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Five Focus Areas for Inclusive & Equitable Joining Processes

by Matt Mattson, Tenea McGhee, Rob Webb, Ashley Schulte, and Colleen Blevins

Culture changes too slowly.

Especially related to our desire for a more just, equitable, and inclusive fraternity/sorority experience.

A while ago we released a free resource called, “Universal Principles of Inclusivity and Equity in the Fraternity & Sorority Joining Process.

Throughout the industry, there has been a greater emphasis put on creating more inclusive and equitable joining processes for fraternities and sororities over the course of the last couple of years. Many industry leaders are pushing for and implementing changes in very real ways.

But culture changes too slowly.

If you are a fraternity/sorority student leader, professional, or volunteer, the urgency of needed change combined with the mountain of things that need changing can be overwhelming.

We know that focusing on a few select areas to concentrate on this year will help. If you know a way to change everything all at once, please do so. For the rest of us mere mortals, here are some specific and realistic areas for change this year.

5 Focus Areas for Inclusive & Equitable Joining Processes

1. COMMUNITY COLLABORATION
Our communities have to know, understand, respect, and appreciate each other. Today, our councils are separate and unequal. So are the efforts to support their growth. Certain councils are advertised first and loudest. Many incoming members never even learn about certain councils or chapters. Leaders of chapters and councils have minimal awareness of how other councils operate. And, of course, culturally-based councils (NPHC and councils typically called “MGC” or “UGC”) often get the short end of this stick.

We recommend creating community-wide marketing, leads generation, and prospective member education efforts that a) benefit all councils and chapters, b) provide prospective members with an understanding of all the sorority and fraternity options on campus, and c) empower prospective members to demand a safe, healthy, and inclusive joining experience from all chapters.

Each council-level leader must be able to describe the joining process of all councils and promote the unique narratives of all councils on campus.
Each chapter leader must be able to demonstrate an understanding and appreciation for the unique benefits, history, and experience of each council on campus.

Each professional in our industry should be able to demonstrate a deep awareness of, appreciation for, and ability to support the joining processes, history, and benefits of each council and organization type.

This sense of basic community building and appreciation is a core foundational need in order to create any real change that goes beyond the surface.

2. INVEST IN CULTURALLY-BASED FRATERNAL ORGANIZATIONS
If we really value inclusivity within our joining processes, we must ensure that every community is represented and healthy. We must reallocate resources to support culturally-based fraternal organizations at a much higher level. We have been spending TENS OF THOUSANDS of dollars in campus-based staff time alone each semester on running Panhellenic recruitment. Meanwhile, CBFOs can’t get a brochure or a website. Yes, IFC and Panhellenic groups have more members — there’s a reason for that — we spend buckets of money making sure they do. We have to critically look at the way we allocate resources to support all organizations.

3. ACCOMMODATIONS, ACCESSIBILITY, AND BIAS REMOVAL
We have described this area before as at least treating “symptoms” right now while we all work together to tackle the bigger challenge of transforming the “system.”

There are simple ways we can demand and work to create a more accommodating joining process that welcomes and affirms all.

What does each individual considering joining need to be successful in their joining process? Consider proactive approaches to accommodation requests and/or needs, and normalizing overdelivering to provide smooth paths for each individual to join. Are there changeable policies or practices in place that you can take action on right away (attire policies, selection traditions, legacy requirements, outdated language, social media imagery, events that exclude, physical locations, accessibility accommodations for people with disabilities, etc.)

4. DEFINE THE PRODUCT & EXCLUSIVITY
Inclusivity should not be a to-do item. It should be central to our organizations’ core value proposition.

We are values-based organizations so we should be organizations that intentionally select members based on their commitment to living our values and past evidence that demonstrates that commitment.

To be an organization that actively seeks people from all corners of campus who are ready, willing, and able to act on the mission and live in accordance with the values of the organization should be the definition of what sororities and fraternities are.

But at the moment, too many of our chapters are just friendship clubs. Choosing members based on who they “like.” That’s a problem.

We must define our product. What is your organization about? Who is your organization for? Clarity around those two items will create space and rationale for more inclusive practices to emerge.

How can we become more exclusive to become more inclusive? What are your non-negotiables when it comes to what you will not tolerate out of your membership? How do you look for and assess someone’s biases in your membership criteria/qualifications? The people we attract, select, and secure for membership in our organizations (and how we do that) will determine our future. They will either be a distraction and a liability, or they will be our greatest asset. We are built from our parts. We must decide on smart ways to ensure that only the right people are attracted, selected, and secured for membership.

5. CONTINUED EDUCATION + ACTION
Training and workshops and dialogue around inclusivity and equity have skyrocketed in recent years. We’ve seen a priority placed on this investment. This is GREAT! It must continue.

Historically, our industry reacts to major events or trends with increased investments in speakers and educational experiences related to those hot topics. After the social uprising in recent years around racism and especially around black people being murdered by the state, our industry reacted by investing in speakers and educational experiences about inclusivity and equity.

We just want to say… don’t stop that trend. We might be entering a new period when there are “cooler” things to spend money on — new hot topics are emerging and will emerge. But the humanity of the people who have been historically and structurally excluded should never be treated as a hot topic.

Let us say it this way… let’s keep “transforming fraternities and sororities to be more inclusive and equitable” cool.

But let’s follow the education with ACTION. We’ve all got programming happening around us that focuses on diversity, equity, inclusion, and justice. Attending programming is a wonderful way to increase your knowledge base. But what do we DO with that information? Make it a practice to meet to put action items in place immediately following every learning opportunity… and a month out… and three months out… etc.

Did you go to a speaker about disability justice, unconscious bias, LGBTQA+ inclusive practices, race & identity, intersectionality, trauma-informed practices? That’s awesome, we love to hear it! But what did you change in your growth efforts as a result? What did you add or eliminate based on what you learned? What do you need to learn more about to be able to put action items into play?

Action-oriented, time-limited, results-required teams of leaders committed to making measurable (even if small) change should be an emerging norm in our communities.
Are there other things we’d love to recommend? Yes. Many. First among them is FINANCIAL ACCESSIBILITY! Money is one of our biggest obstacles to change. But we wanted to focus on a smaller list of things that we know for sure are within in your influence and/or control.

 

We’re ready to keep engaging in this conversation, and more importantly, in the work that is needed. As much as we want a big to see a massive revolution, it’s far more likely that we’ll get the results we want from a focused and intentional evolution.

 

Sigma Beta Rho Announcement Blog Header

Sigma Beta Rho Becomes ChapterBuilder™ Full Adoption Partner, Begins New Growth System

Contact: Matt Mattson

Effective immediately, Sigma Beta Rho will be supplying upgraded ChapterBuilder accounts to 32 chapters nationwide, supplemented by customized Phired Up education.

“Systemic Growth begins with the infrastructure,” says Executive Vice President Hakeem Swindle. “This gives our organization a unique opportunity to utilize our existing resources to streamline the efficacy of our operations. Additionally, Phired Up provides training and management to aid in chapter development, retention and recruitment. These benefits are essential to the growth and sustainability of Sigma Beta Rho for years to come.”

The partnership is designed with undergraduates specifically in mind. National President Aman Kundlas adds, “Our members can obtain best in class resources that will align them with modern practices to ensure chapter success.”

The Phired Up team was thrilled to customize every detail of this partnership. “Sigma Beta Rho is consistently positioning itself as a leader in the fraternity/sorority industry,” said Phired Up’s President, Matt Mattson. “They’re innovating, leading, and modernizing the way they share their brotherhood. I’ve been so impressed with the chapter members and national leadership as we’ve crafted a partnership together.”

ChapterBuilder is the premier Customer Relationship Management (CRM) software for fraternities and sororities, used by thousands of chapters nationwide. Sigma Beta Rho’s upgraded accounts come with personalized mass texting and unlimited access for all members.

“It’s an exciting time to work with Sigma Beta Rho,” says TechniPhi’s Lindsay Wolf. “Their executive leadership is committed to the growth and meaningful support of their chapters, and I can’t wait to help that vision come to life through our technology.

“We want to make sure our chapters are equipped to be successful,” says Vice President of Operations Elijah Newsome. “All of the tools, training, and support from Phired Up and TechniPhi is going to go a long way in setting up our chapters for success.”

In closing, Mattson references the founders of Sig Rho envisioning a nationwide network of ‘brothers beyond barriers.’ “The current leadership is taking bold steps to make that vision a reality in even greater ways than it already is!”

# # #

About Phired Up and TechniPhi: Phired Up & TechniPhi help fraternities and sororities grow. The company’s products, services, and brands are creating the future of fraternities and sororities by transforming the way people join. The company delivers relationship-focused, data-driven, results-producing TECHNOLOGY, EDUCATION, and STRATEGY solutions for every aspect of the pre-member experience from first-impression through initiation.

About Sigma Beta Rho: Sigma Beta Rho (www.sigmabetarho.com) is a national multicultural fraternity. Our pillars of Society, Brotherhood, and Remembrance were established upon the formation of the Alpha chapter at the University of Pennsylvania in Philadelphia, on August 16, 1996. Our founders realized the unique promise of a Greek-lettered organization that instills positive values among its members, provides an avenue for leadership, and promotes self-betterment.

In the nascent stages, the founders understood that they must maintain a constant and growing nationwide network in order to truly manifest their organizational vision. Modern day Sigma Beta Rho has grown substantially since its inception. Sigma Beta Rho has founded chapters at over 70 colleges and institutions across the country, and currently maintains 35 active undergraduate chapters. This growth stems from a reputation of excellence, values-based programming, diversity among our brotherhood, and alignment with the ideals of many students who strive for a competitive edge before entering a post-globalized working world.

How A Growth System Saved A Chapter

How A Growth System Saved A Chapter

by Matt Farrell

Coming into 2020, Sigma Chi at Florida Atlantic University was by no means a struggling chapter. The group was above average in campus size, had motivated members, and alumni support.

So how could advisor Vincent Fernald say point blank that “the Phired Up growth system saved our chapter”?

The issue speaks to issues thousands of fraternity leaders encountered this fall. Incoming students demanding more value. Active members not prepared for a virtual experience. Chaos across higher education.

The chapter had to pivot, and fast.

Led by Recruitment Chairman Daniel Journey (left in photo) and his team, Sigma Chi ended up taking its largest fall class ever during a pandemic.

Picture1Phired Up’s recruitment certification and ChapterBuilder technology built the foundation. We dug in to learn what Sigma Chi did with it.

What was the biggest change you wanted to make for recruitment this fall, and how did you make it?

We had two main focuses towards recruitment:

  1. Meet as many new FAU students as possible

  2. Make friends

As we learned from the Phired Up growth philosophy, “You can’t recruit students you do not know.”

We did this by reaching out to new students through social media and then offering our support during their transition to campus by answering questions like the best dorms to live in, professors or classes they should take, best gyms, or places to eat in the city.

We never use “Rush Sigma Chi” in any of our marketing. We had a robust marketing campaign where we asked the questions:

“CLASS OF 2024: If there was an organization on the FAU campus that fostered lifelong friendships, developed values-based leaders, and made a positive impact on the world – Would you be interested in learning more?” 

 or

“Are you looking for lifelong friendships, values-based leadership, or making a positive impact in your community?”

“You will find it here!”

How did ChapterBuilder influence your success this fall?

We upgraded to the Pro Version of Chapterbuilder last April [early in the pandemic] and we are so grateful we did. Having the ability to send out a mass text message while making it personal by adding their first name to everyone on our Potential New Member list has been time-saving. Giving everyone on our recruitment team the ability to review profiles and leave notes after their personal one to one chats with candidates allow everyone to collaborate.

What about your new recruitment vision has you most excited for the future of FAU Sigma Chi? 

Because of the pandemic, we were forced to meet students through Zoom. We now see this as a huge benefit. Using this tool as the first or second meeting with a student has allowed us to meet potential new members anytime and anywhere. We will continue to use this tool over the summer and winter breaks to recruit new members.

We have seen a 64% increase this Spring in the average number of bids given out during the past two Spring semesters, and ChapterBuilder was the primary tool that helped us get there. Oh, and by the way, we also initiated our largest fall class.

What’s next?

We can’t wait to use the new Chapterbuilder 2.0 and Custom Relationship Management software to help us continue to identify those students who will become the future leaders of our chapter.

A Crib Sheet for Advisors

A Crib Sheet For Advisors

by Matt Mattson

A few months back we got this wonderful request from an advisor (Seneca Crump) at Ohio State.

We want to develop a list of common language that Phired Up utilizes to work with chapters around growth so we can begin normalizing this language into our coaching practices. Do you all already have a list of common terminology/words used with Phired Up? In addition, we will be walking the students through steps to developing a successful, comprehensive recruitment plan for their chapter, and I wanted to know if you had any access to recruitment plan outlines/templates that we could utilize as a reference to re-create our own?

This question was so good, we wanted to share our response publicly as sort of a “crib sheet” to help advisors work with chapters. Thanks Seneca!

 

In general, we typically go through the following questions with a chapter (from any council) when we’re working with them to develop their overall growth plan. There are certainly deeper questions to get into (that are often council-specific), but these are a good place to start.
  1. Who are your chapter’s “workhorses“? Who is the team you’ll gather together regularly and know you can trust to do the hard work of chapter growth? When will this group be having meetings to do outreach, follow-up, and planning work regularly?
  2. How can I help you get your ChapterBuilder account set up, organized, and ready for immediate use?
  3. What is your chapter’s criteria for selecting the right members? How will you ensure you’re evaluating a prospect’s riskiness, values-alignment, and culture fit? How will you do that in an inclusive and equitable way? A chapter’s answers might be somewhat “secret,” but these questions are vital.
  4. How will you drive names onto your Names List? What tactics will you use to intentionally network, meet non-members, and give yourself a chance to recruit them?
  5. What is your plan for building relationships with prospective members? Show me how you’ll organize events, activities, one-on-one meetings, interviews, etc. Are all of these plans likely to build authentic, trust-filled relationships?
  6. How will you create intentional human-to-human opportunities for people to consider, discuss, and accept an invitation to membership? “Closing the deal” is a commonly under-planned portion of the growth process.
  7. Do you have a growth coach that is consistently asking you questions like this to help you systemize your plan?
Here are some generally universal growth-related terms our team uses when working with chapters.

Chapter Growth Vocabulary/Concepts

Names List: A chapter’s list of prospective members. Probably kept on ChapterBuilder. This is the center of any chapter’s growth system.
Recruitment: The overall process a chapter uses to attract, select, and secure new members. This process varies significantly by council and by chapter.
Marketing/Growth Marketing: The work a chapter does to a) communicate it’s core narrative, b) drive leads onto its names list, c) communicate expectations of membership, and d) develop trust with its audiences. More information here.
Social Excellence: The simple momentary choices members make to create meaningful, authentic human connection. More information here.
Dynamic Recruitment: A philosophy of growth that is active, intentional, and relationship-focused. More information here.
Values-Based Selection: A chapter’s process for using organizational values as a primary source for determining the process and criteria for the selection of new members. More information here.
 
Principles of Inclusivity & Equity in the Joining Process: Every chapter should work to make their joining process as inclusive and equitable as possible. More information about 9 Universal Principles can be found here.
Pre-Close: A personal human-to-human conversation about the concerns a prospective member might have prior to a formal invitation for membership. More information here.
Virtual Recruitment: A range of tactics used to attract, select, and secure new members through digital media. More information here.
Prospect/Potential New Member/PNM: Any non-affiliated person who has entered into a chapter’s joining process but not yet joined.
New Member: Any individual who has accepted an invitation to join a chapter generally within a single academic term.
Referrals: The act of asking other people to introduce a chapter or recommend to a chapter individuals who might be engaged in conversations about joining.
Mind Joggers: The process of a group of chapter members listing all the non-affiliated qualified students they already know. (Video) & (Resource)
Quantity Drives Quality: A growth philosophy that reminds a chapter that the more prospects they have to choose from, the more likely it is that they’ll find the right members for their chapter.

 

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“Why Don’t They Do Blind Member Selection?”

by Matt Mattson

Just recently I was conducting a focus group of non-Greek student leaders for a campus on the east coast. We do these focus groups as part of our marketing work for sorority and fraternity communities. (They are always amazing!)

During the focus group, one woman named Savannah asked something brilliant.

“Why don’t they do blind member selection?”

The focus group participants were respectfully and thoughtfully offering feedback on the ideas that historically white sororities were not diverse and how there seemed to be “a look” that someone had to have to get in. They acknowledged that this might be a misperception, but it was a perception nonetheless.

And so, Savannah’s question is ringing loudly in my ears. Why don’t fraternities and sororities do blind member selection? (Maybe we could call it something different than “blind” like “anonymous” or something, but we’ll tackle that later)

We say we’re about values and almost all leaders I talk to describe a desire to be inclusive and diverse.

Especially in this time of deep introspection and exploration of racism (and other systems of oppression) being present in the joining process of fraternities and sororities.

This is not a wild concept. The professional HR world has been experimenting with it (here and here for example).

In an age of emerging digital and virtual recruitment processes for fraternities and sororities, who will be the first organization to experiment with a blind recruitment and selection process? Imagine the market position that organization could take, “We are the only fraternal organization that actually selects purely on objective values-based criteria. We don’t consider looks. We remove racial and other oppressive biases from our process. We review applications of highly qualified people, consider their risk assessment, consider their values-alignment, and consider the value they want to add to our organization. We are excited to meet these highly aligned and qualified people upon giving them an invitation for membership!”

Are many readers immediately naming all the downsides to this idea? Yes. But please take some time to list all the downsides to our current selection process. Let me help you get started.

  • Most chapters actually know very little about potential members before they’re selected.
  • Nearly zero chapters are screening potential members for risk factors.
  • Perceived physical attractiveness is DEFINITELY a factor used by many chapters to select their members.
  • The selection process of nearly every fraternal organization includes a lot of subjectivity and opportunity for bias to creep in.
  • Individual members (who are racist, homophobic, ablist, etc.) have a high amount of power in current selection processes – especially black-ball style processes.

Next question: What if we made it “double blind” or “fully anonymous” (we really have to work on naming this idea). But what if PNMs chose based only on legitimate objective information? That might be too much for today, but we’re ready to get into the conversation (and to build software, education, and tools to start experimenting).

We are hoping to work with interested professionals and organizations to experiment with blind/anonymous selection processes for the industry to learn from. We’re seeking partners now. Please email matt@phiredup.com.

Phired Up’s Welcomes Three Growth Consultants

CONTACT: Branden Stewart

Carmel, Ind. – Phired Up is excited to be expanding our team once again with the addition of three new Growth Consultants this summer. Each consultant will provide education and training to our clients, and will be available beginning this August to work with chapters and communities across North America. LaShatá Marie Grayson, Lindsay Ollis, and Karli Sherman will be joining the team in part-time capacities as they continue their full-time professional roles.

“We are strategizing with communities and national organizations daily. Now is the time to work together to create a new future for fraternities and sororities by transforming the way people join,” said Phired Up’s Assistant Vice President, RJ Taylor. “I am excited to welcome these talented, growth-minded professionals to our team as we continue to encourage and assist as many in our industry as possible.”

 


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LaShatá Marie Grayson graduated from Southern Illinois University Edwardsville (SIUE) with a Master of Science in Education degree in College Student Personnel Administration, a degree in Management, a specialization in Event Management and Tourism planning and development. She is currently wrapping up her graduate assistantship in Fraternity and Sorority Life at SIUE. She specialized in teaching students in and out of the classroom and creating programs and events.

“I am excited to be part of a team that impacts students and truly pushes them to the next level,” said LaShatá Marie. “I love and believe in the work of Phired Up. It is truly so wrong for Phired Up to be so dope. Phired Up is one of the best out there for advancing fraternity and sorority, and to be able to be on a team of change agents is life-changing for me.”

LaShatá Marie is a former special education teacher and program coordinator for the charter school system. In her free time she volunteers for the Association of Fraternity/Sorority Advisors and the Association of Fraternal Leadership & Values. She has served in a state leadership role for Delta Sigma Theta Sorority, Inc., and delivered national leadership programs and facilitated discussions around identity development, recruitment, values-based programming, and leadership development for local, regional, and national entities. LaShatá Marie enjoys doing CrossFit, spending time with her family and sorority sisters, and writing on her fitness blog in her free time. She loves volunteering in her spare time to help her undergraduate chapter foster sisterhood and programmatic efforts. She also enjoys trying different vegan restaurants and running.

“I’m so excited for LaShatá Marie to join our team because I absolutely love how authentically passionate she is about the fraternity/sorority life experience and making a positive impact on students’ lives,” said Haley Cahill-Teubert, a Phired Up Organizational Growth Consultant. “She’s such a bright light and I’m looking forward to working alongside her!”

 


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Lindsay Ollis joins the team as a graduate from Auburn University with a Master’s of Education in Higher Education Administration. Prior to graduate school, Lindsay attended the University of North Carolina – Wilmington and earned her Bachelor of Science in Business Administration – Accounting. She currently serves as the Coordinator for Greek Life and Panhellenic Advisor at Auburn University, where she previously worked as the Panhellenic Graduate Advisor during her time in graduate school.

“I am PUMPED to join the Phired Up team because who wouldn’t be?! This opportunity will allow me to continue my professional goals, while collaborating with key industry leaders, students, volunteers, etc.,” said Lindsay. “I am passionate about igniting innovative, bold, and courageous ideas in order to create the future of fraternity and sorority life, this opportunity will put me in the position to do this on a larger scale!”

Prior to her time at Auburn, Lindsay served as an Educational Leadership Consultant for Alpha Xi Delta National Women’s Fraternity. She continues to volunteer for Alpha Xi Delta, in addition to volunteer roles with the North-American Interfraternity Conference as a UIFI Facilitator. When she’s not working or volunteering within the industry, Lindsay enjoys reading, socializing with friends, attending church, participating in her young professionals group, and watches the Real Housewives (Bravo Reality TV is her jam).

“Lindsay has experience, perspective, and a peaceful but strong presence that will connect incredibly well with so many of our clients, said Matt Mattson, Phired Up Co-Founder and President. “I’m so excited about the impact Lindsay is going to have as a Phired Up educator and strategist; our industry needs her voice!”

 


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Karli Sherman is a native of south Louisiana and is a professional speaker, educator, and event manager. Karli believes in programming with a purpose and challenging the process to help groups, companies, and individuals grow, learn, and create robust experiences. Karli is an alumna of Florida State University (Master’s in Higher Education & Student Affairs, 2013), and the University of Louisiana at Lafayette (Bachelors of General Studies in Arts and Humanities, 2008).

“I am thrilled to join the Phired Up team, and I’m ready to shake things up, challenge the process, and have some fun!” said Karli. “It’s time to level up and get more awesome, yall.”

Her areas of interest include unique event management, college student development, organizational membership recruitment/retention, diversity & inclusion, leadership coaching, musical theatre, and glitter. Karli is involved with the Junior League of Lafayette, travels internationally as a Recruitment Ambassador for Alpha Omicron Pi sorority, and represents the Kiwanis Club of St. Martinville, Louisiana as the reigning Ms. Pepper Festival Queen. She is quite involved with her local community through The 705 Young Professionals organization, the Lafayette Women’s Chamber of Commerce, and is a member of the Leadership Lafayette Class XXXIII. Karli is active in her Catholic faith, live theatre, and voice acting, and is a dog mom to her 3.5lb maltipoo named Pixie.

“Karli brings a new and exciting level of energy coupled with a level of understanding the Phired Up philosophy,” said Hailey Mangrum, a Phired Up Organizational Growth Consultant. “We are all so pumped to welcome her to the team!”

All three new members of the Phired Up team started their role officially on May 1, and will work to train throughout the summer to deliver education and training this Fall. You can reach out to LaShatá Marie by email at lashata@phiredup.com, Lindsay by email at lindsay@phiredup.com, and Karli by email at Karli@phiredup.com.

97 ways to make panhellenic recruitment more authentic

97 Ways To Make Panhellenic Recruitment More Authentic

 by 25 Women From 17 Different Sororities


This project started after a member of the Phired Up staff had one of the many conversations we often have with Panhellenic leaders that included the young woman (who was trying incredibly hard to lead with strength and confidence) saying something like this…

“I want recruitment to be more authentic. I want our sororities to be more approachable. I want recruitment to be more real. I want us to not just call it ‘values-based recruitment,’ I want it to actually be more values-based. Probably 95% of the women in our community agree. But I feel stuck. We have this big process with big rules and we have pressure from lots of different places. Can you just tell me real things you think we should really do?”

So, we asked our whole team. And no surprise; within about 5 minutes there were 20+ specific ideas.

But then we wanted to go further.

So, we asked a bunch of sorority women who do sorority life professionally to chime in. You’ll see the whole list of collaborators below. This was written by 25 women representing 17 different sororities!

CLICK HERE TO READ THE 97 IDEAS

Contributors:

  1. Amanda Fishman, Pi Beta Phi

  2. Amanda Wood, Gamma Phi Beta

  3. Catie Feagans, Phi Beta Chi

  4. Christina Parle, Sigma Kappa

  5. Destiny Savage, Alpha Gamma Delta

  6. Dr. Colleen Coffey-Melchiorre, Alpha Sigma Tau

  7. Ellen Chesnut, Kappa Kappa Gamma

  8. Erin Chatten, Alpha Delta Pi

  9. Greer Vinall, Gamma Phi Beta

  10. Hailey Mangrum, Delta Sigma Theta Sorority, Inc.

  11. Haley Cahill-Teubert, Alpha Omicron Pi

  12. Harriet Collins, Delta Gamma

  13. Helen Lahrman, Pi Beta Phi

  14. Jessica Ryan, Sigma Delta Tau

  15. Julie Fletcher Mincey, Phi Mu

  16. Kaitlyn Walker, Phi Mu

  17. Karli Sherman, Alpha Omicron Pi

  18. Kathryn Ionta, Alpha Omicron Pi

  19. Lashata’ Marie, Delta Sigma Theta Sorority, Inc.

  20. Laura Dunn, Chi Omega

  21. Lindsay Ollis, Alpha Xi Delta

  22. Mandi Evans, Delta Zeta

  23. Mel Lewis, Alpha Omicron Pi

  24. Simonne Horman, Phi Sigma Sigma

  25. Tori Strobel, Phi Mu

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Considering Joining a Fraternity/Sorority? | 8 Free Videos To Promote Fraternities & Sororities

Now more than ever fraternities and sororities should be actively sharing a positive story about our organizations with potential members. Phired Up is proud to provide these eight professionally produced videos for YOU to use starting immediately to promote fraternities and sororities.

THESE ARE ALL CREATED TO BE SHARED WITH PROSPECTIVE/POTENTIAL MEMBERS! And they are yours (fraternity/sorority leaders, volunteers, and professionals) to use for FREE.

See our recommendations below on the best way to use these videos. These are yours to share widely. Use these to connect with people who might be #ConsideringJoining! For example, you might use these…

  • In lieu of a summer orientation presence for fraternities and sororities (because orientation is now virtual).
  • On your website.
  • As a weekly post in your social media feeds.
  • As content for a direct email or text message campaign to potential members/incoming students.
  • As part of (or follow-up to) a digital presentation you deliver about fraternity/sorority life.
  • As a way to get your members to all share something positive about fraternity/sorority on their personal social media feeds.
  • And more!

Note: Always include an ask when you post/share these videos. Always ask people to express interest, sign-up, register, or complete a form that allows you to continue sharing information about fraternity/sorority life with them. These resources are meant to help you with inbound marketing.

SPECIAL REQUEST: We are seeking your help distributing THIS SURVEY to all graduating high school seniors. If you can share this survey with high school seniors/rising college first-year students, that would be a huge help. Here’s why! We’re trying to gain insight into how COVID-19 is shaping the perspective of this group of students related to fraternity/sorority life.



 

Considering Sorority? | YouTube | Download File

The video below is a short 32 second clip promoting the value and benefits of sorority life.  Consider asking every member to post this on their social media, post this on your website, share it with incoming students/parents, and send it via text message/DM to a non-affiliated student. Along with it, share your personal story. Here’s an example.

My name is KC. I am proud to be a sorority woman. Before I joined, I wondered if my membership would be worth the dues I paid for my first semester. Then I started seeing myself grow, I got comfortable public speaking, learned how to work alongside others (especially learning to work with those I don’t see eye to eye with), got to manage a $5,000 event budget, and saw my test scores go up. I gained valuable life lessons but meeting some amazing friends to support me and build me up during it all was the cherry on top. 

I hope you consider sorority. It changed my life, and I believe that when women gather together to do good, it changes the world. #ConsideringSorority#sororitylife #iamasororitywoman

P.S. If you want to express interest in sorority, click here. [LINK TO YOUR CAMPUS REGISTRATION]

 



 

Considering Fraternity? | YouTube | Download File

The video below is a short 39 second clip promoting the value and benefits of fraternity life. Consider asking every member to post this on their social media, post this on your website, share it with incoming students/parents, and send it via text message/DM to a non-affiliated student. Along with it, share your personal story. Here’s an example.

My name is Alex. I am a proud member of a fraternity. Toward the end of my first year, I got tired of college just being about me. My grades, my relationships, my schedule. Nothing wrong with that but it stopped feeling fulfilling. Like it wasn’t enough. Fraternity gave me a way to change that. People to celebrate wins and fun times of college with. People to work on important service projects with. And of course, people to lift me up when I was down. College became about we instead of about me which has been amazing. 

I hope you consider fraternity. It changed my life, and I believe that when men gather together to do good, it changes the world. #ConsideringFraternity #fraternitylife #iamafraternityman

P.S. If you want to express interest in fraternity, click here. [LINK TO YOUR CAMPUS REGISTRATION]

 



 

A Daily Choice |  YouTube | Download File

The video below is a short 46 second clip that teaches viewers that fraternities and sororities are more than just friendship clubs. Consider asking every member to post this on their social media, post this on your website, share it with incoming students/parents, and send it via text message/DM to a non-affiliated student. Along with it, share your personal story. Here’s an example.

My chapter is far more than a “friendship club.” If you’re considering fraternity or sorority life, you should know… Sisterhood and Brotherhood is far more than friendship; more than buddies or besties.  Way more. It’s a shared cause. It’s a common purpose. It’s a commitment to helping each other live as our best self – every day. It’s trust. It’s a promise. It’s a lifelong vow to help me become all that I’m destined to be.

I joined fraternity/sorority life because I wanted to make a difference in my community, and I wanted to surround myself with people who would push me, challenge me, believe in me, and love me during college.

Are you interested in joining a fraternity or sorority? Sign up here . [LINK TO YOUR CAMPUS REGISTRATION]

#ConsideringFraternity #ConsideringSorority

 



 

Expectations of Membership | YouTube | Download File

This video is a short 48 second clip the starts to set the tone about the expectations of being a fraternity/sorority member. Consider asking every member to post this on their social media, post this on your website, share it with incoming students/parents, and send it via text message/DM to a non-affiliated student. Along with it, share YOUR expectations for what it means to be a fraternity/sorority member. Here’s an example.

When I joined my chapter, I understood very clearly that I was making the CHOICE to be a part of something bigger than myself. And when I made that choice, I proudly accepted the responsiblities of membership. As a member of my organization, you can expect that I will always…

  • Serve others in all of my actions.
  • Behave responsibly to keep honorably represent the name of my chapter, my alma mater, and my family.
  • Surprise others with my kindness and respectfulness.
  • Strive for excellence in my academic life, my personal life, and my career pursuits.

We’re seeking leaders, doers, and creators. If you’re someone like that, please connect with us here. [LINK TO YOUR CAMPUS REGISTRATION]

#ConsideringFraternity #ConsideringSorority

 



 

Fraternity & Sorority Types | YouTube | Download File

 

This video features Hailey Mangrum, one of Phired Up’s educators and strategists. In this 2 minute and 21 second video, she explains the many different variations of fraternal organizations. This is a great video to help curious students (and parents) understand the variety of fraternity/sorority experiences that are available. We recommend pointing people the the page on your community’s website that describes your councils and chapters. Here’s an example.

Fraternities and sororities are not all alike. Whatever you might have seen on a movie, probably doesn’t represent the true sorority/fraternity experience. Our organizations are purpose-driven and values-based. They help students find meaning and support in a confusing and challenging college world. Our organizations are historical and have served as powerful forces for positive change on campuses and in society. Will you watch and share this video so that more people understand the truth about fraternities and sororites? Click here [link your campus website] to learn more about our chapters and let us know more about you so we can connect and teach you more about fraternity and sorority life!

#ConsideringFraternity #ConsideringSorority

 



 

So, Is Joining Worth It? | YouTube | Download File

 

Here’s a video with a quick story from a sorority woman (Haley Cahill-Teubert, one of Phired Up’s educators and strategists) about the VALUE of sorority. It’s a beautifully simple story told in just a minute and a half. This is a great video to post along with your personal REASON WHY IT’S WORTH IT (read this).  It’s also a great video for either undergrads OR alumnae to share! Here’s an example.

 

I love this story about sorority. My sorority experience was (and is) SO worth it! Sorority membership isn’t just beneficial during college. Getting ready for graduation, there were a ton of alumnae in different cities who were  helpful in sharing my resume, recommending jobs to apply for, and connecting me with professionals in my industry they know. Plus, they were super excited to welcome me into their alumnae chapter and help me get settled in a new city. This sisterhood is for life. I never could have had something this powerful and positive in my life with any other college club or group. Sorority is like no other opportunity in college. If you’re interested in sorority, and you’re heading to _______ University, go here to let the women on campus know you’re interested.[LINK TO CAMPUS REGISTRATION]

 

#ConsideringFraternity #ConsideringSorority



 

Tips For Joining A Culturally Based Organization | YouTube | Download File

 

This one minute and 25 second video features Hailey Mangrum, one of Phired Up’s educators and strategists giving practical tips to help anyone interested in joning a culturally-based fraternal organization. This is a fantastic video to share to help more students understand the process and nuances involved with seeking membership in culturally-based fraternal organization. Share this video along with practical tips and clear recommendations that make sense for your campus/organization. Here’s an example.

Our campus hosts an incredible group of fraternities and sororities that celebrate culture, heritage, inclusivity and individuality while focusing on uplifting each member toward their personal potential. To pursue membership in our MGC and NPHC organizations, you’ll want to be thoughtful, do your research, and be an intentional networker on campus. Just like any fraternal organization, those with a cultural background or focus are more than friendship clubs. These are purpose-driven organizations that strive to prepare their members for successful, fulfilling, and values-driven lives. Indicate your interest by clicking here. [LINK TO A CAMPUS REGISTRATION OR ORGANIZATIONAL INTEREST FORM]

#ConsideringFraternity #ConsideringSorority

 



 

Human Connection Organizations | YouTube | Download File

 

This 2 minute and 14 second video features a story that celebrates the sacred and special moments of fraternity life, told by Phired Up’s President & co-Founder, Matt Mattson. This is a fantastic video to share to help more students understand the deeper parts of fraternity life. Share this video along with personal stories about how fraternity is more than what it looks like on its surface. Here’s an example.

Are you considering fraernity? Check out this video. Fraternity life is not what most think of. It’s not all fun, social stuff, and dudes just hanging out. My fraternity has experience gave me some of the most powerful personal development and truly meaningful moments of my college life so far. Intense chapter meetings, values exploration workshops, leadership retreats, and these moments of sacred brotherhood that I’m sure you can’t find in a dorm or in an academic club. Fraternity is special. 

#ConsideringFraternity

 

_I believe sorority starts with how we choose to treat any person we interact with at any given time. It extends beyond just our sorority experience, but rather, truly thinking about how we choose to engage wit (33)

Chapter Advisors are like, “C’mon Students!”

By Hailey Mangrum and Matt Mattson

Are you a chapter advisor who cares about helping your chapter grow? If so, you might have found yourself expressing exasperation, befuddlement, or vexation that the students you’re advising won’t do the work to grow their chapter.

“Don’t they want to grow?!”
“Don’t they get it?! If they don’t do the work, they won’t get the results!”
“I don’t want my chapter to die. I need these students to get to work!”

Holding undergraduate student leaders accountable to their growth goals can be hard. We don’t have any magical fairy dust, but we do have some key pieces of advice that we’ve learned in our work educating, coaching, and consulting with not only undergraduate students… but also with chapter advisors. These 5 pieces of advice for advisors are focused on growth-related advising, but we believe they’re transferable to a lot of areas of chapter advising.

They Really Don’t Know (Yet)
Your first job as an advisor is to be an educator. Remember, they don’t know what you know. They don’t have the context or the content to understand what you understand. Your first job is to provide an educational framework — not everything you know, but instead teach them a way to understand. For instance, you might teach them that there are 5 questions you will always ask them as their advisor (use this resource as a guide). Or perhaps you’ll focus them on 6 Beliefs of Dynamic Recruitment. Whatever it is, create a framework for them to understand growth, and then help them fill in that framework with their ideas.

Moments not Meetings
Great advisors in today’s modern world don’t build their work around meetings, they focus on moments. Now, to be clear, meetings are great. But the real advising work often happens between meetings… through quick text messages, face-to-face interactions, quick video chats, fast phone calls, and quick messages via social media or growth-related technology. It’s the moments that get the results, not the meetings. And the more these moments are uplifting, care-filled, timely, and include check-ins about the member’s personal life, the better they are.

Little 48 Hour Tasks
How many times have you written a list of things to do for the week and forgot about it?! Imagine if someone reminded you of the goals you set. Maybe a quick text, a screenshot or asking how did it go this week? Maybe it could’ve empowered you to push through and achieve the goals you set. Maybe you would have invested more because someone else was counting on you. Advisors have the unique opportunity to serve as a coach, advocate, and mechanism of support. The best advisors follow-up with the students they advise within 48 hours to ensure the goals have not been forgotten and are on track to completion. They don’t make a five year plan, a 5 month plan, or even a 5 day plan. Great advisors realize that today’s student is overwhelmed and underprepared. They need bite-size strategies, not mega plans. A quick check-in, reminder, or follow-up creates a culture of accountability, care, and support. It reinforces the concept of values alignment with doing what you said you were going to do.

Hope Is Required
Groups cannot be what they do not believe they can be. There has to be a deeper sense of purpose and connection to the desired outcome. And that deeper sense of “why does this matter” needs to be reinforced all the time. First, students need to name their desires, hopes, and goals. Then, advisors can attach results-driving tasks to the achievement of the student’s hopes. If you think that a student will do work to achieve your objectives you’re kidding yourself (remember they’re not getting paid, they don’t have the perspective you have, and they have a million other pressures on them).Students have to buy-in to the expectations they set for themselves and one another. Hope allows groups to approach issues with a values-based mindset and strategy towards success amidst the inevitable things that may occur. Once you require hope, a paradigm shift towards a empowering and enabling culture is created.

Measurement Manifests Miracles
It’s easy to desire something and not work to achieve it. For instance, it’s easy to say you want to be healthy. It takes intentionality, conscientiousness, and discipline to do the things necessary to become healthy. And one thing that is definitely required — measurement. In general terms, to be healthy, you might measure what you consume and how much you exercise. The same is true in fraternity and sorority growth. The proof is in the pudding (no pun intended) or in this case … the data. Data allows us a real, raw look into whether or not we really want to accomplish the goals we set. Great advisors focus on measurable data (which also has a side benefit — it isn’t personal). They look for key performance indicators that are likely to lead to the growth results the chapter desires. Measure daily behaviors. Gain buy-in around the importance of tracking interactions and information. Growth is a fun thing to advise because the things that produce results can almost all be counted. Once we begin to use data as a measurement for creating the strategies needed to grow, we can experience the organizations we deserve.

Being a chapter advisor is a thankless job for a person with a huge heart. Many advisors learn that 90% of their job is to pastor to students as they discover their own potential through trial and error. It’s more love than blame. It’s more patience than pestering. It’s more sisterhood and brotherhood than boss or supervisor.

As an advisor you deserve to hear one more thing: THANK YOU. You are the reasons our organizations thrive. You are also the reason students are developing lifelong skills and values through their membership in our chapters. THANK YOU!

_I believe sorority starts with how we choose to treat any person we interact with at any given time. It extends beyond just our sorority experience, but rather, truly thinking about how we choose to engage wit (32)

Viral Videos (And How To Cure Them)

by Matt Mattson

For the past few years I’ve been presenting a program that has either been titled, “Drone Shots & Glitter: The best and worst sorority recruitment videos and what we can learn from them” or “Viral Videos And How To Cure Them” on campuses and at conferences around North America (want me to present to your community? E-mail matt@phiredup.com). It’s the same program, just a different silly title.

*Note: This content is tilted toward Panhellenic sororities, but there are lots of cool examples of non-Panhellenic groups getting into the promotional video game (for better or worse). I’ve included some of those examples below, and all the lessons and principles shared herein are universally applicable to all chapters’ marketing and promotional efforts.

See last year’s version of this post here.

This program has become one of my favorite things to present. And every year, a whole new batch of sorority (and fraternity) videos is ready for review and reflection.  I’ve learned that these videos really get people worked up (and not always in a good way). I offer these videos for your review and ask you to keep an open mind.

As you’re watching, consider the two questions I ask all my audiences to consider as they’re watching these videos…

  1. In what ways does this meet the needs of a results-focused MARKETER? Will it help the chapter succeed at recruiting (based on their audience and chapter values)?
  2. In what ways does this meet the needs of a values-focused SORORITY/FRATERNITY LEADER? If you watched this right after a sisterhood/brotherhood/siblinghood/fellowship retreat or ritual ceremony, would you feel proud?

Let me share two videos, and then check out some tips and lessons… then MORE VIDEOS!

Before I move on, let me say this clearly… I LOVE ALL OF THESE VIDEOS. As a marketer and as a values-based fraternity/sorority professional, I think these videos are truly amazing. There are three big reasons why I love these videos.

  1. IT TAKES GUTS TO MAKE THEM. Each of these videos was created by a college fraternity/sorority leader (or one led in the execution of the production). Each of these videos was shared publicly on the internet. Each of these videos will almost certainly be ridiculed by someone — internet trolls, other chapters, and probably some shallow members who don’t appreciate the guts it took to lead this project and bring these videos to life. So, to you brave souls who created these… YOU ARE AMAZING! I admire your courage and your art.
  2. SORORITY/FRATERNITY (AND RECRUITMENT/MARKETING) IS COMPLEX. It is incredibly difficult to balance the voices of your Greek Advisor, senior members, recruitment advisor, and the group of members who want there to be more bikini shots/party scenes. It is incredibly difficult to tell a story about the integrity, heart, kindness, honor, and beauty of sorority/fraternity and our members, while competing with the chapter down the street who has a hot air balloon and the captain of the football team in their video. It is incredibly difficult to make a high quality 2-minute video that gets lots of views while also showing the depth and nuance of your members.
  3. THESE ARE TRUE EXPRESSIONS OF VALUES & WINDOWS INTO INSECURITIES. The idea of sorority/fraternity is recreated everyday in the real lives of its members. Today’s undergraduates are different from those who have come before them. They care about different things, they live in a different world, and they have new ways of living out their values. These videos are real, they are today, they are now. These videos are also excellent windows into the insecurities and struggles of modern students — and there’s nothing wrong with that. As college-aged women, in particular, struggle with body-image concerns, mysogynistic cultural norms, a desire to fit-in and be liked juxtaposed against a desire to be authentic and true to themselves, and all sorts of other incredible challenges in today’s world, they’re trying there best to demonstrate confidence, pride, and passion for their organization. These videos truly are amazing works of art if you know and understand sororities/fraternities like we do.

With all that said, check out a handful of our other recent recruitment/promotional videos. Ask yourself the two questions we listed at the beginning of the blog as you enjoy each of these videos.

After you’ve watched these three, scroll down for our top 5 tips to make your recruitment video great!

TOP 5 TIPS TO MAKE YOUR PERFECT RECRUITMENT/PROMOTIONAL VIDEO

  1. MAKE IT ABOUT THEM, MORE THAN IT IS ABOUT YOU. Great marketing is about the audience. Viewers (especially the ones you care about most) should see themselves in the video. This isn’t a video to make you feel good about yourself and your chapter, it is a video to inspire PNMs to be curious about your chapter and your members. The viewer should feel right in the middle of the video — not like they’re watching a show about you, but like they’re immersed in their future reality.
  2. SAY WHAT YOU’RE ABOUT, NOT WHAT YOU’RE NOT. You know all those videos with sorority and fraternity members writing “I am not a stereotype” on their hands, and then showing it to the camera? Don’t do that. It just reinforces the stereotype. Instead, be about something. Make the video clearly communicate who you are, not who you’re not.
  3. EMOTIONS MATTER MORE THAN LOGIC. Do not try to bullet-point your way through the video with stats about how great your chapter is, how many philanthropy dollars you’ve raised, and how many service hours you’ve given. Joining a sorority/fraternity is not a logical decision, it is an emotional one. PNMs decide to join because the members in it make them feel safe, loved, and like they matter.
  4. DON’T BE A REAL ESTATE AGENT OR EVENT PROMOTER. Cool house. Neat party. Move on. Seriously. You have more to offer than nice real estate or a great event.
  5. BE REAL. SERIOUSLY. STOP FAKING IT. We can see right through our inauthenticity. If you’re not the coolest, hottest, richest, flashiest chapter on campus (and you’re probably not), don’t try to sell that. Show you. People join people. People don’t join perfection (they’re intimidated by it), they join real people. Just like you did. Just like you hope every PNM will. Make your video overflow with authenticity.

Here are some more videos! Binge away! There are all sorts of examples out there. Use these to consider the ways in which the story of sorority and fraternity is being told right now… and think about how YOU can take control of your story. (P.S. Check out some TikTok examples HEYYO… SORORITY CHECK! and YouTuber examples of the way the story of sorority and fraternity is being told in real time today).

(bad language warning for the video below! yikes!)

@serayavasquez

This made our house mom yell at us for being loud! Make it go viral! #fyp #foruyou #UNOirl #holidayhacks #voiceeffects #sororitycheck

♬ Nanana Remix – tiafuentes212


 

Lots more TikToks here: https://www.tiktok.com/tag/sororitycheck?

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