LEADERSHIP DEVELOPMENT AT CAMP Putting people in charge who aren’t quite ready.

Camp pattern: Battlefield promotion We take people who were great in their area and assume they’ll be great in all areas 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 Camp pattern: Battlefield promotion

Young Adult Patterns: Brain changes Develops from “back to front” Gray matter getting pruned to make connections more efficient and specialized Emotions stronger than judgment AND very idealistic and cause-oriented Young Adult Patterns: Brain changes

Young adult patterns: Goals in flux Goals for being at camp may not align with your mission Goals for beyond the summer may be out of focus Goals = pressure and poorer performance! Young adult patterns: Goals in flux

Purpose of Leadership Development Unlock your mission camp IS mission bigger than any one leader even your leadership development has to exemplify your mission

The Solution Camp focused, not personnel focused Planful Rigorous Achievable Making staff better, more effective, not happy The Solution

Before summer starts Leadership team does this work What positions will you need in the next 1-3 years Outline the qualities and skills of each leadership position in the organization Qualities – character or personality traits Skills – be specific What’s worked when things are good What’s worked in crisis If this is too much…what are the 3 leadership skills that your org requires in EVERYONE? Mission Brand Promises Structure Before summer starts

Identify Emerging Leaders Create Create development goals for this summer Compare Compare to what’s needed Evaluate Evaluate each person’s skills currently Ask Ask if they’re interested Match Match the qualities – character or personality traits, not just who would like to do what Ask your leadership staff who they’d like to groom for what Identify Emerging Leaders

Staff self-assessment Be transparent about what you’re doing and why Ask your staff leadership position they would want the next year if they return self-assessment of skills and challenges differentiated plan for development Staff self-assessment

Personal Development Plan Set goals for each individual – Their purpose Their learning style Interim steps to take Show the bigger picture benefits… but this is camp focused, not personnel-focused! Personal Development Plan

Leadership Development Culture “Stepping up” through Shared vision! (mission) Role modeling Enable others to act

Shared vision Mission is the vision Create standards of excellence Language Signage/songs/activities

Role Modeling Live the standards of excellence Create signposts to point towards and define success - metrics Set interim goals to avoid overwhelm Unravel beaurocracy

Enable others to act Get out of the way of leadership attempts! Don’t point out the obstacles Don’t fix the situation Empathy without intervention

During Camp Set actual meetings, not “we’ll 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) Encourage challenge and change! Feedback/Praise Create opportunities for victory! During Camp

Coaching Counselors Meetings ON THE CALENDAR Group coaching meetings You are ALWAYS teaching Individual coaching Be intentional - get that person working with that current leader Feedback/praise Coaching Counselors

Choose Leaders… … don’t “ask for volunteers Responsibility opportunities - come up as needs present themselves Surprise opportunities – fun ideas you hadn’t planned for Emergency opportunities – battlefield promotions and you’re ready explain why – transparency tied to mission be appreciative – before, during and after Choose Leaders…

Get People Uncomfortable Send outside their niche 01 Ask for change ideas 02 Frequent feedback 03 Victory opportunities! 04

Off-season opportunities After camp Exit interviews Off-season opportunities Create “outsight” Camp visits Other industries Meet mentors Industry involvement Chain of development

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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