Southern California Calendar

upcoming courses & events

LEGEND Events Online Courses Classroom Courses

DATE COURSE/EVENT

JANUARY 2019

8-9 California Law Series 15 Reserves – What, Why, How 16-17 Age-Restricted Active Adult 31 Advanced Ethics: Leadership & Decision Making 31 Foundational Ethics for Community Managers

FEBRUARY

5-6 6-7 12 20-21 26-27 28

MARCH

5 5-6 13 13 13 14-15 19-20 26-28 27-29

APRIL

4 9-10 10-11 16 17 23 24-25 30

MAY

1 2 7 7 7-8 9-10 15-17 22 23 30-31 30-31

JUNE

4 6 12-13 13 13-14 18 20 25-26 Budgeting The Basics of Association Management Series Advanced Insurance Principles Effective Meeting & Election Tools Strategic Financial Planning Risk Management in Community Associations

Conflict Resolution for Community Managers The Basics of Association Management Series Foundational Ethics for Community Managers Advanced Ethics: Leadership & Decision Making Ethics Mastery Course Southern California Law Seminar & Expo Fundamentals of Effective Governance Commercial & Industrial CID Management Large Scale Community Management

Fundamental Ethics for Community Managers Advanced Ethics: Leadership & Decision Making The Basics of Association Management Series Advanced Ethics for Recertification: Module 2 Assessment Collections Insurance Principles California Law Series Luncheon Forum

Luncheon Forum Luncheon Forum Advanced Ethics: Leadership & Decision Making Foundational Ethics for Community Managers Enhance Your Professional Presence Executive Leadership Summit High Rise Community Management Breakfast Forum Foundational Ethics for Community Managers New Development Community Management The Basics of Association Management

Luncheon Forum Luncheon Forum Age-Restricted Active Adult Explaining Financial Statements California Law Series Advanced Insurance Principles Human Resource Management Conflict Resolution for Community Managers

COURSE/EVENT CODE

CMM121-124 FIN200 SPC420 LDR500 CMM130

FIN300 CMM101-102 INS300 BDA220 FIN320 INS400

CMM220 CMM101-102 CMM130 LDR500 LDR550 LSSC BDA300 SPC450 SPC410

CMM130 LDR500 CMM101-102 LDR500 FIN210 INS200 CMM121-124 FRMPO

FRMLA FRMVEN LDR500 CMM130 CMM200 ELS SPC400 FRMCV CMM130 SPC440 CMM101-102

FRMSD FRMOC SPC420 FIN220 CMM121-124 INS300 LDR400 CMM220

LOCATION

Orange County Online Online Los Angeles Los Angeles

Online Los Angeles Online Online Online Los Angeles

Online Orange County Anaheim Anaheim Anaheim Anaheim Online Online Orange County

San Diego Online Coachella Valley Online Online Online Los Angeles Pomona

Los Angeles Ventura Coachella Valley Coachella Valley Online Monterey San Diego Coachella Valley Orange County Orange County San Diego

San Diego Orange County Online San Diego Coachella Valley Online San Diego Online

Mentoring By Julia Souza, CCAM-LS and Lori R. Storm, CAMEx, CCAM

& THE SEASONED MANAGER

A mentor can help you to successfully navigate industry challenges and further your career.

You are no longer new to the game. You know your boards, you are familiar with all the governing docs and the Davis-Stirling Act, newer managers feel they can look to you for answers, and because of your experience and education, you can adapt to challenges easily. You’ve got this. What more do you need? Turns out there is a lot more. HOA management is a never-ending cycle of complex situations and solutions and because of the constant changes in best practices and legislation, while you may know a lot, you don’t (nor can you possibly) know everything.

Every situation allows an opportunity for learning, and for many experiences there is a different approach you can take and someone who has perfected a way to handle things better.

Day-to-day challenges aside, you may have questions about how to further your career, what kind of educational opportunities you should engage in, what resources you should embrace, and how best to navigate the industry to further your career. You no longer need a trainer, you need a mentor.

WHAT MAKES A GREAT MENTOR AND HOW DO I FIND ONE?

Often times you will find that your supervisor has a depth of knowledge in the industry and can be a sounding board and a source of insight. But that person is not the only way for you to gain a deeper understanding or new perspective on the challenges you encounter. Start with CACM educational classes, forums and seminars. You can network with others in the industry during breaks and you may find someone who has been where you are or has achieved a level that you would like to achieve. You can also reach out to your class instructor or speakers after the class is concluded. Ask if they can spend some additional time talking to you in the future. It isn’t unusual in our industry to run across someone who has advanced through the ranks and stands out as a leader. Perhaps you’ve grown to admire someone for their professionalism and/or appreciated that their perspective has made you think outside of the box and created those

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Mentoring & the Seasoned Manager

Continued from page 24 “aha” moments. What makes these individuals so effective is their willingness to continually learn, and lucky for you, their desire to share their knowledge through mentoring.

In considering what traits you should look for in your mentor, we suggest you look for these four qualities as outlined by Forbes:

COMPATIBILITY – Your mentor is someone who you will be working closely with. You have to be compatible with this person otherwise the relationship can feel strained or forced.

CONTRAST – A mentor helps you step outside your comfort zone, so this person should be a bit outside your comfort zone as well. You don’t want a clone of yourself or your best friend as a mentor. You need diversity to make sure you’re getting a truly different perspective on things.

EXPERTISE – It’s not about finding a mentor with the most years of experience or the biggest title. It’s about finding a mentor with the knowledge and expertise to help you on your journey. You want a mentor with enough experience to help you navigate through any challenges you’re facing, but that doesn’t always mean someone with the most years of work on their resume. If your mentor has been in a similar situation to you and has worked their way through it, their title or years in the workforce become irrelevant.

TRUST – You will be telling your mentor things in confidence, so trust is of utmost importance. This trust should go both ways, as the relationship will be the most successful when they trust you as well. Build on this mutual trust to get the most out of your relationship.

Seek out a mentor who will challenge you to improve, isn’t afraid to ask the tough questions, and will deliver real feedback, both positive and negative.

Everyone can use a mentor. It isn’t just the day-to-day guidance and sounding board, although this is a vital part of the mentoring experience, your mentor can help you plan out your long game. Where do you want to be in 5 years? Your mentor can help you craft an action plan for such a journey.

While finding a good mentor is important, equally important is being a good mentee. Remember that when you are asking someone to commit their time and resources to help you, the expectation is that you will be respectful of the mentor’s time, that you’ll be trustworthy, and that you’ll respect the mentor’s privacy. Also remember to have an agreement with your mentor about frequency of meetings and other expectations, as well as what you both hope to gain from the mentor/mentee relationship.

SHOULD I BE A MENTOR?

If someone reaches out to you and asks you to mentor them, that person views you as a resource and respected guide. If you have the time and the energy, please say yes. Often times you will get as much from the experience as the other person. She will ask you questions that prompt you to build a strong case for your point of view and makes you clarify and crystallize your position. There will be other times that you will engage in discussions that stretch your thinking and provide you with another point of view, possibly modifying your way of looking at the world. Finally, by improving the ability of a single person, you will be making the management industry stronger as a whole.

Lori R Storm, CAMEx, CCAM, is the Division Vice President of Client Development in Northern California for The Management Trust.

Julia Souza, CCAM-LS, is the President and Founder of Alliance Community Resources.

Are you interested in being a mentor to other CACM managers?

Contact Tammy Willits, CACM’s Education & Credentialing Advisor at twillits@cacm.org.

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