Adult Leader Training in North Yorkshire

1. Adult Leader Training in North Yorkshire Module 13: Growing the Movement Welcome to the course! July, 2006

2. Growing the MovementSession details as follows: • Opportunities to grow • Planning Growth • Recruiting adults • Recruiting Young People • Moving on • Waiting Lists

3. Aim of the Course: To cover ways in which an adult working with a Section can work with their GSL/others to plan and implement growth in their Group and Section

4. There are 10 overall objectives for this Module: • Outline opportunities to grow the Movement • Explain the benefit of a Group Development Plan • Describe the process for creating a Development Plan • Describe the Six Step Approach to the recruitment of adults • State the principles of the key stages in the induction of adults • Describe effective ways of recruiting young people • Outline the role of Moving On and Membership Awards in supporting the transfer between sections • List the potential “Moving On” problems • Describe valid and attractive methods of encouraging successful transfer • Describe how to manage waiting lists effectively

5. Opportunities to growWe grow through: • Retention of adults and young people • Recruitment of adults and young people • Increasing provision through: waiting lists, mixed Scouting, new sections/groups

6. Opportunities to grow • We succeed with adults if the job is enjoyable and worthwhile; and if training is meaningful • We succeed with young people if the programme is attractive; if leaders are effective; and if transfer between sections is well managed Planning and Prioritising are always important!

7. Opportunities to grow How effective are you and your Section/Group in terms of Retaining, Recruiting, and Increasing the provision for Scouting in your local community?

8. Planning for growth: developmentA key point is that every Group should have a Growth Plan! • Growth is a process which involves thinking ahead • Growth starts with an understanding of NEEDS • Growth is about Targets • Developmental thinking is set in the context of time: (a) backbearings as point of departure; (b) looking forward as aspiration; (c) realism about the present • The Growth Plan has these elements: People, Time, Place/Space, Method, Energy! • In a good Growth Plan there will be some or all of these: Deconstruction; Overview; Projection; Outreach; Commitment

9. Planning for growth: developmentA Practical Group exercise In small groups, list and prioritise all the opportunities for growth you can identify in your Scout Group. Choose three “top priorities”. Set targets and a time scale for achieving them. Record your plans on the sheet provided, then report back to the rest of the wider group here on the course

10. Recruiting Adults: the Six Step Approach • Define the tasks that need to be done • Identify the skills and qualities needed • Generate a list of those who can do the job in question • Target the best choice • Ask that person to help • Offer support and welcome the individual into Scouting

11. Recruiting Adults: strategies • Recruitment stand • Using parents of youngsters • Parents’ rota • Breaking down jobs • Parents’ charter • Job share • Leaflet drop • Newspaper article/advert

12. Recruiting Adults: strategiesPractical exercises • In your group, discuss these “strategies” - how effective are they in your experience? • In your group, identify the means by which we introduce/induct/integrate new leaders; make a note of these and be prepared to report back to the whole group

13. Recruiting Young People • “tasters” • “bring a friend along” • School assembly • Leaflet drop • Newspaper advert • Word of mouth • Web site • Parish/village notice board • Stand at gala/fete/show • Stand in market place on Saturday morning • Other methods??

14. Recruiting Young People:Task How effective are methods such as “taster evenings” and “stands”? Or is it mainly about becoming an attractive colony/pack/troop offering a high-quality product and letting word-of-mouth recommendation do the rest? Discuss this question in your group and then share your conclusions with the rest of us

15. Moving On Currently 20% of Beavers do not move up into Cubs, and 50% of Cubs do not move up into Scouts Why is this?

16. Moving On It is a fact that, where the Moving on and Membership Awards are effectively used to induct a young person into the next section, “wastage” is reduced Good links generally occur in Scout Groups where Section Leaders meet regularly and work together Moving on is most effective when different sections meet on the same night in the same place, at different times

17. Moving OnTasks • In buzz groups, list the problems that can arise which prevent young people from moving on/up. Suggest ways to improve the situation • In small groups, imagine that you are leaders of a fictitious Scout Group. You need to plan an event for all the youngsters and adults in the Group which will support the transfer of Beavers/Cubs/Scouts between sections. Be prepared to give a summary of the event you have planned • Share good practice in this important area of Moving On and transfer between sections

18. Waiting Lists(ref FS 155058 Managing Waiting Lists) • In buzz groups, list the problems that can arise which prevent young people from moving on/up. Suggest ways to improve the situation • In small groups, imagine that you are leaders of a fictitious Scout Group. You need to plan an event for all the youngsters and adults in the Group which will support the transfer of Beavers/Cubs/Scouts between sections. Be prepared to give a summary of the event you have planned • Share good practice in this important area of Moving On and transfer between sections

19. Waiting Lists(ref FS 155058 Managing Waiting Lists) • How do we cope with the waiting list problem? • Do we have any solutions based on our experience as leaders?

20. Factsheets for this Module • FS 500011 “Starting a New Scout Group” • FS 391003 “Active Recruitment” • FS 155058 “Managing Waiting Lists” • FS 155058 “Guidelines for Managing Colony Waiting Lists”

21. Validating this Module • Work with others to produce and implement a Development Plan for your Section or Group • Identify new members who have joined Scouting as a direct result of action you have undertaken. Explain the action you took to enable this to happen • Explain the transfer methods between Sections, their role in Moving On, Membership Awards and age range flexibility, and how they can improve transfer of young people from one section to another • Any other idea, subject to agreement with your TA

22. Looking back over what we have covered,do you have a better understanding of: • Opportunities to grow • Planning Growth • Recruiting adults • Recruiting Young People • Moving on • Waiting Lists

23. Reflection Share with the rest of the group two ideas or insights that you will take away with you at the end of this course. How can you apply these ideas/insights to your work with Section/Group in future?