agenda

AGENDA Welcome Guest Speaker: John Rubino Follow, Get Out Of The Way, Or…Step Up Your Leadership Skills!”

Building a Strong Bylaw Foundation If I Knew Then What I Know Now! Keynote Presentation: Anne Ruddy 2011 Local Association of the Year Award No-Test Test Activity Wrap Up

Follow, Get Out of the Way, or…Step Up Your

Leadership Skills!

John A. Rubino, President Rubino Consulting Services rubinoconsulting@aol.com

rubinoconsulting.com

We are measured not by what we are, but by the perception of what we seem to be; not by what we say, but how we are heard; not by what we do, but how

we appear to do it.--- Anonymous

The shortest and best way to make your fortune is to let people see

clearly that it is in their best interest to promote yours.

--- Jean Del Bruyere

STEPHEN M.R.COVEY –THE SPEED OF TRUST Trust means confidence; the opposite of trust, distrust, is

suspicion.

In a high-trust relationship, you can say the wrong thing, and people will still get your meaning.

In a low-trust relationship, you can be very measured, even precise, and they’ll still misinterpret you.

According to a recent study, only 36% of employees believe their leaders act with honesty and trust.

Building Trust Is A Process… Vulnerability – people need to know you.

Predictability – consistency is the key.

Enable-ability - empower those around you.

Relational-ability - we follow the person first, then the plan.

Credibility – align your values and behavior with your vision.

An Actual Formula For Success… Low trust equals low speed and high cost.

High trust equals high speed and low cost.

(SxE)T=R [strategy times execution times trust equals results]

The age-old question: Is it better to be loved or feared?

Max Dupree – Leadership Is An Art Leadership is much more an art, a belief, a

condition of the heart, than a set of things to do. The visible signs of artful leadership are expressed, ultimately, in its practice.

Liberating people to do what is required of them in the most effective and humane way possible.

Max Dupree – Leadership Is An Art The first responsibility of a leader is to define reality. The last is to

say thank you. In between the two, the leader must become a servant and a debtor. That sums up the progress of an artful leader.

Leaders don’t inflict pain; they bear pain.

Leaders are obligated to provide and maintain momentum. Momentum comes from a clear vision.

Relationships count more than structure – horizontal versus vertical: ‘roving leaders’.

What Are The Global Trends? The ability to establish, grow, extend and restore

trust with all stakeholders – customers, business partners, investors, co-workers is…

THE KEY LEADERSHIP COMPETENCY OF THE NEW GLOBAL ECONOMY.

Today, we have many partnering relationships – it’s the new global work model of the 21st century!

Trust requires character (leader of the people) and competence (leader of the business)

WAVES OF TRUST

1. Self-Trust --- Am I credible? Am I someone people can trust?2. Relationship Trust --- Interacting with others in ways that build trust –

consistent behavior.3. Organizational Trust --- Organizations are no longer built on force, but on trust .4. Market Trust --- In the end, all you have is your reputation.5. Societal Trust --- Contributing and giving back.

EFFECTIVE LEADERSHIP IS GETTING RESULTS IN A WAY THAT INSPIRES TRUST

FOUR ZONES OF TRUST ZONE ONE: High Propensity to Trust; Low

Analysis

This is the “Blind Trust” zone of gullibility. It’s the Pollanna approach where people blissfully trust everyone. This is where we find those ‘suckers born every minute” – those people who are a sure bet to fall for internet, marketing, investment, and other scams .

FOUR ZONES OF TRUST ZONE TWO: High Propensity to Trust; High Analysis

This is the “Smart Trust” zone of judgment. This is where you combine the propensity to trust with the analysis to manage risk wisely. This is where you get good people judgment –including enhanced instinct and intuition. If you have a propensity to not trust, instinct and intuition will disproportionately tell you to not extend trust to others. On the other hand, without analysis, you might well mistake a propensity to trust alone for instinct and intuition.

Smart Trust doesn’t mean you extend trust to everyone. Based on the circumstances, your judgment may be to not extend trust or to extend only a limited measure of trust.

The key phrase: TRUST, BUT VERIFY !

FOUR ZONES OF TRUST ZONE THREE: Low Propensity to Trust; Low

Analysis

This is the “No Trust” zone of indecision. People here tend to not trust anyone. Because their own analysis is low, they tend to not even trust themselves. This zone is characterized by indecision, insecurity, protectiveness, apprehension, tentativeness, and immobilization.

FOUR ZONES OF TRUST ZONE FOUR: Low Propensity to Trust; High Analysis

This is the “Distrust” zone of suspicion, where you find people who extend trust very cautiously or not at all. In fact, some are so suspicious that they do not trust anyone but themselves. People in this zone tend to rely almost exclusively on analysis (usually their own) for all evaluation, decision making, and execution.

Here we find micro-managers who drive away their best and most talented employees.

FOUR ZONES OF TRUST Obviously, ZONE TWO – “Smart Trust” – is where we

find the most effective leaders.

The risk of being in ZONE FOUR – particularly as a leader – is extremely high. It’s the risk of having limited perspective, lack of collaboration, alienation of talent, and lost opportunity.

This is one reason why, in the global economy, not trusting people is often the greatest risk of all!

Thirteen Behaviors of Effective LeadersTalk Straight

Demonstrate RespectCreate Transparency

Right WrongsShow Loyalty

Deliver ResultsGet Better

Confront RealityClarify Expectations

Practice AccountabilityListen First

Keep CommitmentsExtend Trust

Successful Leaders Must Be Accomplished…

PSYCHOLOGISTS AND

DETECTIVES

Must know what makes people ‘tick’. Must successfully ‘mine’ data and use this

information, as well as business and people knowledge, to help achieve objectives.

YOU, AS AN EFFECTIVE LEADER, ARE TRULY UNIQUE!

You walk the fine line of consistently supporting your association and your

volunteers:

Achieving business objectives while meeting the needs of those you work with.

THE CHALLENGE IS TO MAINTAIN YOUR BALANCE!

‘Mind-Set’ Of The Effective Leader As in any discipline, leadership success requires a process of

continuous learning.

Successful leaders:- grasp what they are good at;- know what role they play in their organizations;- understand what they need to learn to take on new challenges.

It is your responsibility --- not any organization’s --- to manage your intellectual capital, build on it, and adapt to new experiences.

You need to develop a healthy and enduring capacity for self-assessment; a predisposition for learning new ideas and skills.

Are You An Opinion Leader?If not, do you know who they are in

your association?Make them your best friends!

They are scattered throughout your association They are the names you hear over and over

again They are the ones everybody listens to and

respects

Make An Honest Assessment Of Your Knowledge, Skills, Competencies, Behaviors, And ‘Reputation’

Know Thyself Know Thy Stuff “Walk the Talk” Honesty and Integrity Excellent Interpersonal Skills Superior Communication Ability

***MERGING QUALITATIVE ABILITIES WITH QUANTITATIVE SKILLS***

Three Primary Objectives Of Effective Leadership

Communication:

Ensure Understanding

Get Buy-in/Change Perceptions

Motivate the Right Behaviors

Global Research Consistently Shows That Most Organizations

Do A Poor Job Of Communicating With Their

Employees.

WHY???

Communication Effectiveness ModelACTION

COMMITMENT

ACCEPTANCE

UNDERSTANDING

AWARENESS

Tools And Techniques For Effective Leadership Communication

We can become more effective communicators by observing and learning from the world around us.

Who are the best communicators in our society…and what can we learn from them?

There Are Seven Sins In The World:

Wealth without workPleasure without conscienceKnowledge without characterCommerce without moralityScience without humanityWorship without sacrificePolitics without principle

Most people don’t do what they believe in; they do what’s most convenient, then they repent. ….Bob Dylan

While we tend to judge ourselves by our intent, we tend to judge others by their behavior. ….Stephen Covey

The illiterate of the 21st century will not be those who cannot read and write but those who cannot learn, unlearn and relearn. ….Alvin Toffler

MAX DUPREE

For many of us who work, there exists an exasperating discontinuity between how we see

ourselves as persons and how we see ourselves as workers. We need to eliminate that sense of

discontinuity and restore a sense of coherence in our lives.

Work should be and can be productive and rewarding, meaningful and maturing, enriching and

fulfilling, healing and joyful. Work is one of our greatest privileges. WORK CAN EVEN BE POETIC!

Questions?

Building a StrongBylaw FoundationRae Maré and Lisa LeveyWorldatWork

prepared and protected?

Is your association

ActionsTo Take

ReviewBylawFundamentals

ACTION

Rules adopted by an association chiefly for the government of its members and the regulation of its affairs

ACTION

Bylaw Definition

Main Components Mission Statement Board size and functionality Roles and duties of directors

and officers Rules and procedures

for holding meetings, electing directors and appointing officers

ACTION

Main Components Membership provision Conflict of interest policies

and procedures Process / procedures for

bylaw changes Decision-making protocal Other essential corporate

governance matters

ACTION

Explore andEvaluate

ACTION

Your association’s bylaws

Exemplary bylaws

ACTION

Explore and Evaluate

ACTION

Create anAction

Plan

What canyou dotoday?

Questions?

If I Knew Then What I Know Now!Saado Abboud, Mike D’Amico, Doug Sayed and Jan Smith

Run Your Association Like a Business

Mike D’Amico

Ottawa Regional Rewards Association Past President

Treat Your Volunteers Like You Would Your Employees Provide role description to outline expectations,

priorities and goals Provide opportunities to learn, grow and develop Distribute the workload effectively Recognize and reward Use effective and regular communication to keep

volunteers informed and engaged

Saado Abboud

Twin Cities Compensation Network Past President

Be Strategic in Your Thinking Anticipate and think beyond current

boundaries Set realistic timeline for getting the work done Identify scope and state clearly what is in and

what is out of scope Have the right person in charge to get the job

done Secure sufficient resources to complete the

work

Doug SayedNorthwest Compensation and Rewards Forum

Past President

Plan for the “New” Future Move towards Social Media Learning modes are changing today due to

technology: Are you adjusting?

Explore different marketing channels Pursue sponsorship, advertising and other

alternative sources of revenue

Jan SmithIntermountain Compensation & Benefits Assn

Past President

Reignite Your Revenue Sources Be aligned with your Mission and Vision Revenue from Membership Revenue from Product Sales Review the budget frequently Give revenue opportunities the respect and

time they deserve

If the revenue source is not burning as brightly as it used

to…

Re-Ignite it!

Questions?

Keynote Speaker

Anne Ruddy

WorldatWork Local Network

The Local Association of the Year Exemplifies:

Advancement of the HR profession

Professional development of members

Strong member engagement

Community involvement

Operation of a professional association

The Nominees Receive

Nominee icon displayed on the local association’s Web site, Online Community Group Page and the WorldatWork Local Network Leader Web page

Spotlight on the Local Network Leader Web Page

Recognzed at the Local Network Leadership Conference

The Winning Association Receives $1,000.00 cash award Complimentary WorldatWork speaker Plaque Featured in workspan Press release Award icon displayed on their Web site, Online

Community group page and the WorldatWork Local Network Leader Web page

The Nominees Are:Central Texas Compensation and Benefits Association

Charlotte Area compensation Council

Chicago Compensation Association

Columbia-Willamette Compensation Group

Compensation & Benefits Network of Greater St. Louis

Houston Compensation and Benefits

Human Resources Association of New York

Intermountain Compensation & Benefits Association

The Nominees Are: Northwest Compensation and Rewards Forum

North Florida Compensation and Benefits Association

Orange County Compensation & Benefits Association

Raleigh Wake Human Resource Management Association

Suncoast Human Resources management Association

Twin Cities Compensation Network

Upstate Total Rewards Association

2011 Results Achieved by the Winning Association Well-established, nationally recognized

mentor/mentee program More than 20 members actively involved as

Board and committee members Innovative community involvement 14% increase in membership in 2011 38% increase in total financials from 2010

The Winner of the 2011 Local Association of the Year Award Is:

Congratulations!