AGC Effective Speaking and Leadership

Producing personal results and creating value
for companies and chapters

Andy Warren, AGC of Iowa says:
“This year we had 39 applicants for 22 spots in the program.
Our 2014-15 class is already half-full before sending out the announcement.”

See why Scott Norvell, President of AGC-Master Builders of Iowa says:
“Ken Bradford’s leadership training will give your chapter the most practical and best-received
program ever offered. We are currently trying to model all other training to be more like this one.
Member demand grows stronger every year. It’s been a home-run for a decade.”

The Focus
•  Boosting Public Speaking Confidence for Bids and Project Meetings
•  Remembering Names of People You Just Met
•  Improving Small-Talk and Building Stronger Relationships
•  Listening Skills
•  Saving Time in Meetings and Getting More Buy-In
•  Handling Diverse and Difficult Personalities
•  Lowering Stress for yourself and others

A Different Type of Learning Experience
You’ll not be watching PowerPoint slides, listening to lectures and taking heavy notes. You will be reading, practicing and applying proven techniques that become second-nature to you. Real training takes time Therefore, the program is offered over a period of weeks so you can practice, and acquire life-long skills.

Self-motivation is easier when you are train with peers having similar goals. The live classroom setting supplies individual coaching and encouraging feedback that everyone needs for improvement.

Five sessions. Once a week for five weeks. Four hours per session. Participants can self-nominate or be nominated by member firms. Chapter officers select a diverse group of 20 class members. (with two alternatives). Program offered on an annual basis and conducted at chapter office or various members’ training rooms around the territory.

Who is selected
PMs, Superintendents, BDs, Construction owners, VPs, Estimators, PEs, Vendors, Subs, Insurance agents, CPA, Architects, and Attorneys.

Nomination Form (click here to download)

For more information contact Ken Bradford at kenbrad@@airmail.net or call 972-817-5758.

Winning the Chapter Leadership Challenge
and Assuring a Strong Future

By Scott Norvell president, AGC, Master Builders of Iowa

Creating an Army of Volunteers
and Future Chapter Leaders

By Scott Norvell, Master Builders Iowa
1.   Ensure continued leadership for boards, forums, committees and task forces.
2.   Deliver educational programs to outlying areas without increasing overhead.
3.   Groom talented young members and enlist their help with board objectives.
4.   Build a stronger social fabric that increases ownership in the association.
5.   Attract non-member firms to our chapter.
6.   Create opportunities for networking and building long-term relationships.
7.   Receive member feedback that is honest, direct, and enthusiastically supportive of this program.

Looking around the conference table I couldn’t help but notice the same faces of the volunteers we had last year. With one exception we had more retreads than Pirelli Tire company before they went out of business. Before us was a difficult year of budget balancing, PAC fundraising initiatives, membership retention, conferences for value and revenue, trade shows, training programs, and committee/task force work. The time was fall 2002.

We began looking for the member hooks and anticipating what a down turn in the economy might bring. We were also in the process of thinking though the most vital of association lifelines and that is where your future volunteer resources will come from, how to attract, nurture and develop them.

What We Wanted
The board’s strategic plan had goals, a vision and a sincere desire to be an essential recourse for our industry and members in the coming years and decades. A key element and challenge in any association plan is developing your new bench and training your new team of volunteers… fresh, energetic people to make it happen like generations of leaders before them.

Many volunteer leaders who had served for the association well over the decades were retiring. Some, strained by the recession had dropped out to take care of business or family matters. We were not short on plans. We were short on our bench and warm-bodies alone don’t make good team players.

Also, we wondered if the leaders we had could pass the baton of association involvement onto the culture of their company. Our surveys indicated that this transition was not happening, so the process of figuring out how to interject ourselves into the company culture and develop continuing loyalty began in earnest. We were good at communicating with owners, but not with future owners. And these future leaders were not inheriting the need to join anyone’s trade association. We had to reach them. We had to sell them on getting involved.

Living in the Midwest farming community, the analogy was obvious. Our association had simply failed to plant and nurture seeds for the future. We made many well intended efforts, often times consuming and expensive but they failed to hit the mark. Something was missing…what was it?

Education. Forums and future leader councils brought folks together but lacked the “Wow” factor, the value to keep them coming. It is an established fact that collective threats, fears, and especially “experiencing growth together" are the mother milk of an association.

Giving Members Something They Wanted
•  Speaking comfortably and persuasively at bids and meetings
•  Remembering names of key contacts
•  Relationship building with owners and everyone surrounding the project
•  Selling ideas and influencing quality
•  Facilitating more productive meetings
•  Dealing with diverse and difficult personalities
•  Handling small-talk
•  Listening and teambuilding
•  Organizing thoughts under pressure and lowering stress

[This is the type of training that leaders are reluctant to admit they need but will scarf up if their peers are there to support and provide some cover.]

Simply “lecturing and going over these topics” doesn’t work. Both participants, as well as employers, want to see demonstrable skills, real behavioral improvement, a program that develops people, not just fills a notebook. This takes a little time, but the results are there.

What our Companies Wanted
•  Professional development for their key personnel
•  Recognition for outstanding performers
•  Family business succession candidates grooming
•  Improved relationships with business partners
•  Attractive recruiting tool

What We All Wanted
•  A healthy chapter with an ever increasing number of quailed officers and volunteers for conventions, boards, committees and forums.
•  A stronger social fabric of proud alumni.
•  Non-dues revenue source without raising overhead.
•  Construction oriented curriculum.
•  Enhanced appreciation for the valve the chapter brings to members.
•  A chapter exclusive program. We call ours Eye-On-The-Future. Other AGC chapters give it names like
 Ambassador Academy or their chapter name followed by Leadership Course. It’s a turnkey curriculum
 you can use to supplement other programs or as a stand-alone annual event

Measureable success since 2002

  • 216 graduates of the program
  • 11 new committees working on initiatives
  • Over $120,000 in non-dues revenue raised by class projects
  • Brought new fresh leadership to task groups. Most of our volunteer efforts are chaired by these graduates
  • Solved our succession problem
  • A program strongly supported by member companies. The “value’ of the association comes to the “top” here.

Un-measurable results:

  • An industry-specific training program that helps us market and attract prospective members
  • An alumni of enthusiastic grads forming a stronger chapter-wide social fabric
  • More relationships between members that work together better and faster on strategic plan issues
  • Fundraising efforts are more robust and the crowd to call upon is larger.
  • A welcomed opportunity for participants to get out of their silos once a month for five sessions. We prefer holding the sessions around the territory, but you could also conduct it from a central location.

In summary, the program is a very effective tool for bringing new leaders into the system. We do some indoctrination during our meetings and they get a firsthand opportunity to understand what goes on in the association from the inside out. They come to understand how the governance and volunteer system works and what the real value is. Individually, they become more comfortable with the role and demands of leading groups.

They also realize that the opportunities exist to be leaders, not because you have grey hair or because you are in good standing with the “good ole boys club,” but rather because you stepped up to the plate with your time, talent and energy and made a difference. The dividends from the program are increasing annually.

Nominees now understand that access to leadership and recognition is their option. And volunteering is the only rite of passage. So through this process we have been able to recruit champions and over time build a foundation to replace the retiring soldiers. And, probably the most under rated of value propositions for everyone is that Ken Bradford makes it fun!

For more information on our chapter program, titled MB EYE on the Future, please see our website at: www.mbionline.com/mb-eye-future.

Most associations over-estimate what they can do in a
year and under-estimate what they can do in ten years.

Association executives or board members interested in learning more, may contact me. We are glad to share copies of forms and a turnkey participant manual.

Contact Scott Norvell at 515-250-7000 snorvell@mbionline.com or contact Ken Bradford at 972-814-5758 or email ken@leaderscourse.com.

Graduates say it best....

Jerod J. Engler, Bush Construction Company
“A chapter is only as strong as its members. This program strengthens everyone.”

Justin Grager, Russell Construction
“I have gained new confidence speaking in front of groups. I’m a better listener now and I can remember names.”

Steve Wilson, McComas-Lacino Construction
“Actual training, not just covering topics.”

Dave Peterson, Ball Construction Services
“It improves individual communication skills and fosters better human relations. Great program for our chapter.”

Patrick McClain, Northwest Steel Erection
“Life changing professionally, but more importantly on a personal level. I will never be the same person again. The skill set I have now is something that has positively affected me but also those I touch daily.”

Kevin Hodgen, WA Klinger
“Issues develop where there is poor communications. These leadership techniques are critical to workplace morale, organization and effectiveness.”

Kirk Conklin, Seedorff Masonry, Inc.
“I will use these skills! Thank you AGC!”

Tony Schmalz, Redstone Painting
“Helped me be a better listener. Also helped me not be so direct and commanding. So much more productivity can be done with leadership skills than dictating.”

Amy Fetters, The Weitz Company
“The program opened my eyes to my weaknesses and strengths. It offered me great insight and opportunity to work on those weaknesses. The friendships and relationships developed by learning who and what our association truly is and the camaraderie shared will carry me into the future. Thanks for offering this opportunity.”

Conquer Speaking Fears Class
Conquer Speaking Fears Class
Conquer Speaking Fears Class
Conquer Speaking Fears Class
For more information on customizing a program for your area,
contact Ken at 972-814-5758 or email kenbrad@airmail.net