The document discusses using the ADDIE model to improve leadership transition for the Fellowship of Christian Athletes (FCA) organization at Clemson University. It notes that FCA's leadership teams only serve one-year terms, which leads to momentum loss between teams due to a lack of continuity and training for new leaders. The ADDIE model is proposed as a two-part process to better select candidates for the leadership team and train them, in order to make the transition between teams more smooth.

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