Transcript Slide 1

Module 04 of the series
for Group Leaders
NEXT
04 About this self tutoring module
This interactive module
is based on the New
Zealand publication
called “ An Operating
Guide for Managing a
Scout Group”.
It is designed for Group Leaders
who are unable to attend a
training course, or who prefer to
learn at their own pace at home.
BACK
There are 9 of these interactive
modules in the series and they may
be downloaded free of charge from
this website:
region1.scouts.org.nz/
Note:
Click the BACK and NEXT buttons
to navigate through this module.
NEXT
04 A vital role in Scouts
Group Leaders are without a doubt the
most important of the leaders in SCOUTS,
as without their support and leadership,
the section leaders in the Scout Group will
become despondent and eventually leave
the Movement.
Kea, Cub, Scout and Venturer Leaders are
focussed on the day to day running of the
sections in the Group. They seldom have
time to look at their own personal
development, recruitment strategies, the
maintenance of equipment and property,
and the growth of the Group as a whole.
And that’s as it should be, because that’s
the Group Leader’s role.
BACK
Position Descriptions for Group
Leaders, Section Leaders and Zone
Team Members are found in the
appendix of the “Managing a Scout
Group an Operations Guide”
View your Key Tasks……
NEXT
04 Train and support the Leaders
A ‘feature’ of Scouting is that for many
appointees, being a leader in SCOUTS is
their first experience of a leadership role.
This means that training new leaders will be
a top priority if you don’t want the sections
to start failing while the new leaders try
valiantly to cope with the new tasks and
procedures that confront them.
None of the tasks are particularly onerous
for an experienced or partially experienced
leader.
BACK
But when things go wrong, an
inexperienced leader is bound to
stress and often procrastinate, to the
detriment of the section involved.
Often Leaders will change sections.
When this happens they need to
retrain by attending the section
specific parts of the Initial training
course and the Practical Skills sessions
for the new section.
Cubs is not a slightly older Kea Club,
and nor is Scouts a older Cub Pack.
Each section is run quite differently to
suit the age group.
NEXT
04 Everyone should have a task
Most people respond well to being
given a responsibility, especially if it’s
one they enjoy and agree to do.
Another person may be a good
organiser. Perhaps they organise
the outings and camps etc.
If you have four Cub Leaders working as
a team, encourage them to become
responsible for some specific parts of
the meeting.
The same applies to committee
members. Try and give each a role
and have them report on progress
at each meeting.
A person who is always early could be
responsible for opening up the hall and
setting up the ‘coming in’ game.
Avoid appointing two or three
people to organise something.
A person good at detail work might keep
track of award scheme progress.
BACK
Appoint one person and suggest
they collaborate with several
others if needed.
NEXT
04 Mentors are valuable
In addition to your Zone Leader and
Zone Training Leader, have a look
around the table at Zone meetings and
see if there is another Group Leader
who is well respected and who you
feel comfortable with. Consider
approaching them when you are
puzzled or undecided about something
and see if they can offer a few options.
Sometimes you will find a tutor at
training who you are comfortable with.
Usually such people are only too
happy to respond to your queries and
help you decide what to do.
BACK
Look also for potential mentors for your
new leaders. See who you think they
might work comfortably with .
Sometimes it’s better to offer two
people as potential mentors and let the
new Leader decide.
You are not restricted to your own
Group. Sometimes there are
exceptional Leaders in nearby Groups
who may be prepared to encourage
and share their knowledge with your
new leader. (talk to their own GL first
though)
NEXT
04 Acknowledging performance
Informal recognition
Formal Awards and Certificates
If you are looking to keep self
motivation high in your team and get
excellent performance, then a simple
“well done” when it’s merited is a
great way to do it.
Scouting acknowledges service by
awarding certificates for 3 yrs and 5yrs
service and at 5 yearly intervals
thereafter. Request these from the
Regional Office.
But be specific. Mention the
particular action or event that was
good and then say so to the team or
an individual.
There are also ‘Awards’ for Good
Service that may be made after 10
years, 15 years and 20 years service
You might say “ Taylor, the outdoor
exploration you organised tonight was
great. The Cubs enjoyed themselves
and learned something new. Well
done”.
BACK
View the “Awards for Good Services
application and the criteria for these
awards is here.
NEXT
04 Acknowledging performance
Social Interaction
A group of people needs social
interaction in order to become a team
and the wise Group Leader will look for
ways to foster and build an effective
team whose members enjoy each
others company.
There needs to be a balance between
committee meetings, section nights, and
social activities where partners or
spouses and family members can be
involved and acknowledged.
BACK
Ideas for social
interaction
Here are some ideas that may help
bind the adults in the Group into an
effective team:
1.
2.
3.
4.
5.
6.
7.
Working bees and fundraisers
BBQ for the Leaders’ families
Midwinter Christmas Social
Zone Social (book a table)
Zone Award night (book a table)
Group family camp
Group picnic
NEXT
04 Annual reviews with leaders
Oh dear ! Scary stuff?
Not really. We are talking about an
informal chat with each leader in the
Group towards the end of each year.
Here are some starter questions
How are you enjoying your role?
What have you enjoyed the most this year?
It might be in the kitchen while you
are making a cup of tea, at a camp
when the leader is free, or it might be
after a meeting. We are talking about
10 to 15 minutes at the most.
What would you change if you could?
It’s mostly about you listening
carefully and being non judgemental.
It’s about finding out what the leader
would like to do next and trying to
accommodate those interests.
If they want a change or training, organise it
as soon as possible and tell them what you
have arranged. Tell the other team
members as well if appropriate.
BACK
Are you happy in your current role or would
you like a change?
What can I do to make things easier for you?
NEXT
04 Check your understanding
Click what you believe is the correct statement
1. Where would you find
position descriptions for a
Group Leader?
In the back of the “An Operations Guide for
Managing a Scout Group” found on the
National Scout web site
In the “An Introduction to Scouting for new
leaders” booklet.
2. Some of your leaders are
changing sections. Do they
need retraining?
No. Once they have done Initial and
Practical training they can work in any
section.
Yes. They need to do the section specific
topics in Initial training, and the same in
the Practical skills section.
BACK
NEXT
04 Check your understanding
Click what you believe is the correct statement
3. Service certificates available
from the Regional office are
due:
After 5 years service and every 5 years
after that.
After 3 years service and then at 5 years
and every 5 years after that.
4. Annual reviews are:
A formal interview between the Leader and
the Group Leader where a leader’s
performance is reviewed.
An informal and relaxed process where a
Group Leaders finds out how the leader
feels about the role and if any changes are
needed.
BACK
NEXT
04 This module is complete
Congratulations. You have completed
the Group Leaders training module 4
Please click on this link and advise the Zone Training Leader.
The modules in this series are:
• GLs Support – 1. Scouts is a value based organisation
• GLs Support - 2. The Group, the committee, the AGM and you
• GLs Support - 3. Recruiting and inducting adult volunteers
• GLs Support - 4. Supporting your Group team
• GLs Support - 5. Leading by example
• GLs Support - 6. You are not alone
• GLs Support - 7. Communicating effectively
• GLs Support - 8. Planning and development
• GLs Support - 9. Protecting SCOUTS assets
BACK
EXIT
Correct !!!
Well done, you understand SCOUTS approach on this.
BACK
Correct !!!
Well done, you understand SCOUTS approach on this.
BACK
Sorry !
Each section in Scouting uses different
methods and techniques. For this reason
when a leader changes sections they need to
attend the ‘Programme’ and ‘Award Scheme‘
part of the Initial Training, and the Practical
skills sessions for the new section.
BACK
Key Tasks for a Group Leader
1. To recruit and appoint leaders for each section and with the Zone Section
Leaders assistance.
2. Organise attendance at training so that each section has sufficient competent
and enthusiastic leaders who work as a team.
3. Observe the Risk Management Policy of the Movement and regularly
promote and remind members of its importance.
4. Endeavour to build and maintain adequate membership levels by constant
recruiting of both youth and leaders.
5. Encourage leaders to attend and complete:
1. the ‘Initial Training’ so they become competent leaders quickly.
2. the ‘Practical Training’ within 12 months of taking out a warrant.
6. Monitor the quality and balance of the section programmes on a regular basis.
7. Run at least one Group Council meeting for the leaders each school term
8. Ensure that the Group has an effective Committee that meets regularly and that
they and the leaders work as one team.
9. Ensure that the Group membership, administrative records and financial records
are kept current and in accordance with the rules and requirements of SCOUTS
New Zealand.
Keep in mind that number 9 can be delegated.
BACK
Sorry!!!
That is not correct. Please try again.
BACK
Sorry!!!
There is a generic leadership Position Description
in the “An Introduction to Scouting for New
Leaders” booklet, but it is intended for section
leaders and doesn’t address all the functions that
apply to the Group Leaders role.
BACK