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.
I agree with everything Beth says, and would add one more thing. Allow your new Altrusan the permission to say Yes OR No. While it may seem as if this point has been covered above, no one except the member can truly know what she is going through at any time, or whether she feels ready to take on the challenge of the new position. By all means encourage, but don't ignore the real concerns. I have been lucky to have several Altrusans who have acted as mentors since day one, to answer my questions and to listen to my opinions without the eye rolling etc. I was encouraged to move forward with the idea for the West Project with Beth herself taking on the grant writing task to help ensure a successful first project. At the time I had been an Altrusan for only four months....I am in awe of my Altrusa sisters (and brothers) and all that we accomplish when we work together.
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