Camp Leadership Development Insights
Focusing on staff development, leadership, and aligning goals with camp mission. Emphasizing qualities, skills, and strategies for effective leadership within the organization. Inspiring growth and success through purposeful leadership development.
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Presentation Transcript
STAFF DEVELOPMENT and leadership
We take people who were great in their area and assume they ll be great in all areas Camp pattern: Battlefield promotion We promote without training (on-the-job means mistakes will be in-reality for sure) We promote by need of the camp and not the skills of the individuals Myth: someone is better than no one every role must be filled
Develops from back to front Young Adult Patterns: Brain changes Gray matter getting pruned to make connections more efficient and specialized Emotions stronger than judgment AND very idealistic and cause- oriented
Goals for being at camp may not align with your mission Young adult patterns: Goals in flux Goals for beyond the summer may be out of focus Goals = pressure and poorer performance!
camp IS mission bigger than any one leader even your leadership development has to exemplify your mission Purpose of Leadership Development Unlock your mission
Camp focused, not personnel focused Making staff better, more effective, not happy The Solution Planful Achievable Achievable Rigorous
Leadership team does this work What positions will you need in the next 1-3 years Before summer starts Outline the qualities and skills Outline the qualities and skills of each leadership position in of each leadership position in the organization the organization If this is too much what are the 3 leadership skills that your org requires in EVERYONE? Qualities character or personality traits Skills be specific What s worked when things are good What s worked in crisis Mission Brand Promises Structure
Ask Ask your leadership staff who they d like to groom for what Match Match the qualities character or personality traits, not just who would like to do what Ask Ask if they re interested Evaluate Evaluate each person s skills currently Compare Compare to what s needed Create Create development goals for this summer Identify Emerging Leaders Identify Emerging Leaders
Ask your staff leadership position they would want the next year if they return self self- -assessment assessment of skills and challenges differentiated plan for development Staff self- assessment Be transparent about what you re doing and why
Set goals for each individual Personal Personal Development Development Plan Plan Their purpose Their learning style Interim steps to take Show the bigger picture benefits but this is camp focused, not personnel-focused!
Stepping up through Shared vision! (mission) Role modeling Enable others to act Leadership Leadership Development Development Culture Culture
Mission is the vision Mission is the vision Create standards of Create standards of excellence excellence Language Language Signage/songs/activities Signage/songs/activities Shared Shared vision vision
Live the standards of excellence Live the standards of excellence Create signposts to point Create signposts to point towards and define success towards and define success - - metrics metrics Set interim goals to avoid Set interim goals to avoid overwhelm overwhelm Unravel Unravel beaurocracy beaurocracy Role Role Modeling Modeling
Get out of the way of Get out of the way of leadership attempts! leadership attempts! Don t point out the Don t point out the obstacles obstacles Don t fix the situation Don t fix the situation Empathy without Empathy without intervention intervention Enable Enable others others to act to act
Set actual meetings, not well try to get together Give opportunities for stepping up to more responsibility Give chances for staff to get out of their niche or silo (cross-functional experience) During Camp Encourage challenge and change! Feedback/Praise Create opportunities for victory!
Meetings ON THE CALENDAR Group coaching meetings You are ALWAYS teaching Coaching Counselors Individual coaching Be intentional - get that person working with that current leader Feedback/praise
dont ask for volunteers Responsibility opportunities - come up as needs present themselves Surprise opportunities fun ideas you hadn t planned for Choose Leaders Emergency opportunities battlefield promotions and you re ready explain why transparency tied to mission be appreciative before, during and after
Get People Uncomfortable Get People Uncomfortable 01 02 03 04 Send outside their niche Ask for change ideas Frequent feedback Victory opportunities! Help not just watch Understand what others do Grow gratitude Acknowledge frontline staff expertise in the details Ideas board for suggestions Their idea -> their work follow through and tie this to leadership Staff need guideposts to really get from idea to change! Specific Mission-driven Positive Formal and unexpected both Praise up the chain to supervisors, make sure it is true! Be willing to question basic assumptions not just well that s how this person is
Chain of development Exit interviews After camp Industry involvement Off-season opportunities Create outsight Camp visits Other industries Meet mentors
If your camp makes the world a better place you owe it to the world to make your camp last beyond you.
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