Effective executive searches are crucial for the success and longevity of nonprofit organizations. In today’s fast-paced world, nonprofits face unique challenges in finding top executive talent who can navigate the complexities of the sector while driving the organization toward its mission. It’s essential for nonprofits to invest time and resources in finding leaders who bring the right skills and experience and a deep passion for the cause.

A thorough search process helps nonprofits attract leaders with the vision, strategic thinking, and ability to inspire and motivate teams. It ensures that candidates are not only well-qualified but also aligned with the organization’s values and culture. By carefully evaluating candidates’ past achievements and future potential, nonprofits can make informed choices that shape their future success. A well-executed executive search process improves the quality of candidates and enhances the overall outcomes for the organization.

Understanding the Unique Challenges of Nonprofit Executive Searches

Nonprofit organizations face a unique set of challenges when conducting executive searches. These challenges arise from the sector’s distinctive characteristics and the specific demands placed on nonprofit leaders. One major hurdle is finding executives who understand and embrace the organization’s mission and values and excel at balancing social impact with financial sustainability. It’s a complex task to identify candidates who bring both strong leadership skills and a genuine passion for the cause.

Limited resources can also complicate the executive search process. Unlike for-profit companies, nonprofits often work with smaller budgets, making attracting top-tier candidates with competitive compensation packages very challenging. Additionally, nonprofits might not have as extensive networks as corporations, making it harder to connect with potential candidates. To overcome these challenges, nonprofit executive search firms need to get creative and leverage their expertise to find, attract, and select individuals who align with the organization’s mission and have the skills needed to drive its success.

Key Qualities to Look for in Nonprofit Candidates

Choosing the right candidate for a nonprofit executive position is crucial, and several key qualities can make a candidate stand out. First and foremost, a solid track record of leadership and management in a nonprofit setting is essential. This includes crafting and executing strategic plans, managing budgets effectively, and building strong relationships with key stakeholders.

Excellent communication skills are also vital. The right candidate should be able to clearly articulate the organization’s mission and connect with a diverse range of individuals and communities. They must inspire and motivate others, show genuine passion for the cause, and encourage staff and volunteers to work towards the organization’s goals.

In addition, the ability to foster collaboration and teamwork is crucial. Nonprofit executives should create an inclusive and supportive work environment, demonstrating a strong commitment to teamwork. Understanding the unique challenges and opportunities of the nonprofit sector is also important, as well as a commitment to ethical practices and a thorough knowledge of relevant legal and regulatory frameworks. By focusing on these qualities, nonprofit organizations can find an executive candidate to lead their mission with passion and effectiveness, driving the organization to new heights.

Utilizing Networks and Relationships to Identify Potential Candidates

One of the most effective ways to identify potential executive candidates for nonprofit roles is by tapping into existing networks and relationships. In the nonprofit sector, connections and referrals are invaluable in finding individuals who have the right skills and align with the organization’s mission. Sometimes, the best candidates aren’t actively looking for new opportunities but might be open to the right position if approached.

Building and nurturing strong relationships with industry leaders, board members, donors, and other key players in the nonprofit community is crucial. These connections can open doors to a pool of qualified candidates and offer insights into their reputations and past performance. By cultivating these networks, nonprofit organizations gain access to valuable knowledge and recommendations to guide them in making informed decisions during the executive search process. Investing in expanding and maintaining these relationships can significantly impact the success of search efforts. A well-connected organization is likelier to find the right executive to lead and advance its mission effectively.

Implementing a Rigorous Screening and Selection Process

Finding the perfect executive candidate for a nonprofit requires a thorough and careful screening and selection. This ensures that the candidate chosen has the right qualifications, skills, and experience to lead effectively. The process begins with a detailed review of resumes and CVs. By examining candidates’ professional backgrounds, educational achievements, and work experiences, organizations can narrow the list to those who best meet the requirements.

Next, in-depth interviews are crucial. These conversations should go beyond basic questions, diving into the candidates’ leadership styles, problem-solving skills, and vision for the organization’s future. It’s also important to involve a variety of interviewers—such as board members, senior staff, and key stakeholders—to get a well-rounded view of each candidate. This multi-perspective approach helps ensure a more thorough evaluation, leading to better decision-making. By implementing a rigorous screening and selection process, nonprofits can enhance their chances of finding an executive who will not only fit the role but also drive the organization toward its mission and goals.

Negotiating and Structuring Competitive Compensation Packages

Attracting top talent to nonprofit organizations often hinges on crafting competitive compensation packages for executives. Even though nonprofits might not have the same financial resources as for-profit businesses, offering a well-structured compensation package is key to drawing and retaining skilled leaders who can propel the organization’s mission forward. Balancing the executive’s financial needs with the nonprofit’s budget constraints is crucial when negotiating these packages.

Understanding the market standards for executive compensation within the nonprofit sector helps set a fair and appealing offer. It’s also important to consider the specific skills, experience, and responsibilities associated with the position. The compensation package should also align with the organization’s mission and values, promoting transparency and fairness. By thoughtfully structuring compensation packages, nonprofits can attract talented leaders committed to advancing the organization’s goals while staying within budget.

Onboarding and Support for Long-Term Success

Once a nonprofit organization has chosen a new executive, the onboarding process becomes crucial for its long-term success. A well-executed onboarding helps new leaders quickly acclimate to the organization’s culture, mission, and operations and equips them with the tools they need to start making an impact right away. This phase is all about setting clear expectations, goals, and objectives while also providing strong support to help the new executive navigate the unique challenges of the nonprofit world.

A key part of onboarding is facilitating connections with key stakeholders, both inside and outside the organization. Setting up meetings with board members, staff, donors, and community partners gives the new executive a deeper understanding of the organization’s ecosystem. Providing mentorship or coaching from experienced leaders within the organization can also be incredibly valuable, offering guidance and support as they transition into their new roles. By fostering these relationships and offering ongoing support, nonprofits can help new executives integrate smoothly and effectively drive the organization’s mission forward.

Are you seeking a search partner to help with your next nonprofit board or executive hire? Contact N2Growth today.

Episode 266: In this episode of “Leadership Without Losing Your Soul,” David talks with Jack Craven, a trial lawyer turned CEO, aliveness mindset author, and executive coach. Jack shares his journey of leading business leaders toward more fulfilling lives, emphasizing the importance of feeling alive professionally and personally. They delve into the “aliveness mindset,” which focuses on bringing passion, purpose, and joy into everyday experiences. Jack introduces the idea of anchoring mindsets and the significance of practices like self-awareness, authenticity, and courage. They discuss the role of tenacity in achieving goals and the importance of love and connection in leadership. This episode encourages leaders to reflect on moments when they felt most alive and to integrate practices that foster continuous personal and professional growth.

Discovering the Aliveness Mindset
Transform your leadership approach with passion, purpose, and joy.

00:00 – The Power of Small Steps

If you ever feel stuck, remember that the goal isn’t always to get out of the hole immediately. Sometimes, just taking a step toward the ladder is enough. Give yourself grace on tough days.

00:15 – Welcome to Leadership Without Losing Your Soul

Host David Dye introduces the episode, sharing insights from a Pew Research study about the importance of job satisfaction and the surprising statistic that many leaders feel dissatisfied with their work environment.

01:47 – Introducing Jack Craven

Meet Jack Craven, a diverse leader with experience as a trial lawyer, CEO mindset author, and executive coach. Jack helps business leaders achieve more fulfilling, authentic lives.

03:02 – Jack’s Early Leadership Experience

Jack reflects on his early leadership role as a Rush chairman in college, highlighting how his leadership journey began and the long-lasting friendships he formed.

04:29 – Critical Questions for Aliveness

Jack asks two foundational questions from his book, “Aliveness Mindset“: “When did you last feel alive?” and “What if you could feel like that every day?” Reflect on your answers to these powerful questions.

Anchoring and Embracing Aliveness

05:48 – Defining Aliveness

Aliveness isn’t just a fleeting moment of excitement; it’s about feeling alive in mind and body, bringing the best version of yourself into your daily experiences.

07:02 – The Role of Anchoring Mindsets

Learn about anchoring mindsets like play, connect, learn, grow, and have an impact. These mindsets help you stay grounded and navigate challenges with an aliveness mindset.

09:42 – Facing Challenges with Aliveness

Jack discusses handling significant life challenges by asking yourself, “What’s one thing I could do to feel alive today?” Sometimes, small steps, like planning a date night, can make a big difference.

13:22 – Authenticity in Leadership

Authenticity is about bringing your true self to your leadership role. It’s essential for creating a genuine connection with your team and fostering an environment of trust.

17:40 – Tenacity and the Long Game

Embrace tenacity to achieve your goals. Whether you’re running a marathon or writing a book, tenacity keeps you moving forward, even when facing setbacks.

The concept of interim executives is gaining significant traction, becoming a cornerstone for organizational growth and transformation. These seasoned professionals step into senior roles within an organization on a temporary basis, engaging in strategic decision-making, crisis management, turnaround schemes, or filling gaps due to sudden departures or absences of incumbent executives. This role is essential in today’s dynamic business environment, where change is constant, technology is disruptive, and strategic paradigm shifts are often necessary for survival and success.

Interim executives are not just placeholders but transformative leaders who drive strategic change within a business. They bring a wealth of knowledge, versatile experience, objectivity, and an outsider’s perspective. This unique combination allows them to identify underlying issues, implement necessary changes, and drive innovation without being handicapped by internal politics or cultural biases.

Strategically positioning an interim executive can significantly enhance operational effectiveness and corporate governance. These leaders are adept at spearheading strategic initiatives, mitigating crises, and bringing fresh perspectives to the table. Their role is multifaceted and versatile, addressing immediate needs while also setting a path for long-term benefits.

Optimizing Corporate Performance with Interim Executives

Interim leadership shines especially in businesses facing sudden challenges or on the brink of transformation. These executives excel in ensuring the seamless execution of business strategies and fostering sustainable growth, all while optimizing performance. By leveraging their broad skill sets and vast experience, they help companies navigate turbulent times, steer their strategic paths, and boost competitiveness. Most importantly, interim executives create exceptional value by blending traditional leadership norms with modern business dynamics.

Leading the charge in revolutionizing this temporary leadership landscape is N2Growth. Their comprehensive portfolio of case studies highlights numerous successful interim deployments across various industries, showcasing significant impacts and facilitating organizational change. By strategically utilizing interim executives, N2Growth helps clients overcome structural inefficiencies, implement growth-focused strategies, and foster a more agile, innovative work culture.

The insights gained from these deployments offer practical lessons applicable to various business contexts. The key to unlocking the full potential of interim executive deployment lies in recognizing the value they bring to complex business issues. Companies should set clear expectations and provide these leaders with the resources and autonomy needed to critically assess current processes, identify improvements, and develop winning strategies. This collaborative approach between the company and the interim executive catalyzes performance optimization, creating an environment conducive to sustainable growth and evolution.

How do Interim Executives Influence a Firm’s Strategic Direction?

The impact of interim executives on a firm’s strategic direction is profound. These seasoned leaders provide immediate, actionable insights, often crafting the strategic maps and roadmaps essential for business success. By bringing fresh perspectives and innovative strategies, interim executives can reorient a company’s trajectory, driving it towards growth and transformation.

Interim executives inject new energy into stagnant workflows, challenge long-held norms, and establish effective channels of collaboration across the organization. With their experienced eyes, they spot hidden opportunities and potential pitfalls, catalyzing change at the core of the organization. This stimulates creativity and fosters a culture that aligns with the company’s strategic objectives. In essence, interim executives are not just temporary fixes; they are strategic catalysts who help companies navigate complex landscapes, ensuring they are well-equipped to thrive in a competitive environment.

N2Growth’s Approach to Interim Executive Search

When it comes to interim executive search, N2Growth stands out with its unique and strategic approach. Our organization combines extensive industry insight with a deep understanding of leadership competencies. N2Growth’s strategies address everything from immediate tactical needs to long-term strategic objectives. This isn’t just about filling a vacancy; it’s about finding the right leadership that aligns with a company’s values and goals.

N2Growth’s vast experience and comprehensive understanding of executive roles allow us to spot emerging trends and chart successful paths for our clients. Our placement portfolio highlights our impressive record of helping organizations smoothly navigate top-level transitions. These successes stem from deep industry knowledge, an expansive executive network, and a focused approach to executive search.

The effectiveness of an interim executive search depends on thoughtful and strategic deployment. N2Growth excels here by taking a hands-on, personalized approach and understanding each business’s unique needs and circumstances. We guide clients through every step of the process, ensuring that the placement aligns with current business transformation needs and long-term strategic initiatives. Our firm’s commitment to strategic alignment and our tailored approach ensures that our clients not only place critical roles but also thrive during periods of transition and beyond.

On July 30, the Endocrine Society announced that it was merging with the Association of Program Directors in Endocrinology, Diabetes and Metabolism (APDEM). On the surface, this seems like a simple arrangement: The leading umbrella organization in a medical field brings in a smaller group working in the same area. But as with many mergers, the reality is more complicated.

Endocrine Society CEO Kate Fryer, CAE, explains that the society has had a long relationship with APDEM, effectively serving as an AMC for it since 1998. But over time, that relationship became more of a pain point than a source of unity. “It had moved into a place that was more transactional—we were having conversations about how many hours staff were spending on this job [of administering APDEM], and how much we were charging,” she says. “It ended up taking conversations away from being about our groups working together, on getting our shared missions accomplished.”

Fryer shared a few ideas about what made the Endocrine Society-APDEM merger worth the effort, and which may apply to associations considering a merger discussion of its own.

Conversations start around the question of, What are we trying to achieve? Let’s blue-sky what the world could look like if we came together.

Endocrine Society CEO Kate Fryer, CAE

Know your purpose going in. Endocrinology has a pipeline problem: Demand for specialists in the field outstrips the number of doctors working in it. The two organizations are both invested in speeding and widening the pipeline, which made the merger discussions easier. “Because APDEM’s focus is on training the next generation of endocrinologists, we felt like this is exactly the partnership to help drive that conversation into a really more transformative space, as opposed to sort of incremental stuff that both organizations have been doing,” Fryer says. “We’re envisioning a world where we can drive many more people into the pipeline.”

Start with trust-building. The process from initial merger discussions to final announcement took two years. Patience with any merger discussion is essential, and Fryer says she’s found that discussions with APDEM succeeded when board leaders across the two groups, rather than staff leaders, led the sensitive conversations. “We’ve found that it works best when it is member leader to member leader for that first outreach,” she says. “Those conversations really start around the question of, What are we trying to achieve? Let’s blue-sky what the world could look like if we came together.”

Respect autonomy. Though the organizations have merged, APDEM maintains its own board, and the Endocrine Society deferred to APDEM leadership on how to approve the merger on its end. The merger was approved by the board, which was required by its bylaws. But APDEM also took the question to its membership, which wasn’t. “It wasn’t a legally binding vote, but it gave them a lot of comfort that their membership was behind this decision,” Fryer says. “And that vote was near-unanimous.”

Recruit for a merger mindset. Like a lot of medical disciplines, endocrinology has a host of subfields and associations representing them, and Fryer says the Endocrine Society is looking for ways beyond the APDEM merger to better connect with them. That may involve mergers, but not necessarily. Regardless, Fryer says she is mindful that good relationship-building starts with board members who are open to building those bridges. “Our nominating committee has been incredibly focused on partnerships and a strategy of not trying to go out into the world to compete with our sibling and partner societies,” she says. “Rather, we want to look at how we can partner, and that skill set has been one of their focuses.”

The post Keys to a Successful Merger appeared first on Associations Now.

I found myself needing to stop at a local mall. And I didn’t expect to hear someone shouting in such a hostile manner.

I heard the awful words and felt the sting in them before I even rounded the corner. When I turned to see what was happening, and saw her crying, I wasn’t sure what to do or say. Before I could react, she muttered to herself. Straining to hear, I picked up on the fact that she was repeating those awful words to herself.

I thought….“You are not those words. I don’t even know you, but I can see that it’s not true. Don’t give him your power.”

She somehow managed a smile before her friend showed up a moment later, and they embraced as she broke down again. Once I could tell she was in great hands, I was able to continue with my day.

One of Eleanor Roosevelt’s famous quotes is “No one can make you feel inferior without your consent.” Sounds easy, but…it isn’t, especially in the moment.

In these simple words, she conveyed a profound truth about personal power, resilience, and self-confidence.

This tells us that the power to influence our feelings and self-perception resides within us, not in the words of others. It means that we control the narrative about our worth, value, and abilities. When we give others the authority to make us feel less than, we surrender our personal power.

So, what should we do when someone tries to make us feel inferior? Here’s a roadmap to build confidence, cultivate resilience, and reclaim personal power:

Understand your triggers: Identify situations or comments that make you feel inferior. Understanding these triggers can help you better prepare and react to them.

Remember: Triggers are not a sign of weakness; they are a part of being human. Awareness of them is the first step towards control.

2. Foster a Positive Self-Image

Embrace your strengths: Recognize your unique abilities and the areas where you can improve. Having a balanced perspective on your abilities fosters self-esteem.

Remember: You are a work-in-progress, and it’s perfectly okay. Embracing your weaknesses as areas for growth will make you unstoppable.

3. Develop Emotional Intelligence

Control your reaction: When someone tries to belittle you, remember you have the power to control your emotional response.

Remember: Not every negative comment deserves your energy. Be selective with your emotional investments.

4. Set Personal Boundaries

Communicate your limits: It’s important to let people know what is and isn’t acceptable behavior towards you.

Remember: Setting boundaries is a sign of self-respect. You are teaching others how you want to be treated.

5. Practice Self-Affirmation

Boost your confidence with positive affirmations: Remind yourself daily of your worth, capabilities, and achievements.

Remember: Positive self-talk can change your outlook on life. Make it a daily ritual.

6. Surround Yourself with Positive Influences

Choose your company wisely: Surround yourself with people who inspire, encourage, and respect you.

Remember: You are the average of the five people you spend the most time with.

7. Seek Professional Help When Necessary

Reach out to a professional if feelings of inferiority persist: There’s no shame in seeking help from psychologists or coaches to help you navigate your feelings and develop coping strategies.

Remember: Seeking help is not a sign of weakness, but rather a testament to your strength and commitment to personal growth.

Do not let anyone undermine your worth or potential. Instead, embrace the powerful words of Eleanor Roosevelt, and realize that no one can make you feel inferior without your consent.

Image Credit: Alex Shute

]]> https://rewardingslots.me/7-way-to-build-confidence-and-cultivate-resilience/feed/ 0 https://rewardingslots.me/the-future-of-ciso-chief-information-security-officers/ https://rewardingslots.me/the-future-of-ciso-chief-information-security-officers/#respond Tue, 20 Aug 2024 06:07:58 +0000 https://rewardingslots.me/?p=72388 Evolving Role and Responsibilities of CISOs

The role of the Chief Information Security Officer is expanding. In addition to protecting the organization from cyber threats, this senior executive now plays a strategic role in ensuring that data assets and technologies are well-protected while supporting business innovation and growth. In today’s interconnected business environment, CISOs are expected to have a comprehensive view of the organization’s security posture, which includes cyber security, regulatory compliance, data privacy, and the security aspects of digital transformation.

Furthermore, as business and technology become increasingly intertwined, the role of the Chief Information Security Officer has become crucial in bridging this gap. CISOs now play a vital part in shaping the company’s strategic direction, as they are tasked with balancing security and business needs. Their role is not just to react to security threats but to proactively develop security frameworks that can align with the company’s business objectives. By partnering with search firms such as N2Growth, organizations can effectively match the executive talent in their CISO roles with these evolving responsibilities and goals. N2Growth offers solutions such as leadership coaching and assessments, which significantly contribute to developing the strategic and people management capabilities required for the CISO role in the modern business environment.

Emerging Challenges in Information Security

The rapidly changing world of information security is throwing new challenges at organizations every day, making it essential for CISOs to stay ahead of the curve. One of the biggest hurdles is the growing sophistication of cyber threats. Cybercriminals are more equipped than ever, using advanced tools and techniques to bypass traditional security measures, which means CISOs are under constant pressure to upgrade and innovate their security infrastructure. Adding to the complexity is the explosion of data, which has significantly increased the risk of breaches. With more sensitive information to manage, the task of protecting it has become even more challenging, requiring CISOs to navigate this complex landscape with agility and foresight.

As new technologies like 5G, the Internet of Things (IoT), and Artificial Intelligence (AI) revolutionize business, they also open the door to new vulnerabilities that cyber attackers are eager to exploit. There’s no one-size-fits-all solution to these challenges, which puts pressure on CISOs to master a diverse range of highly specialized systems to protect their organizations effectively. In addition, the rise of stringent data privacy regulations, like the General Data Protection Regulation (GDPR), has added another layer of responsibility for CISOs, making regulatory compliance a critical part of their role.

In this complex and ever-evolving environment, partnering with a knowledgeable firm like N2Growth is crucial for building robust, future-proof cybersecurity strategies. By leveraging cutting-edge solutions that harness the power of data, AI, and advanced technologies, N2Growth helps leaders tackle these emerging challenges head-on. Our expertise provides a strategic foundation for innovation and long-term success in an increasingly digital and connected world.

CISOs and Regulatory Compliance: What Lies Ahead

With data breaches on the rise, the enforcement of data protection regulations has become increasingly strict, making it essential for CISOs to stay ahead of these developments. This means having a deep understanding of both global and local regulations, like the General Data Protection Regulation (GDPR) in Europe and the California Consumer Privacy Act (CCPA) in the United States. Looking forward, CISOs must adopt a more proactive stance—not just responding to regulatory changes after they happen but anticipating them and ensuring compliance before issues arise. This shift toward predictive compliance will be critical in navigating the future of cybersecurity.

As we move deeper into the digital age, CISOs will grapple with the growing complexity of managing compliance across increasingly distributed systems. This will require them to coordinate multi-disciplinary teams, deploy advanced technologies to identify and mitigate risks, and maintain a constant readiness for audits. Take, for example, companies that partner with N2Growth. They’ve leveraged N2Growth’s expertise to build robust risk management strategies and cultivate a strong regulatory compliance culture. This helps avoid legal penalties and strengthens customer trust by preventing data and information mishaps–ultimately fostering loyalty and boosting the company’s reputation. For CISOs, staying vigilant and proactive in navigating the evolving regulatory landscape isn’t just a necessity—it’s a critical component of long-term success in the digital world.

Cybersecurity Skill Gap: Implications for CISOs

Globally, a significant cybersecurity skill gap puts immense pressure on Chief Information Security Officers. With a shortage of trained professionals, CISOs feel the weight of responsibility as they work to protect and strengthen their organizations’ digital assets. On top of this, they must also keep up with the constantly evolving and increasingly sophisticated cyber threats that challenge even the most robust defenses. It’s a tricky balancing act, demanding both resilience and adaptability from today’s security leaders.

To bridge the cybersecurity skill gap, many businesses are turning to executive search firms like N2Growth. N2Growth’s targeted approach to talent acquisition, leadership development, and talent retention can greatly enhance a CISO’s ability to defend against cyber threats. By leveraging data analytics, artificial intelligence, and cutting-edge technologies, they help organizations ensure they have the right leaders in place.

Moreover, fostering a culture of diversity, equity, and inclusion (DE&I) within leadership teams brings fresh perspectives and sparks innovative solutions to tackle information security risks. For example, AI and machine learning tools have proven invaluable in automating routine tasks, allowing CISOs to focus on strategic, high-impact initiatives. This holistic approach, grounded in real-world examples and informed insights, not only strengthens corporate governance and risk management but also drives overall organizational success.

CISOs in the Age of Data Privacy and GDPR

The updated data privacy landscape, especially with the introduction of the General Data Protection Regulation (GDPR), places significant responsibility on Chief Information Security Officers. In this ever-changing environment, CISOs must ensure that personal data collection, storage, and processing comply with GDPR’s stringent regulations. This means implementing robust security measures, conducting regular audits, and proactively identifying, investigating, and mitigating potential risks.But their role doesn’t stop there. CISOs are also tasked with educating their teams on the importance of these data protection practices and ensuring they’re carried out correctly. It’s a complex, ongoing challenge that requires both technical expertise and strong leadership to navigate successfully.

Integrating robust data privacy practices into corporate structures goes beyond mere compliance—it’s a strategic move that enhances an organization’s trustworthiness and competitiveness. Industry leaders are increasingly partnering with esteemed firms like N2Growth, known for their focus on leadership development and effectiveness.

N2Growth helps organizations strengthen their leadership, including the crucial role of the CISO, by offering comprehensive solutions that leverage cutting-edge technologies like artificial intelligence, data analytics, and digital evolution. These strategic collaborations not only bolster resilience against information security threats but also ensure ongoing regulatory compliance, paving the way for long-term organizational success.

Role of CISOs in Managing Remote Workforce Security

The Chief Information Security Officer has become central to safeguarding digital assets, particularly with the rise of remote work. This shift has expanded the CISO’s role to ensure secure access for remote workers, implement flexible security measures, and foster a culture of vigilance and cyber resilience among dispersed teams. Managing these responsibilities requires a dynamic approach to stay ahead of emerging threats and maintain a robust security posture.

N2Growth excels at helping organizations sharpen their CISOs’ skills to effectively manage the complexities of securing remote workforces. By leveraging a data-driven approach, N2Growth enhances CISOs’ strategic, analytical, and decision-making abilities, which are crucial for protecting their company’s digital ecosystem in a landscape constantly under threat. N2Growth’s focus goes beyond traditional methods. They emphasize developing leadership talent to navigate the evolving digital landscape, integrating AI, advanced technology, and Data Equity & Inclusion (DE&I) principles to boost leadership effectiveness and drive organizational success.

Associations looking to expand their advocacy efforts and building public awareness have known that one popular move is to create a gamified experience. March Madness-style brackets and innovation contests can put a spotlight on a particular industry’s efforts both to legislators and the general public.

That’s particularly true in manufacturing, where state organizations in Illinois, Delaware, and elsewhere. That success prompted the California Manufacturers and Technology Association to launch its “Coolest Thing Made in California” contest last year, which proved successful enough for it to return last week for a second year.

“What we were hearing from our counterparts in different states across the U.S. is that it really helps highlight the diverse manufacturing industry with the public,” said Ananda Rochita, CMTA’s VP of communications. “It’s an opportunity for them to understand our industry and see all the different companies that are making products right in their backyards.”

More than 90,000 people voted in CMTA’s contest last year.

CMTA produces the contest on a shoestring, with Rochita along with two other members of the trade association’s 12-person staff gathering nominations, tallying votes, and encouraging participants to spread the word. The range of manufacturers represented in last year’s contest gave CMTA confidence that it was on the right track: Though Tesla and a pair of aerospace firms were finalists, so was a family business, Carmazzi Caramel Corn, promoting the idea that the state supports both small and large manufacturers. (Another benefit: Carmazzi joined as a member after the contest.)

In addition, the initiative proved successful enough that it attracted sponsorship dollars: This year, the bank JPMorganChase has a naming arrangement with CMTA where its brand is used in all of the association’s promotions of the contest. “It was a year-long process for them to understand us as a brand,” Rochita said. “They’ve attended a few of our events and got a taste of what we bring to the table.”

But the key to the contest’s success is that it’s driven as much by the public as the manufacturers: People are invited to nominate any company that manufactures in the state (it need not be headquartered there), and their votes determine the finalists and winner. Last year, more than 90,000 people voted, and the campaign reached more than 95,000 social media accounts—enough that the state’s lieutenant governor, Eleni Kounalakis, made the official presentation of the award to Tesla last year. 

That experience showed CMTA the importance of strength in numbers, both among the public and members. “We’re the main advocate for the manufacturing industry here, so through this process, we got a lot of attention from legislators,” Rochita said. “We also got a lot of interest among our members and prospects, a lot of manufacturers who weren’t in our membership and that found out about CMTA through the competition.”

The post Behind a Winning “Coolest Thing” Contest appeared first on Associations Now.

In leadership, the focus often gravitates towards grand visions and sweeping changes. The big stuff.

But my experience is that it’s usually the small, seemingly insignificant threats that can derail organizations.

We think that lions and sharks are scary, and we dismiss the tiny mosquito. But the mosquito is far riskier to humans.

Tiny challenges can accumulate and become critical if ignored. Understanding how successful leaders manage these small threats provides valuable insights for all of us.

Attention to Detail

Leaders who excel are often distinguished by their attention to detail. They recognize that in the minutiae lies potential danger. Consider a leader navigating a company through a period of rapid technological change. While major projects capture the spotlight, this leader knows that the outdated software in one department may seem minor today but could cause serious security risks if not dealt with quickly. A proactive approach in upgrading systems, even when they appear secondary, safeguards the company’s future.

Consistency in Small Practices

Athletic coaches provide a clear example of managing small threats through consistent practices. Legendary basketball coach John Wooden didn’t just focus on game-winning strategies. He began each season teaching players how to properly put on their socks and lace their shoes. How would you feel if you were on that team? But this small lesson was critical—preventing blisters and sprains that could sideline his players during crucial moments. And teaching players that the small things matter. Wooden’s meticulousness exemplifies how managing small details can contribute to big successes.

Perspectives on Vigilance

Historically, leaders who anticipated and mitigated minor threats often led their nations through tumultuous times successfully. Winston Churchill, during the early days of World War II, focused not only on massive military strategies but also on bolstering morale among British civilians, a smaller, softer aspect of the war effort. But this played a major role in sustaining the nation’s spirit.

Innovation from Small Beginnings

In the corporate world, leaders like Steve Jobs exemplified the importance of addressing small innovations that signal larger industry shifts. Jobs’ focus on the aesthetic details of Apple products, such as the tactile feel of the keyboard or the color of an iPhone, seemed minor. It seemed insignificant. But this often shaped market trends and increased customer loyalty. His ability to treat these small elements with importance paved the way for Apple’s dominance.

Leveraging Technology

Today’s leaders have at their disposal an array of technological tools to monitor and manage small threats. Data analytics, for example, can highlight slight shifts in customer behavior or minor increases in operational costs that might indicate larger issues. A leader’s ability to integrate this data into daily decision-making processes can prevent small threats from becoming larger crises.

Emotional Intelligence

Beyond technology and tactics, emotional intelligence plays a crucial role in identifying and addressing these threats. Leaders like Nelson Mandela utilized emotional intelligence to perceive undercurrents of dissent. That let him address a small issue before they escalated. His approach to engaging and making minor adjustments in policies helped maintain a delicate balance during South Africa’s transition period.

Strategic Rest

Sometimes, the small threat isn’t something that needs to be done, but something that needs to be avoided. Think burnout. Rest is important. Jeff Bezos is known to only make high-stakes decisions after sufficient sleep. Seems silly to some to delay a decision, but it works.

Through understanding how successful leaders handle the small threats—by being vigilant, detailed, consistent, and strategic—we can gather insights into the art and science of leadership. It’s a continuous balancing act, where the smallest details can have the most significant impacts.

So, whether you’re in the Boardroom or on a Safari, remember: it’s not just the big stuff. The small stuff is often more important than it appears.

Image Credit: erik karits

]]> https://rewardingslots.me/how-leaders-handle-the-smallest-threats/feed/ 0 https://rewardingslots.me/survival-tips-for-asae24/ https://rewardingslots.me/survival-tips-for-asae24/#respond Tue, 20 Aug 2024 06:03:27 +0000 https://rewardingslots.me/?p=72381
Navigating the ASAE Annual Meeting and Expo can be overwhelming, especially for first-timers. Some advice for how to make it both meaningful and fun.

Every time I’ve set foot in the home for the ASAE Annual Meeting and Expo, I stress out a little. There are a lot of people, a good amount of noise, and a lot of things going on. Looking at the lineup of education sessions and events, it’s easy to feel like I want to be—need to be—in at least three places at once.

Some of that reaction has to do with me being an introvert. But talking with attendees over the years and in preparation for the onsite newspaper, the Daily Now—make sure to pick up a copy while you’re there—I know it’s a common feeling. So as you get set for the coming days, here are a few tips that I and others have found helpful when navigating Annual. Please add your own suggestions in the comments.

Arrive with one question you want answers to. Are you trying to improve as a leader? Dealing with a difficult board? Anxious about your association’s financial position? It’s a lucky association executive who’s only dealing with one problem, but think of Annual as a set of recommendations and panel of experts to address your biggest one, packaged just for you. As you scan through the list of sessions and workshops, design a schedule that puts you in front of the people and ideas who can help.

Have a team. You don’t run an organization alone, and learning works best in groups too. If you’ve arrived with a group of people from your association or company, make plans to check in regularly about what you’ve seen and learned. If you’re flying solo, you can connect with a colleague on-site, or gather information with a mind to bounce ideas off of staff or volunteer leaders when you make it back to the office. 

Annual is a place where, unlike many of your relatives, thousands of people understand exactly what you do for a living.

Take a chance on something. People have very strong opinions about the structure of education sessions. (I’ve joked that the most frightening words in the English language are, “Now, please turn to a person seated next to you…”) Sessions are too long, too short, too fluffy, too PowerPoint-y, too interactive, not interactive enough, and on and on. Sometimes these strong opinions are rooted in nothing more than one or two disappointing past experiences, so Annual is a good opportunity to reset and try a learning format you’ve long resisted.

Ask questions—and answer them too. I’ve lost track of the number of times I’ve heard stories about people meeting friends and longtime professional colleagues through simple questions like, “How do you like working at the Widget Association?” or “Where do I catch the shuttle bus?” Attendees and presenters alike are great repositories of knowledge and reassurance—make use of them, and do the same in return. The Annual Meeting is a place where, unlike many of your relatives, thousands of people understand exactly what you do for a living, and often savor the opportunity to talk shop. Be a little nosy for the next few days—just be ready to share what you know too.

If you’re looking for more, we’ve collected some advance reading recommendations for #ASAE24. The meeting is an exciting opportunity to learn and do more—even if you have to turn to the person seated next to you to do it.

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