The document summarizes a leadership training presentation on recruitment, retention, and engagement strategies. It discusses defining leadership roles, understanding motivations, targeting different life stages, and developing an action plan. The presentation aims to help leaders attract and keep volunteers through best practices like knowing their vision, tailoring messages to interests, and providing recognition. It emphasizes balancing the three elements of recruitment, retention, and engagement for organizational growth.
SMART LEADERSHIP (Situational Leadership) TrainingKanaidi ken
Kanaidi, SE., M.Si (Penulis “Buku PERIKLANAN”, Service Quality and Motivation Trainer, Dosen Marketing Management, Praktisi Bisnis)
email : kana_ati@yahoo.com atau kanaidi@yahoo.com atau kanaidi@poltekpos.ac.id atau kanaidi@posindonesia.co.id
HP. 08122353284
PIN bb : 27CBC148
Facebook : Kanaidi Ken & Kanaidi Ken Part II
Executives do not want to be "Taught Leadership". They are already leaders, experts in their field and have proven that they know what it takes to get the job done so what could we teach them.
This class does not look to teach a leader how to lead but rather works with Leaders to unlock, better articulate, and share their leadership abilities across the organization.
During this interactive seminar style class; C-level execs age given the tools they need to assist in capturing and passing their own knowledge and experience on to the next generation of leaders of the organizations they have built
Penn SACCA Coaching For Program Improvement 11 8-13 v4PhillyOST
This deck reviews best practices to define coaching for quality improvement, provide the right mindsets for coaching individuals, tools to engage staff members in the process, and the opportunity to plan to implement a CQI process. This is an approach from the DHS-PHMC OST Project in Philadelphia, PA.
My Big Plan: Creating a Life Plan You Can Stick ToMark Odean Grant
My Big Plan Personal Workbook is a practical tool to organize your life from purpose to practice. It is designed to help you to simplify your goals and develop effective plans to achieve your desired results.
In this presentation, I share a few ideas and approaches to creating an effective life plan by optimizing your goal setting and achievement strategies.
Learn more at http://www.mybigplan.xyz/
SMART LEADERSHIP (Situational Leadership) TrainingKanaidi ken
Kanaidi, SE., M.Si (Penulis “Buku PERIKLANAN”, Service Quality and Motivation Trainer, Dosen Marketing Management, Praktisi Bisnis)
email : kana_ati@yahoo.com atau kanaidi@yahoo.com atau kanaidi@poltekpos.ac.id atau kanaidi@posindonesia.co.id
HP. 08122353284
PIN bb : 27CBC148
Facebook : Kanaidi Ken & Kanaidi Ken Part II
Executives do not want to be "Taught Leadership". They are already leaders, experts in their field and have proven that they know what it takes to get the job done so what could we teach them.
This class does not look to teach a leader how to lead but rather works with Leaders to unlock, better articulate, and share their leadership abilities across the organization.
During this interactive seminar style class; C-level execs age given the tools they need to assist in capturing and passing their own knowledge and experience on to the next generation of leaders of the organizations they have built
Penn SACCA Coaching For Program Improvement 11 8-13 v4PhillyOST
This deck reviews best practices to define coaching for quality improvement, provide the right mindsets for coaching individuals, tools to engage staff members in the process, and the opportunity to plan to implement a CQI process. This is an approach from the DHS-PHMC OST Project in Philadelphia, PA.
My Big Plan: Creating a Life Plan You Can Stick ToMark Odean Grant
My Big Plan Personal Workbook is a practical tool to organize your life from purpose to practice. It is designed to help you to simplify your goals and develop effective plans to achieve your desired results.
In this presentation, I share a few ideas and approaches to creating an effective life plan by optimizing your goal setting and achievement strategies.
Learn more at http://www.mybigplan.xyz/
A presentation for students and young people seeking identify a career they can live on for a lifetime and enjoy the experience whiles on the career path.
Joanne Love Elite Performance ManagementJoanne Love
With Leadership Coach and trained psychologist Joanne Love, learn to lead people to achieve greater success. Use those skills to influence those around you for better results and to reach your organisation’s goals.
Joanne’s strength in helping people develop leadership skills has been proven in demanding situations of all kinds. For decades she has led Australia’s elite athletes, coaches, and teams to success. Applying her understanding of how leading athletes tick, Joanne helps sports coaches, retail managers and C-Suite management to:
- Use leadership influence to set direction
- Build and lead teams that work well together
- Build excellent relationships with staff
Understand what drives people, engage your leadership skills, and learn to transform individual and team behaviour with Joanne Love.
Most people would agree that starting a new job is a challenge, no matter what the role is. Many executives have a great deal of experience of moving from position to position and are, therefore, comfortable with the fast pace of the business world.
In the world of PMI volunteering, it might not be as seamless of a transition. This session will share personal experiences in transitioning into a volunteer leadership position at PMI, and will discuss how to develop a “personal transition strategy” for your new volunteer role with PMI.
MedRecruit Leadership Programme - 8 - Creating an 'A' TeamMedRecruit
MedRecruit's Managing Director, Dr Sam Hazledine, looks at what constitutes an 'A' Team and how to achieve an 'A' Team, to help you to get the most out of your workforce.
To watch this presentation visit: http://youtu.be/oW79cVTxLqo
http://www.medrecruit.com/
https://twitter.com/MedRecruit
http://www.linkedin.com/company/medrecruit-limited
https://www.facebook.com/MedRecruit
http://medrecruit.blogspot.co.nz/
A presentation for students and young people seeking identify a career they can live on for a lifetime and enjoy the experience whiles on the career path.
Joanne Love Elite Performance ManagementJoanne Love
With Leadership Coach and trained psychologist Joanne Love, learn to lead people to achieve greater success. Use those skills to influence those around you for better results and to reach your organisation’s goals.
Joanne’s strength in helping people develop leadership skills has been proven in demanding situations of all kinds. For decades she has led Australia’s elite athletes, coaches, and teams to success. Applying her understanding of how leading athletes tick, Joanne helps sports coaches, retail managers and C-Suite management to:
- Use leadership influence to set direction
- Build and lead teams that work well together
- Build excellent relationships with staff
Understand what drives people, engage your leadership skills, and learn to transform individual and team behaviour with Joanne Love.
Most people would agree that starting a new job is a challenge, no matter what the role is. Many executives have a great deal of experience of moving from position to position and are, therefore, comfortable with the fast pace of the business world.
In the world of PMI volunteering, it might not be as seamless of a transition. This session will share personal experiences in transitioning into a volunteer leadership position at PMI, and will discuss how to develop a “personal transition strategy” for your new volunteer role with PMI.
MedRecruit Leadership Programme - 8 - Creating an 'A' TeamMedRecruit
MedRecruit's Managing Director, Dr Sam Hazledine, looks at what constitutes an 'A' Team and how to achieve an 'A' Team, to help you to get the most out of your workforce.
To watch this presentation visit: http://youtu.be/oW79cVTxLqo
http://www.medrecruit.com/
https://twitter.com/MedRecruit
http://www.linkedin.com/company/medrecruit-limited
https://www.facebook.com/MedRecruit
http://medrecruit.blogspot.co.nz/
To succeed, you need to innovate VALUE.
To survive, you need to maximise PROFIT.
To sustain, you need to empower PEOPLE.
Let Morphos be your partner for change and create a sustainable high-performing business!
Call us at (+65) 6749 5850 or email Louis at louis@morphos-intl.com
I designed this guide to help entrepreneur's navigate the opaque world of coaching. I also created this guide to help them assess and find an amazing coach who is a strong match. Fit is incredibly important because it has a direct impact on the strength of the alliance and quality of outcomes.
This guide is broken up into a number of sections. First, I provide an overview on what coaching actually is. I then share insights into the coaches toolbox. Said another way, the experiences, skills and certifications that a coach may have. From there, we'll dive into how you can run a process and determine fit. I then highlight coaches and organizations that have been recommended by your peers. On our way to wrapping up, I share how you can think about pricing and ROI. Finally, I leave you with some resources if you want to go deeper into coaching.
Working with a coach is a big investment in time, money and energy. Both sides should feel charged to co-create a partnership, embark on a life-changing journey and grow together over time. That's why going into the process armed with guidance and information is so critical. Good luck!
Presentation delivered by Pablo Junco to the HOLA Community at Microsoft. The objective was to provide guidelines to people how want to become a mentor (or improve their skills as mentor.
HOLA stands for Hispanic & Latino Organization of Leaders in Action. HOLA provides professional development and networking opportunities for members and allies of the LatinX and Hispanic communities.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
Changing Group to High Performing Teams with SOBATWAY through LeadingSeta Wicaksana
A productive leader can help to improve efficiency by getting the most out of their team.
Leaders can help improve efficiency by ensuring everyone is working towards the same goal and doing what they do best.
They can provide guidance and direction and delegate tasks to make the most of everyone's strengths.
Someone who leads by example can expect to receive trust and respect from their team.
Superiors see them as someone who is capable of running a team, and employees see them as trusted mentors.
A trusted leader can also inspire teammates to respect and trust each other.
One critical factor how successful organizations efficiently and effectively strategize and implement key plans and projects to achieve their objectives and goals is the fact that these organizations adopt and practice proven business concepts and models. Those organizations that do not will fail and fail again despite their best efforts.
This presentation lists useful business concepts and models learned, designed and applied in my Training, Facilitation and Instructional Design work
Similar to NAAAP Boston Leadership RRE Training 20120422 - Slideshow+Debrief vE (20)
NAAAP Boston Leadership RRE Training 20120422 - Slideshow+Debrief vE
1. +
LEADERSHIP
Recruitment
Retention
Engagement
Presented by Celia Ho & Lisa Strack
Director of Networking & VP of Relations
NAAAP Boston Leadership Training
April 22, 2012 • Boston University
Adapted from 2012 NAAAP Leadership Academy
presentation by David Lum,Senior Advisory Council,
NAAAP National & Director,Motorola Solutions
3. +
Purpose – Why discuss this?
n Get volunteers to help NAAAP achieve its potential
n Attract top quality leaders
n Retain leaders
n Motivate leaders to do more and climb higher—and keep
them there
4. +
Prime Your Mind
Performance Orientation
vs.
Learning Orientation
Everything is a project.
Live and work with a bias toward action.
Action Steps | Backburner Items | References
n ANALYZE: Are you ready?
n ACT: Prime your mind!
8. +
The Elements Defined
Element Definition Result
Recruitment
Finding, attracting, and onboarding
volunteers and leaders
Paying
members
Retention Keeping people
Active
volunteers
Engagement
Motivating people into action,
commitment, dedication, and loyalty
Leaders for
growth
n ANALYZE:What does your unit need the most? Where do your
strengths lie? How about your co-leaders? Are there weak spots?
10. +
To Find and Attract Leaders…
n Have organizational presence
n Satisfy mutual interests
n Create a profile of the team members you want
n Develop a strategy for events and leadership behavior
n ANALYZE: Does your unit meet these criteria?
n ACT: Create a team member profile.
11. +
Target Strategy to Life Stage
Life Stage Emotional State Engagement Strategy
College
Graduates
Uncertain, fearful,
lonely, enthusiastic,
idealistic
• Foster technical competencies
• Develop people skills, time management skills
• Develop career path and road map
• Utilize in events and projects
Early-/Mid-
Career
Professional
Excited, anxious,
challenged, mature
individual
• Foster managerial competence
• Develop business sense and acumen
• Develop technical depth
• Put into mentoring programs as mentee
Mid-/Late-
Career or
Executive
Professional
Proud of
achievements;
enjoying work/life
balance; plateaued,
satisfied; burnt out
• Foster leadership competence
• Assign tough challenges, advocacy work
• Provide opportunity to leave legacy
• Make mentor, advisor, coach, Board member
Retirees &
Seniors
Wants affirmation, a
legacy, community
work, to remain
relevant
• Network, network, network
• Provide recognition for life’s work
• Allow advocacy work as legacy
• Make mentor, advisor, worker bee, role model
n ANALYZE:Which life stage are you in? The people in your unit?
n ACT: Identify groups/strategies to focus on.
12. +
Best Practices for Recruitment
n Know the vision and mission
n Tailor the message
n Network through as many channels as possible
n Understand our values and the type of people we want
n Put people persons in recruitment roles
n Create more connection points
n Provide a structured environment
n Simply ask people to join
n ANALYZE:Which best practices do you use?
n ACT: Identify steps you can take to improve recruitment.
14. +
To Retain Leaders…
n Members must see the WIIFM – What’s In It For Me
n Leaders must find and satisfy members’ motivations
15. +
Motivation Profiles
Motivation Personality Profile
Achievement • Desire excellence
• Wants to do important and challenging work
• Wants advancement possibilities
• Needs feedback as a reward
Affiliation • Wants to be popular
• Desires interaction
• Wants to help others
• Enjoys working with people
Power • Likes to lead or be in charge
• Enjoys status and position
• Enjoys influencing people
• Likes recognition
• Likes their ideas to dominate
n ANALYZE:Which profiles best describe you, your fellow leaders,
and committee members?
n ACT: Identify steps you can take to better satisfy your unit’s needs.
16. +
Best Practices for Retention
n Define job roles and communicate importance to chapter
n Give timely and constructive feedback for personal and
professional development
n Know the vision and mission statements for your unit and
communicate them often
n Refine and adapt your management skills
n Create people development processes and events
n Differentiate rewards for outstanding performers; use positive
reinforcement
n Enhance leaders’ professional skills through NAAAP work
n ANALYZE:Which best practices do you use?
n ACT: Identify steps you can take to improve retention.
17. +
Agenda
n Purpose
n Prime Your Mind
n Training Objectives
n Leadership Engagement Strategy: RRE
n Recruitment
n Retention
n Break
n Engagement
n Action Plan
n Takeaways & Debriefing
18. +
Break • 10 minutes – Don’t be late!
n If your actions inspire others to dream more, learn more, do more
and become more, you are a leader. –John Quincy Adams
n Leaders aren’t born, they are made. And they are made just like
anything else, through hard work. And that’s the price we’ll have to
pay to achieve that goal, or any goal. –Vincent Lombardi
n Never tell people how to do things.Tell them what to do and they
will surprise you with their ingenuity. –George Patton
n The key to successful leadership today is influence, not authority.
–Kenneth Blanchard
n Leadership is the capacity to translate vision into reality.
–Warren G. Bennis
n A leader is a dealer in hope. –Napoleon Bonaparte
24. +
To Build Engagement . . .
n Know yourself as a leader and adapt to your team
n Communicate openly, build trust, have integrity, be
professional and transparent
n Focus on volunteers as unique individuals; help them achieve
their dreams and desires
n ANALYZE: Do you do these things?
n ACT: Identify steps you can take to increase engagement.
26. +
Agenda
n Purpose
n Prime Your Mind
n Training Objectives
n Leadership Engagement Strategy: RRE
n Recruitment
n Retention
n Break
n Engagement
n Action Plan
n Takeaways & Debriefing
27. +
Create Your Action Plan
1. Identify chapter needs
2. Create vision and mission for your units
3. Put the right people in the right positions
4. Create an organizational chart and define roles
5. Develop business plan
6. EXECUTE
n ACT: Discuss chapter needs as a group. Compare notes with your
unit. Draft job descriptions and organizational chart for your unit.
In 6 simple steps!
29. +
Debrief the Presentation
n Hearing everyone’s experiences & thoughts,
especially each leader’s motivation type &
whether s/he is currently satisfied.
n Great opportunity to think strategically vs. just
operationally (sustainability)
n Great opportunity to assess/think about what we
should spend more time on
n Learning how to contribute & create action plans
n Format & pacing
n Knowledge is applicable to personal, professional,
& NAAAP lives.
n Great starting point for working on these issues
n Allow more time for the workshop.
n Send presentation materials ahead of time so
leaders can start thinking & doing prep work.
n Avoid feeling too rushed for reflection by adding
reflection time at the end of each section, or reflect
in groups/units & report out.
n Breakouts would improve presentation flow & allow
time to do real work.
n Give more notice & ensure that all directors, officers,
& Board members are in attendance.
n Give detailed directions to meeting room or have
someone direct traffic.
n Choose a venue with parking.
+ Positives + - Constructives -
* Suggestions & Ideas *
n To keep the momentum going, include time for immediate action after training.
n Can we have a leaders coffee or other venue for more informal/personal connection?
n Run a workshop on each element.
n Administer personality test to help leaders create personalized recruitment style.
n Host informal leader-led get-togethers for members to boost membership recruitment.
30. +
Closing Thoughts
Becoming a better leader isn’t always easy, but it’s always
a worthwhile endeavor. Kudos for striving to be better!
Remember… It’s a journey. Be patient and persistent.
Thank you for making NAAAP part of your journey!