2017 West CLT Session Responses

At our 2017 West CLT (Chapter Leadership Training) in Coeur d’Alene, Idaho, NMA leaders participated in several “group-based discussions” covering several important subjects. We have collected their answers, and posted them here to help assist YOU! Think of it as an NMA “Q and A” session…

Whether you’re facing problems in your chapter, or simply looking for some food for thought, this post is a treasure trove of valuable information. In the next few weeks, we will update this page to include responses from the 2017 East CLT, as well. Additionally, we encourage you to join the discussion and post your own answers in the comments box at the bottom of the page.

We would like to thank Candi Creel, CM, 2016 NMA Chairman of the Board, for compiling these responses and submitting them to NMA Headquarters.

Membership Recruiting and Engagement

  • $20 fee is against the secret of recruiting – added benefits, toastmaster
  • Believe in it, have passion
  • Make sure to show the value
  • Let them describe the value to you, work off feedback
  • Tailor to the members schedule / availability
  • Walk around and explain to me – why are you not involved, if you are leader, why not in this leadership org?, are you investing in yourself?
  • Hot button, passion : what do they do outside, how can they engage, can they present to the group or chapter
  • “Bribery” reduces the registration fee, dues, etc.
  • What’s in it for me? You get as much as you put in
  • Face to Face with leadership
  • Grow professionally
  • Get out of your comfort zone
  • Become the “parent” organization – show that you support the other organizations, but focus is more on leadership
  • Being creative
  • Invite others to come to the meetings
  • Bribery
  • Successful – prizes for recruiting, both recruiter and new member
  • Successful – Crew chief recruited and represented joined as realignment of schedule allowed attendance
  • Successful – Leadership courses offered, high interest recruited new members
  • Unsuccessful – duplicate time slot conflicts
  • Unsuccessful – media without physical people promoting
  • Successful – Having multiple, varied representatives
  • Membership drive at local restaurant
  • Key site exec tables – face to face with them
  • LMLA – FW – Whole week campaigning with different activities at different locations and times to approach everyone
  • LMLA – all hands- VP’s spoke about their positions and open opportunities
  • Series of “I want you”
  • Offered a free IPad
  • Connect; Engage with all ERGs with booth
  • Downstream from a director is impacted if they are not involved.
  • Above and the execs really believe in NMA and the professional development
  • Participation at events
  • Advertisement of events
  • When they are a part of the chapter
  • Town hall meetings – introduce NMA
  • RD encourage manager to join
  • Executive as speakers
  • Executive sponsorship
  • Professional development for members only
  • Training offered at cost of materials
  • Non-threatening
  • Safe environment
  • Instill confidence and assurance
  • Money in the form of gift cards (bring in 3 members, get an amazon card)
  • Mentorship opportunities
  • Drop registration fee
  • Purchase gift cards
  • Energizing on-boarders through unrelated questions
  • 2-3 month follow ups past on-boarding process
  • Spinning pitch to not be conflicting with other groups
  • Mentoring with executives
  • Professional development, social networking, community service opportunities
  • Performance commitments require you to do some related activities that can fulfill through the org.
  • Corporate night – buy a table
  • Follow up with new hires – phone calls are more personal than an email
  • Through employee orientation / onboarding
  • Working with other ERG/Groups to promote
  • Including “fact sheet” (1 page highlights) with intro package
  • Newsletter article about the full benefits of NMA organization
  • On boarding
  • recognition
  • Displays of appreciation
  • Acknowledgment / brochures / news
  • Reaching out to other groups who deal with external
  • Spotlight speakers – they can get their messages across but also they get to know NMA
  • Word of mouth
  • Waiving members fees (1/2 off)
  • ERG’s @ employee orientation
  • Professional development, skill gains are carried within sites
  • Gives you “visibility”
  • Increases networking opportunities
  • Good resume item
  • Highlights soft skills that may not otherwise be apparent in the day to day tasks
  • Networking opportunities and exposure for new hires.
  • Building up your personal “resume” with experiences and volunteering
  • Networking
  • Taking control of your career
  • Training / mentoring
  • Employee engagement
  • face time
  • Submit new chapter programs award entry (deadline June 1)
  • YES!

Professional Development

  • Rockwell Collins uses a local facilitator
  • Logs time
  • Energy NW – the leadership journey series, members like it
  • 3 chapters have bought it – Saturday classes
  • FOM and CM
  • LoL – Most chapters use them, for some chapters it is not good
  • Live webinars – use it to recruit new members
  • A few chapters have used, but it’s not offered often. Key takeaway is to get participants buy in on frequency and length of discussion sessions
  • Webinar – logistics are hard to sometimes login
    • Difficulty to follow along when not watching
    • Online suggestion – mention to turn the page to those the phone
  • FM – some people thought it was too simplistic / very basic
  • Did not see any benefit
  • Facilitators need to be “peppy” and keep the big picture in view
  • Ted talks are used (LM)
  • Panels of Executives
  • Mentors
  • Supervisor Management Skills (SMS
  • Now is FOM
  • 5 chapters using Building Virtual teams – is a “team bldg course”
  • Port of Seattle partners with Highline College for credits
  • BM Experts and Eng. NW offered a new course and discounted to join chapter
  • Make it fun – PO Opportunities
  • Business mgmt. expert – video and facilitation – need to allot +/- 1.5 hrs.
  • SMS – brought them into NMA, very good, skills acquired
  • Bring more current – might get people
  • Still reference the books from time to time
  • PMP, Office Suite, CM, FM
  • Help finance PMP through chapters
  • Small membership
  • No internal participants
  • Leadership encouragement to attend classes
  • Same training offered to often
  • Need new surveys
  • Hard to find out what people want
  • Topics wanted but associated costs too high
  • Food draws people
  • Fun times
  • At the end of each class, have a preview / teaser for the next class
  • Plan on budgets for PD
  • Support each member’s needs – Spanish classes, excel…
  • Certain portion – discounted rated @ chapter for members vs non member
  • Receive money from corp. to help fund chapters
  • Several have participated
  • Seemed Good
  • Still have to make time
  • Consensus – short and sweet, sounds good
  • First time some had heard about it
  • Suggest Grovo use a text reminder to try the leadership tool
  • Likes daily motivation talk while she drinks coffee
  • Good content / format
  • Emails were a bit overwhelming
  • One downside (at least of the videos in NMA Playlist) was lack of racial diversity in presenters. Another possible change – make “overdue” reminders have a positive spin, e.g. – Your learning is waiting.
  • Also be good to have stats by person so that the individuals could be recognized, e.g. – Steve did x course or Y hours”
  • Emphasize mobile use on smartphone
  • Good idea – have a manager / exec be the facilitator for a course – great recruiting tool
  • Grovo micro learning – first time hearing about it
  • Liked it
  • What do you get? – looking for CEU / Certificates when completing sessions
  • Broadcast info more to members, maybe texts and cell phones
  • Chapter leaders must share more information
  • Sometimes the company will pay for cm courses
  • It always helps if company execs support

Programs

  • Veterans night – honor guard / POW dinner
  • Comedy group on leadership
  • New director at packed bar on leadership
  • Movie screening – hidden figures
  • Budweiser wagon and Clydesdales
  • Pilot nights – pilots share their experiences
  • Corporate speakers
  • Social networking time
  • Executive / VP Sponsorship
  • 9/11 pilot – Col Mark Tillman
  • Movie screenings for new movies and social networking
  • Senior leader dinner
  • Christmas party and dancing
  • Networking events at Petroleum club in FW
    • Limited number of people
  • Bowling event with another group
  • Aeronautic night – 4 test pilots
  • 60th anniversary of U-2
  • Red Bull jumper was a speaker
  • Rags to riches story – 36 year Port of Seattle employee
  • Tech Fellows
  • Company exec presenting on himself NOT the company
  • Dyno speakers that present a topic that applied to everyone
  • Interactive meetings – audience participates
  • Top management panel
  • Multi generations teams
  • Wine tasting – had several wineries com in
  • Chief of Police
  • Cinco De Mayo – Authentic dancing
  • Nonprofit organizations
  • Leadership journey
  • Civic – police department
  • Local news casters
  • Detailed script – plan
  • VP – manager for each major event
  • Board member for each major event
  • Manager for each event / meeting – they coordinate everything for the event
  • VP of Programs and team of volunteers
  • Programs committee / member relations / special events
  • Bring to the board and work with the budget
  • Authors to speak and bring books
  • Ask members that sign up to attend a meeting to help support the meeting by volunteering for something
  • Hold meetings at different venues
  • Planning critical to success
  • Project related budget
  • Reuse what you can
  • Use previous actuals
    • Venue, # people
  • Utilize previous templates, assumptions
  • Historical data – knowing what has been done in the past
  • Know what chapter wants to do to determine cost
  • Use budget that was worked out at the beginning of the year
  • What to do to save money – run a competition for cost , speakers will sometimes reduce fees for non profits
  • Start with the programs budget then divide the rest up
  • History of what resources cost
  • Repeat venues
  • Pilots
  • Executive VP
  • Local non profits
  • Spotlight speakers
  • Bring in other organization to help them advertise
  • One guy used a real spotlight as a prop
  • Good way to recognize people, hero’s
  • Executives
  • Non profits
  • Family commitments
  • Right after work
  • Work schedule
  • Location
  • Other conflicts
  • Too busy
  • Other meetings / outside commitments
  • Having to get there
  • Type of meeting might not attract them
  • No shows
  • Location
  • Family
  • One bad meeting – bad reputation
  • Dates
  • Time frame
  • costs
  • Masquerade Ball – more people in orchestra than NMA members – too formal
  • Webinar not working
  • Masters programs

Secretary / Treasurer

  • No
  • 501C(3) status for scholarship funds – set up a separate account
  • LMT has been audited
  • Bookkeeper filed the tax and treasure stop
  • Checks and balance “book”
  • Turnover – keep good records
  • Only one audited
  • One does not file
  • One did not know what a 1099 was
  • Uses members for financial audit
  • Solutions = check into available resources in the community for  pro bono services
  • MCLDA has been audited – formal process for having an in-house audit every year. 2 weeks audit with formal letter of findings
  • Palmdale hires an outside auditor to come in every month and annually
  • No knowledge
  • Formal process – plans needed from other VP
  • Look at last year’s budget, plan and vote
  • CAR1 breakout
  • Offsite meeting each year to prepare for the upcoming one
  • Some chapters are still writing checks as opposed to using electronic sources
  • LMLA Palmdale – budget meeting 2 day event and leave with the completed budget. Some have used their homes, depends on your budget as to what you are able to do, this idea provides a focused environment with which to make informed decisions, 2 year commitments were mentioned you learn, you know, you train
  • LMLA 525 has an offsite meeting. They go on actuals from prior year and projections for upcoming year
  • They deal with subsidy funds from Lockheed, so run both restricted and unrestricted funds
  • Programs president and officers via web ex
  • Programs looks at average for baseline
  • Decisions to drop programs (i.e. dinners)
  • Yes and Yes – look at budget quarterly to readjust
  • CPA fees / Audit fees / late fees
  • Actual from previous year
  • Desk top guide
  • Emergency Fund $800-1500
  • Several chapters at the table have reserve funds
  • Reserve funds
    • Community engagement
    • Membership
    • Awards
    • Informational signs
    • Conference travel / attendance
    • Support chapter / admin
  • Yes – all chapters have a reserve fund and try not to have any unexpected items
  • Where do we put money – does the chapter know what to do in an emergency
  • Not go over budget
  • Yes
  • yes
  • Uses cash / credit card
  • Card was declined – was able to use reserve
  • Illegal to write a check knowing that it will bounce – pre-communicate with bod
  • Do not write checks w/o money in the bank. Incoming funds letters are set to remind them
  • All checks require 2 signatures
  • Email
  • Receipts issued via chase / ticket master
  • Not written traditional check – all by electronic
  • Check request for paid
  • We don’t understand? We do a check request form
  • Illegal to approve their own expenses
  • Personal card – reimbursement check to someone else
  • Desktop guide – online – check electronic transfer
  • Audit / free $800/year
  • Get requests signed – email alone may not qualify
  • VP approval, then finance approval, then the board. Check is made out and signed by two people
  • Donations above a certain about – BOD Approves
  • Payroll deduction – for anything, unable to collect on certain things though
  • Problems if payroll deduction is used and member leaves
  • Uses as official member count for payment to national
  • Struggles with payroll deduction
  • Speaker budgets – attract new talent and executives

Presidents / Vice Presidents

  • Learning to delegate – hard to let go, or easier to do it myself
  • Learning to ask people to do things
  • Keeping others on track / different motivations
  • Tough conversations
  • Forgiveness
  • Look to the left and the right, we all make mistakes and we are all human
  • Clear communications, delegation and follow up
  • We are all volunteers and still have to ask, please
  • Teamwork and collaboration – freedom of communication to express negative in addition to positive feedback.
  • Perceiving value in each individual
  • conflict averse, not addressing problems
    • not fair to others when one person doesn’t perform
  • overcommitted in responsibilities
  • not delegating enough
  • leaders following not enough knowledge
  • saying yes too much
  • speech contest success
  • I would have joined earlier if I had visited a meeting myself
  • Taking advantage of available resources
  • You ask them
  • Personal connections
  • Treat them like others
  • Culture – how can NMA add value
  • Ask executives to participate – sometimes we forget to ASK!!!
  • Just ask
  • Every committee develops a goal
  • Know where you are going – everyone involved
  • Link goals to corporate / civic objective and support members
  • Board members work together
  • Follow company – officers tell them what they need
  • Know where you are
  • SMART
  • Retreat
  • Serve pizza
  • Lessons learned from last year
  • Do a SWOT
  • Use NMA guide book
  • Start with vision and mission
  • Need to discuss a vision BEFORE goals / objectives
  • Start with NMA materials
  • Do an off-site / in person discussion
  • Off-site, where they are not disturbed.
  • Start with historical information to have basis to work off of
  • Bowl of candy, what candy ->get personal relationship
  • Most people don’t get “sparkle” in their jobs
  • Knowing their strengths and weaknesses
  • Easing people into the position
  • Job posting at FW LMLA roles
  • Ask for interest and passions
  • Ask after they have a few drinks
  • Go to your ex advisor and ask them, who would they recommend for an officer position? People are flattered to be highly recommended
  • Succession planning is important
  • Skills, know, abilities – communicate the level of work
  • Build your own resume
  • You have to ask
  • Advertise the roles and how they can help you in work positions
  • BE THE LEADER YOU WISH YOU HAD!
  • Flattery / Harassment / Bribery
  • Bring someone on to help from early on “groom” them
  • Ask people right when they join
  • Get members on committees
  • Make sure meetings are FUN!!
  • Recognition
  • Fancy titles
  • Ask off of list of High Potentials employees.
  • Spread the word during meetings
  • Bring them up as a support role first to give them a taste of a position
  • Relate to each other, become family
  • Make it attractive to people

Recognition and Awards

  • Table participants do not buy national awards because they are cost prohibitive – local vendors are more economical
  • July awards for chapter means that they don’t have anyone to put forward for the national awards
  • National awards – most do submit but one does not due to cost
  • LMLA has synergy meeting to nominate Executive of the Year
  • Silver Knight to the executive sponsor

 

2017-08-03T15:39:55+00:00

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