Presented By[Insert District Name and Number]

Before we begin, the primary liaison for the District Boards for assistance is the V.P. Leadership for PIHRA

This volunteer job description is the key liaison with the districts, for coordination with the exchange of ideas and resources from the PIHRA Board to the districts

This entails succession planning, problem resolution and acting as liaison for between the District Chairs, the PIHRA administrative staff and the Executive Committee

The VP Leadership’s job is to ensure that the incoming district officers have access to resources and training for their positions

She has developed with the PIHRA staff and Executive Board members, key tools for the districts, available on the PIHRA website – resource page (updated June, 2014)

The current PIHRA V.P. Leadership is Dorothy Cociu. Contact info: Dorothy Cociu, Advanced Benefit Consulting, 4676 Lakeview Ave. Suite 208, Yorba Linda, CA 92886; Mailing PO Box 6677, Fullerton, CA 92834. (714) 693-9754 x 3. Email: dmcociu@advancedbenefitconsulting.com, or vpleadership@pihra.org.

Formal and informal training and professional development programs designed for all management and executive level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations.

Source: SHRM HR Glossary of Terms, www.shrm.org/templatestoos/glossaries/page/default.aspx

“Onboarding” - recruitment Job Descriptions of each board position Board orientation Informal orientation

District Chair District Vice-Chair Past District Chair Finance/Treasury

Chair Education/

Professional Development Chair

Emerging Professionals/

Student Liaison Chair Sponsorship Chair Hospitality Chair

Membership Chair Legislative Affairs

Chair District Secretary Diversity/Emerging

Affairs Chair Programs Chair Communications

Chair PIHRA Foundation

Chair Social Media Chair

A List of and Description of All Best Practices Board Positions and Job Descriptions are now posted on the PIHRA website, resources page.

These are available in a word document so that you can copy and paste them into your district materials!

Much of leadership development of your districts can be made fairly simply, if only you’ll learn to ask for help!

We likely have almost everything you need in a turn-key format to assist you… and if not, the PIHRA V.P. Leadership will help develop it!

As your new board year begins, it’s best to hold special training sessions or meetings for◦ Board members◦ Potential board members◦ Committees◦ Recertification credits

Strategic planning meetings work well for this purpose◦ Break out sessions for specific training of each board

position◦ Use past successful leaders in that position to assist in

the training of new leaders and potential leaders◦ Ask for PIHRA’s help if you need it!

Tell the story Share information at district meetings Recognize current volunteers Build excitement and a desire for others to

volunteer!

You have to take the first steps!

Recruitment Methods◦ Succession Planning builds for tomorrow as you work on today!◦ Attract board members who are people magnets! The rest will usually follow!◦ Make the process competitive and fun!

Motivation of volunteers◦ Build a vision and a roadmap for the journey◦ Planning=Accountability for execution◦ More ownership and passion

Follow your leadership◦ Model the behavior of good leaders before you◦ Delegate responsibilities◦ Drive accountability◦ Mentoring

Rewards◦ Challenge with rewards and public recognition◦ Responsibility and ownership◦ Development of leadership skills◦ Collaboration with others◦ Inexpensive awards, certificates, public recognition work wonders◦ Sponsors love to sponsor awards if there is a crowd!

There is no one answer… Consider the following:◦ Motivation◦ Analytical skills◦ Thinking outside the box◦ Desire to get things done/results oriented type◦ Sales people are competitive by nature – love to

be recognized – use that!◦ Training and mentoring can make a number of

people good leaders!

Use your talent pool to build teams Committees of volunteers on a single

project Less tasks for each results in longer-term

leaders! Don’t burn your board out with too much

volunteer overload! Assign small tasks with the team, and help

them to grow into a stronger team

Members become committee members Committee members become district board

members (picking the best of the committee members)

District board members move up the chairs

A dynamic, ongoing process of systematically identifying, assessing, and developing high potential volunteers to contribute to the achievement of your district’s future strategic goals

Individuals identified by District Board members as capable of advancing to the next level

However, don’t underestimate the value of people who step up without being asked!

Identify volunteers to fill those spots Ensure the next generation of leaders are

prepared to fill key roles Identify strengths and weaknesses What are their talents? What are their best skill sets? Use those talents and skill sets as an asset

Can you identify replacements for the future?

Generally the same leaders year after year results in boredom, a lack of creativity and stunts the growth of the district

New blood means new ideas, fresh ideas Strengthen and diversify the pool Ensure your District’s mission/vision will be

carried forward by future leaders

New blood is usually key to thinking outside the box

Don’t let your district get stagnant; keep it fresh and exciting!

Encourage creativity and new ideas!

Handle critical tasks Bring specialized expertise Make decisions Visionaries Don’t assume they are always at the top!

◦ Look for them and ASK!

Analyze member roster for higher positions Perform a “gap analysis” Provide key development plan for key

volunteers Match board member mentor to each key

person Create a succession plan readiness chart or

other tool◦ Evaluate the plan on a regular basis◦ Communicate and stay on track

Get a commitment from your leaders! Know the mission Understand your membership Know the competencies of key district

positions Lateral Succession?

Don’t forget, gaining new and retaining old members is your highest priority… They are your most important asset! Without members, you don’t have a district!

A new Membership Toolkit has been created to help you guide your Membership Chair!

Find the toolkit on the PIHRA website, Resources Page!

It’s normal to have resignations due to volunteer relocations, job demands, etc, so it’s best to plan for it at all times!

Job-sharing and committee members who can step up if necessary to fill those slots

Create a talent pool Think strategically Manage the execution by influencing others

and leading! Use your communication skills; orientation and

analytical skills Build and sustain relationships; curiosity; know

the business; team orientation; adaptation

Each district will run it’s own meetings and have it’s own ideas, however, there needs to be some consistency between PIHRA home office and the districts. This is why we’ve developed ToolKits and other District tools.

The following are Best Practices, as discussed and determined by the Executive Board and District Chairs in 2014…

Membership◦ VIP Program◦ PIHRA Home Office Campaign◦ Individual/personal calls◦ Inviting guests to meetings and encouraging

membership◦ HR Round Table◦ HRCI Recognition◦ Raffle Prizes with Complimentary next meeting

admission certificate◦ Other

Recruiting Members◦ Beg, bribe and take hostages!◦ Targeting those that attend district events◦ Make personal invitations in person◦ Other suggestions for consideration?◦ Review the new District Membership Toolkit for

more ideas!

Most Successful Types of Meetings◦ Legal topics

Leaves of absence, harassment, etc.◦ Strategic level HR Topics◦ Well-Known speakers◦ Employee relations◦ Interactive Process◦ HR Roundtable◦ Other

You can find PIHRA ToolKits, Board Positions/Job Descriptions, and other items to assist you in your new board’s success available on the PIHRA Website on the Resources Page (revised summer, 2014!!)

Have a successful year!