the mystery behind leading and sustaining a chapter - summit 2015
TRANSCRIPT
The Mystery Behind Leading and Sustaining a Chapter
Eddie VidalJune 6, 2015
@eddievidal
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1. The beginning: where to start?2. Take off: Now what?3. 7 year itch, how to keep the momentum
going?4. Time to move on, how to turn it over5. A new beginning, for better or for worse?
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1. The Beginning – Where to Start
• Born:October 2008• Weight: 10 Officers on the Board of Directors• Height: Bi-weekly Conference Calls• Birth Certificate: Chapter Bylaws
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Getting Started
• Why are they part of this team?• Do they have an individual purpose?• What do you want to do the first year?
– Meetings/events– Board meetings– Website– Marketing material & Communications– Sponsorships– Memberships
• Strategic planning meeting
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Goals for Starting your Chapter
Financial• Increase Memberships• Increase Partners/Sponsors• Increase Revenue• Increase Financial Surplus
Customers• Share Experiences• Share Knowledge• Share Relationships
Results• Achieve top 3 point total in National Circle of Excellence• Recognized as the premier local IT user group in South Florida
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Common purpose is a term used to talk about a quality of leadership that
creates an enormous impact in an organization’s culture and spirit – its soul, if you will - that drives success
beyond financial statements.
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Common Purpose
• is a community built by industry peers and leaders that gives you the resources, knowledge, and drive to be great at what you do
• At the U we transform lives through Teaching, Research & Service
• Share Experiences, Knowledge & Relationships
HDI
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Lencioni Model for Team Effectiveness
Inattention to Results
Avoidance of Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
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Teamwork
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- Max Lucado
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2. Taking Off – Now What?
• Plans are made, strategy, goals, common purpose
• What's your leader doing right? Areas of improvement?
• Team engaged - officers engaged?• Momentum should be building by this point,
one year under your belt.
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Leadership Traits
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• Atlanta• Sacramento• South Florida
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• Charlotte• Chicagoland• Indiana• Rocky Mountain• Steel City
• Brew City• Dallas/Fort Worth
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• Capital Area• Minnesota
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3. 7 year itch, how to keep the momentum going?
• Relationship becomes stale, how do you re-ignite the spark?
• CSI model sound familiar?
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Define – Measure - Improve
CSI Model 17@eddievidal
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SWOT AnalysisStrengths
• Foundation of Success (COE)• Bank Account $$$• Experienced Officers• Speaker contacts• Meeting location• Sponsorship• HDI National Recognition
Weaknesses• Volunteers & Board• Sustainability and Succession
Planning• Membership numbers, Palm Beach• Communication, Website, Social
Media• Lack of growth
Opportunities• Latin American growth• Virtual/webinar meetings• Collaboration with other user groups• Dynamic meetings
Threats• Chapter shutting down• Lack of Interest
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3. 7 year itch, how to keep the momentum going?
• Get to know your officers, do you socialize with them outside LC stuff?
• Do you create Team building exercises, bowling, dinner, happy hour? Sponsors will pay for happy hour
• Do you ever go to lunch with them?• Keep the engine running, normal maintenance
and oil changes
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YOUR NAME HERENickname: Job Title:Hometown:Where I went to School:Birth Day: Kids:Pets:My First Job:Favorite Movie:Favorite Song or Band:Favorite thing to do on the Weekends:Favorite place to visit:Something People May Not Know About Me:
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Engagement
• Gallup defines “engaged” employees as those who are involved in, enthusiastic about, and committed to their work and contribute to their organization in a positive manner.
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Engagement
• American workers are “not engaged” (52%)• Actively disengaged (18%)• Emotionally disconnected• Less likely to be productive• Cost the U.S. between $450 billion to $550
billion each year in lost productivity• More likely to steal from their companies,
negatively influence their coworkers, miss workdays, and drive customers awaySource: Gallup
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Engagement
Year is 1996
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4. Time to move on, how to turn it over?
• How long can you continue as a leader, avoid burnout – Leadership Dinner
• Look for your successor right away• Who covers for you when you are gone? • Term for each board position• Who are you mentoring?
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DEFINITION
Succession planning is a process for identifying and developing people with the potential to fill key business leadership positions. Succession planning increases the availability of experienced and capable people that are prepared to assume these roles as they become available.
In contrast, replacement planning is focused narrowly on identifying specific back-up candidates for given senior management positions. For the most part position-driven replacement planning (often referred to as the "truck scenario") is a forecast, which research indicates does not have substantial impact on outcomes.
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Officer Recruitment
• Recruit all year• Who to Recruit• Benefits of being an Officer• Officer Interest Dinner• Recruitment Events
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Benefits of being an Officer
• Let’s start with “What will you take away” -- visibility within the local IT community, knowledge of trends and best practices from Leaders in the Industry, recognition among peers, motivation that re-charges the batteries for life
• YOU are part of the Programs even if you are just being a spectator or actually bringing the Topics to fruition
• WE need you to helps US get better• Tasks take 5 Hours or less per month– Teamwork!• WE build new relationships with colleagues and Industry Leaders• Be Part of something BIG ---YOU ----Your own development• Share your experience and time with others just like you• You don’t need to be a Manager• You don’t need Experience
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5. A new beginning, for better or for worse?
• Good to great | Same | Go down• New officer/leaders = excitement• Stay the same, sustainability
– foundation built– old leaders stay engaged, act as advisors and their input is taken into
consideration– Does the new leader have enough confidence in themselves to listen to
successful past leaders? Did the past leader mentor them enough?• Down hill, why and what can be done to prevent it?
– Knowledge passed along isn't enough– What happens if the new president doesn't have the right leaderships skills?– What happens if can't get the team on board or engaged?– Does someone step in or do reach you out to HDI for their help?
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Foundational Success
+ Attitude+ Collaboration+ Teamwork+ Processes+ Business/Consulting
Mindset= Success
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Being an HDI Local Chapter Officer is like Leadership
Training for FREE- Craig Baxter
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Reach for the top!
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Resources• www.thanks.com• www.iappreciate.com• RSA Animate – Drive:
The surprising truth about what motivates us
• www.carrots.com
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Eddie Vidal• HDI & Fusion Track Chair• HDI & Fusion Conference Speaker• HDI Strategic Advisory Board• President Emeritus of South Florida
HDI Local Chapter• Published in Support World
Magazine & HDI Connect• HDI Support Center Manager
Certified• ITIL V3 Foundation & OSA Certified• itSMF Podcast Producer & Jockey• 2014 itSMF President’s Award
Manager, UMIT Service [email protected]
305-439-9240 @eddievidal
http://www.linkedin.com/in/eddievidal
