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100 Tips for a 100th Convention

Posted By Administration, Wednesday, July 11, 2018
Updated: Tuesday, July 10, 2018
100 Tips for a 100th Convention

 

CANA’s 100th Annual Cremation Innovation Convention is only two weeks away. That means you’re figuring out what to pack, finding your dog-sitter, and — oh, yeah — who will keep the homefires burning while you’re gone. Don’t worry, after doing this for 100 years, CANA knows what we’re talking about.

  1. Weather as of July 10Plan ahead. You can check this one off – you’re already reading this!
  2. Pack smart. Florida is the Sunshine State for a reason and with average July highs at 90°F (32°C), and lows of 75°F (24°C) so bring out those summer threads. (Though the rain isn’t far behind, so grab a raincoat.)
  3. Whether this is your family vacation or your worktrip, you don’t want to stay cooped up every night. See what Ft. Lauderdale has to offer you and your whole family to plan your evenings!
  4. But there’s no reason to venture too far away either! Marriott Harbor Beach is a resort with many amenities to ensure that your experience is great — including air conditioning.
  5. Which reminds us, we recommend layers when you’re at the Convention — finding the perfect temperature for hundreds of people is tricky (it’s hard enough in our office of 5!).
  6. CANA meetings are typically business casual so a blazer or cardigan is your perfect accessory.
  7. Speaking of the event floor, don’t come empty-handed — you’re here to learn! Bring your questions and favorite note-taking method (tablet or pen & paper) because you’re not going to want to miss a word.
  8. …and you know you won’t leave empty-handed! Get ready to network with your business cards and shop at our 60+ exhibits.
  9. But we’re cutting back on our handouts so make sure you download the CANA Events App now and get logged in (iPhone or Android and check your email for your login code). The app has information on our exhibitors, extras from our speakers, and surveys to tell us how we’re doing.
  10. It also tracks your continuing education credits quickly and easily. Phone not so smart? You can still use your name badge to check in for CE.
  11. Contribute to once and future cremation and get ready to fill our time capsule with what you think will change our industry over the next hundred years.
  12. And be sure to follow us on Facebook and Twitter with #CANA18


Come on, did you really think we’d come up with 100 Things you need to add to your to-do list? We know how busy you are. You take care of the packing, we’ll do the rest. See you in Ft. Lauderdale!



With a wide range of valuable networking and educational opportunities, the event will feature sessions that examine the last 100 years of CANA conventions and growth in cremation, evaluate where businesses are today, and focus on the next 100 years by providing strategic and practical information for long-term success. See our full program and learn more about how we'll mark more than 100 years of cremation success here: gocana.org/CANA18

Tags:  education  events  professional development  tips and tools 

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Adopt a Customer Experience Strategy

Posted By Lori Salberg, Monday, June 25, 2018
Adopt a Customer Experience Strategy

 

Recently I went to a local store to purchase school uniforms for my youngest child, who after years of agonizing anticipation, gets to finally join her two siblings at the “big school.” I wanted to embrace her enthusiasm for the transition. So, one week after her pre-school graduation, and at least two months before the first day of school, we headed to the uniform shop. I had received a “rookie days” coupon worth 20% off my bill if I came in before the back to school rush. Why wouldn’t I jump on this? My daughter was so excited! We loaded up on polo shirts, pants, skirts, jackets, sweaters, and a new backpack. Unfortunately, I made one critical mistake. I didn’t realize it until I reached the register, but I forgot the coupon.

I hoped it wouldn’t be a big deal, since it really was more of a flyer than a coupon, without a bar code or discount number. To my dismay, my discount request was rejected. I was told that I needed to have the coupon in hand in order to receive the discount. I assured the store employee that I had the coupon and even described the hot pink, black inked design and where I received it. It was suggested that the store was still open for another hour and that I could probably drive home to get it and bring it back before the store closed.

I tried to plead that since they only offered the coupon to specific private schools, and mine was one, and I only knew about it because my child is clearly a “rookie,” purchasing the Kindergarten uniform for one of the specific schools, perhaps they could make an exception. No, unfortunately, I was denied. I asked if I brought the receipt and coupon before the expiration date at the end of the week, if I could receive a price adjustment. This was, thankfully, approved.

Two days later I notched out some time after work and between my son’s all-star baseball practice drop off and my daughter’s dance recital rehearsal drop off, to return to the store with the receipt and coupon in hand. After interrogating me about which particular employee gave me permission to get a price adjustment, the Assistant Manager reluctantly authorized the adjustment. This authorization came only after she had me identify the employee in an almost court-room drama style: “Can you please point to the employee.”

The employee in question first denied that he gave such permission. I’m certain he was afraid of the boss, but I was not walking away from this after all of my trouble. I had to remind him of our interaction, plead with him to look at my kids and remember how he helped us find a specific jacket in the stock room two days earlier. He eventually admitted to the interaction. Finally, after much anticipation, anxiety, and frustration, I’d get my discount.

Another employee at the register was visibly annoyed that she had to process the adjustment. She had to enter the return and then charge back all of the items on my extra-long receipt in order to issue a credit. This of course, was not her fault. After making her frustration known to me, and a few grumblings later, she did attempt to be polite. The Assistant Manager noticed but made no attempt to address this behavior or the situation.

She did give my kids a free grab bag with pencils and plastic toys; and entered them into a guess how many gumballs are in the jar game to win a gift card. A nice gesture, yet despite the freebies and fun promo, my customer experience was less than what I’d call positive. In fact, if they had one of those one-question surveys that every other retailer loves to ask these days, I know what my answer would be. Question: Based on your experience today, would you recommend this business to anyone? Answer: “No!”

Sadly, I have a feeling that the Assistant Manager thinks that I had a positive experience. Yet, I will make every effort to avoid this store in the future, and I’ve already told this story a few times to other school moms. They had an opportunity to WOW me, by making a small exception in order to make my experience more convenient. Instead, their strict policy wasted my time and frustrated their employee, which made me feel unwelcome and guilty for calling out someone who tried to help, despite the strict policy. The coupon was meant to make me feel special, but instead, the experience left me feeling burdened and untrustworthy.

Customer Experience Starts Before We Meet Them

Customer Experience is your customers’ perception of how your company treats them. CEO’s from companies like Amazon, Zappos, Chik-fil-A, Apple, and Southwest Airlines obsess over Customer Experience. When Amazon CEO Jeff Bezos explains why Amazon has become one of the most successful companies on the planet, he does not offer his genius or innovative technology. It comes down to one basic principle: outstanding customer service. Amazon’s brand promise is to become “Earth’s most customer-centric company.”

In fact, they have a return policy that is so liberal, they often tell customers to just keep items that were shipped incorrectly. This actually happened to me twice. The first time was when they accidentally sent me two DVD’s of the toddler video, Wiggles: Pop Go the Wiggles. I tried to return it, but they simply said, “we are sorry for the inconvenience, please keep it.” I’m sure the $8.99 was not worth the hassle of processing a return, but with that experience, they received a customer for life. The generous return policy is one of the reasons I, like millions of customers, love to buy from Amazon. They, unlike my local uniform shop, instill trust and confidence with the customer.

Amazon has permanently redefined what Customer Experience should be, making Customer Experience a primary source of competitive advantage in business today. With over 63% of all cremations going home, competition is fierce. We have to compete for customers more than ever before. In today’s business environment, we must assume that a customer is anyone who steps foot on our property and anyone who looks us up online. Customer Experience starts when they first learn about us to when they no longer need our services. Particularly for funeral homes and cemeteries, that journey may never end.

Customer perceptions affect behaviors and build memories. If customers like you and continue to like you, they are going to do business with you and recommend you to others. It is critical to develop a Customer Experience strategy, which leads to the level of satisfaction that breeds loyalty, referral, and greater sales volume. Keep in mind that 86% of customers are willing to pay more for a better Customer Experience!

Begin with a plan

Customer Experience must be part of your brand identity, it must be something that everyone on your team owns, and that you, as owner or manager, obsess over. Customer Experience is more important than any traditional advertising you do. How do you develop Customer Experience that makes everyone feel welcome, builds trust, and fosters loyalty? It starts with a plan – an actual strategy. Just like a marketing and sales plan, operations plan, budget and financial plan, master plan for development of cemeteries, you have to have a Customer Experience strategy. Start with this:

  1. Have a vision - it starts at the top
  2. Find an owner
  3. Get everyone on board
  4. Understand customer needs – ask and really listen to understand
  5. Develop a roadmap to meet those needs
  6. Know how to measure success (and accept failure)
  7. Be ready for change, and make sure the whole team is too
  8. Sustain the momentum

Getting everyone on board and truly understanding customer needs is the key to a successful and sustainable program. As you learn about what it means to communicate with customers on their terms, you'll find it's easier to make informed decisions about your overall Customer Experience strategy. If you want to learn more about how to develop a Customer Experience strategy, please join me at the CANA Cremation Innovations Conference next month in Fort Lauderdale.

 


Lori will present on Customer Experience 101: How to Develop a Customer Experience (CX) Strategy at CANA’s 100th Annual Cremation Innovation Convention this July. We know you have high expectations from the presenters' content so learn from the experts on where cremation is going and how your business can continue its success. Learn more and register: gocana.org/CANA18

Our presenters are carefully chosen to ensure practical takeaways that you can apply to your business. Cremation consumers reject ritual and tradition and expect a unique and personalized experience. The industry has seen an influx of products and services that aim to create that experience. But Customer Experience is defined as how customers perceive their interactions with your company. Leading companies understand that how an organization delivers for customers is as important as what it delivers. That’s why Customer Experience is the next frontier for companies hoping to maintain a competitive edge.



Lori Salberg Lori Salberg is Senior Business Development Consultant at Johnson Consulting Group. She has over 17 years of experience in cemetery, funeral home, and pre-need sales management. Lori began her career as a Family Service Counselor and quickly moved into management, rising to Associate Director of three cemetery locations. She furthered her career as General Manager of a large combo location and cremation center. She continued her career as Director of Administration for a national consulting management firm. As a member of the leadership team, Lori brought management expertise and software solutions to cemetery and funeral home clients. More recently, Lori contributed to the development of a cemetery software product; and as Vice President of Sales was principally responsible for introducing it to the US market. She is a frequent speaker at many state and regional industry events and an article contributor to many industry magazines.

Tags:  arranging  consumers  education  preplanning  public relations  tips and tools 

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A New Workforce. A New Tradition.

Posted By Jennifer Head, CANA Education Director, Wednesday, May 23, 2018
Updated: Tuesday, May 22, 2018
A New Workforce. A New Tradition.

 

A New Workforce

As of 2017, the Millennial generation filled the majority of positions in the US workforce (35%), more than both the Baby Boomer (25%) and Gen X-ers (33%). It is predicted that by 2030, Millennials will hold 75% of the roles in the death care industry, a very large increase in a very short period of time.

As baby boomers retire, they take decades of experience and honed knowledge, skills, and abilities with them. Young professionals, even with all their energy and excitement, cannot immediately replace the decades of experience of your senior staff. The upside is that these incoming employees won’t carry years of pre-conceptions and assumptions about their community, which will make their onboarding and training that much easier. The downside is that it takes time and well-thought out training programs to get new recruits up to speed.

A New Tradition

The US cremation rate passed 50% for the first time in 2016. We can officially say it – cremation is the new tradition. As consumer preferences have changed, the knowledge and skills required from funeral directors to work with consumers has changed as well. As an employer, it means you require specific sets of skills in your employees and expectations for their experience and training. It requires innovation.

Our hard-working schools provide the education, but they can’t make a professional – only experience and guidance can do that. This component is why so many states and provinces require apprenticeships before licensure as well as continued education to maintain licensure. A mid-career professional considering their advancement can’t return to school easily, so they must rely on CE providers to address the gaps. In a previous blog post we talked about how to assess the quality of a learning experience, but how do you assess the importance of the topic presented? In this cremation-focused world, how can you know you’re getting the latest in industry education to meet the current needs of your community?

Back to Basics

Cremation CompetenciesWhat makes someone successful at their job? How do we evaluate staff to assess their skills? How do you know you have a solid base of knowledge to build on as you move forward in your career? CANA is working to address the fundamentals of the profession as we know it today now that cremation is the new tradition.

Competencies are the foundation of every profession – these are sets of knowledge, abilities and skills that a person needs to be successful in their job. Competencies are used in many ways within each profession:

  • Talent development programs should be heavily based on competencies and structured to teach foundational skills and knowledge first and build employees up to their highest level of performance to prepare them for advancement.
  • Continuing education programs should always be tied to specific competencies, not developed by someone who teaches what THEY think needs to be taught. If a program isn’t teaching someone a knowledge, skill or ability needed for success then that program is a waste of time and money.
  • Competencies are used for writing job descriptions to identify traits and experience that are important when hiring a new person.
  • Succession planning, which is a huge topic right now as a significant portion of the profession prepares to retire, should include competencies. When evaluating which employees may be well suited to move into other positions, comparing their current competencies to those needed in the new positions will identify any gaps, which may need to be filled through education courses before promoting that person. Employees should never be promoted first and trained later. They should always be provided education and support to prepare them for the new role so they can step in and find success right away.
  • Many professions offer certifications to recognize achievement of individuals in certain areas. The best certifications are based on competencies. Individuals must identify their own skill gaps, take education courses, read papers or books, practice doing certain tasks and any number of activities to help fill that gap. At the end, they have to demonstrate achievement of those competencies through rigorous testing that validates not only knowledge, but implementation of skills.
    • A few examples include the Human Resource Professional (HPR) designation from SHRM, the Certified Meeting Professional (CMP) designation from EIC and the Certified Professional in Learning and Performance (CPLP) designation from ATD.

The funeral profession is no stranger to competencies. For example, every seven years the Conference of International Funeral Service Examining Boards conducts a task analysis of the role of both funeral directors and embalmers in order to determine what content to test graduates on when they complete a funeral service or mortuary science program. Through this task analysis they ask practicing professionals about their daily jobs in order to determine what the common tasks are, and then they determine what you need to know in order to do those tasks.

After completing school, students generally complete an apprenticeship where they learn hands on skills to apply that knowledge learned in school. Once the apprenticeship is over, state and provincial agencies take over and monitor continued professional development through required continuing education. And that’s where CANA enters the lifelong learning continuum. As we look at competencies within our profession, CANA believes we could be doing more related to cremation.

We can’t set employees up for success if we aren’t teaching them the knowledge, skills and abilities that are specific to cremation, particularly the employees who graduated many years ago, and have seen the profession rapidly changing around them. This is what we refer to as a skills gap – when only a limited set of the population has the needed competencies to do the job. And we see a big skill gap when it comes to cremation.

What Can We Do?

Fear not, CANA friends. After all, we are All Things Cremation. We have been diligently working to identify those cremation competencies and will be developing education programs and other resources needed to support employees as they work to achieve them. We can’t wait to share them with you. Be sure to attend CANA’s 100th Annual Cremation Innovation Convention with your staff where I’ll preview these competencies and talk about how to use them to support your employees and improve your bottom line — and earn some professional and innovative continuing education while you're at it. And watch for future blog posts where I explain the process we go through to identify competencies.


Join CANA July 25–27, 2018 at the Fort Lauderdale Marriott Harbor Beach Resort & Spa where Jennifer will uncover the competencies that make a cremation professional as part of Session 4 • Cremation Fundamentals, topics related to foundational business practices.

Travel together at a discount! For over 100 years, CANA has drawn the best and brightest in the industry. Now, you can share the wealth of professional cremation education and network with innovators and save! Early birds get $100 off and any Additional Employee registration is $200 off that.

With a wide range of valuable networking and educational opportunities, the event will feature sessions that examine the last 100 years of CANA conventions and growth in cremation, evaluate where businesses are today, and focus on the next 100 years by providing strategic and practical information for long-term success. See our full program and learn more about how we'll mark more than 100 years of cremation success here: gocana.org/CANA18


Jennifer Head

A former high school science teacher, Jennifer Head began working for the American Foundry Society in 2005 after receiving her Master’s Degree in Education. She was responsible for the administration and operations of the AFS Institute’s programs and facilities, and initiated a complete redesign of Institute programming, including both classroom and online courses. A Certified Professional in Learning and Performance (CPLP), she brings to CANA a wealth of experience in best practices for workplace learning.

Tags:  education  hr  professional development  tips and tools 

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Investing in Your Employees Pays

Posted By Jennifer Head, CANA Education Director, Wednesday, February 14, 2018
Investing in Your Employees Pays

 

Do you have a budget for training and development? If you do, is it only for mandatory training required for maintaining licensure? If you answered no to the first question, or yes to the second question, read on.

Sadly, most people only pay for continuing education classes only because they have to. As long as they have the credits they need, that’s all that matters. In that case, they look for the bare minimum – something that offers the least amount of work for the most amount of credits at the cheapest rate. You all know what I’m talking about. Those $50 online classes that get you 4 hours of continuing education credit. Four hours and $50 later, you haven’t actually continued your education or developed professionally because few people learn anything from a “class” where you read endless pages of content, or “watch” boring narrated slides while you’re really catching up on CANA’s blog.

But what if the money spent on that required continuing education could actually help boost your bottom line? Successful companies know that training and development (T&D), as well as succession planning and anything related to workforce development, should be an integral part of your business strategy. Your people are your most important asset, so they should receive the time, energy and investment that shows it.

Workforce Development

What do successful companies do? They make a Competency Model – they outline all of the knowledge, skills and abilities (KSAs) a person needs to be successful in a given job or job area. Training dollars are focused on filling the gap between the skills employees have and those they need; since the competencies are tied to business goals, you are spending money on personnel (read: professional) development that will directly impact the bottom line.

Cremation Competencies These competency models are also used in succession planning and career growth. When you have them available for all positions, employees know what is expected of them, especially if they want to be promoted or move to a different position in the company. When hiring new employees, the models help you identify what training you may or may not need to provide if you hire a particular person.

Return on Investment

If improving your bottom line isn’t enough motivation to focus on T&D, maybe keeping qualified employees will. Are your employees getting poached by other firms because of the industry’s talent shortage? Continued opportunities for development and advancement keeps employees engaged and reduces turnover.

What about the retirement of the Baby Boomers? It’s no secret that a skills gap exists between what employers need and the skills many of our future employees have. If you’re facing the looming retirement of experienced staff, getting new employees in and up to speed quickly is essential. That means starting now with comprehensive succession and T&D plans.

“But wait!” you say. “Paying for classes is one thing. But the travel expenses, lodging and food, in addition to the lost work time, it all adds up!” Yes, it does, and I have several responses. First, the long-term payoff of having well-trained staff more than covers the classes, the travel expenses and the lost work time (or it should, if you choose quality training programs). Plus, the commitment you demonstrate to your employees makes them feel valued and that you are invested in their future. Second, properly trained and qualified staff generally leads to lower legal risk, which is priceless – ask anyone who has been sued.

So how can you provide quality education in a more budget friendly way? Online programs are a great option since they eliminate the travel.

Quality Online Education

I earned my Master’s Degree in 2005 and the program was entirely online; it was cutting edge for its time. I remember having to watch video lectures every week for class, mailed to me on VHS tapes, and promptly falling asleep on the couch within 20 minutes. BORING! Don’t get me wrong, the program was tough, and I put the work in to prove I was worthy of the degree (just ask me about my work product sample!). But studies show, and my personal experience agrees, an interactive online learning experience is more effective. It wasn’t available back then, but we’re capable of this now, 13 years later, with all the technology advancements.

Unfortunately, if you want to take quality online education that actually increases the bottom line, you may struggle to find it. Remember that $50 class for four hours of credit? That’s not the quality I mean. Research shows that lectures aren’t effective for adults to learn, yet it continues to be the delivery mechanism of choice—especially for online courses—because it’s easy for those putting the presentation together.

Truly valuable online opportunities can be rare. Maybe that’s why there are still states, like Pennsylvania, that don’t accept continuing education credits obtained through online or distance learning methods. They know that there haven’t been many—if any—truly effective online programs available. CANA is changing that.

Criteria

Though it can be costly and time intensive and requires a unique skill set to develop, the use of online education that is designed following best practices is now an expectation within the most successful companies. Unfortunately, there are still many industries that lag behind in this area—ours being one of them. This is why it’s important for CANA to set the standard. Our association needs to show what quality online continuing education looks and feels like.

But how do you know if you are investing in quality education, especially when it’s offered online? There are three key criteria to consider before purchasing an online course.

  • Learners should be active participants in the learning experience. Notice I don’t use the word attendee or registrant. The word learner implies that participants are actually going to contribute something and not sit passively.
  • The course should include a combination of video, images, animations, and audio and should not simply be a narrated slide deck.
  • Most importantly, it should require the learner to think and to do. This helps them process the information and think about how they will apply it to their daily tasks. That’s where we see the return on investment.

Next time you think about using any education, but especially online education, think quality and return on investment. Let that be your guide to selecting courses that will work for you and your staff.

Ask for Help

Not sure how to get started developing a defined professional development plan for your employees? I’d love to talk to you. Call 312-245-1077 or email me Jennifer@cremationassociation.org and I'll work with you to achieve your goals.


Jennifer Head

A former high school science teacher, Jennifer Head began working for the American Foundry Society in 2005 after receiving her Master’s Degree in Education. She was responsible for the administration and operations of the AFS Institute’s programs and facilities, and initiated a complete redesign of Institute programming, including both classroom and online courses. A Certified Professional in Learning and Performance (CPLP), she brings to CANA a wealth of experience in best practices for workplace learning.

Tags:  education  professional development  tips and tools 

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Why we're excited...

Posted By CANA Symposium Committee, Tuesday, January 16, 2018
Why We're Excited to Connect the Dots at the 2018 Cremation Symposium

 

This year’s Symposium will be our best yet. The committee and staff selected the theme, Connecting the Dots, to help attendees find success by combining critical elements of running a business into one comprehensive strategy. From beginning to end, we’ll build on the content presented, wrapping with a big picture view of how it all fits together.

In brief: The foundation comes from establishing and understanding the power of your story. From there, tell that story though your brand advocates or key staff and community members. Their online reviews leverage your position to improve your online reputation and get found.

Once you have their attention, keep it by transforming their interactions with you into something memorable, especially with the addition of a therapy dog. But none of this can succeed without evaluating these individual steps and making changes for continuous improvement.

We are so excited to bring these experts together for you in Vegas, we know you’re going to love it!


This event took the work of many people. Here’s what CANA’s Symposium committee members are excited about, and why you need to register now to join us at this remarkable event.


Jennifer HeadJennifer Head, CANA Education Director – I’m most excited for our Keynote Speaker, Kelly Swanson. Not only is she an award-winning storyteller who can take you right to the heart of a problem, she’s hilarious! Her message on crafting the right story is so critical for our industry right now. As I attended a presentation given by a different storytelling expert, I watched how, in a matter of minutes, she transformed a story that did nothing emotionally to one that tugged at my heartstrings and made me happy to buy.

That’s how you create brand advocates- people who tell your story for you. Because at the end of the day, it’s not about you. It’s about them. And you have to let them know that through your story. Don’t believe me? Let Kelly explain it to you at the Symposium. She’ll present two dynamic sessions at the conference, and whether you own a business or work for one, whether you are a practitioner or supplier, her message will resonate with you. I promise.


Lindsey BallardLindsey Ballard, Ballard-Sunder Funeral & Cremation – Our committee considers many options when selecting a hotel, and we’re excited to be returning to the Paris for a second year. The Paris Las Vegas Hotel is such a wonderful place to be when you're in Vegas. It's visually stunning, loaded with restaurants and entertainment, and the central location on the famed strip can't be beat. Our meeting rooms for the symposium are beautiful and provide the perfect ambience for our event.

Of course, I’m really looking forward to the Therapy Pet panel presentation. My dog Fletcher has been going through training to become a therapy dog at our funeral home, and I’ve learned a lot over the last year. He won’t be coming, but I have lots of pictures! Fellow committee member Robert Hunsaker as well as CANA member J.P. Di Troia will join me as we share our therapy dog journeys with you and provide some guidance about adding one to your team. We’ll also host one of the roundtables during the Coffee Klatch. I hope to see you there!


Sheri StahlSheri Stahl, The Island Funeral Home & Crematory – While CANA focuses on providing quality programming and exhibits, we also know that Vegas is the entertainment capital of the world. We like to end our evenings early, so you can continue the networking on your own as you go out and enjoy all that Glitter Gulch has to offer. Whether you hit the tables and slots, take in a show, or enjoy the variety of cuisine (and famous buffets), Las Vegas has something for everyone. And if you can’t decide, you can stay in and enjoy all that Paris has to offer. Personally, I can't wait to see all my CANA peeps!


Scott MacKenzieScott MacKenzie, MacKenzie Vault, Inc. – As supplier liaison for the CANA board and chair of the committee, my focus is usually on the exhibits. We have over 40 exhibitors committed to supporting you the same way you support families who choose cremation. CANA’s Symposium is the best place to learn about new cremation products and services.

Vendors from almost every area – technology, products, supplies, equipment, personalization and more – will be on-hand to show you what’s new and talk about what families are asking for as the personalization and DIY trend continues to grow. Your vendors are your best partners as your businesses continue to evolve to meet the demands of an ever-changing industry.


Barbara KemmisBarbara Kemmis, CANA Executive Director – And don’t forget, just for owners and managers, a new kind of event! The Art of Selling Cremation: A Preneed Summit

This one-day, highly interactive workshop places you with marketers and experienced providers to answer your questions and find new solutions to your preneed challenges. We have experts on using demographic data and targeting the right markets, advice on selling value over price with the staff you have or specialists, and stories from experience on administering and selling across multiple brands online and in-person.

We’re excited to see the discussions that emerge. Limited spots available, register now!

 


Why We're Excited to Connect the Dots at the 2018 Cremation Symposium

Join us for fun and quality professional development February 6-8 at CANA's 2018 Cremation Symposium! Register today.

Tags:  education  events  preplanning  storytelling 

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