthen their organizations to sustain growth in the future. 

Resource dependence theory states that an organization is controlled by the sources of funding on which they rely to operate. Those who control the resources hold the power. Organizations with fewer sources of funding feel these impacts even more. A 2017 study found that over half of nonprofits surveyed reported resource constraints as being a top concern, followed by managing growth at 42 percent.

Not all funding is created equal - some brings with it stipulations that require additional resources for organizations to manage. Others are highly unpredictable and cannot be relied upon for long-term funding. 

Wednesday, December 26, 2018

posted by
Ashley Mitchell, MNLM, LBSW 
Summer 2018 Alumna, ASU Master of Nonprofit Leadership & Management
Advocacy Manager, Bay Area Turning Point - Houston, Texas

The reality of the nonprofit sector is that many organizations must rely on state and federal funding to advance their missions. Without this funding, many organizations would not be able to provide services to the population they seek to serve. Applying for and receiving funding seems like the perfect answer for nonprofits that are looking to get started, as well as for seasoned organizations that need extra room in the budget for new expenditures. 

What nonprofit staff may not consider when applying for and accepting this funding is the effect it will have on their organizations, staff members and clients. What could be bad about more money? Taxing applications, constant scrutiny, bureaucratization, collecting intrusive information from clients and extreme reporting, just to name a few. For already overworked program staff, this additional burden can seem extremely overwhelming.

So, how do you balance funding a program and remaining effective to the mission of the organization? Here are some ideas: 

Only apply for funding that fits into the realm of the established mission. Instead of trying to create a program that fits into what a grant wants, only apply for funding that is applicable to the work you are already doing.

Let technology work for you. Find computer software that will assist with running reports. Hand counting for grant reports should long be a practice of the past.


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