We provide and promote opportunities for the development of young nonprofit professionals.

We envision a world where young nonprofit professionals:

• connect through purpose
• challenge to change
• lead together

Our values:

โ— We strive for respect and inclusiveness
โ— We seek opportunities to collaborate
โ— We respond to the evolving needs of our community

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The Twin Cities chapter of the Young Nonprofit Professionals Network is a community of nonprofit staff, volunteers, supporters, and allies: current and future leaders who want to connect with others in the social sector.



The One Question to Stop Asking Your Female Coworkers

By Amelia Colwell Reedy
Follow me on Twitter: @ameliareads

When are you having kids? Chances are if you are an adult female in the workplace, you’ve been asked this question. I was planning on making a whole list of questions to stop asking your female coworkers, but realized that they were all iterations of this one way-too-personal, awkward, and invasive inquiry. Please understand the panic that enters my mind when you ask when I plan on having children. Here are a few of the myriad reasons a woman might not want to talk about this:

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Collecting Amazing Stories

By Taylor Putz
Follow Me on Twitter @TaylorPutz

I think we’ve all heard it before – tell the stories of the individuals and families who your organization impacts. Stories are emotional, paint a picture, and build awareness. But when it comes down to it, why do we shy away from collecting and telling stories?

One answer is that the process can be time-consuming. It can take several hours to identify a storyteller, conduct the interview, write the story, snap compelling photos, get an approval of the final version, and finally share the story. (I’m tired already!)  Even after a story is ready to share, it may not be extremely compelling. 

In this blog, I’m not going to share a secret or offer a shortcut to easy story collecting and telling, although sometimes I wished there was one. Over the past several months, I learned three important lessons that can help us collect better stories to share.

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Squirrels of Color, and How to Catch Them

By Sumayyah Beck

You know what a purple squirrel is, right?

It’s kind of a joke--a recruiter’s term for an imaginary candidate that fits their open position perfectly. It’s an animal that might exist in reality, but probably not. This candidate is mythically good, impossibly rare, and costly to chase. Some would even say chasing them is a waste of time, that you’re better off training applicants to fit. There’s a lot out there explaining why you shouldn’t chase purple squirrels. I’ll focus on how the search for the perfect candidate affects the recruitment of people of diverse backgrounds, who we’ll be calling “squirrels of color” (SOCs).

Recruitment is an especially big problem in today’s network-driven world. SOCs of all sorts are cut-off from the hidden job market opened up by networking. Anyone can land an unskilled, low-wage, fairly meritocratic job, but networking is often among friends. Networking is often among the squirrels you know and love, most likely those who communicate similarly, value what as you do, and share your alma mater. So you should begin your recruitment by studying what values you (and your organization) have. That will affect who you attract and who you can recruit.

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Like a Parent: Worklife Lessons from a Toddler

By Andy Brown
Follow me on Twitter @andybrownMN

The phrase like a boss strikes a chord with me as a young professional seeking to up my game. Who wouldn’t want to take control of their career and work life like a boss

But as a father of a toddler, I realize you can’t always act like a boss—sometimes you have to act like a parent. This is certainly the case when you’re caring for a child, but more and more, I’ve found myself applying lessons I’ve learned from my threenager in my work life. Here’s how I work like a parent:

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An Entitled Millennial's Secrets to Retaining Young Employees

By Lindsay Bacher
Follow me on Twitter @lindsayinMPLS 

Since I’m (sorta) a millennial. I’d like a pool table in the office. I also want “take your parents to work” days, a free pop-tart station, an Atari for kicking back between meetings, and fun, wacky team-building activities where our office slowly becomes family, like in an Aaron Sorkin show (preferably Sports Night, the best tv show ever). 

Actually, stop. None of those things are important to me. In fact, I would be mortified and a bit insulted at “take your parents to work” day. Not that my parents aren’t cool, but it’s not like I’m printing out my annual reviews to hang on their fridges.

I don’t know if you’ve read the panic-filled articles, but young people… shhhhh…. job hop. My grandpa worked for the same window factory his whole life, but since I’m 30, of course I’ve switched jobs within the last 12 months. You know who else took a new job in the last few years? My mom. She moved to New York City for an incredible job that fit her skills and experience, just like my job switch. And actually, young people are no more likely to leave their jobs in six months compared to other employees.

Retaining young employees is the magical unicorn of HR and perennial article fodder these days, but it doesn’t need to be. It’s not rocket science. No, really, it’s not.

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