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How to avoid the perils of rump sessions

Bob Harris and DaVina Lara Association Management

A rump session is described as a meeting before or after the larger meeting. In associations, a rump session might occur in the parking lot after the board meeting; a few directors hanging back to rehash what was decided. At other times it is a call between directors to discuss association business. It could be a meetup at lunch or the bar to talk about the upcoming board agenda. Some associations have adopted a policy: "Rump sessions involving the discussion of business matters are to be avoided."

Board meetings: From pipeline to platform

William D. Pawlucy and Robert C. Harris Business Management, Services & Risk Management

We’ve all used the term "pipeline." Most often, we use it when the association board asks, "Do we have enough future leaders in the pipeline to sustain our volunteer structure of board and committees?" The leadership pipeline for volunteers include the processes of identification, assessment, training, election or appointment, role fulfillment and succession. The processes must be taken in order to maximize volunteer impact. The pipeline is somewhat rigid. Often it ends with volunteer burnout or a sense of, "I’m out, I’ve done my civic duty."

Credit where credit is due

Anne Rose Business Management, Services & Risk Management

I recently heard an accurate assessment of lazy people: they are always sticking their names on someone else's work. This occurs frequently in numerous situations: the politician's proposed legislation, prominent with his name but written by his unnamed staff. Or, the academic whose name is credited on the front page of the peer-reviewed journals is actually indebted to unnamed underlings who did the bulk of the study. This is really common in work settings where "work" is defined as the result of some committee.

Firing someone does not have to be negative

Catherine Iste Business Management, Services & Risk Management

Terminating an employee, even when it will undoubtedly make the workplace a better place, is still one of the most difficult things for any manager to do. The fear of being fired, the guilt of taking away someone’s livelihood (and sometimes even their identity), and the difficulty of delivering the message all combine to make the days leading up to, including and following a termination stressful. As bad as that sounds, though, firing does not have to be negative. Here are some tips to minimize the negativity.

The new trend in hiring? Collaborative interviews

Catherine Iste Business Management, Services & Risk Management

Almost gone, thankfully, are the days of brutal panel interviews with trick questions and ridiculous, no-win scenarios. Instead, questions like: "What animal would you be and why?" are being replaced with thoughtful inquiry, genuine interest and bilateral communication. Welcome to the world of the collaborative interview.

New study finds 64% of employees trust a robot more than their manager

Terri Williams Business Management, Services & Risk Management

We can probably all agree that it’s great when robots perform those routine, mundane workplace tasks that we hate — because it frees us up to focus on management, leadership, and strategic planning. However, robots may also be encroaching in some of the latter areas as well. And employees might prefer AI-driven management. A report by Oracle and Future Workplace reveals 64% of employees would trust a robot more than their manager, 50% of employees have turned to a robot instead of their manager for advice, and 82% of employees think robots can perform some tasks better than their manager.

3 winning strategies to hire for diversity of thought in your organization

Simma Lieberman Business Management, Services & Risk Management

Clients often tell me that they think hiring for diversity of thought is more important than demographic indicators. The problem is that some people use the term "diversity of thought" as a way of not seeking out more people of color and women from different backgrounds. I agree that diversity of thought is essential and, yes, everyone is different. However, if everyone looks the same you won’t get the diversity of experiences and perspectives that result in the kind of diversity of thought that gives rise to breakthrough products and services.

Heeding the advice of the board elders

Robert C. Harris Association Management

We grow up hearing, "respect your elders." It means to heed and honor those who have knowledge derived from experience that supersedes your own. At the Bridge Association of REALTORS® in Oakland, California, I asked the board to introduce themselves. Some of the leaders were past presidents, others had served a couple of years and some were new to governance. I asked the experienced leaders, "What advice would you pass along to new directors?"

Don’t let toxic employees ruin your organization

Terri Williams Business Management, Services & Risk Management

Toxic fumes and toxic waste illicit emergency responses because everyone realizes that these poisonous substances must be addressed immediately. Toxic employees? Not so much. Companies tend to have a much more subdued, almost nonchalant response to toxicity in human form. In fact, according to a survey by Fierce Conversations, companies prefer to pretend nothing is wrong. Sidestepping the problem doesn’t bode well in the long run. So, what is a toxic employee, why are toxic employees so dangerous, and how should they be handled?

Survey: Over 40% of job candidates say ‘bye’ if employers won’t…

Terri Williams Business Management, Services & Risk Management

We're currently at or close to full employment, and companies need to be more flexible if they want to snag desirable job candidates. According to a recent Robert Half survey, applicants aren't afraid to walk away when companies aren't willing to negotiate — and not just on salary. In the survey, 43% of respondents said they lost interest in a job offer because the company was unwilling to negotiate elements beyond salary. So, what are the other areas that job applicants want to negotiate?

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