The TribalNet MagazineSPRING 2017Be sure to make the right moves! Every decision you make in technology has an IMPACT- stay informed and connected to ensure you make the best onesA publication for technology minded professionals in Tribal Government, Tribal Health, and Tribal Gaming & Non-Gaming EnterprisesTABLE OF CONTENTSTABLE OF CONTENTS4 IN THIS ISSUE 5 TRIBALNET FOUNDER’S MESSAGE6 TRIBALNET 2016 HIGHLIGHTS13 2017 CONFERENCE23 “SALTY SOUTHWEST” MEET AND GREET EVENT27 BECOME A SPEAKER33 TRIBALWISE36 MAKING CONNECTIONS42 TRIBALNET SOCIAL MEDIA48 WHAT’S YOUR IMPACT?52 INDUSTRY AWARDS54 WHAT’S NEW WITH TRIBALNET?55 TECH, NEWS AND FUN56 18TH ANNUAL TRIBALNET CONFERENCE8 THE BEST DANCE STYLE10 BACK TO BASICS14 LEVERAGING HUMAN FACTORS FOR HIGHER PROJECT SUCCESS16 LEADING THROUGH THE FEAR OF CHANGE20 FIVE REASONS YOUR IT GRANT PROPOSALS GET REJECTED AND HOW TO FIX THEM24 THERE IS NO FONT FOR EMPATHY30 ACHIEVING INNOVATION THROUGH EFFECTIVE VENDOR MANAGEMENT34 THE FUTURE OF IT LEADERS38 WANT SOME NUDE PHOTOS?44 BUILDING YOUR APPLICATION DEVELOPMENT CORE COMPETENCY46 QUICK TIPS: MAKING AN IMPACTFEATURE COLUMNSAGENCY UPDATESKEEPING INFORMEDAD INDEX9 PIVOT 315 HANDEL INFORMATION TECHNOLOGIES 17 DALE CARNEGIE21 HOLONET SECURITY22 NATIVE NETWORK25 GAMING & LEISURE27 TERRA VERDE29 NATIVE AMERICAN TECHNOLOGY RESEARCH CENTER (NATRC)35 SMARTSOFT39 NATIONAL LEADERSHIP DEVELOPMENT CONFERENCE (NLDC)40 MAESTRO41 IBM45 AGILYSYS11 U.S. DEPARTMENT OF HOMELAND SECURITY (DHS)19 U.S. FEDERAL COMMUNICATIONS COMMISSION (FCC)22 NATIONAL TELECOMMUNICATIONS & INFORMATION ADMINISTRATION (NTIA)26 INDIAN HEALTH SERVICE (IHS)32 FIRSTNET40 UNITED SOUTH AND EASTERN TRIBES, INC. (USET)PRODUCT SPOTLIGHTS12 ARCTIC IT18 DIGITAL SUPPLY INTERNATIONAL28 ALTERNATIVE SOLUTIONS43 SPLUNKFOOTNOTES FROM ARTICLESPG 8 – The Best Dance Style By TrawickBlake, R. and Mouton, J. (1964). The managerial grid: the key to leadership excellence. Houston: Gulf Publishing Co. Lewin, K., Lippit, R. and White, R.K. (1939). “Patterns of aggressive behavior in experimentally created social climates”. Journal of Social Psychology, 10, 271-301. Goleman, D. (2011) The Brain and Emotional Intelligence: New Insights. Florence: More Than Sound.PG 10– Back To Basics By Littledave 1 Winton, R. (2016). Hollywood hospital pays $17,000 in bitcoin to hackers; FBI investigating. The LA Times. Retrieved from http://www.latimes.com/business/technology/la-me-ln-hollywood-hospital-bitcoin-20160217-story.htmlPG 14 – Leveraging Human Factors... By Neau 1 Creasey, T. & Taylor T. (2014). Best practices in change management: Prosci Benchmarking Report. Prosci, Inc.PG 24 – There is No Font for Empathy by DiStefanoWikipedia. (2017). Homophily. https://en.wikipedia.org/wiki/HomophilyPG 38 – Wants Some Nude Photos By GarrowMartin, D. (2017). Marines nude photo scandal expands to all branches of military. CBS News. Retrieved from http://www.cbsnews.com/news/marines-nude-photo-scandal-expands-to-military-wide-explicit-message-board/Paxton, Jennifer. (2012). 1066: The year that changed everything [audio]. The Great Courses. Retrieved from http://www.thegreatcourses.com/courses/1066-the-year-that-changed-everything.htmlSun-tzu, ., & Griffith, S. B. (1964). The art of war. Oxford: Clarendon Press. Victor, Daniel. (2017). Lack of oxford comma could cost Maine company millions in overtime dispute. The New York Times. Retrieved from https://www.nytimes.com/2017/03/16/us/oxford-comma-lawsuit.html?_r=0Favorite FunniesThe information contained in this magazine is for general information purposes only. We make every effort to keep the information up-to-date and correct; however, make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the magazines or the information, products, services, or related graphics contained in the magazine for any purpose. Any reliance you place on such information is therefore strictly at your own risk. Products and/or company names mentioned herein might be trademarks of their respective owners. TribalNet or its agents assume no liability for any said information that is misrepresented. Throughout the magazine you are able to link to other websites which are not under the control of TribalNet. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them. The publisher, editors, contributors and related parties shall have no responsibility for any action or omission by any other contributor, or related party. Reproduction in whole or in part of this publication without expressed written permission is strictly prohibited.162632465533362022IN THIS ISSUEKENDRA MILLSTRACY KINNEY“Great things are done by a series of small things brought together.”-Vincent Van GoghDAVE DOSSKATIE BREMSOUR DEDICATED TEAMDESIGNERSCONTRIBUTORSKELLIE GREENEREDITOROur message in this issue is all about YOU. We’re not going to tell you you’re doing it all wrong and here’s a better way, or that a certain product or vendor is better than another, or reveal secrets to always making the right decisions. What we will tell you is that every strategy you put in place, every vendor you decide to engage with and every decision you make in technology is going to have an impact. So when you are lucky enough to be in a position to set the tone, make the deals and call the shots…you better make the right moves! So stay informed, stay connected and build your tower strong and stable…no one wants to hear JENGA!We hope you enjoy our first issue release for us of 2017. Our writers have put together some insightful articles and we have so much helpful information coming from entities impacting tribal nations. Check out some of our favorite vendors in their product spotlight and advertising pieces and catch up on all that’s new and exciting with TribalNet this year. As always, our magazine is in print and online, forever at your fingertips. Take a minute (we hope more) to check it out- we know you won’t be disappointed!IN THIS ISSUESHANNON BOUSCHOROPERATIONSShannon BouschorDirector of Operations TribalNetThe word IMPACT is a key theme in a lot of what we are working on at TribalNet this year. It is a word that defines something that I have attempted to achieve for the last thirty years in my career and for most of my life. I have always wanted to feel like I had made a real positive difference, regardless of where I was. MESSAGE FROM TRIBALNET’S FOUNDER AND EXECUTIVE OFFICERTribalNet Community Members,I am writing to you today to give you an update on some of the significant plans we have for TribalNet in 2017 and beyond. As valued members of the TribalNet Community your thoughts, ideas and input are appreciated and always welcome. The concept behind TribalNet has always been simple and powerful, with a valuable deliverable and impact that is easy to see. Simply put, bringing tribes across North America together to aggregate their combined influence and power, to share information, best practices, vendor solutions and success stories is powerful. The group together is far stronger than any individual tribe can be working alone. Since it’s beginning, TribalNet has grown significantly, primarily due to the dedication and efforts of its small team of employees and from the work of countless volunteers from tribes across North America.In 2017 and beyond, I will be much more involved with guiding TribalNet and working to expand this organization into new areas that I had always envisioned as impactful Mike Day Founder and Executive Officer TribalNetopportunities. As we embark on some new paths with TribalNet we will be careful to protect, maintain and grow our traditional strong deliverables such as the conference, magazine and technology information sharing. To support that direction, we will be launching most new initiatives under our parent brand - TribalHub.A few of the areas that we expect to expand our services into in order to provide you greater value will include training, consulting, supply/purchasing aggregation and expanded conference offerings. As we begin to “test the waters” in bringing you even more value, we will be asking for input from you, our TribalNet Community. That input will likely come in the form of occasional quick surveys. We value your time so we will keep any requests very brief and quick/easy to respond. As leaders in your organization and the industry, we greatly appreciate any and all feedback.Looking forward to an exciting year ahead for TribalNet and expanding into our new TribalHub offerings.As I embark on this next phase of my life, I want to bring that same positive IMPACT to TribalNet, our parent brand TribalHub and to all Native American communities. I detail much of this in the letter below that I recently shared with the existing TribalNet community; now I want to extend to our readers this issue. I hope that you will join us throughout 2017 and beyond as we announce and launch our new initiatives which we have carefully designed to provide a significant positive IMPACT on you! TRIBALNET 2016 HIGHLIGHTSARE YOU REGISTERED YET FOR TRIBALNET 2017ARIZONA • NOV 6-9 TRIBALNETONLINE.COMFEATURE COLUMN |TRIBALNET8 | SPRING 2017LEADERSHIP STYLES ANDREW TRAWICKCEO TRUVIAN GROUPFor a long time, researchers have tried to answer the this question. They discovered it was easy to identify what was ineffective, but it was tricky to find that one great style. Lewin et al. (1939) coined some common leadership styles that we still hear today: autocratic, laissez-faire and democratic. Blake and Mouton (1964), created a more detailed approach based on high or low concern for people versus high or low concern for task. Blake and Mouton concluded that the Team Manager (someone who is highly focused on both people and tasks) was the preferred style.Just as different songs call for different dance steps, different situations and teams require different leadership styles.Daniel Goleman, author of the book Emotional Intelligence, categorized six different styles of leadership and defined what style works best in different situations. Goleman (2011) also showed what type of competencies a person needs to utilize each style. Various groups have created assessments to measure how effective you are in each of the styles. The following link (www.skillsyouneed.com/ls/index.php/325444) leads to one of the assessments I like. You can take it for free. I have no connection with this company (so this is not an endorsement) but, I do like the assessment. When taking any assessment, it’s important to be as honest as you can. Answer how you are and not what you think the answer should be. Remember, no one will know your results but you. I recommend taking the assessment now so that your answers will not be influenced by the rest of this article.With your results in hand, let’s review each style while exploring the tone, situations in which it is most effective, what you need to utilize it and when it is counterproductive. Our Truvian Group team has renamed three of the terms because we found words like “Affiliative” were not clear. The words we use are listed along with Goleman’s words in parentheses. The six styles are as follows:Relating (Affiliative)This is the leader who believes “You Come First.” This style is great for when trust is low and team members need to know someone is looking out for them. Relating is almost impossible to fake. To do this effectively you must be empathetic, a good communicator and enjoy building relationships. Where this style can be counterproductive is when you have an expert team who wants to get the job done and are primarily seeking clear direction not conversations about how they are doing.Coaching“Try This…” is the tone. This is great for developing people for the future. It requires a leader who is self-aware, can see the potential in others and enjoys developing people. The downside to this style is that it can lead to enabling and an inability to know when to say, “I’m done helping you.”Command (Coercive)This “Do What I Say” style is ideal for situations that demand immediate compliance (e.g. fighting a fire, directing soldiers during battle or other emergency-type situations). This style requires someone who is skilled, comfortable with command and has strong self-control. Unfortunately, I see many managers use this method for day-to-day, non-emergent situations; this results in suppressed team initiative, stifled group insight and low morale. Command is useful THE BEST DANCE STYLEI recently heard the following conversation between a dance instructor and a prospective student.Student: “I’m going to a wedding and need to learn to dance. What’s the best dance style?”Instructor: “Well, that all depends on the music.”Student: “You know, wedding music.”Instructor: “There are lots of different kinds of music played at weddings.”Student: “I only have time to learn one kind of dance. What should it be?”Instructor (in an attempt to educate): “It really depends on the music. Is it fast, slow or medium tempo? Is it typical 4/4 time or the less common 4/3 time? If I teach you just one style, I’ll assume 4/4 time, but you will need to pick whether you prefer to dance to slow songs or fast ones. You would look silly using the same style for both.”Student (grimacing): “Stop making this so complicated.”Folks ask me on a regular basis, “What’s the best leadership style?” Now, I like that question because if someone is asking the question then they are, at a minimum, recognizing that there are different ways to lead (and that one of these ways may be better than another).It turns out that leadership is a lot like dancing. It’s not about finding the one great style; it’s about using the right style in the right situation.SPRING 2017 | 9TRIBALNETONLINE.COM | FEATURE COLUMN TRIBALNETLEADERSHIP STYLES Andrew Trawick has over 25 years of international organization cultural development experience in over 30 countries. He creates effective cultures for businesses and governments which increases team productivity across multi-cultural and international environments. for a short amount of time (and for an appropriate situation). Using it for too long or after the situation has expired is when people will get burnt out.DemocraticThis “What Do You Think” style is great for building buy-in, participation and consensus. You learn what people are thinking and discover fresh ideas. As a leader, you need to be comfortable with collaboration and be excellent at communication. However, overusing this style will result in slower progress towards the goal and being constantly sidetracked by making sure things are fair and equal.Goal Setting (Pacesetting)This style requires an internal drive to achieve, clarity of goals and a strong dose of conscientiousness. It is perfect for achieving quick results from a highly motivated, competent team or when coordinating experts. The downside is you leave newbies behind and create a low tolerance for inexperience. If the team is not ready to move, this one can cause people to quit.Visionary“Come With Me” is the visionary’s call. This ability to inspire and cause people to rise above their own limitations is almost mystical. It takes true self-confidence and the ability to communicate a persuasive picture of the future. It is perfect for when dramatic change is needed and large hurdles must be overcome. The trick is not to get lost in your own vision, but to know when the story needs to be told versus when the work needs to be done.If you read this and say, “There must be more to all this,” then you’re getting it. There is more. …a lot more. The following questions should be explored: What specific situation requires which style? How do I develop my weaker styles? What style will my team respond to given where we are now? The good news is you now have a framework from which to start. So, go out there, listen to the music and try a new dance step. You may be surprised how many people start dancing with you.SEE FOOTNOTES ON PG 2THE MOST ADVANCED IT INFRASTRUCTURE AT THE CENTER OF THE MODERN SECURITY AND SURVEILLANCE ECOSYSTEMPivot3 hyperconverged infrastructure delivers the performance, resiliency and scalability that protects data from millions of cameras in 54 countries around the world. NO DATA LOSS. NO UNPLANNED DOWNTIME. NO DROPPED FRAMES.TO LEARN MORE VISIT PIVOT3.COM/TRIBALNETNext >