The Mystery Behind Leading and Sustaining a Chapter - How do you keep a successful chapter running year over year? The following concepts are covered: 1. The beginning: where to start your local chapter? 2. Take off: Now what? 3. 7 year itch, how to keep the momentum going? 4. Time to move on, how to turn it over 5. A new beginning, for better or for worse?

1. The Mystery Behind Leading and
Sustaining a Chapter
Eddie Vidal
June 6, 2015
@eddievidal

2. @eddievidal
1. The beginning: where to start?
2. Take off: Now what?
3. 7 year itch, how to keep the momentum
going?
4. Time to move on, how to turn it over
5. A new beginning, for better or for worse?
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3. @eddievidal
1. The Beginning – Where to Start
• Born: October 2008
• Weight: 10 Officers on the Board of Directors
• Height: Bi-weekly Conference Calls
• Birth Certificate: Chapter Bylaws
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4. @eddievidal
Getting Started
• Why are they part of this team?
• Do they have an individual purpose?
• What do you want to do the first year?
– Meetings/events
– Board meetings
– Website
– Marketing material & Communications
– Sponsorships
– Memberships
• Strategic planning meeting
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5. Goals for Starting your Chapter
Financial
• Increase Memberships
• Increase Partners/Sponsors
• Increase Revenue
• Increase Financial Surplus
Customers
• Share Experiences
• Share Knowledge
• Share Relationships
Results
• Achieve top 3 point total in National Circle of Excellence
• Recognized as the premier local IT user group in South Florida
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6. @eddievidal
Common purpose is a term used to
talk about a quality of leadership that
creates an enormous impact in an
organization’s culture and spirit – its
soul, if you will - that drives success
beyond financial statements.
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7. @eddievidal
Common Purpose
• is a community built by industry peers and
leaders that gives you the resources,
knowledge, and drive to be great at what you
do
• At the U we transform lives through Teaching,
Research & Service
• Share Experiences, Knowledge & Relationships
HDI
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8. @eddievidal
Lencioni Model for Team Effectiveness
Inattention
to Results
Avoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
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9. @eddievidal
Teamwork
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10. @eddievidal
2. Taking Off – Now What?
• Plans are made, strategy, goals, common
purpose
• What's your leader doing right? Areas of
improvement?
• Team engaged - officers engaged?
• Momentum should be building by this point,
one year under your belt.
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11. @eddievidal
Leadership Traits
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12. • Atlanta
• Sacramento
• South Florida
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13. • Charlotte
• Chicagoland
• Indiana
• Rocky Mountain
• Steel City
• Brew City
• Dallas/Fort Worth
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15. • Capital Area
• Minnesota
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16. @eddievidal
3. 7 year itch, how to keep the momentum going?
• Relationship becomes stale, how do you re-
ignite the spark?
• CSI model sound familiar?
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17. @eddievidal
Define – Measure - Improve
CSI Model 17@eddievidal

18. @eddievidal
SWOT Analysis
Strengths
• Foundation of Success (COE)
• Bank Account $$$
• Experienced Officers
• Speaker contacts
• Meeting location
• Sponsorship
• HDI National Recognition
Weaknesses
• Volunteers & Board
• Sustainability and Succession
Planning
• Membership numbers, Palm Beach
• Communication, Website, Social
Media
• Lack of growth
Opportunities
• Latin American growth
• Virtual/webinar meetings
• Collaboration with other user groups
• Dynamic meetings
Threats
• Chapter shutting down
• Lack of Interest
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19. @eddievidal
3. 7 year itch, how to keep the momentum going?
• Get to know your officers, do you socialize
with them outside LC stuff?
• Do you create Team building exercises,
bowling, dinner, happy hour? Sponsors will
pay for happy hour
• Do you ever go to lunch with them?
• Keep the engine running, normal maintenance
and oil changes
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20. @eddievidal
YOUR NAME HERE
Nickname:
Job Title:
Hometown:
Where I went to School:
Birth Day:
Kids:
Pets:
My First Job:
Favorite Movie:
Favorite Song or Band:
Favorite thing to do on the Weekends:
Favorite place to visit:
Something People May Not Know About Me:
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21. @eddievidal
Engagement
• Gallup defines “engaged” employees as those
who are involved in, enthusiastic about, and
committed to their work and contribute to
their organization in a positive manner.
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22. @eddievidal
Engagement
• American workers are “not engaged” (52%)
• Actively disengaged (18%)
• Emotionally disconnected
• Less likely to be productive
• Cost the U.S. between $450 billion to $550 billion
each year in lost productivity
• More likely to steal from their companies,
negatively influence their coworkers, miss
workdays, and drive customers away
Source: Gallup
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24. @eddievidal
Engagement
Year is 1996
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25. @eddievidal
4. Time to move on, how to turn it over?
• How long can you continue as a leader, avoid
burnout – Leadership Dinner
• Look for your successor right away
• Who covers for you when you are gone?
• Term for each board position
• Who are you mentoring?
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26. @eddievidal
DEFINITION
Succession planning is a process for identifying and developing people
with the potential to fill key business leadership positions. Succession
planning increases the availability of experienced and capable people
that are prepared to assume these roles as they become available.
In contrast, replacement planning is focused narrowly on identifying
specific back-up candidates for given senior management positions.
For the most part position-driven replacement planning (often referred
to as the "truck scenario") is a forecast, which research indicates does
not have substantial impact on outcomes.
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27. @eddievidal
Officer Recruitment
• Recruit all year
• Who to Recruit
• Benefits of being an Officer
• Officer Interest Dinner
• Recruitment Events
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28. @eddievidal
Benefits of being an Officer
• Let’s start with “What will you take away” -- visibility within the local
IT community, knowledge of trends and best practices from Leaders in
the Industry, recognition among peers, motivation that re-charges the
batteries for life
• YOU are part of the Programs even if you are just being a spectator or
actually bringing the Topics to fruition
• WE need you to helps US get better
• Tasks take 5 Hours or less per month– Teamwork!
• WE build new relationships with colleagues and Industry Leaders
• Be Part of something BIG ---YOU ----Your own development
• Share your experience and time with others just like you
• You don’t need to be a Manager
• You don’t need Experience
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29. @eddievidal
5. A new beginning, for better or for worse?
• Good to great | Same | Go down
• New officer/leaders = excitement
• Stay the same, sustainability
– foundation built
– old leaders stay engaged, act as advisors and their input is taken into
consideration
– Does the new leader have enough confidence in themselves to listen
to successful past leaders? Did the past leader mentor them enough?
• Down hill, why and what can be done to prevent it?
– Knowledge passed along isn't enough
– What happens if the new president doesn't have the right leaderships
skills?
– What happens if can't get the team on board or engaged?
– Does someone step in or do reach you out to HDI for their help?
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31. Foundational Success
+ Attitude
+ Collaboration
+ Teamwork
+ Processes
+ Business/Consulting
Mindset
= Success
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32. @eddievidal
Being an HDI Local Chapter
Officer is like Leadership
Training for FREE
- Craig Baxter
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33. @eddievidal
Reach for the top!

34. @eddievidal
Resources
• www.thanks.com
• www.iappreciate.com
• RSA Animate – Drive: The surprising
truth about what motivates us
• www.carrots.com
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35. Eddie Vidal
• HDI & Fusion Track Chair
• HDI & Fusion Conference Speaker
• HDI Strategic Advisory Board
• President Emeritus of South Florida
HDI Local Chapter
• Published in Support World
Magazine & HDI Connect
• HDI Support Center Manager
Certified
• ITIL V3 Foundation & OSA Certified
• itSMF Podcast Producer & Jockey
• 2014 itSMF President’s Award
Manager, UMIT Service Desk
eddie_vidal@yahoo.com
305-439-9240 @eddievidal
http://www.linkedin.com/in/eddievidal
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36. @eddievidalEddie Vidal | 305-439-9240 | eddie_vidal@yahoo.com | @eddievidal36