Issue No. 160

June 2024

The merry month of May kicked off with touching and abundant feedback on my last e-zine. Thank you for your comments, questions, and support. I am always happy when I can deliver what you need to hear when you need it, whether it's a tip to make your board better, a laugh, or a beer recommendation.

I spent a few days in Victoria again helping my sister-in-law with my brother Joe's estate and "stuff." It wasn't easy -- I know first hand that grief doesn't always let you accept the help when it's offered. I did a couple of things for her, but not as much as I'd hoped. I will try again in the fall. I also purchased one of my brother's cars and had it shipped to Edmonton. Two weeks, strong friends, and a line of credit were all it took to make it road-worthy. I registered it with Brian's vanity plates (which arrived a couple of days after he died in 2021). I hope to really enjoy the car this summer and then I will reassess. For now, I just keep saying, "When else am I going to have a Cadillac convertible?" The 1987 Cadillac Allante is a rare beast indeed.

I am soon to be a Canadian without a family doctor. As I prepare for my doctor's retirement there have been many (hopefully) routine procedures and tests. I honestly don't know what to do as I head into the years where I may need a doctor's advice more than I've needed to this point. Ideas/leads are welcome.

The best part of May is the start of CFL training camps across the country. Friends who haven't seen each other since Grey Cup in November are back together, in person or virtually, sharing camp stories. It is a time of great optimism for every team -- even mine! We laugh, we are in the fresh air again, and we make our travel plans the season. It really is like Christmas for people like me. Preseason games are taken for what they are -- tryouts. We don't get too stressed out when one team's rookies beats another team's rookies. But next week, that all changes and football becomes serious business!

The Edmonton Fringe chose its 2024 theme as "Find Your Fringe", which really demonstrates how the Fringe experience is different for each person. I like it, and I'm glad I have a play in this year. We've been working hard to get "I, Diana" ready for August 15-25. Performance dates and venue to follow, but we're already excited.

A friend recently told me, "You know so many different people and you do so many different things." That is absolutely true -- I am blessed beyond measure. Non-typical blessings this month include: the Consular Ball (friend/colleague Lori Schmidt is the Honorary Consul to Belgium -- cool, right?) (and my friend Sherrill ironed my ball gown for me -- cool, right?), a Barbie 65th Anniversary fashion show, an 80th birthday party, a visit to the Nathan Fillion Civilian Pavillion, an hour in the Cat Cafe visiting and drinking matcha latte, three different Vietnamese restaurants, various beer tastings, local flower subscription launch, photo and video shoots, new collaborations, modelling business principles with Tinker Toys, twice-baked and stuffed potatoes, eggs benedict on spaghetti, and Ambrosia Salad (tiny marshmallows!). I call that a winning month. Of course, there was board stuff, AGM stuff, stress stuff, tears stuff, and gratitude that I am still alive stuff.

I hope in June you find more gratitude stuff than the other stuff. Have the best month!

/lmwe

A Voice For The Organization

Over my years in association life I have dealt with many Founders. I have also dealt with some failures when organizations transition from the Founder to the Successor. A timely article hit my inbox from Philanthropy Daily -- "Finding Your Organization's Voice" by Carter Skeel. It's a quick read that is packed with good advice that, honestly, isn't all that easy to take but is so necessary!

Skeel says, "The departure of a founder—even if it’s planned and amicable—can trigger an identity, if not existential, crisis." This is absolutely true, even when the organization has tried-and-true succession planning policies in place. In my experience, very few boards have the skills to do a proper CEO recruitment and very few have the resources to hire a 3rd party professional to take the reins. (NOTE: Here is a business opportunity!). That's a problem, and so is a new leader who isn't clear on the organization's message.

In finding its "go-forward voice" the organization needs to honour what got them to this point, set a good tone for the future, and set expectations for those who are meant to come on the journey. To that end, the following recommendations are offered (along with my own narrative).

1. Survey the broadest possible swath of stakeholders about what they think your organization’s voice is. (We know what we've told them, but are they really hearing what we're saying? Let's confirm. Do those perspectives align with our values, vision, and mission? This process not only gives us good information, it probably helps our engagement goals, too. PS When surveying, please make it REALLY easy for stakeholders to respond. Ask only a few questions, and make sure they are the right ones).
2. Retrieve and compile as many documents as possible — board meeting minutes, emails, memos, fundraising letters, etc. — from your organizational history to understand the thought and development process behind the mission and vision statements, as well as how staff have talked about the organization across various media over the years. (Constating documents and surviving Founders are a great source of "Oh, right!" info. Have things changed since then? How? Why? Hopefully our path now is the same or better. Also, some of this "literature review" is good board work. Resist the temptation to assign the review to clerical staff).
3. Compare this document to the stakeholder survey you prepared. (This will tell you what stakeholders actually think you are communicating. Have we been successful? If not, is it an easy fix or have we lost our way entirely?).
4. Equipped with all of the above, collaborate with staff (and perhaps select other stakeholders) to draft a new core messaging document. (The result of this process should be the centre of the organization's communications going forward. If your organization has slid into trying to be "all things to all people," now is the time to pull it back and focus. Keep the message as clear and simple as possible and make sure it aligns with the values, vision, and mission).
5. Invite team members who will be communicating externally on behalf of your organization to develop their own distinctive voices within the parameters of your organizational voice. (We hear all about storytelling these days. The message will have more impact if delivered in the speaker's own voice -- think of a rote land acknowledgement compared to a personal one and you'll see what I mean. Ensure the message deliverers are authentic as to how the story/message plays out in their own lives).

There are many factors at play when transitioning from a Founder to a Successor. By taking the recommendations above, the organization's message shouldn't be one of the problems. Rather, it will provide the common theme that stakeholders can coalesce around. This is critical, so spend the time and effort to improve your chances of success. Good luck!

Here is the article.

/lmwe

Are you interested in attending an upcoming Powwow and want to learn how to be a respectful visitor and guest? Here is just one of many invitations from several different organizations for you to learn how to do it well. Google Powwow info and you'll be amazed what is on offer.

For this one, there is no registration required (Zoom login in the poster).

All are welcome to attend this virtual workshop to learn, listen, and appreciate the elements of your first Powwow. Michelle Fournie will facilitate this upcoming virtual workshop with educators and cultural consultants, Cindy & Theron Black, in a non-judgemental and open forum designed for those new on their Reconciliation journeys. Topics covered include:

- Powwow history and cultural connection

- What to wear

- Photo and social media etiquette

- The Grand Entry explained

- Powwow Ways of Life and lived experiences

Some Quotes I Like

# Some Things I Like (by-the-numbers) #

Linda Wood Edwards

P.O. Box 11021, Station Main

Edmonton, Alberta T5J 3K3

Linda@lue42.com

780-918-4200