As I have moved through the association management industry, I have had the opportunity to work in various roles and with a wide range of industries. When I first began my career, I was working on one association only, serving as a community liaison for a very active online membership. As I progressed through my career, I had more opportunities to engage with other associations. The opportunity to engage with other associations was what solidified my desire to make this a career. It also showed me the quickest path to gaining the skills and knowledge to advance within the association management industry.
This past December, I had the privilege of facilitating a panel at the Dubai Association Conference (DAC), an event that promotes dialogue and offers educational sessions for associations interested in exploring opportunities in the Middle East Region. Our session, Building Your Career Path, covered the ever-evolving world of professional development and how planning one’s career and achieving progressive learning through certification can be a game changer in career advancement and growth.
Topics: AMC, Association Management, Professional Development, Gregg Talley, Thought Leadership, Associations, Chief Executive, Chief Staff Officer, Speakers, Mentoring, association management company
What is association management? That was the main question today asked of students within Temple University’s School of Sport, Tourism and Hospitality Management (STHM). Joe Sapp, of Talley Management Group and Kyle Fernley of Fernley and Fernley, representing the Mid-Atlantic Society of Association Executives (MASAE) presented to a classroom of students about what association management is, how they can find a career in the industry and how MASAE can be an organization for the them to engage with.
Over the last few years there has been an increasing number of articles on how companies are ditching performance reviews and going another route. The whole performance review process is being perceived as a largely outdated and ineffective process that’s not only hard to manage, but that often leaves us with data that’s never put to good use. We have all been there—end of the year, in a hurry, and asked to complete a performance review. Is that review fair? Are you able to remember back to February to get a good assessment of how someone’s performance was for the whole year or are you only focusing on the last 2 months?