Commissioner Service — Key Components in Providing a Quality Program
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Commissioner Service — Key Components in Providing a Quality Program Creating Accountability with Commissioners Rick Hillenbrand Council Commissioner National Capital Area Coun [email protected]
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Commissioner Service — Key Components in Providing a Quality Program. Creating Accountability with Commissioners. Rick Hillenbrand Council Commissioner National Capital Area Council [email protected]. Accountability 101 - Where to Start. Establish expectations - PowerPoint PPT Presentation
Transcript of Commissioner Service — Key Components in Providing a Quality Program
Commissioner Service — Key Components in Providing a Quality Program
Creating Accountability with Commissioners
Rick HillenbrandCouncil Commissioner
National Capital Area [email protected]
Accountability 101 - Where to Start
Establish expectations
• Roles, Responsibilities & Expectations
• Position Descriptions
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
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
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
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
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.
