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Commissioner Service — Key Components in Providing a Quality Program

Commissioner Service — Key Components in Providing a Quality Program. Creating Accountability with Commissioners. Rick Hillenbrand Council Commissioner National Capital Area Council scouting@cox.net. Accountability 101 - Where to Start. Establish expectations

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Commissioner Service — Key Components in Providing a Quality Program

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  1. Commissioner Service — Key Components in Providing a Quality Program Creating Accountability with Commissioners Rick Hillenbrand Council Commissioner National Capital Area Council scouting@cox.net

  2. Accountability 101 - Where to Start Establish expectations • Roles, Responsibilities & Expectations • Position Descriptions

  3. Lead by example If your actions demonstrate you aren’t accountable • …..You just set the real standard “Walk the talk” • Encourage continuous, open dialog between “senior leaders” and “front line leaders” • Visit your “units” (Service Areas, Districts) at roundtables, meetings, CAMPOREES, summer camp, etc. • Talk to the “troops” (those not wearing silver/gold tabs) Be responsive

  4. Hold people accountable You get what you measure • Performance • Tasks and Action Items Periodic performance evaluations and feedback Obtain commitments What do your meetings focus on? • Your agenda documents what is important • Meeting agenda triage • Sometimes you can’t cover every topic

  5. Be Human - be compassionate This is a volunteer position • Motivational factors are not the same as a paid position Ask don’t tell • More critical than when paid • Lead by coaching and mentoring – not by driving Friendship and camaraderie • Shared goals and objectives; a feeling of caring Success Breeds Success • Establish a climate that publically recognizes success • District Award of Merit & Silver Beaver nominations

  6. If All Else Fails…… When (not if or where) necessary, action is taken to improve performance • Up to and including “FIRING” those that refuse to be accountable We don’t really fire volunteers. We reassign them to positions “More consistent with their available time, desires & strengths.” • But you have to be able to “pull the trigger” • However, be careful of: • “Paralysis by analysis” • “Buck-fever” • Second chances work • Reassignment

  7. Four “Secrets” to Accountability • Establish Expectations • Obtain Commitments • Measure Performance • Reward Success Accountability is valuable to ensure the quality of the program at all levels, from top to bottom. In large organizations SELF POLICING accountability should be quasi-MANDATORY.

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