Positive Role Modeling

As the officer of an organization you are seen not only a s a leader but as a role model. Students will be looking to you for cues regarding what is acceptable behavior. They’ll be watching your actions and how you interact with others. So, here are some things to consider as you put your best foot forward:

Attitude. Are you approachable? Do you have a positive attitude toward your school, organization, and position?

Body Language. Do your postures and gestures match what your words are trying to convey? Is your body language open (relaxed posture, eye contact) or closed off (hunched shoulders, folded arms)?

Sense of Humor. Are your messages delivered in a proper tone, and with appropriate, not derogatory humor? Do any jokes poke fun at an ethnicity, group, or gender?

Confident Decision-Making. Do you make decisions with ease? What is your process? Do you come across as confident or do you tend to second-guess yourself?

Questionable Behaviors. When you engage in questionable behavior, you not only impact your own reputation but that of your organization in general. Before you do something, do you think about the consequences?

Loyalty. Do you ever sell out your advisor or a fellow Executive Board member in order to make yourself look good? Sometimes this can be subtle (“John was busy so I pretty much planned the whole program myself”) yet it can still come across as disloyal and self-serving.

Respect. Do you make it a practice to treat others respectfully? Having respect for someone does not mean you have to agree with him or her on every issue, but it does mean being open to an opposing opinion or belief.

Communication Style. Do you go directly to the source when you have a problem or do you talk around it, with people who shouldn’t necessarily be involved? Is talking about people a form of small talk that you engage in?

Remember, you represent your organization 24/7. How do YOUR actions portray your organization?

 

Servant-Leadership: Be Reflective

Each of us is the instrument through which we lead. If we want to be an effective leader, especially effective servant leaders, we need to be aware of who we are and how we impact others. As in all relationships, people react differently to our personalities, our strengths, our weaknesses, our biases, our skills, our experience, our sense of humor, and the way we talk, move, and act. We need to understand ourselves to understand how others perceive us.  What we learn about ourselves often depends on the feedback others give. We need to be reflective over that feedback, and not react too quickly. If someone criticizes you, try not to instantly be offended. Take a moment to try to hear what the person is trying to tell you. Take time to think about how you behave, and why. Consider whether there are other, better, more appropriate, more effective, more thoughtful ways to behave.  Taking time to focus on how you lead and why will give you a chance to restructure what is no longer working and keep the things that are.

Being a servant leader means that you are constantly evolving in your leadership style while working to find a method that allows you to help the largest amount of people. This process takes self-awareness as well as self-reflection. This process can be uncomfortable, but it is worthwhile. Don’t be discouraged if you haven’t found your style yet- keep working!

If you’re interesting in receiving funding for service opportunities this semester please contact Steph Reif, Vice President for Community Service.

 

Leadership begins with you, but ends with team work.

Leadership begins with you, but ends with team work. Being a leader isn’t about doing everything yourself.

As a leader, having the feeling that nothing will get done right unless you do it yourself is not uncommon. What you have to realize, however, is that you can’t do everything yourself and you’re going to have to depend on others. Trusting others with tasks that you are responsible for can be difficult, so here’s my advice on what to do.

1.       Surround yourself with people who seem to have it together. As you must rely on this team – do what you can to pick capable people that you can trust. Even if you love someone as your friend, thinking about who is best for the job is most important. Unfortunately, if this is an executive board of a club, you may not have a choice. Regardless, move on to suggestion number two.

2.       Assign sizable jobs that one person (or a small group) can definitely handle, and give them MORE THAN adequate time to complete the job. This way if they procrastinate (which they probably will) you can still get it done by the deadline.

3.       Once you give someone a job – remind them about it often. They may call you annoying, but if the job gets done then you properly followed through. Plus, we’re all human and we forget things from time to time –which brings me to suggestion number four.

4.       We’re all humans and we all make mistakes. This, for me, is the hardest part. Giving second chances. People make mistakes, and although it is frustrating, giving them a second chance to be responsible and prove you wrong can be rewarding. On the other hand, if they’ve gone past the second chance – they may not be future leadership material at all, and should not be considered when suggestion number 1 comes around again.

With these suggestions, it is much easier to handle all of the trials and tribulations of being a leader with grace.

~CHC Student Leader

SMART Goal Setting

Early in the semester, an organization comes together to set goals for their team. They ask themselves, what do we wish to accomplish by the end of the year, and what is a plausible goal for our team? When setting goals, remember to keep it SMART!

Simple & Specific. Remember to keep your goals as simple and clear as possible so everyone will understand and keep them in mind while working toward them.

Measurable. Make your goal measurable. Track the time it took from when you started until when you accomplished the goal. An example is: “We started with $100 and at the end of 3 months, we reached $1,000.” Don’t be afraid to use numbers to measure your success.

Attainable & Accountable. The goal is achievable; it is not an impossible task. Assign tasks to people and hold them accountable both when things go wrong and when things go right.

Realistic & Relevant. The goal falls into the description of our mission statement. It is an important task that we must accomplish and we have the resources to do it.

Timely & Time Bound. Now is the time to set this goal and reach it. We have the time to do it and we’ve set a realistic time frame to achieve our goal. Time management is important!

 

Servant-Leadership: Unleashing the Energy and Intelligence of Others

During your time in college thus far you have probably needed to work in a group at least once. Whether it be on a group project, in a club, or on a team- you have had some exposure to group work. Some people dread the idea of needing to rely on others to complete part of the required task. Here is a bit of advice for this type of person: take a deep breath, and remember that by stepping back you’re empowering others.

After coaching your friends and colleague, a servant-leader helps to unleash the energy and potential of those around them. People need experience making their own decisions, because an occasion may arise when they need to be the leaders, or make decisions that they normally don’t make. Those of you who may be more natural leaders and not always going to be there to help out, so it’s good to let everyone have a turn taking the lead. Remember, it doesn’t make sense to have a lot of people in a club, or on a team but only allow a few use their full potential. Servant-leaders unleash everyone and encourage them to make the maximum contribution they can make to the organization and the people it serves.

Interested in learning more about the community engagement initiatives this semester? Look for us at your upcoming club council meetings!

 

WHEN TO FOLLOW, WHEN TO LEAD

Effective leaders have natural abilities to create and oversee effective groups. However, good leaders also know when it is time to stop leading and start following. As a student organization leader, this is a distinction to begin understanding — a skill you need to cultivate. A true leader knows that is it is important for others to share in leadership roles in order to build up new leaders for upcoming years. Therefore, they don’t try to misuse or overextend their authority, their talents or positions. Learn to distinguish when your leadership is required and when it is not.

Leading:

  • Set an example, if you are on time and prepared for meetings, others will follow your lead
  • Get control of the situation: if you see members being noisy and disrespectful during meetings, take strong leadership action and get things back on track
  • Encourage others to shine: Don’t hog the limelight

Facilitation/Following:

  • Small group discussion: YOU should not be the main attraction
  • Conflict resolution: Show organization members how to resolve their own conflicts rather than doing it for them
  • Greater understanding: Your role involves facilitating connections between people and increasing their awareness