2. The Top Leadership Challenges
Balancing Job and ARMA Duties 1.
Volunteer Burn Out / Time Commitment
38%
Involvement and Engagement of Members 2.
Member Participation
23%
Succession Planning for the Board and Volunteer Roles 3.
Member Recruitment / Retention 9%

3. The ability to get things done with and through other people.
Leadership
The ability to get things done with and through other people.

4. The ability to get a LOT of things done with and through other people.
Effective Leadership
The ability to get a LOT of things done with and through other people.

5. Why Join ARMA?

6. WHY DO PEOPLE JOIN PROFESSIONAL SOCIETIES?
It’s a career investment:
They expect something of value in return.
Value is something that helps them:
-gain recognition
-gain access to continuing education
-advance in their career
Yes, they do want to support their profession, BUT….

7. Why Do People Join, Stay, and Take On Leadership Roles in ARMA?
it depends…

8. Because if your are in a profession you should support your professional organization - It’s the right thing to do!

9. Because the group is doing the right things…
Millennials
Because the group is doing the right things…

10. Why Do People Join, Stay, and Take On Leadership Roles in ARMA?
It’s the only place they can go where they don’t have to explain what they do for a living

12. …show them how ARMA can help them have a better day
Want to Get People to Join, Stay, and Take On Leadership Roles in ARMA?
…show them how ARMA can help them have a better day

13. You have to constantly trying to move membership from a TRANSACTION to an EXPERIENCE!

14. The Top Leadership Challenges
Balancing Job and ARMA Duties 1.
Volunteer Burn Out / Time Commitment
38%
Involvement and Engagement of Members 2.
Member Participation
23%
Succession Planning for the Board and Volunteer Roles 3.
Member Recruitment / Retention 9%

15. Member Engagement: The Key to Member Retention and Involvement
Member Engagement: The Key to Member Retention and Involvement

16. 1. Have a clear DEFINITION of “engagement”

17. engagement 1. an agreement to be married 2
engagement 1.  an agreement to be married 2. the state of being engaged :  emotional involvement or commitment

18. engagement  … “when you pay attention to the details of the situation you are in…”

19. 2. Be careful what you ask for and PREPARED to DELIVER!

20. 3. In everything you do, find ways to become more MEMBER-CENTRIC.

21. It’s not about YOU.
It’s not about the
Chapter or ARMA.
It’s about the MEMBERS
and PROSPECTS.

22. The number of “touches” isn’t the point any more
The number of “touches” isn’t the point any more. The point is to be sure that all of the touches are POSITIVE.

23. You do NOT have to treat all members THE SAME.
The key is to treat each of them the way they WANT TO BE TREATED.

24. MILLENNIALS are now the new majority
MILLENNIALS are now the new majority. What have you done/what are you doing to get to know them better?

25. Cracking the Millennial Code
Jason Dorsey, Center for Generational Kinetics
-have programs designed to develop talent
-create an “emerging leaders” advisory Board
-adapt recruitment materials to millennials
-allow them to customize their membership
experience
-use social media as a tool not a solution
-get testimonials from millennials already
getting value
-keep meetings fun – millennials are event-
driven

26. 4. TECHNOLOGY provides the best opportunities or the future, especially with younger members.

28. Engage Members by Asking Their Opinion
3-2-1

29. 5. Pay SPECIAL attention to FIRST YEAR members.

30. Manage the membership experience…..
…by onboarding new members effectively

32. Don’t “orient’ new members –
Better yet…
Don’t “orient’ new
members –
interview them!

34. Set up a specific new member welcoming committee to make that first personal contact

35. Encourage leaders to seek them out.
Make sure new members and first time attendees are identifiable (i.e. via name tags, etc.) at Chapter meetings a events.
Encourage leaders to seek them out.

36. Recognize new members on your Chapter website
Recognize new members on your Chapter website. It gives other members a chance to connect with them, and it enhances their SEO.

37. 6. Determine how you are going to MEASURE engagement.

38. Ways to Measure Member Engagement
1. Participation 2. Open rates 3. Responses to surveys 4. Inquiries 5. Social media input 6. Response time (late renewal, etc.) 7. Leadership 8. CE

39. 6) LOWER the EFFORT, LOWER the EFFORT, LOWER the EFFORT

40. The Top Leadership Challenges
Balancing Job and ARMA Duties 1.
Volunteer Burn Out / Time Commitment
38%
Involvement and Engagement of Members 2.
Member Participation
23%
Succession Planning for the Board and Volunteer Roles 3.
Member Recruitment / Retention 9%

41. MAKING USE OF MY ABILITIES
FRINGE BENEFITS
A FEELING OF ACHIEVEMENT
A SENSE OF ACCOMPLISHMENT
PAY
A FEELING OF BELONGING
DOING CHALLENGING WORK
A SENSE OF COMPETENCE
RECOGNITION FOR GOOD WORK
APPRECIATION FROM OTHERS
JOB SECURITY
PROMOTION AND ADVANCEMENT

42. MAKING USE OF MY ABILITIES 5
FRINGE BENEFITS
A FEELING OF ACHIEVEMENT
A SENSE OF ACCOMPLISHMENT
PAY NOT!!!
A FEELING OF BELONGING
DOING CHALLENGING WORK
A SENSE OF COMPETENCE
RECOGNITION FOR GOOD WORK
APPRECIATION FROM OTHERS
JOB SECURITY
PROMOTION AND ADVANCEMENT

43. To feel nurtured and have leadership opportunities
5 Things Millennials Want From Employers
To feel nurtured and have leadership opportunities
For employers to share their values
For employers to have a vision and positive impact
For people to come before profit
More than just a good salary

44. MAKING USE OF MY ABILITIES 5
FRINGE BENEFITS
A FEELING OF ACHIEVEMENT
A SENSE OF ACCOMPLISHMENT
PAY
A FEELING OF BELONGING
DOING CHALLENGING WORK
A SENSE OF COMPETENCE
RECOGNITION FOR GOOD WORK
APPRECIATION FROM OTHERS
JOB SECURITY
PROMOTION AND ADVANCEMENT

45. 5 Things Millennials Want From Their Employers
To feel nurtured and have leadership opportunities (making use of my abilities)
For employers to share their values (????)
For employers to have a vision and positive impact (a sense of accomplishment)
For people to come before profit (recognition)
More than just a good salary (pay, job security)

47. empathy leadership empathy
understanding another’s feelings or motives
leadership empathy
they believe you understand their situation

48. Having Empathy is a characteristic COMMUNICATING EMPATHY
is a leadership skill

49. Recruit the Right People the Right Way

50. Characteristics Skills

51. Use members’ TALENT instead of just their TIME, and you’ll get much better results.

52. 1. Have a PLAN for leadership succession, not a PRAYER.

53. 2. What can you do to attract YOUNGER PROFESSIONALS to membership and leadership?

54. 3. Be prepared to answer the five basic leadership questions MILLENNIALS will have.

55. Five Questions Young People Ask Before Volunteering
What is expected of me?
What training will I get?
How much time is involved?
Who/how many others have volunteered?
Is the work fulfilling and enjoyable?

56. 4. Use TERM LIMITS as one way to institutionalize
LEADERSHIP TURNOVER.

57. 5. If you do that, what are you going to do to keep your “experienced” groups of leaders engaged?

58. Ways to Engage More Experienced Members
-Liaisons
-Writers
-Speakers
-Mentors
-Recruiters
-Planners

59. 6. Don’t let your Chapter’s structure be a BARRIER to leadership.

60. 60

61. 7. Organize by
OUTCOMES

62. 8. Be sure to consider CULTURAL differences, as well as GENERATIONAL differences.

63. 9. Set your leaders up for success by providing leadership TRAINING.

64. 10. When it comes to getting people to commit to leadership, the WHO is just as important as the HOW

65. The ability to get things done with and through other people.
Leadership
The ability to get things done with and through other people.

66. The ability to get a LOT of things done with and through other people.
Effective Leadership
The ability to get a LOT of things done with and through other people.

67. Exceptional Leadership
The ability to initiate change with and through other people.

69. The Goal of the ARMA Leadership Workshop: Developing Exceptional Leaders

70. We need to Learn How to Give the GIFT of LEADERSHIP

71. The Gift of Leadership: What You Take Away -and USE- From Your Leadership Experience

72. Make Leadership involvement one of the values of membership in ARMA

74. Things You’ll Tell People You Learned at the
ARMA Leadership Conference 74

76. 1) I Can Make Ice.

77. DELEGATION is a leadership skill

80. 2) OPRAH has NOTHING on me!

81. LISTENING is a leadership skill

83. 3) We Need to Put More
OR’s
in the Water

84. ENGAGING OTHERS
is a leadership skill

86. 4. We Never Know the
LIVES We TOUCH

87. RECOGNITION
is a leadership skill

88. The Goal of the ARMA Leadership Workshop: Developing Exceptional Leaders