[penguicon-general] Nifties

[Jer Lance]

Matt is the keeper o' the org chart... but I think that, if we weren't
already planning to do recruiting on Saturday, it's a fantastic idea.  I
know I have a semi-accurate running list of "open positions" on me as a
rule, for those that ask, but I'm confident that we can bring the most
up-to-date info on that day.

-- 
-jer
jer.lance at gmail.com
http://users.livejournal.com/jer_

On 5/17/07, Rachel Weisenfeld <rweisenfeld at gmail.com> wrote:
>
> Jer, are you bringing your version of the org chart you guys did at Matt's
> to identify open positions to the meeting on Saturday?  I think it would be
> a good idea in case lots of people show up that we haven't recruited yet.
> Also, perhaps we should start bringing it to MOFO? I don't even know if you
> have it in printable format, but I think it would be a good thing.
>
>
> On 5/17/07, Tracy Worcester <tracy.worcester at gmail.com> wrote:
>
> > On 5/17/07, Matt Arnold <matt.mattarn at gmail.com> wrote:
> > >
> > > With that in mind, consider the post of conchair itself (not this
> > > year, but over all years of the tradition of conventions in general).
> > > I think it has two main divisions of tasks in it. One division is
> > > concom recruitment and management to make sure the convention gets
> > > created. Chief of Staff, essentially. It's a cat herder.
> > >
> > > The other division is full of tasks such as GoH strategy, hotel
> > > contract, and budgeting, all of which involve reading the mind of
> > > attendees, guessing how much return you would get for an expense, in a
> > >
> > > cost-benefit tradeoff. They also tend to involve hostile negotiations
> > > sometimes. How did these categories get combined into the same job?
> > > I've often wondered why one person has to do both.
> >
> >
> > Sometimes they aren't rolled together:  I've seen some chairs outsource
> > parts of this role package.
> >
> > However, a few parts of the why for the tendency.
> >
> > 1.  Conchair management styles vary wildly.  While it would be possible
> > to get someone else to recruit for you, like a first stage recruiter, they
> > will include people who will be a bad match for your style, and exclude
> > people you would have been able to work with.  Distributing the process that
> > way can also make people less enthused or more paraonoid, depending on
> > personality type.
> >
> > 2.  GoH strategy, contract, budgeting, hostile negotiations.  These are
> > largely cascade from the "buck stops here" principle.  However, I personally
> > tend to let the enthusiasms of my con comm drive my GoH choices, and I
> > generally convince someone else to liaise with the hotel, so obviously the
> > early portions of these *can* be outsourced.
> >
> > ...Tracy
> >
> >
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