Inspirational Person of the Month: Melinda Gates

A fixture on Forbes’ list of the world’s most powerful women since its inception in 2004, Melinda Gates is not just the wife of Microsoft founder Bill Gates. She is a powerhouse. A visionary. A philanthropist. And a mother.

The Bill and Melinda Gates Foundation

In 1994, Bill and Melinda began a foundation that eventually focused on putting computers (and Microsoft products) in every library in the United States. As the foundation evolved, Melinda’s influence became more profound, expanding the foundation’s reach to include initiatives in education, world health, and global poverty. In 2011, the foundation added a local focus of supporting at-risk families in Washington State and Oregon, where the Gates family makes its home.

Looking at the Human Condition

I had always admired her from afar, but as I researched Melinda Gates for our Altrusa Leadership blog, I found that one particular trait stood out for me: While husband Bill Gates is a statistics kind of guy, Melinda Gates targets world problems based on the human condition. (See this article in the Seattle Times.) Their gazillion-dollar foundation will change the world based on the needs that exist, which I find noble and inspiring in itself.

Applying Melinda Gates’ Leadership Style

Want to be more like Melinda Gates? Her leadership style has been described as inspired and hands-on. She applies her perspective and beliefs as a woman and a mother into her work as a philanthropist. With an overriding belief that no one life is more valuable than another, Melinda set her vision and is chasing it daily. She has been quoted as saying that she is an experiential learner: As a hands-on leader, she visits the places where she has determined her help is needed to get firsthand experience and better apply her strengths to help eradicate wrongs throughout the world.

What are your unique perspectives that can be segued into your work as an Altrusan? How does that shape your vision for Altrusa’s success?

Follow Melinda Gates on Twitter: @melindagates

Please comment below to share your own wisdom and thoughts.

Cultivating Leadership

by Bev Herzog

2015-2017 Leadership Training and Development Chair

Jill Bowers and her colleagues recently published “Examining the Relationship Between Role Models and Leadership Growth During the Transition to Adulthood” in the Journal of Adolescent Research. I had the opportunity to hear her speak about the summary and thought she had some great tips for ASTRA clubs and Altrusa clubs that are trying to recruit young members. Her research was on “emerging adults,” with her research subjects being 18- to 25-year-old college freshmen to graduate students.

The emerging adults identified two types of leaders—role models (political figures, Gandhi, athletes, teachers, etc.) and relational leaders (parents, friends, school leaders, advisors, etc.). They saw the most important leadership traits (in no particular order) as work ethic, drive, persistence, interpersonal skills, listening, respect, and tolerance for others. This led Bowers and her colleagues to develop a role-model–driven framework for leadership development.

The critical components to this model are for relational leaders (e.g., ASTRA advisors) to build relationships with their mentees and to model the behavior you want your emerging leaders to exhibit. Sometimes the role of the leader is to give advice to those she is mentoring, and such advice is more likely to be heard and followed if she has a good relationship with the person being advised.

Bowers concluded that the overall implications of this research are:

• If you don’t want those you hire (or your club members) to be selfish slackers, don’t be one yourself. Those were Jill’s words, not mine. But it’s good advice for any club bringing in new members. Would you want to join a club where you perceive that you’re being pushed into a leadership role because no one else is willing to step up? Sure, it’s flattering to be asked, but it also makes you wonder why no one else will help.
• Be self-aware if you want others to also be self-aware.
• Offer specific training for those who work with new hires. This could be trickier in Altrusa, but you have or can recruit members who already work with ASTRA-age students or younger workers.
• Focus on ways to keep teams (and members!) motivated through encouragement, recognition, and listening.

What are your thoughts about cultivating leadership among younger members? Please leave your comments below. Start a conversation!

Nurturing the Next Generation of Altrusa Leaders

With our focus on encouraging membership in the younger generations, and the growth that focus brings, Altrusans will soon encounter a new kind of leadership dilemma: mentoring these new Altrusans to be the leaders who take us to the next level.

Three points to remember when working with our next generation of Altrusa leaders: Avoid burnout. Listen. Empower.

Avoid Burnout

A new Altrusan is almost always enthusiastic and ready to get to work, but a steady onboarding process will reap more benefits in the long run than a fast track up the responsibility ladder. Gauge the new Altrusan’s commitment level on an individual basis, making sure he or she is fully educated on the responsibilities of the next role and that there has been a good opportunity to experience it firsthand, perhaps as a member of the committee before being a chair, or perhaps as a committee chair before becoming an officer. Remember, even positive change can benefit from knowing how things are currently run. While a well-meaning new Altrusan might think he or she is “ready” for a bigger role, and while you might think you’re helping build this person’s leadership skills, be sure to give careful consideration as to whether the fit is right at this time. Don’t deny an opportunity for growth, but rather make the move when the time is right and the budding leader is truly ready. No need to rush things and risk burnout; you want to keep this enthusiasm up for life!

Listen

New Altrusans will always have a fresh perspective, so established members should strive to afford them the opportunity to be heard. Avoid eye-rolling or pre-judging, and never say “We don’t do it that way!” Instead, listen with an open mind, questioning, “What IF we did it this way? What good could come of it?”

Empower

Empowerment is key in building leaders. If a new member steps up to volunteer, figure out a way to make that happen. Remember, if you’re concerned about that new member’s readiness or that the level of engagement could bring on burnout, delegate! Put him or her with a mentor or a partner so the responsibility can be shared. Check in often, and remember to ask what the roadblocks were and how they overcame them. Empowerment doesn’t mean giving them the keys and saying “Drive!” It involves a level of mentorship that will grow both your new leader and your mentor.

The hallmarks of an Altrusan who is ready to lead include exhibiting knowledge of how the Club/District works, being comfortable making decisions and working with other Altrusans, and enthusiasm that is founded in both of those rather than just ambition for a title. Beware of tapping a person whose ambition is greater than his or her preparedness. Make sure that person will drive Altrusa forward!

Please comment below to share your own wisdom and thoughts.

The Club Nominating Committee: Your Gateway to Better Club Leadership

by Bev Herzog

2015-2017 Leadership Training and Development Chair

Following on Beth’s blog of August 17 about getting Altrusans to step into leadership roles, the goal of this column is to provide a practical method of implementing these ideas by enlisting your club  Nominating Committee to help. This committee is one of the most important committees in your club, yet it’s one that often receives the least attention. According to the International Bylaws (Club Bylaws, Article XIV, Section 2), “The Nominating Committee will be elected by the membership at least eight (8) weeks prior to the March business meeting and will consist of no fewer than three (3) members. The individual receiving the largest number of votes will serve as chairman.” Following this policy, many clubs wait until midyear to hold their election, leaving committees scrambling to put together a slate by their March business meeting and sometimes settling for people who happen to be home when they call. Obviously, this is not an idea solution.

I suggest you elect your committee soon—no later than October, and the sooner the better. Why? Because the Nominating Committee’s responsibility is to put together the best possible slate. They also need time to identify, mentor, and encourage potential leaders. To do that, they need to pay attention at club meetings and other activities to learn who comes, is engaged, and is willing to step up—in short, who has placed importance on their Altrusa membership by making a commitment to it. 

Let’s look at the three reasons Beth identified as reasons someone might decline a leadership position and what the Nominating Committee can proactively do to lessen the chances of a no.

• She thinks she isn’t qualified.” By observing a member over a few months, the committee can learn a member’s strengths for a specific position and use this information when they ask someone to serve. Rather than say, “We’d like you to serve as president-elect,” it’s much more persuasive to say, “We’d like you to serve as president-elect because you….”
• “She thinks she’s already overcommitted and this role would take too much time.” The committee can pay attention to what is actually required in each position, especially if the committee members haven’t held all of the leadership roles. They can then tell prospective candidates what the actual requirements are and suggest things that could be delegated to other club members. They can also let prospective leaders know that they appreciate that everyone has a different leadership style and that no one is expected to be a clone of his or her predecessor.
• “She thinks she would not like the role.” Committee members can get to know their members better by sitting and chatting with them at dinner meetings. They can learn their hobbies, skills, and interests to better match them to a specific leadership position.

If clubs put more of an effort into identifying and cultivating potential leaders through their nominating committees, they may find more people willing to step up and have fewer last-minute scrambling for slates of officers.

Please comment below to share your own wisdom and thoughts.

The Art of Persuasion: Getting Altrusans to Step Into Leadership Roles

You’ve been there, done that, and bought the T-shirt, but why won’t Sally Scaredy-cat commit to taking on a leadership role?

My guess is that it’s any number of reasons, including:

• ·         She thinks she isn’t qualified.
• ·         She thinks she’s already overcommitted and this role would take too much time.
• ·         She thinks she would not like the role.

But we’ve heard story after story from Altrusans whom we admire telling us they would never be the person you see had it not been for the opportunities they’ve had through this organization. As leaders, our role is to nurture the next generation of leaders. (Look for a blog post on that very topic later this month.) But first we have to get them to commit to taking the role. Here are some thoughts to consider before responding to a potential leader with an excuse.

‘I’m Not Qualified!’

Mamie L. Bass answered this one best: Altrusa is a builder of women (and men). None of us was qualified when we took on our first leadership role. The way to gain experience is by getting our hands dirty. We’ve been told that Altrusa is a place where everyone supports you and no one will allow you to fail. Be sure your new leader knows that he or she will have all the support needed—then provide it.

‘I’m Too Busy!’

Everyone has demands on their time, and not one of us can judge another’s level of commitment. The “I’m too busy” reply as an excuse, though, could stem directly from being uneducated on the level of effort required for the role. Be sure to fully explain the responsibilities, including expectations and estimated time commitment, and be prepared to answer all questions.

Sometimes, she might be right: The time in her life might be a hectic one. Be aware, be respectful, and don’t force the issue. And as a leader yourself, keep in touch with this member to see if Altrusa can be of any help during her time of stress. If appropriate, place her in a mentoring role to give her a head start when she is ready to accept a role of responsibility.

If indeed the time or effort commitment is too steep but your potential leader is still interested, consider shared responsibilities. A co- or vice position instead of a full committee chair or high office would split the responsibilities and allow her to get her feet wet while still stepping up. And shared responsibilities also opens the door for another potential leader to serve.

‘That’s Not for Me!’

Matching leadership skills with leadership roles is an art in itself. Make sure you understand her interests so you can match her to an appealing role. Having a frank discussion with a potential new committee chair or officer can help do that. Sometimes, an aspiring leader might want to branch out and try a different kind of role—the professional journalist might not want to be Communications chair, for example; she might want to see how many new members she can bring in as Membership Development chair! That’s part of growth and an admirable trait to cultivate.

Whatever happens, don’t give up. You have recognized qualities in this person that are great assets for your Club. Cultivating those qualities will greatly benefit you—and that leader! Check in with him or her frequently to provide as much mentoring as possible. The investment will pay off.

Please comment below to share your own wisdom and thoughts.

Three Leadership Sources to Follow

Of course, you’re now getting a good dose of leadership wisdom from your 2015-2017 Leadership Development Committee … but if that’s just not enough, try these sources for a unique perspective. Take some time to review each of these thought leaders through all their delivery channels. Don’t forget to share with your friends, and send feedback to the Leadership Committee! We want to hear your take on what leadership means and how you implement it in your Clubs and Districts.

Be Leaderly

Just over a year old, Be Leaderly is one of our favorites already. While its mission is to “provide the career strategies that help you lead, climb, and thrive as a rising woman of influence,” Be Leaderly is an example for everyone at all stages of leadership.

Recent tidbits of insight included topics like

• ·         The Will to Be Strong—Do You Have it?
• ·         5 Ways to Be a Leader, Not a Manager
• ·         Great Leaders Know When to Step Aside

Be Leaderly offers several options for keeping up with them. Check out their website, where you can sign up for email updates, or follow them on Facebook, Twitter, Instagram, and Pinterest. Following their Facebook page, for example, will give you a daily dose of leadership wisdom—a short burst of inspiration via a simple meme or a link to more in-depth thoughts from a blog post. Be Leaderly puts thoughts into words so you can mull it over and put your own thoughts into action.

www.beleaderly.com   

A Mighty Girl

Look no further for a source of empowerment for girls. A Mighty Girl is reaching the future generations of women leaders during their formative years with products, books, and success stories, all designed to squash suppression and bring out the best in our girls—and in the parents who are raising them to have no fear.

Of particular interest to Altrusans might be A Mighty Girl’s Facebook presence, which posts daily inspiring profiles of Mighty Girls from history. Recent profiles included suffragist Lucy Burns, English author Beatrix Potter, and even our own Eleanor Roosevelt. The site also has a book pick of the day, and it frequently posts stats supporting current buzz-topics like encouraging positive body image.

These sharable posts include related book and product resources that could be used to satisfy the curiosity of a Mighty Girl that you might know, to enrich a literacy unit, or to expand a service project aimed at strengthening self-esteem in young women.

www.amightygirl.com

Disney Institute

A leader in professional development training, Disney Institute harnesses the success of Disney business practices to teach its students how innovative thinking can be the catalyst for amazing change right where you are. And you don’t need to be a client to reap those benefits.

Followers of Disney Institute’s LinkedIn profile, for example, will get periodic links to blog posts on relevant topics like

• ·         What Are You Doing Now to Influence Your Leadership Legacy?
• ·         7 Ways to Achieve Better Work-Life Balance
• ·         Learn Our Approach to Building Brand Loyalty

That last one really resonated with us. Wouldn’t we like Altrusa to be as much of a household name as Disney? If you recognize that the way things are isn’t working, and you want to learn how to change the way you think, become a follower of Disney Institute.

www.disneyinstitute.com

Please comment below to share your own wisdom and thoughts.

Why Credit Should Be Given When It’s Due

It’s so tempting, isn’t it, to snap up someone else’s great idea and implement it in your own little corner of the world? Nobody will be the wiser, you might tell yourself, and besides, there’s no ownership to this great idea, so what’s the harm?

News flash: True leaders don’t do that. And here’s why.

People work hard, and they notice when you steal.

As someone whose creative genius has been “borrowed” without credit on numerous occasions, I can tell you that there are two sides to the coin. On the positive side, it’s nice to see that other people appreciate my work and ingenuity, and that they recognize that my ideas are working for the organization. The other side—and there might be a reason it’s called the “backside”—finds me growling because the wrong person is reaping personal benefits without lifting a finger, and that person is pulling the wool over the eyes of folks who matter to me, and in many cases, they’re doing it wrong. I’m working on not letting that bother me, but if I am being honest, it still does! If you’re one of these people, please swallow your pride (or guilt) for a minute and read on.

The simplest fact is that true leaders recognize that everyone has something to contribute, that those people are proud of their contributions, and that they will continue to offer their talents if they are properly recognized. Most people already get that, and that alone should be enough to persuade folks to properly credit their sources.

That’s not always the case, so I offer two more points: The person who originated the idea probably has more of them, and you’re still going to be the hero when all is said and done. But if you call out that person who helped get you there, chances are the outcome will be even better—for both of you.

There’s more where that came from.

Chances are, this random idea you’d like to appropriate on a whim was probably well thought out, and the thought process behind it might actually help you take the solution to even higher levels. In fact, some of the rejected ideas might even be better in your situation. Seek out the originator of the idea and pick her (or his) brain. Become a team. Collaborate. Think big.

You still look good.

Stop being paranoid that you’ll never get anywhere. You did find the idea, and you recognized its worth as a viable solution for you. If you simply pass it off as your own, you’ll be seen as having done your job. If you elect to stand in triumph, clenched fists raised in solidarity, with the person with whom you have collaborated, higher-ups will still notice, and the “credit” will be applied to you both individually—PLUS you get the added bonus of being seen as someone who works well on a collaborative team, AND you get the respect (instead of the ire) of the person who originated the idea in the first place. Get it?

There’s enough success to go around. True leaders practice giving credit. Be a true leader.

Please comment below to share your own wisdom and thoughts.

Welcome to the Leadership Blog!

The 2015-2017 Altrusa International Leadership Committee is pleased to launch this blog as a resource to the thousands of Altrusans (and future Altrusans) around the world who are building their leadership skills daily through Altrusa membership.

Led by Chair Bev Herzog, the team will post here at least every Monday morning, with other posts as topics or current events come up. We will cross-post to our Facebook group page to include a downloadable PDF of the post that is free for Altrusans to download and reproduce as handouts in their Club meetings or as articles in their Club or District newsletters. Other uses can be authorized by the committee.

We want to hear from you about topics you would like to see addressed. Remember, blog posts are not long, so if we only scratch the surface of a topic, or if you would like more in-depth information, let us know so we can do a series that will cover all your needs. Don't be scared to speak up!

Soooo .... What topics are you most looking forward to seeing?

We look forward to serving you this biennium!