You only have one chance to make a first impression. That’s why an effective launch strategy is so critical for an organization.

Here are a few rules of thumb for an effective launch.

1) Don’t launch until you are ready. I’ve seen countless organizations launch before they’re ready to handle inbound web inquiries, still having “coming soon” content on their web site, or haven’t worked out the process for joining the organization. Don’t be one of those. The launch date is something you control—make sure you’re absolutely ready before launching.

2) Make it easy to cover. News organizations are increasingly strapped for resources. Given that, a press conference that reporters need to travel to cover is rarely the right venue for a launch announcement. Consider a series of webcasts scheduled for different time zones to allow reporters to cover your launch from their desks during their normal business hours.

3) Be social. In 2013, every launch should have a social media component. Whether it’s posting your announcement on Twitter or notifying contacts via LinkedIn, don’t leave out this critical component to your communications strategy.

There are no guarantees in life—a good launch doesn’t ensure success. But a bad one often guarantees failure.

Considering launching your organization? Reach out to me  and my talented team at Virtual will help maximize your organizations launch for maximum visibility.

As standards initiatives develop, a fork in the road that many hit is the question on whether to formally incorporate the entity or continue operating under a more informal structure, often referred to as a “promoter-adopter” model.

While no one likes to pay legal fees, the reality is that incorporation carries with it significant benefits for an organization and the process of establishing a corporate structure is fairly easy. For those considering whether to incorporate, here are some reasons why it’s typically a good idea:

Liability protection: A properly structured corporate entity will shield participants from individual liability. Absent a corporate structure, liability falls back directly on individuals participating in an initiative. This becomes particularly important for any organization planning to undertake testing or certification activities of any type, which tend to pose particular risks to non-incorporated entities.

Outward appearance: Incorporating the entity sends a message that the members mean business, and also provides a more established impression to commercial partners. Moreover, a corporate structure is a familiar mechanism for most potential members to be part of, and will likely reduce barriers to participation.

Taxes: A corporation can apply for tax-exempt status with the IRS–most standards setting organizations are established as non-profit corporations.

Finances: An incorporated consortium can open and maintain bank accounts. Otherwise, a member must always cut a check, or a third party must be hired to hold the funds of all (in which case they will subject to loss if that company goes bankrupt).

Contracts: An incorporated consortium can sign contracts. For an unincorporated group to even to hire a service provider, every member must sign the contract, or one member must sign the contract for all, but bear full legal and financial liability under the contract.

Flexibility: Promoter/Adopter agreements themselves are straightforward, but if an organization wishes to have multiple classes of membership, doing so in an unincorporated structure becomes quite challenging. A corporate model can easily accommodate multiple member classes.

Clear (and clean) ownership: In the promoter-adopter model, the various participants tend to “own” various pieces of the organization. One member might register the web domains. Another might file for trademark protections on the logo and brand. A third member might host the organization’s website on its own servers. While such arrangements can work, they can also go badly when and if one of those members departs the organization. (And in competitive consortia, members don’t always leave on friendly terms.) Having the corporation itself “own” these pieces is usually the safest and most stable approach.

Insurance: A consortium or association has a number of insurance needs covering everything from director’s and officer’s liability to general liability protection that is often required to participate in trade shows or contract with hotels. This type of insurance is not available to unincorporated entities.

Intellectual Property: Without an entity, any intellectual property can only be owned by an individual member (requiring licenses to the other members), or by all members (with the attendant compromises and complications of joint ownership) or placed in the public domain (with loss of control). Control of copyright of an organization’s deliverables is also streamlined through incorporation.

Interfacing with other organizations: It’s fairly natural in the course of work for a standards-setting or technology-focused organization to want to (or need to) work in partnership with other organizations within or outside their area of focus. Formal liaison agreements are an ideal way to formalize such relationships, and are commonplace among tech consortia. Without a corporate structure, though, such agreements are nearly impossible to put together.

Moving forward with incorporation doesn’t have to break the bank. Whether it’s creating bylaws or filing paperwork with the relevant Secretary of State’s offices, Virtual—and our partner law firms—can help. In fact, incorporating a consortium is typically cheaper than any other approach, since it uses template documents that are familiar from past use. Setting up an unincorporated entity requires custom drafting and compromise solutions that take more time and drive up costs.

The Safest Time in Human History

This is the safest time in human history.

So says Steven Pinker, experimental psychologist, cognitive scientist and popular science author. His claim is based on a statistical analysis of deaths by violence throughout human history. Apparently we are killing each other less than we used to. A lot less.

But don’t tell our event planning team how safe the world is. Over the past several years, a number of our client events have been displaced, uprooted or otherwise derailed by a myriad of human upheavals.

In 2006, a coup d’etat in Thailand forced a last-minute change of winter meeting venue to Montreal, where nighttime temps plunged to a frigid 30 degrees F. below zero. Incursions by the Syrian military into Turkey have given us pause about staging a meeting there in the fall. And as I write this, I’m at another association meeting in Seoul wondering if Pyongyang will make good on its threat of “final destruction.” Not this week I hope.

You can add to these human disruptions the ongoing wrath of Mother Nature to what keeps our event planners up at night. Over these same several years, we’ve had client meetings and events foiled or nearly so by hurricanes, erupting volcanoes, blizzards and tornadoes.

While there is still no substitute for face-to-face interaction, our client associations increasingly leverage communication, social networking and collaboration technologies to fill in the gaps between meetings. Or in some cases, to eliminate meetings altogether.

For more than a decade we’ve been deploying software to accelerate collaboration on a global scale. Yet our experience shows that many associations are still slow to adopt collaboration and social networking tools. All this despite the overwhelming popularity of – well, I won’t mention them because there are so many, and they are so well known.

Speaking just of collaboration tools for a moment, that’s a crowded software category. So crowded that it may well be difficult to plow through the long list of solutions on your own. Capterra, which pairs buyers and sellers of business software, lists a total of 338 web collaboration software programs. Tomorrow there will probably be 339. And that doesn’t count association management software solutions that incorporate collaboration tools of their own. It pays to get some help finding the right software for your organization’s particular requirements.

When we started implementing online collaboration solutions in 2001, they were expensive. But not so any more.

Today, some annual subscription plans for online collaboration and networking solutions cost less than sending one person to an association conference on the other side of the globe.

Not to mention the fact the travel is sometimes risky. Even during the safest time in human history.

When I was a kid, I was a decent swimmer, but miserably bad at many other sports. I ended my little league career for Sweeney and Meyer Realty without a single base hit. After (another) hitless game, my Mom told me: “you can’t be good at everything…pick what you want to excel at and concentrate on that.”

Good advice, Mom. And, it’s good advice for anyone considering the pros and cons of in-house staff versus an association management company.

Particularly in a small association, the in-house staff has to wear many hats. I’ve seen single individuals who are tasked with running a conference, processing membership invoices, updating a web site and managing committees. In fact, that kind of a range of responsibilities isn’t uncommon.

But it’s unlikely to find one individual who excels at all of them. That’s the advantage of hiring an association management company—to engage the services of people who specialize in and excel at specific tasks. If you’re running an event, a management company allows you to have the services of an expert event planning team just when you need them.

Association management companies can work for larger-staffed organizations as well—it enables the staff to focus on just what they’re good at, and outsource the tasks that are more “commoditized.” If an organization is having a subject matter expert spending time printing name badges, that’s not maximizing value for the members.

It makes me wish I could have outsourced some of those at bats thirty years ago.

Will it Fly?

One of my favorite business books is Will it Fly by Thomas McKnight, who among other ventures helped create the popular newspaper USA Today. As a serial entrepreneur and investor, McKnight decided to publish a book to guide new business owners around common missteps and pitfalls when starting a new venture. Someday I’d like to write a version of this book just for associations [after all, just because you can create a 501(c)(6) organization, it doesn't mean you should.] Until I get around to that project, I’ve boiled my “Will It Fly — Association Edition” list to four main topics:

Define Your Purpose. Why are you forming this association? In particular, what significant, critical need is currently going unserved in your industry because your association doesn’t yet exist. Be very honest about this: all the energy and money in the world can’t save an association that lacks an essential purpose.

Find the Money. Even if your idea passes the Why test, how will you fund this organization? And not just in the first year? Develop a realistic two-year operating budget and then see if this idea still seems realistic. [Note: Counsel from an experienced AMC partner such as Virtual can be invaluable in this task.]

Build Critical Mass. Before taking any steps forward, make a list of at least 20 companies that need to become members of your organization. Of those 20, don’t even consider launching without a firm commitment from at least 10 of those organizations — and ideally in writing. Too many organizations fail to ascend because of the proverbial chicken-or-egg problem (i.e., we’ll join as soon as those other guys do). Make sure you navigate around such hazards before steaming ahead.

Bring Your Enemies In. When working on the critical mass problem, care should be taken to try to assemble a strong and diverse cross-section of industry players. A new initiative related to mobile phones, for instance, may suggest the need for quite a wide range of players (network operators, OEMs, chip manufacturers, component suppliers, etc.). More than that ensure your budding organization has competing interests in each segment or area of interest. Competition will not only balance the perspectives of your organization, but it will almost certainly ensure lively and engaged discourse among members — a hallmark of nearly all successful groups.

Without a doubt, there’s some heavy lifting embedded in these four tasks. And it will certainly take time to work through them. For instance, depending on the subject matter or the intellectual property involved, some larger companies might need months before they can membership commitment. Failing to do this ever-important homework before plunging ahead with formation, however, may well lead to a crash landing.

Virtual, Inc. frequently provides guidance and incubator services to organizations pre-formation.

I’m a gadget guy and always have been. My house is filled with remote controls. Heck, I have a still camera, video camera, Flip Cam, camera phone, water proof camera for the beach, Go Pro camera for my surfboard and even a new “collar cam” for Buster the silky terrier. I wish I were making that up.

But the gadget I’m most enamored with right now is my Fitbit.

For those that don’t know it, a Fitbit is a little device that you put in your pocket that counts the steps you take, stairs you climb, etc., and syncs via Bluetooth with your phone. Essentially, it’s a 21st century pedometer.

But I’m addicted. I spent today in meetings all around Silicon Valley, and I have a habit of walking in between meetings. So I covered 22,366 steps today. Tomorrow, I’ll try to do the same or more. I’ve become quite aware of how many steps I do or don’t take in a given day.

The Fitbit is a cool tech toy, but it’s based on a simple, age old premise. What counts is what gets counted.

The Fitbit turns my activity—or lack thereof—into a simple, measurable metric. And as a result, it changes my behavior.

That’s what metrics do—they cause people to change behavior to meet them. And sometimes the simplest ones are best.

So that’s a great challenge to take away from fitness and apply to management. Are your organization’s goals simple and measurable? Can you be your organization’s Fitbit?

In my last post, I wrote about some business-related issues associations and consortia should consider before they publish a specification. In this post, I’m going to cover the same topic, but from the perspective of looking at some things to consider on the technical side of an organization:

  • Spec Maintenance: As folks start implementing the standard, they’ll find problems in it. This is natural – not a signal that your standard is flawed or poorly written. Implementation will also spur new ideas for features to be added in future revisions. That is, all standards have a life cycle – version 1.0 is just the start – and associations need to be prepared to support this life cycle. Also consider how your organization will collect comments and proposed changes to the document. Using email and spreadsheets might work initially, but those methods usually falter badly under heavier volume. A flexible database or issue tracking tool is strongly advised.
  • Training and Education: Technical specifications and standards often take years to develop. Those participants involved in the process from start to finish tend to have a very strong knowledge of the specification and how it should be implemented. But for those parties which plan to implement the spec but were not part of the working group that created it – or at least not for its entirety – some context around parts (or all) of the specification may be missing. Associations can minimize those gaps in knowledge or context by having their technical leads develop informative implementation guides or perhaps lead webinars to help educate implementers as they start to build products.
  • Retune Your Membership: OK, so this is not exactly a technical item – but in a way it really is. As I noted in my last post, member-company resourcing within a technical working group often shifts dramatically once a major milestone (such as a spec release) is achieved. To ensure these working groups are resourced adequately as they embark on their important post-publication activities, associations may consider recalibrating their membership structures to allow different types and tiers of members to participate in the group or take on leadership roles within. Doing this can result in a new surge of energetic volunteers, a new approach to solving technical issues and even a new corps of technical leaders.

As the saying goes, change can be hard. But not planning for change at a critical juncture of an association could be a real setback for any group.

Who’s Running This Place?

Last week, one of our clients, SAFECode, announced the hiring of a new Executive Director. Howard Schmidt, formerly the White House Cybersecurity Czar, has taken the helm. I have every confidence Howard will be a great success.

But I’ll be honest. Sometimes I look at an association’s executive director and wonder: “Who’s running this joint?”

Being an ED isn’t easy. Here are a few models I’ve seen work, and a few places I’ve seen things go awry:

The “Evangelist” Model: That’s Howard. Or Bob Russo, the very effective GM of another Virtual client, the PCI Security Standards Council . This is using the ED as the association’s outward face. This works best with a person who has a known profile in an industry—and is a proven effective spokesperson. A key in the model is to have the right support around them—don’t hire “Mr. Outside” and ask them to also be “Mr. Inside.” So be ready that when you hire this person, you sometimes need to hire a lieutenant as well.

The “People Manager”: Not quite the opposite of the Evangelist, but close. This is someone who gravitates toward managing a staff, and is experienced in doing so. This can be particularly critical for an organization in transition—challenging times call for great people leadership.

The “Subject Matter Expert”: The person that knows that association’s focus cold. This is someone who can be a great ED, but sometimes has a challenge, because they discover they’re not in their field anymore—they’re in the business of running an association.

The “Jack of All Trades”: This person looks great on paper. They have it all. Here’s the thing to remember—no one is good at everything. (By this point in the entry, you’re probably already saying “this guy isn’t a very good writer.” See what I mean?)

Whatever model you hire, think carefully—an organization often takes on the characteristics of its leader. Steve Jobs curiosity pervaded throughout Apple. Jack Welch’s style defined GE. Your organization may be 1/1,000,000th the size, but the rules are the same.

Virtual provides Executive Leadership solutions to associations looking to recruit, hire and onboard qualified executive directors.

TED Bound


I’m currently sitting in an airport lounge in Boston waiting to board a plane to Chicago, then Palm Springs (note: if I ever become President, I will federally mandate that all airport lounges must have Walker’s Shortbread Cookies). I’m used to being in airport lounges—I flew something like 150,000 miles last year—but not used to being excited about the trip that I’m taking. Today, I’m pretty excited.

I’m not just excited for the destination—I’ll grant you, shoveling snow on my driveway this morning and winding up in 83 degrees in Palm Springs, California isn’t bad—but I’m excited for the purpose of the trip.

I’m heading for TEDActive, the live simulcast of the TED Conference. If you’re not familiar with TED, check out TED.com. Watch some TED Talks. I downloaded the iPad apps months ago and watch two to three talks on every flight that I’m on.

The fun thing about the TED conference is its variety. On the first day alone, speakers include robotics experts, an economist, a dolphin researcher and Bono. Not a bad variety.

What’s fun about TED is it reinforces something I do earnestly believe in—that you can learn things for your life, your job or your organization from a wide variety of sources. If you want to be an expert in associations, sometimes you need to look beyond ASAE and the usual sources. That’s why if I want to learn about customer service, I don’t look at “comparably sized association management companies based in the Northeast.” I look to Nordstrom’s, Disney or LL Bean—companies with reputations that our outsized for their “benchmark category.”

And after all, if I can learn something about service from a place that sells shoes, I can’t wait to see what I learn from the dolphin researcher.

Follow me on Twitter for the latest from Palm Springs.

https://twitter.com/andy_freed

Blizzard Tales

I’m sitting here looking out my window at the first flakes falling of Boston’s Blizzard of 2013.

The timing of the storm—February 8—comes almost 35 years the day after the great Blizzard of 1978—the one that gave me a week off from school as a kid, and the storm by which all future storms have been measured.

It’s amazing how much has changed since that storm, particularly with technology. There was a time when “snow day” meant “day off” for businesses—today, all of Virtual’s staff is working from home. The Blizzard of ’78 was largely a surprise. Today, between twitter, smartphones, and hundreds of channels with a 24 news cycle, there are few weather surprises.

So what does any of this have to do with associations? There are a few lessons blowing in the flakes out there.

  1. “We’re closed” isn’t an option. When LL Bean took the locks off the doors of their store in 1951, it was a radical idea. Imagine shopping at 3 a.m.? Today, the internet culture has driven that as an expectation. Whether it’s a snow day or a Sunday, members expect to be able to get information and conduct transactions. If you’re website and infrastructure aren’t up to the task, you’re missing the mark.
  2. “We’re closed” isn’t an option, part 2. There was a time when telecommuting was the exception. Increasingly, it’s the norm, growing 75% from 2005 to 2011. (http://www.teleworkresearchnetwork.com/telecommuting-statistics). If your organization doesn’t have the infrastructure to support remote access, you’re missing out on an important employee benefit as well as critical contingency capability on days when blizzards hit.
  3. The mobile age is here. Yesterday at 2 p.m., my smartphone started beeping with the NOAA weather services emergency alert on the coming storm. It struck me this morning that I have learned all I need to know about this storm—how many inches we’ll get, whether schools are closed, what time it starts—primarily from my phone. And yet, for many organizations, their mobile presence remains an afterthought. Have you looked at your association’s web page from your phone? Time to take a look.

I’m sure I’ve missed a few, but I had better go…the weather outside is frightful, after all.

At Virtual, half of our business is organizations we helped launch. And the other half comes to us from another AMC. This gives me a bit of a jaded view of other AMCs—after all, no one would be looking to switch if they’re current AMC was doing a great job. But it has given me a great window into some of the challenges that organizations face in working with AMCs, and as a result a good idea of some of the things that someone should look for in hiring an AMC. Here’s my top six.

  1. Experience matters. You want your AMC to be a strategic partner for the organization, not just “the people that send the invoices out.” Good AMCs have helped dozens of organizations, just like yours —and can bring that experience to bear.
  2. Silent partners need not apply. Given item #1, don’t settle for an AMC that sits silently on calls and at meetings. You want them to be an active partner, helping guide an organization’s strategy . You can hire a temp to take minutes—you hire an AMC to help guide the direction of the organization.
  3. Subject matter experts. Ideally, you don’t want the same person that is processing new member applications to be writing your web copy. Look for an AMC with a staff of experts in focused areas, rather than generalists.
  4. Systems vs. people. Look for an AMC that understands how to automate processes and drives for efficiency—and has a track record of success in doing so.
  5. Leadership involvement. In hiring an AMC, be sure you have an understanding of what the ongoing involvement of the senior leadership of the AMC will be with your organization. At a minimum, there should be regular strategic checkpoints with senior leadership.
  6. Stability counts. There are lots of smaller AMCs in the market. That’s fine—many give great service. But you want to make sure the organization that you’re working with is going to be around for the life of your organization. Ask questions about their corporate history, breadth of their client base and recent growth.

Of course, if you don’t want sort through this list, just give me a call. We’d be happy to help. ;-)