Parent Groups – Members

We continue our tips on running a successful parent group.  As we have said, we’re not experts but we do know what some of the common issues are and our hope is that by highlighting them, you can take steps to avoid them before they arrive.

So far, we have looked at Values, Communication, Measuring Success, Egos and Leadership.


This week we are looking at Members.

How do you recruit new members to your group?  Recruiting new members often starts quite easily.  Your friends join, their friends join but then often there becomes a lull.  This is often because parents are not quite sure what you do or what is in it for them?

There are many different ways to recruit, many charities and groups have sign up forms on their site.  However, if you are a smaller group without a website, then obviously you need to consider other options.  Facebook groups tend to be very popular and next week we will be looking at marketing (including the use of social media).  Some groups prefer good old-fashioned leaflets with a sign up form.  We have to confess that as a parent, we are more likely to sign up as a member of something if we meet someone from the group at an event.  Having sign up forms with you at any event where you know there is a chance to meet potential members is great.  Please don’t think these forms have to be printed by professionals or cost a fortune; some of our favourite groups are those who handed us a home-printed form at a coffee morning or event.  When you see one of those, you know they really are just parents, like you.

Engaged Members:  There is absolutely no sense in having thousands of members if only one or two are engaging with you.  If you send out a questionnaire, how many people respond?  If you post on Facebook, do you get any people commenting or sharing?  Instead of constantly looking for new members, start looking at your current members and how many are actually engaged.  We all know parents out there who sign up to every group and every newsletter, just to keep up to date with what you are doing or who are not too comfortable engaging.  This does not mean you don’t want them, you do, but maybe you can look at tiers of membership.

What role do your members play?  Are they just people who meet for a coffee but have no say in how you run?  Do they get to have a say in how you are run?

This is where a tiered membership can be useful.  For example, you may have a group of parents who engage in the running of the group, a group of parents who help to promote your group in their area, a group of parents who want to take part in surveys, etc and perhaps another group who just want to receive updates on what is going on.

As parents, we are all beyond busy, so having the option when we sign up about how we engage is really useful.  It also helps members to know what their role within the group is.  Some people don’t want to sit on board type groups but are happy to feed into surveys, some are happy to do anything to help the group and others are happy to just know what is going on so they can stay up to date.

Many of us don’t want to receive loads of emails that we feel aren’t relevant to us.  However, if we know what we are signing up for, we will be more likely to open and respond to an email.

If you define each group, it will help you too.  There is nothing worse than sending out a survey to 1000+ members and receiving just a few responses. It can be soul destroying.  However, if you have a group of parents who have said “yes please, send me every possible survey” then you know the responses will be higher.

Do you know your members or are they just a name on a list?  Again, this is where a tiered membership helps.  Knowing who the families are in each group helps immensely.  As your relationship develops, you will get to more about them as their trust in you grows.  However, there is nothing worse than thinking you are just a name on a list and no personal contact – this is why some of the larger charities have a big drop off from members when the communication from them becomes really impersonal and irrelevant.  Ask some questions at sign up time.  Age of children, perhaps a few questions about their child’s disability.  This can also help you when families ask you for help – you can often find a group member who you know will be able to help but only if you get to know your members.

How do you find a balance between wanting more members and actually meeting the needs of the current members?  Look at the feedback you are getting from your current members.  If there is a general unhappiness, then ask yourself if there is a reason.  We don’t mean when the group is unhappy with changes in legislation or local policy or lack of services, we mean when the feedback about your group is negative.  Again, go back to what the group is there for?  We discussed this in Values and Communication – is it clear what you offer as a group?  If there is some uncertainty, then go back to basics.  Define what you do, who you are there for and remind members with a friendly post or newsletter.

How do you deal with issues about a member – perhaps they have bad mouthed you on Facebook or you hear they have been speaking negatively to other parents about your group?  Let’s be honest here, this is real life.  People will disagree, people will change and people will move on.  It’s also worth remembering that we all have good days and bad days and sometimes we hit out at the nearest person.  Do you have a plan in place for when this happens?  Sometimes, it is not worth doing anything – some people are just never going to like you or trust you and most people know this.  However, if the comments are not just someone venting but could be seen as slanderous or have a detrimental effect on the group, then perhaps there are things that need to be done.  In our post about Egos, we covered a Code of Conduct for groups.  A sort of guide to what is and isn’t acceptable.  It may sound really tedious and too official for your small group, but based on experience, we would suggest you consider having one.  It takes some pressure off you.  If you have to remove someone from a group and their friends choose to tell you how horrible you are for doing this, you can just refer them to the Code of Conduct that everyone is made aware of and you can leave it there.  You will get people who want to argue, just because they have a keyboard, so having something you can point to helps you to move on.

Members – Check List

  • How do you recruit members?  How successful is that for you?  Could you offer other options?
  • How many members are actively engaged?
  • Could you offer a tiered membership?
  • What role do your members play in the group?
  • Do you know your members – if not, how could you improve on that?
  • Do you have a Code of Conduct for members?
  • Do you think you are meeting the needs of your members or does your remit need to change?

Next week, we will be looking at Marketing and Social Media, offering some tips on using social media and explaining how marketing can be so important to the growth of your group.

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Parent Groups – Leadership

Our Parent Group posts have proved really popular with you and have started some really interesting conversations.  We are hearing from people privately about some of the issues they have faced either setting up a group, or trying to keep a group running.  Many of the issues we are hearing about are covered in this series of posts.

So far we have looked at Values, Communication, Measuring Success and Egos.

This week, we are looking at Leadership.  This is one of the most common issues we hear about.

Parent Groups – Leadership 

Who leads your group?  Is it a joint effort, do you each have defined roles of responsibility or is it one person making all the decisions?

Having one person wearing every hat is one of the easiest ways to make a group crash and burn.  Having one person overseeing all of the different hats is something different.  Allowing others to lead on certain areas is a real bonus for everyone involved.  People feel involved, people feel part of a team and if done well, everyone knows who does what.

Lots of leads

Looking back to our post on Egos, we discussed knowing the strengths of your team.   Have you ever sat and done a real strengths analysis for the group?  This doesn’t have to be a long and tedious task, it can be a really simple question and answer session or even a quick email to the group with one person collating all the responses.  Asking who has experience in the various aspects of running your group.  Marketing, social media, policy, legislation, event management, finance, writing, fund raising.

Once you have these details, you can then move on to having a different person lead the relevant tasks.  So one person may lead on any marketing (your website, social media presence, etc), one may lead on finance (applying for funding, ensuring any expense claims are in and paid on time, etc), one person may lead on organising events (booking the venue, taking bookings, organising refreshments).  This doesn’t necessarily mean they do everything within that role, they just oversee it and ensure it gets done.

It also helps if other people within the group know what every one else is responsible for and also having people who can cover roles.  As we know all too well, our family life can suddenly mean we are not able to continue our role in a group, so knowing that someone else can pick up the reins is something which will help immensely.  We have seen parents with really stressful lives, having the added stress of not being able to fulfil their group role and stressing because no one else knows what to do.

This is an avoidable stress.  Our lives are so stressful anyway, let’s do all we can to ensure we, as a group, are not adding to the pressure on families when they are in crisis.

Overall Lead

If you have an overall leader; perhaps a Chair of the group, having a team of others involved in doing the work really helps them to focus.  Being able to sit back allows a good leader to think about where the group can go next, or what the next step for development could be.

A poor leader however, will hate losing that total control.  We will all know someone, perhaps a manager from our past or a provider in our current lives, who hates not having that final say.  None of us want to be engaged with a group where this sort of power game is also being played.  Being micro-managed is not something many of us will volunteer for, well not for any length of time.

This is where having a variety of policies in place really helps any group.  If there are decisions to be made, who makes them?  Do you have a policy which explains how decisions are made.  Do you vote as a team or does your Chair/Founder make all the decisions?  It doesn’t matter how small your team is, you need to have some sort of agreement on how decisions are made.  If it is down to just one person, this can make that person’s role really difficult and it also means anyone who doesn’t agree with a decision will not commit to helping take it forward.

If you have an agreement where people can have a say and believe it counts, it will help immensely.      Knowing what the values of the group are also helps with decision making.  If your lead decides they want to change the focus of the group, you can all look at the values you agreed on and vote if this new direction fits in with the values.


What makes a good leader?

There is a quote which goes something like “When I talk to a manager, I feel like they are important.  When I talk to a Leader, I feel as If I am important”.  This sums up nicely what a good leader does.

Leadership should never be about titles or your position; it should be about using your skills to positively influence others.  A good leader will help others to reach their goals and will acknowledge hard work and a job well done.

A good leader will be interested in their team more than themselves.  They will talk about we rather than I.

If you feel that your leader is not doing what you expect from a leader, ask yourself a few questions.  Are they being expected to do everything?  Are they juggling 1001 balls without any help?  Are they just an easy scape goat to moan about when things don’t go to plan?  If the answer to all of that is no.  Then look at their background, like we discussed in Egos.  Is there a reason they perhaps seem to act in an abrasive manner?  Is there perhaps the chance that you are uncomfortable with some of their traits because you know you are also guilty of them?  Be really honest with yourself.

The answers may be no to all of the above, and it may be the case that your leader just doesn’t know how to lead.  There are people out there who are just not team players.  However, it is often the case that no one else really wants the stress of the leadership role so how do you help your leader to be a better leader?  If you find that no matter what happens, you can’t work with this person, then sometimes it is better to just move on.  There are several groups out there who are looking for other parents to help out so get involved with another group.

As the group grows, more policies help.  Having guidelines in place to look at issues around Leadership and guidelines around what is expected of each role helps.  Setting these up sooner rather than later, is a good idea.

Top Tip – Get these policies and guidelines set up when everyone still likes each other.  Once animosity of any description filters in, setting these up can become too personal.


Leadership – checklist

  • Who leads the group?
    • How were they chosen?
    • Is their role defined?
  • Do you have leads for each area?
    • Could you have leads for each area?
    • What are the strengths of your team?
  • Do you have guidelines on how decisions are made?
  • Do you have guidelines on how to address Leadership concerns?
  • Does everyone know what everyone else does?
    • Is there cover for people who may suddenly need time away from the group?
  • What can you do to help the Leader be a better leader?

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Parent Groups – Egos

We continue with our tips on running a successful parent group.  So far, we have looked at Values, Communication and Measuring Success.  This week we look at the difficult issue of Egos.  Groups are often formed of similar types of people – which can be great – but it can cause real conflict if the similar people clash.

One of the big issues many groups face is dealing with egos.

Ego:  a person’s sense of self-esteem or self-importance.

Everyone has an ego.  Egos are not necessarily a bad thing.  However, sometimes egos can cause huge problems.

Having a sense of self-esteem and appreciating what you bring to a group is a good thing.

Knowing what you contribute to a group is invaluable and can give you a real boost.

Many times you will hear people say “I don’t know what I can do, but I am happy to get involved and do what needs to be done” and these people are the ones you want.  These are the people who come to the group without an ego or without a hidden agenda.    These are the people who will “do” rather than just talk.  These are the people who just genuinely want to make a difference to others.    They usually arrive without an ego that needs any validation.

It is nice though to feel appreciated for what you do, especially when many parent groups work on a totally voluntary basis.  Helping someone to have a sense of self esteem is a positive experience.

However, it is when the ego becomes about the sense of self-importance that big issues arise.  If you have a group and you have worked out the values and the goals and communication is working well, there is still the chance that the issue of egos – based on a sense of self importance – can still arise.

Knowing that this can happen and having strategies in place to avoid this or to deal with it is essential.

Why is the person acting like this?

  • Are they a team player?  Many people are not team players.  If you know who the team players are in your group, then give them team roles.  If you know someone doesn’t work well as part of a team, then maybe look if there is a role they can take on which doesn’t involve constant contact with others.
  • Have they maybe contributed a lot and received no thanks or acknowledgement?  Do you have an agenda item which looks at success within the group, to celebrate that success?  Do you have an agenda item or opportunity to say thanks to individuals for their contribution?  Some people are happier without a public acknowledgement of thanks but some people like them.  Some people like to be thanked privately.   Neither of these is wrong, it’s called being human.
  • Is this group perhaps the only place where they feel they have any worth?  Sadly, this is more common than we think.  In the world of special needs, there is often a feeling of isolation.  If isolation is an issue for a member of the group, the group can take on a whole new level of importance to them.  Sometimes the group may feel like the only place where they have a voice, or where their voice is listened to.  It may feel like the only place where they have any control.  It may become the one place where they feel they have any worth.
  • Have they previously held a senior position and been used to having people report into them?  Were they very successful in their chosen career?  Perhaps they were just starting in a career which offered huge potential for the future.  As we all know, our chosen careers can become a dim distant memory.   So many parents define themselves by what they used to do, rather than who they are.  It’s a way of them validating their existence.  A way of saying “I used to work”.  As any other parent knows, this is a full time job, but often from outside the SEND world this is not appreciated so parents find themselves trying to justify their very existence.  This is heart breaking but so very common.

So looking at why the person is acting in such a way is a great first step.  Often understanding why they do this is all that is needed to move on to how this is handled in the group.

Who is in your group?

One of the big tasks of a group is to learn about the people they are working with and also to look at what everyone’s strengths are.  Some people are great with a spreadsheet of figures, some have nightmares about them; some people are great at public speaking, others break out in a sweat at the very thought of it; some people are great at organising events, others just find that too much to handle; some people are great at asking people for money, donations or raffle prizes; others will just cringe at the idea of having to ask; some people love social media and writing blogs, others avoid social media like the plague.

Everyone is different.  Knowing what the strengths of your team are and using them appropriately will help a great deal towards avoiding egos.  If you constantly ignore a strength that someone has, this will build resentment and lead to egos feeling bruised.  People often act in an egotistical manner when their self esteem has been knocked.  It is a way of hiding the fact that they are hurt or feeling insecure.

Knowing your group’s values really helps too.  When you know what the values of the group are and you also know what the goals of the group are, it is easier to address any issues that arise from egos.

Egos within the membership

Sometimes there will be one or two strong egos within your membership.  People who are not actively involved in running the group but come along to events.  These people can be difficult to cope with, especially if you are all working on a voluntary basis.

One of the important things a group needs to do is to come up with a few guidelines.  A sort of Code of Conduct.  One for people involved in running the group and one for members.

So if, for example, you put on events, have some basic guidelines for people attending.  Respect each other, no swearing, no photographs without permission, etc.  Ensure that all members sign up to these guidelines before any event takes place. Perhaps have them online or on booking forms and as part of the booking form, they have to acknowledge that they have read them and are happy to comply with them.   If egos take over an event, you can politely point to the guidelines and ask people to leave if they refuse to comply.

Within the members who are involved in running your group, a Code of Conduct is really important.  As a group, sit down and work out what you will and won’t accept from others.  Some people have a higher tolerance than others, some people will be offended by things that don’t offend others.  As a group, sit down and work out what will make everyone happy.

Egos – Check List

  • Do you know the people who are involved in running your group?
    • Do you know what their strengths are?
    • Do you know what their background is?
    • Do you know how they wish to contribute to the group?
    • Do they know how they are contributing to the group?
  • Do you have a scheduled agenda item or opportunity to say thanks
  • Do you know if your group members prefer public thanks or private thanks
  • Do you have a Code of Conduct for people involved in running the group?
  • Do you have guidelines for members to sign up to?
  • Are these guidelines easily available to members?


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Parent Groups – Measuring Success

Firstly, a huge thanks to everyone who has fed back to us about our Parent Group series.  It has been great to have so many people respond to it in a positive way and has made us feel that this series is a success; which is a great way to introduce our next step – Measuring Success.

If you have missed any of the previous posts, then click here for an overview, here for tips on values and here for tips on communication.  Katie and I are not experts in groups by any means, but we do however have many years of experience.  We both also deliver workshops on running groups.  This series is not our way of saying “look at how amazing we are” (we both know we have much left to learn), it is just our way of sharing what we have learned as we have gone along.  We are hopeful that just one or two of the tips help you and your group to move forward, especially when you feel like giving it all up and walking away.

What does success look like to your group?

What makes a successful parent group?  This is a huge question to which there is no right answer.

Success will mean something different to every group out there.   Everyone will be different.  Some ways people measure success are:

  • how many members the group has,
  • how many grants they have managed to get,
  • how many people attend an event,
  • how many views their website gets,
  • how many Likes they have on their Facebook page or members in their Facebook group
  • how they made a difference.

Do you know how your group measures their success?  Is it something you have even discussed?

How do you measure success?

To decide how you measure success, it would be useful to go back to your Values and think how you can demonstrate that you are staying true to your values.

If your value is being the best, how do you define “best” and how would you measure that?    If your value is “bringing people together”, how can you measure that you are bringing people together?

Don’t presume you can measure success purely based on number of members, likes on a page, etc.  You can have 1,000 members but if only 2 or 3 are actually feeding into you, then perhaps this is not so successful.  So how about changing it to “active members” or “interactions on Facebook page”?

It’s the same for websites and organisations out there, having 1000 people view your site may be good but what are the people then doing with that information?  Is it making a difference?  How do you measure making a difference?

Goal Setting

One of the best ways of measuring success is to set some goals for your group.  Goals should be SMART goals.

Specific, Measurable, Attainable, Relevant and Time-bound.

Specific:  Increase membership is not specific.  Increase membership by 20% is.

Measurable:  You have to be able to measure it.  Some things, such as number of views, members, likes on Facebook are easier to measure.  However, if it is based on something like “parents are happier”, you would have to survey your members now and then again in x days/weeks/months to see if there was a difference.

Attainable:  Make sure any goal is something you can achieve.  Having “change the whole system” as a goal, albeit a lovely idea, is not something you can achieve in one step.  So break that down into smaller achievable goals.  If you want to increase your membership by 200% in 2 months, that may sound unattainable but if you only have 4 members to begin with, it’s much easier.

Relevant:  It has to be something relevant to you and your group.  Think about your values.  If your value is “bring people together”, then having a goal of “one on one coaching for families” isn’t relevant.  It may be helpful but does it fit with your values?

Time Bound:  The goals should be given a deadline.  In one year, one month, six months we will ……  Leaving it open ended won’t help to push you and your team to reach it.  It’s ok to have goals which are five or ten years down the line but what goal could you achieve this year to help you towards reaching the big goal.

Goals should also be Fun.  Have fun coming up with goals, think of fun ways you can achieve them.  Don’t let goal setting become a chore, or they will get forgotten.

Why should you measure success?

Why bother, we can hear some of you say; especially if you are a smaller group and think of what you do as “coffee mornings with friends”?

When you run a group or organisation of any description, especially when it is predominantly run on a voluntary basis, you will have days, even weeks, where you think “why do I even bother?”.  You will want to bang your head against a wall in frustration and you will probably say more than one or two naughty words.  You will feel angry (or other words similar in meaning) and you will want to walk away and give it all up.

When those days happen – and they will – first of all, go back to the values.  Have the values changed?  Was communication within the group poor so you missed the memo about a change in values?  If the values are still the same, then look at the goals.  The goal, which should reflect your values, should help to re-focus you.

If you’re having a bad day and perhaps you have been let down by someone or perhaps felt someone expected too much from you, think about the goal of the group.  Why are you doing this in the first place?  Why did you set it up or get involved?

If the values and the goals haven’t changed, perhaps you have.  Perhaps you no longer want to be the best, perhaps you no longer want to make a profit.  This happens; we all grow and many of us change as we grow.  Sometimes, just admitting that you are different now and want something new is exactly the right thing for you.

Goals are a great way to measure how successful your group is.  They are also, just as importantly, a great way to keep a team focussed and on board.  If you are a small group offering “coffee mornings with friends”, perhaps look at the number of coffee mornings, the number of people attending them and is there a way to increase this.  Perhaps you have a nice number of people and don’t want to increase it, so perhaps look at what other events the families want – is it some training, is it a social event, is it a mums’ night out?  Could that be a goal? When groups are successful, they do evolve over time to meet the needs of their members however, this should never be done at the risk of losing the original values that got you there in the first place.

Measuring Success – Check List:

  • Look at the group values
  • Look at how you currently measure your success?
  • Think of some goals as a group
  • Make the goals SMART
  • When you set a deadline for the goal, ensure you revisit those goals when the deadline finishes.
  • Make sure everyone in the group is aware of the goals.  During the series, we will be looking at leaderships and roles within a group. So when you are thinking of goals, think of ways every one in the group has a part to play to achieve those goals.

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Parent Groups – Communication

As we continue our series of tips on running a successful Parent Group, we come to “Communication”.  It’s good to talk, as the old BT adverts used to tell us.  However, it is also important to know that what you are saying is being received and understood.

One of the biggest issues many groups, and indeed large corporate organisations, face is the consequences of poor communication.

Communication:  the imparting or exchanging of information by speaking, writing, or using some other medium.

There is often an expectation that everyone understands what the heck we are on about, we use our own jargon, we forget that some people were not at the table when things were discussed and most importantly, we forget to check.

A more accurate definition of communication is:

“A two-way process of reaching mutual understanding, in which participants not only exchange information, news, ideas and feelings but also create and share meaning.”

Communication with the other people helping to run the group?

Do you know when is a good time for your team to respond to emails?  Do they check their emails?  Do you have chats on Facebook messenger?  Do you have a Facebook group to chat?   Do you have all of the above and use them randomly because you’re not sure which is best?  Do you meet regularly?  Do you chat face to face or is all your communication via email or messenger?

How’s that working for you?

If it is working for you and for everyone else involved, then stick with it.  Don’t fix what isn’t broken.  However, poor communication in groups, whether written or oral, can mean you spend more time trying to rectify the chaos it often brings, rather than doing anything productive.  It leads to negative feelings, anger, anguish, anxiety and often a breakdown of the group.

So have a coffee and chat about what works for each of you.

Think about how people access information?  Is email the best for everyone?  If not, what are the other options and what works for everyone?  What happens if someone doesn’t understand a comment – who do they speak to?  What is a bad time to call someone?  When do they like to meet/chat on the phone?

Is it clear if you are just passing on information or if you are asking for a response?

To give you a more practical example, here’s how this works at Bringing Us Together:

Katie lives in Yorkshire and Debs is in Kent – so we can’t grab a coffee together frequently.  Believe us, good communication didn’t happen overnight.  After messages were missed, misconstrued or overlooked, we sat down (over a few glasses of wine) and talked through what was and wasn’t working with communication.   We came up with something that worked for us.

Katie knows that between 3.30-6.30pm is total chaos in Debs’ home.  Chances are no emails will be checked, no messages will be looked at or responded to.  There is also a strong chance that Debs is convincing herself it isn’t too early to drink wine.

Katie knows that during that time if she needs to speak to Debs urgently, it is best to ring her.   Debs knows that if Katie does ring during that time, it really is urgent.

Debs knows that Katie tends to respond to emails after 9pm.

Debs knows that Katie takes the dogs out for a run most mornings after the kids have left for college.

We have a Facebook group where we share information which is just on a “need to know” basis, no immediate action needed (for example, notes after a meeting, or a link to a post we have published).

We have a Facebook messenger chat for anything requiring a more immediate response.

We rarely email each other for a response, we tend to use email to cc each other so we know what the other person is doing.

We also have other people working with us on a variety of different projects.  So we set up new Facebook groups for those projects.  So the relevant information goes to the right people and is easy to find.

If we ask each other to do something, we also discuss a time line.  So, for example, Katie will say to Debs “I really help with “x/y/z” by next Friday, is that possible and if yes, when can you do it?”

We tried Facebook messenger but once you get more than two people involved, it can get confusing.  Even three people can cause chaos if two people start chatting and the other is sat trying to convince her son that sleep is not an urban myth and the notifications are going crazy.  Or you open the messenger chat and see “56 unread messages” and lose the will to even begin reading them.


Communication with the people who are using your group?  

Most of your communication with the people who use your group will come under “marketing”.  However, ask the same questions when thinking about what works best for them.

What works best for them?  An email, a hard copy of a newsletter, a Facebook group?  When is a good time to email or message them?

A few other things to consider:

Is your communication clear?  Read it to a neighbour/friend/partner – someone not involved with the group – beforehand.  Do they understand what you are saying or are there a few points that need clarification?

Obviously that doesn’t apply to a quick message but for any updates, reports or news, it is important to check, if possible.

Do you appreciate how the written word can be misconstrued?  So many arguments and fall outs come about because people misunderstood the tone of an email or thought it said something which was never intended.   How often have you heard someone say “what do you think she meant by that”?  It’s something we all do from time to time.

A great example, used in many workshops, is the sentence “It wasn’t me who stole that money“.  Changing the emphasis on each word gives the sentence a whole new meaning.  If you say “it wasn’t ME who stole that money” it implies someone else did.  If you say “It wasn’t me who stole THAT money” it implies you perhaps stole some money, just not the money in question.  And so on.

So think about what you are writing.  Read it out loud, change the emphasis on words, think about the people reading it, think about when they receive it.

Communication – check list

  • How do we communicate?
  • Do we prefer email?
  • Facebook Group?
  • Facebook Messenger?
  • Other?
  • If we have all of the above, what do we use each one for?  Do we all know this?
  • When is a bad time for us to contact each other?
  • How do we all access email/Facebook? Phone/computer?
  • When do we all access email/Facebook?
  • Have I used jargon?
  • Have I presumed people know more than they do?
  • Do I want a response?  Have I made that clear?
  • Have I said when I need something by?  Is that clear?

Next week we will be looking at how to measure success and why you should.  Success isn’t just measured by the number of members or the number of activities.  It can be measured in many way.

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