Page 44 - Student Organizations Manual

After the Event
A. Take down poster, stack chairs, etc.
B. Drop off earnings at the bank.
C. Welcome guests and collect tickets.
Write up and Evaluation (Go to BSC Student Organization’sWebsite to obtain form)
A. What should future programmers know about programs?
B. What are the strong and weak areas of planning?
C. How helpful were the resources?
D. Was there adequate time to complete the job?
E. Who came to the program?
F. Were there enough funds?Was the budget met?
Some General Tips on Programming:
A programwill run itself with thorough and complete planning.
Don’t assume anything; meet problems sensitively and firmly.
People support what they create. Involve as many people as possible.
One way to plan accurately is to set a tentative date and work backwards to see if
timeline is realistic.
Allowmembers full responsibility – give opportunity to both fail and succeed.
Show appreciation in either case.
ASSESS NEEDS: Through surveys or informal discussion.
FORM IDEAS: Brainstorm for creativity.
INVOLVE OTHERS: delegate responsibility
authority. Ask specific persons for
help—asking for volunteers indicates that anyone can do the job.
Coordinate the skills of others
Follow up.
FORMA PLAN: Include details in the program format.
MOTIVATION: Spread enthusiasm—a positive attitude is the best publicity.
Reward help.
Be prepared ahead of time.
Have a clear beginning and ending.
Be flexible enough to go with the flow
Howwould you do it differently next time?
Send thank you’s to everyone involved.
KeepingYour Prize...RetainingYour Members
Above all, your newmembers (like your old members) will need to feel like they be-
long in the group. Get them involved in the workings of the organization. Get to know
them. Help them get to know you. Let them know that their contributions are needed
and appreciated. Following these steps will lead to a more enjoyable and rewarding
experience for both the newmembers and for the organization.
REMEMBER: A group with no members has short meetings.
When people join a group, think of it as more like a 5-3 vote rather than a landslide
winning over of their support. Most people come to new experiences both wanting
the 5 votes) and fearing them (the 3 votes). You’ve just won them over by a slight
margin and it is now your job to keep the “majority vote” in the organization’s favor.
If you want a member’s loyalty, interest, and best effort, you must take into account
the fact that:
The members of your organization need:
A. A sense of belonging
B. A feeling that they are sincerely welcome and no one objects to their presence
C. A feeling that they are needed for their total self, not just their hands, money,
specific talents, or because they know someone. Make sure you introduce new
or potential members to everyone in the group. The newmembers will then feel
at home with those they will be working with.
The individual member needs to have a sense of being a part in the planning and
the execution of the organization’s objectives; she/he needs to be a part of the
idea sharing, the brainstorming, and the production and decision making process
of the organization. Involve newmembers in specific activities immediately. This
is very important—if a newmember has nothing to do, he will feel that joining
has been a waste of his valuable time.
She/he needs to feel that the goals and objectives decided upon by the group are
within reach and that they make sense. It is also important that his/her being a
member of the organization makes a difference to someone and that his/her con-
tributions are appreciated. Recognize the member for participation. Aword of
thanks personally and privately is important. Recognition at organization meet-
ings and in news stories is important also.
The individual member needs to know in clear detail what is expected of him/her,
not just the detailed job but what she/he has the opportunity to do in the future
and howwhat she/he does relates to the total outcome of a group project.
The individual member needs to be given responsibilities that challenge and that
are within the range of his/her abilities and interests. The responsibilities should
help the member to become a leader. Be sure to train him/her to do the job as-
signed. A subtle form of training is to pair members into two-person teams, an
old member and a newmember in each, for each task.
Finally, the key to keeping newmembers (and old ones for that matter) is INFOR-
MATION. Make sure to give your recruits all of the information they need to de-
velop into fully functioning members. A gap in a person’s understanding of an
organization is probably the quickest way to loose a member.
Other Considerations:
offer feedback from advisors and peers
organize an effective training program
provide a sense of unity
compliment good work
reward good efforts (certificates and trophies)