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

2. 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

3. 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

4. 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

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

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

7. 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

8. 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

9. 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

10. 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

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

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

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

14. 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

15. 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

16. 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

17. 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…

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

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

20. If your camp makes the world a better place…
you owe it to the world to make your camp last beyond you.

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