Re: Junior Leadership
Amick Robert (amick@SPOT.COLORADO.EDU)
Tue, 13 Aug 1996 12:15:09 -0600
With younger Scouts in Leadership positions, they may not yet have the
"tools" or experience to perform at the level of a 15-17 year old. The
current problem is similar for young folks trying to get jobs; "you can't
get a job without experience; and you can't get experience without a job"
Catch-22 to the max! Even if they have been to JLT, they still need "on
the job training" and feedback/consultation. Most of what we learn in our
jobs is not learned in "school" but rather by daily experience and
trial-and-error. School/JLT only gives you a foundation to work from; but
you have to try the concepts and then get feedback on your efforts to
really learn what works and what doesn't.
Sometimes this is a painful
process,but you can bet that you learn more from your mistakes than
by sitting in a classroom. This is why Scouting's "guided discovery"
approach works so well; let a Scout deliberately fail at something he has
set about to do, so that he can learn from it; make a new plan and try
again. To paraphrase Robert Kennedy, There is far more reward in daring
greatly and failing miserably, than to never have dared at all.
Reflection is so important when an experience doesn't work out for a
Scout, as well as when something is very successful.. The rules of
reflection are clear; no blame or finger-pointing;
only objective analysis. Let them reflect and explore
what went wrong, and how they could
have averted the problem; and then what they would do next time. Maybe
next time will be just as big of a mess, but maybe in a different way; and
at least they are not repeating the same mistakes and getting frustrated
because of it. Obviously you have to have a lot of patience in doing this
and unfortunately, having an adult leader "replace" a Scout in a youth
leadership position because things
are not going well doesn't do a whole lot for the self esteem of the
Scout who is replaced, nor does it give them a chance to improve their
skills and talents.
Perhaps it is better to have the PLC identify qualities
for what they want to see in an SPL and then discuss who among them might
best meet those qualities; Then discuss them with the troop when it is
time to elect someone, so it is not just a "popularity contest;" In this
way, there is an opportunity for Scouts to make a more informed and
well-reflected choice based on their
assessment of the qualities and committment of the Scouts they choose to
be their leaders. We have had "brainstorming" sessions with all the
Scouts in the troop, and when given an opportunity, it is quite amazing
what the younger Scouts will come up with in terms of what they want to
see in a leader and how they would like to see things work.
When you only have young Scouts for leaders, you must have infinite
patience; but the reward is that in the not too distant future, you will
have a cadre of very sharp and effective and somewhat older Scouts who can
then pass on their skills to their younger counterparts.
Be there for them...help them reflect; give them the support and
encouragement they need; but let them fail and learn from it; don't demean
or embarrass them; they have enough of that in school and from their
peers and sometimes their parents; they don't need any more...
Knights of Dunamis (predecessor to National Eagle Scout Association) youth
chapters used to have a "Troop Leader Development" (TLD) program which
involved having Eagle Scouts "mentoring" new/younger Scouts in Troop
youth leader positions. This was done for a period of months following a
JLT training conducted by the K.D.'s who would "adopt" the troop and
mentor the Scouts until they were "comfortable" with their jobs and were
demonstrating good leadership skills.
Older Scouts individually mentor the younger leaders closely and help them
with the decisions and coach/encourage them. If you don't have any older
Scouts, then try to "borrow" some from another unit that does for a while
until your leaders get the skills they need. Young Scouts are very sharp
and will pick up on things very quickly; but they are best learned from
older, experienced Scouts and not adults.
The younger Scout leaders need
to know that they can rely on their "mentor" any time when they need help
or advice on leadership problems; and the "mentor" needs to stay in close
contact with the younger Scout to be sure they are getting what they need.
Sometimes just a few phone calls on a regular basis is enough to keep
things going in addition to their weekly meetings and PLC's. An
occasional "let's go get a pizza" meeting between younger Scouts and
their mentors can really be meaningful and a good chance to really spend
some quality "reflecting" time as well as get to know each other and
improve friendship and trust. The SM staff might want to
"spring" for the cost of the pizza just to make it easier for the mentors.
Sources of older Scouts might include Eagle Scouts, Alpha Phi Omega
members at local colleges/universities with Scouting experience;
OA members, recently retired SPL's/JASM's from other troops, Explorers et
al; but be careful to recruit the best youth leaders you can find. Their
knowledge and experience is priceless and will go a long way in planting a
"seed" with your younger Scouts to grow with.
Best wishes...
Bob Amick, Explorer Advisor, High Adventure Explorer Post 72, Boulder, CO
Terry Howerton Sakima Group, Inc. SCOUTER Magazine Kansas City | 
