Letting people go is a difficult but necessary part of the student leader’s job. When needed, it must be done quickly and with as little drama as possible. The benefit of building a strong evaluation system as explained in F.20 Evaluating Members is that you will be able to identify those members who are not ...
Your initiation should be split into two parts: the big reveal and the trust ladder. The big reveal event is the first time you inform your applicants that they’ve been accepted as members. Below are two examples of two different types of initiation that I implemented with my organizations. CS1 (Speech & Debate): I informed ...
Creating effective group policies are vital for any strong student group. These "laws" will facilitate your organization's goals and ensure that everyone is being held to an equal standard. However, before we delve into that, we must first categorize our incentives and explain how best to use them.
Reforms should be introduced at the beginning of the year. They should be specific, actionable, and based off concrete goals. The best change managers guide implementation and ensure buy in from all relevant parties.
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.
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.
Tryouts are a vital part of the recruiting process that let's you select the candidates who are most qualified for and interested in your organization. Your tryouts should thus test both the skills and cultural fit of your prospective applicants.