Tag: Jamie Notter

“That Sounds Risky…”

Posted on | by Elizabeth Weaver Engel, CAE

Back in June, Leslie White (Croydon Consulting) and I presented a session for ASAE’s Finance and Business Operations Conference (FHRBOC). It was a simulation on risk management. We had assumed, given that it was a room full of accountants, that everyone would a common understanding of, and language around, risk.

Boy, were we wrong.

And it got us thinking: when senior teams are trying to make decisions together, do they suffer from the same problem? A lot of what we do or consider doing in associations involves the assumption (and hopefully mitigation) of risk. What if senior teams don’t share an understanding of what that means? How can they even have good, open conversations?

Well, as soon as we started thinking about good, open conversations, we realized we’d want to involve Jamie Notter (Management Solutions Plus), too.

So here’s what we’ve come to:

In today’s environment, an association’s success is contingent on its ability to make good decisions quickly. Heading in the wrong direction, or simply treading water while you try to decide, will move you further and further behind your competition. Today’s competition is tougher, and the margins are thinner, so we simply can’t afford to fumble our way through decision making.

Nowhere is this more evident than at the management team level. Here you have a group representing diverse interests that is tasked with making strategic decisions to support the whole enterprise. Yet the topic of how decisions are made (and what methods and processes would be best) is rarely tackled explicitly. Despite the imperative mentioned above, we actually do fumble our way through decision making.

As consultants, we see this problem and want to do something about it, but only if it actually makes sense to association execs, and only if we’re not duplicating what other smart consultants in the association space are already doing. So we have a few questions for you.

  • What is your experience with decision making at your organization?
  • What kinds of conversations do – or don’t – you have about risk?
  • If you are experiencing problems in these areas, what impact is it having on your organization? Your staff? Your relationships with your volunteer leaders?
  • Is there a need here?
  • Have you worked with somebody great who’s helped you through this, where we should talk to her first or just get out of her way and let her do her work?

Short version: we think there’s a problem here, we’re interested in trying to figure out how we fix it, but we’re not interested in trying to reinvent a wheel someone else has already done a better job creating.

What are your thoughts?

Process Killed the Association Star

Posted on | by Elizabeth Weaver Engel, CAE | 5 Comments on Process Killed the Association Star

Jamie Notter recently recapped his notes from the MIX Mashup, an invitation-only conference on the future of work, or, to quote their website:

“What will it take to make our organizations highly adaptable, endlessly inventive, truly inspiring, and genuinely accountable?”

That’s a critical question for all of us to address. Jamie also asked the blogging community to think about the points raised at the conference and to write response posts. This is one.

One of his notes from a panel on “innovation all the time” was:

Genius isn’t hidden. It’s afraid of your processes.

Associations do this all the time. In far too many cases, our default answer is “no.” Why? Say it with me: “Because it’s against policy.” Our default mode is “slow.” Why? Because everything has to run through 3000 internal groups and committees, then it goes to a member committee that only meets twice a year, then it goes to the board, which also only meets twice a year, and before you know it, 18 months have elapsed and the original opportunity? It vanished.

New staff and new volunteers start working with our organizations. They’re full of ideas, energy and excitement. This is her new job! She’s ready to kick some ass, build on what her predecessor did, and take your association to the next level! This is his new volunteer assignment! He’s honored to have been chosen, and he’s now even more deeply invested in your association than he was when he decided to offer his name up as a volunteer, because he made the cut!

And then our reified processes kick in, and the cavalcade of “no” begins.

  • We tried that five years ago, and it didn’t work.
  • We can’t make that change, because we always do it this other way.
  • Our members won’t like it.
  • Our senior team won’t like it.
  • Our board won’t like it.
  • The committee won’t support it.
  • It’s a risk we’re unwilling to take.
  • We’re not comfortable trying it a different way.
  • I don’t have that skill (and I don’t want to learn it).
  • What if something goes wrong? What if it’s not perfect? What if it FAILS!?!?

And, inevitably, that new staff member gets beaten down. Maybe she stays, and she starts keeping her ideas to herself, and maybe she walks out the door and takes them with her. That new volunteer gets discouraged. He becomes the “show pony” committee member, when what he wanted to do was be the “work horse.” He becomes disillusioned, cynical and disengaged. If you’re lucky, he keeps that to himself. If you’re not? Hello, membership decline.

We need to shift our mindset from a default “no” to a default “yes,” even if it has to be a qualified yes.

How do we get there? I don’t have the complete answer, but I do have some suggestions:

  • ALWAYS let people spend some time researching their ideas to see if they’re viable.
  • Create a budget of time AND money, even if it has to be small, to try new things.
  • Quit being so afraid of criticism. If you’re not pissing someone off, you’re coasting.
  • Quit being so afraid of debate and disagreement. You’ll never get to the great idea if people can’t challenge the good enough idea.
  • Build REAL relationships with members and volunteers. The only way you get leeway to try stuff that might not work is by earning it.
  • Remember that the whole environment has changed, and what happened five years ago is not a predictor of what might happen tomorrow, with THIS team and THESE members in THIS situation.
  • Dump your 400 page policies and procedures manual. Follow Adobe’s example of a “fairly open philosophy” (not just about social media but about all your policies and procedures) governed by “guardrails” that keep your staff and organization legally protected while giving them as much freedom within those guardrails as possible.
  • Celebrate failure. Everyone says that, right? How do you do it? Offer a valuable prize (an extra week of vacation?) to the person or team that blew it, and then learned something major and valuable they shared with the rest of your staff.

What do you think? How do we get to “yes” in our organizations?

We Are STILL Doing It That Way

Posted on | by Elizabeth Weaver Engel, CAE

Or, to quote Marshall Goldsmith: “What Got You Here Won’t Get You There.”

I’ve been thinking a lot about the long-term prospects of associations recently. Will we survive the changes – technologically driven, generationally driven, ecologically driven, socio-economically driven, etc. – occurring in our global society? If so, how?

Thus it seemed like a good time to take a second look at We Have Always Done It That Way.  For those of you who aren’t familiar with it, a group of “Five Independent Thinkers” (whose names you probably recognize) got together in 2007 to address the pressing need for change in associations.

The Thinkers address a total of 101 issues that need to change in the ways we:

  • Think
  • Lead
  • Manage
  • Execute
  • Work Together
  • Involve Others

Five years later, what has changed?

I would hope, for one, that you’re no longer storing information like social security and credit card numbers in your association management software. I think most associations are now involved in social media at least to some degree, even if not very effectively.

But I still see a world where strategic planning and strategic thinking are conflated, where we operate in silos fighting over turf and resources, where we do a poor job of reaching out to new audiences (including the elusive “younger members”), where it still takes us too long to make decisions, and once those decisions are made, too long to act, where we never kill hoary old programs (no matter how useless they’ve become), where new ideas (because that’s what “innovation” is) get routinely shot down, where we’re still doing form-based annual reviews, where we’re unable to have honest exchanges.

I don’t think it’s just associations. But I see it here because this is where I am and have been for 15 years.

How do we pick up our heads out of plodding along doing the same old thing and making the same old mistakes every day? How do we get to the place where we’re agile enough to respond to, and even anticipate, the changes in our professional/industry environments and the larger world in such a way that our audiences (which don’t have to be narrowly confined to “members”) literally can’t make it without us, not because we have some sort of Svengali-like golden handcuffs but because we’re so in tune with what they need to be successful and we provide it so quickly and well, our associations are vital partners in those audiences’ success?

I don’t have the answers. But I’m at least willing to engage in the conversation. Join me?

Book Review: Humanize

Posted on | by Elizabeth Weaver Engel, CAE | 1 Comment on Book Review: Humanize

If you’re one of my regular readers – or someone who knows me IRL – you probably know of my disdain for business books. Generally, they state the obvious or the *painfully* obvious at a fifth-grade reading level, with LARGE print on pages with LOTS of white space. I firmly believe that, with very few exceptions, reading them actually makes you dumber.

So I don’t say this lightly: Humanize is genius.

Authors Maddie Grant and Jamie Notter use the lens of social media to examine our “modern” business, management, and leadership practices and find them au courant…with the Industrial Revolution. At that time, perhaps a mechanical view of the world made sense, or at least more sense than it does now. But social media has spurred a revolution in the way people relate to each other on the individual, micro, and macro levels. The genie’s loose, and he’s not going back.

And while we shouldn’t – and in many cases don’t – even want to go back, our organizations are not keeping pace. Our focus on best practices (imitation) over innovation, a strategic planning process that assumes that the future is knowable and unchanging, human resources management that relies on hierarchy, org charts and knowing (and keeping to) your place, and leadership that’s viewed as some sort of “secret sauce” that individuals either have (so they get to be at the top of the org chart) or don’t (so they’re one of of the proles) keeps us stuck in those old systems and patterns that are killing us.

Maddie and Jamie go on to identify four key qualities that can help our organizations be more human (or, more accurately, stop trying to force organizations made up of people into an assembly line mentality): being open, trustworthy, generative, and courageous. In the meat of the book, they examine how these four qualities, expressed through the mediums of organizational culture, internal process/structure, and individual behavior, have the power to create organizations that, to quote p. 247, “inspire us and bring out the best in us.”

If business people read, accept and implement the ideas contained in Humanize around these qualities and how they can be fostered at the personal, process, and organizational level (hardly a given of course), I believe this book has the power to RADICALLY transform our organizations and, just possibly, save the world of associations in the process.

 

From the Humanize chat

Posted on | by Elizabeth Weaver Engel, CAE

Wow, the #ASAETech chat on Maddie Grant and Jamie Notter’s new book, Humanize, was almost two weeks ago, and I’m just getting around to sharing my thoughts. Hey, #Tech11 had us ALL booked solid last week, right?

For those who aren’t yet familiar, the book is about transforming our organizations from a mechanized paradigm to a human paradigm by being open, generative, trustworthy, and courageous. I’m reading the book now and will likely have more to write about it as I progress, but for now, a few things struck me during the December 2 chat.

Lindy Dreyer made a great observation during the chat: being open is something most of us aren’t allowed to practice at lower levels, so when we move up in organizations, we’ve never worked that way before. I think she’s right, and it applies to the other key elements of being human in the workplace as well. Why do the bad systems perpetuate themselves? Because more experienced workers train newer workers and pass down “we have always done it (or not done it) that way.” This may present an opportunity, as un-mentored Gen-Xers move into leadership positions as the Boomers start retiring (some day). (That’s assuming any of us resist the lure of starting our own gigs long enough to be available for those leadership positions, of course.) We haven’t been as fully inculcated to being closed and opaque, so there might be a chance to break out of this pattern.

Maddie Grant observed that perhaps the reason there’s so much discomfort with social media in workplace is because it lights our passions, and we’re not comfortable with passion and emotion in the workplace. Of course, this immediately made me think of Joe Gerstandt’s work, and his fantastic “Fly Your Freak Flag”session at the ASAE Annual Meeting in August. The upside of forcing people to keep their passions out of the workplace is, obviously, things run more smoothly if everyone’s dispassionate. But there’s a downside, too:  you will NEVER get people’s best efforts if all your incentives point to smooth efficiency. Passion is messy, but it’s also where the juice for good ideas lives.

Jamie Notter provided my new favorite saying: “Proceed until apprehended.” It expresses the old “ask forgiveness, not permission” idea, but far more succinctly and elegantly. LOVE!

Finally, the closing keynoter at #Tech11 was one of the authors of the seminal 1999 work The Cluetrain Manifesto. As a result, I popped over to their website and re-read the 95 Theses (scroll down to get to them). Working my way through Humanize now, I realized: we’ve been saying the same damn thing for 10+ years.

Is anyone listening?

Power With versus Power Over

Posted on | by Elizabeth Weaver Engel, CAE

About a week ago, I was finally reading the June 2011 of Associations Now (it accidentally got buried in the pile of unread magazines), and I read the Favorites Game piece with Jeffrey Pfeffer. My first thought was that his suggestions reminded me at bit of Niccolo Machiavelli’s The Prince (you can take the girl out of grad school, but…). And I was hoping that, like The Prince, it was intended as satire. Hey, they both stress the importance of flattery, right?

But somehow, I don’t think Pfeffer is being funny.

My second thought was that he was articulating the concept of “power over” very clearly. But there’s also a concept called “power with.” It features heavily in progressive movements like feminism, the green movement and many earth-based religions.

So what’s the difference?

Power OVER is about scarcity, rules, procedures, compliance, competition, rewards and threats, hoarding information, assigning blame, fear and skepticism, exclusion, silos, and control.

Power WITH is about abundance, principles, mission, commitment, creativity, focusing on what’s going right, sharing, being open, trust and confidence, inclusion, working together, questioning, inspiring and clarity.

As I’m sure you recognize, traditional hierarchical organizations rely on power over. And I suspect that’s where most of our associations fall. But they don’t have to.

In fact, forward-looking organizations need 21st century leaders. A quick Google search on that term returns things like: communicators, good social skills, open, transparent, authentic, team players/team success, influence instead of authority, non-traditional, accepting of diversity, creativity, innovation, intuition, bias towards action, energy and enthusiasm.

Which of the above two power models seems like a better match for the realities of *today’s* work place? Looking at the lists above, where would you rather work?

How do we get from here to there? It comes down to each and every one of us honestly assessing ourselves and, each day, choosing to walk the talk of power with rather than power over. You’re not going to completely transform your organizational culture over night. But you can lead, even from the middle, by example. Not everyone will get it. Not everyone will come with you. But we have to start transforming the culture of work somewhere.

I’m going – will you come with me?

(Jamie Notter has a terrific take on this topic in his blog post Love and Power – go check it out! )

Can I Trust You?

Posted on | by Elizabeth Weaver Engel, CAE | 3 Comments on Can I Trust You?

I’ve been thinking about issues related to trust and risk ever since Jamie Notter and Maddie Grant‘s unsession on their forthcoming book, Humanize, at #ASAE11.

During the session, Jamie made a really interesting point: trust and risk are correlated. As trust goes up, risk goes up. In order to lower risk, we also end up lowering trust.

Ever wondered why staff members have such strong reactions to new policies at your association? Voilà. That reads, on some level, like you don’t trust them.

Here’s the thing: we can’t just throw out all our policies and skip merrily along trusting everyone completely and all the time. First of all, my many lawyer friends would be out of business if we did. They’re all smart people, so I’m sure they’d find something else to do. But the unemployment rate is high enough right now.

But also, it’s not realistic. There are people out there who, through ignorance, accident or ill intent, can harm our associations. Our members and the other communities we serve have the right to expect us to do what we can to protect our associations, by preventing what risks we can and being prepared to ameliorate those we can’t.

On the other hand, our staff members deserve respect and professional courtesy. After all, if we can’t trust them even a little bit, why did we hire them in the first place?

I don’t have the perfect answer to this. In fact, there isn’t one. Different organizations have different levels of tolerance for and exposure to risk. If you deal with credit card or HIPPA protected data, you know exactly what I mean.

I think this raises and important consideration for us as part of our own risk calculations. We often focus on the downsides of being more open, more trusting, etc in assessing risk. Do we think about the other side: what is the risk of reducing trust? Now that social media is, to quote Jamie, “kicking our asses” maybe we need to weigh that side of the calculation a little more carefully.

Dare to Think BIG

Posted on | by Elizabeth Weaver Engel, CAE | 2 Comments on Dare to Think BIG

During Jeffrey Cufaude‘s ASAE11 Ignite presentation on living a sustainable life, he quoted Mary Catherine Bateson: “we’re living longer but thinking shorter.” And I got thinking about the concept of thinking small.

Associations are under tremendous pressure right now. The economy is not getting any better. Social media, to quote Jamie Notter and paraphrase Clay Shirky, is kicking our asses. Generational shifts are battering our traditional membership and leadership models. Peak oil and global climate change are beginning to affect our society in countless ways, one of which may very likely be to cripple our traditional educational and networking models. What volunteers are looking for, and the hoops they’re willing to jump through in order to get it, has changed in ways that render traditional board and committee service models obsolete. Information is no longer scarce, and even the most backwards and self-delusional associations can’t pretend to hold a monopoly on it any more.

Everything in our environment is whispering: “Protect your ass. Guard your turf. Trust no one. Rock no boats. Prepare for the worst.”

In other words: “Think small.”

Sure – think small, and watch your organization die.

Now, as Jamie has pointed out, your association – my association – has no inherent right to exist. And if the best thing for your profession/industry/community/audiences is for your organization to die, then get on with it and decrease the surplus population.

But if you do believe that your organization brings something useful and good to some group of people, now is exactly the time to think big, take chances, rock the boat, make change, and see where it can take you.

It’s easy to be afraid now – a lot of shit is going down. But if we can get past the fear and be courageous and willing to take risks, we have HUGE opportunities to do better by our members, our professions/industries, our audiences, and maybe even the world. As my good friend Catherine says: “What are they going to do – take away your birthday?”

At the end of his Ignite session, Joe Gerstandt asked us: “Do you approach life from fear or from love?”

It’s time to choose.

Next-Generation Leadership

Posted on | by Elizabeth Weaver Engel, CAE | 7 Comments on Next-Generation Leadership

JNott recently concluded a great series on leadership skills for the 21st Century, and Acronym has declared May to be Leadership Inspiration Month, and the combo got me thinking:

What qualities will the association leader of the future need?

Rather than putting together some laundry list, I thought I’d focus on the two that seem most important to me:

Nimbleness of Mind 

It took us a while to catch the bug, but boy howdy, do associations love planning these days.  We love strategic planning.  We love action planning.  We love work planning.  We love metrics.  We love data.  We love environmental scanning.  We love SWOT analysis. We love Gantt charts.  We love Microsoft Project.  You’d think we were getting ready to invade Normandy, rather than just trying to roll out the renewal notices on time.

And that’s all great – really it is.  A constant Ready –> Fire –> Aim approach can get you in big trouble.

But the thing is, you can’t plan for everything.  Associations were never the most change-friendly organizations in the first place, and all this process-heavy planning infrastructure is slowing us down even more in a time when the *pace* of change is accelerating.  Rapidly.  News cycles, already 24/7, have been sped up by social media.  Competition from free and for-profit sources is increasing – and neither of those types of groups has to wait 6 months until the next board meeting to even get an idea on the agenda to be considered.

I’m not saying fly by the seat of your pants all the time – that can leave you without the available cash to make payroll at the end of the month.  But I am saying that the ability of our leaders to perform rapid analysis, trust their instincts, adapt, and come to decisions quickly is going to be critical to our ability to thrive as an association community.

Cross-Generational Fluency

We have 4 generations in the workplace at the same time for maybe the first time ever, as younger Silent generation members and Boomers delay retirement, while Gen-Xers are firmly in the middle of our careers, and the Millennials are moving en masse out of their schooling years and into their careers. Even the most cursory review of the available datareveals that these generations have MASSIVELY different ways of interacting with both people and technology. That lack of shared experience and understanding can produce significant friction in the workplace.  Does any of the following sound familiar?

  • That old guy in my office still prints out all his emails and dictates his responses to his assistant!  What’s wrong with that guy?
  • Why won’t those damn self-centered Boomers retire already? Or at least help prepare younger people for leadership positions?
  • Stupid Gen-Xers – they’re so secretive.  Why do they always want to work on their own?  What’s their problem with team work?
  • Why does the 25 year old program assistant think she’s too good to make copies?  And why did she apply for that open director position?  She’s only been here 6 months!

One of the key management lessons I’ve learned over the years is that you need to meet people where they are, not expect them to come to you.  Our leaders are going to have to become multi-generational-lingual in order to be able to get the most out of our teams.  For more on this idea, I highly recommend Karen Sobel Lojeski’s work on virtual distance.

What do you think?  What do our next-generation leaders need to do and be to make sure associations continue to thrive?

 

BloggerCon and BloggerUnCon

Posted on | by Elizabeth Weaver Engel, CAE | 4 Comments on BloggerCon and BloggerUnCon

This year was my first BloggerCon. It was also the first year that BloggerCon was part of the official program. So it was kind of a mixed group: long time bloggers about associations like Jeff, Mads, BMart, and JNott (aka McLovin), new bloggers about associations like, well, your truly, and lots of people whose organizations are blogging or thinking about starting blogs about the profession, industry, or issue they represent. So it was a pretty mixed bag.

A few thoughts:

  • This session really demonstrated to me the importance of the social aspects of social media.
  • The typical question about moderating came up. Andy couldn’t be there, since he was giving his own session at that time, so I represented and brought up his/RIMS‘s practice of allowing members to self–moderate through “mark as inappropriate.” The truth about moderating is that pretty much any level of control from absolute to wild west free-for-all can be appropriate, as long as you’re consistent and have a reason for choosing what you choose. (But personally, I’m in favor of writing a strong disclaimer and then letting the chips fall where they may.)
  • I kind of feel like we should be past the “what is all this stuff?” questions at this point. But as was demonstrated in all the social media sessions (including many of the Social Media Labs), we’re not. Educate yourselves people!
  • Participants also asked if an organizational blog won’t result in diluting attention and interest in the organization’s other properties. And the answer is really no. Different audiences are going to want to get information in different formats. If you, as you should, think of at least 3 ways to use anything you write/produce, this is just one more method to get the word out. And it can provide nice cross-promotional opportunities.
  • Voice is key. (This came up in my Social Media Lab session, too.) Your CEO/ED doesn’t need a blog just to have a blog. Only start one if you can make the commitment to write frequently and authentically. Having your PR firm write pieces “from your CEO” is going to come off as fake. Sometimes it’s more useful to see what’s already out there – like maybe some fab member blogs on your profession or industry – and link to them rather than trying to force the creation of community where it doesn’t naturally exist.
  • And it’s OK to mix up format of your posts. It’s not the same as writing articles. Some posts can be be long, some can be short, some can be links, whatevs. They key is QUALITY CONTENT. If you can make it good, everything else is icing.

BloggerUnCon was a completely different experience. It wasn’t part of the official program, and it took place in the out-of-the-way CAE Lounge at the end of the program day on Monday. The information was only in the association blogosphere, too, so it was mostly the people doing the heavy lifting of association blogging. I definitely got the sense that this session was more like previous years’ BloggerCons.

Bob Wolfe kicked us off with a really great question: Why do we blog?

The answers were fascinating.

  • Ben talked about starting his blog to help him when he was studying for the CAE in 2004. Then he realized that he was helping other people, too, and just kept going. And helping people.
  • Matt spoke about how much he enjoyed hearing about other young association execs’ experiences and wanting to contribute to the conversation.
  • Jeff launched his blog as the original Principled Innovation website, after he’d been running the business for over a year, in order to “initiate the converation I wanted to have with the association community about innovation.”
  • Jamie indicated that blogs are better than resumes for getting a sense of who a person really is, as the cleverly named Get Me Jamie Notter would attest.
  • Bob himself pointed out that “thought leaders blog.”

In fact, several people mentioned the importance of blogging in creating a personal brand as an association professional and as a source of professional opportunity. It’s about creating a personal body of work.

Shifting employment patterns means that there are increasing opportunities for those thought leaders who work in or with associations to create and market personal expertise and a personal brand while still keeping their day jobs.

That was a huge driver for me in starting T4P. When I found out with 3 weeks notice that I was going to be laid off this spring, I considered – briefly – kicking off my own consulting firm. And I realized that I wasn’t known in the association community, at least not well enough to start consulting on my own without having to KILL myself to get clients. It was a real eye opener. (Also, I really, really love to write. And have for a long time.)

The conversation then shifted to the idea of voice, audience, and focus. What are you writing about and for whom? The participants had a variety of focuses (focii?) within the association space, but the common theme was the idea of the conversation, and participating in it.

We then drifted into a discussion of some of the technical details of the newly-launched A List Bloggers, in preparation for our plans for (association) world domination, before talking about what role we can – and should – play in convincing The Powers That Be of the power of social media.

The problem is, we aren’t where they are, and we’re not speaking with them in ways they understand. Which I think is a really valuable lesson in member engagement. You can’t expect people (CEOs/EDs or members) to come to you, and you can’t expect them to speak your language.

We have to learn to use terms that are meaningful to the people we want to convince – things like “engagement,” “community,” “collaboration,” and “attracting younger members.”

Even the medium of a Social Media Lab or socnet sessions may be the wrong way to go about this. What we need is to get social media experts on panel sessions about board relations and advocacy and creating vital educational experiences and recruiting and engaging members. Which is why every social media session ends up being a 101 session on “this is a blog, this a wiki, this is a social network” and it’s really, REALLY hard to focus the conversation on the “so what?” We have to get out of the social media ghetto and into the executive suites, the membership departments, the publications areas, the meetings teams.

As Ben put it, “It’s a simple calculation: engagement increases the likelihood of renewal. Renewal increases the likelihood of creating organizational evangelists. And virtual communities are an increasingly popular form of engagement.”

So I leave you with a question: what would your organization look like if your individual staff members didn’t focus specifically and exclusively on your journal, or getting out the renewal notices on time, or managing the membership database, or creating press releases, or your legislative fly in day, but instead worked as fluid team of engagement specialists on increasing engagement in your organization, your industry, your profession, for your entire universe of constituents? What would that world be like?