Delores Williams, New Media Strategist

Biz Review Alley: Green for Business

2010-07-24T14:52:00.001-07:00

Journey to Life Book Trailer

2010-07-07T00:30:00.000-07:00

TurboTax Friends Like You Contest Entry

2010-01-25T11:39:00.001-08:00

Spend the Day With Us Wins Honorable Mention

2010-01-22T10:49:00.000-08:00

Monster of Folk "Dear God" Contest Entry

2009-12-30T17:04:00.000-08:00

Del Williams Wins Field of Dreams Music Video Contest

2009-11-23T21:26:00.000-08:00

Today has been a great day. Won the Field of Dreams video contest. You can see the video here: http://genero.tv/watch-video/1266/ I am honored and also thrilled that 3 years of film school and doing videos has paid off. This video now becomes the Official Music Video for Bliss N Eso, a group in Australia.

2009-09-01T13:39:00.001-07:00

Pastor Prays for Death of President Obama
Pastor Steven Anderson is praying for the death of President Obama and has asked his congregation to do the same.
http://www.associatedcontent.comarticle/2130363/pastor_prays_for_death_of_president.html

Interfaith Confict Resolution Certificate

2009-04-30T09:48:00.001-07:00

Hot Momma Case Study Heads to Finals

2009-02-18T16:18:00.000-08:00

original Email content 2/13/09:
Dear Delores,

Congratulations! Your case is proceeding to final judging which is taking place the last two weeks in February. Winners will be announced on Facebook, Twitter, and a GW event in DC between 6 and 8 on March 9. You are invited! In person, or online. If you are coming to our event in DC, just RSVP to me. Many Hot Mommas traveling to come to this. Will be fun.

In addition, your case is being read by a young adult panel of judges. This is to further test the ability of cases to reach our target population. The top 10 cases chosen by the young adult panel will also be announced on Mar 9.

Questions? See www.HotMommasProject.org judges and prizes/winners page for more or just ask us.

Congrats again!

Kathy

Writing Resume

2008-12-12T08:59:00.000-08:00

Perspicacious freelance business writer, adept at translating business gobbledygook into smooth, simple prose to educate, amaze and entertain the "average" reader. I specialize in not-for-profit organizations and entrepreneurship, internet marketing and investigative business journalism. Experience includes 3+ years with Associated Content and other websites. Current projects include regular articles for DemandStudios.com, a how-to site, business articles for AssociatedContent.com, and other business articles for corporate clients.

FREELANCE CLIENTS

DemandStudios.com

AssociatedContent.com

AmericanChronicle.com

NowPublic.com

CNN I-Report

Oh My News

PRINT PUBLICATIONS

Oklahoma Eagle

Infinity Press

Long Beach Times

PROFESSIONAL AND VOLUNTEER ORGANIZATIONS

Freelance Writing Organization - Int'l

International Travel Writer's Alliance

Freelancers Union

EDUCATION

Lee University
School of Education
Elementary Education
BS 1990

Acceptance to Write on Dr. Preston King from AANB

2008-12-10T13:27:00.000-08:00

Thank you for your interest in the African American National Biography.
Unfortunately, the Anita Hill article has already been assigned to
another author. However, because of your expertise on Preston King, we
would like to offer you the opportunity to contribute a 1,000-word
article on Dr. King to AANB. If you are interested, please let me know.

Firing Bad Employees Before They Destroy Your Organation

2008-12-06T11:03:00.000-08:00

Employees/volunteers that work in direct opposition to the mission of a nonprofit organization need to be counseled and/or fired. The reason is obvious, clients will believe that the behavior and attitude reflect the organization.

Bad employees/volunteers can affect funding, clients coming for assistance, and overall morale in the office.

Employee One

Cindy works at a shelter. She works in a security capacity, usually the graveyard shift. Her problem is disrespecting clients, bossing around younger workers, and generally a bad attitude. Her attitude is that she is the boss and knows better than the management. She purposely does the opposite of what is asked of her by her employers, speak against the employers and clients, and make life miserable. Several times she has been caught cursing and yelling at clients, throwing clients out for matters she started, and withholding items that the shelter could be closed down for, such as toilet paper.

What is a manager to do with someone who does not share the vision of their organization?

Option A. Bosses can ignore the problem and blame it on the clients. Clients will see this as a reflection that they deserve to be disrected and treated as worthless. They will then go to other agencies and tell them of the treatment. Competitors will use it as ammunition and attempt to take clients away from that site. The less clients, the less funding.

Option B. Counsel Cindy on expectations and follow-up. If change has not occurred at the level that was agreed upon, then she needs to be released.

Most jobs in the Nonprofit sector are at-will, so there is no need for a bunch of notices, warnings, etc. However, if the management does not make it clear verbally and in writing what is expected of an employee, the employee may take issue with the firing.

How to Make Expectations Clear:

The easiest way is a job description. Attached to it needs to be termination policy. No one likes the idea of having to fire an employee, but if you are to protect the organization that you started or are involved in, you have to do what is right with the organization.

Employee Two

Shana was a young girl that attends school and works full-time. Sometimes she had a way of zoning out the clients and would be on the phone for hours. At a meeting the whole staff was advised that being on the phone was not acceptable and anyone caught on personal calls during nonbreak times would be fired.

Shana did the right thing in regards to the calls, but did take it out on the clients for a season. When she got over the fact that her own collegues had gone to the boss, she buckled down and started doing her job.

Employee Three

Mary is a Case Manager. She is known for having favorites that she will help obtain services. She is never unkind to the other clients, but does not provide the same level of service for those she does not want to. It has been discovered that she has bogged people down with getting proof of claims from doctors, employers, etc, just to delay giving a service. At times she has even been caught sleeping at her desk. What should happen to Mary?

1. Counsel her. Go through her job description thoroughly, and have her sign it, along with the terms of termination.

2. Train that discrimination against clients makes the organization look bad, and has a potential for a lawsuit.

3. Give a deadline for progress. This does not mean you give her two weeks and she can wait until the last night to do the last thing.

4. Evaluate where she is at the deadline. If she has done what is necessary, then set another date for evaluation. The reason for that is because some people tend to do the right thing only when they know they are going to be held accountable for it. By backing off too soon, Mary might have an inclination to go back to the way things were.

5. If her efforts were unsatisfactory, then termination or moving to a department that does not require client envolvement might be required.

The bottom line is to do what is right for the nonprofit organization. Employees in direct contact with the clients set the tone of it. If they are peaceful and hardworking, even if tough, the clients will respect them. However, if they are insensitive, rude, mean, and uncaring, the clients will know that as well.

Clients who are recipients of nonprofit programs will tell other potential clients. Just like the corporate world, word will get around. What they say could determine if you stay in business.