Leaderboard

What do we want from Professionals 1) Visibility - Our District has 20 units. We have 3 units at our CO. Doing math and assuming a 40 hour week, in a month the DE should be focused on what they can do to build our units close to 3.5 days. We actually have no idea what they do. 2) Marketing - The professional should be involved in building the BSA brand. Social media, local papers, etc. 3) Recruiting - Leaders and Youth, focus on growing the brand

CANNOT. EMPHASIZE. THIS. ENOUGH! (Caps, bold, etc for major emphasis). I t is sad when you ask for help, and the professionals won't help you. Concur, although the last one will be the hardest. Sadly most pros are clueless on programs, and the National literature on Patrol Method has been seriously watered down. My additions. -Respect for volunteers. Volunteers are what make the program happen at all levels: units, district, council, section, and national. I have seen DEs ignore, insult, yell at, and curse out volunteers. I've commented on my treatment by pros on other

Some very good points. Unit support/service is, of course, the crux of volunteer concerns. Good emphasis on quality Commissioner service. I think empowering the unit leadership to provide a high quality program experience is critical to unit health and membership retention. This is particularly true at the Cub level where a youths (and parents) interests need to be met from grade K to grade 5. I would hope that every professional at every level really looks at what is happening in direct support of units and the delivery of a high quality program experience.

- A focus on unit service. And everything viewed through that lens... - Recruit, train, and support COMMISSIONERS to implement the unit service support. This is the Unit Commissioners' purpose. But in the eight councils I have been involved with over my adult years, only one did this well, and Scouting was most successful there, of all others experienced. (But that was also in the late 80's and early 90's.) - Low cost, high impact training for unit leaders. (And encouragement/recognition for unit leaders who complete more advanced training.) I know it is hard enough to get prog

I think we can all agree that the BSA at every level needs to be able to pay its bills. That includes year round capital and program expenses including salaries and related costs. District professional staff do have to generate a part of that but there ought to be ample time spent on membership recruitment/retention, unit support and cultivation of district and council level volunteers. In my council in the last half dozen years we have gone from 7,000+ volunteers to less than 1,000. It is insane to think that with that kind of a loss that you can even maintain, let alone grow the program. The

Just remember that the cub master reports to the committee chair This sounds like a bad working relationship. My guess is the CM has no idea you're burned out. The only reason you're sticking around is for the scouts. That's really good of you, up until it explodes. My suggestion, for the continued good of the scouts and your sanity, is prepare yourself to educate the CM on what he's doing to you and any future CC that you can't find. Be honest, firm, and kind. Leave your anger at the door. Remember the scouts. Remember that he's likely burned out as well. Talk about ways to get mor