1. Creating a Vision for School Leader to Embrace
Leadership and Best Practices

3. Actions SPEAK Louder than Words
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
-John Quincy Adams
You can be a leader
This is not about being a salesman.
This is about setting a vision.
You have the Power
Key is Shinning by Example

4. Time Concerns Breaking Concerns
How do I add/expand membership
development into my day?
Here we are telling you you have to add all this extra work in your already busy day.
Planning and Priority is key.

5. The Rule of Finite Resources
Three basic resources to accomplish goals – time, money and people
Every decision to do something is a decision not to do something.
Make choices that make the largest impact with the fewest resources.
You can’t do everything. You have to pick and choose.
In the end what help you best meet your goal/objectives.

6. Defining Goals and Objectives Key
What do you want to accomplish

7. Leadership Models
What is the Best way to Lead.

8. Laissez-Faire Passive Delays decisions Little or no feedback
Little effort to solve problems
Not effective in democratic organization

9. Transactional Traditional approach
Motivates with rewards & punishments
Communicates to address needs
Works to solve problems

10. Transformational Communicates bigger goals
Persuades bigger goals to outweigh self
Changes culture
Instills new values

11. Getting Caught up in everyday work keeps us from the bigger vision
Getting Caught up in everyday work keeps us from the bigger vision. How do you manage both?

12. What’s your leadership style?
There is no right and wrong. What attributes do you need with your members?

13. Apathy Pointless Powerless
My members and potential members don’t care. It is just they way it is .
Nothing we can do.
Focus Groups show the same thing.
DAVE/WILL/MARK
Examples where you overcame an issue
This is right to work.

14. How can we activate and motivate members?
Brainstorm? What are their needs? Wants Values?

15. Start from the Start

16. Impressions of your Association/Local Start on Day 1

18. Do new employees/members receive a quality introduction to their union
Do new employees/members receive a quality introduction to their union? Do we recruit (transact)? Or, do we organize (transform)?

19. Incorporate Member Activity Around Issues and Services
MDA good example.
How to you activate people for raises?
How do you activate people for politics?
How do you activate people for key legislation?

20. Communicate a clear, concise and relevant message Not what you want to say, but what they need to hear

21. 24/7 Communications World

22. Members Have A LOT of Channels
We have Facebook, , newsletters, twitter, snapchat, youtube, tv, radio keep naming tools…..

23. What is the best form of communication and education?
As we list tools ask…which tool is the best?
Answer is one-on-one.
During political campaigns we knock on doors, Why?

24. How regularly do we touch members/potential members this way?
We know it the best but how much do we really use it?

25. You Have to Go After Members They Won’t Come to You
You have to go to them-  We've never been successful at hosting a membership drive event and having folks show up.  Really, I have yet to see this method be successful in any capacity. It may work some places but I generally think it is a waste of time and money. We have to meet folks where they are at- not where we want them to be- both physically and with regard to their existing view of the union.  

26. What should your local look like?
DAVE/WILL/MARK As discussed on Phone Examples

27. Proactive

28. Focused Objectives with a Vision for the Future

29. Member Centered Member Driven

30. Workplace Issue Focus

31. Motivational

32. Inspiring

33. Highly Visible

34. Always Engaging

35. Transparent

36. Overly Democratic

37. Highly Involved

38. Ongoing Event Activity

39. Can Mobilize in a Flash

40. Has Specific Requests

41. Membership Assessment

42. Active Regularly participates in union actions and is a member

43. Supporter Existing or new member who does not participate in union actions or has not yet been assessed with respect to participation

44. Persuadable May be interested in some union issues, may orally support the union at times, may be skeptical about union motives or ability to deliver, may voice some anti-union sentiments

45. Anti-Union Strongly anti-union or opposed to joining the union
Anti-Union Strongly anti-union or opposed to joining the union. Will not participate in union actions

46. If School Leaders Don’t See Why Your Local is Important to Them, They Won’t Engage

47. It’s a lonely job if members see you as the union and themselves as customers!

48. Why do people join your Local? Why do People not Join?

49. The Union, The Membership

50. Letting Members Off the Hook

51. The Current Situation
A considerable amount of work the union does is not visible.
Most members don’t attend union meetings.
The workplace is a breeding ground for rumors.

52. Stronger unions come from members who see themselves with a duty and obligation to stay informed and involved

53. Organizing vs Engagement
The are not the same. Just because some joins doesn’t mean the will participate.

54. Selling vs Buying Products vs Aspiration Transactional vs Transformational

55. Servicing Model Membership Development Model

56. Servicing Model Trying to help people by solving problems for them

57. Organizing Model Involving members in solutions—results in a higher degree of organization and success

58. Selling unions have members Buying unions have activist

59. Rational Psychological

60. Benefits, Services Issues

61. Passive Active

62. Marketing, Sales Relationship, Experience

63. Talking, Selling Listening, connecting

64. Union is protection Union is power

65. Members join the union Members take a stand

66. Member Activist

67. Transactional Transformational

68. Strategic Planning is Imperative

69. YOU HAVE TO GO AFTER THEM

70. If you don't know SAY I DON'T KNOW. Don't argue.
BASICS OF ONE ON ONE
Don't lie
Listen
If you don't know SAY I DON'T KNOW. 
Don't argue. 
Don't lie-
Listen-
If you don't know SAY I DON'T KNOW.  There's no shame in that. Figure out the answer then circle back around with the person.-
Don't argue.  We've had two instances in our organizing drive where our organizers got into full scale arguments at the station. This is NOT productive and alienates other non-members in that station.   

71. We're Not Salesman
Obviously there are tangible "products" the Local/ IAFF offers but for those of us without CB we're a little more hard pressed to solely make the "transactional" pitch.  I don't like leading with the Union Plus or the IAFF FC or MG stuff. We need to know about the icing but we're more concerned with the cake and the cake is the "big idea" of the union. 
Visionary!

72. It's Not Always a Presentation
Once we got in the day room or around the kitchen table with multiple members we always joked- "Look we can give you the sale's pitch or you can start asking us hard questions" and it was about 50/50.  It seems silly but that let the group decide how we they wanted to proceed and it broke the ice.  This is a little different animal than when you make house calls during a private sector organizing drive.  We know these guys and they know us and that makes it a little easier. 

73. For gains to be made this work has to be systematic and consistent.

74. Tie Concerns to the Local
99% of the concerns that get raised can be addressed in some capacity by the Local.  Most of the time, we had already worked to address the issue or had plans to address it.  If it was something we hadn't heard, WE took notes and circled back around with that individual. 

75. Assessments Keep detailed notes of each meeting for each non-member.
What are their issues?
Why are they not a member?
What did they seem interested in that the union can have a positive impact on? 
Always follow up on things you say you'll follow up on. 
Assessments- Per our conversation, mobilizing and organizing are two different things.  Assessment for organizing focus solely on non-members.  Existing members come into play based on their relationships/ influence/ willing to assist in getting non-members to join. 
In our pre-visit assessments with our organizing committee (which was basically the E-Board) we coded guys orange if they were an unknown OR based on what contact at the station said.  We only ever coded anybody red if they were known to be anti-union.  It's worth noting that over the period of a few years (or a career) that some folks won't be stationary in their attitudes.  This is an ONGOING process and we've signed up a few of our original reds along the way.