Nonprofit Rainy Day Funds Dr Tom Vansaghi

Dr. Thomas Vansaghi | Managing Director 

In this Ask the Expert episode, we sit down with Dr. Thomas Vansaghi from UMKC’s Midwest Center for Nonprofit Leadership to unpack the critical need for rainy day funds in nonprofit operations. From weathering revenue disruptions to boosting donor trust, Dr. Vansaghi lays out practical steps to start, structure, and sustain a reserve fund. Whether you’re a seasoned ED or a scrappy startup, this conversation offers must-hear insights on long-term nonprofit sustainability.

 

Key Takeaways:

  • Rainy Day vs Endowment: A rainy day fund is designed for emergencies and operations, unlike an endowment which typically only allows access to interest earned.
  • Donor Trust & Perception: Having a reserve signals strong financial stewardship, which boosts donor confidence and appeal.
  • Start Small, Be Strategic: Nonprofits can build reserves gradually—aim for 3–6 months of expenses—and treat it like a capital campaign if needed.

What Nonprofit Questions are Answered?

  1. What is a rainy day fund in a nonprofit? A financial reserve set aside for emergencies or unexpected drops in revenue.
  2. How much should a nonprofit keep in a reserve fund? Aim for 3–6 months of operating expenses as a general best practice.
  3. Is a rainy day fund the same as an endowment? No. Endowments typically limit access to interest, while rainy day funds can be spent during financial need.
  4. Can donors fund a rainy day fund? Yes, but it may require creative messaging—treat it like a capital campaign with a mission-aligned pitch.
  5. What are examples of earned income for nonprofits? Ventures like coffee shops, beekeeping, or training programs aligned with the nonprofit’s mission.

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Transcript:

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KC Cares: Welcome to KC Cares, the voice of Kansas City nonprofits. We share the stories of local nonprofits and the individuals who drive them. At KC Cares, we connect the nonprofit and the business sectors to enhance the quality of life

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KC Cares: in Kansas City for both our residents and our visitors. This KC Care segment is brought to you by the Ewing Marion Kauffman Foundation, www.kauffman.org. I’m Ruth Baum Bigus.

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KC Cares: We’ve all heard financial advisors say, save for a rainy day. It’s smart advice for individuals, but it’s just as critical for nonprofits. What does having a financial safety net really mean for an organization, and how can it make the difference between surviving and thriving when challenges hit?

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KC Cares: On this Ask the Expert episode of KC Cares, we dive into those questions with one of the best in the field, Dr. Thomas Vansaghi, Managing Director of the Midwest Center for Nonprofit Leadership at the University of Missouri, Kansas City.

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KC Cares: The center is devoted to helping nonprofits strengthen their leadership, improve performance, and amplify their impact through education, research, and service. Well, welcome, Dr. Benzagi! It’s great to have you here!

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Tom Vansaghi: Thanks, Ruth, it’s good to be back on KC Cares.

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KC Cares: Okay, rainy day funds. Let’s talk about… what are we talking about?

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Tom Vansaghi: Sure, well, it is, really a great topic, and I’m glad to have a chance to kind of talk a little bit about it. I think you’re absolutely right that

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Tom Vansaghi: Financial advisors and people in the finance field, of course, are always talking about

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Tom Vansaghi: putting… putting money away and, you know, having that available for future emergencies or issues. And, you know, just like us as individuals, a nonprofit should also strive for what would really technically be called a reserve fund. It’s also referred to as a rainy day fund or, you know, an emergency fund, but essentially what we’re thinking or talking about is,

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Tom Vansaghi: a savings account, or even better, an investment, you can put this money into an investment fund that could be accessible, you know, within a short period of time that a nonprofit could use, in any situation. Obviously.

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Tom Vansaghi: We’ve… we’ve had a few, situations just in the last few years with the…

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Tom Vansaghi: with the financial crisis back in 08, or the pandemic in 2021, and more recently, you know, we’ve had, you know, a lot of… a lot of changes with federal funding, and if you’re a nonprofit that has received federal funding, then that would certainly be something that you might need to lean on. And I can provide a lot of examples, but essentially we’re talking about a

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Tom Vansaghi: savings account that a nonprofit should be able to use, in, you know, in the event that their revenue streams, become compromised or limited, or there’s unexpected turbulence, along the way.

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KC Cares: Okay, so how does that differ, or maybe it’s the same as an endowment?

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Tom Vansaghi: Sure, yeah, I think an endowment and a rainy day fund or this type of thing is definitely… we’re talking really about the same kind of thing. An endowment, I think, is different from the standpoint of, it’s, it’s something that a nonprofit would put money away and only use the interest on that particular

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Tom Vansaghi: fund, which I think you could treat a rainy day fund or an investment, fund like that, but in some cases, you know, really the idea would be that you have enough money invested for, you know, 3 to 6 months of your operating expenses. So you should be able to access, you know.

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Tom Vansaghi: Big chunks of it, or all of it, in the event that, you know, you do have a constraint in your revenues.

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Tom Vansaghi: in whatever operational revenues, you know, you’re receiving, you know, whether it’s grant funding, or an event that you couldn’t have, or, you know, a particular donor, didn’t come through. So it’s really… an endowment, I think, is really structured around, you know, we’re only going to use the interest.

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Tom Vansaghi: to provide a scholarship, or we’re going to use the interest to support this particular position, where I think a rainy day fund is structured more to provide a large amount of money, you know, to replace your operational or your revenue streams that may have been compromised. Now, it would be great, I mean, I think, you know, an endowment or a fund like this could be used to help

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Tom Vansaghi: supplement your operations. Like, every year, you’re going to rely on a certain amount of money in your rainy day fund, a certain amount of interest that you’re going to put back into your operations, and so that would be another way to think about it as well. But I think it’s really important that, you know, most… most of the time with an endowment, you would never want to go into the principal, you’d never want to go into that.

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Tom Vansaghi: and take it for something or a need. But I think that’s what a rainy day fund is really there for. It’s to, you know, if you have a $300,000 fund, and you needed, you know, $100,000 to make payroll for a certain month.

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Tom Vansaghi: Then you should be able to take a third of it, in order to do that.

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KC Cares: So, you could use the interest off of an endowment, if you have an endowment, because I would guess that not all nonprofits do.

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KC Cares: And it sounds like endowment is more futuristic planning, whereas a rainy fund is like, it’s raining tomorrow. I need that money to be able to keep my organization maybe afloat in some ways.

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Tom Vansaghi: Right, yeah, yeah, so it’s definitely, there, and I, you know, I am a part-time executive director of a nonprofit, and, you know, we’ve…

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Tom Vansaghi: We have about a million dollars in what we call a reserve fund, and this particular year that we’re in, we had to take about $120,000, to help us with operating costs.

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Tom Vansaghi: For, for the current year. And, you know, that was not,

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Tom Vansaghi: anything that was in our, in our, planning. I mean, we just, we just found ourselves in a situation where we rely heavily on a conference, where we have people come to a conference, from

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Tom Vansaghi: really all over the world, and we know this year’s conference, is going to be, smaller, because people are concerned about, you know, from outside of the United States especially, they’re concerned about not being able to get into the country, or get out of the country, and so unfortunately…

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Tom Vansaghi: that’s had a very interesting effect on us, and so, you know, while we weren’t federally funded, we aren’t federally funded, we have been impacted by some of the, you know, some of the border security, and I think more, you know, people in Canada particularly, are fearful of traveling to the United States, which is really unfortunate. So for this particular year, our conference is supposed to be in Atlanta.

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Tom Vansaghi: And, and unfortunately, our conference attendance will probably be down about a third, which did result in a pretty large, you know, about a $300,000 deficit. We were able to reduce our expenditures by about half of that, and then we still needed another, like I said, about $120,000 to shore up the difference, and thankfully, we have that fund available.

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Tom Vansaghi: that we can just dip into this year, and it’s gonna be fine. Our operations and everything will be, you know, unaffected. We didn’t have to lay anybody off or let anybody go. Whereas if we didn’t have the rainy day fund, we would be in a situation where, you know, we would have had to probably let somebody go, or we’d had to have to make some pretty big

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Tom Vansaghi: changes, and so… and, you know, with a million dollar, fund, that’s almost a year’s worth of expenses for us. We’re about a million-dollar operation, so we are… we are really, in good shape, and probably are overfunded. We definitely should talk about, is… is too large of a rainy day fund to, you know, is it… is there such.

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KC Cares: Right.

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Tom Vansaghi: Too much money in your reserve fund.

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KC Cares: Well, we’ll get to that. I want to make this really beneficial for our viewers and listeners, so…

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KC Cares: Everybody should have a rainy day fund. Okay, how do I go about that? How do I decide to do that?

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KC Cares: start that.

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Tom Vansaghi: It’s hard, and I’ll tell you, you know, starting a fund like this is never easy, because it really, you know, and let me just start at the beginning, you know, the whole sector that we work in is called the nonprofit sector, and that does not mean that a

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Tom Vansaghi: Nonprofit or a charitable organization.

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Tom Vansaghi: can’t actually make a profit, and I think that’s, you know, I think a lot of people that don’t work in this space don’t understand that, but we can certainly, earn more revenue than we’re spending, and then that gives you a chance, you know, the best chance to really find money to put away. I think, you know, if you’re

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Tom Vansaghi: if you don’t have a rainy day fund, if you don’t have a reserve fund, it’s okay. I think this is a best practice. Not everybody, has the luxury of this, but I think it is a good long-term goal for all nonprofits, a strategic goal that could be in a long-term strategic plan, like a 3-year goal or a 5-year goal.

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Tom Vansaghi: to at least get something started, the rule of thumb is about 3 to 6 months of your operating budget, should be, you know, considered in your rainy day. That’s just a rule of thumb, that’s not a hard… there’s no, you know, IRS rule, there’s not any sort of accounting rule, you know, that’s just a good rule of thumb. So, 3 to 6 months of operating, you know, again, if you’re in a situation where you just need to cover payroll and operating costs.

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Tom Vansaghi: Then you have something to dip into.

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Tom Vansaghi: And, again, starting this, it’s difficult to find funders that want to give

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Tom Vansaghi: you know, a gift, you know, a charitable gift, an individual donation, or a corporate sponsorship, or a foundation grant, solely for the purposes of creating a rainy day fund. It’s just not sexy, it’s not something that

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Tom Vansaghi: excited about, you know? But…

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Tom Vansaghi: Again, I think it’s about how can your overtime, how can you structure your budget so you’re always earning more revenue than you’re spending, and even just incrementally putting away a little bit, you know, maybe a month, a year, you know, a month of operating expenses a year would be a reasonable goal, or a good goal. So within, you know, 3 years, you could actually have, 3 months of reserve funding, and so…

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Tom Vansaghi: Of course, you know, it’s easy to talk about this, you know, there’s never a time where nonprofits have enough money, there’s never a time where, you know, we have too many donors, and, you know, I mean, that happens, but it’s certainly an exception rather than the rule.

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KC Cares: That being said, what’s your best advice to

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KC Cares: begin something like this. You know, especially now, I mean, we’re in a situation where federal funds have been cut. I’m sure state and… if you have local funding, everybody’s looking very, you know, closely at budgets. Not that they didn’t before, but I think even more so now. So…

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KC Cares: What are those tips and advice as to how to make this happen?

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Tom Vansaghi: Yeah, again, I think I would just go back to, you know, really strategically, creating a budget, your annual budget, where you’re just not spending every, cent of your, of your operating fund. And so you, you know, you’re saying we’re going to set aside, you know, $10,000 or $20,000,

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Tom Vansaghi: In this particular budget year, we’re gonna, you know.

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Tom Vansaghi: earn that revenue through, you know, maybe an entrepreneurial source of funds. I mean, I always use the Girl Scouts as a great example. Girl Scout cookie sales. I mean, that’s, you know, if you can find something that you can, you know, monetize, sell, you know, provide some value to individuals that they’re willing to pay for. And I think that’s really truly one of the most opportunistic or

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Tom Vansaghi: or best ways for nonprofits, I think, at this particular moment in time, you know, to really look at diversifying revenue, instead of just going to the same donors or the same foundations.

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Tom Vansaghi: or state and federal funds, but to really find these more creative ways of raising revenue. And so I think if you can come up with some of those types of revenue streams, that would be a really good way to maybe add or increase your revenues in a particular year, or over a particular series of years.

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Tom Vansaghi: to really get that started. Now, you know, you might find a donor, you know, especially if you’re talking about an endowment, you know, really restricting the funding. You know, there would be donors that I think would be really interested in that, to set up something to, in perpetuity.

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Tom Vansaghi: we want to create a pool of funds that the nonprofit can use to draw on, to operate on. I know that I just had a conversation yesterday with

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Tom Vansaghi: somebody who used to work at Union Station here in Kansas City, and, I know that they sold… I didn’t realize this, but Washington Park used to be owned by Union Station. They sold that property and actually have used that funding to start, an endowment fund for just to… just to help.

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KC Cares: Oh, wow.

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Tom Vansaghi: with their operating budget. And so, you know, most nonprofits don’t have that kind of asset. They don’t have a large chunk of land or anything like that, but, you know, you never know. I mean, I used to work at William Jewell College. I taught

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Tom Vansaghi: there for many years, and I think back in the 1930s, a donor literally gave the college, oil wells. I mean, literally oil wells.

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Tom Vansaghi: in Texas, and, you know, that’s a… that was a pretty lucrative investment that I know the college had had for a long time, and

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Tom Vansaghi: talked about selling it, you know, but just making money off of those oil wells. So you never know, you know, donors might not leave you money or cash, but it may be, you know, real estate or a piece of property that you could monetize and then put that money into a fund like this.

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Tom Vansaghi: But I will say, it’s just… it’s never easy, because we’re always, you know, most nonprofits are operating, you know, they’re scrappy, they’re just making, you know, making it work, month to month, day to day, year to year, and having the, the luxury of actually having enough money to put money into the bank is…

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Tom Vansaghi: It’s a tough ask. And so, you know, most of the time, a nonprofit that’s

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Tom Vansaghi: in the earlier stages of its evolution as a startup, or in a growth mode, wouldn’t probably have the ability to do this, so it’s really a nonprofit that reaches that mature phase, and

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Tom Vansaghi: They’re earning enough revenue to pay for all their employees and operate their programs, and then they can really start to think about doing this long term.

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KC Cares: I want to dive into the idea of revenue. Of course, I think we’re… donor gifts and those things are revenue, but…

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KC Cares: the creative side of that. Do you have some examples of some local nonprofits that have been able to do that, and

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KC Cares: Maybe use that as their rainy day fund impetus?

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Tom Vansaghi: Yeah, I won’t name the specific nonprofits, but I do know of several examples of nonprofits who… they’re, they’re really focused on, you know, putting… helping people find employment, go back to work, helping them with training. You know, there’s some really cool ways of creating, opportunities where employ… where clients are.

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Tom Vansaghi: Working in a place that’s actually, you know, like a coffee shop, you know, a nonprofit that opens a coffee shop, and the employees that are there are working there, they’re making the drinks and serving

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Tom Vansaghi: working in the kitchen, and then, you know, the coffee shop is actually turning some sort of profit that’s giving money back to, giving money back to the, giving money back to the operations of the nonprofit. I’ve also seen it done… I’m a beekeeper, and, I love any stories where nonprofits are using, honey, and production of honey, and all of the…

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Tom Vansaghi: sort of the byproducts that come with that, but teaching people about how to be, beekeepers and, you know, maintaining them, you know, keeping the bees, and then, of course, the honey that’s produced off of the bees, and then even some of the other types of wax and other products that you can make, beauty care products. I mean, you know, and I know that there’s organizations, I know

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Tom Vansaghi: in Chicago that, that are, that are doing that as well. And so, you know, I think it’s, it’s really about, you know, in order to avoid, you know.

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Tom Vansaghi: taxes by the IRS, you know, you do have to do this work within your mission, so it is important. I’ve always.

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KC Cares: He’s got…

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Tom Vansaghi: with, how do the Girl Scouts justify selling Girl Scout cookies? I mean, how do cookies and the mission of Girl Scouts connect? And I’ve been told over and over again by leaders in that organization that Girl Scout cookies and selling those helps teach, you know, young women about entrepreneurship and, you know.

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KC Cares: Right.

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Tom Vansaghi: business, and, so I, you know, I can see that, and I think that that makes a lot of, a lot of sense. But if an organization just wanted to open up a quick trip, you know, the IRS…

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Tom Vansaghi: The IRS would want to tax that, and so, so the… it’s important as you’re exploring these, these social ventures that the… that the mission and the work that you’re doing does complement or create this sense of, you know, we’re training employees, we’re providing opportunities for our clients, through these.

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Tom Vansaghi: Through these means of also producing, producing revenue.

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KC Cares: You bring up a very good point with taxation and all of that. So, as a leader of a nonprofit is thinking through this, etc, who should they be consulting with to make sure that they don’t get themselves in a whole heap of trouble and the bees attack the hive? We’ll stay with the bee alliteration.

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Tom Vansaghi: Okay, well, there’s a couple of dimensions that I think a nonprofit should be thoughtful about. First, I think, you know, your accountants, you know, whoever does your, does your books, your accounting, could… could really help with, with this space a little bit, in terms of what are the rules that the IRS, you know, provides, and, you know, what’s permissible in terms of revenue streams

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Tom Vansaghi: you know, to keep you from actually paying, it’s called, unrelated business, income. So, unrelated business income tax, or UBIT, is what the IRS deems as, this is revenue that’s produced that doesn’t fit with your mission, it’s outside of your mission, and it really is

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Tom Vansaghi: taxable, and so I think, you know, either as somebody familiar with the rules at the IRS, always, you know, consulting with attorneys is good, and this is where, you know, again, we could touch… there’s so many ways that all of these topics intertwine, but talking about boards and governance, this is a great reason why we need to see

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Tom Vansaghi: Attorneys on boards, people that are experts…

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KC Cares: Or it’s in a.

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Tom Vansaghi: accounting or revenue, you know, certainly in the, you know, accounting, you know, having an accountant on your board is important, and, you know, so you don’t have to pay for these things, but these are people that, you know, are willing to, you know, they sit on your board, they’re willing to lean in and provide advice.

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Tom Vansaghi: to the nonprofit, and so… so I think an attorney or a… or a, an accountant would be able to provide that kind of information to any nonprofit leader as they’re exploring these different types of…

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Tom Vansaghi: revenue streams.

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KC Cares: We’re talking with Dr. Thomas Van Sagi. He is the Managing Director of the Midwest Center for Nonprofit Leadership, a great resource for information. Just throw that out there.

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KC Cares: We also have to talk about some issues like trust and confidence. Let’s discuss that a little bit as we look at rainy day funds as the main…

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KC Cares: Meantime.

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Tom Vansaghi: Yeah, no, I… you know, a nonprofit that has a reserve fund.

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Tom Vansaghi: is going to be viewed as an organization that’s operating well. There’s going to be a higher regard for, you know, anybody who’s considering making a gift or a donation, whether it’s a foundation, a corporation, and certainly individuals. They’re going to feel like, wow, this is an organization that’s well-managed.

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Tom Vansaghi: They have thought about what-ifs, and they are an organization that I have a higher degree of trust, and I feel like it’s a safer investment. I think, you know, we should think about donors as investors, and, you know, nobody wants to make a donation

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Tom Vansaghi: to a nonprofit that’s circling the drain, and that’s a really mean thing to say, but if you’re an organization that’s barely surviving and, you know, you’re running on fumes, you know, unfortunately, you know, there are… even though that’s an organization that needs, you know, donors to come to the aid and provide the support, unfortunately, that doesn’t really provide a lot of confidence to

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Tom Vansaghi: a donor, but an organization on the opposite side of that, that is well-managed and can say, yes, we have a 6-month reserve fund, that certainly provides a really good indication that the organization is well-managed, it’s well-governed, and they’re really trying to do everything correctly. And so, you know, and I think, again, you know, how are the

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Tom Vansaghi: what kind of policies does the nonprofit have, and how it can use its reserves? You know, clearly, you know, it should be very strictly,

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Tom Vansaghi: focused on, on, you know, maintaining the operations. All of it should be mission-aligned and mission-focused, and it, you know, it can’t be just for, like, a vent… like, a corporation might have a venture capitalist, fund, you know, it’s like, this.

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KC Cares: this week.

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Tom Vansaghi: Experimenting, or doing crazy.

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KC Cares: Easy.

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Tom Vansaghi: ideas, and again, you know, not… most nonprofits don’t have that luxury. Foundations can do some of that experimentation by funding particular projects, but a nonprofit doesn’t have that kind of risk ability with their funding, and I don’t know how donors would feel about that. Now, maybe a donor would be like, yes, I want to invest in that, I want to provide funding

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Tom Vansaghi: to start something really new and interesting. That’s a lot sexier than starting an endowment, but most owners, I think, are much more inclined to want to contribute to a nonprofit that’s well-run, well-managed, and they know is going to be around, not just in a year, but in 100 years.

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KC Cares: Do you have any thoughts on whether a rainy day fund needs to sit at a bank or a credit union? I mean.

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Tom Vansaghi: Give us a little of that financial…

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Tom Vansaghi: Yeah, no, that’s a good question. No, absolutely. You know, it should be, you know, ideally, maybe a short-term investment opportunity that you’re actually getting a better return than a savings account. For years, savings accounts had zero interest. I mean, when I was a little kid, I remember getting

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Tom Vansaghi: a little extra money that I would earn in a little savings account with my allowance.

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KC Cares: Right.

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Tom Vansaghi: first jobs that I had, but in more recent years, with interest rates so low, savings accounts didn’t really pay any dividends. So a savings account at a minimum, but I think it’s important to know that your money is available, that it’s not something that’s tied up in an investment fund that is not accessible. Again, because I think that, you know, a rainy day fund is there to provide support for the organization

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Tom Vansaghi: when something unexpected happens, when there is something that occurs that… and maybe it’s a problem with an air conditioning system, or an operational situation where, you know, you just have to, you know, we’ve had too many people come to our summer camp, we have to hire extra people. I mean, maybe it’s a good thing that you just need a little bit of extra.

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KC Cares: Right.

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Tom Vansaghi: spending, you know, more of a cash flow situation, just to get you through one month to the next. So if it’s…

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Tom Vansaghi: If it’s all locked down in long-term investments, then obviously it can be very difficult to access it, so it does need to be accessible, and I’m not a financial expert, but I think any kind of an investing… investment person could help separate out the types of funds that would provide some return, but also be fairly easy to get to. And again, an endowment is something

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Tom Vansaghi: that’s pretty much, locked up in a investment account that’s only, only focused on the, on the, on the revenue stream that’s created from the, from the interest.

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KC Cares: Maybe it’s, you know, talking with your own bank as the nonprofit, just to say, we know this is something we should do, how can you help us? How can you make this possible, aside from our regular operating accounts? You know, certainly I would hope that your bank could help you out there.

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KC Cares: Is there a way to approach donors with the idea of, we want to create this, because times are so uncertain. We want to do this as good stewardship for our organization, even though you don’t maybe need to replace that freezer in your food pantry.

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Tom Vansaghi: No, absolutely. I mean, you could treat it like a capital campaign, where you’re saying, you know, we want to raise a million dollars that we’re going to just put away in a rainy day fund. And so, you know, again, not every donor will get very excited about that, but there are many that will, and I think you mentioned,

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Tom Vansaghi: you know, bank… banking institutions, they’re… I’m just amazed at… I have conversations every day with nonprofit leaders.

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Tom Vansaghi: And they describe these elaborate capital campaigns with

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Tom Vansaghi: Tax credits and different ways of invest, you know, kind of private investing

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Tom Vansaghi: opportunities that can be pooled together to, provide resources for, you know, a building project or a large, you know, piece of equipment or something. You know, absolutely, I think that you could look at, you know, if you’re really thinking this is something we need to do, we need to make it a big deal, absolutely, I think you could devise, a fundraising strategy just to build an endowment, just to build a

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Tom Vansaghi: A reserve fund, if that’s something that,

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Tom Vansaghi: that I think, you know, that the organization deems a priority. You know, as you know, you know, we’re in a moment right now where the federal government is really pretty severely restricting funding to the nonprofit sector, and so, you know, it’s… I don’t know if this is the right moment to go out and ask donors for that. I just know a lot of donors are being asked to just help nonprofits.

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Tom Vansaghi: You know, with their operating expenses, with the

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Tom Vansaghi: are enduring, and so… but, you know, that doesn’t mean there are lots of nonprofits in Kansas City at this moment who are, you know, exploring and launching

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Tom Vansaghi: capital campaigns, and, you know, that doesn’t… it’s not gonna stop them from doing that, just because of the… just because of the climate. You know, there will always be donors who want to, you know, provide funds to support something… something like this.

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KC Cares: Well, and we saw it during COVID, when you had a huge step up from even in our own community, between United Way, the Greater Kansas City Community Foundation.

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KC Cares: There were a couple of other foundations that created the big fund that then they were able to distribute from, but let’s not wish for that to come back. We have just a moment or two left. What shouldn’t

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KC Cares: We do.

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Tom Vansaghi: So, one of the things that’s interesting about a Rainy Day Fund is that just, you know, creating one is amazing, it’s absolutely best practice. I would encourage every nonprofit to do it, but there is such a thing as the rainy day fund being too big, and that’s really.

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KC Cares: a security.

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Tom Vansaghi: where, you know, we have, as I mentioned earlier, I happen to provide, you know, leadership to a nonprofit, and, you know, we had about 12 months of reserves. I mean, that’s probably bordering on maybe a little too much, and donors, or in our case, we have members that join this organization.

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Tom Vansaghi: they might challenge the executive director or the board and say, why aren’t you putting that money to work? Why aren’t you, you know, reducing fees to our participants in the conference, or why don’t you provide more scholarships, or whatever it is that you do. I think it’s a good challenge. It’s like, there is such a thing as too much. You know, it’s you’re putting too much money

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Tom Vansaghi: into, into your, into your rainy day fund, and, and donors might get a little, testy about that. I’m not gonna donate. You guys have, you guys have this giant, pot of money. And, you know, you can look at, you know, I know that, like, Harvard University is.

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KC Cares: Right.

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Tom Vansaghi: So easy to pick on. They have billions and billions of dollars.

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KC Cares: Right.

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Tom Vansaghi: in their endowments, and it’s great, but if you’re an alum of Harvard, why, you know, you might be scratching your head and saying, why would I want to give to Harvard? They have so much money, you know, and so I think it’s an important… just an important question, that you should… you shouldn’t just strive to have as much money stockpiled as you can, because I think there are legitimate questions about, you know, shouldn’t you take that and

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Tom Vansaghi: Use it for the mission that you’re here to provide.

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KC Cares: Dr. Van Sagi, as usual, you give us great advice. Give the website for the center so folks can check out all the other things you can give advice on.

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Tom Vansaghi: I don’t have it at all.

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KC Cares: That’s okay, I believe it’s at UNKC. It’s the Midwest Center for Nonprofit Leadership. Go Google it, everybody, you’ll be able to find it. Thank you so much for being our expert.

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Tom Vansaghi: You’re very welcome, thanks for having me back.

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KC Cares: This KC Cares segment was brought to you by the Ewing Marion Kaufman Foundation, www.coffman.org. Now, if you want to be a guest, or to learn anything about us, you can go to our website, kccaresOnline.org, and spread the love. You’ll find us on Facebook and Twitter at KC Cares Radio, and on Instagram at kccaresOnline. And don’t forget, Saturday mornings at 8 a.m.

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KC Cares: You can catch us at ESPN 1510 a.m. and 95… 94.5 FM. Thanks for joining us!

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KC Cares: I’m KC Cares.

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KC Cares: Bobby might be able to edit that out. I’m so sorry.

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KC Cares: That’s okay. You guys do not have an easy URL. It’s like, it’s UMKC backslash da-da-da-da-da-da-da-da-da. So, sorry.

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Tom Vansaghi: I don’t even know. I should know it, and I don’t. I was totally.

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KC Cares: Well…

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Tom Vansaghi: What the hell?

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KC Cares: No, I’m down, I didn’t want to embarrass you, so I’m so sorry.

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Tom Vansaghi: That’s okay.

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KC Cares: Next steps. Bobbi, what do you think are next steps in terms of,

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KC Cares: putting something together for Tom for this conference. Do you… I can put some thoughts on paper, or Tom, if there are some things, or if you want us just to say.

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KC Cares: Shoot it at me, and we’ll look at it, and…

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KC Cares: Yeah.

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KC Cares: Yeah, I think.

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Tom Vansaghi: From my perspective, I mean, this… you guys have totally, like.

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KC Cares: got me thinking. I mean, I don’t know. I mean, I think I’d love to see what are some options that…

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KC Cares: I’ll just… I’ll just put together a list, generally what I will be due for other, you know, other businesses or other events like this, and… Yeah. It’s kind of like I was… you just gotta, yeah, tell you… tell us what interests you and how you,

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KC Cares: how you want to promote it. I mean, it’s… there’s so much you could do. It’s… it can be pre-promotion, event, and then post-promotion, or we

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KC Cares: to come out and do the event. And, you know, there’s so many different variables, and if you have an editing team, or a team that you guys.

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Tom Vansaghi: We don’t, yeah.

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KC Cares: They don’t have anything.

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KC Cares: Sorry.

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KC Cares: We got nothing. Okay.

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KC Cares: Yeah, because some of this stuff, one of the things I’m heavy into is automation and AI, and crossing that with technology and creativity. So, being able to… I have platforms that you can use to

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KC Cares: just throw, you know, videos in a folder, and it’ll kind of line them up for you. It’ll even analyze them, and then transcribe them, and then create Chrome. It’s… so we can, you know, depending on, you know, what your… what needs you, you know, what needs you have, and.

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Tom Vansaghi: Okay.

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KC Cares: You know, we can… we can always cater stuff, and…

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Tom Vansaghi: Yeah, yeah, no, that sounds great.

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KC Cares: I…

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KC Cares: And I think you’re saying, Tom, too, throw some ideas at you, because you hadn’t even thought about this. I mean, I thought about it, and the other thing is, you’ve got a panel… your lunch panel is some really big players. It would be fun, and if we could even… KC Cares could use and take some bites of this, you know, promoting you, and say, brought to you by KC Cares, or however we do it.

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Tom Vansaghi: I would love it.

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KC Cares: I mean, that would be great, because then we can shoot that out on Instagram, you can shoot it out on your social media.

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Tom Vansaghi: Right, right. Yes, we have somebody who does some social media for us, and so we.

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KC Cares: Park?

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Tom Vansaghi: Well, Mark, but we have somebody that’s with the… it’s called Executive Education at UMKC, they kind of share the same office space, and we’re sort of sharing somebody who does their communications, but she doesn’t do any video or anything like this, so this is not something…

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KC Cares: Bobby’s magic, he’s got all the tools, he’s got… I love it.

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Tom Vansaghi: Yeah. Is it anime?

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KC Cares: Animation King. I would say… Animation and IA.

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KC Cares: I love it.

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Tom Vansaghi: Yeah, and I think any, any of the content…

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KC Cares: Excuse me.

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Tom Vansaghi: you would want to use? I don’t… I mean, you know, I see us as just a public good and trying to provide.

 

Previous Episodes!

Stan Hays Operation BBQ Relief

Stan Hays Operation BBQ Relief

Stan Hays shares how a single act of service after a tornado sparked a national nonprofit movement. Learn how Operation BBQ Relief feeds not just stomachs, but souls—during disaster and beyond.

Derrick Johnson Empowering Youth Through Education and Literacy

Derrick Johnson Empowering Youth Through Education and Literacy

Derrick Johnson, the Kansas City Chiefs’ all-time leading tackler, has carried his drive from the field into philanthropy. In this KC Cares interview, he shares how his Defend the Dream Foundation transforms school libraries in low-income communities, giving kids access to age-appropriate books and bright, inviting spaces to read. He also discusses his new children’s book, Super DJ Saves Field Day, co-written with his wife, which encourages kids to discover their inner strength and values.

Exploring Followership with Elizabeth Ireland: Insights for Nonprofit Success

Elizabeth Ireland | Assoc Director of Training

Elizabeth Ireland, Director of Training at the Midwest Center for Nonprofit Leadership, discusses the crucial yet often overlooked concept of followership in nonprofit organizations in her interview with KC Cares. She explains the evolution of followership, distinguishing between role-based and social process perspectives. Ireland highlights key traits of effective followers, including autonomy, high standards, and a purpose-driven approach, which are vital for nonprofit success. She also delves into the interplay between leadership and followership, emphasizing how effective followership contributes to positive organizational dynamics. This interview provides valuable insights for nonprofits looking to strengthen their team dynamics and achieve greater mission impact by recognizing and nurturing effective followership.

visit them here: https://info.umkc.edu/centers/mcnl/

 

What Nonprofit Questions Are Answered?

1. What is followership and why is it important in nonprofits?
Ans:- The interview answers this by defining followership and its significance in shaping organizational success, particularly in the nonprofit sector.

2. How has the concept of followership evolved over time?
Ans:- Elizabeth Ireland explains the historical context and evolution of followership in leadership studies.

3. What are the characteristics of an effective follower in a nonprofit organization?
Ans:- The discussion focuses on key traits such as autonomy, high standards, and purpose-driven nature.

4. How does followership impact leadership and organizational dynamics?
Ans:- The interview explores the relationship between leadership and followership, highlighting its impact on organizational outcomes.

5. Can understanding followership improve nonprofit management and team dynamics?
Ans:- Insights from the interview suggest how embracing followership can enhance management and team dynamics in nonprofits.

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Transcript:

00:00:02:21 – 00:00:17:15
Ruth
Welcome to KC Cares, Kansas City’s nonprofit voice. We’re telling the stories of Kansas City nonprofits and the people behind them. Casey Cares is that intersection of the nonprofit and profit communities making Kansas City a better place to live, work and play?

00:00:17:18 – 00:00:44:12
Ruth
This KC Cares segment is brought to you by the Ewing Marion Kauffman Foundation. www dot Kauffman dot org. I’m Ruth Baum Bigus leadership is the ability of an individual or a group of people to influence and guide followers or members of an organization, society or team. Well, that sounds so simple. Yet there are so many things involved with leadership on this.

00:00:44:12 – 00:01:06:01
Ruth
Ask the expert episode. We’re exploring the concept involving leadership that may be new to some of us. It’s called followership. Here to explore followership is someone who has been studying it for some time. We welcome Elizabeth Ireland, who is the director of training at the Midwest Center for Nonprofit Leadership at the Henry Bloch School of Business at the University of Missouri, Kansas City.

00:01:06:03 – 00:01:15:06
Ruth
Elizabeth recently presented a session on this topic as part of the center’s Leadership Conference. Well, welcome, Elizabeth. I feel we’re ready to dive into followership.

00:01:15:08 – 00:01:18:15
Elizabeth
Thank you for having me. I’m very excited.

00:01:18:17 – 00:01:28:19
Ruth
All right. We got to start at a base, right? So what is followership? And when did this term arise?

00:01:28:22 – 00:01:50:03
Elizabeth
Yeah. So I think it’s really a good spot to start at, like defining how we generally think about followership or how it’s been relayed to us in the literature. And so there tend to be two different camps that followership falls into. And the first is a role based, and that one emerged first. And then the second one is this social process.

00:01:50:03 – 00:02:20:17
Elizabeth
Camp And so role based really is this idea that individuals enact their followership based on having a formal or even an informal role or position. In this case, we talk about organizations, but it could really be in various different aspects of their social life. The other side is a social process camp and that says that it’s socially constructed and that it’s more relational between leaders and followers.

00:02:20:19 – 00:02:33:12
Elizabeth
And there tends to be a little bit more flexibility in who is considered the leader and who is considered the follower. And they’re able to kind of switch back and forth based on the context.

00:02:33:15 – 00:02:45:25
Ruth
How did this a science, this this new area of thought under the umbrella of leadership even come into being? How did folks just kind of dive into this?

00:02:46:02 – 00:03:15:29
Elizabeth
Yeah, because we’re so heavily focused on leadership all the time. That’s a really great question. So as you know, for much of our leadership studies, it’s really been focused on the leader themselves, right? Their traits, their behaviors, their characteristics. Are they charismatic? Are they intelligent? Are they tall? Believe it or not, that was one. But then as it shifted forward, there was always some conversation of followers inside the literature.

00:03:16:02 – 00:03:53:07
Elizabeth
So they were regarded differently depending on the perspective. So somewhere around the mid eighties, towards the end of the eighties, Robert Kelley put out a article called In Praise of Followers in the Harvard Business Review. And that really sparked this emergence of followership and talking about what it means to be a follower, what it means to be an effective follower inside organization, and really began to say, Hey, we have been thinking about followers for weight or leaders for way too long, and it’s time that we actually start giving some attention to followers and giving them the credit that they deserve.

00:03:53:07 – 00:04:17:03
Elizabeth
Because more often than not, we’re going to serve and a follower role rather than in a leadership role. And so we really do need to focus on followers. It’s also a role based approach. His approach is model and then moving forward into the mid-nineties, Eric, Caleb said, Hey, this is a really great idea. And he kind of built that out a little further, though he looks at it slightly different.

00:04:17:05 – 00:04:44:05
Elizabeth
He looks at whether or not followers are supportive of leaders and of their organizations, but also this idea that they need to be really courageous, which means they need to stand up for their leaders, but they also need to be able to stand up to their leaders. We move a little bit forward. We have Barbara Kellerman in 2008 and she actually kind of says, hey, let’s pare this way back and just look at one dimension of being a follower.

00:04:44:05 – 00:05:09:08
Elizabeth
And so she looks at just that engagement piece, and she says that followers really are individuals that don’t necessarily have power or influence. So they may have some degree of authority. Beyond that, we start shifting into those more social process perspectives, which says, you know, this really is a process where leaders and followers are agreeing to be that identity, right?

00:05:09:08 – 00:05:29:20
Elizabeth
In some instances, I’m a leader and in some instances I’m a follower. And if I choose to be a follower, then that means I’m granting you the ability to be the leader. And we have this more code constructed or co-produced. Look at what it means to be a leader and what it means to be a follower.

00:05:29:22 – 00:05:31:17
Ruth
That’s a lot to unpack.

00:05:31:19 – 00:05:32:29
Elizabeth
If you know, where.

00:05:32:29 – 00:06:03:10
Ruth
Do we start? So I like that you had mentioned, I think sometimes people feel if I’m a follower, you know, the Chiefs, the Indians and the Indians are just slogging through the mud. You know, Carrie hitting the packages while the leader is upfront. Charismatic. Yeah, but as you describe this, the father really has a very important role to play in organizations.

00:06:03:16 – 00:06:13:23
Ruth
Let’s talk about that a little bit. What are those characteristics or what are those commonality that followers should have to be? Good followers, I guess.

00:06:13:25 – 00:06:34:22
Elizabeth
That’s a really great place to start. So I tend to, when I’m explaining this or I’m talking to individuals for the first time, because first off, most people are like, what is followership and why are we talking about followers? I tend to have them start with those role based approaches, and Robert Kelly’s is usually the first one I introduce just because it is familiar.

00:06:34:22 – 00:06:55:15
Elizabeth
Whether or not we realize it, we understand what these follower types are because we’ve seen them in organizations, we’ve seen them in our social lives, we’ve seen them on movies and TV, right? So they are kind of familiar to us. And so he looks at followership in terms of whether or not there is engagement and whether or not there’s critical thinking.

00:06:55:22 – 00:07:23:05
Elizabeth
And so to Robert Kelly, he says that, you know, really effective followers, which is what we should all strive to be, are individuals who are able to manage themselves well so they’re able to do their work with a high degree of autonomy. And in fact, they absolutely need that in order to do their best work. They’re also individuals that have really high standards, and so they’re not necessarily looking to get the job done quickly with a lower quality product.

00:07:23:05 – 00:07:47:16
Elizabeth
So they’re going to really have those high standards and strive to do the absolute best for the organization. They’re also individuals who are purpose driven, and so they have this strong need to have to support someone other than themselves, which makes it a really natural fit for the nonprofit context. Because, you know, we all seem to be purpose driven in this work.

00:07:47:16 – 00:08:09:15
Elizabeth
And so it’s just a really good connector because we’re already kind of bought into that piece. Initially, individuals who are effective followers also really work on building their confidence. So they’re going to be those lifetime learners. If they don’t know something, they’re going to go out and be self-motivated and want to learn it, because again, they have really high standards and they want to do what’s best for the organization.

00:08:09:17 – 00:08:30:24
Elizabeth
And they’re also going to focus their efforts for maximum impact, which means that they know what their strengths are and they play to their strengths. Although there are certainly opportunities to grow in the areas that we’re less strong in, they know how to make the most impact inside their organization. And then finally, they are individuals that are courageous, right?

00:08:30:24 – 00:08:54:22
Elizabeth
So they’re willing to stand up to their leader when they need to. And we use leader loosely there. Right. So it could be all kinds of different individuals, especially in the nonprofit context. They’re also really honest. Right. So they’re going to be authentic and they’re going to kind of tell you like it is, although they’re definitely tactful and because they are honest and because they are authentic, they are viewed as being more credible.

00:08:54:24 – 00:09:01:06
Elizabeth
And so they tend to be experts inside their organizations or inside their field.

00:09:01:08 – 00:09:04:22
Ruth
And you be a bad follower. Yeah. Yeah.

00:09:04:23 – 00:09:29:10
Elizabeth
You can definitely be a bad follower. And that kind of brings us into this idea of, you know, how do we think about ourselves as a follower? How do we think of others as followers and these ideas and sort of conceptions of what it means to be a follower are things that we started early in our life, and we’ve kind of just built them as we got it, and now we’re bringing them into our organizations.

00:09:29:10 – 00:09:49:07
Elizabeth
So for some, you know, being a bad follower means that they’re really passive, so they’re not engaged in the work. They just come in, they do the bare minimum and, you know, they get their paycheck and they’re just really not looking to make any waves. But they’re also not making any great impact because, you know, again, they’re very passive.

00:09:49:09 – 00:10:10:05
Elizabeth
Others might be alienated followers. And so the interesting piece there is that you could actually be a really effective follower. But if there’s a miss or a misalignment between leaders and followers, and that could also include how leaders think individuals should follow, because for some leaders, they have this more hierarchical view. And so they think that you should be passive, right?

00:10:10:05 – 00:10:32:10
Elizabeth
You should be obedient. And we definitely don’t want that inside organizations because that’s not how we grow and thrive. So if you were an effective follower, there’s that miss that you might actually slip into being alienated, which just means that you’re really critical of the leader, but it also means that you’re more likely to look at looking for another job.

00:10:32:10 – 00:11:06:20
Elizabeth
And so that turnover and tension grows within you. But there are also just individuals that refuse to follow, and that’s just kind of their conception of it. And they they just want to be a leader and so they will not follow anyone. So yes, there are bad followers, but I hope with more education and more intentionality behind strengthening who we are as followers, but also as leaders strengthening who others are as followers and letting them have more leadership opportunities, We can kind of help resolve some of that.

00:11:06:23 – 00:11:36:05
Ruth
I remember sitting in your presentation, which was so interesting and such a diverse group of people in the room. So when we did group work, it was interesting. You could kind of tell what kinds of organizations and what role people played and if it was working well in terms of leaders and followers. At any rate, how much does personality and who you are playing to, what kind of a follower you may be?

00:11:36:07 – 00:11:39:00
Ruth
Yeah, that’s absolutely fair.

00:11:39:02 – 00:12:03:23
Elizabeth
So it’s kind of a multi pronged approach, right? So we need to understand what is our quote unquote native follower style, although it’s a spectrum and we shift in that. But we also have to compare that with, you know, are we an introvert or are we an extrovert also? How do you what are those implicit feelings that we have towards leadership and who leaders should be and what makes a good leader?

00:12:03:25 – 00:12:24:08
Elizabeth
All of that, our willingness to speak up, but also providing opportunities for people to speak up. It all plays a part in to creating a more effective followers, but personality is definitely an aspect to it, just as it is with leadership.

00:12:24:10 – 00:12:48:17
Ruth
Okay, you get that that Debbie Downer or David Downer in there, Is there is there a way to ask the leader, let’s say work with those followers to raise up and try to mitigate that, maybe how they learn to be a follower?

00:12:48:19 – 00:13:26:09
Elizabeth
Yes. And they need a lot of support from you as a leader. They also need a lot of peer modeling. And so for person, they may have that perspective because they’ve had other leaders in the past that have said, you need to be obedient and you need to be passive because that’s the conception that they had. And so you may actually just need to show them a different way, but it does take a lot of time because you’re going to have to build that trust first, to create that safe space for them to be able to challenge or to even get them engaged enough to the point where they’re wanting to take on more challenging

00:13:26:09 – 00:13:48:16
Elizabeth
task and kind of grow that sense of autonomy. So yes, you can improve them. It just takes a lot of work. But there are also other perspectives that look at it that are kind of more from that engagement piece. And they say, you know, this is how you more strategically move individuals along that follower spectrum. And a lot of that means you have to get important to the purpose of the organization.

00:13:48:18 – 00:14:08:15
Elizabeth
You had to build those relationships among peers and then also with the leaders and just model the way for them so that they know that they can kind of grow in this way. And hopefully it improves, although again, there are some of those individuals that are just never going to follow. And so we don’t always need people to challenge.

00:14:08:15 – 00:14:29:25
Elizabeth
Sometimes we just have people to come in and do the work. And so that’s fine when they get more disruptive or they’re constantly challenging a leader or they’re really confrontational, that’s where you kind of have to start working those more performance management pieces to either help them get them on board or get them to a different opportunity, if you will.

00:14:29:28 – 00:14:59:29
Ruth
You mentioned a big five letter word, I think trust. Yeah. Sounds like that is absolutely key in in being a follower and being the leader in being a follower, is trust something that can be challenged or inspired, perhaps so that you play the game, as it were?

00:15:00:01 – 00:15:25:10
Elizabeth
Yeah, I think you could definitely look at it from your perspective. So first off, trust underpins everything that we do in that organization. So individuals have followers, if you will, who trust their leader, are going to have higher performance, they’re going to have less turnover and hence they’re going to have greater satisfaction and commitment to the organization. So there’s all of these really great benefits that come from building trust.

00:15:25:13 – 00:15:51:29
Elizabeth
But if you are an effective follower and you’re willing to challenge a leader and you have a leader who maybe is less than ethical or maybe you see that the organization is going in a direction that they shouldn’t go in and the follower in the leader shut you down on that. That is going to erode your sense of trust that might actually propel you from going from effectiveness, like being an effective follower to being an alienated follower.

00:15:52:02 – 00:16:08:04
Elizabeth
And then you’re going to start again looking at that turnover intent or having a higher sense of burnout, whereas you have that drive to kind of push through. Now things are kind of you’re feeling the effects of it more because the relationship between the leader and you is strained.

00:16:08:06 – 00:16:19:10
Ruth
You’ve been studying this a while and when you look at leadership, do leaders need to have been followers?

00:16:19:13 – 00:16:22:15
Elizabeth
Yes, Yes, absolutely. Be the.

00:16:22:15 – 00:16:22:26
Ruth
Best.

00:16:22:26 – 00:16:43:09
Elizabeth
Leaders are individuals who are really effective followers. And it’s funny because if you look at the different traits and characteristics and behaviors of followers, they mirror that of leadership. It’s just that you look at it from more of a partnership perspective or like we’re working together. And in this instance, I’m the leader. And in that instance I’m the follower.

00:16:43:12 – 00:16:59:29
Elizabeth
Instead of this like command and control style that says I’m always the leader, you need to be passive and obedient and just be a yes person and do your job. And so, yes, the really great leaders are also really great followers.

00:17:00:01 – 00:17:22:13
Ruth
We had a colleague of yours on the show a few months ago, Tom Van Saki, talking about Founder’s Syndrome. So I’m wondering, you know, in that founder’s syndrome, do they have a missing gap of followership where maybe they you know, they’ve never been the follower? You know, they’ve always been the leader.

00:17:22:15 – 00:17:42:16
Elizabeth
Yeah. And then, you know, it’s a very complicated issue there. There’s a lot of emotions and feelings around that. But if they are the type of leader that doesn’t like, again, to be challenged, right, that sort of wants to have everything rubber stamped by the board or rubber stamped by the staff, they’re going to be really used to that.

00:17:42:16 – 00:18:02:04
Elizabeth
And that’s going to be hard to let go and to kind of look at leadership from a different perspective and kind of say, hey, I’m going to bring this person on in order to have a succession plan. But we’re really we’re going to be partners letting go of that leadership piece, if that’s a really strong piece of their identity, is going to be really hard for them.

00:18:02:06 – 00:18:16:25
Ruth
You mentioned a few moments ago to another word that kind of stuck out with me is that’s partnership is is that key to be a good follower in the whole dynamic, you know, of an organization?

00:18:16:27 – 00:18:42:06
Elizabeth
Yeah, I would say that there’s a time and place, right? There’s a context and situation for both leading and following, but that the most effective forms tend to be those that are more of a partnership where they’re treated more not necessarily as equals, right? Their supervisors and their subordinates, even though we don’t love that word, followers. So there is a hierarchy there.

00:18:42:06 – 00:18:59:00
Elizabeth
But from that social process angle, they’re partners, right? They’re creating leadership and followership together because it’s what’s in the best interest of the organization, and it helps them achieve their mission in a more effective way.

00:18:59:02 – 00:19:23:01
Ruth
We’re talking with Elizabeth Ireland. She’s the associate director of training at the Midwest Center for Nonprofit Leadership, and she is the guru on followership. Our organization’s talking about this. Is this something now that nonprofits, when they, you know, take time to to look at how they’re run? Are folks talking about this and are they embracing it?

00:19:23:03 – 00:19:45:13
Elizabeth
I think that they are talking about issues related to followership and followers. So they may not be looking at it from an academic followership lens. Right. They may not actually know that’s what they’re doing, but they’re certainly talking about the issues at hand. One of the things that we need to do a little bit better as an academic community is include followership.

00:19:45:13 – 00:20:13:03
Elizabeth
And with our leadership coursework, I have been through or leadership classes than I can count. And I think I only heard the word followership once in all of that time, although I certainly use for all of my projects and every speech I did in class. But within organizations, we just need to start talking about it a little bit more, in particular with the nonprofit organization and nonprofit sector.

00:20:13:05 – 00:20:46:09
Elizabeth
So in general, Followership Lags Leadership studies, right? We go to Barnes and Noble or another bookstore. We’re going to see far more books on leadership than we are on followership. And if we look even, we kind of select out even more and look at just the nonprofit sector. We’re going to find far less information out there about what it means to be an effective follower inside nonprofit organizations, which is the reason why I’m specifically looking at that with my dissertation, because there’s a need to have a sense of what it means to be a follower.

00:20:46:09 – 00:20:57:26
Elizabeth
And followership looks like, and all of those behaviors, expressions and characteristics. But that’s grounded inside the unique context of nonprofit organizations.

00:20:57:28 – 00:21:23:12
Ruth
It would seem to me if you don’t have followers, then you’re not going to move the needle forward towards your mission and I know that sounds very basic, but and I think there’s something unique I’d love to hear you address as a nonprofit. Hopefully has staff or whatever followers that are part of it. But then you have volunteers and you’re driven by boards.

00:21:23:12 – 00:21:33:13
Ruth
So how does followership play into that and how do you infiltrate in a good sense to get those folks on board?

00:21:33:16 – 00:22:02:05
Elizabeth
Yeah, So it’s not actually that basic a place to start because while we tend to think that we fix some of those issues with, you know, command and control and authoritative leadership, right? They pop up in organizations of all types and of all sizes because we’re just humans and we bring with us what we think of leadership should look like in terms of looking at specifically like segmenting out what it looks like with your staff.

00:22:02:08 – 00:22:18:09
Elizabeth
Again, you would start with Robert Kelly, Eric Taylor and just kind of look through and assess what kinds of followers you have amongst your staff. How do they naturally lean? What do they think of being a follower? You can just ask them, what does it mean to be a leader and what does it mean to be a follower?

00:22:18:11 – 00:22:39:12
Elizabeth
And that gives you a really good idea at how they approach leadership and how they approach followership. But when we look at how we have relationships with board members, there really is a need to have that sense of shared leadership. And so for that, we really need to lean and heavily towards those social process approaches that says, you know, we’re in this together.

00:22:39:15 – 00:23:05:01
Elizabeth
And again, we’re claiming the role of or the identity of leader or we’re claiming the role of our identity a follower and we’re, you know, working together towards that common purpose or that common goal. If we look at volunteer management, we are we may not need our volunteers to do a ton of critical thinking. We may not need them to challenge the leadership or, you know, challenge others inside the organization.

00:23:05:01 – 00:23:26:16
Elizabeth
We may just need them to show up and be engaged in the work that we do and be, you know, a supportive element inside our organizations. And so for that, I tend to recommend individuals look towards Barbara Kellerman’s model of followership so that they can just look at that engagement piece, right? How do we move people from that very beginning?

00:23:26:16 – 00:23:53:05
Elizabeth
Like I’m not even necessarily familiar with the organization to where they’re an activist or a diehard for the organization, although diehards can go either way, right? They could be resolved through organization or they could just you know, they could be yes. People because they’re so bought into it that they they can’t necessarily see the impact of what they’re doing if it’s not necessarily ethical or beneficial to the organization.

00:23:53:08 – 00:24:16:18
Ruth
How do you keep followers from that tipping point, as you mentioned, of being so gung ho that they think they can run it all that and I guess sabotage leadership? That’s a pretty hard word. But how do you navigate it? What is what does it say in the literature and academic circles?

00:24:16:21 – 00:24:35:18
Elizabeth
I think it’s more like the gut level of what you do there. And it’s it’s you got to look at them as a human being and just say, you know what? What are the quality of interactions that I’m having with this person? Right? Do I have positive interactions? Are they always or mostly negative interactions? How do I build the relationship again?

00:24:35:18 – 00:25:02:11
Elizabeth
So they have to be really mindful and intentional of how they respond to you as a leader and how supportive they are of you. But it also means that you may need to think about what your own conceptualization of followers are, because if you’re having a lot of individuals that are, you know, pushing back constantly, it may be that you have a different view of what follower should be than what they do.

00:25:02:19 – 00:25:27:04
Elizabeth
And so the more we can educate individuals on, first off, what followership is and all of the different types and models and ways in which you can use that to your benefit, the more we’re able to say have those tools and resources that we need when we have individuals that we may need to move, you know, advance them in that followership spectrum so that they’re more effective for the organization.

00:25:27:07 – 00:25:47:01
Elizabeth
But it’s also knowing that if we’ve gotten to the point where we’ve tried all of these things and we’ve tried to build that relationship and it’s just not working, how do we leverage those performance management tools or how do we encourage them to maybe find something that’s more fulfilling for them so that they’re less likely to be alienated.

00:25:47:03 – 00:26:01:24
Ruth
Or be a roadblock or any number of things that can cause trouble? In your studies, have you seen is corporate America embracing this versus nonprofit? Is it about the same that everybody’s getting to the this is worth looking at?

00:26:01:26 – 00:26:30:25
Elizabeth
Yeah, I would say that they’ve probably been using followership and just the different models more heavily in corporate America just because they tend to also embrace those leadership model quicker. Right? With there’s more literature about them. If you go and look at the academic literature, there’s far more out there about corporate leadership in corporate leadership, although I will say that followership in general has been looked at, you know, within military because of that position and rank.

00:26:30:25 – 00:26:55:20
Elizabeth
And everyone kind of knows what that looks like. But there’s also that need to be somewhat obedient because you need to follow orders. But then also having the ability to know, hey, we’re going in the wrong direction and I need to speak up now. It also tends to be look at followership does in areas where there are a higher percentage of female staff members or female workers.

00:26:55:22 – 00:27:29:25
Elizabeth
And so you’ll see a lot of research out there about nurses, which also kind of speaks to this. You know, there are leaders, right? Or there are those that consider themselves leaders in that environment. But really the work is done by nurses and they are actually enacting both leadership and followership in their work. And then it’s also looked at a lot in academic institutions, in particular in higher education, although we’re starting to see it kind of trickle down into K through 12 and also pre-K, there’s a strong need for it to be there.

00:27:29:28 – 00:27:52:11
Elizabeth
But again, there’s a definite need for it to be explored more inside nonprofit organizations because we have so much a greater need for shared leadership. And so we really do need to look at how do we embrace followers and how do we strengthen them so that we can leverage the most from our individuals. So we can achieve our missions?

00:27:52:13 – 00:28:11:11
Ruth
Elizabeth, this has been fascinating followership. She’s provided us with some great resources. So dig into this. It’s something that’s really important for organizations and let’s let the nonprofit sector be the leader, right? And then follow the great things that you can do as a follower. So thank you again.

00:28:11:13 – 00:28:15:18
Elizabeth
And thank you so much for having me. I have enjoyed this.

00:28:15:20 – 00:28:37:14
Ruth
Thank you for joining us for KC Cares. We’re Kansas City’s nonprofit voice, and we’re produced by Charitable communications, also a nonprofit. This KC Cares segment was brought to you by the Ewing Marion Kauffman Foundation. WW W Kauffman talk if you’d like to be a guest on KC Cares or underwriting opportunities, go to our Web site, KC Cares online dot org and spread the love.

00:28:37:14 – 00:28:54:17
Ruth
You’ll find us on Facebook and Twitter at KC Cares Radio and on Instagram at KC Cares online. And don’t forget, you can catch us Saturday mornings at 8 a.m. on ESPN, 15:10 a.m. and 94.5 FM. Thanks for joining us on KC Cares.

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The Midwest Center for Nonprofit Leadership is the nonprofit research and leadership development center of the Department of Public Affairs of the Henry W. Bloch School of Management at the University of Missouri-Kansas City. Our mission is to enhance the effectiveness and performance of the nonprofit sector through high-quality programs of education, applied research, problem solving, and service.

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[Transcript]

Welcome to KC Cares, Kansas city’s non-profit voice. We’re telling the stories of Kansas city nonprofits and the people behind them. KC Cares is the intersection of the profit and the nonprofit community, making Kansas city a better place to live, work and play. This case he cares segment is brought to you by the Ewing Marion Kauffman foundation.

Find them at www.kaufman.org. I’m Ruth Baum Bigus. Nonprofit organizations have so many things to grapple with on a day-to-day basis. And among them is the important tool of their staff. Well, the pandemic sure. Created a curve curve ball in the workplace and non-profits were no different. The prediction is.

36.2 million Americans will continue to be remotely working through 2025. So what happened in the pandemic sounds like it’s going to stay for a lot of us while not most nonprofits have their employees working remotely. A good share of nonprofits we’re on the front lines, helping many of us manage the limitations that were placed upon us for the pantries have to deliver hospitals, had to treat patients.

It’s cetera, why we have not finished with the big P some workers are returning to the workplace and things do look different. How do nonprofits find that perfect balance? How do we show value to our workers and keep them motivated and staying with us? Those are some of the big questions that we’ll explore in our ask the expert series with our special guests today.

Brent never. Who’s the director of the Midwest center for non-profit leadership. It’s so great to have you with.

Thanks, Ruth, really excited to talk to you. Well, let’s, let’s start with what you can tell us. What is that today? Picture of the word. You know, it’s funny. I’m glad on the intro. You, you mentioned the fact that it’s hard to draw that distinction between what’s happening in the workplace, in for-profit organizations and non-profit organizations in so many ways we’re grappling with what does work mean today?

You know, people are working via zoom. They’re virtual. Also, we have people who have to be in the office, have to intersect with the public. And so we’re being pushed and pulled in new ways to think about how we should organize ourselves to have some equity also between. Those who, who must be there delivering the childcare, the education, the healthcare, and then those who can have the flexibility of working virtually.

And so there’s a really good interesting discussion that I, I look forward to having. Well, since you are the kind of the brainchild and the research arm of looking at the nonprofit, can you paint a, a little bit of a picture for us? Pre pandemic remote work was not very present. Absolutely. And I think we can all put our thinking caps on if we can remember a few years back before the idea of zooming in or Google meeting or whatever it might be was a pretty rare experience.

In fact, the dialogue at that point in time was how important it was to have people in the workplace for that ability to intersect with each other, to, to have those hallway conversations that were so important at that point in time. And, and now we’ve, we’ve almost come 180 degrees in one sense, which is we, we still value that connection, but we don’t.

Necessarily value in the same way, the physical connection that we used to have at the very least we’re having good productive discussions. I would say in our workplaces about where, where should we intersect? Is that physical being in the office really key to what we do or can we have very productive Poppins on Microsoft teams and zoom that makes it so much easier in a lot of ways.

And, and lastly, I do want to say it’s just so important again, to think about. People who often are on the frontlines of what nonprofits do. Those folks do not have the option of zooming in to the daycare classroom or zooming into provide, you know healthcare at the community health center. So yeah.

Always talk with, with our non-profits with our students about this dichotomy that is becoming a more and more pronounced. And I think savvy, nonprofit executives have to really think about this dynamic and what it means for their cohesiveness, the culture of, of their organizations. Are there things that the center is.

Offering in terms of support and education of how to do that balance. I mean, I happen to work with a nonprofit that really, I mean, I can’t, we’ve been zooming for two years. But yet there are people within that organization because it’s a social service organization. Are in the office so that they can get done the things that, you know, have to be done for clients what’s out there to help us.

Yeah, no, I absolutely an end. So one resource that I want to point towards on our website and we, we. The links and whatnot, but at the Midwest center we’ll have had our annual conference and we’re going to put those videos online and we have a national Thinker in this space, genie bell.

So do you need bell is in San Francisco, but she is thought a lot about the non-profit workforce. In fact, that’s the theme of our conference for 2022. And. You know what she is talking about in something that, that I’m trying to talk about also is thinking of your workforce as a resource in your preeminent resource.

In, in nonprofits. I’m not saying anything new for, for executives out there in this sector. They know that their, their people are the, the driver of what they do. You look at their budgets, you know, and in the lion chair of nonprofits, you know, over 90% of expenses are related to personnel and one word one way or the other, but to start having that discussion of our employees as a resource that needs to be regenerated over and over what that means.

Every person needs to be invested in needs to be nurtured and, and help to grow in, in what they do with the understanding Ruth that we are not going to keep our workforce forever. This idea of, of the organization, man, from the 1950s, you go work for GM or IBM and you work there forever. That is not a concept that that is going to ruin.

Work anymore in our sector. So how do we bring people in, grow them in their roles and be happy when they, they move on to another role? We’re very, you know, tight-knit sector in, in, you always know that that person coming in your door and then leaving your door in, in a few years. It’s going to be out there and going to be a voice for you.

So how do you grow them? With this idea that we’re in a healthy ecosystem and, and Jeanie talks a lot about how you grow people within your organization, so that you have this healthy sort of transition in and out of your. And those resources will be available on your website for those won’t have made it for some reason.

And what is the best URL? I’ll let you make that plug. Yeah. So we’re the Midwest center for non-profit leadership, M and C N l.org. And that will bring you right there. We have our own YouTube channel. You’ll be able to find her Speaking about these issues and also our breakout sessions. We have a breakout session where we’ll have videos for you about development professions and the workforce issues going on in development.

We have a breakout session where you’ll have the videos on. Boards and governance and how we wrap our heads around the more strategic discussions of, of how we, we grow people. And then we’re going to have a breakout session with, with Jeannie, and she’s also going to be able to work with people in, in talk about their specific situations in their organizations.

And it’s all free, absolutely free. So log on. We, we love people using the resources. There are going to be nice chopped up in, in bite size pieces also. So if you’re over your lunch one day and you have 20 minutes, it’s, it’s a great thing to log in. Well, you know, us non-profits we love free. No, keep those resources, you know, going where we need.

I, I have so many questions. One that came to mind when you’re talking about nobody’s a quote lifer anymore at any one particular organization, they may stay in the sector. There seems to be a little bit of a. Dichotomy from the, the newbies, the younger kids versus somebody who’s maybe made their career in it and, and what’s going forward and you’re saying nobody stays anywhere.

So are we, am I perceiving that? And, and so how do you deal with that? If you’re the CEO of an organization with a good mix, you know, inexperience age, et cetera. Yeah, I think these conversations are so important right now to sort of think about, as you said, Ruth, this diverging sort of opinions about how people should commit to an organization.

So it, and I would want to wrap in boards also into his discussion because they too are key voices in, in what happens in this life cycle. You know, we are going to have to, to start to not think of it as a negative, you know, why are these millennials, why are they coming in demanding that they do important work and then up and leave to, to frame it more in a positive way of how do we bring these, these new voices in use their labor in a, not in an ex.

Sort of fashion, but use their labor and their energy. When we have them grow that labor and then be really happy when they move on to another role where they can, they can use their, their voice to have this churn be not disruptive, but be a positive, innovative churn that can happen in organizations.

Partly executive directors, CEOs then have to wrap their head around the HR function. And how do we create HR systems that are a little more flexible that, you know, serve allows people to come in the door more quickly and leave in a less disruptive fashion instead of these hard sort of. Entrances and exits that we’ve, you know, we’ve grown up in I’ve I’ve been in, in the sector for 16 years.

So I’ve even seen in 16 years, this, this sort of evolution, it doesn’t have to be this. You send these onboard, you know, this is, this is when she stops and Cindy is resigning and this is when she leaves. How do we think of softening those edges so that we can have this more productive moving Cindy into the mix, bringing her her.

You know, interest in, in skills in, and then how at the other end, how do we soften that, that exit to be this positive sort of exit that Sandy is, is moving out to her next role. But, but this, instead of this, she’s on our team, she’s off. You know, change that sort of idea because it’s very disruptive and it’s only going to be more disruptive.

So how do we change the narrative around these, these transitions? You were mentioning earlier development directors, and I keep hearing the word out there of churn. Already a function. I think with non-profits that there’s movement. It seems like there’s exponential movement going on right now. Can you give us a snapshot of what’s going on?

Why? And is there any way to settle it down? Yeah. So we just did a snap salary survey development professionals. So we did it in January. We had an organization that was willing to underwrite it for for development professionals, because we heard the exact same thing, Ruth, that this is very disruptive to sort of go on my prior theme and In the development profession where relationships matter, where communication in a.

A way that, that connects over time matters. Having a development professional dropping in drop out is, is very disruptive. Our, our data is showing that salaries are going up quite rapidly in this space. You know, somebody trained as an economist, such as myself, I say in some ways. You know, people are claiming their value and, and that’s a wonderful thing, what I will say.

And, and also understanding executives in the nonprofit sector is one of the real challenges is we are locked into funding cycles that do not allow. Flex that’s happening in those salaries. You may get a contract once a year and therefore, you know, you can’t adjust salaries 2, 3, 4 times in a year.

If, if that contract only gets re-upped once a year, so there’s, there’s a lot of angst, absolutely understand what’s going on. You know what, one thing again, and there’s no, short-term answer to this. Absolutely rude to settle it down, as you say. What I, I would say is starting to develop more development professionals in the field.

It’s a skill that takes many years to develop as, as we know. But to, to think about taking people in programs, Roles program managers and start to skill them up in some of those development skills so that you have sort of a bench strength of, of people who at least can speak in the development world.

Now they, they may not be your chief development officer. They may be someday. But to sort of soften these, these transitions also. And I guess that’s a theme that I’m talking a lot about with, with nonprofits. We’re talking with bread, never with the Midwest center for non-profit leadership and we’re talking workforce.

And we could go on for ever. The other thing I heard you say earlier is, you know, we’ve had this big P word and supposedly it’s mitigating, et cetera. I think it may forever be with us in some fashion, but how do we manage a workforce that may be really, really burnt out? Yes. And I think we’re all living.

It is as Americans to be absolutely honest professionals and, and people, frontline professionals also are living it in a particularly acute way. I think we need to, again, really. I understand the life of somebody who’s in the daycare classroom, in the frontline of, of your community health center in, in how they’re juggling the life at home, their.

Trying to go to school. I have a daughter who you know, any time they have to close down a classroom, you have to drop everything as a, as a family and be home with, with your, your kiddo for five days, 10 days, whatever that period is. So there is burnout. You know, one thing is so many great nonprofit professionals have been doing this is, is really accepting it and communicating it understanding what your, your folks are feeling being in communication with them.

And I think this is something that’s been going on for a good couple of years now. And we’ve. Really, you know, done a good job with that. I think the next layer though, some organizations have done it and others, I would hope and mark on it, which has start to codify some, some policies that are going to be in writing.

So as, as you say, The maybe emergency of the big P the, the pandemic is, is over. And so now we can’t just lay on or, or rely on emergency sort of rules that we sort of had going on in the office. Let’s codify those policies. What’s going to happen. If somebody has two. Take care of a kiddo, a loved one.

And, and what if it’s a five day thing, a 10 day thing? What do we do as an organization? It’s, it’s not going to be appropriate anymore to just do one. It’s going to be important to have a policy of, of how this works in flexibility is, is the byword, how do we create that flex in our organizations so that people really can cycle out when they have these needs?

If we can’t adjust, people’s pay rapidly. What we can adjust is their work lifestyle. And You know, people are in non-profits because they care about mission. And, and they, they really do this amazing work. How do we make their lifestyle in the workplace work for them in a way that that is not possible.

If they’re working for, for a major corporation. And last thing, Ruth, I know I’m rattling on, but we also have to get around to the idea that our workforce has a lot of choices. These days. We love to think about they work for, you know, wonderful organizations because they care and they certainly do. But in particular, frontline staff, Have a lot of good choices now.

And as an economist, I’m very happy for them that they can now start claiming their value, but working for a wage of 12, $13 an hour at the front desk or with the kiddos, you know, they do it because they love it, but loving it, doesn’t pay them. So we have to understand that they do have needs and they can go out there and they can work in other organizations where maybe the mission doesn’t speak to them, but it does pay their rent.

And therefore we have to communicate with our boards and with our funders about the fact that we cannot Nene on our frontline staff the way maybe in previous generations. We have to start crafting that narrative with, with our governance process, where we have to invest, we have to forget overhead ratios a little bit.

We have to start saying, we’re going to communicate out this investment right now. So we’re going to invest in our staff. We’re going to create this, this environment. That’s going to work for our staff. It will cost more. It may push up that, that overhead ratio, but we are willing to communicate that out and, and believe me, you have Brent never, and you have so many other leaders in this, this world who are willing to communicate out that value also, and to stand by you and say, this is a new.

Generation for us. We have got to start thinking about investment framework, not a starvation framework. And when we’re talking about overhead, what does the center have again, to support or provide some guidance to nonprofit leaders in that, that frame of mind, or like you talked about policies and codifying things.

What can you all do to help in that way? Yeah, absolutely. So one of the best resources I would say is we have office hours. So every Thursday we have office hours with Monica re-ACL, she’s our community research director. She’s she’s the person who will help you on data question. Evaluation questions you have, you know, we collect all this data, we hoard it and yet we don’t really know what to do with it.

She, you drop in, you pitch an idea. She helps you out on Fridays at noon. I have office hours and those are questions. Just like we said, questions about. Policy questions about strategy, about board governance. I work with several organizations every Friday, just drop on in pitch a question at me and say, Hey, where do I get this?

Where do I get that? And the last resource is mark Culver. I, you know, for, for a lot of folks in the nonprofit sector, they’ve interacted with mark through email, he sends out our great newsletter every week and dropping mark a line he’s he’s our connector. And he’ll, he’ll connect you with the right people for those specific questions.

So it’s a role we love, we do it all the time and would absolutely value people dropping. And we zoom in. Absolutely. That’s a zoom. So if you go to our website, M and l.org, we have the office hour links right in there and you just drop on it. One thing I do have to say about the zoom sphere and that gives a plug to zoom, but teams, Google, whatever he has, it’s made it.

Very convenient. I think for people you don’t have the time lost in driving or the frustration of getting stuck in traffic or not finding where you’re going. But you do have that, gee, we’re not sitting and having the energy of being in the same room since we’ve been living with this. Do you all have any guidance as the best way to use some of those tools and make them as effective as possible in communicating?

You know that it’s such a great question because we to live the zoom lifestyle for all of its great things and all of its bad things. So the one aspect that I would say, and this goes for in-person meetings also I kinda joke meetings are like a gas. They expand to whatever time period you give to them.

So if you want to give a meeting 15 minutes, it will take 15 minutes. If you want to give it two hours, it will take two hours. And so what I think a lot of us have found through these couple of years of, of a pandemic lifestyle or work at home lifestyle is to think about. What do I want to accomplish in this meeting?

Can this meeting be incompetent accomplishes skull in 10 minutes? If so. Great. It’s a, it’s a, a one-off 10 minute standing meeting, meaning standing. Literally we have standing meetings. You stand there. 10 minutes works because after 10 minutes people started wanting to sit down. You do that via zoom. If it’s we really want to dig into this challenge that we’re having in this program, it’s a two hour meeting.

Excellent. But I think one of the. Problems with zoom is people default to a length of time that zoom gives you whether that’s an hour or half an hour, no need to do that. Think about creating these, these different structures that would mimic what we do in our hallways at work. You know, there’s a 10 minute hallway conversation you have in the, in the office, or maybe it’s an hour sit down conversation and all that.

I love that standing meeting idea and you’ll burn more calories. Yeah, that’s right. Yeah, yeah. Yeah. I want watches. That’s a standup. You’ve been sitting too long. Oh. You know, and that’s the other problem with zoom is when you stack them on one after another, and you don’t build in that 15 minutes to walk around and take the dog for a walk that’s, that’s what you need.

And more dogs and cats have been at meetings than ever before. Absolutely true. Yes. What would you say would be the top, maybe three pieces of advice she would give folks now, as we look at the workforce in the nonprofit sector, three things that maybe they can look at doing or should focus on. Yeah, absolutely.

So first thing I think if we’re talking about at, at sort of a top more strategic level, communicating with your board about these, these discussions about how we invest in a, in a workforce and not get frightened. Bye bye. Some of those financial issues how we need to start communicating out to our funders about we are making this investment.

This is a positive investment. This should not be something that, that worries you. So those level of discussions need to be teed up with your board chair and your board more generally. Within the organization thinking about equity again, thinking about how different individuals in the organizations are able to intersect in the workplace.

In, in, I know I’ve brought it up several times, but think about how the person working the front desk can not just. B a, a virtual person. So how do we make their lifestyle work-style better? So is it investing in their education so that they can cycle through that role? Because there’s going to be more churn in those sorts of roles now because people have choices.

Is it thinking about more flexibility in they are able to cycle out of that front role and, and work from home and we’re going to have to cycle more people into this role over time. That’s that’s really important. And lastly, I’ve, I’ve talked about equity, but I want to talk about it in a more systematic way, which is the idea of who are the faces, who are filling various roles in organizations.

And we, as, as Kansas city region need to start thinking about what we’re going to do about that. Who’s in the frontline role who is not having the flexibility. Of zooming in from home and taking that serious and thinking about how we grow people through our ranks and not sticking people in roles that they never are able to grow out of.

Those are great suggestions. Brent, it’s been a great conversation. We look forward to having you back. Thank you for taking the time to talk about workforce. And thank you for joining us on KC Cares, Kansas city’s non-profit voice we’re produced by charitable communications. The segment was brought to you by the Ewing Marion Kauffman foundation.

If you want to be a guest on KC Cares or underwriting opportunities, go to our website. KC Cares online.org and spread the love. Find us on Facebook and Twitter at KC Cares. Radio and Instagram at KC Cares. Online Saturday mornings. Catch us on ESPN 15, 10:00 AM and 94.5. 8:00 AM. Thank you for joining us on KC Cares.

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Find us on

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Also available on

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