Category: The Advanced Toolkit
AT12: The End and the Beginning
Ah! It’s the end of your college career and you’re ready to set sail for greener pastures and more wondrous adventures! But, you also want a nice send off as a remembrance for the work, effort, and investment you’ve put into the team and its members. So, what do you do? Well if you’re a ...
AT11. Leadership Training
Being a great leader does not end on your last day in office. Your legacy is both a combination of what you’ve done for the organization in the present, and how your actions affect the organization even after you leave. To that end, leadership training is vitally important. If you have the benefit of knowing ...
AT10. Retaining Talent and Inspiring Potential
The success of your organization derives largely from your best performers. These individuals will quickly become identifiable icons simply because they are active and respected. They will drive forward initiatives, and do more than is expected of them. It’s vital that you make it as easy as possible for these members to stay and continue ...
AT9. Dealing with Outside Organizations
When considering whether you should work with external organizations, you should first ask yourself whether it is necessary and what goals you are trying to pursue. Involving another organization will add an additional layer of complexity. If your organization has the resources and ability to complete an initiative successfully without an outside party, you should ...
AT8. Emotional Intelligence: Mental Health and Trauma Guidance
With the rising awareness of mental illness in this country, more information about trauma and mental health on college campuses is becoming available. One in four people will have a diagnosable mental illness in their life time. One in five women will be sexually assaulted during their academic career. It is nearly inevitable that at ...
AT7. Emotional Intelligence: Dealing with Conflict
Conflict is inevitable in your organization. Especially if you have strong-willed members, you’ll find that they have their own motivations and directions they want to take the team. Conflict has the potential to be positive and should be seen as an opportunity. The worst feeling your members can have towards your organization is apathy. If ...
AT6. Emotional Intelligence: Dealing with Difficult Members
No matter how well you run your organization, you’ll inevitably encounter either problematic members or difficult third parties. Depending on the situation and the people involved, you can employ different strategies to deal with difficult individuals. But before we delve into the strategies, there’s an important point I’d like for you to consider. Do ...
Emotional Intelligence: Motivation (Part II)
When designing your intrinsic and extrinsic motivators, there are two elements that you must consider: your school's culture and your organization's mission.
Emotional Intelligence: Motivation (Part I)
In an ideal organization, all members would be intrinsically motivated and would go above and beyond the call of duty. To accomplish this, you must learn how to wield intrinsic and extrinsic motivators.
Emotional Intelligence: Interpreting Body Language
If emotional intelligence is considered a "soft" skill, then body language is the "hard" data points that you will use to interpret a person's mood. Master the interpretation of body language and you will be better able to understand a person's behavior and motivations.
The Definitive Guide to Student Leadership 