How do people drive transformation? Fluxx & Ashridge researchAdam Sweeney
When 70% of change initiatives fail, what sets those that succeed apart? Partnering with Ashridge Business School, we discovered that specific people and conditions drive effective change.
Join us to learn how to build an impactful developer-social entrepreneur relationship as we highlight Echoing Green Fellows with big ideas for social change! Echoing Green is a global nonprofit that provides seed funding and technical assistance to emerging social entrepreneurs solving some of the world's biggest problems in places like Baltimore, Haiti, and more. We'll showcase how Salesforce developers have worked alongside these Fellows to build systems driving high-impact organizations.
The Evolution of Trust Teach the Teacher Workshops FrameworkAva Youngblood
Our Leadership Crisis Solution Provides leaders with tools and concepts that increase engagement and build trust by legitimizing everyone’s voice at the table.
It is a customizable scalable 'white label' product for the profit, nonprofit, academic and government sectors.
This seminar is geared toward “C" level executives.
A new tool for corporate impact: In the rapidly changing world of “CSR” and “shared impact” a new and innovative tool has been added by The Sheridan Group. They call it “Impact Advocacy”. Their approach is to help a corporate entity concerned about a social issue design and implement a program using advocacy models to create partnerships, achieve transformative outcomes, increase “good” brand recognition and build new political alliances. This idea requires the corporate partner to intentionally commit to a high social impact solution (such as passing legislation or increasing funding) and to achieve those goals in authentic partnership with the best performing experts in the non for profit space providing solutions across the nation.
This tool is new but TSG has a 25 year track record as the top advocacy organization for non profit public interest causes including creating the ONE Campaign with Bono, Leading the Social Innovation and Entrepreneurship movement and initiating the first policy effort on Human Trafficking and Slavery.
Tom is a veteran of the domestic AIDS movement, Gays in the Military and the cancer advocacy community. Our roundtable with Tom will detail this new idea, explore how it serves the C-suite, CSR, GR, PR and HR functions within any corporation and discuss the kinds of issues companies may choose to focus on using “Impact Advocacy” on. Since this new product is just rolling out, Tom is anxious and receptive to have feedback on how to improve the design and features of “impact advocacy” so that it truly fits the unique needs of corporations looking to distinguish themselves in the environment.
How do people drive transformation? Fluxx & Ashridge researchAdam Sweeney
When 70% of change initiatives fail, what sets those that succeed apart? Partnering with Ashridge Business School, we discovered that specific people and conditions drive effective change.
Join us to learn how to build an impactful developer-social entrepreneur relationship as we highlight Echoing Green Fellows with big ideas for social change! Echoing Green is a global nonprofit that provides seed funding and technical assistance to emerging social entrepreneurs solving some of the world's biggest problems in places like Baltimore, Haiti, and more. We'll showcase how Salesforce developers have worked alongside these Fellows to build systems driving high-impact organizations.
The Evolution of Trust Teach the Teacher Workshops FrameworkAva Youngblood
Our Leadership Crisis Solution Provides leaders with tools and concepts that increase engagement and build trust by legitimizing everyone’s voice at the table.
It is a customizable scalable 'white label' product for the profit, nonprofit, academic and government sectors.
This seminar is geared toward “C" level executives.
A new tool for corporate impact: In the rapidly changing world of “CSR” and “shared impact” a new and innovative tool has been added by The Sheridan Group. They call it “Impact Advocacy”. Their approach is to help a corporate entity concerned about a social issue design and implement a program using advocacy models to create partnerships, achieve transformative outcomes, increase “good” brand recognition and build new political alliances. This idea requires the corporate partner to intentionally commit to a high social impact solution (such as passing legislation or increasing funding) and to achieve those goals in authentic partnership with the best performing experts in the non for profit space providing solutions across the nation.
This tool is new but TSG has a 25 year track record as the top advocacy organization for non profit public interest causes including creating the ONE Campaign with Bono, Leading the Social Innovation and Entrepreneurship movement and initiating the first policy effort on Human Trafficking and Slavery.
Tom is a veteran of the domestic AIDS movement, Gays in the Military and the cancer advocacy community. Our roundtable with Tom will detail this new idea, explore how it serves the C-suite, CSR, GR, PR and HR functions within any corporation and discuss the kinds of issues companies may choose to focus on using “Impact Advocacy” on. Since this new product is just rolling out, Tom is anxious and receptive to have feedback on how to improve the design and features of “impact advocacy” so that it truly fits the unique needs of corporations looking to distinguish themselves in the environment.
The position of Data Assistant is a flexible contract position.
It will allow a young professional, graduate student, or skilled undergraduate interested in social change the opportunity to practice a range of skills related to basic statistical analysis as it is used to measure the effectiveness of social change projects.
The role is extremely flexible. It will be largely virtual, with occasional in-person meetings with a project supervisor if the applicant lives in Seattle. The Data Assistant will thus work largely independently and be free to determine their own work hours. Over the next four months, total work is not expected to exceed thirty (30) hours total and will also not exceed five (5) hours in any given week.
Ben Wright, Atlas CEO & Guillermo Mazier, Atlas’ Director of Strategic Accounts, cover the latest theories, metrics and best practices to prove that economic development makes a difference for communities.
MetroStar's 2020 Culture Guide showcases a culture and a brand based on a shared passion, vision, and courage to disrupt the IT landscape. This culture is what inspires us, as a team of now over 250, and binds us with a shared sense of curiosity, passion, and potential. Learn more about who MetroStar Systems is, what MetroStar believes in, and what life is like at our company.
In today’s world, simply posting on social channels is no longer enough. Brands need to find innovative ways to reach new customers and increase awareness. Leading brands like AT&T are realizing the value in powering employees to create and share authentic brand stories across social networks.
By powering employees, brands can increase social activity and engagement, improve share of voice, and drive more web traffic. In fact, brands who are powering employees to be thought leaders and influential in social channels outperform their competitors by 20%.
During this webinar Lee Diaz, Senior Manager, Emerging Communications at AT&T will share proven best practices from AT&T's award-winning employee advocate program. Listen to this webinar to learn:
-Steps to launching an employee advocate program
-How to transform employees into brand advocates
-How to motivate employees to create and share on behalf of your brand
In 2006, formulated an original public relations campaign within a team of five in response to Starbucks’ request for proposal. I authored interactive visual presentation in which the audience could dictate the direction. It was presented to a panel of judges including members of Waggener Edstrom in Portland, Oregon
Digital technologies allow organizations to reinvent themselves – transforming the core of the business and finding and exploiting new sources of value. However, many organizations are struggling to reinvent themselves because they run up against a significant barrier – culture. Our research shows that culture is the number 1 barrier to digital transformation.
This edition of the Digital Transformation Review focuses on this critical, but neglected, topic:
How are large and traditional organizations tackling the thorny issue of digital culture?
What do digital-native firms do differently when it comes to digital culture?
What advice do leading academics have for organizations attempting to get digital culture change right?
We share the insights of key leaders and experts on this topic, representing the views of traditional companies, academia, and the Silicon Valley. We also outline Capgeminis’ point of view on how organizations can close the growing employee-leadership gap in digital culture, drawing on an extensive global survey.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Joining Publicis Sapient means while joining a single, global team that is dedicated to making an impact in the world, together.
Hear from members of our global executive leadership team about why they chose a career at Publicis Sapient and what keeps them here.
Consider a career at Publicis Sapient and start your journey to NEXT.
Deloitte & government: Innovation Transfer Project, what is it like to work a...Bryony Cole
Social media strategy and workplace innovations observed at Deloitte digital that could be applied in a government context. Part of the Innovation Transfer Project which aims to depend understanding of how other organisations operate, skills share and cross-fertlise ideas between private and government.
Slide deck for a workshop for client Code for America. Do Big Good is designing an impact measurement system for their network of 80+ civic tech volunteer Brigades.
The role of Research Assistant is a flexible contract position.
It will allow a young professional, graduate student, or skilled undergraduate interested in social change the opportunity to practice and learn a range of skills related to qualitative research methods as they are used in the measurement of social change projects.
The role will be largely virtual, with occasional in-person meetings with a project supervisor if the applicant lives in Seattle. Though the Research Assistant will have some scheduled work when surveying research subjects, work will be largely independent. Over the next four months, working time is not expected to exceed five (5) hours per week.
The position of Data Assistant is a flexible contract position.
It will allow a young professional, graduate student, or skilled undergraduate interested in social change the opportunity to practice a range of skills related to basic statistical analysis as it is used to measure the effectiveness of social change projects.
The role is extremely flexible. It will be largely virtual, with occasional in-person meetings with a project supervisor if the applicant lives in Seattle. The Data Assistant will thus work largely independently and be free to determine their own work hours. Over the next four months, total work is not expected to exceed thirty (30) hours total and will also not exceed five (5) hours in any given week.
Ben Wright, Atlas CEO & Guillermo Mazier, Atlas’ Director of Strategic Accounts, cover the latest theories, metrics and best practices to prove that economic development makes a difference for communities.
MetroStar's 2020 Culture Guide showcases a culture and a brand based on a shared passion, vision, and courage to disrupt the IT landscape. This culture is what inspires us, as a team of now over 250, and binds us with a shared sense of curiosity, passion, and potential. Learn more about who MetroStar Systems is, what MetroStar believes in, and what life is like at our company.
In today’s world, simply posting on social channels is no longer enough. Brands need to find innovative ways to reach new customers and increase awareness. Leading brands like AT&T are realizing the value in powering employees to create and share authentic brand stories across social networks.
By powering employees, brands can increase social activity and engagement, improve share of voice, and drive more web traffic. In fact, brands who are powering employees to be thought leaders and influential in social channels outperform their competitors by 20%.
During this webinar Lee Diaz, Senior Manager, Emerging Communications at AT&T will share proven best practices from AT&T's award-winning employee advocate program. Listen to this webinar to learn:
-Steps to launching an employee advocate program
-How to transform employees into brand advocates
-How to motivate employees to create and share on behalf of your brand
In 2006, formulated an original public relations campaign within a team of five in response to Starbucks’ request for proposal. I authored interactive visual presentation in which the audience could dictate the direction. It was presented to a panel of judges including members of Waggener Edstrom in Portland, Oregon
Digital technologies allow organizations to reinvent themselves – transforming the core of the business and finding and exploiting new sources of value. However, many organizations are struggling to reinvent themselves because they run up against a significant barrier – culture. Our research shows that culture is the number 1 barrier to digital transformation.
This edition of the Digital Transformation Review focuses on this critical, but neglected, topic:
How are large and traditional organizations tackling the thorny issue of digital culture?
What do digital-native firms do differently when it comes to digital culture?
What advice do leading academics have for organizations attempting to get digital culture change right?
We share the insights of key leaders and experts on this topic, representing the views of traditional companies, academia, and the Silicon Valley. We also outline Capgeminis’ point of view on how organizations can close the growing employee-leadership gap in digital culture, drawing on an extensive global survey.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Joining Publicis Sapient means while joining a single, global team that is dedicated to making an impact in the world, together.
Hear from members of our global executive leadership team about why they chose a career at Publicis Sapient and what keeps them here.
Consider a career at Publicis Sapient and start your journey to NEXT.
Deloitte & government: Innovation Transfer Project, what is it like to work a...Bryony Cole
Social media strategy and workplace innovations observed at Deloitte digital that could be applied in a government context. Part of the Innovation Transfer Project which aims to depend understanding of how other organisations operate, skills share and cross-fertlise ideas between private and government.
Slide deck for a workshop for client Code for America. Do Big Good is designing an impact measurement system for their network of 80+ civic tech volunteer Brigades.
The role of Research Assistant is a flexible contract position.
It will allow a young professional, graduate student, or skilled undergraduate interested in social change the opportunity to practice and learn a range of skills related to qualitative research methods as they are used in the measurement of social change projects.
The role will be largely virtual, with occasional in-person meetings with a project supervisor if the applicant lives in Seattle. Though the Research Assistant will have some scheduled work when surveying research subjects, work will be largely independent. Over the next four months, working time is not expected to exceed five (5) hours per week.
A thesis submitted by Mary Joyce in partial fulfillment of the requirements of the degree of Master of Arts in Communication (University of Washington, 2014)
Memo to Sen. Lisa Murkowski asking her to oppose Judge Kavanaugh's nomination on institutional grounds, hand-delivered to her DC office on October 4, 2018, by the author.
Video Impact Assessment: Closing the Impact GapMer Joyce
Last month I created an assessment for an international foundation on the impact of their video grants. The assessment (below) includes analysis and visualization of how 37 grantees used video in their advocacy work, and the effects of that use.
For this project I first analyzed grantee self-reports on how they were using video. I then developed a model comparing grantee activities and outcomes and finally visualized this analysis in the form of an easily skimmable “report card” for each grantee. This public version includes 10 representative reports from among the original 37.
These slides present and explain the three fundamental stages of communication strategy – vision, audit, and snapshot – along with the steps needed to achieve them.
Advocacy Gardening: Help Your Campaign GrowMer Joyce
A process for workshopping multiple campaign projects in a diverse group that includes grantee campaigners, grantee non-campaigners, funders, and consultants.
1) The Pass-it-Along Post
2) The “We’re Real People” Post
3) The Community Appreciation Post
4) The “Our Response” Post
5) The Informative Listicle
6) The Mobilization Post
7) The Ignored News Story
8) The Guest Post
9) The Email Interview
3 styles of video advocacy (lobbying, vertical campaign, horizontal campaign) prepared for the Health Media Initiative of the Open Society Foundations and presented in Geneva Switzerland June 13th, 2013.
21st Century Civil Society: Implications for Open GovernmentMer Joyce
Presentation for the Open Government Partnership regional meeting in Santiago, Chile, January 2013. The Open Government Partnership is a new multilateral initiative that aims to secure concrete commitments from governments to promote transparency, empower citizens, fight corruption, and harness new technologies to strengthen governance. In the spirit of multi-stakeholder collaboration, OGP is overseen by a steering committee of governments and civil society organizations.
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About Do Big Good - March 2020
1. Do Big Good
We Measure Social Change.
PURPOSE Our mission is to transform the efficacy of social change work by
centering equity, evidence, and adaptation.
SERVICES We provide strategy, learning, and evaluation services. If you don’t see
what you need, we’ll happily develop a custom offering.
PROJECTS We are a Seattle-based firm with national reach. Here’s some of the
work we’ve done for a few of our clients:
TEAM We are committed to social justice inside our organization as well as in our work.
We are woman-owned with an international team that is 100% female or nonbinary and
28% people of color. We would love to help you maximize your impact. Drop us a line!
Do Big Good LLC • 220 2nd Ave S, Seattle, WA 98104 • dobiggood.com • 857-928-1297
images: Do Big Good, Resource Media, Flickr/Mr.TinDC, Freepik, Flat Icon
Code for America
Piloting a measurement
system with civic tech
volunteers in 12 US cities.
Resource Media
Using theory of change to
define impact metrics for
climate action in California.
Marguerite Casey Foundation
C o - d e s i g n i n g a l e a r n i n g
system with 18 advocacy
networks across the US.
Strategy & Planning
• Theory of Change
• Impact Metrics
• Baseline Assessments
Learning & Adaptation
• Co-Design
• Data Collection
• Testing & Iteration
Evaluation
• Final Assessments
• Research Design
• Briefings & Reports
Founder & Principal
contact // mary@dobiggood.com