Michael F. Bowman (mfbowman@CAPACCESS.ORG)
Thu, 16 Oct 1997 01:47:31 -0400
You have a potential resource pool of Scouters with lots of experience,
and unfortunately perhaps a lot of baggage. Seems like what you need is
a sorting process to find the ones you really want and a recuriting strategy.
First, let each one know that you value their knowledge and experience
and would like their advice, being young and less experienced. Invite
them to a get together and let them know that you'll be all ears.
Solicit their views on a variety of subjects and listen. This gathering
should show you some of the group dynamics of this crowd. You'll quickly
see who is still interested in working to deliver the promise to the
Scouts, who is a leader of the disgruntled, who is destructive, who is
full of helpful information, etc.
Second, after the meeting do some tough evaluations of each person. It
will be helpful to have a short list of qualifications you'd like each to
possess. Compare. Narrow down the group to those that you really want
to work with. These will be your prospects. Don't include anyone that
is going to consume more of your time with troubles than with help. Weed
out the ones that are disruptive or destructive in attitude.
Next, for each person make a list of the things you like, admire, etc.
Try to learn a little about what each of these people likes.
Meet with each one privately and do a modified recruiting pitch the same
as you'd do for someone brand new to Scouting. Let them know why you
think they are valuable, what interests you share, etc. Get their
commitment to move forward without looking back to previous troubles.
Do a few at a time until you get the full measure of the situation. You
may end up with only a few out of the group, but hopefully these will be
the ones that you really want and who'll contribute the most. If this
group isn't large enough start some recruiting from the community.
Speaking only for myself in the Scouting Spirit, Michael F. Bowman
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