Episode guests
Podcast summary created with Snipd AI
Quick takeaways
- Transparency should be the default for board decisions and financial reports.
- Committee structuring is crucial for improving fiscal responsibilities.
- Making the culture less about 'us versus them' and more collaborative is essential for the organization.
- Recognizing and appreciating volunteers can enhance volunteerism and create a more collaborative atmosphere.
- Addressing misconceptions and stereotypes through open discussions can create a more inclusive culture.
Deep dives
Transparency and Conflict of Interest
Transparency is crucial for building trust and should be the default for all board decisions and financial reports. All documents and proceedings should be publicly available unless there is a legal or financial reason for confidentiality. Conflict of interest forms should be publicly disclosed, allowing members to raise concerns. Executive sessions should be used sparingly and appropriately for topics such as contract negotiations and member discipline. Good governance requires transparency, accountability, and the involvement of unbiased experts in committees.
Enhancing Fiscal Responsibilities
To improve fiscal responsibilities, proper committee structuring is essential. Committees should be chaired by board members and include subject matter experts in finance, ensuring diverse perspectives and informed decision-making. Financial reports and expense reports should be publicly accessible, demonstrating responsible use of member funds. The board and staff members should openly address conflicts of interest, disclosing their relationships to sponsors and ensuring impartial decision-making.
Creating a Collaborative Culture
The one thing that needs to change about the organization is making the culture less about 'us versus them' and more collaborative. This involves highlighting and rewarding individuals who actively participate as both competitors and Range Officers (ROs), and promoting a sense of pride in volunteering and giving back to the sport. This can be achieved through media outlets such as magazines, podcasts, and videos, where stories of individuals who contribute in multiple capacities are shared. Emphasizing the importance of being involved at both the competitor and RO level can help foster a culture of collaboration.
Encouraging Volunteerism and Recognizing Contributions
To enhance volunteerism, it is crucial to recognize and appreciate individuals who actively participate and contribute to the sport. This can be done by highlighting and celebrating those who go above and beyond, promoting a sense of pride in volunteering. Additionally, match directors can recommend individuals who have done an exceptional job at local matches to work at larger events like nationals. This approach creates a more collaborative atmosphere and ensures that volunteering becomes an integral part of the USPSA culture.
Addressing Misconceptions and Stereotypes
To create a more inclusive and collaborative culture, it is important to address misconceptions and stereotypes. This can be done through rider communication, highlighting the value and importance of individuals working together as both competitors and ROs. Engaging in open and transparent discussions, utilizing surveys, and actively listening to the concerns and suggestions of participants can help identify and address these misconceptions.
Sharing Best Practices and Lessons Learned
To make positive changes, it is crucial to share best practices and lessons learned from individuals and clubs that have successfully fostered a collaborative culture. This can be done through online platforms, USPSA publications, and local workshops. By identifying successful strategies and implementing them across the organization, a more collaborative and inclusive culture can be developed.
Importance of incentivizing early registration for matches
The podcast highlights the importance of finding incentives to encourage early registration for matches. By aligning incentives, such as offering early registration as a volunteer incentive, organizers can address the challenge of designated range officers instead of people helping each other.
The need to support local clubs
The podcast emphasizes the importance of supporting local clubs, especially in the face of challenges like USPSA dues and increased interest in alternative shooting organizations. It is crucial for USPSA to address these issues promptly in order to ensure the continued success and operation of local clubs.
Improving the committee structure
The podcast discusses the need to improve the committee structure in USPSA. The suggestion is to form a committee consisting of experienced match directors to create a comprehensive club guidebook and handle important club-related issues. This would help ensure the smooth operation and development of USPSA-affiliated clubs.
Ben Berry and Kyle Stephens are the candidates for Area 6 Director. I asked them a barrage of questions to find their views on a variety of subjects. Some of the discussion got a little heated, and I will drop the full questions list in the show notes.
Log into Practical Shooting Training Group to watch the video feed for the podcast, view the content linked in the show notes, and ask follow up questions at http://pstg.us/
What qualifications do you have for being an Area Director?
Do you plan to do anything different than your predecessor? If so, what will be the biggest changes?
How would you describe USPSA's current culture? Is a change needed?
What does transparency mean to you?
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When do you feel executive session is appropriate to use?
Conflict of interests get discussed online. Do you feel there is an existing issue?
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How much do you feel should be disclosed?
How do you plan to bring fiscal responsibility to the USPSA organization?
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From what you can see, do you believe the current budget is healthy and will sustain the organization for many years to come?
How do you feel Nationals should be conducted?
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how many should we have? Combined, individual etc
In regards to match staff, what plans, if any, do you have to revamp the RO program?
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What are your feelings about the current system for compensating RO's and do you feel it is adequate?
If you had to pick one thing that needs to change about the organization, what would it be, and how would you plan to actually make that change a reality?
How you feel about the rule set?
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What changes, if any, do you feel we need to make to equipment or division rules? How often do you feel they should be made?
Why do you, or don’t you, feel it's important for the Area Director to be the Match Director at their Area match?
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