Your career in the chamber profession

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Your career in the chamber profession

  1. 1. YOUR CAREERIN THECHAMBERPROFESSIONWhere do you go from here?
  2. 2. OF THE FOLLOWINGATTRIBUTES, WHICH 5BEST DESCRIBE YOU?• When working with searchcommittees, often begin with anattribute exercise• Handout is sample attribute exercise• Do your skills match up to what mostboards are looking for?
  3. 3. • Intern – Alexandria, MN• Assistant Manager – Alexandria, MN• Coordinator – Rugby, ND• Executive Director – Montevideo, MN• Executive VP – South St. Paul/Inver Grove Heights• President – Twin West• President/CEO – Saint Paul• 2008 – Dowell ManagementMY HISTORYTHROUGH THE CHAMBER INDUSTRY ANDBEYOND
  4. 4. • Doing search work throughout the Midwest, we noticed that theindustry is changing:– Chamber executives are less willing to move to a new marketplace(often result of 2 income families)– The industry is getting older – average age of a chamber exec in 2012was 45 years old. (MACE Compensation & Benefits Survey, 2012)– Chamber executives are serving their chambers longer. In 2012, 46%of full-time chamber execs had been at their current chamber atleast 7 years. In 2010, that percentage was 40%.– Chamber staff are moving out instead of moving up – more “outsidethe industry, inside the community” hiring.– Seasoned professionals that are willing to move are a more valuableresourceTHE CHAMBER INDUSTRY IS CHANGING
  5. 5. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$50,000 ANDBELOW
  6. 6. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$50,000 -$100,000
  7. 7. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$100,000 - $200,000
  8. 8. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$200,000 - $300,000
  9. 9. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$300,000 - $500,000
  10. 10. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$500,000 - $750,000
  11. 11. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OF$750,000 -$1,0000,000
  12. 12. PROFILE OF THE AVERAGE MIDWESTCHAMBER EXECUTIVECHAMBERS WITHINCOME OFMORE THAN$1,000,000
  13. 13. LEADERSHIP&LIKEABILITYNo matter the size of thechamber, boards want thesame thing:
  14. 14. Examples:– Sales ability– Strong verbal communicationOCCUPATIONAL SKILLS2 COMPONENTS OF WHAT BOARDS WANTBEHAVIORAL ATTRIBUTESExamples:– Risk taker– Trustworthiness
  15. 15. LEADERSHIPATTRIBUTESWhat did you say?
  16. 16. 1. Visioning2. Financial Management3. Sales/Sales Management4. Staff Management Skills5. Strong verbal and written communications6. Focus/prioritizing tasks7. Strong strategic thinkingTOP OCCUPATIONAL SKILLS SOUGHTBY BOARDS/SEARCH COMMITTEES
  17. 17. 1. Honesty/Integrity2. Communicative3. Politically Astute4. Results Oriented5. Organized/PrioritizationTOP 5 – NEARLY ALWAYS INCLUDEDTOP BEHAVIORAL ATTRIBUTES SOUGHTBY BOARDS/SEARCH COMMITTEESOTHERS OFTEN SITED, BUT NOT ALWAYS:1. Follow Through2. Outgoing/Extroverted/Charismatic3. Tough Minded/Manage Conflict4. Creative5. Initiative/Self-Starter
  18. 18. – Commitment to being a pro – your job is to make the chamber stronger– Honest conversation with yourself and your family about making this acareer and not just a job• Seriously reconsider your willingness to relocate – lose the metromentality– Invest in continuing education and receive IOM designation, otherdesignations are helpful– Be a leader in your state association and with your fellow execs – thosewho give get back– Test likeability and leadership components– Serve your industry beyond your tenure• Mentor, internships, willingness to help industryTIPS ON DEVELOPING TALENT ANDMOVING FORWARD IN THE INDUSTRY

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