Those of us who are leaders, we often get wrapped up in all the people that aren't doing things in our organization. The people that sit in the back,the people that never show up. We spend so much of our time complaining about them and trying to understand why they aren't doing what they need to do and are involved in an organization that they signed up to be a part of.
But have you ever really taken the time to listen to them? To stop complaining for 10 minutes, to find out what is going on.
1. They feel like they have no voice-
Organizations on a college campus can become huge quickly. Some organizations can reach over 100 members or bigger, depending on the size of the university. And with this, there will indefinitely be a handful of people that will start to become bodies in the room, instead of the valuable members that they could have been.
Maybe it's because in this room of countless people, they feel their voice isn't heard. With organizations having elected leaders and cliquey in nature, many of the more introverted members become lost quickly and before you know it, they simply come to meetings. They feel because they are not a part of the "elite/popular" members or a leader, they don't matter. New members may not even know they belong to the organization, an even bigger sting to their understanding that they mean nothing to the organization.
Solution: As a leader, it's your responsibility to stop complaining and reach out. You are part of the problem if you keep complaining about people, but not reaching out. Maybe ask during your organizations meeting, "Sarah, what do you think?", n front of the entire organization. Yes they may be a little timid at first and shy, but once they get out what they have to say, acknowledge, "Oh, I never thought about it like that" or "Thanks for sharing". This one burst of speech, not only will have heads turning towards the back row, but will finally give that person an acknowledgement. They now know you see them, you care what they have to say. Next time, you might not have to prompt them, they may be inclined to speak themselves.
2. They feel unimportant-
For those that have become the back row, the organization is just one of their many weekly activities they have to go to. They do the minimum they need to stay in, but nothing more. They have given up on being a part of the leadership that runs the organization, or maybe they feel like they don't fit in there. The friends within the organization they used to have graduated or they never were able to make friends to begin with. Because friendships build strength in organizations, those who feel they don't belong, become alienated and the whole purpose of the organization becomes invaluable. It can be almost painful for some.
Solution: Give them a responsibility. Sometimes all it takes is holding someone accountable, to make them realize why they are in the organization...because they belong their. If your group is planning an event, make them a committee member, or ask them to help you with one of your position's responsibilities. They not only will feel valued, but will get a behind the scenes peak of what the organization is about. It will make them realize why they joined in the first place. Often it takes someone to feel like they have a place in an organization, a role. The accountability will give them confidence and something to connect themselves to within the organization, not to mention that people in the organization will learn who they are and friendships will begin.
3. They see it as a waste of their time-
This is a problem that you as a leader have to solve. If your meetings and events are something that could be relayed in an email, then this encourages even more people to question why they are there. So members that already feel like they don't have a voice and are unimportant, really don't want to go.
Solution: Rule of thumb, is your meeting something that you would let the President of your university drop in on and you would 100% be proud of their experience? If you are thinking no, it's time to rethink how you run your meetings or events.
4. Leaders, are you doing your job?-
Leaders of an organization quickly get tunnel vision and become overly critical. They begin to only surround themselves with those they think matter, the people within leadership and those in the organization that "do what they are supposed to do". Leaders soon start gossiping about those back seat members and it starts to consume the organization. Soon, those people are so alienated that any chance of them becoming more involved is now extinguished.
This is ALL WRONG!!!! Leaders are supposed to motivate and inspire. A sign of a good leader are those that can get those people from being back seat members one day, to leading the organization themselves. Your test as a true leader are the leaders you create, by mentoring, bonding, and creating friendships. One of those back row people could be the next president of the organization, but because you won't give them a chance, they never will be. So then are you a leader?
Solution- Vow to stop gossiping about these people and asking, "Why don't they do "this"", "Why don't they do "that"?", and start being a leader. Learn what is wrong and find solutions to fix it. Make them feel important, have a one-on-one with them, maybe try something different process-wise with the organization.
Some of your organization's next leaders, may be sitting in the back row.
No comments:
Post a Comment