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.