1. Presenter: Natalie Banks, National Service Consulting Welcome to the session: Member Retention Based on Work Style: Advanced CaliforniaVolunteers 2009 AmeriCorps Conference Welcome to the session: Member Retention Based on Work Style: Advanced

2. Session Outcomes To understand the four approaches to work in the Leadership Compass and how this applies to members in their AmeriCorps programs To gain information about why members stay and why members leave AmeriCorps programs To gain strategies for effective marketing, member recruitment and placement methods To share tips on retention activities based on work style/approach

3. Building Trust/ Trustworthiness Building Trust/ Trustworthiness Allowing Risk/ Vulnerability Having Clear, Honest, and Specific Dialogue Having Clear, Honest, and Specific Dialogue Creating Clarity of Expectations Developing Producing Strong = Strong Teams Work Developing Producing Strong = Strong Teams Work The Cycle of Trust → Start here: see "Leadership Compass" for understanding on how to build trust with various styles based on different values, needs, and priorities

4. The Ripple Effect SELF Team Community/“the work”

5. #1. Where am I? (assessment of present and past) #2. Where do I want to go? (purpose – then goals) #3. How will I get there? (process, planning) Repeat as needed The Strategic Moment

6. MYERS BRIGGS TYPE INDICATOR TRUE COLORS LEADERSHIP COMPASS INTROVERSION SENSING THINKING JUDGING Gold  WEST - HOW PROCESS INTROVERSION INTUITION FEELING PERCEIVING Orange (some North)  EAST - WHY VISION EXTRAVERSION SENSING THINKING Green (some East)  NORTH - WHAT RESULTS EXTRAVERSION INTUITION FEELING Blue (some East)  SOUTH - WHO RELATIONSHIP

7. Indicate how people perceive the world and make decisions We are born with or develop certain preferences… similar to right- or left-handedness One function is generally used in a more conscious and confident way We can become more proficient in different areas with practice and development It is important to value the naturally occurring differences in approaches/styles Understanding Work/Personality Styles

8. EAST Asks: WHY? Focus: Purpose, Vision, Big Picture NORTH Asks: WHAT? Focus: Products, Results, Bottom Line WEST Asks: HOW? Focus: Process, Planning, Details SOUTH Asks: WHO? Focus: People, Team, Roles, Relationships The Leadership Compass of Success

9. EAST – Why? – Purpose At our best: See the big picture Pull together pieces Idea-oriented Insight into mission Overarching themes Experiment, explore Brainstorm possibility Inspiring, exciting, motivating Taken to excess: Bogged down by vision Lose focus, become bored, drop the ball Overwhelmed by detail Highly enthusiastic then burn-out Reputation as undependable

10. WEST – How? – Process At our best: Practical, dependable, thorough in task situation Provide planning and resources Lists, tables, tasks Follow procedures Analytical Benchmarks Taken to excess: “Analysis paralysis” Stubborn and entrenched in rules Mired in details Focused on data Withdrawn Resists change Can’t see big picture

11. NORTH – What? – Results At our best: Assertive, active, decisive In control, steer course of events Quick to act, pace Enjoys challenges Bottom line Perseveres Taken to excess: Bogged down by need to press ahead Argumentative, impatient, autocratic “Black & white” Impulsive Perceived as cold “I’ll do it myself”

12. SOUTH – Who? – Relationships At our best: Allow others to feel important and involved in activity Use relationships to accomplish task, goal Supportive, caring Trusting, intuitive Team player Validate roles and contributions Taken to excess: Bogged down when relationship is compromised Assume blame Trouble saying no Take it personally Manipulated by anger May “check-out” if role is not validated

13. B A L A N C E We tend to get comfortable and are more developed in one or two styles, but… We all have all four of these styles in us. We can use any style/approach to bring balance to our ourselves, team or work: Be “situational”

14. Leadership Compass Activity For the sake of the activity, select ONE style that tends to be most like you most of the time (what energizes you?) Go to that “direction” in the room (North, South, East, West): 1.In your small groups, discuss how people with other styles can change and adapt to meet YOUR needs – brainstorm a list of ways they can help you and how you like to work (based on your primary style).

15. 2. NOW, switch gears and consider what ONE THING you would be willing to do to change YOUR APPROACH and meet the needs of other styles (one change per direction = 3). 3. Discuss your ideas with the small group. 4. Present your key results to the large group (briefly). Leadership Compass Activity

16. BUILDING TRUST: Each Direction’s Perception THE NEXT STEP: 1. Talk in your small groups about what kinds of behaviors BREAK DOWN trust for you as well as what kinds of behaviors help BUILD UP trust with you. (Flipchart) 2. Present to large group 3. Debrief activity.

17. Perception IS reality.

18. 15 - minute break

19. #1. Where am I? (assessment of present and past) #2. Where do I want to go? (purpose – then goals) #3. How will I get there? (process, planning) Repeat as needed The Strategic Moment

20. Why AmeriCorps Members Join National Service I want to make a difference/have a positive impact 25.6% I enjoyed previous service/community work I have done 21.0% It's a good transition between life stages18.9% It sounded interesting/challenging18.1% I wanted to experience a new location/travel16.6% Because of the educational award16.2% I want to gain skills for a particular job/career14.7% I have an interest in social justice14.0%

21. Why AmeriCorps Members Join Their Programs The timing/schedule was right47.6% Good match to my career goals similar to what I was doing 40.0% Recommendation by a friend/ co-worker/relative/teacher 33.9% New interest to explore different than what I was doing30.7% Found it on the Internet25.1% Location - close to home24.5% Reputation of the program20.8% Location - other20.4%

22. What Members Value Most About Their AC Experience Making a difference - knowing that I created a ripple effect, planted seeds for the future, etc. 32.7% Professional growth - learning, practical experience, clarity of my own profession goals (what I do and don't want to do), building my skills and knowledge 28.2% Personal growth- maturing, increased empathy and awareness; diversity; exploring self, talents, new areas; restoring my faith in humanity 20.3% Gaining understanding/insight/experience in how non-profit, social service, government organizations and/or higher education institutions really work 18.5% Working with others who want to help (students, volunteers, etc.): positive interactions with them, seeing their involvement, their passion and the impact service has on them 18.3%

23. Members’ Greatest Challenges With Their AC Experience Comments/other (please specify)27.6% In my personal life, I was severely challenged financially - I did not make enough money (living allowance/stipend) or have enough resources to sustain me and those who depended on me. 25.5% I had/if I did have a different job/career opportunity come up during my service term. 18.1% I was doing too much/overcommitted - too many things going on (work, school, family, etc.). 15.8% The slow bureaucracy/politics/changing hierarchy/office dynamics of my service were difficult for me. 14.2%

24. Why AmeriCorps Members Stay… Despite the Challenges My commitment to the member contract - obligation to fulfill the term 37.1% To earn the education award34.3% My commitment to host/service site - to carry out my duty to them 29.1% A connection to/strong relationships with my peers on my team 28.7% The service itself - interesting, satisfying, fulfilling, meaningful work at my site well-matched to what I wanted to be doing 26.3%

25. AmeriCorps Member/Alumni Suggestions for Program Improvements

26. AmeriCorps Member/Alumni Suggestions for Improvement: Marketing, Recruitment, Interview, Selection and Matching Messages/Activities

27. The ultimate measure of a person is not where s/he stands in moments of comfort and convenience, but where s/he stands at times of challenge and controversy. -Dr. Martin Luther King Jr.