Jci uk impact plan 2010 2012

PRIDE IN OUR FUTURE IMPACT PLAN JCI United Kingdom 2010-2012 14th April 2010 Solveig Malvik Impact Officer 2010

About This document provides a framework plan of action for Junior Chamber International (JCI) United Kingdom for the years 2010 through 2012. As the ultimate purpose of the plan of action is to reinvigorate and engage local chambers, this document will provide only an outline plan of action for the next three years. The content detail of the plan will be defined by the needs and requirements of the local chambers, by the local chambers, for the local chambers. This plan of action sets out how the needs and requirements of local chambers can be mapped, how responses can be found in cooperation with local chambers, how measures should be taken to ensure ownership by the local chambers of the solutions provided and how JCI UK can best support the implementation of the aforementioned solutions. This plan of action does not seek to identify problems or suggest solutions, but simply give a framework for how problems and solutions can be found with the active involvement of the local chambers, securing local chamber buy-in and ownership of the process. The role of JCI UK in this process will be that of a moderator and coordinator only. Pride in our Future JCI United Kingdom 2010-2012

Content • Introduction – Pride in Our Future – Impact – Collaboration • Plan Of Action – 3 year plan – Workshops – Working Groups – Collaboration matrix – Internal marketing – Timeline Year 1 – Budget ● Suggested reading list Pride in our Future JCI United Kingdom 2010-2012

Pride in Our Future Pride. /praɪd/ n.1. A sense of one's own proper dignity or value; self- respect. 2. Pleasure or satisfaction taken in an achievement, possession, or association. 3. A company of lions Our. /aʊər/ n. 1. belonging to us; of us. Us. /ʌs/ n. 1. JCI United Kingdom Future. /ˈfjuː.tʃər/ n. 1.The indefinite time yet to come. 2. A prospective or expected condition, especially one considered with regard to growth, advancement, or development. 3.The years following 2010. Pride in our Future JCI United Kingdom 2010-2012

Introduction Local presidents are overworked…. ● Low level of knowledge transfer between chambers; always reinventing the wheel ● Many new presidents; little knowledge and confidence about the organisation and its structures & resources ● Perceived feeling of little support or benefit from National Organisation …and underused ● Little or no request for input from Presidents from National Board other than at National Awards ● Local Presidents have no strategic input towards the direction the organisation is taking ● National events underused and uninteresting to attend Pride in our Future JCI United Kingdom 2010-2012

Introduction Build Pride and Involvement in JCI UK through a 3 year action plan Better communication between JCI UK and Local Chambers Promote knowledge transfer between chambers and generations Enhance visibility of local chambers and JCI UK nationally and internationally Better use and support of Local Presidents’ resources and abilities Engage local chambers in the solution, not the problem Spread our enthusiasm for this wonderful organisation! Pride in our Future JCI United Kingdom 2010-2012

Impact Impact. /ɪmˈpækt/ n. a powerful effect that something, especially something new, has on a situation or person Visibility Making the organisation and its activities real and visible to all our stakeholders. Impact on… membership community (current, alumni, Senators, future) local communities nationally (UK) Internationally (JCI community) Ownership sharing but with ownership “Connected autonomy” Individual impact on the organisation made visible and incentivised Action Move from planning and thinking to acting Impact through action Pride in our Future JCI United Kingdom 2010-2012

Impact Quadrant EXTERNAL Motivation Impact Promotion Action some Yes! Talking Building Skills Planning Learning by doing INTERNAL Thinking No! some TALK ACTION Pride in our Future JCI United Kingdom 2010-2012

Collaboration Collaboration. /kəˌlæb.əˈreɪ.ʃən/ n. when two or more people work together to create or achieve the same thing Good collaboration allows us to grow together as an organisation, to share best practice and to stand on the shoulders of giants. Good collaboration allows the individual to excel, to be recognised for individual achievements and to feel part of and contribute to our communities. To ensure good collaboration:  Reduce barriers to collaboration and get buy-in toward a common goal  Encourage management that rewards both independent results and cross- chamber contributions  Create nimble and flexible networks that deliver results Pride in our Future JCI United Kingdom 2010-2012

Collaboration Quadrant HIGH Undisciplined Collaboration “Connected Autonomy” ● No coordinated outcome + Active Knowledge Transfer ● No gain from collaboration +Active sharing of Best Practices ● Low or random communication + Shared goal, shared future ● No coordinated or value added + High level of communication sharing of best practices +Recognition of contributions Performance from + Teamwork with individual collaboration ownership Centralization Disconnected Autonomy ● Top-bottom ●“Silos” thinking ● One way communication ● No sharing of Best Practices ● Central organisation dictates ● Protectionism and fiefdoms activities ● No communication between Chambers ●Central organisation inactive LOW Performance from LOW HIGH centralisation Pride in our Future JCI United Kingdom 2010-2012

Plan of Action Year 1: Prepare •We get a clear picture of the state of the organisation •Working groups across the country develop solutions •Everyone participates in defining the purpose of JCI UK Year 2: Consolidate •We implement solutions created in year 1 •Active sharing of best practices, active collaboration, active communication •Evaluation of year 1 Year 3: Impact! JCI UK is a growing organisation that shares best practices actively, learns from successes, engages local members and its activities are visible internally and externally; nationally and internationally. Our members are proud of their membership and our sponsors and partners are proud to be involved with JCI UK. Pride in our Future JCI United Kingdom 2010-2012

Workshops The point with the workshops at Presidents Day and National Convention are to identify the issues facing local chambers in JCI UK and use the opportunity when local presidents are gathered together to add value to the organisation. The workshops allow LOM presidents to face head-on the current issues chambers are facing, work out practical solutions that all parties feel an ownership towards and create a plan of how to move forward which has the buy-in of all parties. The workshops recognise the role and importance of the local presidents in the organisations, allows them to share best practise and contribute to the future of the organisation. The topics under discussion at the workshops should be defined by the local Presidents themselves based on their knowledge of their local organisations and the issues they are facing, backed by the document provided by JCI UK based on interviews with all local chambers. JCI UK will function as a moderator at the workshop that will take the form of “World Café” discussion tables. Topics can be; transfer of best practice, membership, marketing, pride in our future, profiling and sponsorships etc… Pride in our Future JCI United Kingdom 2010-2012

Working Groups The work started at the workshops will continue in smaller working groups or task forces (choose the name that sounds most proactive). The local presidents will be able to choose with which group they want their chamber to be involved. Deadlines and means of communication for the groups will be proposed at the workshop in order to facilitate the working groups. One coordinator from the National board will be responsible for moderating and following up on the working groups. It is important that the work in the groups is not an additional burden for local chambers. Working groups are also an opportunity for the LOM Presidents to involve other members or directors in their chamber. Pride in our Future JCI United Kingdom 2010-2012

Collaboration Matrix A collaboration matrix is a tool to map where different departments in an organisation can add value and create synergies by sharing best practices and assisting each other. The collaboration matrix can best be used as the last part of a workshop, focusing on making the local presidents aware of their chambers’ strengths and weaknesses. At the end of a workshop we will go through the collaboration matrix with a moderator, mapping areas where different chambers can aid and help develop each other and agree on how to move forward from here; timelines, ways of communicating and who will do what. Pride in our Future JCI United Kingdom 2010-2012

Collaboration Matrix This is an example of what a collaboration matrix can look like: Sheffield Leeds Portsmouth London Chamber Strong in Strong in design Very active core Strong in monetary member and high profile group, not much partnerships, competition structures and KT retention events Help consolidate Sheffield Share design chamber structures Large but transient templates, best and build stronger membership base, practices from high monetary partnerships, need help with profile events activate & mobilize retention members Leeds not Help consolidate Leeds interested in Leeds is developing chamber structures Large but inactive trainers, Portsmouth and build stronger membership base, member growth, can provide training monetary partnerships, but retention & opportunities while have potential for strengthening events activate & mobilize more partners activation members Portsmouth Share best Share design Help consolidate Weak in member practices member templates, best chamber structures retention & events, growth, but practices from high and build barter need barter retention & profile events partnerships partnerships activation London Help with Share design London is developing Large but transient membership templates, internal trainers, Portsmouth membership base, retention program, marketing can provide training share best opportunities while need help with experiences strengthening events retention practices Pride in our Future JCI United Kingdom 2010-2012

Internal Marketing We make our organisation’s activities visible to our members through internal marketing. Internal marketing allows the members to feel they are part of a living, real and dynamic organisation. The message “Pride in our future” will be implemented UK wide and strengthened through constant visibility (newsletters, website, fridge magnets). By making the message visible, we build pride in the message, in the effort, and in the organisation. Incentivising collaboration: We enhance collaboration through incentives. We measure the chamber that is the most collaborative and award a special “Impact Award” at the National Convention in November. As we reward and recognise collaboration we will see our organisation grow. Pride in our Future JCI United Kingdom 2010-2012

Budget Money will be applied for from JCI EDC, BJC Foundation and the JCI Foundation. JCI European Development Council is a body that supports growth in Area D. The application form is little less than an Award submission and needs to include a budget. Budget: • Travel bursaries and Admin to enable presidents & deputies to come to Presidents Day and other events for workshops (I believe funding is needed for the first couple of events in order to set a precedent) • Internal marketing • External marketing • Strengthening dying chambers and re-engaging the recently dead A new budget will have to be applied for from EDC in 2011 and 2012 Pride in our Future JCI United Kingdom 2010-2012

Time line – Year 1 Step 1 Step 4 •Map situation in chambers locally •Implement! throughout UK •Working groups in action •Create report on best practices in LOMs, what works, current issues Step 5 •Distribute report to LOM Presidents •Report and review at National •Finalise a 3 year Plan of Action Convention in November •Apply for growth funding from EDC •Next steps and goals for 2011 •Workshops with Presidents & Step 2 Deputies •Workshops at President’s Day in Belfast for Presidents & Deputies Step 6 •Create national task forces or working •Report to EDC groups on the different issues Step 3 •Collect results from workshops •Write out results from workshops, distribute to LOMs Pride in our Future JCI United Kingdom 2010-2012

Pride in our Future – Pride in JCI UK Pride in our Future JCI United Kingdom 2010-2012

Suggested reading list… Hansen, Morten T.: “Collaboration” Owen, Jo: “How to Lead” Sloane, Paul: “The Leader’s Guide to Lateral Thinking Skills” (more about leadership than thinking) Contact: Solveig.malvik@gmail.com Pride in our Future JCI United Kingdom 2010-2012

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Jci uk impact plan 2010 2012

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