Showing posts with label non-profit. Show all posts
Showing posts with label non-profit. Show all posts

Wednesday, December 11, 2019

“Tikkun Olam”: Massachusetts & Oregon Jewish Nonprofits Construct Coast-to-Coast Partnership to Help Homeless

“Building houses for the homeless in Portland, Oregon sounds like a great way to teach teens from Russian speaking families about tikkun olam,” thought Jookender Executive Director Sasha Grebenyuk when she learned of the opportunity to partner with Portland-based nonprofit Tivnu: Building Justice. The Jookender and Tivnu partnership made sense considering the organizations’ similar missions: Engaging social-justice oriented teens in hands-on, interactive learning from a Jewish perspective. So, Sasha said yes.






In Portland, Executive Director Steven Eisenbach-Budner was thrilled by Tivnu’s first partnership with a New England nonprofit. Fueled by their shared passion for engaging teens in social justice pursuits, Sasha and Steve took less than six months to plan a robust four-day pilot program. Planning was easy once both Executive Directors realized they shared the common objective of engaging, energizing, and enlightening teens. In late August 2019, 11 teens and two adult chaperones (parents of participating teens) from Boston area Russian speaking families made the transcontinental journey to Portland.

Four days later, the unique partnership stimulated educational and engagement benefits that exceeded everyone’s expectations. “My experiences in Portland were eye-opening,” said Gal Goldfain, one of 11 students in the Jookender delegation. “Words can’t describe how much I learned and gained.”

Based in Portland, Tivnu—the Hebrew word means “building”—is a nonprofit organization that designs and delivers “gap year” programs for Jewish teens in a city that ranks among America’s top 10 nationally for rate of homelessness. While Portland’s Jewish community of some 35,000 is about 15% of Boston’s (227,000 in the metro area), each city has a vibrant Jewish nonprofit ecosystem.

Hands-on building 'tiny houses'
Steve founded Tivnu: Building Justice in 2012 to enable Portland Jews to integrate their Jewish identities with their commitments to create communities in which the basic needs of all people are met. One of Tivnu’s primary goals is addressing Portland’s chronic homeless problem. 

Jookender’s mission similarly draws from Jewish ethics and values to teach and demonstrate Jewish values and offer programs that help others find their way to the broader Jewish community. Like Tivnu, Jookender is relentlessly inclusive.

Explaining Tivnu’s mission, Steve says, “We act from the conviction that housing is a human right and a human need. Access to housing is a cornerstone for a stable life and it’s linked to issues such as food security, environmental justice, and the overall health of neighborhoods and communities.” 

These are fundamentally Jewish issues, he emphasizes: “We work with others to bring forth tikkun olam (ed. note: In Jewish teachings, tikkun olam means any activity that improves the world, bringing it closer to the harmonious state for which it was created). We create opportunities for Jewish youth to engage in social justice work not just as individuals, but as representatives of the Jewish community in partnership with other communities.”

Energetic, resourceful, and committed to evangelizing tikkun olam, Steve was raised in an affordable housing complex in New York City. “I know firsthand the centrality of housing to family and community stability and cohesion,” he says. A builder by trade, Steve is as zealous about Tivnu’s mission as he is generous with Jewish Carpenter jokes. 

Typically, Tivnu’s Gap Year program is nine months of hands-on social justice engagement in which pre-college Jewish teens explore the bonds between Jewish life and social justice while working with and in Portland’s cutting-edge grassroots organizations, Steve explained. “Like most youth today, Jewish youth are increasingly aware of and concerned about social justice issues. Tivnu puts their awareness and concern into action.” 

Tivnu was referred to Jookender by Boston-based Combined Jewish Philanthropies (CJP), which funded most of the program through an unrestricted grant to Jookender. The partnership was also supported by The Jewish Education Project, with generous funding from the Genesis Philanthropy Group.

“We planned the four-day pilot to start, rather than commit to Tivnu’s full gap year program,” said Sasha. Of the fifty students who applied, Jookender selected 11. The program—which combined travel, hands-on working experiences, and Jewish learning related to Tivnu’s work in Portland communities—cost Jookender $10,000 for the 11 student participants. Two adults—parents of participating students—chaperoned the group. 

Building "Tikkun Olam"
The Jookender delegation’s four days in Portland were carefully choreographed to expose participants to as many new experiences as possible: Teens met with local homeless people, toured “tiny house” villages in Portland (Hazelnut Grove and Dignity Village), helped build green, sustainable “tiny houses” at the Portland Jewish Community Center, worked at a farm to produce goods for “tiny house” villages, and sampled distinctive Pacific Northwest Latino dishes at the popular Portland Mercado “food cart pod” (a gathering of 10 or more food carts, unique to Portland).

“The exposure to homelessness resonated deeply among delegation members—both teens and chaperones,” reflected Sasha. “Remember, the older generations—the people who were raised in the former Soviet Union—aren’t as comfortable as their kids talking about social justice issues like homelessness. Growing up in Communist societies they didn’t see homelessness. Another benefit of the pilot program was that it helps the Russian speaking Jewish community become more familiar with social justice issues particularly as they intersect with Judaism and philanthropy.”

Steve echoes Sasha’s sentiment on the pilot program’s unanticipated cultural learning component: “The visit was somewhat challenging from a cultural perspective, because most American Jews who’ve grown up in liberal households have some intellectual understanding of the reasons behind homelessness. The RSJ (Russian speaking Jewish) community approaches some of these issues from a different cultural perspective. 
"From the survey results, we know that the teens on this tour were less familiar with issues related to homelessness, so they learned more. They became open to issues related to homelessness and developed some empathy and respect for people who are experiencing homelessness."
Though the Tivnu-Jookender pilot program was short in duration, testimonials from program participants indicate it was long on inspiration. More than 90% of respondents to a post-trip survey said they’d return to this or a similar program:
  • Jookender group enjoys a rare relaxing moment
    - “I learned a lot of interesting new things about homelessness. I didn’t know the different ways that people could become homeless including being sick and having to pay all their money to get better. I also learned about how Portland treats homeless people and the different laws Oregon has for them.”
  • - “I talked with a lot of people who are houseless. I was also presented with the term houseless by a houseless female whose nails I painted as part of the night strike. I really enjoyed the people and the little community we made. I enjoyed painting and building the tiny houses.”
  • - “I enjoyed this experience but I think it should have lasted longer. The people from Tivnu were very kind. The work we did was interesting and engaging.”
  • - “I now understand how fortunate I am to live in a home and now I want to help others.”

Describing the Jookender delegation as hard workers and fast learners, Steve says: “Most of them enjoyed the work. They certainly worked hard, but I’m not surprised given what I know about Russian speaking Jewish families. They stayed focused and were proud of what they accomplished.” He added, “next time, we’ll relate the learning experiences to their culture and their families’ histories of immigration.”


Jookender delegation members overwhelmingly expressed their desire to continue helping communities locally, nationally, and internationally—a yearning Sasha is positioning Jookender to fulfill. Sasha sees the success of the pilot program as a launching pad for increased engagement by American teens with underserved or underprivileged communities in Israel. “We know there are communities in Israel who could benefit from our ready, willing, and motivated teen workforce; in addition to offering help to local organizations, we’re seeking to partner with Russian community organizations in Israel.”

* * * 

Overcoming Cultural Barriers to Philanthropy & Education in RSJ Communities

Gap Years are atypical among the RSJ community because of the lingering fears among parents that a missed year could set a child back irreversibly. Sasha attributes the higher focus on completing education to memories of the USSR’s 5% quota for Jews to go to University.

“Our kids growing up now thankfully don’t have that sense of urgency, but the parents are afraid that if their kids take a gap year they won’t be as motivated to go to University and therefore, in the parents’ minds, they’ll be less likely to succeed.”

Sasha's own Gap Year heavily influences the value she places on these formative--and transformative--experiences. “I went to Israel and the experience affected me profoundly. Not only did I become more independent, but I also learned a lot about Israeli culture, history, and lifestyles. For certain kids, Gap Years can be transformational.”

The Tivnu-Jookender pilot program was especially effective because it overcame some of the older generations’ reticence about non-traditional education, she explained. “Parents who grew up thinking that the best education is in an actual classroom saw the impact of out-of-classroom education on their kids. They see how it’s increased their kids’ interest in education—especially Jewish education. We want our kids to be more involved in their communities and to experience different ways to help those communities. This is the kind of counterculture thinking Jookender brings to our programming.”

Because the philanthropic culture is new to the RSJ community, Sasha says organizations like Jookender face two challenges: The first is helping Russian speaking Jews understand the importance of philanthropy; the second is instilling a “culture of philanthropy” among a demographic for whom charitable giving remains unfamiliar. “The older generation recognizes that we have some old-fashioned ideas about community engagement, philanthropy, and even education. We don’t want to pass those ideas to our kids.”

Thursday, October 10, 2019

How to Prepare Week-by-Week for #GivingTuesday on December 3, 2019

This article was originally published in Massnonprofit news' "Wednesday Report" on September 19, 2019. 

With #GivingTuesday on Dec. 3 only 10 weeks away, now is the time to prepare your nonprofit to succeed on the calendar year’s biggest—and most competitive—charitable fundraising day.


Since its 2012 launch, #GivingTuesday has been celebrated in the U.S. on the Tuesday after Thanksgiving to benefit any registered charity or any type of 501(c) organization. Last year, #GivingTuesday campaigns nationally raised more than $400 million from 3.6 million donors, with an average online donation of $105.

Because most Americans—65% according to PayPal—plan to donate more this holiday season over last year, #GivingTuesday can supercharge your annual fundraising and end the year positively.

#GivingTuesday is an opportunity to broadcast the stories that define your organization, educate and cultivate donors who are interested and moved by those stories, and build awareness of your mission, messages, programs, and priorities.

Consider these tips to help your organization plan in the 10 weeks leading up to #GivingTuesday.

10 WEEKS OUT
  • Register your organization. Whether you plan to go “all in” or pass on #GivingTuesday, you should at least “join the movement.” (As of this publication date, more than 62,000 organizations have registered). Register here.

  • Research and discuss #GivingTuesday ideas/options. For the next nine weeks, add #GivingTuesday to the agendas for your board, staff, and donor meetings. At the first meeting, solicit suggestions for potential #GivingTuesday fundraising initiatives and determine SMART goals (Specific, Measurable, Achievable, Relevant, and Time-Bound).
9 WEEKS OUT
  • Engage your board. When you feel you have a viable #GivingTuesday plan with SMART goals, share it with your board for feedback, input, and approval. You might invite the most vociferous participant to champion the short campaign. Consider soliciting seed money or a board commitment to matching funds so your campaign doesn’t start at $0.
8 WEEKS OUT
  • Finalize & share the plan. Consider sharing your final #GivingTuesday plan with board members, staff, volunteers, and top donors.
7 WEEKS OUT
  • Designate a “staff champion”: If no one volunteers, assign an ambitious mid-level manager or consider hiring a digital marketing/fundraising consultant to help plan, implement, and evaluate the 10- to 12-week project.

  • “Staff champion” duties: Weekly updates at meetings; collaborate with peers to prepare and share social media content and calendar; manage/monitor social media engagement on Dec. 3; prepare and present a final report including data on donations, social media engagement, and suggested improvements.
6 AND 5 WEEKS OUT
  • Solicit & store #GivingTuesday content. Ask board members, staff, and donors why they support your organization and get their written permission to share their stories. Create and share a secure folder (either on your internal server or Google Drive or DropBox) that includes #GivingTuesday content (photos, videos, and testimonials of your organizations’ projects/successes). Use the content to fill in your social media calendar (Week 3).

  • Brainstorm & aggregate #GivingTuesday hashtags. Because social media is key to the success of #GivingTuesday, create three or four unique hashtags for your donors, staff, and stakeholders to include in their respective social media posts. (This also simplifies tracking engagement!)
4 WEEKS OUT
  • Create online donation form. Brand the form “#GivingTuesday”. Keep it simple: Prominently offer four or five suggested donation amounts (explaining the specific impact of each amount); less prominently offer a “fill-in-the-blank” option. Optimize the form for mobile users (on #GivingTuesday 2016, 45% of donations were made via mobile devices). The most prominent link to your online donation form should be on your homepage above the fold. Wherever you link from , make the form one-click accessible.

  • Test links to form. Test the form several times for mobile and desktop UX.
3 WEEKS OUT
  • #GivingTuesday social media content and calendar. Have your “staff champion” prepare a spreadsheet with unique daily content for your social media platforms promoting your #GivingTuesday initiative. The content should include photos, videos, testimonials, and the hashtags you created in Weeks 6 and 5. Every social media post pertaining to #GivingTuesday should include a link to the online donation form.
2 WEEKS OUT
  • Finalize & share social media content Internally. Remind stakeholders to include the unique hashtags in their social media posts.

  • Social media promotion. Encourage board, staff, and donors to use their personal social media to promote your #GivingTuesday campaign.

  • Prepare & schedule solicitation emails. Use your email platform (e.g., Constant Contact) to craft and schedule solicitation emails a week before #GivingTuesday and twice on Dec. 3 ”“morning and evening (peak social media engagement times). Include content from your social media calendar, hashtags, and highlight the link to your online donation form.
1 WEEK OUT
  • Activate online donation form. Make sure it works.

  • Increase social media engagement. Multiple daily posts using your unique hashtags will build excitement and awareness of your #GivingTuesday initiatives.

  • Prepare staff: Make sure staff know your organization’s #GivingTuesday goals, where they can find content to share, and who’s in charge of social media engagement (staff champion).
DEC. 3 ”“ #GivingTuesday
  • Stay active on social media: Thank donors on Facebook, Twitter, Instagram, and LinkedIn. Provide hourly fundraising updates. Post content from donors (you’ve gotten their permission!). Challenge your followers to donate. Be sure every post links to your online donation form.
Additional Resources:

Friday, July 11, 2008

Five Ways You Can Discern Organizational Culture: Before You Take Your Next Job!

For the thousands of you who read my blog (ok, maybe not thousands), you're aware of my interest in organizational culture. I've blogged about it several times. Because organizational culture is still looked at as the red-headed stepchild of the "harder" and generally more quantifiable aspects of management and leadership, most senior leaders overlook it in the hiring process.

In this blog you'll discover five ways you can discern organizational culture both as a employer and as a potential employee. If you're the former, your unbiased assessment of the following questions may reveal characteristics of your organization that you never knew; if you're the latter, getting concrete responses to these five issues will prevent you from taking a job in which you will clash with the prevailing organizational culture.

I've done it twice and the inevitable results are painful, both professionally and personally. By the time you're in an organization and you realize your professional attributes and personality clash with the prevailing culture, your bosses likely have arrived at that point long before you... And they'll sacrifice you at the altar of their organizational culture rather than change the culture.

It takes great courage and a long time to change organizational culture; most CEOs and COOs lack that courage (and the knowledge); in this challenging economic climate they certainly do not have the luxury of time. After all, it's far more convenient to get rid of the individual who doesn't fit the culture rather than change the culture.

And yet, with resources so precious, and so many resources devoted to finding, hiring and training employees who will positively contribute to the organization from day one, both employers and potential employees would be wise to take into account the following five ways to determine whether or not a potential employee is a "good fit" for the organization.

My academic background (I have a Master's in Systems Management [Organizational Behavior]) and practical experience dealing with the repercussions of not accurately reading organizational culture during interviews and in the early stages of new jobs (or projects), makes me I believe uniquely qualified to blog authoritatively about the importance of recognizing organizational culture.

1) “Bull in a China Shop”: A job seeker concerned with determining whether or not (and to what extent) he or she will fit into the target company’s organizational culture should understand two things: His/her personality (are they a “bull”?) and the decision making structure/system of the target organization (is it a "China shop"?).

Questions that may help determine this include:

a. What structure/system does the organization have in which I am supposed to do my job? Is the organizational hierarchy flat or steep?

b. How are internal conflicts handled? Ask for specific and recent examples. Note facial expressions, body language and the words used to describe those conflicts. Conflict resolution reveals much about organizational culture.

2) Pre-evaluate your prospective boss: You're going to spend a lot of time working with and answering to your boss. Just as professional sports teams intensively evaluate their top draft choices, so must you carefully evaluate your prospective boss. What can you find out in a one or two hour interview?

Here are some questions you should ask. Be sure to ask these of both your boss and your boss’ superiors and subordinates.

a. Is the boss passionate/motivated about the work/the organization? How is that passion/motivation reflected?

b. Does the boss bring an infectious sense of energy and teamwork to the department/team? How responsive is the boss (by email, in person, voicemail, etc.)?

c. Does the boss motivate, inspire and educate? Is he/she affable or aloof? Does he/she micromanage? What is his/her management style, and what specific examples can you use to describe how the boss manifests that style?

3) The organization's decision making process: How an organization makes decisions reveals much about the character of relationships and flow of work in the organization. To understand how the target organization makes decisions, ask the following questions:

a. How many levels does one have to go through to get decisions?

b. How are decisions made on a new initiative? Is it death by committee, "ready-fire-aim" or something in between? Before you get the answers, you should know the decision making process that best suits your personality. Conflicting decision making styles are a leading reason why employer-employee relationships turn bad.

c. How does the organization green light new initiatives? Ask for specific and recent examples.

4) Organizational responsiveness: When opportunities present themselves, is the target organization quick to seize opportunities or slow to react? Is it a slow-footed or a fast-footed culture? Most non-profit organizations and associations are the former; most newer companies and start-ups are the latter.

If you thrive in a dynamic, unpredictable environment; if you make decisions based on 60% fact and 40% instinct; if the machinations of Boards of Directors and Committees cause you to grind your teeth, save yourself a lot of professional and personal angst: Don't take a job at a non-profit or an association.

5) Notice little indicators of organizational behavior: It's true that the devil is in the details. An important part of organizational culture is organizational behavior. As you walk through the hallways for your next interview, note how most staff dress. At the most senior levels, note especially how your boss dresses: Is he/she fastidious, vain, slovenly, well-groomed?

Always ask to go to the bathroom. Is it clean? Besides giving you a little break from your interview schedule, use the time you're unescorted to look subtly at the common areas of the organization. Are they clean? Do they appear used? Do people congregate in the common areas? Are voices subdued or excited? Lots of movement generally indicates lots of activity and interaction.

a. Is it a cube world or an office world? If the former, are the cubes personalized? Are there pictures of family/pets/etc.? If the latter, are doors open? Is there a lot of traffic in the hallways, break rooms, etc. Do people appear to like each other, or do they pass in the hallways without saying hello?

As a potential employee, ask these questions and you'll get concrete answers upon which to base your decision. As an employer, try to see these issues from the perspective of your potential new employee. Set aside your ego and truly examine your organizational culture. You may find the results of your examination reveal flaws--or strengths--about which you were not previously aware.

Employers, don't make the mistake of trying to fit a round peg in a square hole. The candidate you love on paper may not fit your organizational culture, and everyone will suffer when the inevitable clash comes.

Employees, carefully and diligently seek answers to the five aforementioned issues. Ask the tough questions in your interviews. Do your career and your ego a favor: Understand the organization's culture and assess whether or not you'll fit.