are set apart when ©…
By Rob A. Felix, CMCA, LSM, PCAM

…they view their role as “servant leaders.”
…they are time-efficiency conscience and come prepared to meetings.
…they are more concerned about unanimity than being right.
…they participate as a member of the board - rather then as the Lone Ranger.
…they respectfully inquire rather then demand.
…politeness has more emphasis than rightness.
…listening to all comments first is a priority.
…they can delineate management tasks from policy development.
…they regularly, publicly recognize volunteers and committee members for their efforts.
…reasonableness is emphasized over strict enforcement.
…they support final Board decisions regardless of the vote.
... they respect and utilize the efforts and reports from task forces and committees.
…they present awards to recognize specific achievements.
…they shift emphasis from maintenance, finances and enforcement to people, community and leadership.
…they reach out to, and collaborate with other organizations.
…they engage in a community visioning process.
…recognition of problems is accompanied by respective solutions.
…they work to shape the community based on measuring community input.
…they don’t assume the current reality represents all the community can be.
…they serve out of a personal mission to serve others.
…their thinking is inclusive.
…they regard organizational power as a temporary stewardship.
…they act as process facilitators.
…they emphasize the empowerment of others.
…they understand the power of vision.
…they understand their role as change agents.
…they establish an annual guidance program for management.
…they seek resolution as opposed to conflict.
…staff protocol is established and followed.
…trust for management is developed based on the best interests of the association.
…they study and ask questions on materials provided by staff in advance of meetings.
…they follow basic parliamentary procedures to enhance meeting effectiveness.
…they conduct business on the basis of what is best for the entire community.
…they address inquiries to staff and volunteers in a positive and polite manner.
…they rely on management and staff to implement the Board's decisions and policies.
…they offer developmental feedback in private.
…individual members hold to the belief that no one person’s concept will survive in its original form.
…they put aside personal motives and grievances and honor their fiduciary duty.