Leadership Transition Guide for Student Organizations

1. Cortney Loui, Coordinator-Undergraduate Student Engagement Grooming new student org leaders Fulton Student Organization Officer Transitions

2. { Group connection Prepping the outgoing officers Prepping the incoming officers Working together as a team Know thyself Taking it all in WELCOME

3. Org? Position? What do you want to learn? Why are you here? What is your org doing now for the transition? Concerns?

4. Grooming New Leaders Outgoing Officers New Officers Ask questions Focus on the team Set goals Make and implement plans • Use a checklist • Pass on information • Communicate the final details • Prepare incoming officers

5. Organize all notebooks, binders, files and electronic document files • Access to budgets, accounts, documents, etc. • Finish all necessary correspondence • Any last minute details that need to be wrapped up? Don’t leave details TBD if the officers aren’t prepared to take over. • Develop action plans and timelines for new officer transitions • When should they start communicating with members? Using the budget? Directing meetings? • Provide feedback as an outgoing officer • Find a day & time that works well for as many people as possible to assess progress made and create new goals • Have the new officers shadow you to see what you do Awesome Outgoing Officers’ Do This…

6. Share key information • Contacts • Documents (Google drive is a great option!) • Key activities, initiatives, & events • Words of Wisdom • Necessary training/transition activities • Complete the transfer of information • Ensure all space is reserved for future gatherings • Finish up all bits of correspondence • Update OrgSync • Pay their bills! • Have the new officers shadow you to see what you do Stellar Outgoing Officers’ Do This, Too!

7. Set Goals Roll Out Plans • Break them down. Be specific: how, when where, etc. • Things I want to do starting right now! • Things I want to get started on soon! • Things the outgoing officer indicated I should do right away • Do I have the skills necessary to accomplish my goal? Who else in my organization can help me? Outside resources and people? • Read the transition resources. Orient yourself to what the organization has been doing before you assumed the new position. • Mark your calendar with reasonable deadlines. Plan several months out. • Communicate deadlines to your team. Celebrate meeting the deadlines. • Clearly communicate organizational goals to your officers and members. Smart Incoming Officers Do This…

8. Retreat topics • Teambuilding • Teamwork plans • How will you communicate with each other? • How often will you meet? • Past performance evaluation • Setting goals • Planning and implementing the goals The New Officers Come Marching In…

9. What do you consider to be the responsibility of your office? • What do you wish you had done, but did not? • What did you try that did not work? Why? • How do we work with our faculty advisor? • What problems or areas will require attention within the next year? • Who/what resources were the most helpful in getting things done?   • What key relationships need to be built? • What should be done immediately? • How did you work with other officers?   • What specific paperwork is required of the officer? • Questions source: University of Virginia Office of the Dean of Students R 255G 179B 16#FFB310 R 153G 0B 51#990033 R 79G 85B 87#4F5557 R 0G 0B 0 Transition Questions to Ask

10. Shout it out! What’s your status? What questions or thoughts do you have now?

11. The FIRE Method (T.J. Sullivan) • F – Fine, fulfilling, fantastic • Keep it up! People are satisfied and growing through these programs/events • I – Improvement needed • Important, but need some reworking to make them better • R – Replace • Goal of the event is valid, but it needs to be completely reworked • E – Eliminate • Not necessary, not helpful – remove it from the calendar so you have less to worry about R 255G 179B 16#FFB310 R 153G 0B 51#990033 R 79G 85B 87#4F5557 R 0G 0B 0 Prioritizing Your Programs

12. Know your strengths & weaknesses • How do you get your energy? • Are you more of a planner or do prefer having no plans? • What’s your go-to method for solving problems? • Who makes you feel better about yourself? Worse? • What do you enjoy most about the activities/positions that you’re in? The least? • What motivates you? What keeps you going? What bringsyoudown? Makes it difficult to keep trying? R 255G 179B 16#FFB310 R 153G 0B 51#990033 R 79G 85B 87#4F5557 R 0G 0B 0 Know Thyself to Work Together

13. Team Exploration Resources • Myers Briggs Typology Indicator • Extroverted/Introverted – Intuitive/Perceiving • Feeling/Thinking – Judging/Perceiving • True Colors • Green – Orange • Gold – Blue • DISC • Dominance – Steadiness • Influence – Conscientiousness • Strengths Finder • Identifies your top 5 strengths • Some universities offer consultations and support for taking the test as a group

14. Work on the morale of your group members • Expect any changes to be accepted gradually • Be available when others need your help • Let the group members determine the group’s purpose • Share the glory • Encourage brainstorming & creativity • Be sure your group has a common purpose • Manage conflict, don’t ignore it R 255G 179B 16#FFB310 R 153G 0B 51#990033 R 79G 85B 87#4F5557 Cool leaders do this with their members

15. Ideas? Suggestions? You’ve heard the spiel. Questions? Anything else?

16. Get your org rolling! Let’s keep talking! Cortney Loui Coordinator-Undergraduate Student Engagement Cortney.loui@asu.edu fso@asu.edu 480-965-3765