August 13, 2009
By Judy Kent, Experient
Thanks to all who attended our session at e4. I hope you all enjoyed the topic. We loved the passion that you all showed in coming up with “What will the meetings of the future look like?”. We looked at five burning areas/questions and focused our attention on them. Below is a recap that you as a group developed through your sharing. Stay tuned for a great study that will be released in October from Oxford Economics on this very topic. It will be very educational and pivotal to our industry. We will post it once we received.
1. Grow/Retain Membership and Attendance – What role do conventions and meetings play in increasing and maintaining membership for an association, driving attendance or motivating people to attend an association’s meeting? Will larger meetings be a thing of the past associations shift to smaller regional meetings costing less to produce? Do you believe associations will begin merging or partnering with other similar accredited associations to build attendance?
August 11, 2009
Debbi Beldon, CMP — Experient
Just got back from e4 – what a terrific time we had networking with clients, partners and colleagues. I learned a lot too. For instance, I learned that people really will follow me on Twitter, even though I’m not exactly sure why yet. I learned that I need more than five hours sleep a night and apparently that I get cranky if 45 minutes goes by without eating something. I also learned that it is unwise to drink an entire Diet Coke if the session is going to be 90 minutes long and the bathroom is a mile and a half away.
But seriously, I also had the pleasure of attending the closing general session where we learned from Roger Dow, President and CEO of the US Travel Association about what’s going on with the events industry.
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July 29, 2009
By Leslie Wulfemeyer-Gilfillan – Experient
Whatever the purpose of the meeting or event is face-to-face gatherings advocate good will, better morale, relationships and networking. It’s difficult to establish a bond or build unity going eye-to-eye with a computer screen.
The biggest challenge in the corporate meetings environment today is establishing the need first and foremost for the meeting. Is there really a need to spend the money on an event, do we have a new product to launch? If we have the meeting, how elaborate can it be? Are we worried about the perception having a meeting would have? There are so many questions evolving on justifying meetings and the expense associated with them. If the meetings are approved, what level of a hotel/resort can we ‘get away with’ (perception). Can we have any off site functions, or any team-building events (again perception), even knowing it would motivate and build company morale.
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July 22, 2009
By Keith Ferrazzi – Ferrazzi Greenlight
Peers in lifeline relationships help each other set goals and refine the plans to achieve them. To get really smart around this area of your Who’s Got Your Back success strategy, I recommend working together to set two types of goals: performance goals and learning goals.
Performance goals are what most of us probably think of right now as goals. They’re all about achieving a highly specific outcome. Landing the job. Getting the promotion. Hitting the sales quota. Taking a vacation to Kenya. Getting married. Losing twenty pounds.
Learning goals, on the other hand, emphasize acquiring new skills and knowledge to push and expand your skills and career forward. Often performance goals require new learning – and if you ignore that important part of the process, you’ll never achieve them. For example, while I’m completely relaxed speaking to audiences on stage, TV has always made me uncomfortable – I’m much happier talking to people than I am to a camera. But I knew that if I wanted to transmit my message more broadly, I’d have to get comfortable in the medium. So I set a learning goal: Improve my on-camera presence by book launch. Then I found myself a coach who would work with me on that goal. (Look for me and the NY Lifeline Group on Good Morning America next week and tell me what you think!)
Performance goals can be motivating. The flip side is that, set inappropriately, they can be intimidating and sometimes even debilitating when we fall short. People who are narrowly focused on performance goals tend to withdraw and perform worse during setbacks.
On the other hand, those who set learning goals, according to a study by Drs. Carol Dweck and Heidi Grant of Stanford University, are better able to cope, remain motivated, and achieve more when faced with the setbacks that inevitably occur.
This week, consider one of the goals you’re currently working on, and set a learning goal to compliment it.