1) Leaders should ensure that every step is made to make a newbie welcome. A ʺfather – figureʺ (utilising specific skills and abilities) can take the newbie under his or her wing for the first two or three meetings; making them feel at home and instil a sense of belonging. It is a common fact that if a newbie hasn’t made a friend within the first seven weeks, there is a strong possibility they won’t hang around much after that.
2) Home in on the skills, talents, abilities, attributes, etc of the newcomer and begin to utilize them ASAP.
3) If membership or team spirit appears to be waning, perhaps a change of leadership is needed? Leaders who hold the post for long periods can generate staleness. Fresh blood often introduces a fresh approach.
My comments to this are:
I specifically thank all the members of the ARES-Club (Arkansas Radio Emergency Services Club) for having made me feel welcome from the first moment onwards and for your continued elmering. It is not often that one meets HAMs like you.
I also thank you for having utilized my skill set from the beginning - it takes a confident and knowledgeable person to guide someone else, knowing how to apply their skill set and allowing them to gain leadership experience - and you did.
I certainly see no waning team spirit with the ARES-Club! Why is that? I believe it's because you practice the art of rotating responsibilities. That's exactly what a friend of mine, a US Navy Commander, suggested I practice with our Decon Unit where I work.
See more about "Maintaining Leadership Focus in Volunteer Emergency Organizations" at: http://bigmedicine.ca/wordpress/2011/11/judy-esmond-options-maintaining-leadership-focus-in-volunteer-emergency-organizations/#sthash.VEClTRzS.dpuf