Now that the 4th quarter of 2010 is upon us, AmSpirit Business Connections chapters are more focused than ever in growing their chapter memberships. The outstanding chapter program requires chapter growth as one of the defining criteria to be a GOLD chapter.
That being said, I worry about some chapters taking in anyone submitting an application without screening the prospective member at all. Prospective members get the impression in some chapters that they're being recruited like a high school football star. It looks desperate in some cases. This leads guests to think that there is no voting process, or that it's just a formality and everyone gets in.
Guests should see what a great opportunity AmSpirit Business Connections is for them and that they should hope the vote goes their way so they are approved. One of the chapters that I help to mentor does a great job of asking the prospective member to meet one-on-one with several of the chapter board members prior to any voting taking place.
This way the chapter knows not only about the person, but the company that they are representing. There is a good sense of whether that person is going to fit in with the rest of the group personally and professionally. They've even postponed voting until they have time to properly screen their applicants. I applaud them for that.
In the long term, if you properly screen your prospective members, you will have a more effective chapter and lower turnover. If you do not, your chapter culture can be eroded very quickly.
That being said, I worry about some chapters taking in anyone submitting an application without screening the prospective member at all. Prospective members get the impression in some chapters that they're being recruited like a high school football star. It looks desperate in some cases. This leads guests to think that there is no voting process, or that it's just a formality and everyone gets in.
Guests should see what a great opportunity AmSpirit Business Connections is for them and that they should hope the vote goes their way so they are approved. One of the chapters that I help to mentor does a great job of asking the prospective member to meet one-on-one with several of the chapter board members prior to any voting taking place.
This way the chapter knows not only about the person, but the company that they are representing. There is a good sense of whether that person is going to fit in with the rest of the group personally and professionally. They've even postponed voting until they have time to properly screen their applicants. I applaud them for that.
In the long term, if you properly screen your prospective members, you will have a more effective chapter and lower turnover. If you do not, your chapter culture can be eroded very quickly.
