Sampson Scogtt
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Sampson Scogtt Presentation Transcript

  • 1. Training new leaders for effective leadership transition Scott Sampson
  • 2. Clemson FCA
    • Largest in the nation
    • 9 students form the leadership team that runs FCA
    • Each leadership team only serves a one year term, lasting the school year
    • FCA’s purpose – reaching Clemson’s campus by loving others while loving God
  • 3. FCA’s weakness
    • Each leadership team only serves a one year term
    • Leads to momentum loss
    • Lack of continuity
    • Drop off in attendance for FCA weekly meetings
    • Some times rough transitions between one leadership team and the next
  • 4. Finding a solution
    • First, properly train the new set of leaders before their term begins so they are prepared for their leadership term
    • Before that, find people that possess qualities of a successful leader. The search for candidates is important.
    • Use the ADDIE model to better serve this two part process
  • 5. ADDIE
    • Analyze
    • Desgin
    • Develop
    • Implement
    • Evaluate
  • 6. Using ADDIE for FCA
    • Analyze – search for people that possess characteristics to be an effective leader
    • Traits such as accepting responsibility, being open to feedback, expressing gratitude.
    • Also portray traits such as patience, determination, energy, organization, and creativity, among others
  • 7. Design Stage
    • Design – Who is involved with the decision-making process to see who is chosen for the next leadership team?
    • The current leadership team receives recommendations for new leadership
    • Applications are sent to those recommended
    • Interview process takes place for new leadership position
  • 8. Development stage
    • Development – take what came together in the design stage and make it come to life
    • Receive recommendations after Thanksgiving break
    • Read applications of recommended over Christmas break
    • Interview in early January instead of late January, allowing more time for training
  • 9. Implement Stage
    • Implement – put the plan in place and see if it’s effective
    • Application focuses on anticipating leadership qualities in those applying
    • Interview – look for separation from one candidate to the next
    • Take the time to properly train and educate the new leaders, leading to a smooth leadership transition
  • 10. Evaluation
    • Evaluate – was training effective and was the transition a smooth one?
    • Were people with the qualities of an effective leader found and interviewed?
    • Have to repeat this process every year to effectively choose capable leaders, train them, and smoothly transition from one leadership team to the next
  • 11. Conclusion
    • Weakness – leadership transition
    • Solution – ADDIE
    • Find people that possess effective leadership qualities
    • Properly train the new leaders, once they have been selected
    • Evaluate process to keep transitions smooth each year