Jared Gelb Camp Ramaquois ramaquois/tristate

1. Creating a Culture of Values Jared Gelb Camp Ramaquois www.ramaquois.com/tristate

2. What are your camp’s values? • This seems like a silly question, but do you know what the camp’s values really are? • Examples? • Once you decide who you are, everything else falls into place.

3. What are some examples of camps that are clear about their values? • “A Day Camp As Complete As Sleep-Away” • “Kids at my camp swim in the lake. I’ll never put in a pool.” • “We have a reputation for being extremely competitive, but we embrace that reputation.” • Others? • ? • ? *You want to be very clear about who you are, what your camp represents, and how you sell it.

4. Define your values in behavioral terms, not just lofty purpose and mission statements: • For each value, brainstorm potential behaviors that you’d be proud to see all campers and staff demonstrate when they’re modeling this value. • Can you assess someone’s demonstration of this behavior by watching and/or listening to their interactions with campers, staff, and parents? • How do you hold people accountable to your values? Consequences? • How committed are you to your values? Do you demonstrate commitment to the long-term process? • This last part is difficult in today’s challenging climate.

5. How are your values communicated to your staff? • The biggest challenge: to get your leadership and general staff to “act as one” between strategy and culture. To do this, know that: • Teenagers/college-aged staff seek more intangible benefits; leaders look at tangible things: revenue, enrollment, budget. • Employees WANT a purpose in their work, to make a REAL difference. • Emphasizing VALUES is a great way to fulfill the needs of your staff!

6. What’s the process for getting staff on board? Keep it simple. Give specific examples. Be repetitive. Get up close and personal. Make the teaching of values a central part of your staff training. Reward the emphasis of values. Be repetitive.

7. What if the staff doesn’t believe it or doesn’t buy in? Re-evaluate your message. OR Continue training them until they get it. OR Get rid of them!

8. How are your values communicated to • Embed your values in every, single aspect of your camp! • If your value is “always try your best,” make sure it’s communicated by every staff member at every activity. • Be consistent in your message. • Same phrases, same wording, very repetitive • Reward it! Make it fun! • Kids like to be recognized in any way, and they love to enjoy their time at camp! your campers?

9. How are your values communicated to parents? • What are you telling parents? • It starts with your first contact. • Share your philosophy and values with them. • You need to communicate a consistent message. • How are you marketing your camp? • Most camps focus on the “stuff” rather than values in their promotional/marketing materials. • What does your website/brochure emphasize? • Give examples, be specific, tell stories.

10. Some tips for changing your culture: • Be real. Don’t be cheesy. Avoid being like Barney. • Make values a regular part of the things you already do well. Don’t invent new “values” programs; kids and staff will see right through it. • Involve as many people in the process as possible. Don’t dictate terms; instead, engage them, inspire them, encourage them, lead them.

11. What are some of YOUR thoughts? Suggestions?

12. Thank you! Jared Gelb Camp Ramaquois Pomona, NY jared@ramaquois.com www.ramaquois.com/tristate