We Have Always Done It That Way

Before coming to the “dark side” as an independent consultant in 2000, I actually worked at an association in the education department. Somewhere in my training I must have missed the “How to Deal Professionally with Vendors” course. I’m guessing it was never taught or I simply skipped that day, I can’t remember which. But never-the-less I had no clue how to find vendors, select vendors, or manage the RFP process to select them. I winged it. The funny thing is I’m not sure my experience is much different than most association staff.

Here is the ultimate issue… New staff members need to be educated on how your organization purchases products and services from third parties. How this is done is a direct reflection of your organization. It comes back to the bigger issue I have which is simply this. We spend huge budget dollars educating our membership but very few dollars educating our own staff. Professional development of our own staff members is absolutely critical in this knowledge economy, yet I can’t tell you how many times I hear staffers say, we don’t have the budget to attend that seminar/conference, etc. If I were the HR director of an association, here are the critical topics I’d have new employees go through.

• A 101 course on your industry or profession (if your organization doesn’t have one, you should)
• A course on the association and its role in the industry/profession
• A department-level and individual-level overview of how that individual’s job fits into the bigger picture of the organization
• A general association management 101 course
• A vendor/supplier management course
• A general association finance course (see my previous rants on this topic)
• A management course that reflects the organization’s philosophy of staff management, if the individual is going to manage staff

I’d also have a thorough conversation with a new hire about the areas of professional development that they want to focus on and create a learning plan for that individual. And yes, your organization should pick up the tab for this. Employees who feel their employer invests in them stay longer, are more loyal to the organization, and do not tend to turn over nearly as much as those who feel less supported.

Tags: Professional Development //