Hey Peter, Very glad you found it useful. I’ll answer the things I can quickly now, and get back to others later on.
Management levels
Sorry, mispoke—I meant going from me managing everyone on the team, to me managing managers. The structure is: I manage Alison, Jon, Sam and Hauke; they manage Marinella, James and Larissa.
Pledge drive run by a person who hadn’t yet taken the pledge
Agree this isn’t a decisive consideration, and we were going ahead with Harri as the main lead (who was already a member). Finding Linch was great in terms of him doing amazing work, and had the additional benefit of him not having taken the pledge yet. I do think typically a framing of ‘I’m going to do this thing I’m excited about, would you like to join me’ is better than ‘you should all be doing this thing, why aren’t you yet?’, but that might well be harder in future—if it is, that definitely won’t hinder future pledge drives. It may not be hard in the future though—we do every now and then chat to people who would like to join, but want to find the most impactful time possible to join—them leading a pledge drive is a pretty compelling answer to that.
Other outreach activities
One example we’re working on at the moment is working out how we can support our members to be effective champions of GWWC, and reach out to their friends about joining. Getting this kind of chain going could be a really promising growth model. Our planned outreach activities with our estimated priority ranking is here (supporting our members as champions we’ve been referring to as ‘activating membership’).
Causes and barriers to joining
She’s written a doc on Insights from member skypes in which she describes these (sections 2b-d) qualitatively, and we have a spreadsheet of what things people cited on the join form as how they heard about us. (Note that the latter was just made for our internal use, so is rough rather than explanatory.) Still working out what the most effective ways to summarise and present these things are.
Hey Peter, Very glad you found it useful. I’ll answer the things I can quickly now, and get back to others later on.
Sorry, mispoke—I meant going from me managing everyone on the team, to me managing managers. The structure is: I manage Alison, Jon, Sam and Hauke; they manage Marinella, James and Larissa.
Agree this isn’t a decisive consideration, and we were going ahead with Harri as the main lead (who was already a member). Finding Linch was great in terms of him doing amazing work, and had the additional benefit of him not having taken the pledge yet. I do think typically a framing of ‘I’m going to do this thing I’m excited about, would you like to join me’ is better than ‘you should all be doing this thing, why aren’t you yet?’, but that might well be harder in future—if it is, that definitely won’t hinder future pledge drives. It may not be hard in the future though—we do every now and then chat to people who would like to join, but want to find the most impactful time possible to join—them leading a pledge drive is a pretty compelling answer to that.
One example we’re working on at the moment is working out how we can support our members to be effective champions of GWWC, and reach out to their friends about joining. Getting this kind of chain going could be a really promising growth model. Our planned outreach activities with our estimated priority ranking is here (supporting our members as champions we’ve been referring to as ‘activating membership’).
She’s written a doc on Insights from member skypes in which she describes these (sections 2b-d) qualitatively, and we have a spreadsheet of what things people cited on the join form as how they heard about us. (Note that the latter was just made for our internal use, so is rough rather than explanatory.) Still working out what the most effective ways to summarise and present these things are.