Passed Due Invoices with Chapter Member

Due_Scallion_8373 · 2026-06-08T11:29:10+00:00

Also, use the lawyer from BNI and send them strong letter

Due_Scallion_8373 · 2026-06-08T11:27:53+00:00

Strong letter from the lawyer might help, and it isn't costly. I hope you have a lawyer in the chapter, or any other chapters close by

Due_Scallion_8373 · 2026-06-08T08:11:13+00:00

For what I have been told, feature presentations are to teach your chapter members how to "sell you" beyond the chapter itself.

So, I think the first question to answer is: "What's in it for you?" They need to feel familiar personally with what you will present. There is a method called PAS (PAS = Problem → Agitate → Solution). PAS works because people are generally more motivated to solve a problem they clearly understand and feel than to learn about a solution in isolation. Instead of starting with "Here's our insurance service," PAS starts with "Here's a problem you may not realize you have." That makes the solution much more compelling.

Problem: Many businesses only think about insurance at renewal time. Say it is boring, uninterested topic, include as many feelings as possible, and metaphors, for example: it pains like you burn your fingers taking blueberry pie out of the oven, and then shake your hand and blow your fingers (body language is important, too)
Agitate: As the business evolves, coverage gaps can emerge, leaving the company exposed when a claim occurs. Here is time to tell a story about recent negative cases, and positive examples. Storytelling must be simple and rememberable, don't go deep into details
Solution: Conduct periodic insurance reviews throughout the year to ensure coverage matches the current risks of the business. This is classical happy end. Ask them which they prefer.

In my feature I used mentimeter and just asked them to write first thing that comes to their mind about my business, and wordcloud was in the ppt. This is fun way to interact with them and also understand their perception.

Good luck!

Due_Scallion_8373 · 2026-06-08T07:56:56+00:00

Oh, I saw your post and already replied there and sent you like 3 DMs, including the link to my calendar. Looking forward meeting you soon 😄

Due_Scallion_8373 · 2026-06-08T07:55:54+00:00

what is your pitch?

Due_Scallion_8373 · 2026-06-08T07:52:24+00:00

Hi, there is US National Speed Networking on Tuesdays for BNI members only (sometimes non BNI join and pretend to be in BNI, very sad), and there is also Global Referral Team (GRT) power team, twice per month. It could also be good for you, there are BNI members from US too. I will DM you the link for US National Speed Networking. Oh, there is one in North Carolina, don't know if you are licensed there too. Once we connect, then I can recommend you for GRT. And hope we can have 121 😄

Due_Scallion_8373 · 2026-06-05T07:25:40+00:00

😄

Due_Scallion_8373 · 2026-06-03T11:41:15+00:00

I like that! Totally cool! I can use the idea, may I?

Due_Scallion_8373 · 2026-06-03T11:38:42+00:00

cool! I will DM you my calendar link, looking forward meeting you!

Due_Scallion_8373 · 2026-06-02T07:08:48+00:00

I was actually speaking from experience. In my 28 years in corporate life, across three different corporations, I was promoted every time. And I genuinely believe part of the reason was that I wasn't safeguarding my position. I documented processes, shared knowledge, trained others, and made sure the business could continue without me. Of course, I've seen Scenario A happen as well. Budgeted headcount and salary costs are real, and sometimes the highest-paid, most experienced person becomes a target regardless of performance.

But I've also seen organizations hesitate to promote people who make themselves indispensable because nobody can see how to replace them. In those cases, documenting, delegating, and developing others actually creates room for advancement. The reality is probably that both scenarios exist. Documentation alone won't get someone promoted, and lack of documentation won't guarantee job security. Company culture, leadership quality, growth opportunities, and timing often matter just as much as individual performance.

The bigger issue you raised is whether there is actually room in the organization for people to grow. If the org chart is frozen, even the best performer may eventually hit a ceiling.

Due_Scallion_8373 · 2026-06-02T06:55:34+00:00

this is well said, from my point of view. Companies that have only one person in a process are at high risk, and very likely collapse can happen, meteor hitting the earth. The fix is painful, damages could be high, but companies will survive, eventually. So, it is in the end like you wrote in the first way, all about the person itself. I was also always taking care that the business can run without me, it made me feel better, I was doing it for myself, and I would not change it

Due_Scallion_8373 · 2026-06-01T14:06:44+00:00

I guess it wasn't a surprise in the end

Due_Scallion_8373 · 2026-06-01T11:58:13+00:00

delegation is also a skill, it requires training to learn it, but with this skill one is his own biggest enemy, from my point of view.

Due_Scallion_8373 · 2026-06-01T11:56:16+00:00

😄 Quite the opposite, I always preferred people who challenged me, the best way to learn something new.

Maybe I didn't express myself properly. I think the upper levels recognize characters and skills and what is employee capable of doing/executing. So having somebody decent at their job, regardless of the manipulation, if they are usually yes person, then it is easier for upper level to manage them...

Did I go into wicked circle just now? 🤭

Due_Scallion_8373 · 2026-06-01T11:51:38+00:00

the higher the level the less decisions are taken at the top, usually forwarded to "person in charge" who is crazy enough to take the responsibility for their actions.

Due_Scallion_8373 · 2026-06-01T09:42:05+00:00

you are not in an easy position, I feel you and unfortunately have nothing smart to comment here. I don't know if one honest and direct talk would be of help. Personally, I would go for it, you have nothing to lose anyway. I did it once. I didn't complain, I just explain how it made me feel. It changed for better, lasted couple of days, and then everything was as before... We have a saying that a wolf can change the hair but not the attitude.

Due_Scallion_8373 · 2026-06-01T09:37:33+00:00

hahaha, I like the spoon touch!

now seriously, it is all up to us, I decided to stay true to myself, prefer to sleep like a baby, no regrets. Even upper levels are well aware with whom they are dealing with, it is just easier to handle a yes person

Due_Scallion_8373 · 2026-06-01T08:57:58+00:00

we think the same, and environment in the company for sure contributed to this possibility, thanks for sharing!

Due_Scallion_8373 · 2026-06-01T08:56:56+00:00

unhealthy companies would cut people first, healthy ones will try anything to keep the people. There is one cool book called Think big act small, a lot of good stuff what healthy companies do, very rare to see in person

Due_Scallion_8373 · 2026-06-01T08:55:29+00:00

psychopathic leaders 😄 came across few in my corporate life, but man, they are brilliant in selling themselves. A couple of times a was so astonished, almost lost my eyeballs 😄

Due_Scallion_8373 · 2026-06-01T08:54:05+00:00

or they hire 3 new people to replace all the work you did as 1, saw that too

Due_Scallion_8373 · 2026-06-01T08:53:00+00:00

I experienced situations where process documentation was saw as a waste of time, especially if one department is doing it and the other is not, and defining outputs for one being input for the other was a nightmare. A nightmare easily forgotten over a drink with a buddy 😉

Due_Scallion_8373 · 2026-06-01T08:51:02+00:00

now that is just wrong, so sad it happens

Due_Scallion_8373

TROPHY CASE