1. 1 LEADING ACC CHAPTERS and COMMITTEES The Leadership Challenge: Legacy or Languor? Presented by Stephen R. Chitwood, Ph.D., J.D. Professor Emeritus The George Washington University Washington, D.C.

2. 2 Lifetime Leadership: --Motivating Board Members: How do you energize the members of your leadership team, and how do you deal with members who potentially become “de-energizers? --Resolving Conflict: Working with Difficult Board Members. --Where are you leading your members, and why would they want to go with you? --Executing Your Vision for the Chapter of the Committee: How to make your mark and create a better chapter or committee in the year that you serve on the board. --When and how should you adapt your leadership approach?

3. 3 Energizing Board Members: A Question of Motivation Motivation is.......... 5 BEST WAYS TO GET VOLUNTEERS TO DO THEIR BEST WORK CHAPTERS COMMITTEES 1. Have set goals and outcomes. 2. Recognize good work. 3. People are motivated internally—Cater to passions, interests, desires and strengths. 4. Give volunteers meaningful responsibilities and communicate them clearly. 5. Keep a fresh board—have terms and term limits.

4. 4 MOTIVATION Behavior is caused. Behavior is caused by people attempting to meet unsatisfied needs. Unsatisfied needs are motivators. Behavior is goal directed, directed toward meeting unsatisfied needs. Motivation, then, is the internal process whereby energy is created and directs our behavior toward meeting unsatisfied needs.

5. 5 FREDERICK HERZBERG’S JOB MOTIVATORS Provide volunteers with a job whose duties and responsibilities provide a sense of: ACHIEVEMENT RECOGNITION INTRINSICALLY SATISFYING WORK RESPONSIBILITY GROWTH ADVANCEMENT

6. 6 Build Motivators Into Volunteers’ Jobs By Increasing: Skill variety required to do the job. Task identity (a piece of work from beginning to end or otherwise specifically identifiable). Task significance. Autonomy in doing the job. Feedback on performance in the job.

7. 7 Building Motivators into Jobs How You Supervise the Volunteers. --General Supervision. --Delegation: A specific task or area of responsibility. --Management by Objective. --Participative Management. --Consultation. --Consensus.

8. 8 SOURCES OF BOARD MEMBER JOB DISSATISFACTON AND TECHNIQUES FOR REDUCING THEM DissatisfiersTechniques To Reduce 1.Problem: Volunteers not following through. Solution: Confront the person through talking, respect your relationship with them person. 2. Problem: Wasting energy; Asking the same people to do all the work because they deliver. Solution: Communicate responsibilities more clearly. 3. Problem: People feeling unwelcomed. Solution: Use pictures/video when communicating online. Have a welcome meeting with ice breakers.

9. 9 FREDERICK HERZBERG’S JOB DISSATISFIERS Attempt to minimize or eliminate these sources of volunteer dissatisfaction: CHAPTER AND COMMITTEE POLICIES AND ADMINISTRATION TECHNICAL SUPERVISION RELATIONSHIPS W/ OFFICERS WORKING CONDITIONS RELATIONSHIPS W/ PEERS EFFECTS OF CHAPTER AND COMMITTEE WORK ON FAMILY LIFE AND ON THEIR DAY JOB

10. 10 DE-ENERGIZING MEMBERS AND WHAT TO DO ABOUT THEM Foster relationships: Host annual board retreat Talk to people in an informal way, reach out to them personally Get annual feedback from the Board Lead by example: Emotions are contagious; Have a positive, motivated attitude and others will follow your lead.

11. 11 Where are you leading your members? Why would they want to go with you? The Question of Leadership!

12. 12LEADERSHIP The process whereby: A relationship is established in which A relationship is established in which One person sets the purpose or direction for one or more other people; and One person sets the purpose or direction for one or more other people; and Influences them willingly to move forward Influences them willingly to move forward Cooperatively together with each other; and Cooperatively together with each other; and With accountability, commitment and mutual respect. With accountability, commitment and mutual respect. LEADERSHIP IS THE FUNCTION OF A ROLE, BUT NOT ALL ROLES!

13. 13 Why People Are Persuaded to Follow: Channels of Persuasion 1.Self-Interests. 2.Rationality. 3.Emotion and Inspiration. 4.Relationships. 5.Political Alliances. 6.Authority.

14. 14 Do you have a vision or an hallucination? The Question of Management!

15. 15 MANAGEMENT Management is the process whereby tasks, people and other resources are interrelated over time to achieve specific end results or objectives

16. 16 Three Criteria of a Visionary Chapter/Committee Goal or Objective 1.A clearly defined end result that is measurable either quantitatively or qualitatively. 2.A specific date by which the end result will be achieved. 3.An accurate assessment and the availability of the maximum resources required to achieve the end result desired.

17. 17 Kotter’s Take on Management and Leadership: Distinct and Complementary Systems of Action Management Leadership --Coping with Complexity --Coping with Change --Planning & Budgeting --Setting Direction --Organizing & Staffing --Aligning People --Controlling & Problem- --Motivating &Inspiring Solving

18. 18 CHOOSING A LEADERSHIP DECISION PATTERN AUTHORITARIAN PARTICIPATIVE FREEDOM FOR THE PRESIDENT/CHAIR FREEDOM FOR THE VOLUNTEERS TELL SELL CONSULT DELEGATE CONSENSUS

19. 19 ALTERNATIVE LEADERSHIP PATTERNS Characteristics Of the Officer Characteristics of the Volunteers Task and/or Situation TELL -- Expert --Trusted --Experienced --Charismatic --New --Inexperienced --Team Player --Trust Officer --Crisis --Little Time --Achievable --No Flexibility SELL --Knows Volunteers --Knows What Is Sold --Knowledgeable --Experienced --Need Acceptance & Support --Specific Task CONSULT --Open To Change --Good Listening Skills --Group Mgt. Skills --Experienced --Will Implement --Affected By Decision --Complex Task --Time To Consult --Need Volunteers’ Support DELEGATE --Knows Volunteers & Task Being Delegated --Trusts Volunteers --Experienced --Reliable --Good Judgment --Used To Train/Develop Volunteers --Officer Lacks Time CONSENSU S --Same As Consult + --Will Devote Time --Want Creative Solution --Same As Consult + --Flexible To Approach --Will Commit Needed Time --Same As Consult + --Need Total Volunteer Support --Needs Lots Of Time