LEADERSHIP ACADEMY 2015 “HOW TO MOTIVATE CHAPTER MEMBERS INTO LEADERSHIP ROLES”

HOW TO MOTIVATE CHAPTER MEMBERS INTO LEADERSHIP ROLES “The ones who are crazy enough to think they can change the world, are the ones who do.” Anonymous

1.Communication 2.Mentorship 3.Professional development 4.Responsibility 5.Culture 6.Praise 6 STEPS IN DEVELOPING PEOPLE INTO LEADERSHIP ROLES

COMMUNICATION Be open and transparent about where your organization is going Have a firm grip on the visions and goals Spend time with the organization as a whole and its individual members Cast a vision on what’s coming up for the organization and how they can play a part in its growth If you’re upfront and honest with your team about things that aren’t going well or expectations that haven’t been met, they will know exactly what is needed from each and every one of them, and they’ll be much more likely to meet expectations

MENTORSHIP Invest time in your employees to develop their skillsets to prime them for leadership Oftentimes, members go unnoticed and stay unmotivated in their positions because they don’t have support and mentorship to take them to the next level As a leader, you have experience and expertise to help grow your chapter members into leaders Don’t just expect them to become leaders overnight

PROFESSIONAL DEVELOPMENT Encourage and develop opportunities for your employees to gain access to resources and education that will give them the knowledge base to step into a leadership role within your organization Encourage your members to attend conferences, speaking sessions, and networking events outside of the organization to grow themselves The more opportunities for outside growth and personal development you offer, the more likely they are to carry over into your organization

RESPONSIBILITY Members want to know that they can be trusted with opportunities to show their worth — and to be directly responsible for the company’s growth Are they ready for responsibility? You’re never going to know if they can handle it until you give them opportunities to succeed (or fail) Start small, and if they prove that they can be trusted, then give them increasing responsibility If they fail, it’s a learning opportunity that will allow them to grow. If consistent failure happens without adjustments being made, then you’ve determined that they probably shouldn’t be part of the organization a lot faster than you would have otherwise

CULTURE Breaking down barriers for your team will motivate them to step outside of their comfort zones and exceed expectations Promote as much as possible the idea that failure is okay as long as learning opportunities come along with it There’s nothing worse for an organization than a group that’s okay with the status quo By developing a culture that promotes failure along with growth, you create an environment that allows people to get involved without worrying as much about the security of their job or place within the organization

PRAISE How much praise should I give my members? Give praise when praise is due When your members do well — especially when they exceed expectations — make sure they know the work is not going unnoticed If their efforts aren’t celebrated, they are much less likely to try again You should never question whether you want your people stepping up to become your organization’s next leaders. Instead, you should ask who, when, and how can I help them get there? By developing more leaders within your organization, you will be able to fast-track the growth of your team and, most of all, secure a future that isn’t solely dependent upon your personal success.

Recognize - It only takes a brief, one-on-one conversation with leaders to recognize their effort or contribution to a project. Level - Say what you mean and mean what you say. Plant - You have the ability to plant seeds of confidence and enthusiasm in your leaders. Welcome - Be open to suggestions, and encourage your leaders to identify problems and offer solutions. TO MOTIVATE YOUR LEADERS:

Be available - Pay full attention and listen when your leaders need you. Support. - Celebrate your leaders’ success, and guide them to understanding and growth when they make mistakes. Be open - Keep information and news flowing. Your team can be hurt by what they don’t know. TO MOTIVATE YOUR LEADERS:

MOTIVATION TACTICS: Make sure workloads are reasonable. The current mantra is “do more with less.” Be extra diligent in ensuring that leaders’ workloads are realistic. How do you know if your leaders are feeling overwhelmed? Ask them! Limit work hours. Set the example and be on time. If a few of your workers linger, have them pack up and walk out with them so they know you are serious. Too much overtime makes for less productive leaders. Skip the multi-tasking. When people take on too many projects, everything slows down. Let them focus on a single project. Each time they tackle one project, they'll gain the motivation to move on to the next one. (Pete Carentz’s “One Thing” list) Don’t change priorities. Once goals are set and people know where they are headed, don’t shift their priorities. That undercuts morale in a hurry. If your organization cannot stick to the same priorities for three weeks, you are unlikely to see any real progress. Give them space. Nothing kills morale like a micromanager. Provide direction and let your people decide how to reach the destination. You will learn something from the creative ways they work.

FINAL THOUGHT Remember, in any volunteer organization, the people that serve under us are just that…volunteers. Treat them with respect, dignity and friendship. However, just because they are a volunteers doesn’t mean they cannot be “fired.” If they are not performing, explain to them that you appreciate their willingness to accept the position but the entire organization cannot suffer because of their inability (whatever the reason is!) to get the job- at-hand completed.