Uniforms
For All messages dealing with Scout Uniforms
1715 topics in this forum
-
- 10 replies
- 4.5k views
-
- 24 replies
- 6.3k views
-
- 0 replies
- 302 views
-
- 13 replies
- 2.6k views
-
- 8 replies
- 728 views
-
- 12 replies
- 2.9k views
-
- 13 replies
- 999 views
-
- 25 replies
- 2.8k views
-
- 7 replies
- 1.2k views
-
- 45 replies
- 8.5k views
-
- 32 replies
- 21k views
-
- 14 replies
- 1.2k views
-
- 14 replies
- 3.6k views
-
- 72 replies
- 34.3k views
-
- 36 replies
- 9.6k views
-
LATEST POSTS
-
I agree with the bold, particularly training, which is why I stated: "I put "training" in quotes because we have a hard enough time getting parents involved without telling them they need training, lol. Still, at a minimum I want them to understand what the Patrol Method is and to understand why having their support on camping trips (because that's the specific weak point in our Troop for parents) is crucial." The trouble we're having is that we are really struggling with adult participation on trips, and it's been this way for a while. We've barely managed even finding enough drivers for our last two camping trips, let alone those who will stay. Our Troop has a policy of minimum three registered YPT adults on a trip in case of an unforeseen event or emergency, though four is preferred. We have three for our upcoming trip on the 31st. I'm totally okay with, and in favor of, going with just three, but one of the two ASMs attending is expressing concern about having only three adults. For reference, we typically get 15-20 scouts on a trip. Willing to accept that offering more adventure/learning for the adults may be the exact wrong thing to do. Trying to brainstorm how to encourage, but maybe I need to be thinking more about how to make it closer to glamping for 'Support Adults'. LOL. Our ASM types are already ASMs. -
We're mostly set, with the exception of two scouts who haven't been to a meeting yet since the start of the year. We did ILST yesterday now that we have our Patrols and PORs. I think that it went pretty well, but after nearly 4 hours (45 minutes for lunch in the middle) we didn't hold a review at the end. The scouts actually enjoyed the games, though the 'trust fall' one became 'shove the scout in the center' instead of 'redirect the scout in the center'. I thought we'd be able to shorten the time a bit, but found that we couldn't get through everything in the hour allotted to each module. I made sure we had time to watch the videos on the various aspects of the Troop meeting, because there are two parts our Troop doesn't do that I think will help us. The videos were a little - can't think of the word I want - but anyway, the last one was of the PLC doing a review of how the meeting went and one scout said, "That (a game they had tried) devolved into chaos, as usual." I saw a couple of our scouts nodding or chuckling. It's good for them to see that imperfection is so normal and that this is somewhat typical. The best part was observing how the scouts handled aspects of the training. I did a fair amount of camping with the Troop when we first joined, then less as time went on. I forgot how rewarding it can be seeing them figure things out, make jokes, step in to help each other... and yes, even be obnoxious, lol.
-
By InquisitiveScouter · Posted
For those folks, I listen, and then hand them this official Troop complaint form... https://filestore.scouting.org/filestore/pdf/524-501.pdf -
By curious_scouter · Posted
Sounds like a regular meeting night to me You will have a LOT of people telling you how to do the job. Some will tell you how terrible you are at it. Some will say that to you, others will just gossip about it. But ... you're in this role because you stepped up, or were suggested and importantly out of all options - you Chartered Org Rep approved you. I carry an index card with me and as scouts ask for time I scribble it down and try to set expectations "Hey bud, you're 5th in line and I have a few things to do before I can sit down for conferences. It might be after the close of the meeting - can you stay? If not, we'll get it next week for sure." You're new in the role so you will tend to want to do more, probably, to learn and hone your skill. You can definitely delegate. Use those older scouts if it's to get something signed off. If you know the Scout well, it's often better to delegate the SM Conf to an ASM. I like to "hoarde" conferences for Scouts I don't know well or see as much as a tool to get to know them better and have that touch but also - never stand in the way of advancement progress. Better to delegate out a conference than hold up a scout for 3-4 weeks. And when things get REAL NUTS (sounds like you have a larger troop) you can do things outside of meetings, minding YPT. I've done a LOT of conferences at Starbucks on a non-meeting night. I've done a LOT at campouts and in fact have a habit now on Friday night saying "If anyone needs a conference or is really close - see me tomorrow after lunch" or whatever. Remember too, SM Conferences do not have to be last. If they are 1-2 simple requirements away from "being done and needing one" - just do it now if it's convenient. Save the pressure that comes from leaving it last. Many thing it has to be the last thing. It's not a bad idea to encourage that and use the SM conf as a chance to make sure all looks square just before a board of review but you can do a SM conference ANY time for a rank. And I always sign off the requirement the moment I sit down to do it with the Scout. The requirement does not say "pass" a conference - it says "have" a conference. So I just check the book, sign off the conf, then focus on them for the duration. Takes the stress and anticipation of getting that initial out of the equation too and lets them engage better as well. -
By curious_scouter · Posted
The first thing I do is never stop asking. The second thing I do is accept camping and being a leader is not for everyone. If they aren't super interested, you're probably better off letting them find another role. A disgruntled adult leader who's just super unhappy outdoors brings down everyone. As I find interested souls, I split adult outdoor support into two groups: ASM-types: Actively engage with Scouts, enjoy outdoor activities already, and spend time out of their chairs while participating in the program. They're involved because they love the activities and the program. Support Adults: Provide a relaxing presence at camp and assist with tasks as needed, like managing meals or running errands, when ASMs are busy with Scouts. They mainly come to ensure the Scouts can camp while enjoying some downtime. New adults (all) shadow me on their first few outings and learn "the way": Adults are a patrol, staying out of Scout activities unless there's a safety or behavioral concern. Parents often struggle to let Scouts make mistakes or rely on youth leadership, but it's key to fostering independence. Outdoor outings also provide valuable R&R for adults, often filled with campfires, stories, and cooking. Another thing I've done recently is I ask new leaders to come to meetings in plain clothes for a few weeks. Watch, listen, learn. Then come in uniform. On the first night in uniform, I introduce them to the Scouts. Who they are. What they will do. How to expect to interact with them. It's really done a lot to improve new leader engagement. It takes away all the "Who the heck is this person and where do they get off telling me what to do?" aspect. I think having a slew of activities and training may actually turn adults off. Entice them with some R&R and fellowship, get to know the person, find the things they may be passionate about and then leverage those things. Talk about all the downtime they will enjoy, the great food, the camaraderie with the adults. Then, if they say it's not their thing - take them at their word. But check in regularly in case it starts to sound more appealing.
-
-
Who's Online (See full list)