PIHRA District Leadership Development

1. PIHRA District Leadership Development Presented By [Insert District Name and Number]

2. The Role of VP Leadership Development – PIHRA Executive Board • Before we begin, the primary liaison for the District Boards for assistance is the V.P. Leadership for PIHRA • This volunteer job description is the key liaison with the districts, for coordination with the exchange of ideas and resources from the PIHRA Board to the districts • This entails succession planning, problem resolution and acting as liaison for between the District Chairs, the PIHRA administrative staff and the Executive Committee • The VP Leadership’s job is to ensure that the incoming district officers have access to resources and training for their positions • She has developed with the PIHRA staff and Executive Board members, key tools for the districts, available on the PIHRA website – resource page (updated June, 2014) • The current PIHRA V.P. Leadership is Dorothy Cociu. Contact info: Dorothy Cociu, Advanced Benefit Consulting, 4676 Lakeview Ave. Suite 208, Yorba Linda, CA 92886; Mailing PO Box 6677, Fullerton, CA 92834. (714) 693-9754 x 3. Email: dmcociu@advancedbenefitconsulting.com, or vpleadership@pihra.org.

3. Leadership Development • Formal and informal training and professional development programs designed for all management and executive level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations. • Source: SHRM HR Glossary of Terms, www.shrm.org/templatestoos/glossaries/page/default.aspx

4. Orientation • “Onboarding” - recruitment • Job Descriptions of each board position • Board orientation • Informal orientation

5. District Board Positions(Most common; best practices) • District Chair • District Vice-Chair • Past District Chair • Finance/Treasury Chair • Education/Professional Development Chair • Emerging Professionals/ Student Liaison Chair • Sponsorship Chair • Hospitality Chair • Membership Chair • Legislative Affairs Chair • District Secretary • Diversity/Emerging Affairs Chair • Programs Chair • Communications Chair • PIHRA Foundation Chair • Social Media Chair

6. District Board Job Descriptions • A List of and Description of All Best Practices Board Positions and Job Descriptions are now posted on the PIHRA website, resources page. • These are available in a word document so that you can copy and paste them into your district materials!

7. Don’t Be Afraid to Ask for Help! • Much of leadership development of your districts can be made fairly simply, if only you’ll learn to ask for help! • We likely have almost everything you need in a turn-key format to assist you… and if not, the PIHRA V.P. Leadership will help develop it!

8. Start Your Year With Special Training Sessions • As your new board year begins, it’s best to hold special training sessions or meetings for • Board members • Potential board members • Committees • Recertification credits • Strategic planning meetings work well for this purpose • Break out sessions for specific training of each board position • Use past successful leaders in that position to assist in the training of new leaders and potential leaders • Ask for PIHRA’s help if you need it!

9. The Best Way to Get Great Leaders – Share Leadership Development with The Districts! • Tell the story • Share information at district meetings • Recognize current volunteers • Build excitement and a desire for others to volunteer!

10. Taking the First Step • You have to take the first steps!

11. Motivating Volunteers • Recruitment Methods • Succession Planning builds for tomorrow as you work on today! • Attract board members who are people magnets! The rest will usually follow! • Make the process competitive and fun! • Motivation of volunteers • Build a vision and a roadmap for the journey • Planning=Accountability for execution • More ownership and passion • Follow your leadership • Model the behavior of good leaders before you • Delegate responsibilities • Drive accountability • Mentoring • Rewards • Challenge with rewards and public recognition • Responsibility and ownership • Development of leadership skills • Collaboration with others • Inexpensive awards, certificates, public recognition work wonders • Sponsors love to sponsor awards if there is a crowd!

12. What Makes a Good Leader • There is no one answer… Consider the following: • Motivation • Analytical skills • Thinking outside the box • Desire to get things done/results oriented type • Sales people are competitive by nature – love to be recognized – use that! • Training and mentoring can make a number of people good leaders!

13. Team Approach to Leadership • Use your talent pool to build teams • Committees of volunteers on a single project • Less tasks for each results in longer-term leaders! • Don’t burn your board out with too much volunteer overload! • Assign small tasks with the team, and help them to grow into a stronger team

14. Board Succession Planning • Members become committee members • Committee members become district board members (picking the best of the committee members) • District board members move up the chairs

15. What is Succession Planning? • A dynamic, ongoing process of systematically identifying, assessing, and developing high potential volunteers to contribute to the achievement of your district’s future strategic goals • Individuals identified by District Board members as capable of advancing to the next level • However, don’t underestimate the value of people who step up without being asked!

16. Assuring Leadership Continuity • Identify volunteers to fill those spots • Ensure the next generation of leaders are prepared to fill key roles • Identify strengths and weaknesses • What are their talents? • What are their best skill sets? • Use those talents and skill sets as an asset

17. Future Vacancies – Plan Now! • Can you identify replacements for the future? • Generally the same leaders year after year results in boredom, a lack of creativity and stunts the growth of the district • New blood means new ideas, fresh ideas • Strengthen and diversify the pool • Ensure your District’s mission/vision will be carried forward by future leaders

18. Thinking Outside the Box • New blood is usually key to thinking outside the box • Don’t let your district get stagnant; keep it fresh and exciting! • Encourage creativity and new ideas!

19. Key Positions - Performers • Handle critical tasks • Bring specialized expertise • Make decisions • Visionaries • Don’t assume they are always at the top! • Look for them and ASK!

20. Steps to Succession Planning • Analyze member roster for higher positions • Perform a “gap analysis” • Provide key development plan for key volunteers • Match board member mentor to each key person • Create a succession plan readiness chart or other tool • Evaluate the plan on a regular basis • Communicate and stay on track

21. How Do You Begin? • Get a commitment from your leaders! • Know the mission • Understand your membership • Know the competencies of key district positions • Lateral Succession?

22. Membership Is Your Most Important Asset! • Don’t forget, gaining new and retaining old members is your highest priority… They are your most important asset! Without members, you don’t have a district! • A new Membership Toolkit has been created to help you guide your Membership Chair! • Find the toolkit on the PIHRA website, Resources Page!

23. Resignations – Contingency Plans • It’s normal to have resignations due to volunteer relocations, job demands, etc, so it’s best to plan for it at all times! • Job-sharing and committee members who can step up if necessary to fill those slots • Create a talent pool • Think strategically • Manage the execution by influencing others and leading! • Use your communication skills; orientation and analytical skills • Build and sustain relationships; curiosity; know the business; team orientation; adaptation

24. District Best Practices • Each district will run it’s own meetings and have it’s own ideas, however, there needs to be some consistency between PIHRA home office and the districts. This is why we’ve developed ToolKits and other District tools. • The following are Best Practices, as discussed and determined by the Executive Board and District Chairs in 2014…

25. District Best Practices • Membership • VIP Program • PIHRA Home Office Campaign • Individual/personal calls • Inviting guests to meetings and encouraging membership • HR Round Table • HRCI Recognition • Raffle Prizes with Complimentary next meeting admission certificate • Other

26. Best Practices • Recruiting Members • Beg, bribe and take hostages! • Targeting those that attend district events • Make personal invitations in person • Other suggestions for consideration? • Review the new District Membership Toolkit for more ideas!

27. Best Practices • Most Successful Types of Meetings • Legal topics • Leaves of absence, harassment, etc. • Strategic level HR Topics • Well-Known speakers • Employee relations • Interactive Process • HR Roundtable • Other

28. ToolKits and Other Items Now Available to Assist You! • You can find PIHRA ToolKits, Board Positions/Job Descriptions, and other items to assist you in your new board’s success available on the PIHRA Website on the Resources Page (revised summer, 2014!!) • Have a successful year!