March 10, 2025 - Introductionary call (without Byron 😭)

Elaine Ball

Mar 11 (edited) • General discussion

Introduction to Project Lighthouse

🌟My Action

Proudce the first draft newsletter to go out to all state directors - influenced by you 5
Submit date will be 25th March

🚀 Your Actions:

Drop your thoughts and comments into Skool chat
Ask questions on how others do things: we need as much details as possible - everything counts
Share ideas and best practice (we want to collect best practice for the 👉 Directors Survival Guide👈 (
@Niamh Spence

@Sharon White
to add to trello )
We will drop questions in also

👇Transcription below (the search facility above will also bring this up)

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Yeah, cool. So I think there's the other guy should be hopping on as well, hopefully at the moment. But yeah, no. So the idea is Well, actually, I'll give it another minute or so because then I see others jump.

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Yeah, no problem. We don't have to. But as I was… As I was listening, I thought, well.

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No, it's a good question.

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I know who my clients are. But when it comes down to NSPS, you know it's kind of tricky because we're not really selling, we're not selling services We're not selling product.

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Yeah.

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There, you know, it could be a several different things. And today, just now I've got landscapers outside.

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Cutting trees down with a chainsaw. So I might be on mute here for a little bit.

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Well, my husband's just walked in hey jason My husband, who's a tree surgeon As you know, you already met him.

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Hello.

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Yes. Right. That's right. He probably loves a good chainsaw.

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That's right. He loves a good chainsaw. Hey, Noam.

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I think we've got everybody. I think Byron's the only one that's not on here.

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Yeah, I think that's everybody. One, two, three, four. That's right. And Byron's five. Welcome, everyone.

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Look at this amazing group of humans. So Jason and Norm, you don't know me. So just to give you a little bit of an overview of me.

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Cut a long story short, my dad's a hydrographer and mine surveyor. We used to have a manufacturing business. My dad set that up after trying to find equipment that wouldn't work in harsh conditions like down a mine, things like that. So we made borehole deployable cavity scanners and everything.

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And then we end up with a manufacturing firm, manufactures all these cool equipment You've probably heard of the Trimble MX2 or the geo7x series They were my dad's inventions that then he resold and white labeled to Trimble.

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My dad's still going strong. He has a small survey company in wales But it drives him insane because they're just steady little boys that just want to hide away in a quarry somewhere and just do their thing. But that's all right.

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And then this company, what I set up, now working with Tim and Trish.

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Set this up in 2020, 13, May 2013. Providing services, marketing and sales, business development services for surveyors right through to the equipment manufacturers.

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So that's where I've come from. And then Tim, I've been working with Tim literally since 2017 with the Get Kids in the survey program.

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And then he's like, right, Elaine, we need your help. We need to sort this shit out.

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So here I am. So, yeah. Welcome.

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So I know some of you guys didn't know each other, which I wasn't sure of. I know Ben, was it you or was it Byron who said in the chat you didn't know. So I just want to give you a little overview about what this is about and then we dive in. So we can keep this short, short and sweet today. And then, Jace, if everybody just wants to do a little brief overview, who you are and where you're from

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That would be grand. So the idea for NHPS, we've got two, well, quite a few remits to sort out. One, I've got to sort out the disastrous website because it's overwhelmingly, oh my God, where do you find anything?

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And two, we need to build the membership all across the states so So that's a challenge in itself. To unpick actually why should you be a member what it's all about. And then this group, the director's group is we need to communicate better with directors.

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So you're going to be the top of our pyramid. You are the number one people. Well, you as in this group here, including Byron, you are the number one top of our group. We've called you Project Lighthouse.

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So it's secret and we're going to send out a newsletter at the end of the month and it's secret.

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So you can talk about Project Lighthouse, but you don't give away any secrets because it's about you guys.

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It's not secret, it's exclusive.

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No, it's secret.

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So you're going to… Yeah, but people will hear about it and start talking about it and they'll create It's going to create a lot of FOMO because that's what we want it to do because you guys are the rock stars

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For the Directors Club, whatever we're going to call it so So the idea is that we set up Project Lighthouse You guys are going to help us define how we communicate to the directs themselves.

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What you want to know as directors of each of your state associations, what we need to do as NSPS So with my NSPS, what we need to do to help support you 100% on how you communicate and build your memberships.

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So this is the idea. So you guys have already dumped a load of great thought into school.

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Now that we finally got you guys on there, don't know why we had technical issues. It's a California company. They should know their shit already. But anyways.

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We've got it sorted. So that's where we are. So if you guys just want to just do a little round robin of each of you and then we can dive into more questions, really.

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Norm, we'll start with you. Let's do it today because I'm always picking on Stuart.

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Oh, goody. Okay, Norm Ellabrock.

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My office is in Hannibal, Missouri. I am the csd chair and illinois Director.

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And you're 25 years old, am I correct?

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I don't know. We work in Illinois, Missouri, and Iowa and uh Yeah, we're super busy so I know my wife tells me I can't do that anymore. So I'm 30.

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Seven.

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Okay, 37 is good.

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Brilliant. Over to the next one. Who wants to go next, Ben?

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Sure. I'm Ben Shinaberry, land surveyor in Kentucky. I'm the Kentucky director And… help run a firm that our main clients are engineers that do large transportation, but also federal agencies utilities and utilities some USDA stuff as well as private

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Good. You are tackling the civil engineers. And the good thing is Ben is on the board. This is a good thing.

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Yes, we've tackled the engineers.

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Good. Jason.

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Thank you, Max. I'm Jason Ness. I work for a firm called Meat and Hunt.

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I work in the aviation department, so I do a lot of airport aviation type surveys I'm the North Dakota director.

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I think going on five years now. I was a young surveyor representative before that.

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I don't know when I started that, probably four or five years before that. So I've been part of NSPS for a while now.

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We do a lot of work around North Dakota, Minnesota. I'm licensed in both states.

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That's just a part of the workforce development group. Committee and also the Government Affairs Committee.

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Okay, great. Lucky Stuart, you're next.

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I'll go last, I guess. Stuart Ward with Idaho, the Idaho director Work for a small firm.

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We're less than 10 people just focused here in southern Idaho.

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We do a lot of everything. Surveying, scanning, drone work.

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Dot work. Kind of weed.

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We dabble in almost everything. Like Jason, I started out as a young surveyors rep for Idaho.

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And I think it was 20, 16, 17, somewhere in there.

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Been the state director for Idaho since 2020.

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18 um And… For this group, I guess, this is my last year as director Our state has terms.

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For our directors and I'm up my second term is up at the end of this year so This spring and fall meetings will be my last meetings as director.

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Sad.

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Okay. And do you want a little intro, Tim? But you know these guys already, don't you?

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The only thing I want to say is right, wrong, or otherwise.

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You all were handpicked for this because i think I think you're the best for this to get this thing kicked off.

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And all I can say to be honest with you is buckle in.

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Well, look, Ben and Stuart already know me, so they know what could potentially is coming.

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Okay, so… Before we get started, I just want this to be a little bit of an overview because you've had a little bit of the insight on the school platform anyways, what this is about.

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So Ben Stasov actually asked the question before Jason and Nomi came on but about the buyers, about the different buyers So if we just take you guys from NSPS's perspective, you're grouped in, so the directors are grouped in as one type of buyer.

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Okay, for the company, for the business. So you've got different with your director's hat on, you've got different remit to what your members are wanting But you're also the voice for your members. You're there to look after them, support them, protect them, give them the right advice.

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Be seen as the oracle of your state, that sort of thing that people will go to you So I think one of the things that we need to sort of gleam and what I want to do is I want to, when we dived into sort of the communications element

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Nobody knows what values of the membership is or when they become a member, I know Tim's been to some um conferences and said, right, who's a member of the state association? Yeah, who's a member of NSPS and nobody puts their hands up.

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So it's like, right, okay, we need to sort of figure all that out and really understand it.

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So from your guys, I want you guys you guys to help me give me the great stuff, the good stuff, the bad stuff and the really ugly stuff. So don't be afraid. This is like safe a safe place for you guys to just share what's working, what's not working without being slammed or being told off or whatever.

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Because I want to know so we can fix it from a, especially from a marketing strategy perspective.

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And then a marketing comms. So my ideal situation is that now I don't know how this will play out yet if we end up doing a full school for all the directors so everybody can go onto the platform.

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Or we end up doing this monthly newsletter. So we're going to start with the month newsletter, which will go And that might turn into continuation of that newsletter. So it is a report.

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And then we want to roll out these what we're classing as town halls So at the end of each, are they going to be monthly, Tim? I can't remember what we suggested. Yeah, monthly town halls.

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So with the monthly town halls, people can come on and then they can share stuff and all this sort of thing. And then we can then gleam information that so Tim can share stuff that's happening inside NSPS and also with the government and that sort of thing and share that back to you.

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Now, we might do that on topics or whatever but Starting with you guys first you can sort of give us, well, this will work, this won't work. So you're almost like a sounding board.

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For the whole of the country. And then also, then, of course, with Project Lighthouse, you start talking about Project Lighthouse to a few people. That'll soon get the jungle Johns started and people like, what is this all about?

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We are going to mention it in the first newsletter that there is a project lighthouse Now I've drafted the first newsletter just from just the comments, but I want to get a bit more comments on here from you but i've just put here a shiny new way to communicate.

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And I've put, I'll just move that over there. So I've just put here a selected group of five directors have been enlisted. Now, this is just a draft.

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Don't worry, they've volunteered mostly. Wink to help shape and improve our communications. We're calling this initiative Project Lighthouse because Every great operation needs a mysterious sounding name, correct?

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While we're still ironing out the details, the goal is clear. Better engagement, useful resources and making sure directors don't feel like they're being thrown into the deep end without a life raft.

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Now, some of your comments already, you've definitely been thrown into the deep end What am I supposed to do? I think everybody suggested about the onboarding. There hasn't been an onboarding.

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So that's one of the big remits that my team can sort out. We can set out an onboarding pack So then, you know, maybe you guys can help me sort that out. But then any other new directors that come on, for example, if Stuart can't take next term.

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He'll have an onboarding pack he can hand over to the next director. These are the key credentials that we need to help support the members.

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That sort of thing. So who would like to start on some of the questions or comments. I think Kerr Stuart, I'm going to pick on you because you were the first to comment, actually.

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And you're old school. You've been in it two terms, so we'll pick on you first.

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How are you?

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Onboarding. You can't hear me?

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Oh, that's better.

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That's better.

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Okay. Sorry, I'll hold my microphone up. I guess the biggest thing on the on the onboarding is at least for me, the previous director kind of just said Yeah, attend the meetings and attend the meetings This is the, you know, dress nice dress professional

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And good luck kind of a thing. I know there's the new director's orientation that we do at every meeting.

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But at least for me, it was less than an hour.

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And it felt very rushed and it wasn't like deep into deep Okay, this is what For example, like we elect a key director at every meeting, right? I had no fricking clue what that was for like three meetings.

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I didn't know what it was, why we're doing it. It still seems like a popularity contest in my opinion.

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And I don't. I don't see the point in it, I guess.

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Is that within state? Ah, okay.

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No, at our NSPS meetings. And then, you know, some of the other things like knowing what a fellow is and why the criteria to become a fellow or be nominated as a fellow You know, those kinds of things. I had no clue. It wasn't addressed in the orientation or anything like that. It was more

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The orientation was more of a… Yeah, here's the committees that we have. Pick one that you want to attend and go for it.

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But there's a lot of other things that we do that I I still don't really understand why we do them or what the benefit is.

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And then just seeing other directors coming in they're just as confused as I was.

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So trying to help them understand You know, like what's a key director And why the criteria choosing a key director or a member of XCOM or anything like that. Like that's all very foreign unless you've been to a few meetings

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And kind of just see how it runs. Anyways, those are my initial thoughts on the onboarding side of it.

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Um on

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I really wish that NSPS could push term limits to some of these directors and these states.

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Only because… I mean, I'll be a director for eight years at the end of my term. That's what my state said two four-year terms.

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Which is fine. And it's good to have somebody there for a long period of time.

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But 20 plus years is is ridiculous in my opinion.

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And. And then we give awards out for people that have been there a long time.

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And not just in my opinion, encourages them to stay longer when they get on… a thank you award every five years.

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Essentially. Yeah, some of them, it strokes it a little harder than others.

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Jokes are ego.

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And so there's just stuff like that that I wish NSPS could change. And I don't know if that's even possible, Tim.

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I know the term limits probably aren't, but some of those other things maybe.

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But I know we'll get a lot of pushback if we get rid of some of those things.

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Yeah.

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Like key director or like director um the longevity awards, whatever you want to call them Anyways, just some initial thoughts.

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We can change it. We can change that though, can't we, Tim, or has that got to go back to the executive committee

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Well, bottom line is, yeah, there are some things that need to change and we… having these conversations I think is only, and especially in the groups that are going to be more influential I think are going to help us lead to more chink.

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And change for the better. That, you know.

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You know just the fact that we're even doing any marketing is a big change.

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So it's you know don't know Yeah, I wouldn't i wouldn't.

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Don't lose sight of that as some of these changes that we need to make and I think, you know, we just got to think we just got We got to pick our battles and we got to figure out what makes the most sense in some of these places.

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And I've had these conversations with Elaine, you know, what, you know, really what a a vision of what this association even looks like in five years. And it's I think it's going to be, I think it could be radically different

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If we leave it to the board who I work for all of you, if we leave it to the majority of the board, it's going to stay exactly the same.

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And it's not going to work. So, uh.

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I've made a note. We're going to rip the plaster off.

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Just the fact that you're bringing these types of things up Don't think that, well, I don't think that It's not something I haven't already thought of and trying to figure out, okay, how can we work this out?

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Yeah, we just, it's good to know that there's others out there that go, this is worthless, this is worthless, this is worthless. Why are we doing it?

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And we come up with better stuff. So thank you. I appreciate the comments.

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Anything else you want to add, Stuart?

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It disappeared again.

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I wrote. Sorry, can you hear me now?

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Yeah.

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Okay. Maybe I need a new microphone. I was just looking at some of my comments that I that I put in school a couple of days ago.

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Yeah.

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Sorry, go on.

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I think… the um I know some of our committees are really, really active, like government affairs and workforce development are probably the most active committees that we have.

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And maybe it's because I don't read the whole news and views email because it's so long all the time. Maybe the updates are in there, but just more updates.

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More often or more often from those active committees.

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That we can take back to our states on a regular basis.

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And instead of having to wait till the big report at our spring and fall meetings.

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And then… there's a lot of states out there that are very effective at implementing and promoting some of the other programs like CST and trig star and Things like that.

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My state's not. Part of it's because I don't know how to do it.

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And nobody in my state knows how to do it. So something from those other states may on, you know, on pros and cons or like a, I don't know, a case study or something that says, you know, this is working for us and it took us a while to get there.

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But it's working great now or whatever. Because I think like for idaho trickstar and trickster and CST are kind of foreign. Nobody sees the benefit in it. And so nobody pushes it.

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I shouldn't say nobody, most members in our state don't see the benefit So they don't push it.

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Because they don't see the value.

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Yeah. I see the value in CST personally And I'm trying to push it as much as I can inside my own company, but trying to push it to others in the state has… not been very received very well. And then Trigstar is

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A completely different story because I don't know anybody in my state that sees the benefit in Trigstar.

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So… I think other than the other thing that I put in school was just something like a pamphlet or a brochure that talks about just overall what are the benefits of being a member of Both NSPS and your state society.

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Yeah.

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I don't care really that I get a discount on tires or computers or You know, stuff like that. But there's other benefits of being a member But how do we push that to push everybody else so that they so

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Recognize that there are benefits.

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Okay, good to know. Yeah, one of the main remits that we've got, I've got my team working on this too, is the membership page because actually when you go on the membership page, it doesn't give you any idea about being a member. So we're going to rewrite that as the main call to action.

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That's one of our first things that we're going to change.

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Okay, good food for thought. Thank you, Stuart. Who wants to go next?

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Okay.

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I'll talk through some of the ideas. Actually, I've used the NSPS website as talking points.

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And I think… It's a great archive of information Some of it is too big so slimming down the amount of content on there But having access to the information I've actually given CEU session within our own association about NSPS and the benefits that

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Are there and just informing the members about NSPS and I've driven them to the website So having one resource of the information of the information is good. And I think it provides that I think it's easy to navigate But understanding what those

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Pieces of information and as NSPS.

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Is growing. Through the years or has grown through the years everything just gets put in there. So now the archive just grows and grows and grows. And it's like a closet. You got to clean it out every once in a while.

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And figure out what are the main important things to keep in there.

00:25:20.000 --> 00:25:30.000

The other thing i think the other thing i think in building awareness and programming.

00:25:30.000 --> 00:25:50.000

There should be a strategic focus And it looks like there was a strategic planning that happened a few years back because NSPS has goals and objectives.

00:25:50.000 --> 00:25:58.000

That I found on the website. But that may have been 10 years ago.

00:25:58.000 --> 00:26:03.000

I don't know what NSPS is goals are now.

00:26:03.000 --> 00:26:16.000

And their strategic push. Some of that we should be developing as directors as informing XCOM and XCOM making the decision strategically.

00:26:16.000 --> 00:26:21.000

But I also think that

00:26:21.000 --> 00:26:29.000

What the scattering of people's ideas

00:26:29.000 --> 00:26:35.000

The whole thing is too big for any one person or one small group.

00:26:35.000 --> 00:27:05.000

So finding a champion to take on these strategic goals and then that champion can follow up with people that can be activated And then the activated group can communicate out. So Project Lighthouse is great the five or six of us coming together with ideas about communication

00:27:05.000 --> 00:27:33.000

And… having the enablement or the power to act on it But a lot of times i think NSPS members don't really feel like they are connected to any influence on decision making And if they don't have any influence on it, it's fine for information purposes, but it's not a call to action for them to do anything

00:27:33.000 --> 00:27:37.000

People just don't feel like they have influence on decision making.

00:27:37.000 --> 00:27:56.000

But if they knew if they knew that they could… beyond the committee that aligns with their goal and a champion of that committee recruiting in people and giving them actual active tasks.

00:27:56.000 --> 00:28:15.000

To accomplish. Then keeps them involved And they can see movement and then it does means something. Right now, everything on nsps on front is handled by a very few that are trying to do a lot.

00:28:15.000 --> 00:28:27.000

Probably beyond what they can handle So… I think the committees that have some movement have that champion that's driving it.

00:28:27.000 --> 00:28:34.000

Finding champions for every committee. May be difficult.

00:28:34.000 --> 00:28:53.000

But that i would say you're going to have to have a person who's charismatic and energized toward what area that they are driving and then they can recruit in people and you do that with networking and getting to know each other and

00:28:53.000 --> 00:29:14.000

And the expectations that directors, if directors are coming in, here's an expectation of what to I've reached out when I first came on to ask because our director faded in his involvement with nsps And then we as a state association

00:29:14.000 --> 00:29:21.000

Said, is this guy going to be the director anymore? He hasn't gone to any meetings in the past few years.

00:29:21.000 --> 00:29:32.000

And we just said, who wants to be the NSPS director in I had been to a couple of meetings, so I volunteered and moved into that role.

00:29:32.000 --> 00:29:33.000

Yeah.

00:29:33.000 --> 00:29:49.000

So, you know, the directors and having a handoff of leadership to those is great. I think that is a area that we can make immediate influence and and change.

00:29:49.000 --> 00:30:05.000

The last thing that I think that aids in some of the broken up strategy the leadership rollover is really fast in NSPS.

00:30:05.000 --> 00:30:19.000

And I know. For someone coming into a presidency role the president-elect is there for a year But then they are president for a year and then they are past president for a year.

00:30:19.000 --> 00:30:24.000

And they're one year president term is really fast.

00:30:24.000 --> 00:30:31.000

I don't know how they can accomplish their goals in just 12 months.

00:30:31.000 --> 00:30:46.000

And as a president-elect is planning to be in that role They don't have any momentum until they're elected in day one they have to push to get their agenda done in 12 months.

00:30:46.000 --> 00:30:57.000

Because then they move off and they're past president and they're helping the next person coming into that role But that rollover is really fast.

00:30:57.000 --> 00:31:27.000

I don't know that NSPS has any way that a president could maintain longer term even if one president was doing well they would have to be nominated to be the next president elect But then that puts a year of gap between

00:31:33.000 --> 00:31:34.000

Yeah.

00:31:34.000 --> 00:31:45.000

Their roles and agenda But then you also don't want to make it too long to where they're president for life But I think the rollover terms that are really quick put a lot of strain on the executive team, Tim and Trish.

00:31:45.000 --> 00:32:04.000

And Sarah to run all of the administration of the national society But they're not the ones driving the agenda. It's not tim's presidency that's setting the goals for that year Trish is there to help and Sarah's there to help.

00:32:04.000 --> 00:32:13.000

But they're just for keeping consistency within the the society.

00:32:13.000 --> 00:32:17.000

That's Linda this year, isn't it? Is that right, Tim?

00:32:17.000 --> 00:32:38.000

Yeah. Okay. So from the president perspective like linda If she's got a remit of what she needs to do, then does she communicate with all the directors as well within all the states?

00:32:38.000 --> 00:32:39.000

Okay.

00:32:39.000 --> 00:32:47.000

I mean, from my perspective. She has the spring meat and the fall meat Or maybe it's her personality and communication style that if she comes in first day.

00:32:47.000 --> 00:33:04.000

She might set up her own communication regimen, but I don't think that's driven by anyone other than her personality and what she wants to accomplish but no one knows what that is yet.

00:33:04.000 --> 00:33:08.000

Until she gets elected in and the spring meet But then she's only got 12 months to accomplish that through all of the committees.

00:33:08.000 --> 00:33:13.000

Yeah.

00:33:13.000 --> 00:33:16.000

Okay. Okay, let's good.

00:33:16.000 --> 00:33:21.000

Is that right, Tim?

00:33:21.000 --> 00:33:36.000

Yeah, that's part of what we're trying to change is I got to tell you, I'm very i'm looking Really looking forward to the next two years with the two years with Linda, with Tim Murphy uh they've the two of them have been working

00:33:36.000 --> 00:33:50.000

Feverishly to get a bunch of things going And part of what this whole thing with getting started with Elaine is to get that communication And, you know, like was said earlier, you know.

00:33:50.000 --> 00:34:06.000

Part of the initial discussion on what marketing was going to be about was who are the who are the customers that NSPS is trying to reach. And to be honest with you, it's our directors, it's our state execs.

00:34:06.000 --> 00:34:11.000

It's those people. That's one of our market segments that we're trying to reach.

00:34:11.000 --> 00:34:16.000

So that's the reason we're trying to to do things like this.

00:34:16.000 --> 00:34:33.000

That as things happen. It can be disseminated quicker to the state directors, hopefully the state execs I mean, as bad as I want to say that most state directors pay no attention to anything that's going on.

00:34:33.000 --> 00:34:41.000

The state execs are that much worse. But we need to give them a reason. We need to give them a reason to want to listen.

00:34:41.000 --> 00:34:45.000

What's the difference with the state exec then? What's that compared to a direct

00:34:45.000 --> 00:34:50.000

That's basically the version of me running the state associations.

00:34:50.000 --> 00:34:52.000

Ah, okay. Understood.

00:34:52.000 --> 00:35:00.000

So the big thing is to, you know, with all the things that we are doing well We need to organize it.

00:35:00.000 --> 00:35:18.000

Promote it and really push it. That much more. So that's the reason this little group was started really set the tone for what could be done between nsps the organization the officers that are going to be doing some things

00:35:18.000 --> 00:35:22.000

And pushing it out to the state directors, to you all.

00:35:22.000 --> 00:35:31.000

That then that then to really be able to promote and provide a positive example of what can be done.

00:35:31.000 --> 00:35:38.000

Yeah. Jason, Norm, do you want to go next? Want or you just want to go next?

00:35:38.000 --> 00:35:42.000

Yeah, I can go. I agree with both Stuart and Ben.

00:35:42.000 --> 00:36:04.000

That onboarding is a joke. Definitely need help all with that. It takes you two years just to figure out what NSPS is about when you come in as a director, it seems like.

00:36:04.000 --> 00:36:05.000

Yeah, good idea.

00:36:05.000 --> 00:36:12.000

I mean, outside of what they've already mentioned i think us directors, if we had a common message to bring back to our states You know, everybody writes their own report back to the states that is how what they got out of the

00:36:12.000 --> 00:36:33.000

Out of the meetings well I go to meetings, I go to the Workforce Development Committee, Government Affairs Committee. I don't attend CST. I don't attend trig start nothing like that, that I have no message to bring back to the States.

00:36:33.000 --> 00:36:34.000

Yep.

00:36:34.000 --> 00:36:40.000

On that. So I think that would be something that would help some a common message that we can bring back to our states were regarding everything

00:36:40.000 --> 00:36:48.000

I think since I've been within SPS, it's starting to change trend in the right direction as far as getting stuff done.

00:36:48.000 --> 00:36:54.000

But I mean, my first few years here, I'm like, what are we doing? All we're doing is going to these meetings and talking.

00:36:54.000 --> 00:37:00.000

We're not getting anything accomplished. We're just sitting here. I feel like we're trending in the right direction.

00:37:00.000 --> 00:37:11.000

In select areas. It would be best. It would be nice if other committees and whatnot could do that same Same trend but

00:37:11.000 --> 00:37:12.000

Good.

00:37:12.000 --> 00:37:18.000

Yeah, outside of that, Ed. I'm on board with what Ben and Stuart are saying.

00:37:18.000 --> 00:37:23.000

Okay. No.

00:37:23.000 --> 00:37:28.000

Yeah, I'll agree with all those. I got the easy one here. Everybody's already said everything.

00:37:28.000 --> 00:37:31.000

All of it. Yeah.

00:37:31.000 --> 00:37:45.000

You know, my situation is a little bit different because i came in as the csd board chair and just started coming to the meeting. So I got to see some of the stuff not as a director, but just as a participant.

00:37:45.000 --> 00:38:08.000

I got a little acclimated that way. My onboarding was just by watching others. So, but yeah, that could use some help You know, some of the directors are by default their cst coordinators for their states I usually sit in on that meeting and let them know, but they still don't understand

00:38:08.000 --> 00:38:14.000

What it is so but uh no i agree with everything else that's been said

00:38:14.000 --> 00:38:28.000

Okay. So what I've done, I'm going to clear some points out. You've mentioned a couple of things in here that I have not blocked. So I will add that to my little point. But what I'm going to do is before I send the draft

00:38:28.000 --> 00:38:41.000

Well, I've written a draft newsletter to go out to all the directors. I'm going to put it in school So you can criticize it, add this in, take this out, whatever. So on the 25th, we're going to set it out on the 25th of March.

00:38:41.000 --> 00:38:52.000

And the idea is it will be an introduction email, an introduction newsletter Just to give them a bit of a taster about what's going on and what we're going to be what's going to be on our radar.

00:38:52.000 --> 00:39:06.000

So I've got literally seven or eight things on here Just to give you a little idea, which this is just draft. So just so you can see if I'll hear Director of Engagement and Communication, Monthly Town Hall Meetings.

00:39:06.000 --> 00:39:14.000

So that's our new thing that we're going to roll out is them monthlies. And we'll keep an eye on the stats as well on who's taking part.

00:39:14.000 --> 00:39:28.000

But the whole point as well of you guys is to create that little bit of one fear of missing out and two curiosity. So that works really well from an emotional perspective, even for a bunch of guys, that works fine.

00:39:28.000 --> 00:39:40.000

Membership value, return on investment. So why should we become a member and why should you guys encourage other surveyors to be members I think these are some of the topics I'd like to put in.

00:39:40.000 --> 00:39:53.000

As we go down to like the next newsletter will be a bit more, it'll be a top, we'll speak on a specific topic And then that'll send people, it'll be like literally like a newspaper. So it'll have a headline strap line, then it'll send people to certain landing pages.

00:39:53.000 --> 00:40:02.000

Because the idea is that we don't want the newsletter to be like massively long. We want it to be nice, short little headlines that you can click on to read further information.

00:40:02.000 --> 00:40:10.000

Then I've got down here program promotion and implementation, how to support. So exactly what you've just talked about.

00:40:10.000 --> 00:40:16.000

Trigstar, CST, blah, blah, blah. And of course, then government affairs updates.

00:40:16.000 --> 00:40:25.000

Again, and having it where you can go to a specific landing page on the website that's got all the information in really easy to read format.

00:40:25.000 --> 00:40:43.000

Some of the reports that I've gone into i've had to sort of sit there with a very strong, I was going to say cup of coffee but actually a whiskey would have been better Onboarding for new directors. So yeah, the survival guys. So we will do you a survival guide. I think that's got to be so i think

00:40:43.000 --> 00:40:53.000

Get it like a do some kind of overview or some kind of guide that will give you what to do, what not to do as a new director, what to expect.

00:40:53.000 --> 00:41:03.000

Stuff like that, which you guys can help me with. And then we can pull that together. And that can be, again, a specific pack for people. So again, this is just touching on some of the points that I want to share.

00:41:03.000 --> 00:41:20.000

Member engagement and resources. So you'll start seeing changes in the website because It's just, yeah, as you said, Ben, it's an archive of all sorts, but we're going to keep all the content, but just hide some of it. And you can just be linked to it. So it's…

00:41:20.000 --> 00:41:26.000

Yeah, because at the moment you just get lost down a rabbit hole. And then, of course, strengthening community and outreach.

00:41:26.000 --> 00:41:37.000

So I've just put these down as topics I'll put this in school so you can have a look at it and you get some time. And then I've got the next steps town hall meeting, resource development.

00:41:37.000 --> 00:41:52.000

And then, of course, feedback and suggestions, because I want people to reply to the email when we send it out And say, oh, this. Now, this is where all this I'm testing the water because if we get inundated with loads of emails, we've got to sift through with them all.

00:41:52.000 --> 00:42:00.000

Whereas if we use a platform like school as the communications platform that might work better. So at the moment, we're just going to test a few different options.

00:42:00.000 --> 00:42:06.000

And then if you guys say, yeah, this is going to work really well, and then we keep school just for Project Lighthouse.

00:42:06.000 --> 00:42:18.000

So you guys can then dump your thoughts. Yes, I like this. No, I don't like this. And you can be really open about it and not worried about upsetting anybody because it's the whole point of this is to get the good raw feedback from you.

00:42:18.000 --> 00:42:30.000

What we need to share. So that's the idea for the the first um newsletter for the directors.

00:42:30.000 --> 00:42:36.000

What do you need from us? For that newsletter.

00:42:36.000 --> 00:42:37.000

Okay.

00:42:37.000 --> 00:42:44.000

Well, you've started it already. So we pulled that off the school. So use school. I think the number one, are you all accessing it okay?

00:42:44.000 --> 00:42:55.000

When you go on to it, could you get to it and easy okay that's good Use school, put questions in school that we can all answer or share or whatever.

00:42:55.000 --> 00:43:08.000

Use it as a collaboration tool between the five of us, between our little team here, including Byron. So, you know, what have you done in this state and just share some ideas because anything that you share, we can search and we can also see what's happening.

00:43:08.000 --> 00:43:11.000

So then we can then tap back into it. Ben, what do you mean by this?

00:43:11.000 --> 00:43:29.000

And like the question earlier, you know, what's a director? I'm like, what? Actually, I'm asking that question. Actually, some of the other directors might not understand that. Do you know what I mean? So it's really understanding the foundations And then I can gleam the right information. And you might say to me, well, actually, Elaine.

00:43:29.000 --> 00:43:45.000

I need to understand how the executive committee worked properly. Is that a main thing? Is that an issue that all the directors see? Well, actually, there's a a bunch of directors don't understand how it works. So one piece of content that we might write later on is actually how the board works and how it makes decisions.

00:43:45.000 --> 00:44:02.000

Some directors might find that really useful some might already understand it. So the whole idea is that we try and join all the loopholes and communicate like a spider web really and really just sort of build the communication, but you guys as the focal point saying, yeah, this will work. No, this won't work.

00:44:02.000 --> 00:44:11.000

So I just need your honest opinions and your feedback Because every state will have a different way of doing things.

00:44:11.000 --> 00:44:21.000

If you're stuck with members not getting members in, we've got a whole goal on the strategy documents. We've written out a new strategy document with main goal, business goals and also marketing objectives.

00:44:21.000 --> 00:44:34.000

So each of those and then so the one the goal for the membership is to grow members But the first thing we need to do is sort out the landing page on the website because it's like we have two landing pages on the website.

00:44:34.000 --> 00:45:00.000

So if you, I mean, the website, you've got here, so this needs to be the main call to action So when you click on this on here It will take you to a nice headline what is it all about? What is being a member all about? Why should you become a member? Then it will go into the details because like straight away it's going into, oh, look here, register for this. What does that even mean? Member voting member, associate member what what

00:45:00.000 --> 00:45:15.000

So we need to make that nice and easy and then specific pages to that. But unfortunately, there's two landing pages. The second landing page here, where's the other one membership is different as well. So again, that's giving out different information.

00:45:15.000 --> 00:45:36.000

So we need to just centralize that and make that better so that's that's some of the things that we want to do. But yeah, just going back to um Just going back to what we need to communicate.

00:45:36.000 --> 00:45:37.000

Yeah, we didn't see you clicking through, but I virtually saw it in my brain.

00:45:37.000 --> 00:45:47.000

So the first one is literally just an overview. If I stop sharing my screen, I think I did, didn't I? There's me trying to show Yeah, you can imagine. Yeah. So yeah, top here right hand side. We've got join us. That should be the main call to action for all members.

00:45:47.000 --> 00:45:59.000

And then, of course, we've got membership page here, which again is different joined today. They're just not in sync. So we just need to sync them up And it's just one call to action instead of all this stuff going on.

00:45:59.000 --> 00:46:05.000

So you'll start to see that's one of our key remakes is one is you guys to sort out the directors.

00:46:05.000 --> 00:46:17.000

And the second one is the membership. So we're working on in sort of same time with those two key goals So yeah, so anything that you can put in school, anything you can share with me.

00:46:17.000 --> 00:46:24.000

Just put it in anything you want to ask questions to each other. How do you do it in your state, Norm? How do you do it in your state, Ben?

00:46:24.000 --> 00:46:28.000

So stuff like that. Oh, would that be useful for every other state? Oh, it could be.

00:46:28.000 --> 00:46:40.000

Let's ask the question. Stuff like that. And then if you think, well, actually, we should open this up further, you might have other ideas that you think this is good.

00:46:40.000 --> 00:46:43.000

Because really, your own countries Yeah, I know your state are your own countries.

00:46:43.000 --> 00:46:54.000

Yeah. Well, I don't know that many that I've talked to think that they're doing well in their states.

00:46:54.000 --> 00:47:18.000

So they're, you know, I'm one that I don't really work well on chat boards the online discussion I can work to try and add my two cents, but it's a non-real time communication for me some of that I can't keep up.

00:47:18.000 --> 00:47:19.000

I will send you a voicemail.

00:47:19.000 --> 00:47:23.000

With it and with it Yeah, which is better, actually. It's a better call to action for me.

00:47:23.000 --> 00:47:25.000

I send him a voicemail.

00:47:25.000 --> 00:47:39.000

It's more of a personal touch. But I don't know that I would make suggestions like that. This is what Kentucky is doing that I think is well. Unless somebody asks me that question.

00:47:39.000 --> 00:47:40.000

Put it in. What do you think you're doing well? What do you think you're doing poorly?

00:47:40.000 --> 00:47:45.000

Okay, well, I'll answer your questions. That's fine. That's fine.

00:47:45.000 --> 00:47:48.000

As long as I know how you work, that's fine. I can quiz you lots and send you voice messages.

00:47:48.000 --> 00:47:50.000

Yeah. Yeah.

00:47:50.000 --> 00:47:59.000

So Jason and Norm, you'll start finding out if you send me your number and I'll put you on WhatsApp. I will send you video messages.

00:47:59.000 --> 00:48:07.000

And voice messages as Ben and Stu already get. And Stuart and uh Tim.

00:48:07.000 --> 00:48:08.000

So we don't send you our number or?

00:48:08.000 --> 00:48:17.000

Wow. Yeah, no, you sent me your number. Yeah, I know. So I can send you, I can send you when I'm out with my sheep and my horses. So that'll make it even more fun.

00:48:17.000 --> 00:48:18.000

There you go.

00:48:18.000 --> 00:48:26.000

Any questions? I've taken plenty of your valuable time. Does it make sense what we're doing?

00:48:26.000 --> 00:48:31.000

Are you happy so far?

00:48:31.000 --> 00:48:39.000

It's a big task. So isolating down, here's first steps and let's do this first.

00:48:39.000 --> 00:48:43.000

Helps me eat the whole turkey one bite at a time.

00:48:43.000 --> 00:48:51.000

Fine. That's fine. So what I will do is I will put the first newsletter which will go out is going to be an introductory newsletter.

00:48:51.000 --> 00:48:58.000

I will put it in school if you can put it in criticize it, comment on it.

00:48:58.000 --> 00:49:03.000

That would be very useful. So the more input from your state, so I just get a little bit more in-depth information.

00:49:03.000 --> 00:49:09.000

I remember we were talking about the trigger points in the buy persona webinar the other week.

00:49:09.000 --> 00:49:15.000

Things like that actually what's triggered stuff That would be very useful.

00:49:15.000 --> 00:49:23.000

So you can help me mold that and make sure that and I can do all the other stuff behind the scenes.

00:49:23.000 --> 00:49:39.000

So I'm… And I don't know if this is for… Tim or Lane, but it's Mostly for my personal knowledge. So I know how to how to interact with everybody else. I know, I mean, I know Jason for a long time.

00:49:39.000 --> 00:49:44.000

We talk quite often. We hang out at the meetings.

00:49:44.000 --> 00:49:47.000

I don't know Ben. I know who Norm is because I've seen him at the meetings.

00:49:47.000 --> 00:49:53.000

Byron, I have no idea. My question is.

00:49:53.000 --> 00:50:07.000

Why us five? What stood out with us that from your side, either Elaine or Tim, that makes the five of us the core group right now.

00:50:07.000 --> 00:50:10.000

That helps us work together better.

00:50:10.000 --> 00:50:14.000

Good question. That's Tim. That's your choice.

00:50:14.000 --> 00:50:20.000

Stuart, do you really want to know?

00:50:20.000 --> 00:50:21.000

Yes.

00:50:21.000 --> 00:50:24.000

Well, kind of, yes.

00:50:24.000 --> 00:50:29.000

Well, and I don't mean to embarrass anyone. I truly don't.

00:50:29.000 --> 00:50:49.000

Stuart, I think I've been telling you for a little while now, I've been very impressed with how you've been doing your your marketing for your company, the messaging you're getting out it's not hire me, hire me, hire me. You're giving people reasons why they should hire a surveyor

00:50:49.000 --> 00:50:54.000

And so in my mind, you get it. Ben.

00:50:54.000 --> 00:51:13.000

On a larger scale is doing the same thing. And explaining very well, I think, how he their company is going about getting some very critical information together in a short amount of short amount of time.

00:51:13.000 --> 00:51:21.000

And… What I like is the positive message coming out of his messaging.

00:51:21.000 --> 00:51:30.000

On camaraderie and what this profession brings, how it brings out the best in people.

00:51:30.000 --> 00:51:39.000

Byron. Byron's the wild card here. Byron's new.

00:51:39.000 --> 00:51:46.000

Except for Norm. He's young. And we'll get to Norm in a second. But Byron's But, but… Yeah.

00:51:46.000 --> 00:51:49.000

Hum, hum.

00:51:49.000 --> 00:51:50.000

37.

00:51:50.000 --> 00:51:54.000

Yeah, right.

00:51:54.000 --> 00:52:08.000

Byron's been a go-getter. Just even behind the scenes, trying, you know, talking to me, talking to trish trying to asking the right questions and really seems like that.

00:52:08.000 --> 00:52:12.000

He wants to push in the same vein as you, Stuart, and you've been.

00:52:12.000 --> 00:52:33.000

Jason, I'm… I got to tell you, it's… I guess the behind the scenes work that you did with… with the be more colorful and really getting some of this stuff done without having to scream out Look at me, look at me.

00:52:33.000 --> 00:52:40.000

I just like that it got done. And the product that was that the Be More Colorful, people are going to be blown away.

00:52:40.000 --> 00:52:46.000

Tim Murphy brought a couple of set of goggles to our transition meeting with everything on it.

00:52:46.000 --> 00:52:52.000

That Illinois bought. And it is mind-blowing what that's going to do for people.

00:52:52.000 --> 00:52:55.000

And we've got to get it in front of front of things.

00:52:55.000 --> 00:53:02.000

That leaves me with Norm. Norm and I are… our old friends from illinois.

00:53:02.000 --> 00:53:16.000

Norm stepped up and took over CST when it badly needed a good leader And to get away from the This is the way we've always done it. So we're just going to continue to do it this way for another 30, 40 years.

00:53:16.000 --> 00:53:26.000

Norm took it over and has… morphed it into something completely different and new, even though it doesn't look like it quite yet.

00:53:26.000 --> 00:53:31.000

People will see the changes and people will see people will see how things are going and it's growing.

00:53:31.000 --> 00:53:35.000

We are we're We're putting out more CST.

00:53:35.000 --> 00:53:41.000

Exams and people are issuing more certificates more than ever.

00:53:41.000 --> 00:53:46.000

And I put the majority of that credit on Norm's shoulders.

00:53:46.000 --> 00:53:52.000

So this group together to me was it?

00:53:52.000 --> 00:53:59.000

Was a shining light. And so when she came up with the lighthouse term, I thought that was Perfect. You guys are beacons. You truly are.

00:53:59.000 --> 00:54:06.000

And I think collectively it's going to be an opportunity to take the things that the things that We've had ideas here to work on for a long time.

00:54:06.000 --> 00:54:10.000

Go ahead.

00:54:10.000 --> 00:54:22.000

She's taking them and running with them, making them real. And you're going to be the go-betweens. You're going to be the the you're going to be the cool kids are getting stuff done.

00:54:22.000 --> 00:54:26.000

I don't know why they put it.

00:54:26.000 --> 00:54:27.000

He was just answering.

00:54:27.000 --> 00:54:39.000

And so that was the reason. It was real easy to come up with you with you Five. So hopefully… That's a good enough explanation. Nothing other ulterior other than that.

00:54:39.000 --> 00:54:54.000

I think we're at a crossroads. And to be honest with you, it's this group of five. I would love to have a conversation with off the record somewhere of what this association looks like in five years.

00:54:54.000 --> 00:54:55.000

Yeah, I don't know.

00:54:55.000 --> 00:55:01.000

Because I think it's going to shock you, like it's going to surprise you.

00:55:01.000 --> 00:55:11.000

I just don't know whether it's something we need to we need to go after or we just run this thing into the ground. I work for you, so you tell me where we want to go with it.

00:55:11.000 --> 00:55:15.000

Good. Okay.

00:55:15.000 --> 00:55:20.000

Is everyone going to be at the spring meet?

00:55:20.000 --> 00:55:22.000

Yeah.

00:55:22.000 --> 00:55:23.000

Me.

00:55:23.000 --> 00:55:25.000

I think Byron is coming also but

00:55:25.000 --> 00:55:28.000

Yes. Yeah, he's the new Georgia director. Yeah, he will be there.

00:55:28.000 --> 00:55:32.000

Yeah. Okay.

00:55:32.000 --> 00:55:37.000

This may mean that I can get to come to one of them, maybe the next one then, Tim.

00:55:37.000 --> 00:55:38.000

Bring the tape.

00:55:38.000 --> 00:55:44.000

Absolutely. Yes. Yes, if we can get you off of holiday and get you get you here sometime

00:55:44.000 --> 00:55:47.000

I'll come. Brilliant. Yes. If you guys didn't know, I'm actually based in the UK.

00:55:47.000 --> 00:55:54.000

We'll make it happen.

00:55:54.000 --> 00:56:04.000

Just in case you didn't know. You never know where I could be based because my team are all over the place so uh I've got them in Mjorka here, Amsterdam, Idaho.

00:56:04.000 --> 00:56:08.000

All over the place and Canada. Yeah, bye.

00:56:08.000 --> 00:56:15.000

Right. Okay, guys. Thank you very much for your time. I will put that first draft in the thing so you can have a look.

00:56:15.000 --> 00:56:19.000

I'll save this recording and put it in school as well so you can always reference it back.

00:56:19.000 --> 00:56:20.000

Yeah.

00:56:20.000 --> 00:56:26.000

These stay confidential. They'll be unlisted on YouTube so nobody can find them without the link. So they are completely confidential.

00:56:26.000 --> 00:56:27.000

Because it's 630 and it's supper time there.