Last November, I had the pleasure of leading a workshop for a 100 Silicon Valley nonprofit organizations in hosted by Compasspoint and generously supported by the David and Lucile Packard Foundation. The workshop was filled within 24 hours and there was a waiting list. So, we scheduled an encore today for 65 people on the waiting list.
This workshop is mostly small group work and this time I experimented with smaller sized groups - 6 participants versus 8-10. It worked much better.
I tend to do a lot of "share pairs" where people get a chance to do a debrief with someone else in the room. It helps people process what they are learning. My biggest problem as a facilitator was transitioning from the share pair back to full group. I had been using chimes. But even with the loud noise they made, it did not get everyone's attention.
Nelson Layag, who designs and delivers a lot of nonprofit trainings as part of his job at Compasspoint, shared a secret killer tip with me. He suggested that you tell people at the beginning that if the group sees you raise your hand, to raise your hand. This sweeps through the room - and gets people attention. And it worked!
Another process piece that I experimented with to ask the group to do active listenings to the report outs from the game and identify good ideas they might adapt. This idea came from Shiree Teng who I will have the honor of working with on an extended group training.
The major content theme was not "How do we find the time?," but a more subtle variation. How do integrate social media into someone's job? How do we manage it?
Here are some ideas:
Interns: There are definitely pros and cons to using interns. The danger of course is to recruit an intern who is facile with the technology and simply dump the social media stuff on them. This is a bad idea. Jeremiah Owyang has some good suggestions on how to integrate the intern into the team so they understand the strategic big picture. Also the intern can help the strategy people understand the team. If you go the intern route, Kivi Leroux Miller has some tips for giving social media projects to interns . And, if you want steal a great job description for an intern and recruitment method, check this post out from the ACLU of Northern California.Free Work: Seth Godin wrote a post a while back about the difference between using interns and "free workers" people who are unemployed or underemployed who want to build their resumes.
Empower Your Fans: You can grow your social media team without making a new hires. Andy Sernovitz tells you how.
Paid Staff: Not many nonprofits have a full-time staff person doing their social media. While I haven't seen any industry wide nonprofit studies, there is some data on social media staffing for Theatres and orchestras. For those organizations in a position to talent scout for social media expertise, here's some good advice from David Armano and what should go in a job description. What I see mostly is nonprofits looking at a particular job description and figuring out how to incorporate social media responsibilities into a job that includes other responsibilities.
What resources or tips do you have to getting the social media job in your nonprofit organization?