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I believe we can all agree that we value our IAAP membership and want our Association to remain relevant.  To revitalize is to bring to new life to something, to add vigor, to bring forth vitality.  To get our Association to where it needs to be will be a long and winding path, with many bumps along the way.  While we may not all agree with the path that is set before us, if we want to see and benefit from the end result, that is IAAP continuing as an Association for the next 72 years and beyond, then we, too, must either walk the path, or seek another path that we feel best suits us.

I am excited about the forthcoming changes.  I admit, that as incoming 2014-2015 Chapter President, I have some anxiety about what my year as President will encompass.  I am ready to face the challenge, realizing that as a Chapter leader, challenges are inevitable.

I  have registered for the May 6th Town Hall Meeting, and expect to gain some additional clarification on where IAAP is headed. 

The unknown is scary and causes us to be filled with apprehension.  I plan to keep an open mind, knowing that our IAAP leaders want the best for our Association.
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I've been trying to register since yesterday but it says "Page Not Found."  I've tried from work and from home - no luck.  Anyone else having this problem? 

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IAAP is overhauling its organizational structure. We have been told the current hierarchial org chart structure is badly out-dated.

Seeing as how IAAP has been using the same basic structure for 72 years, that should be expected. But hearing that districts, divisions and chapters will be replaced with branches was a bit of a blow to me personally.

I joined IAAP in 2002 as a member of the Charlotte chapter. In spring of 2005, I and one other member decided to act on what we had been thinking for a long time - that Charlotte was big enough for more than the 2 chapters of that time (Charlotte and Metrolina), and that there really should be one in uptown (we call our central business district uptown because it is a higher elevation than the surrounding neighborhoods, so back before cars you would walk up the hill to get to uptown).

So we began the work of trying to find 13 others to join us in forming an uptown chapter. We found a crew at one of the big banks who wanted to join, but thought we should meet during the workday instead of after work. I was OK with this, the other member wasn't. Then in early 2008, my boss asked me to contact another high-ranking person from another company to have a meeting. The other guy's admin answered my email, and we worked out the meeting. Then I asked his admin about the "CAP" at the end of her name. It turned out she, and about half a dozen other admins at her company were part of that company's IAAP corporate chapter, which was disbanding and the IAAP members in Charlotte were trying to figure out what to do. I met with them and told them what I was building. They joined the effort as well. We were still a couple people short of the 15 required to start a chapter. We eventually found them and chartered the Charlotte Center City chapter on April 18, 2009.
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CURIOUS HOW THE PAST BECOMES THE PRESENT THEN THE FUTURE - this is a blog of mine from May, 2013

How about a new Structure to go with dues?  You know you  are thinking it – this is me saying it.

 Fact:  We are losing members – whether economics, interests, geography, they go

Intervention:  We try to recruit using traditional methods, make special dues deals, hunt down MAL and prior members, and hold membership drives where maybe 1 in 10 may join – an incentive is being part of MOE.  We may lower our chapter dues or waive them for a time period; same at division level.

Fact:  Members are a lot less interested in holding office or even attending in-person meetings.

Intervention:  We have fewer officers and sometimes fewer meetings; that means no BOD but business at the program meetings or business telephonically, through e-mail or other means.  Again, an incentive is being part of MOE.  My chapter has 2 officers:

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Dear Members:
Throughout the year following the Futures Conference—where we met with approximately 200 member and nonmember stakeholders—IAAP leadership and staff have maintained the momentum and continued the important dialogue with you, our members. By convening focus groups, distributing surveys and compiling more research over the last 18 months, as well as commissioning several working groups, what we learned is this. In order to grow, remain relevant and support members with tools to succeed, we must reimagine and revitalize IAAP. These are the themes we heard loud and clear from the membership:

11 people recommend this.

Thursday, April 17, 2014

7:00 p.m. – 8:30 p.m. CDT

Presented by: Dana C. Morgan CAP-OM

“Discover and Develop Your Strengths: Strength Finder 2.0”

1.5 Recertification points have been approved for this webinar.

Registration link: http://www.anymeeting.com/PIID=EA54DB83834A3B

Do you have the opportunity to do what you do best every day? All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.

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Have you ever looked back on your life and given serious thought as to where you are today and how you got where you are?  Can you recall specific moments in your life where either a specific choice you made, being in the right place at the right time, or with the assistance from someone else had set you on a new path that has led you to where you are today?

I've been in the administrative field for almost 20 years and I can recall specific moments in my life and in my career when someone has provided guidance or assistance to me that shaped me into who I am today.

The first moment in my life was when I was hired as an administrative professional at my company.  I had no work experience, only a certificate from Chubb Institute.  I later found out that the woman in human resources who hired me was looking for someone from Chubb who was learning the same skills as her sister (her sister was in my class-and she couldn't hire her sister).  There were other individuals in my class....what made her pick me?  Never really knew, but I'm glad she took a chance on me.  I'm so grateful for the opportunity she offered me.

As we approach Administrative Professionals Week/Day, I encourage everyone to take a few minutes to reflect on your journey in your career and remember those who may have helped you along the way.  And then, think about how you can pay it forward to another administrative professional.  Perhaps you have a specific skill you can teach them.  Maybe you can put in a good word for someone who is looking for a new position.  Or it may simply just be an offer of support to someone who may be overloaded.  However you choose to pay it forward, it's your choice.  What a wonderful gift it is when you give something of yourself.
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I come from a family of Kansas farmers, all across my family, for many generations. As I prepare to leave the Navy and what I’ve known for 20 years to embark, or disembark some might say, into what lies ahead, I find myself thinking often of farming. I suppose I’m finding some comfort from the way many of my family has built their lives, pondering the similarities of farming to this new transition in my life. I feel like I’m planting my own “seeds” of sorts.
I’ve been caring for and growing Sailors for 20 years; that I know how to do. But now, I need to grow myself, and this is unchartered, challenging territory for me. I’m inclined to think many others have experienced the feelings and questions I have as they too transitioned from the military into civilian life. What I know how to do, I can do in the civilian world, Admin is Admin; Leadership is Leadership. But the language is slightly different, and sometimes I feel like I’m learning to write with my left hand.
While I didn’t farm in the Navy, or honestly, never personally – I keep coming back to farmers, and wonder if the questions I have about the actions I’m taking to “grow my own seed” are similar to what went through the minds of many a farmer when planting crops. Will the seeds I’ve planted come to fruition the way I desire, the way I need them to in order to provide for my family? What am I not thinking of, what unforeseen events are on the horizon that could affect those seeds and their growth? Do I have all the knowledge and the tools I need in order to see those seeds through their growth?
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I come from a family of Kansas farmers, all across my family, for many generations. As I prepare to leave the Navy and what I’ve known for 20 years to embark, or disembark some might say, into what lies ahead, I find myself thinking often of farming. I suppose I’m finding some comfort from the way many of my family has built their lives, pondering the similarities of farming to this new transition in my life. I feel like I’m planting my own “seeds” of sorts.
I’ve been caring for and growing Sailors for 20 years; that I know how to do. But now, I need to grow myself, and this is unchartered, challenging territory for me. I’m inclined to think many others have experienced the feelings and questions I have as they too transitioned from the military into civilian life. What I know how to do, I can do in the civilian world, Admin is Admin; Leadership is Leadership. But the language is slightly different, and sometimes I feel like I’m learning to write with my left hand.
While I didn’t farm in the Navy, or honestly, never personally – I keep coming back to farmers, and wonder if the questions I have about the actions I’m taking to “grow my own seed” are similar to what went through the minds of many a farmer when planting crops. Will the seeds I’ve planted come to fruition the way I desire, the way I need them to in order to provide for my family? What am I not thinking of, what unforeseen events are on the horizon that could affect those seeds and their growth? Do I have all the knowledge and the tools I need in order to see those seeds through their growth?
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Embracing Optimism Checklist!
Notice and pause negative thoughts - substitute a positive thought for a positive new feeling
Find the good in all around you
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The Foundation of IAAP is excited to be hosting the 2nd Annual Silent Auction as part of EFAM 2014 in Milwaukee, WI. The money raised will go toward The Foundation of IAAP's mission, which supports career education, research and training for office professionals, in addition to housing assistance for those ages 55 or older. 

We need YOUR help to ensure we reach our goal of raising $27,000 for The Foundation. IAAP divisions are encouraged to coordinate with their chapters and donate at least three items/baskets each with a minimum value of $50. Of course, we will take donations from individuals as long they are representative of our $50 minimum value. Anything donated with a value of less than $50 may be bundled with other items.

This year we will be unveiling a new feature for the Silent Auction – On-Line Bidding!

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Please join the Downtown Milwaukee Chapter on April 8th from 7:00pm to 8:00pm for a webinar on Event Planning with LaTonya Blount. This program will teach the basics of meeting and event planning. We will discuss the logistics on how to make sure your events are successful. It is more than listing a location and speakers. There are hidden pitfalls that can destroy an event’s bottom line. We will talk about hidden charges and fees. Please click here to register  The members will learn the following:

1.     How to plan an event (start with the history)

2.     Site visit (what to look for, which venue is right for your group)

3.     Clauses you need to watch out for (attrition, food and beverage, force majeure, AV)

4.     Rate, date, and space (what this means)

5.    

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I struggled with the focus of this month’s message.  My personality and outlook is perpetually upbeat, positive and cheery.  Then it dawned on me – share your story about a not so upbeat, positive and cheery time in your life and how you managed to overcome it.

It all began with retiring from my position of fourteen years and moving to a new state.  Excitement and apprehension were the by-words that described my demeanor.  April 16, 2010 was my last day at work; April 28, 2010, we began our drive from New Jersey, where I was born and raised, to South Carolina, followed by the moving van filled with 300 packed boxes of possessions.

The first few weeks there wasn’t time to think about anything except all the business and work that accompanies a major move; however, after three weeks, I found myself waking up miserable; plodding through a miserable day; returning to bed miserable – all to begin the cycle all over day after day after day.

Now everyone that knows me would describe me as a glass half-full kind of girl, often writing or speaking about always seeing the positive in every negative.  Well, now I was mired in self-pity not seeing any glass half full; feeling sorry for myself; and missing my home state, family and friends.  Mind you, there were other times in my life when I held a pity party for myself; however, it was usually for a day or two.  This party lasted one whole year!

8 people recommend this.

Thursday, April 17, 2014

7:00 p.m. – 8:30 p.m. CDT

Presented by: Dana C. Morgan CAP-OM

“Discover and Develop Your Strengths: Strength Finder 2.0”

1.5 Recertification points have been approved for this webinar.

Registration link: http://www.anymeeting.com/PIID=EA54DB83834A3B

Do you have the opportunity to do what you do best every day? All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.

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Last year for 2013 in Anaheim, we had a delegate and an alternate selected.  The alternate earned a scholarship and was not able to serve.  Had she been able to serve with that scholarship, she would not have because the business meeting was moved to Sunday and she went, like many others, to church instead of attending the meeting.  We had two other members attend (we did not know they were attending) and one MAL who has subsequently joined our Chapter. All of these are considered government employees because they work for educational entities or in local city offices.

Our incoming President could be our delegate this year.  However, if she wins the scholarship, she cannot be.  She has never attended an EFAM but has belonged to an organization with a similar structure and understands the procedures.

Our government folks will probably be attending but not staying in the host hotel because that is not supported – they will be fully funded.  This year we have $400 from the Division to assist our delegate and another chapter has donated their $400 to us because they will not have a delegate.

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Amazing Ride launch day!

The Foundation of IAAP's Amazing Ride fundraising campaign launches today!  Join the fun by registering for this virtual motorcycle ride from Anaheim, CA to EFAM 2014 in Milwaukee, WI.

Go to:  The Amazing Ride and get crusin'!

See you at the finish line in July!
3 people recommend this.

One of the my fellow chapter members brought forward an article she discovered online last year. Her narrative accompanying Dump Your Committees by Elizabeth Weaver Engel, CAE, read "Rethink how tasks get done in organizations. I saw this recently as a retweet by Cynthia D'Amour (Lazy Leader author who we brought in for our division conference and then international had her speak at EFAM leadership session), and I think it has some great food for thought. I also shared it with some division leaders. I think we need to let members do the one or two things they really like to do and not feel guilty because they're not doing more. We could be on the forefront of "less is more" in standing committees and move to more short-term tasks or less formal assignments."

 

Wow…this is a powerful thought. Over the years, I've noticed iaap create unintentional silos amongst chapters and divisions, which probably moves up to districts and possibly HQ. One could argue silos help provide clarity and direction for members, functions, and duties. This is fair…but is it necessary? The many silos currently living inside iaap appear to be complicated to me. The example brought forward with this article was with the Hospitality Committee. Many chapters have this committee and, although important, could probably be decentralized. One of our chapter members really enjoys baking and would like to bring desserts to the chapter meeting. This is great! Who doesn't like dessert(?); especially with her phenomenal baking skills! So she makes desserts and brings them, this activity doesn't mean she wants to or should be a part of the chapter Hospitality Committee. Right? Previously the assumption would be the opposite. Why? Why complicate? Lets keep things simple…and break up the slices of each committee and allow members to pick up the pieces, enabling each to bring the pieces together to form a successful picture. Doing so not only breaks up the responsibility, but could also increase members satisfaction by equipping them with tasks they already enjoy (or perhaps want to expand their knowledge or acquire new skills). A former division leader used to say "many hands make light work." The principal is the same.

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The Interview Games: Catching Fire | Program Summary

Curtis Walter, an internationally renowned lecturer and CEO of Stature LLC, a Washington, DC-based search firm presents The Interview Games: Catching Fire! The goal of Mr. Walter’s workshop is for each participant to understand job interview technique to the degree that ensures interview success.

Topics covered include, but are not limited to:

  • How Interviewing is Like Going on a First Date
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Liberty Bell fundraiser!

Lots of varieties of flowers, plants, etc. And the chapter I'm a member of receives 50% of what is ordered, which will give our chapter the ability to provide professional development programs to our group. Thanks for participating.

Click this link and go to our special home page on the Flower Power Fundraising site where you can...

...

flowerpowerfundraising.com

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