Marketing & Membership Conference

Creating Passion is an Inside Job-The Why & How of Building a Great Staff Culture

for Your Organization’s Success

Panelists: Chris Bailey, Matt Baehr and Missy Blankenship

June 27, 2006

Connecting Great Ideas and Great People

What We’ll Cover TodayAssociations constantly search for new ways to increase

passion and loyalty among their stakeholders.

We’ll explore the vital connection between passionate staff and stakeholders. 

We’ll provide you a sustainable process for maximizing your staff's talents toward organizational success.

We’ll offer our experiences, ideas, and examples of programs to implement in your association.

You’ll learn how to harness your most valuable "human" resource's knowledge and experience and put it to work!

We will be using an Audience Response System (ARS) courtesy of InfoComm.

First, here are some ARS questions to kick start the session and establish a baseline for attendees.

ARS Questions

1) What is your position?

Executive / Marketing / Membership / Other

ARS Questions

2) Does your organization have a Mission Statement?

Yes / No / I don’t know

ARS Questions

3) Do you know what your Mission Statement is?

Yes / No / I don’t know

ARS Questions

4) If you had a 30-second elevator ride in which to verbally deliver your Mission Statement AND to adequately explain it to the person riding with you before the elevator self-destructed, can you do it?

Yes / No / I’m taking the stairs.

ARS Questions

5) Do you live your Mission?

Yes / No / Sort of

Mind Map Style for Passion-Building

Why Does Passion Matter?

A Model for Creating A Model for Creating Passionate StaffPassionate Staff

PURPOSE:

Why does this organization matter?

The Foundation

“Our task is to create organizations we believe in and to do it as an offering, not a demand.”

Peter Block

PROCESS:

Why does our work matter?

The Foundation

“Stability is found in freedom – not in conformity and compliance.”

Meg Wheatley

PLAY:

Why do I matter?

The Foundation

“Individuals want to work in a place where they have an opportunity to make important decisions,

undertake actions of importance to the success of the organization,

and assume responsibility for the results.” Dennis Bakke

Mind Map Style for Passion-Building

Mind Map Style for Passion-Building

ARS Questions

6) Does your organization have a Strategic Plan?

Yes / No / I don’t know

ARS Questions

7) If you have a Strategic Plan, do you know what your Critical or Strategic Issues are? (key items which must be addressed for organizational success)

Yes / No / I don’t know

ARS Questions

8) Does your organization use any of the following words in relation to its “Vision” or “Values”: Accountability, Empowerment, Innovation, Respect, Corporate Culture

Yes / No / I don’t know

ARS Questions

9) Does your organization refer to any of the following Critical or Key Strategic Issues? Marketing, Branding, Development (Career, Personal, Business or Membership), Training, Communications

Yes / No / I don’t know

ARS Questions

10) As part of your planning, do you ever feel that communication within the organization is or becomes difficult, bogged down, unwieldy, impossible?

Yes / No / *EXPLETIVE* YES!

Strategic Plan Style for Passion-Building

FRIENDSHIPAMBASSADORS

PROGRAM2005

And Beyond

What is an Ambassador?

• A diplomatic official of the highest rank appointed and accredited as a company’s representative.

• An authorized messenger or representative.

• An unofficial or informal representative of a company or cause.

What is a Friendship Ambassador?

• Friendship Industries’ Employees have the opportunity and the responsibility to serve as our best ambassadors, community representatives and spokespersons.

• Our Employees are our most precious and largest investment.

• Friendship Employees are truly our Mission and most valuable Resources.

What will we cover?

The History ofAnd

Supporting Friendship:

Where Have We Been? And Where Are We Going?

What will we cover?

Rehabilitation Services (Employment & Training)

at Friendship:

Why Are We Here?And What is Expected?

What will we cover?

CommercialProducts & Services

at Friendship:

What Do We Do?How Will We Get Where We Want to Go?

So, What’s In It For You?

Allows us all to create an environmentthat is conducive for:

> team-building> company growth> personal development> good communications> corporate stability

What’s In It For Friendship?

You can help us convey the message of “Friendship” both inside and outside the company, called “Friend-raising”.

As Friendship Employees, you are our best, most valuable asset and our best prospecting and networking resource in the Community.

YOU are Friendship!

Who is in a better positionto help convey a positive message than our

Employees?

It is up to us to dispel the mythsand reinforce the realities of Friendship’s

quality, skills and abilities,

not disabilities.

What will we learn?

What is our mission statement AND

what does it mean?

What will we learn?• What do we make here?

• What do we do here?

• What are Friendship’s strengths?

• How do I share Friendship?

We are allFriendship Ambassadors…

“The greatest source of

competitive advantage is

not really COST or QUALITY,

but CREATIVITY.”

ARS Questions

11) Do you have a dedicated HR person?

Yes / No / I don’t know

ARS Questions

12) Do you have a structured “new hire” orientation for employees?

Yes / No / I don’t know

ARS Questions

13) Do you have a structured new member orientation?

Yes / No / I don’t know

ARS Questions

14) Do you have a structured Board orientation?

Yes / No / I don’t know

Linear Framework for Passion-Building

Using What You HaveUsing What You Haveto to

Give You MoreGive You More

Questions

• Talk at your table and select the answer that represents a majority of your table.

Question 1

• Does your organization have a separate HR department or someone whose only job is Human Resources?

Results by Table

Question 2

• Does your organization have an organized, official New Hire Orientation program?

Results by Table

Question 3

• Does your organization have an organized, official New Member Orientation program?

Results by Table

Question 4

• Does your organization have an organized, official Board Orientation program?

Results by Table

About Me

• Former HR Manager (PHR Certification)• Worked at 2 different dot coms• Currently Director of Membership at

InfoComm International– International Trade Association for the

Professional Audio Visual Industry– Over 3800 corporate and individual members

Example #1

• Our Education and Workforce Development Department was working on some studies, etc.

• Needed help with Job Descriptions• Call the guy with HR experience!

Example #1

• Based on talking with EWD Dept., found that member’s need help with Job Descriptions

• Creating a Job Description creation software program– Includes Performance Reviews– New Hire Checklist– Career Development/Education

Moral of the Story

• Find out the past professional lives of your staff, and even key members.

• Just because a project falls in one department doesn’t mean it should stay there in a silo.

Example #2

• Out of last year’s M&M symposium (June), I decided to do an online member orientation

• (September) – Board needs new orientation

• I wish I had seen the old Board orientation when I started– Too Long (180 slides)

Example #2

• Use Streaming Media to film each segment and slide deck

• Film separate segment to act as employee intro

• Use couple of segments for member orientation

Example #2

Moral of the Story

• There is nothing wrong with repurposing what you already have.

• Ask yourself if there are other uses for things you are already doing that can enhance member experience.

• As marketing and membership executives, don’t overlook doing things to help other staff departments.

Other Examples

• We have several ex-college professors – help with Education.

• Employees who used to work for Member Companies are a wealth of knowledge.

• Talented writers and photographers – using people’s hobbies will get them to help gladly.

Making It Work

• If you have an HR department, meet with the Director and get a rundown of talents and backgrounds of employees.

• If not, get to know your association staff. They have been told they are responsible for membership. Help them get involved by learning their skill sets and background.

• When working on a project, brainstorm other uses for that project’s components or deliverables.

Use Your Members

• Ask and you shall receive.• Add “Interests” section to member

applications or surveys.

Wrap-Up ARS Question

15) Do you live your Mission?

Yes / No / I just ducked in for an afternoon nap.

Special Thanks for the ARS Tools Used Today:

Audience Response Systems, Inc.http://www.audienceresponse.com/

812-479-7507

• Chris Bailey, Director of Membership, Association for Conflict Resolution

• Matt Baehr, PHR, Director of Membership, InfoComm International

• Missy Blankenship, Director of Sales & Marketing, Friendship Industries

THANK YOU!

Connecting Great Ideas and Great People