AGENDA Networking Welcome The Bucket List Setting Expectations Connecting with your Region Closing Questions and Comments

The Bucket List

“If you live the questions, life will move you into the answers.” ~Deepak Chopra

Setting Expectations

“It’s easy to make a buck. It’s a lot tougher to make a difference.” ~Tom Brokaw

Connect with Your Region

“Call it a clan, call it a network, call it a tribe, call it a family. Whatever you call it, whoever you are, you need one.” ~Jane Howard

Thank you for your participation See you tomorrow! Same place - 8:00 a.m.

AGENDA Pitch Your Association…in Less Than a Minute Programming that DELIVERS! 2012 Local Association of the Year Award Keynote Speaker: Anne Ruddy Conflict As an Opportunity Compensation Gone Wild If You’ve Never Failed, You’ve Never Lived Roadmap/Adjourn

Pitch Your Association…in Less Than a Minute

Products & Their Slogans

Wendy’s: Where’s the beef? Think Different. When it absolutely, positively has to be there overnight.

Are You a Product Spokesperson? What is the product? What is the product’s slogan or tagline? Why do you want to represent this product?

3 Step Process to Create Your Pitch Create a Headline Twitter-friendly (140 characters or fewer) List 3 Key Benefits Reinforce Benefits Examples Statistics Stories

What Not To Do WorldatWork ( is a nonprofit human resources association for professionals and organizations focused on compensation, benefits, work-life effectiveness and total rewards – strategies to attract, motivate and retain an engaged and productive workforce. WorldatWork and its affiliates provide comprehensive education, certification, research, advocacy and community, enhancing careers of professionals and, ultimately, achieving better results for the organizations they serve. WorldatWork has more than 65,000 members and subscribers worldwide; 95 percent of Fortune 500 companies employ a WorldatWork member. Founded in 1955, WorldatWork is affiliated with more than 70 local human resources associations and has offices in Scottsdale, Ariz., and Washington, D.C. WorldatWork Society of Certified Professionals ® is the certifying body for six prestigious designations: the Certified Compensation Professional ® (CCP ® ), Certified Benefits Professional ® (CBP), Global Remuneration Professional (GRP ® ), Work-Life Certified Professional ® (WLCP ® ), Certified Sales Compensation Professional (CSCP)™ and Certified Executive Compensation Professional (CECP)™. advocacycommunity70 local human resources associationsWorldatWork Society of Certified Professionals

Step 1 - Create a Headline Be succinct – no more than 140 characters Distill it down to the most important thing others need to know about your association » “We provide tools & education to professionals & their organizations to reward employees & produce desired business results.” (122 characters)

Step 2 - Support Headline with 3 Benefits What key benefits support your headline? Make them compelling “The benefits of affiliating with WorldatWork are: Current Knowledge related to the profession Access to other HR Professionals like me Online resources”

Step 3 – Reinforce Benefits Reinforce 3 Key Benefits Examples Statistics Stories

Build Your Own Pitch Develop a pitch for your association Headline 3 Key Benefits Reinforce Benefits Examples Statistics Stories Share it with your peer

Expand Your Reach You Are Your Association’s Spokesperson Use this pitch EVERYWHERE Take every opportunity to market your association

You are your association’s spokesperson

Programming that DELIVERS!

Learning Objectives Examine programming offered by other associations in 2012 and Identify alternative sources of content for programming. Determine cost effective ways to develop and deliver programming that will attract and retain embers. Determine ways to add value to programming. Develop an action plan to use in future board discussion regarding program planning.     

What Is a Program? A collection of resources in an organization to achieve a goal or set of goals. Ideally, the program should tie back to the organization’s mission.

Guiding Principles for Programming Program planning ties in with strategic planning. Concentrate on your core audience. Try out innovative ideas and topics. Take advantage of members resources and connections. Involve your board and members in program planning. Don’t worry about developing the perfect program plan.

Explore and Evaluate (Ideas for Fresh & Innovative Programming) Sponsors Share with Other Associations Utilize WorldatWork Regenerate Programs Leverage Board Members Webinars Social media Other ideas?

Summary Guiding principles of programming Best practices for successful/innovative programs Effective ways to develop and deliver programming Action plan development

B reak Time “Act as if what you do makes a difference. It does.” ~William James

WorldatWork Local Association of the Year!

The Local Association of the Year Exemplifies: Advancement of the HR profession Professional development of members Strong member engagement Community involvement Operation of a professional association

The Nominees Receive Nominee icon displayed on the local association’s Website and Online Community Group page. Spotlight on the Local Network Leader Web Page Recognized at the Local Network Leadership Conference   

The Winning Association Receives $1, cash award Complimentary WorldatWork speaker Plaque Featured in workspan Press release Award icon displayed on their Website and Online Community Group page

The Nominees Are: Central Texas Compensation & Benefits Association Charlotte Area Compensation Council Chicago Compensation Association Columbia-Willamette Compensation Group Compensation & Benefits Network of Greater St. Louis East Tennessee Compensation & Benefits Association Greater Toronto Area Rewards Association Human Resources of the Midlands

The Nominees Are: Intermountain Compensation & Benefits Association Kansas City Compensation & Benefits Association North Florida Compensation & Benefits Association Rocky Mountain Compensation Association Silicon Valley Compensation Association Suncoast Human Resources Management Association Twin Cities Compensation Network

2012 Results Achieved by the Winning Association Reviewed, updated, approved constitution and bylaws Systematic Board development and succession planning Grew investment portfolio 5% Offers multiple low cost membership options Grew membership 8% Conducted 2 strategic planning sessions Expanded community outreach efforts Partners with Webster University

The Winner of the 2012 Local Association of the Year Award Is: Congratulations!

Lunch Time “What I like most about change is that it’s a synonym for ‘hope’. If you are taking a risk, what you are really saying is, “I believe in tomorrow and I will be part of it.” ~Linda Ellerbee

Keynote Speaker Anne Ruddy

Mind Tools Newsletter Are both of these statements true? Conflict is impossible to avoid Conflict can be beneficial Perception is the key What do you see the vase or the faces? Definition of Conflict A state of incompatibility of ideas between two or more parties or individuals A real or perceived threat or opposition to one’s needs, interests, principles, concerns or security Conflict Good Bad or Inevitable?

Resources shortage of: Money Attention Equipment Needs: Power Self realization Achievements Values:Clash in beliefs Overlapping authority Communication breakdown: Misaligned expectations Wrong perceptions Failure to deliver Causes of Conflict

Avoiding: Not addressing the existence of conflict Competing: Being assertive and pursuing your own concerns, sometimes at expense of others Collaborating: An approach in which people go beyond their own interests and solutions to create something new Compromising: Middle ground between competing and accommodating, where you give up some of your ideas but not all of them Accommodating: Letting go of your own ideas in order to satisfy others’ interests above your own Source: Kenneth W. Thomas and Ralph H. Kilmann (1974),Thomas-Kilmann Conflict Mode Instrument Conflict Styles

Competing Avoiding Collaborating CompromisingAccommodating Source: Kenneth W. Thomas and Ralph H. Kilmann (1974),Thomas-Kilmann Conflict Mode Instrument Conflict Styles

Step 1:Set the Stage Step 2:Gather Information Step 3:Agree on the Problem Step 4:Brainstorm Possible Solutions Step 5:Negotiate a Solution Conflict Resolution Process

Interest Based Relational Approach Step 1: Set the Stage Conflict Resolution Set out the “Facts” Keep people and problems separate Explore options together Good relationships are the first priority Listen first Talk second Pay attention to the interests that are being presented Explore options together

Conflict Resolution Can lead to -Increased understanding -Increased group cohesion -Improved self-knowledge -Successful outcome of project Lack of Conflict Resolution Can lead to -Personal dislike -Teamwork breakdown -Talent waste - People disengage DON’T MISS OUT ON THE OPPORTUNITY OF CONFLICT

Break Time “It is impossible to live without failing at something, unless you live so cautiously that you might as well not have lived at all.” ~J.K. Rowling

Compensation Gone Wild Total Rewards Association A Case Study

Learning Objectives Analyze realistic scenario-based challenges that can occur in an association and apply the knowledge learned from previous workshops Collaborate with other Local Network leaders to identify solutions that can be applied to challenges within your association Develop critical thinking and innovative thinking skills used to solve challenges within your association Prepare an action plan that can be applied to expanding your association.    

COMPENSATION GONE WILD TOTAL REWARDS ASSOCIATION (CGWTRA) Key Facts Association Founded 1989 Name Changed from Compensation Association of Benefits Bay (CABB) Total Members in 2008 – 300 Total Members Currently – 150 All Volunteer Association Officers – 5 elected positions – President, VP, Secretary, Treasurer, Past Pres Board of Directors – 5 elected positions, each responsible for chairing a committee

CGWTRA Organization Chart President Vice President Programs & Education Director TreasurerBoard of Directors Community Relations Director Communications Director Membership Director Sponsorship Director Past President Secretary

Case Study Directions Each table is assigned 2 specific scenarios Teams work together: Read and discuss the assigned scenarios List any assumptions made regarding the scenario Document your table’s recommendations Select a spokesperson to report on each scenario We will debrief with the larger group

Summary Share Action Plan with a peer Notate peer contact information Select a date and time for follow up Complete Action Plan Roadmap

If You’ve Never Failed, You’ve Never Lived

Roadmap

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