Communicate with Confidence/Project Report

              There are three critical areas of learning that
take place as a person develops into a leader.
First, you should know yourself What are your
strengths and weaknesses? This shows you what you have
and what you need. Concentrate on strengthening your
weaker points.
Leaders learn by doing: Take on a minor leadership
role and master it ( meanwhile watching those in positions -
above you} The skills and knowledge you have gained in
accomplishing this role, prepare you for the next rung on
the ladder The next step up will be no more difficult to
master than this one was.
Leaders learn from people: If you don't have one, find
a mentor Question and practice on your peers See if an idea
will fly' with your inner support group. Ask for and utilize
their input before taking it on Watch others in leadership
roles.
Leaders learn from education: Formal education such
as training workshops and informal, such as books and club
literature are avenues you should follow.
Training in such fields as Public Speaking, Document
Writing Record Keeping, Parliamentary Procedure, Fund
Raising Grants, Deportment and etc. are all beneficial to
potential leaders. These courses are offered in community
based seminars and workshops ( such as this one you are
attending)
If vou are mentoring a future leader, encourage him
to look at all these areas of learning If you are a leader, you
should continue learning and strengthening your
weaknesses
The self confidence we need to take on a leadership
role comes from knowledge, of ourselves of the j o b . of
the required skills As our confidence increases ( by
mastering a lesser role) so does our ability, which further
increases our confidence.( etc. etc)
When we ask a person to take on a leadership role
with more work, more responsibility and no pay, we must
answer their unspoken question " What's in it for
me?" Although individuals may look for varied benefits,
below are a list we have gleaned from leaders we know
You gain self confidence.
... You have the opportunity to use ( and display) your skills,
and to increase those skills
... It's rewarding You give and get recognition for
significant and useful work
You have a chance to inspire others to join you in taking
the organization in the direction you believe it
should go
It's an opportunity to continue learning. It teaches good
use of time and increased productivity
It gives you an opportunity to give back some of what
your organization has given you, and offer the
same opportunities to others.
It is fulfilling. Every little success along the way is like
a pat on the back, and we all need those
... It tests and challenges you You gain a sense of self- worth
and pnde as you prove to yourself that you can
meet the challenges
... It's exciting to be in a position to make a difference; to
be a decision maker.
... It's a chance to reach your full potential; be all you can
be.... AND... it looks good on a resume!
Excuses, reasons and hesitations
Lets look at some of the o b s t a c l e s , real and
imagined, that potential leaders will bring forward. Most of
these can be resolved by planning Here are some we have
all heard ( or used).
a) " I don't have the time"..." I'm too busy." In many
cases this can be overcome by delegating some time-consuming
jobs to others. If you don't have time to do all
the phoning to arrange speakers at a function... delegate it
b) " I don't drive." Others do, and it's a great way to
start mentoring your successor The very successful past
president of Women's Institutes doesn't drive, and never
missed a function anywhere in the province.
c) " I'm afraid-" Of what? fear is usually of the unknown.
Have you never done something ' for the first time"?
Everything we have ever done has been somewhat
frightening at first. but we did OK, didn't we? Are you afraid
you might fail? Redefine ' failure' to ' learning experience' .
True failure is when we don" t even try. Try breaking your
fear down into specific things you are afraid of and deal with
them individually Don't forget that the average
organization has enough knowledgeable people and enough
built in restraints that it is impossible to do anything
spectacularly destructive.
d)" I don't know how to do it." None of us did until
we tried. Specific skills and knowledge necessary to the role
can be obtained from others within the organization,
written material and workshops and seminars. Remember
that you wouldn't have been asked if we didn't think you
could do it
e) " It's too big a job." Be sure your goals and time
frames are realistic. The mentor should make an exact
agenda of the duties ( job description). In fact, make it more
than that itemize every single thing that the job entails
with a notation of the time necessary to do it. That way the
potential leader can plan his club vs personal time.
f) " Others can do it better." Maybe so, but please put
your name ( and ideas) on the ballot so we, the members can
make a choice of who we think can do it bener
g) " I'm too old." Unless your brain has arthritis, age is
no barrier. There are any number of people who have
accomplished great things in later life. Anyway Will you
be any younger if you don't do it?
Don't invalidate their concerns by brushing them
off Encourage them to share them with you and give you a
chance to find solutions.
and so...
We have discussed why we need leaders. We have
identified what one looks like and where to look for them