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The Association Expert

Orienting Board Members to Government Relations

12/12/2014

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Many industry association board members struggle with understanding the government relations function the association carries out on behalf of its members. There is typically a high level of complexity and subtlety in government relations and it may take a volunteer months or years to develop his or her competence (and confidence) in this regard. Even when board members aren’t called upon to speak for the organization, this level of competency is important to ensuring they understand what the association does and why. Here are some tips for helping board members develop the skills they need to succeed.

Encourage board members to learn how government works
One of the responsibilities we all have as citizens of a free and democratic society is to understand how government works. Each of us foots the bill for what our municipality, province, state or country does on our behalf, we owe it to ourselves and our fellow citizens to take this responsibility seriously.

This understanding will likely be second nature to any board member whose academic education included Political Science 101 or an introductory Civics course. If the board member’s educational background or work experience doesn’t provide this foundational knowledge, he or she will need to be willing to invest time and effort in self-education.

Each board member needs to take personal responsibility for knowing the following:
·        Which level of government does what—i.e.: what are the areas of each level of governments’ jurisdiction?
·        Which departments or ministries govern the main activities of the association’s members?
·        What committees of the legislature may be involved in reviewing legislation related to the industry the association serves?
·        How do new laws get passed?
·        Who are the elected officials that are most important to the association and what are their backgrounds?

Most legislatures have excellent resources for answering these questions. In Ontario, Canada, for instance www.onlta.on.ca provides many resources to acquaint students of all ages with how Ontario’s parliament works, who its members are, etc. Board members should be encouraged to use these resources, to read the actual records of proceedings that relate to the association’s work, and to tune in to the video recordings of specific debates or proceedings either via the web or on TV.

Set the expectation that all board members need to read certain government documents
If your association is involved in government relations work, it’s important that all board members (and all members) be provided with links to any government documents or information that may be issued that will affect the members’ interests. This includes proposed legislation, proposals regarding regulatory changes, reports from auditors or ombudsman’s offices, and reports by outside consultants that the government has commissioned to examine certain issues.

Even more important is ensuring your board members read them. Without this basic understanding of what the government is doing, it will be harder for board members and members to appreciate why the association prioritizes certain issues over others and why it takes the positions it takes. Government relations consultants or your in-house staff or government relations committee volunteers may produce summaries of these items to help save the board time, however, links to the originals should always be provided so that all board members can be assured that the summaries are without bias. While your association’s government relations committee, consultants and/or management team are likely the only parties who will deal with the original documents in specific detail, every board member or member of the association for that matter, needs to be prepared to at least skim the originals.

Require that all board members read your Association’s position papers and correspondence with elected officials
Whether your association’s position papers and letters to government are developed by professional government relations consultants, a board committee or your own in-house staff, every board member needs to be provided with links to these items. Many associations also make a point of making these items available to the membership at large. In this case, it is even more critical that each board member read and understand any government relations documents that the Association produces. If board members or members have questions about what they have read, it makes sense to ask that they pose their question via an email to a pre-assigned individual—typically your ED or an identified board member. This helps pinpoint any gap in the member’s understanding that may have given rise to the question, so this gap can be better addressed. It allows a complete response to be prepared that links back to any original documents may be involved.

Workshops and training can be helpful, but are seldom the full story
While many government relations firms and training organizations offer seminars and one-day courses in “advocacy,” government relations, or related topics, these are never a substitute for the items above. In most instances, deriving significant benefit from this kind of training requires that an individual have a basic understanding of government before they attend the sessions. Whether delivered in a classroom environment with other organizations present or one-on-one or in a small group just for your association, these sessions are useful primarily in dispelling any preconceived notions participants may have about the role of lobbyists in the political process and why a cooperative approach with government is usually more effective than one that is more confrontational. They may also help board members understand why it is only feasible to work on very narrow range of issues at a time.

These are just a few of the most affordable ways board members can develop their skills in the area of government relations. There are others as well, such as devoting board meeting agenda time to member education, or asking that board members prepare “letters to the editor” responses to news stories that appear in their local papers or in your industry’s trade journals. The idea here is to get your volunteers thinking about the issues and then going through the process of refining their thoughts into a concise format that anyone can understand. A government relations committee volunteer or designated staff member can then offer some constructive feedback before the letter is sent out.

For more easy ideas about developing your board’s government relations competence, please contact ahannen@theassociationexpert.com.  

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Character counts as much as competence when choosing suppliers

7/5/2013

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Outsourcing high level functions such as corporate communications, database administration and member care is a great way for smaller associations to save money, but it does involve risk. You not only need to find companies that are competent to do the work, you need them to do it in ways that align with your association’s overall goals and values. Supporting suppliers’ competence are the guidelines and polices that your association provides to those selected to conduct business on your behalf. But, even if your materials are outstanding in this regard, situations will arise where suppliers will need to exercise their own judgment about what is appropriate, and about when to seek your input. This is where character comes in. 

Some of us are confident in our ability to assess an individual’s character when we’re interviewing and hiring employees, but the sad reality is that most of us are wrong as often as we’re right on this score. Some people always seem to find a way to surprise us. So will some companies. So, what steps can you take to ensure the integrity of the companies you hire to do your association’s work?
 
1)    Model the kinds of  behaviors you want to see
Honest, hardworking people are naturally drawn to one another. If it is important to you to work with suppliers whose integrity is beyond reproach, make sure your organization’s is as well. Are your board members and executive staff open and honest with one another, with staff and with members, or do they play power games? If you tolerate lapses of integrity at any level of your organization, you’re at greater risk for retaining a shady supplier. Make it a priority to weed out anyone who tends to withhold information, tends to be lazy, or is otherwise ethically-challenged. This will be hard, especially if they’re at the board level or you consider them friends. You can’t afford to have them leading your association or choosing suppliers on your association’s behalf.

2)   Make values a regular part of the conversation
Establish your association’s vision, mission and values and put them in writing. Make them widely known to staff, suppliers, potential suppliers, members and volunteers. Talk about them on a regular basis. When the association is facing challenges either internally, or with its suppliers, consider these situations in the context of your values. This does two things. It promotes a climate in which making thoughtful, ethical decisions is encouraged and it gives all team members insight they can use when they make decisions on your behalf.

3)    Set clear expectations
Right from the beginning of the relationship with a new supplier make it clear that your association expects them to follow all laws and regulations pertaining to both your industry and theirs. Further, let them know that you expect them to uphold any professional standards related to their field of endeavor. Don’t automatically assume all suppliers will do this. Pressure to compete on price can prompt some suppliers to turn a blind eye to such things. Also be specific about any routine documentation you will require, such as proof that the supplier has actually carried out certain functions on the organization’s behalf. Setting clear expectations right from the start is often enough to prompt less ethical suppliers to voluntarily shy away from working with you. 

4)    Monitor each supplier's client base
One slave cannot serve two masters. This is particularly true for suppliers working with associations that are involved in lobbying or advocacy. Doing business with a conflicted suppler is always a bad idea. Even if the work the supplier does for a competing association doesn’t seem as if it would undermine the work the supplier does for you and even if the supplier has
in place sufficient internal safeguards to prevent sensitive information from flowing back and forth between the two clients, ultimately, both things will happen. Even if they happen as a result of an innocent mistake, cleaning up the fall-out can be an extremely expensive and time-consuming process.  

5)    Don’t ever settle for less when it comes to ethics
Never imagine that in order to get specialized expertise, you have to compromise your values. There are ethical suppliers in all fields, at all price points and at all experience levels. Over time, any supplier’s competence level will improve as they get to know your organization’s work better. When in doubt, make your choice based on a supplier's character; it is much harder to change.  

If your association is in conflict with a supplier and you need a confidential and practical plan to resolve the
situation, send a note to: andrea@hannen.com. We’ll gladly send you some ideas. 



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Don't Let Command-and-Control Mindsets Go Unchallenged

1/5/2012

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Whether they come to be in the role of employer because they own a company, manage an organization, or because they serve on a not-for-profit board of directors, many people still feel that if they sign the cheques, they are the boss, and ultimately, should be entitled to get what they want with as few questions asked as possible. Volunteer board members and executive directors often indulge this mindset and don’t even realize it.

The short-term results can be devastating to a small or fledgling not-for-profit organization. They can include: lawsuits by disgruntled employees; high staff turnover; damaged relationships with donors and even service interruptions for the members or consumers who rely on the organization. Over the long-term, a command-and-control mindset within the leadership ranks all but eliminates the organization’s capacity for progress or innovation, as the decision-makers focus on second-guessing day-to-day operational decisions rather than on equipping themselves to deliver the community or sectoral leadership they were elected or appointed to provide.

So what prompts seemingly well-intentioned people who are reasonable in almost every other aspect of their lives to be entirely unreasonable when relating to the people they must rely on to get a job done? Often, the culprit is an outdated view of work and the workplace. A closer look at three of the common assumptions that underscore this view makes it easy to see just how risky it is to let command-and-control mindsets go unchallenged.

Assumption 1:

The “boss” knows as much or more than the employee about the organization and the work it does

Increased specialization in the world of work has unique implications for leaders in the not-for-profit and association sector. It has long been the case that no individual board member or board of directors as a whole, no matter how dedicated, how qualified or how intelligent they are, could possibly know as much as the executive director does about how the organization actually functions, what each work unit does, what it costs and where improvements are needed. In recent years, however, the executive director may not even know as much about the specific intricacies of the organization’s work as the organization’s senior managers and major suppliers do. He or she doesn’t need to. In today’s documentation-rich environment, accountability and control are automatically built into most work processes, meaning leadership is no longer about control. Now, it’s about things like coordination, collaboration, empowering those closest to the work, and creating an environment where innovation naturally occurs. An executive director who exhibits these skills, but is faced with a command-and-control board isn’t likely to stick around long.

Assumption 2:

Collaboration with employees is impossible; they must be strictly controlled or they will take advantage

Without realizing it, many people have internalized the idea that the nature of employment is inherently adversarial, with each side trying to get the most for itself while giving as little as possible to the other. For senior personnel in most fields, going to work is usually about much more than just getting a pay cheque or putting in their time. This is even more likely to be the case with executive directors, senior managers or suppliers whose entire careers have been in the not-for-profit sector. Typically, they are forward-thinking individuals, who have a passion for helping others and creating positive societal change. They are internally motivated and will naturally reject structures or people who don’t acknowledge this. To focus on controlling such employees rather than creating opportunities that capitalize on their passion is a mistake no organization can afford to tolerate.

Assumption 3:

To get work done, you need to hire employees

Most not-for-profit boards of directors make the mistake of hiring when they could just as easily outsource. Almost any organizational function one can imagine can be outsourced: from telephone reception to membership management, to communications, direct service provision and even the day-to-day leadership traditionally provided by an executive director or CEO. In small not-for-profits and associations, outsourcing is typically a better choice at least for the first few years or when budgets are tight. The advantages of outsourcing are many, including dramatically lower operating costs, better documentation, increased data security and a highly pragmatic approach that uses the best tools and technologies available to achieve the highest levels of efficiency.

The major challenge for many boards of directors and executive directors is that outsourced suppliers will usually ask a myriad of questions before taking on a project. They have to do this in order to fully understand a prospective client’s needs, culture and overall direction. Boards of directors and senior staff that are stuck in the command-and-control mindset are likely to interpret the very act of asking such questions as a challenge to their authority. They may feel even more threatened if it becomes clear that the not-for-profit organization has simply not done the level of record-keeping or analysis needed to answer the prospective supplier’s questions. Even if the organization’s prior performance is strong, its leaders may not have developed the skill sets required to participate effectively in such a collaborative forum, or to graciously acknowledge any shortcomings and ask for suggestions.

In the short term, this can result in not-for-profit organizations hiring people to do things in-house even when it is more expensive and less efficient to do so. There is also a significant long-term cost, as outsourcing generally leads to greatly enhanced empirical data about the organization and the people it serves, which forces the both the board of directors and senior staff of the organization to adhere to much higher standards of performance.

If you serve on or work for a board of directors that wants to move beyond a command-and-control mindset, The Association Expert can help. Please contact us at 1-877-685-4288. 

 

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Serving on a board? Be sure to manage your own expectations.

10/24/2011

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One of the most important aspects of succeeding as a volunteer and making a meaningful contribution to an organization is understanding your own motivation for volunteering. Many well-intentioned people carry with them unconscious expectations of what a particular volunteer experience should provide for them. Leaving these expectations uncovered, unexamined and unchallenged is one of the surest ways of winding up frustrated and burnt out. It’s also one of the surest ways of hurting the very organization or cause that you're trying to help. 

If you’ve ever volunteered on a non-profit board, you’ve likely seen the destructive results of directors’ unconscious and unchallenged expectations. They’re often what prompt board members to behave in irrational ways. They may dismiss opposing viewpoints or new ideas out-of-hand, resist efforts to gather quantitative data about an organization’s activities or target market, or reject policies or procedures that might clarify board and staff roles. They may even sabotage the efforts of staff, suppliers or other volunteers in service of their unspoken expectations. In most cases, they won't even realize that they're doing this and that their behavior is doing both the organization and the people it serves a grave disservice.

When the role for which you’re volunteering is to provide leadership, you owe it to yourself and others to do this in a conscious way. This is essential if your goal is to act in the best interests of the organization as a whole and the population it serves, even if these interests don’t in any way dovetail with your own. Self-knowledge, self-awareness, self-management and a willingness to engage in honest and ongoing self-reflection are traits that characterize virtually all board members who make meaningful contributions to the advancement of their organizations. They don't expect a pay-off for the time and energy they spend volunteering. They understand that they're there to give, not to get.  They have the courage to be honest with themsleves when they aren't operating from this higher plane. In short, they're willing to let the challenge of giving transform them in ways that transcend money and power.

Destructive motivators for serving on a volunteer board
Generally speaking, if you’re serving on a volunteer board for any of the following reasons, you are likely to be dissatisfied with your volunteer experience:
-Advance your career
-Gain resume experience
-Expand your circle of acquaintances to include more individuals in positions of power
-Leave your mark on an organization, industry or sector
-Get credit for your ideas
-Exercise leadership in ways you can’t in your professional career or personal life
-Increase your influence in the community
-Influence the direction of an organization or industry
-Influence the direction of public policy concerning an industry or sector
-Influence public perceptions of an industry, sector or organization

But aren’t these the main reasons why most people volunteer? Yes, unfortunately it is, but the real question is why so many people have made the assumption that it is acceptable to expect precious donor and member dollars to be used to facilitate the personal or professional agendas of individual volunteers. If any of the above factors are driving your decision to serve on a board or your actions as a board member—either consciously or unconsciously—you will be diminishing the organization from your first day at the boardroom table. Please, do the organization and the people it serves a favor and stay home.

Constructive motivators for serving on a volunteer board
If you come to serve on a volunteer board as a result of the following motivators, congratulations, you are exactly the kind of person the non-profit, association and community sectors need more of:
-You have been deeply moved by a societal challenge that has not yet been fully addressed and you’re willing to learn all that you can about it, so that you can be of use in finding solutions.
-You have nothing left to prove personally or professionally, only a heartfelt desire to give so that you leave the world a better place.
-You have resources that you wish to commit to improving society or helping people, even if it’s only in one small way.
-You delight in learning from and collaborating with those whose strengths, skills and life experiences differ significantly from your own.
-It gives you pleasure to see others succeed in ways you couldn’t ever have done yourself.
 
The bottome line? The best directors aren’t always the best educated, most experienced or most results-driven. In fact, great boards need process-oriented individuals as much as they do results-driven ones. Sincerity, humility, integrity and faith in people are often better predictors of effectiveness, longevity and satisfaction in board volunteers. A commitment to organizational sustainability and long-term growth is essential, as are patience, perseverance and the ability to cope with and to accept complexity.  Most of all, volunteer board members need to have the willingness and self-awareness  to move beyond traditional power-based and transactional ways of interacting with others as that is what true philanthropy is all about.

For workshops on this subject and self-development exercises you can share with your team, please contact The Association Expert at 1-877-685-4288.




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Five Ways To Increase The Quality & Efficiency Of Your Operations

7/5/2011

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In the early stages of an association's life cycle, members of the board of directors are typically a loosely woven “coalition of the willing.” They tend to be devoted to “the cause,” but may not have a great deal of board governance experience. Even if they do, they can easily get carried away by their own passion for a particular project or initiative, interacting with the association’s executive director or staff team with a sense of urgency that doesn’t take into account the day-to-day realities of association management and administration. As a result, executive directors and senior association staff may feel torn in many directions, as well-meaning volunteers keep handing off items for follow-up.

One of the most common staff mistakes at this stage of the organization’s development is trying to respond to every board request as it comes in, or at least as quickly as possible. In their efforts to offer a high level of customer service, staff may in fact be reducing the efficiency and quality of the association’s operations simply by continually attending to “urgent” rather than “important” tasks. Volunteer board members can help prevent this by verbally acknowledging that just because an issue is of high priority in terms of their volunteer work, doesn’t mean that it should take immediate precedence over other items staff are working on. An organization and its members benefit when both volunteer board members and senior staff approach operations with quality, efficiency and sustainability in mind. Here are a few ideas:    

1)            Set a consistent schedule
Tasks that are scheduled in advance and that are part of a daily, weekly or monthly routine are far less likely to be problematic than tasks that are undertaken “as needed.” A task that is assigned to a specific individual or group, and is scheduled to take place at a specific time, such as every second Monday at 2:00 pm, is a task you can follow-up on as a director or manager. Everybody knows it needs to happen, it is part of at least one person’s job description, and it becomes part of your organization’s regular operating routine.  

2)            Stop task-switching
In association environments, most employees, suppliers and volunteers must balance many competing demands for their time. To keep pace with these competing demands, they’re often inclined to try to tackle each item or request as soon as possible after they’ve received it. This is a recipe to for decreased efficiency and increased error rates because it typically involves switching from one type of task to another. Categorizing incoming items or requests and processing them in batches not only reduces the time each task takes to complete, it allows the individual or group performing the task to compare similar items within each batch, thereby enhancing operational consistency.

3)            Reduce time stress
One of the side-effects of working in the age of instant and pervasive digital communication is that many of us feel obligated to provide instant responses or results, even when dealing with complex issues, projects or processes. As an association board member, executive director or manager, it’s important to recognize this tendency in yourself and others and deliberately choose a different approach. Now isn’t always better. Always give yourself, your staff team and your volunteers much more time than is necessary to complete various tasks, so that people can truly think about what they’re doing, can perform at their peak and can take some satisfaction in task completion rather than being pressured to jump to the next task.  

4)            Reduce task complexity
The truth about most work processes and systems is that they evolve incrementally and often don’t keep pace with the organization’s growth. As a result, what started out as a perfectly simple process that worked well when it was designed may have been added onto so many times that it is so complex or time-consuming that nobody, no matter how well trained or how much time they have, can correctly complete certain tasks on a consistent basis. Long-time employees or volunteers who have been part of this evolution may not even realize this is the case. Prior to assigning a task to an employee, supplier or volunteer, take an honest look at the steps involved and ask yourself if each one is really still necessary. Simplify wherever possible.

5)            Accept that mistakes are part of life
Ironically, associations that take steps to anticipate and respond to errors made by staff or volunteers tend to deliver better member service and achieve higher levels of organizational performance. They also tend to have higher board member and staff retention rates. One of the reasons for this is that anticipating potential errors and developing plans to deal with them forces the association’s leadership team to undertake a significant amount of operational and process analysis. The level of shared insight team members develop allows them to quickly move beyond the blame game when problems occur and to move toward sustainable long-term solutions.  

To find out more about how The Association Expert™ can help you develop affordable, customized strategies to enhance the quality or efficiency of your organization’s operations, please contact us at 1-877-685-4288.

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Six Strategies for the Vision-Impaired Board

5/4/2011

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Ensuring that your association has a compelling vision, not  just for itself as an organization, but for the industry or sector it
represents is one of the most important things you’ll do as a volunteer board member. Do it well and your contribution to the advancement of industry will  be felt for decades to come, inspiring and empowering future generations of entrepreneurs. Do it poorly and your industry can quickly become less relevant to consumers and less appealing to investors. Declining levels of association  membership are usually a strong indicator that the board either hasn’t developed or hasn’t communicated a vision for the future that resonates with the members. The strategies listed below are just a few of the options available to an association board that isn’t living up to its full leadership potential. It will usually take a combination of approaches to overcome the vision-impairment challenge.
 
1)  Make sure all directors understand the role of an industry association  board
Just because someone heads up a successful enterprise doesn’t mean they automatically know what their role as an industry association director is. Ensure that each director understands what the organization’s mission is, has a good sense of the organization's history and of his or her obligation to create new opportunities for all of the association’s members, not just those of a certain size or in a certain location or following a specific business model.

2)  Encourage directors to continually evaluate their own expectations

Associations of all kinds suffer when board volunteers look to their involvement in the organization to meet personal needs such as gaining resume experience, enhancing their own profile or advancing a certain agenda with respect to regulatory changes. The interests of the  membership as a whole, both now and in the future, always have to be each director’s primary focus. When individual agendas or a desire for recognition are allowed to prevail, the range of possibilities the board will consider becomes too narrow to be effective.
 
3)  Do less and think more
Vision, leadership and groundbreaking ideas will always be in short supply at the board level if board members are spending time and energy on the wrong things. If the bulk of their time is spent on "administrivia" or short-term "projects," insufficient time and attention will be allocated to expanding the organization’s knowledge of the factors affecting its members. A first step to tackling this problem is for the board chairs to start monitoring how the board as a whole and individual board volunteers spend their time. You can inexpensively outsource most any task involving handling money, data or member communications, but there is no subsistute for volunteers who are focused on representing members' interests at the board table. 

4) Foster a learning culture at all levels of the organization 
Knowledge inspires imagination and ultimately, vision. Many small and fledgling associations use a working board structure. Each board member takes on a different task or role and engages his or her contacts both within and outside of the organization to make their project a success. Larger associations tend to focus on governance and making sure the organization’s policies are sufficient to ensure sound staff performance relative to predetermined goals. Both models leave volunteers at risk of becoming so consumed by specifics that they do not keep enhancing their knowledge of the industry, beyond their immediate sphere of experience. A learning board commits to both continuous learning and to continuous sharing what it learns with the membership at large. The learning board understands that members with a broader vision will result in a better future for the industry as a whole. 
 
5)  Acknowledge the underlying cause of past mistakes
There is perhaps nothing so toxic to the vision of an industry association board than reluctance to admit and truly understand past mistakes. Volunteer board members have a tendency to assume that because the faces around the board room table or in the office have changed, the organization’s output will as well. However, if an organization’s vision or values have been unclear in the past, this is most likely reflected in the organization’s policies (or lack thereof) and the association’s performance will be less than optimal, even if the current board, staff and suppliers are great. Never settle for serving on a board that goes from crisis to crisis, simply because everyone is too polite to confront past mistakes. What isn't acknowledged can't ever be fixed.

6)  Focus on the mission
Mission statements and organizational efforts to develop mission statements are often the butt of jokes; however, crafting a concise statement of the organization’s mission can be a good way of focusing the board’s attention on what’s really important. At minimum, an association should have in writing and periodically revisit and reaffirm the following:
-Its vision for the industry or sector
-Mission of the organization
-Values or principles that guide the organization’s decisions and actions
More than just PR tools, these items are vital guidelines for organizational performance. In most cases, the best way to develop or revise them is to engage an outside professional with strong facilitation skills and experience working with organizations of your association’s own size and scope.

Please contact The Association Expert if you need customized board member orientation manuals, training or other resources to help your board of directors overcome leadership challenges.
 


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Is Your Association Committing Insurance Fraud?

4/22/2011

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If you serve on an association board of directors and your association offers a “branded” or “endorsed” insurance program through an insurance broker, it’s possible to be committing insurance fraud and not even realize it. Here’s how it can happen.

Your association strikes a marketing agreement with an insurance broker, which negotiates with an underwriter for extended coverage and special pricing for your members. Your association then markets this program to the members under a special banner, such as “the only XYZ-Association-Endorsed program for those in XYZ industry.” At the same time, the broker markets this program to both members and non-members of the association in the same industry, which helps to drive non-members to join the association as a means of saving money on their insurance. Everybody wins, right?

Well, not so fast. Presumably, your association will not release its membership list to the insurance broker or the underwriter. If it does, there’s no marketing benefit left for the association. So, instead, the onus of verifying membership in the association prior to enrollment in the branded insurance group falls on the shoulders of the insurance broker. This usually involves a process whereby the insurance broker asks to see an association member’s current membership card or dues receipt as proof of membership prior to enrolling the member or renewing them in the association-endorsed program.   

This can work if your insurance broker is 100% honest, has the administrative systems in place to do it, and if they provide your association with accurate lists of “members” participating in the branded insurance group on a regular basis. But, never forget that the broker is compensated by the underwriter based on the number of policies they write, so there is automatically a significant financial disincentive to the broker actually doing the verification. It also adds to the complexity of the enrollment process and, depending on how much association dues cost, could cost the broker a sale each time they enforce your association’s membership policy.

What happens if the broker simply ignores the marketing agreement with the association and doesn’t enforce the membership policy? A lot of non-members will be part of your association’s insurance group, but won’t be paying membership dues. Not only will your association miss out on an important source of revenue, the claim costs of your insurance group could skyrocket. After all, if someone lies on an insurance application and claims to be a member of your association when they’re not just to get a break on their insurance premiums, why wouldn’t they file a false insurance claim? An insurance cheat is an insurance cheat.

If this kind of thing went on for a number of years and your association didn't realize it, but at some point the underwriter did, you would likely lose a very important selling point in terms of membership. There is also the question due diligence. Both the association and the insurance broker carry a level of responsibility for preventing such a circumstance in the first place. It would be a very simple matter for a judge to requisition your association membership lists for the time periods in question. If it were established that non-members were responsible for the lion’s share of claim costs in your branded insurance group and this wound up costing the underwriter money, it is conceivable that both the broker and the association could wind up in a civil lawsuit.  As a volunteer board member, how would you prove that you were not negligent in this regard? Presuming you could, it may still take weeks or months and cost your association thousands of dollars in legal fees just to clear your good name.

The Association Expert offers simple, affordable solutions for preventing these kinds of challenges from undermining your volunteer efforts. 

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    Andrea Hannen,
    Director of Client Education

    Andrea has worked with association and not-for-profit boards of directors for over 20 years. In 2007, she was named a YWCA Woman of Distinction for her work in Public Affairs & Communications. In addition to collaborating with a wide variety of clients and being an active volunteer herself, she has researched, written and sold more than 500 magazine, newspaper and trade journal articles. She may be reached at ahannen@theassociationexpert.com

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