Learning how to transition your organization officer team can be challenging. This provides resources & tips to get started!

1. Grooming new
student org leaders
Cortney Loui, Coordinator-Student Engagement
Fulton Student Organization Officer Transitions

2. WELCOME
Group connection
Prepping the
outgoing officers
Prepping the
incoming officers
Working together
as a team
Know thyself
Taking it all in

3. Why are you here?
Concerns?
What do you want to learn?
What is your org doing now for
the transition?
Org? Position?

4. Grooming New Leaders
Outgoing Officers New Officers
• Ask questions
• Focus on the team
• Set goals
• Make and implement plans
• Use a checklist
• Pass on information
• Communicate the final
details
• Prepare incoming officers

5. • Organize all notebooks, binders, files
and electronic document files
– Access to budgets, accounts, documents, etc.
• Finish all necessary correspondence
– Any last minute details that need to be
wrapped up? Don’t leave details TBD if the
officers aren’t prepared to take over.
• Develop action plans and timelines for
new officer transitions
– When should they start communicating with
members? Using the budget? Directing
meetings?
• Provide feedback as an outgoing officer
– Find a day & time that works well for as many
people as possible to assess progress made
and create new goals
– Have the new officers shadow you to see what
you do
Awesome Outgoing Officers’ Do This…

6. • Share key information
– Contacts
– Documents (Google drive is a great option!)
– Key activities, initiatives, & events
– Words of Wisdom
– Necessary training/transition activities
• Complete the transfer of information
– Ensure all space is reserved for future
gatherings
– Finish up all bits of correspondence
– Update OrgSync
– Pay their bills!
– Have the new officers shadow you to see what
you do
Stellar Outgoing Officers’ Do This, Too!

7. Smart Incoming Officers Do This…
• Break them down. Be specific: how,
when where, etc.
– Things I want to do starting
right now!
– Things I want to get started on
soon!
– Things the outgoing officer
indicated I should do right
away
• Do I have the skills necessary to
accomplish my goal? Who else in
my organization can help me?
Outside resources and people?
Set Goals
• Read the transition resources.
Orient yourself to what the
organization has been doing before
you assumed the new position.
• Mark your calendar with reasonable
deadlines. Plan several months out.
• Communicate deadlines to your
team. Celebrate meeting the
deadlines.
• Clearly communicate organizational
goals to your officers and members.
Roll Out Plans

8. The New Officers Come Marching In…
Retreat topics
• Teambuilding
• Teamwork plans
– How will you communicate with each
other?
– How often will you meet?
• Past performance evaluation
• Setting goals
• Planning and implementing the goals

9. R 153
G 0
B 51
#990033
R 255
G 179
B 16
#FFB310
R 79
G 85
B 87
#4F5557
R 0
G 0
B 0
Transition Questions to Ask
• What do you consider to be the responsibility of your office?
• What do you wish you had done, but did not?
• What did you try that did not work? Why?
• How do we work with our faculty advisor?
• What problems or areas will require attention within the next year?
• Who/what resources were the most helpful in getting things done?
• What key relationships need to be built?
• What should be done immediately?
• How did you work with other officers?
• What specific paperwork is required of the officer?
– Questions source: University of Virginia Office of the Dean of Students

10. What’s your status?
Shout it out!
What questions or thoughts do
you have now?

11. The FIRE Method (T.J. Sullivan)
R 153
G 0
B 51
#990033
R 255
G 179
B 16
#FFB310
R 79
G 85
B 87
#4F5557
R 0
G 0
B 0
Prioritizing Your Programs
• F – Fine, fulfilling, fantastic
– Keep it up! People are satisfied and growing through these programs/events
• I – Improvement needed
– Important, but need some reworking to make them better
• R – Replace
– Goal of the event is valid, but it needs to be completely reworked
• E – Eliminate
– Not necessary, not helpful – remove it from the calendar so you have less to
worry about

12. Know your strengths & weaknesses
R 153
G 0
B 51
#990033
R 255
G 179
B 16
#FFB310
R 79
G 85
B 87
#4F5557
R 0
G 0
B 0
Know Thyself to Work Together
• How do you get your energy?
• Are you more of a planner or do prefer having no plans?
• What’s your go-to method for solving problems?
• Who makes you feel better about yourself? Worse?
• What do you enjoy most about the activities/positions that you’re
in? The least?
• What motivates you? What keeps you going? What brings you
down? Makes it difficult to keep trying?

13. Team Exploration Resources
• Myers Briggs Typology Indicator
– Extroverted/Introverted – Intuitive/Perceiving
– Feeling/Thinking – Judging/Perceiving
• True Colors
– Green – Orange
– Gold – Blue
• DISC
– Dominance – Steadiness
– Influence – Conscientiousness
• Strengths Finder
– Identifies your top 5 strengths
– Some universities offer consultations and support for taking the test
as a group

14. R 153
G 0
B 51
#990033
R 255
G 179
B 16
#FFB310
R 79
G 85
B 87
#4F5557
Cool leaders do this with their members
• Work on the morale of your
group members
• Expect any changes to be
accepted gradually
• Be available when others need
your help
• Let the group members
determine the group’s purpose
• Share the glory
• Encourage brainstorming &
creativity
• Be sure your group has a
common purpose
• Manage conflict, don’t ignore it

15. You’ve heard the spiel.
Questions?
Ideas?
Suggestions?
Anything else?

16. Get your org rolling!
Let’s keep talking!
Cortney Loui
Coordinator-Student
Engagement
Cortney.loui@asu.edu
fso@asu.edu
480-965-3765