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I’m
very proud of our track record with our long-term consulting clients.
We find that 85% of them get more financial and human resources and
internal organizational stature as a result of our collaborations. In
addition, they experience increases in their grassroots volunteer
influence and PAC receipts. They know how to execute.
But join me on the dark side for a moment. Lots of organizations that
attempt change are unsuccessful. They don’t execute well.
Here are the reasons, in no particular order. I started out with about
seven and could not stop myself:
1. Following the fad du
jour
2. No success metrics
3. No agreement on success metrics
4. No results requested, just the jejune
“deliverables” and tasks
5. Initiative is the pet project of a manager outside of the government
relations shop
6. Thinking all input is equal (see #5 above). (There’s a
reason some of us are not on the “engineering task
force” or audit committee, if you know what I mean)
7. Excessive political partisanship on the part of a vocal team member
8. No sustainability plan
9. No long-term reinforcement of staff and
volunteer behaviors that are needed to support the new direction
10. No adjustments made for organizational culture or beliefs
(This is due to the dreaded “copying and stealing”
of others’ ideas, usually from conferences. I’m not
averse to adapting ideas and testing them in your environment. What
I’m referring to here is talking points, PAC recruitment
materials, grassroots tool kits, brochures, etc., purloined from
colleagues word for word. (I’ve seen it.) It shows your lack
of ingenuity and hence value to your organization.Think about it. OK,
I’m stepping down from the soapbox!)
11. No persuasion of participants responsible for helping implement and
communicate the change, just compliance.
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Is
Your Organization’s Diversity Program Hurting Your PAC
Recruitment?
Before you send me
flaming e-mails, read on.
I had one of my many “learning moments” recently
when working with one of my corporate PAC clients. We were talking
prior to the workshop about all the new corporate diversity programs.
There was no judgment as to whether they were good or bad; it was just
an oral compilation of the various initiatives.
I know that one of the keys to get employees or association members to
contribute to a political action committee is to emphasize what you
have in common, rather than your differences. But what do diversity
programs do? They emphasize differences, which leads to identity
politics, which leads to bifurcation of any commonality one might have
with one’s co-workers.
Please don’t send me flaming emails that I’m
against diversity programs. Nothing could be farther from my north
star. However, I do believe that they very subtly encourage
people to stand apart and view themselves as a team of one. For maximum
PAC involvement, the angle is very different - it’s about
shared values, common interests, and identification as a unified group.
It’s something to consider as you recruit for your PAC. The
more your organization focuses on diversity and individuality, the more
difficult it may be for you to raise PAC funds. What’s a
thoughtful PAC leader to do?
Laser in on common organizational values and unifying themes. Remember
that these will vary in importance by business unit and geography. Do
your research if you aren’t sure about regional and business
unit differences.
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Amyism
#61
