#nTalent - Taking A Lead > Ensuring Northamptonshire Thrives
This is the first stage of the model. Adults volunteer to be a part of Scouting for a number of reasons, and whatever attraction is driving their motivation it is important that this is understood, encouraged and acted upon and by those with the opportunity to make a difference.
Not understanding this could cause disillusionment, and they will not last long as a volunteer. Therefore it is important that those with responsibility for assessing an adults motivation for joining Scouting, should be both inquisitive and then supportive of the aspirations of the prospective volunteer. A crucial role for local line managers and Appointments Advisory Committees, but equally important for the Section Leader who has acquired a new Assistant leader.
Ideally every adult opportunity in Scouting, large or small should be open to everyone on an equal basis. More significantly where local line managers apply this consistently the pool of available ‘talent’ becomes deeper and wider. In some cases, particularly when involving younger adults, significant results can be achieved by actively seeking out people in an age range, who are therefore less likely to be well known, in order to attract new talent. In all cases the initial ‘attract’ must be accompanied by the requirement to ‘identify’. Whilst all adults should be attracted to opportunities, both on initial appointment and for those already volunteering, it is equally important that they are appropriately identified as having, or potentially having, the talent that satisfies the organisational need to fill forthcoming vacancies. It is the same process and thinking for the prospective Assistant Cub Scout Leader as it is for a District or County Commissioner. The talent required from the individual may be different, but the process of attracting and identifying someone for the role (in some case many years in the future) is the same.
What Can You Do?
Do you know about the Future Leaders Model?
Have your Appointments Advisory Committee been briefed?
Are the same people being used over and over again?
Are there any local initiatives to actively bring forward young adults for greater responsibility?
Are some vacancies challenging to fill?
Do the ‘Scout Network’ have a working knowledge of the Future Leaders Model?