Presenter: Natalie Banks,
National Service Consulting
CaliforniaVolunteers 2009 AmeriCorps Conference
Welcome to the session: Welcome to the session:
Member Retention Member Retention Based on Work Style: Based on Work Style:
AdvancedAdvanced
Session Outcomes
• To understand the four approaches to work in the Leadership Compass and how this applies to members in their AmeriCorps programs
• To gain information about why members stay and why members leave AmeriCorps programs
• To gain strategies for effective marketing, member recruitment and placement methods
• To share tips on retention activities based on work style/approach
Building Trust/
Trustworthiness
Building Trust/
Trustworthiness
Allowing Risk/
Vulnerability
Allowing Risk/
Vulnerability
Having Clear, Honest, and
Specific Dialogue
Having Clear, Honest, and
Specific Dialogue
Creating Clarity of
Expectations
Creating Clarity of
Expectations
Developing Producing
Strong = Strong
Teams Work
Developing Producing
Strong = Strong
Teams Work
The Cycle of Trust
→ Start here: see "Leadership Compass" for understanding on how to build trust with various styles based on different values, needs, and priorities
The Ripple Effect
SELF
Team
Community/“the work”
#1. Where am I?
(assessment of present and past)
#2. Where do I want to go?
(purpose –then goals)
#3. How will I get there?
(process, planning)
Repeat as needed
The Strategic Moment
MYERS BRIGGS TYPE INDICATOR
TRUE COLORS
LEADERSHIP COMPASS
INTROVERSIONSENSINGTHINKINGJUDGING
Gold WEST - HOW PROCESS
INTROVERSIONINTUITIONFEELING
PERCEIVING
Orange (some North)
EAST - WHY VISION
EXTRAVERSIONSENSINGTHINKING
Green(some East)
NORTH - WHAT RESULTS
EXTRAVERSIONINTUITIONFEELING
Blue(some East)
SOUTH - WHO RELATIONSHIP
• Indicate how people perceive the world and make decisions • We are born with or develop certain preferences… similar to right- or left-handedness• One function is generally used in a more conscious and confident way• We can become more proficient in different areas with practice and development• It is important to value the naturally occurring differences in approaches/styles
Understanding Work/Personality Styles
EASTAsks: WHY?
Focus: Purpose, Vision, Big Picture
NORTHAsks: WHAT?
Focus: Products, Results, Bottom Line
WESTAsks: HOW?
Focus: Process, Planning, Details
SOUTH Asks: WHO?
Focus: People, Team, Roles, Relationships
The Leadership Compass of
Success
EAST – Why? – Purpose At our best:• See the big picture• Pull together pieces• Idea-oriented• Insight into mission• Overarching themes• Experiment, explore• Brainstorm possibility• Inspiring, exciting,
motivating
Taken to excess:• Bogged down by
vision• Lose focus, become
bored, drop the ball• Overwhelmed by
detail• Highly enthusiastic
then burn-out• Reputation as
undependable
WEST – How? – Process At our best:• Practical,
dependable, thorough in task situation
• Provide planning and resources
• Lists, tables, tasks• Follow procedures• Analytical• Benchmarks
Taken to excess:• “Analysis paralysis”• Stubborn and
entrenched in rules• Mired in details• Focused on data• Withdrawn• Resists change• Can’t see big picture
NORTH – What? – Results
At our best:• Assertive, active,
decisive• In control, steer
course of events• Quick to act, pace• Enjoys challenges• Bottom line• Perseveres
Taken to excess:• Bogged down by
need to press ahead• Argumentative,
impatient, autocratic• “Black & white”• Impulsive• Perceived as cold• “I’ll do it myself”
SOUTH – Who? – Relationships
At our best:• Allow others to feel
important and involved in activity
• Use relationships to accomplish task, goal
• Supportive, caring• Trusting, intuitive• Team player • Validate roles and
contributions
Taken to excess:• Bogged down when
relationship is compromised
• Assume blame• Trouble saying no• Take it personally• Manipulated by anger• May “check-out” if
role is not validated
B A L A N C E
• We tend to get comfortable and are more
developed in one or two styles, but…
• We all have all four of these styles in us.
• We can use any style/approach to bring balance
to our ourselves, team or work:
Be “situational”
Leadership Compass Activity
For the sake of the activity, select ONE style that tends to be most like you most of the
time (what energizes you?)
Go to that “direction” in the room
(North, South, East, West):
1. In your small groups, discuss how people with other styles can change and adapt to meet YOUR needs – brainstorm a list of ways they can help you and how you like to work (based on your primary style).
2. NOW, switch gears and consider what ONE
THING you would be willing to do to change
YOUR APPROACH and meet the needs of
other styles (one change per direction = 3).
3. Discuss your ideas with the small group.
4. Present your key results to the large group
(briefly).
Leadership Compass Activity
BUILDING TRUST: Each Direction’s Perception
THE NEXT STEP:
1. Talk in your small groups about what kinds
of behaviors BREAK DOWN trust for you
as well as what kinds of behaviors help
BUILD UP trust with you. (Flipchart)
2. Present to large group
3. Debrief activity.
Perception
IS
reality.
15 - minute break
#1. Where am I?
(assessment of present and past)
#2. Where do I want to go?
(purpose –then goals)
#3. How will I get there?
(process, planning)
Repeat as needed
The Strategic Moment
Why AmeriCorps Members Join National Service
I want to make a difference/have a positive impact
25.6%
I enjoyed previous service/community work I have done
21.0%
It's a good transition between life stages 18.9%
It sounded interesting/challenging 18.1%
I wanted to experience a new location/travel 16.6%
Because of the educational award 16.2%
I want to gain skills for a particular job/career 14.7%
I have an interest in social justice 14.0%
Why AmeriCorps Members Join Their Programs
The timing/schedule was right 47.6%
Good match to my career goals similar to what I was doing
40.0%
Recommendation by a friend/co-worker/relative/teacher
33.9%
New interest to explore different than what I was doing 30.7%
Found it on the Internet 25.1%
Location - close to home 24.5%
Reputation of the program 20.8%
Location - other 20.4%
What Members Value Most About Their AC Experience
Making a difference - knowing that I created a ripple effect, planted seeds for the future, etc.
32.7%
Professional growth - learning, practical experience, clarity of my own profession goals (what I do and don't want to do), building my skills
and knowledge28.2%
Personal growth- maturing, increased empathy and awareness; diversity; exploring self, talents, new areas; restoring my faith in
humanity20.3%
Gaining understanding/insight/experience in how non-profit, social service, government organizations and/or higher education
institutions really work18.5%
Working with others who want to help (students, volunteers, etc.): positive interactions with them, seeing their involvement, their passion
and the impact service has on them18.3%
Members’ Greatest Challenges With Their AC Experience
Comments/other (please specify) 27.6%
In my personal life, I was severely challenged financially - I did not make enough money (living allowance/stipend) or have enough resources to
sustain me and those who depended on me.
25.5%
I had/if I did have a different job/career opportunity come up during my service term.
18.1%
I was doing too much/overcommitted - too many things going on (work, school, family, etc.).
15.8%
The slow bureaucracy/politics/changing hierarchy/office dynamics of my service were difficult
for me.14.2%
Why AmeriCorps Members Stay… Despite the Challenges
My commitment to the member contract - obligation to fulfill the term
37.1%
To earn the education award 34.3%
My commitment to host/service site - to carry out my duty to them
29.1%
A connection to/strong relationships with my peers on my team
28.7%
The service itself - interesting, satisfying, fulfilling, meaningful work at my site well-matched to what I
wanted to be doing26.3%
AmeriCorps Member/Alumni Suggestions for Program Improvements
AmeriCorps Member/Alumni Suggestions for Improvement:
Marketing, Recruitment, Interview, Selection and Matching Messages/Activities
The ultimate measure of a person is not where s/he stands
in moments of comfort and convenience,
but where s/he stands at times of challenge and controversy.
-Dr. Martin Luther King Jr.