My Tip of the Week: Re-Evaluate Your Recruiting Process
Right about now I bet you're thinking (a lot!) about finding your successor for next year. Even if you plan on sticking around, you're almost certainly hoping for more leadership help next year. If you did so many great things this year with five or six leader-types, just imagine what you can do with seven or eight.
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ht about now I bet you're thinking (a lot!) about finding your successor for next year. Even if you plan on sticking around, you're almost certainly hoping for more leadership help next year. If you did so many great things this year with five or six leader-types, just imagine what you can do with seven or eight.
So how do you do that recruiting? That's the question right now on our message boards -- what's worked for you when it comes to recruiting new leaders? If you're stumped, feel free to read what others have done and borrow their ideas.
I think you might also find our PTO Officer Elections FAQs to be a helpful resource.
My best advice is to work on the jobs themselves first to make sure they are worth having. Do you allow or encourage co-officers? Do you have procedures or tip sheets to give the new officer a head start? If your recruits feel that the job is manageable and that they have a high likelihood of success, you'll have a much easier job finding your replacement. There are only so many "crazy people" (like you and me) who'll take on this job no matter what. Good luck.
So how do you do that recruiting? That's the question right now on our message boards -- what's worked for you when it comes to recruiting new leaders? If you're stumped, feel free to read what others have done and borrow their ideas.
I think you might also find our PTO Officer Elections FAQs to be a helpful resource.
My best advice is to work on the jobs themselves first to make sure they are worth having. Do you allow or encourage co-officers? Do you have procedures or tip sheets to give the new officer a head start? If your recruits feel that the job is manageable and that they have a high likelihood of success, you'll have a much easier job finding your replacement. There are only so many "crazy people" (like you and me) who'll take on this job no matter what. Good luck.
