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Sampson Scogtt

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Sampson Scogtt

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

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