search.noResults

search.searching

dataCollection.invalidEmail
note.createNoteMessage

search.noResults

search.searching

orderForm.title

orderForm.productCode
orderForm.description
orderForm.quantity
orderForm.itemPrice
orderForm.price
orderForm.totalPrice
orderForm.deliveryDetails.billingAddress
orderForm.deliveryDetails.deliveryAddress
orderForm.noItems
CHAIRMAN’S COLUMN Strive To Be Inclusive


By Doug Booher, CVE


greater representation of people into our profession. Sure, our venue workforce is comprised of a wide variety of peopleage, social                 does the trend bear out? Is it borne out in the membership base of our Association? In a recent edition of Forbes, Lisa Quast shared a handful of tips for


organizations that strive to be inclusive. Among them were four simple tactics we can all employ in our daily work, and in our Association: 1.Invite People In. Just as we market to and welcome new audienc-


Photo provided by Doug Booher, CVE


“All of the very best ideas come from the boss,” has surely never been uttered by a truly great leader of a world class organization. It certainly has never been shared in the breakroom, loading dock or prep kitchen of any of our venues, where some of the best ideas go undiscovered. Even the most monumental leaders in our industry’s illustrious history – our Mount Rushmore of McElravy, Anzivino, Ray Ward, and Legacy Award winners – haven’t lived up to that unattain- able standard. So, as venue professionals, leaders in the industry, and active participants in our Association, how do we ensure that we are    future?


In our daily work, we recognize the importance of understanding and connecting with the community that we serve. After all, there isn’t much use for a public venue without people who want to attend our - tems to manage our customer relationships, carefully parse marketing -    reinventing our environments where more members of our commu- nities feel welcomed, well-served, and hopefully a sense of belonging. After all, all of our venues are directly or indirectly accountable to the community we serve. It is a great strategy. At a time of increased competition for enter- tainment and leisure discretionary spending for a greater percentage of the population, we have to focus on growing our audiences to be   - munity events at a discounted rate, all allow us to get new guests in the   we grow our reach in our community. It’s time for IAVM and its members to get serious about what we are


doing, too. Instead of practicing an inclusion strategy for the purpose of growth, I believe it’s time to practice growth as an inclusion strategy. When I look around, I am not convinced that we are doing enough as an industry, or as an Association, to actively invite and welcome a


 talented employees who represent segments of our community that aren’t well represented in our leadership. Invite them to shadow you or other senior management, bring them to a chapter meeting, inquire about their career aspirations. 2.Solicit Everyone’s Opinion. Yes, you may end up hearing some    that each voice matters. 3.Give Credit Where Credit is Due. Most of us have an employee


recognition program that rewards great guest service, and these pro- grams are a critical part of building the team. Equally important is sharing credit for dedicated work and innovative initiatives. 4. Be a Role Model of the Behavior You Want to See in Others. This


 the trenches and understand the value of modeling desired behavior.  and even show a guest to their seat on occasion. By taking time to iden- tify and encourage under-represented employees with potential, we         and an investment worth making. Having diverse backgrounds, ideas, needs, and desires represented on your team creates an environment  those needs. In McKinsey & Company’s January 2018 report “De- livering Through Diversity,” Vivian Hunt and her colleagues unveil new research that demonstrates the clear correlation between diverse/      


keenly focused on meaningful outcomes for our members and our       be working to include more voices, recognize, and encourage potential  for both these newcomers and our loyal members. Thank you for your help in building an even stronger IAVM.


IAVM 7


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60