Suggestions for Ambassador Program 2.0 > Global Outreach Program

nuls_com_sg

Administrator
Points
270
Staff member
#1
Linking here from my November Ambassador report.

This is going to be an evolving document with my suggestions on how the Ambassador Program could be improved. I'm in a hurry so I'm going to put up this version in bullet points.

Hope to strike up active discussion on how we could improve. Comments more than welcome but let's be constructive and bear in mind pointing out issues are super easy; what we need are solutions or at least feasible suggestions.

Issues:
- Accountability to community yet not cause restrictions to ambassadors
- Transparency of actions on ambassadors' part yet not

Proposed Modifications:
Convert existing Ambassador Program into a "Global Outreach Program" consisting of 2 roles:
1. Ambassadors
- Ambassadors are considered remote employees
- Close accountability required
- Amounts paid to be considered more or less as salaries. Salaries to differ based on regions. $1,000 is very good money in a country like Vietnam, okay for a country like Singapore for example, doesn't make much sense to have a fixed amount no matter where person is from.
- Required to work X number of hours
- Required to go through interviews and be hand-selected by core team
- Required to provide weekly/monthly reports of work done

We should have many of these Ambassadors. Since these are like employees, they could be fired if they do not perform as they have clear KPI's

2. Regional Partners
- Freedom to do whatever they deem fit based on the stipend they are getting. Stipend to differ based on regions. $1,000 is very good money in a country like Vietnam, okay for a country like Singapore for example, doesn't make much sense to have a fixed amount no matter where person is from.
- Regional partners are NOT meant to be employees, more like partners
- Effectiveness of Regional Partners to be decided by Program Director
- Freedom to work on whatever they deem fit, open line of communication with Program Director/core team, but not required to write monthly reports and sharing with the community etc

We should have regional partners only in areas that we really want to grow in. Regional partners should be more experienced with business and take initiatives to request for budgets to hire more help

Someone from the core team to be in charge of the Global Outreach Program, let's call this the Global Outreach Program Director.

3. Global Outreach Director
- Keep ambassadors accountable
- Support regional partners as required
- Have the authority to disburse expenses for Ambassadors and Regional Partners for misc stuff like printing of T-shirts, stickers, etc
- Good business sense and ability to execute
- Being part of core team allows the Global Outreach Director to be very clear about team's directions and to be able to disburse information quickly and effectively

Does this make sense?

Let's discuss.
 

PennyPi[www.nulswest.com]

Moderator
Points
80
Staff member
#3
Start-up companies have to prioritize.

So we would have 4-5 Ambassador roles, plus 3-4 Regional Partner roles, plus a Program Director and a Global Outreach Director? I understand the need for structure--but we are not the giant project that needs this structure yet. We are the start-up that needs developers--not administrative roles to support other administrative roles for the sake of having easy administrative roles.

Tell me how adding multi-level administrative positions (overhead) is going to grow the community? Right now, there is one thing that will grow our community more effectively than absolutely anything else as a young start-up blockchain company....

End. User. Experience.

We need to see more CCC members and dev positions and dev nodes and more wallet choices and more dApps and modules and games. Those are things we should be paying for-Devs, devs, devs, and targeted marketing to build this project up and create network effect.

Let's make it easier on Ambassadors by giving them more tools to showcase what they are selling--NULS! An awesome dApp, a cool game, a mobile wallet, modules, prototypes for industries?!? Let's invest in end user experience to help Ambassadors grow their communities, then add administrators afterwards when they are needed to manage those large regional communities. We can even promote Ambassadors to these positions as their communities grow.

I understand the complaints of Ambassadors, because I'm sure they feel unappreciated from time to time--but who promised you it would be easy??? I must have missed that memo while fielding community complaints about the Ambassadors' lack of accountability. :LOL::LOL::LOL:

Ambassadors are required to do one thing and one thing only---make your monthly report, include your expenses. Absolutely everything else is up to you.
 

nuls_com_sg

Administrator
Points
270
Staff member
#4
Start-up companies have to prioritize.

So we would have 4-5 Ambassador roles, plus 3-4 Regional Partner roles, plus a Program Director and a Global Outreach Director? I understand the need for structure--but we are not the giant project that needs this structure yet. We are the start-up that needs developers--not administrative roles to support other administrative roles for the sake of having easy administrative roles.

Tell me how adding multi-level administrative positions (overhead) is going to grow the community? Right now, there is one thing that will grow our community more effectively than absolutely anything else as a young start-up blockchain company....

End. User. Experience.

We need to see more CCC members and dev positions and dev nodes and more wallet choices and more dApps and modules and games. Those are things we should be paying for-Devs, devs, devs, and targeted marketing to build this project up and create network effect.

Let's make it easier on Ambassadors by giving them more tools to showcase what they are selling--NULS! An awesome dApp, a cool game, a mobile wallet, modules, prototypes for industries?!? Let's invest in end user experience to help Ambassadors grow their communities, then add administrators afterwards when they are needed to manage those large regional communities. We can even promote Ambassadors to these positions as their communities grow.

I understand the complaints of Ambassadors, because I'm sure they feel unappreciated from time to time--but who promised you it would be easy??? I must have missed that memo while fielding community complaints about the Ambassadors' lack of accountability. :LOL::LOL::LOL:

Ambassadors are required to do one thing and one thing only---make your monthly report, include your expenses. Absolutely everything else is up to you.
Yes for sure, I certainly agree that CCC should be the top priority right now.

What I'm suggesting is actually a modification to the current Ambassadors Program and not a completely new one.

In what I'm proposing, Ambassadors would be held under much more scrutiny, and have to be accountable as they would be pretty much like employees. NULStars could also be great candidates for Ambassadors.

Regional Partners would be more for people like business people who are interested to help NULS but would rather do their own thing and not be subject to any accountability, and in return they could be receiving next to nothing, but would be well-rewarded for KPI's like engineering deals etc.

In any case, I'm sure my suggestion isn't perfect, but might alleviate some concerns people might have and could be one small step towards creating a more effective program.

Objective of this thread is to get some discussion going for future improvements.
 
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