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Last updated
19 July 2000
As an association leader your approach to problems plays an important role in motivating members. How the leader views the attendance at meetings, the effort involved in recruiting board members, the initiative to develop sponsorships and other funding sources influences how members think about their association. Here are some words from association leaders that, if taken literally, might cause a few members to think twice about their membership and participation.
"The first meeting of the year a bummer. Only 25 people showed up."
"If this box is checked your dues are due. Please pay or we will be forced to drop you from our mailing list."
"We are cutting back on the number of meetings because nobody comes."
"The association has decided to send out the newsletter only twice a year instead of quarterly because our funding has been cut."
These are samples of a 'half empty' approach. They reflect negative assumptions. They do not recognize efforts that were made or address underlying reasons for poor results. What would you think when you found out you were one of 'only 25' suckers who showed up for a bummer of a meeting? How do people normally respond to threats? Is cutting back on meetings really a good way to solve problems of poor attendance? Which is better: cutting expense or going out and finding income?
A 'half full' approach recognizes the achievements that have been made and isolates underlying reasons for poor performance in a way that promotes fixing them. The bummer of a meeting could have been "Small Group Big Benefits" or "First Meeting Encouraged Member Involvement." A request for dues could be a polite reminder with a note of potential 'crossing in the mail' and a description of the benefits of keeping membership current. Poor attendance at meetings can instead be a 'help us make our meetings more attractive to our members' effort. Newsletter sponsors and material take work, skill, and effort and these efforts need support, encouragement, and recognition.
The 'half full' approach is both more positive and upbeat. It indicates that, although performance may have been less than desired, there were good things done and an opportunity for even better results next time.
The 'half empty' approach encourages guilt trips, whining, placing blame elsewhere, political maneuvering, and other behaviors that do not contribute to member satisfaction, enthusiasm, and involvement. The 'half full' approach finds ways to fix things, recognizes progress, and encourages involvement and investment of the members.
Success often starts small and often comes from unexpected sources. Consider membership development. If only a small percentage of the membership show up at a meeting, it is your responsibility as a leader to ensure that the meeting is beneficial to them. Be ready and able to adapt to a smaller group. Provide more interaction and encourage more involvement from the attendees. Focus on getting something accomplished no matter how small, rather than bemoaning the fact that you don't have a quorum or waiting to see if maybe somebody else will show up. Do something special, something different like brainstorming ideas for a future project. Then after the meeting follow through by compiling the ideas and sending them out to all members. A smaller group also gives the association leaders a chance to get better acquainted with those in attendance. This can be a great way to get ideas for potential board and committee members.
By focusing on the members who do show up, get involved, and support association efforts and by thanking them for their participation, you have created an environment that says each individual member is important to the association. Those members in turn will feel more motivated and they will share their enthusiasm with others. Before you know it your association activities will not only be half full, they will be completely full.