TRAINING DAY CAMP STAFF to exceed expectations! Deborah Gilboa, MD

Camp requires: Camper-focused Able to follow rules and schedules Consistency Qualified applicants Staff commit to the job and show up for it People who work hard

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 expect this job to: Camp fun! Flexible Appreciative Young adult expect this job to:

The Solutions Understanding GENZ Prove the value of a camp job to your community Involving parents the right way They will get involved anyway Partner with them to stress their kids to grow Set the bar HIGHER not lower for your staff Making staff better, more effective, not happy

GenZ Up to age 21 Influences Core values (or 24, depending) Never lived a day without the internet/Digital natives “Always on” Co-creating culture with the influencers Drone parenting Receding economy, huge educational costs Core values Change the world Anyone can be “famous” - recognition Empathetic self-starters Uniqueness/authenticity/creativity Shareability Suspect dishonesty Ideas, not age or seniority, should rule

With staff-aged students Prove the Value What’s your camp’s REP? In community With parents With staff-aged students Build Reputation To community To parents To staff

Demonstrate the value of working at camp Review Expectation Setting Strategies Ask someone else to read your staff manual , give you feedback on materials and trainning Engage Parents Start from the :same page: Share their goals “Of course you know this!” Here’s how you can help your child achieve! Demonstrate the value of working at camp Before summer starts Demonstrate the value to individuals of working at camp (college, etc)

Unsafe vs Uncomfortable

Successful rules Identify “problem” rules Match rule to the mission If you can’t explain the rule to yourself, ditch it Don’t be afraid of “why”

How can you start the uncomfortable vs unsafe conversation? Community – what is a strategy that might change your rep in the community as a summer job? Staff – knowing what you know now about GENZ what will you change? What isn’t working? What is?) Parents – what do parents need? How will you get them there? What could you do that would goal share and recruit parents to your view? How can you start the uncomfortable vs unsafe conversation? Pick a Question:

Pre-interview Expectation Setting Build sense of mission Explain challenges Promise rewards Pre-interview Expectation Setting

Before anyone signs the contract What do you need to know What do you need them to know WHY??

Between signing and showing up Mental health strengthening – microactions, positive coping mechanisms Community-building – make them part of something! Help them with Future-feeling Streamline and connect your rules to your mission

Pick a Question How have you handled mental health struggles in staff and what might you do differently? What are “deal-breakers” that you’d rather they didn’t sign the contract? Interview expectation setting – what might you change in what you’re asking or telling in interview to get the staff you need? What rules get the most push back and how can you explain the why of those rules in the context of your mission?

Being a counselor at your camp builds the adults your community needs Parents are still raising your counselors – make them part of your solution Mental health IS the conversation to have GenZ wants you to ask more of them – MISSION is how you do it Don’t Forget!

Dr. G has digital resources YOU need for your families! Pick a time to talk to her about it! (click this!)