Money as Energy

Tuti Scott - Thursday, March 14, 2013
Recently I was asked what ‘class’ I describe myself as.  I responded that currently I am in the class of comfort and elegance but I was born into the class of hard work and hard knocks.  I still dabble in the class of hard work and some hard knocks, just at a different level!  
  
Thankfully, in my childhood of hard knocks there was always abundance in nature, simplicity in play, and spontaneous laughter.  I was nourished from these gifts which resulted in an entertaining and movement and creativity filled childhood.  Some of my other needs may have not have been supported because of financial constraints.  Our family was relatively isolated as we lived “in the woods” in small town New Hampshire. There was no TV and my Mom was a warm and loving artist activist ‘hippy’ so we were well shielded from consumerism.
 
The values she taught were hard work, creativity, optimism, and discipline.  I carry these forward into my coaching of fundraisers, CEO’s and Boards.  At home, you had to do your chores before you could do the next fun thing. I and my four siblings were all working at an early age – most of us had some kind of part time job by the age of twelve or thirteen: babysitting, cleaning out horse stalls, or selling home-made baked goods.  We learned that if we wanted money, that’s just what you did.
 
When I was twelve years old my first job was picking strawberries.  We got a nickel or a quarter per quart – a small amount of money.  If you were fast, you got more money.  I picked enough berries to get to go to the Dave Cowen’s Basketball School. I had a very clear goal for my earnings and it felt exciting to achieve my financial goal.  I still think that’s true today, when we want something, we work hard, visualize it, resource it, and manifest it. 

Leaders in philanthropy have so many lenses to look through in their work but I am a big proponent of getting clarity and sharing stories around the lens one has with class, money and the energy one holds around money.  My relationship with money started with ‘leaning in’ to opportunities to play with money.  I agreed to be Treasurer of my high school class.  I said yes to being a bookkeeper and working with real estate investments in my early twenties. I studied sciences and not business in college but I embraced the energy of money in building a foundation, creating three successful businesses, being a steward of people’s gifts and an investor in women’s leadership.  

I see money as a channel for numbers and stories and I see money as energy; it comes and goes.  I am aware that money has given me access and I see how it gives people power, access to places, spaces, conversations, etc.  When I do workshops and invite people to finish the statement - Money means ________, very few women say power.  For now, I will leave it to Sheryl Sandberg to tackle women embracing the word and experience of power!

I believe money is a great source of joy and a source of inspiration when used well. There are many transactional experiences that we go through in our society that can be transformed if the transaction comes from a place of joy and gratitude and love.  If money could spend more time in people’s hearts, as well as head and gut, it can do more transformational work.  Take this as a theme for a week and see if your work is transformed when you approach all conversations around money and resources couched in statements of appreciation, abundance and gratitude.  
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High Functioning Teams

Tuti Scott - Wednesday, February 20, 2013

A high functioning staff has the consciousness, will, and integrity to act sustainably.  Create the safety for people to say, “Is this the most efficient way for us to work? Are we respecting our own time and the time of our colleagues?  Are we treating ourselves well so we can be vibrant ambassadors for this work?" Consider these as ideas to embrace with your team and see what changes in your work and your organization.

1. Prepare for and promote success. Smart investors want to be part of success and take pride in being associated with meaningful work.
2. Create a “lighten up” office.  Make a wall of inspiration, bring in ‘easy buttons’, juggling balls and other props that make you smile and produce energy.
 3. Elect a 'Monthly Captain of Fun'.  Rotate the opportunity to schedule an activity for the staff to go to (museums, exhibits, talks, bowling, etc) once a month.  Encourage all to participate and schedule  a consistent time (i.e. first Thursday of each month).
 4. Using the language of invitation, appreciation, and inquiry brings people to a higher level.  Evaluate messages, meetings, and materials to determine whether your words reflect grace, respect, and gratitude: “May I invite you to…   Is this something that could work for all… Might you consider...How might this best work for you...  Thanks so much for ...."
5. Productive and focused teams agree on a goal and a process for getting there and hold each other accountable to the team’s values.   Action plans with deadlines are established and followed to assure measures of success are reached.  
6. What gets measured gets attended to; what gets attended to gets done.  Review your calendar and see where you can block time and schedule 30-60 minute intervals for your ‘deep and challenging’ writing, thinking, planning projects.  
7. Read about and practice the Four Agreements to help ‘live your values' as an organization.  
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Mind Body Spirit Inquiry

Tuti Scott - Tuesday, January 15, 2013

I was asked recently to talk about how i apply the mind, body, spirit connection that drives my personal and professional work.  This was a humbling task and implies a constant reflection and discourse with one's self.  I am such a student of life and am often asking my clients and myself questions to improve.  These are some leadership conversations that may be useful to have with a colleague, friend or coach.  

Mind – How do you learn best? What motivates you? What statements/stands do you have about your goal, business, and/or relationships at work? How do you use affirmations?  What assumptions do you make about yourself? What does being mindful look like to you in your life? What practices do you use to still your mind or keep it open to magic and ideas?

Body – How do you carry yourself? What does your voice bring forth and how does it land on people? Where do you get your chi / energy and how do you replenish it?  What choices do you make in keeping your body fueled, flexible and receptive? What could change about your body adoration? Who supports your health and well-being?

Spirit – What are your passions? How do you fulfill them?  When and where do you find yourself 'leaning forward'? Who and how do you share and affirm your passions with the world? What inquiries are you making on your journey? Do you ask yourself ‘does this fulfill my live with ease test’ or “is this a step on my soul’s journey” before moving forward with a life decision? Where is nature in your life?  

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A Gratitude Reboot

Tuti Scott - Wednesday, November 21, 2012

This has been a year of challenges for this physical and active gal (your author!) who generates much of her ‘heat’ and energy from movement.  The ability to stay positive when in pain or challenged physically is quite a zen experience and can test the depths of one’s ability for feeling gratitude.  So rather than whine about being a 50-year-old athlete who just recently got back to being able to walk for twenty minutes, let me focus on the miracles and love that surround my life.

I am oh so grateful for;
  • The ability and resilience of the workers who have saved, relocated, and rebuilt the lives and domiciles of so many affected by the storm Sandy;
  • A global family of donors, Board members, and leaders who inspire me with their perseverance for justice and the elevation of women’s funds, women’s voices and women’s leadership;
  • Senators Elizabeth Warren and Tammy Baldwin, and many other new leaders who will bring their wisdom, grace, and collaborative thinking to Capitol Hill;
  • Four more years of the balanced presence (equal parts masculine and feminine) of President Obama;
  • My move to the ocean and the freedom to regularly wander the beach with Ann and our newly adopted 13-year-old Jack Russell terrier, Sydney;
  • The ability to laugh at myself and so many moments of my life (turning 50 gives one permission to lighten up);
  • All of the Olympians who inspired me over and over again this past August;
  • The slow and steady healing of my low back and sacro-iliac joint aided by my amazing caregivers (Deb, Lynn, Mary and Marta) who continue to help me immensely;
  • The medical community at Lahey Clinic that has assured me that having a mitral valve prolapse and premature ventricular contractions every other heart beat for 4-6 hours at a stretch is tiring, yes, but not life threatening;
  • Boundless creativity that emerges daily from my siblings and how they live their magical lives;
  • Love and encouragement from my dear friends and teachers and
  • The world of Imagine Philanthropy and our love of humankind, spirit, and smart hard work that stirs up goodness wherever we go!


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Investing in Policy Change

Tuti Scott - Thursday, October 25, 2012

Policy work and the people associated with investing and believing in advocacy and policy work are typically people who understand or have an appetite for systemic change. They realize the implications of structural discrimination or systems that don't allow full participation or access to those who were intended to be served. Often there is a personal or a family experience of system failure or they have been a student of systems change.  For many investors that I met at the Women's Sports Foundation, they had seen discrimination in theatre, construction, and business and saw sports as a place where a system was changing more quickly than their industry. 

The Women's Funding Network defines five shifts in social change that can be measured and discussed to showcase to people how the work on an issue is moving forward.  First, there may be a shift in definition where an issue has been named and defined in a more compelling way as something that needs to be recognized and addressed (naming sexual harassment).  A second shift would be a shift in behavior.  By doing some type of education or outreach work, there is a change in people's behavior (i.e. the green movement and recycling).  The third shift is a shift in engagement where people are more actively engaged on an issue because something has been addressed or revealed in the system (i.e. voting outreach and voting rights).  The fourth shift is a shift in policy; actually making change to policy or creating a policy (i.e Title IX).  And the fifth shift is a shift in ensuring that a law or policy is upheld and/or enforced (i.e. Roe vs Wade being upheld).

It is important to educate people about the immense time it takes and the resources needed through historical examples.  For instance, in the U.S. where it took 70 years for women to get the right to vote, there are still conversations about pay equity that have been on the table for 50 years and there is still racial injustice even though there have been laws on the books for 60 years. These issues have gone through some of the shifts but the fifth has not yet been achieved.

For people to understand that the work you are doing will not be a “quick fix”, it helps to ask about the change THEY have seen happen in their lifetime and describe each of these intervening factors that made that change happen.  Perhaps they can share their experience within grassroots movements or with policy change (i.e., participation in protest marches, petitioning, outreach, or other ways they may have been involved in taking action on an issue or topic).   By engaging with them and having them reflect on their own experiences as an advocate, if you listen well enough, you will be able to find a way to make analogies to the work that you are doing, clearly portraying your work as reflecting a wise strategy and practices that are not only worthy of their investment but actions that are required for success. 
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The "Revolution" of Title IX

Tuti Scott - Thursday, August 23, 2012

This year was a huge success for women who outnumbered men on the U.S. Olympic team and won more medals..  I was so enamored by the level of excellence that was portrayed by all of the female athletes. I kept thinking about Title IX and the 1996 Olympics as the public’s first view of teams that were fully supported by Title IX.  Fast forward to 2012 and the world (see article on global women's sports shaped by Women Win's Maria Bobenreith) had its eye on women as competitors on every playing field.  Thankfully, some of the young women leading the next generation are also aware of the magnitude of Title IX.  A wise group of girls, Priya Ramamoorthy, Maanasa Nathan, Kavya Ramamoorthy and Smrithi Mahadevan have used their talents and voices to showcase what Title IX means to them and why they took on this project;

“Dr. Donna Lopiano has often said “social change takes about three generations…” This was the underlying theme that tied our website, Title IX empowerment, together. The 2011-2012 theme of National History Day was revolution, reaction and reform; our topic Title IX.  As we delved deeper into this project, we realized that today many people are not aware of Title IX and how it has played a huge role in the educational and athletic opportunities we have today.  From being able to take higher level courses, to leveling the playing field, Title IX has opened the door to many new opportunities for women and girls. We participated as a team in the National History Day competition, where our web site won first place at the national level.

Now girls can pursue a career in any field that they desire, be it sports or STEM (Science, technology, engineering or math).  Title IX is the people’s tool and for it to be used to its absolute potential, it is important that people know about it. We also realized that Title IX was a hard fought battle for opportunity that can be easily taken away; another reason why we need to remain vigilant and educate more people about Title IX.   By spreading the word about Title IX, our team hopes that for many more years to come, Title IX can continue to provide equal opportunities for both girls and boys in education as well as sports.”

For additional resources on women’s history or to support a young women in your life to embark on a journey of understanding the past as well as some good outlets for girl voices, here are some other sites of interest;

International Museum of Women
National Women’s History Project
National Museum of Women in the Arts
Creative videos on history set to music!
Videos on the History Channel on women’s history in politics
New Moon Girls
Girls Make Media
Off our Chests /Feel more Better
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Get Campaign Ready!

Tuti Scott - Thursday, July 12, 2012

I am always encouraging social justice organizations or policy groups to consider doing fundraising campaigns as so many other categories of nonprofits do.  Prior to any organization or program undertaking a special purpose, capital or endowment campaign, there are several ‘readiness’ components to assess.  Before one starts, have the leadership ask the following; 

 Have you developed or updated your strategic plan within the last three years? Is the plan reviewed at least quarterly? Are objectives specific and measurable?
 Do you have an integrated development program (special events, phone, direct mail, foundation grants, corporate appeal, etc.)? Is there a stewardship program (donor education, engagement, celebration, etc) in place? Is there a planned giving program in place?
 Do you have a marketing plan developed or updated in the past three years? Do your public relations efforts result in increased donations, volunteers, and clients?
 Have you recently done a market study to evaluate community needs? Do you have a limited amount of competition for your programs? Have you assessed the competition for your programs and when possible, collaborated with other nonprofits to deliver programs?
 Have you done client satisfaction studies or focus groups of leaders who are experts on your mission? Have you considered the needs of your consumers in developing the plans for the campaign?
 Do you have an organizational video and/or brochures? Do you regularly publish an annual report, newsletter and press releases? Have you gone through a branding process? Do you communicate regularly with donors?
 Do you have a list of major donors capable of making a gift of 10% of the campaign goal? Do you do adequate research on donor prospects to identify gift potential? Have you done research to identify the interests of your top donors?
 Have you considered the budget, costs, projections and evaluated special purpose, capital or endowment needs?
 Have you started your case statement and has it been reviewed by various audiences?  (NOTE:  For a fabulous course on this area, see Secrets of Making a Very Compelling Case by Elizabeth Seja Min).

Each of the above listed elements prepare the organization to (1) answer every prospective donor/investor question, (2) give staff and board members the tools they need to engage in donor solicitation and (3) create story-telling content that describes a passionate and high-achieving organization.  When your organization can answer yes to most of these questions, you can join the thousands of institutions of higher education or faith based organizations that are perpetually in a campaign mode!

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Time Management Tips for Leaders

Tuti Scott - Friday, June 29, 2012

Every leader I work with is always eager to learn better ways to ‘manage their time’.  We put together this list of six ideas to share.  Consider adopting one for a week or two and see what happens to your energy level and attitude towards your work and life!

Delegate to empower yourself and others. As a leader, you must determine when to delegate tasks and direct your energy elsewhere.  Although you may have the skills to design an important marketing brochure, your energy is required for strategic planning and visioning. Delegation enables others to become meaningfully involved and develop their skills and abilities. The process ultimately allows for overall growth and productivity.

Set aside time for reflection. Schedule breaks with time limits when you feel the need to do so. Restorative walks, deep breaths and practicing mindfulness (being present with the people you are with or task you are working on) in the midst of chaos encourages your mind and spirit to re-center; creativity and efficiency will follow.  

Handle correspondence expeditiously. Responding to the daily onslaught of emails in your inbox consumes a significant amount of time. Try the two-minute rule: if the email will take less than two minutes to read and respond to, answer it right away.  Otherwise, resist responding until a designated period during the day. 

Ensure all meetings have a purpose and time limit. Developing relationships with board members, staff, and volunteers is essential to your growth as a leader. Unstructured conversations (conducive to relationship building), however, are not productive for individual or group business meetings.  Establish an objective and time frame for each meeting; see to it that each involved party is informed and aware of the defined parameters. 

Use checklists and to-do lists. Lists are essential for effective time management. The key is prioritization; in order to be helpful, you must prioritize the tasks on your list.  Additionally, large projects should be broken down into actionable steps in order to ensure each project is completed in its entirety.

Schedule important tasks for the right time of day – for you! Your daily tasks consist of routine tasks (answering emails) as well as creative tasks (writing and planning). In order to effectively allocate your time for each activity, listen to your body’s rhythm to determine when you feel most energetic and productive. Schedule your high-value work during your peak-energy periods and leave your low-energy work for periods of “down” time. 

Thanks to the resources provided by David Allen, "Getting Things Done" and Michael Bungay Stainer, "Do More Great Work." 

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Five Concepts for Creating a Culture of Success

Tuti Scott - Tuesday, May 15, 2012

Lately my colleagues and I have been talking about the most critical factor for an organization’s success.  I am a follower of Shirley Sagawa and Deborah Jospin’s book: The Charismatic Organization – 8 Ways to Grow a Nonprofit. I believe that most of what they discuss can be adopted by ANY organization in any sector.

One of the eight ways to grow an organization (and the one I find most important) involves creating a “can do culture”.  When doing workshops with teams and people, I have modified this to “building a culture of success” or “creating a culture of philanthropy” (love of humankind).

   

I believe a large part of this work is about living the personality of the organization and being clear about the character of the organization.  Below are some concepts to focus on if you want to shift your organization’s culture.

  1. Openness and courage to build trust. This is all about setting aside ego and who is right or wrong; each person involved must have the true desire to ask, “What is the highest good for the organization and what are the steps to get there?”                                                                                  
  2. Consciousness, will, and integrity to act sustainably. Especially now, in a challenged environment for resources, think about how you create the safety for people to say, “Is this the most efficient way for us to work? Or is there a smarter organization in this space that we can partner with or give this idea to? Or are we treating ourselves well so we can be vibrant ambassadors for this work?”                                                                                                                                          
  3. Prepare for and promote success. So often there is a focus on what more there is to do or what is missing from the current work.  Challenge your culture to carve out the places and spaces to stop and say, “It is so inspiring and wonderful that we were able to accomplish…” Having celebration moments at the beginning of meetings forces people to acknowledge what is working, learn from it, and deepen the pride in their work.                                                                                                                     
  4. Showcase the values of the organization and its work. Over and over we hear about how difficult it is to understand and talk about the organization’s mission and programs with new audiences.  Once people embrace the values of the organization and state out loud their respective reasons for being part of the leadership as Board, staff, funders, etc., there is a shift in consciousness about the ease in showcasing one’s association with the organization.                                                                                                           
  5. Use the language of invitation. There is more intentionality in saying “May I invite you to be a lifelong partner in our work.” Evaluate your messages and materials to determine if you are comfortable with how much grace, respect, and gratitude is present when you are engaging people (at all levels) in the work you are doing.  
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Benefits of "Playing Team"

Tuti Scott - Thursday, March 22, 2012

Being an athlete and part of a team has been an integral part of my entire life.  I sometimes walk through the world thinking that everyone knows what “team” means and how it manifests in our lives.  As many people may not have had the honor of being part of an orchestra, dramatic performance troupe, or been a member of a sports team, I am sharing a few team concepts I believe can be adopted for any group that works toward a common goal.

1. Define your legacy and go after it!  Any team or troupe is clear on what success means to them as a group and in their work.  They take pride in and value their contribution to their school, their community, and people who watch them in action.  They agree on a goal and a process for getting there (win the conference championship and do it with dignity, class, and respect for the opponents) and hold each other accountable to the team values and process. 

2. Trust that your teammates are there for you!  The camaraderie and support from being part of a team is wonderful when it works and people play to each other’s strengths.  When each player has been given a role or defined their contribution as a ‘player’, then the fun begins.  A highly functioning team exchanges messages of encouragement and feedback which are easy to receive as they have the team’s highest good in mind.  Put an emphasis on “positive” and “encouraging”;  teammates who challenge each other to rise to new heights rather than pulling teammates down.

3. Everyone is part of team success AND team failure and every team member understands that practice does make perfect!  People understand the concept of repetition of a task over and over again leads to success.  At least, in theory they do!  I often work with groups and ask people what their idea of “practice” when it comes to speaking your vision or sharing your connection to the work you believe in.  Ninety percent of the time people think that if they say or write their story once, that is the ‘practice’ they need.  Teammates know that repeating the effort to tell  your story many times is the difference between good and great.  Any good athlete or team member knows that together everyone achieves more so they encourage each other to practice.  And, we all know that there is something to learn from every loss; it is just how you use and share those lessons that matters.  Being good is not about not making mistakes, it’s about never making the same mistake twice.

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Tuti Scott is a thought leader on women's philanthropy, leadership, and social change. These are her ideas...

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