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.