Author Archives: drewlogsdon

Jun 30 2011
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apathy, complacency, goal setting, group culture, innovation, leadership, strategic planning, values-based leadership

The Fraternity Stock Market

Pandora, Groupon, LinkedIn, and coming soon to a portfolio near you: Facebook. If you’re a business major or just generally someone who keeps up with business news then you’re well aware of the recent scramble of tech companies to the IPO cash cow. Just the other day, Facebook was given a valuation estimate of $100 billion. These companies are searching for capital, which will hopefully result in both a better product and higher profits.

However, these companies also have to prove their worth both literally and figuratively. That’s what the stock market is all about, isn’t it? Is Company A worth so-and-so amount or is it not? Product recalls, poor leadership, bad money management, and failing to achieve benchmarks will result in a dropping stock value. On the other hand, the opposite of these negatives will attract confident investors eager to throw some money your way in return for an anticipated increase of value.

All business talk aside, isn’t this a rather nifty metaphor for a fraternity? If I run chapter A and we have strong leadership, a strategic plan, defined goals, rock solid dues collection and budgeting, and of course providing the best fraternity product on our campus then why wouldn’t others want to “invest” and join us? For a nice cherry on top of this sundae we also mention that those who invest with us will see an increase of value. With each bid signed and an additional investor we can use that capital to fund brotherhood retreats, run an effective LEAD program, host safe social events, and the added bonus of developing as a scholar, leader, and gentleman.

Now let’s say I run chapter B and we don’t have a very organized group of leadership, we’re in debt because we don’t collect dues very or bother to follow a budget, we don’t have any goals (which means we’re either in neutral or sliding backwards), and our overall product is mediocre at best.

In fact, to hide our downfalls we like to throw up the smoke-screen of parties and the image that everything is A-Okay (Sounds like Enron might have pulled a page from this playbook, actually). But then we had an incident thanks to our risky social practices. Now we’re wondering why no one wants to sign a bid and invest in us (or why we’re only attracting people who want to party).

Millenials are smarter than your average bear. If anything, to follow the running stock market metaphor, they’re smart bulls looking to invest in something that is going to provide them value for the capital they invest. So as you enjoy your summer vacation and reach that point of excitement to return back to school to see brothers and rehash your summer exploits, think about your answer to two simple questions: If your chapter were to launch as an IPO what would it be worth, and would it ultimately boom or bust?

Dec 07 2010
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communication, culture change, group culture, innovation, leadership

Failure is Not an Option

Alright newly elected officers, here’s some homework to start you off for Christmas Break. Watch the video above. Watch it a second time even. It gives you chills doesn’t it? Now there should be four things that jump out at you that you’re going to take away and use as a leader for your term. Didn’t catch them? Here they are in case you missed ’em:

1)      We sent a human being to a place where humanity cannot survive. Allow me to clarify that statement. College educated men and women sent a human being to the Moon, an inhospitable location, and brought him back alive EVERY time. NASA of this time frame was very different from the NASA of today. In fact it was very similar to your chapter. These guys were young, eager, and ambitious. No goal was too far off to reach. That’s how your chapter needs to think. Now of course they didn’t just throw something together to achieve this but they did think of new and ambitious ideas that had never been thought of before.

2)      Look two steps ahead. In the clip the two prevailing issues are oxygen supply and battery life. The first doesn’t matter unless the second is solved. Same thing goes for many things in chapter operations. Academics won’t be improved until we start by improving the quality of men we recruit.

3)      A leader listens. Notice how Ed Harris’ character didn’t start talking over everyone’s ideas in the clip. He also listens to his experts and empowers them by providing them with the power of decision making. In other words, avoid micromanagement. Don’t try and run your chapter’s LEAD program but empower your LEAD Chairman to do his job and make his own decision.

4)      Failure is never an option. This could be a reiteration of number 1 but we need to focus more attention on the potential doubters in your chapter. Those people exist but as a chapter we need to continuously agree that in any aspect failure is not an option. Eliminating hazing may be hard in a chapter that is 95% for it but failure is not an option. This applies especially to chapters currently struggling with finances, member accountability, or risk reduction issues. Failure is not an option. Success is the only option.

Dec 03 2010
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complacency, innovation, values-based recruitment

How’s Your Away Team?

Home field advantage is highly touted in the sports world for obvious reasons. The home team gets the larger crowd with far greater support. The home team is more familiar with the nuances of the field because they practice there every day, which means they know what the wind does, how the sun’s glare works, and most importantly how cold and/or hot it gets.

What does all of this provide for the home team?  Comfort. They don’t take a plane or a bus to the stadium; they arrive from their homes refreshed and ready to play. Not to mention they are treated like gods when they arrive with eager fans fawning for autographs and pictures. It’s the ultimate self-esteem booster.

But what about away games? It’s new, it’s not yours, the fans despise you or find you irrelevant, you’re a drop in the pond, and you have to exit your comfort zone. Key phrase being “comfort zone.”

This same concept applies to recruitment. Sure, it’s nice and safe to recruit inside your chapter house because it’s comfortable. You know where everything is, you know everyone there, you’re surrounded by friends and brothers, and if you have a trophy case you have a silent testament to your successes.

Now imagine those recruits you invited to come down to the house for a BBQ (a cliché recruitment event if there ever was one) as the away team. Do you think they feel comfortable? Do you think you get to see the actual them or do you get a nervous version?

Flip this concept on its head. Challenge your chapter to be the away team. Go out into the recruit’s comfort zone (hometown, dorm, campus dining hall, hangout spots). Interact with them in their environment where they feel comfortable. You just might find out your away team is better than you thought.