Camp Code - Leadership & Staff Training Podcast for Camp Directors

Have some feedback? A topic suggestion? Text us!Episode #28 we talked about when the literal stuff hits the fan. This episode addresses some of those worst case scenario moments and how camp directors can best recover and move forward with their staff members. From the tough conversations to doing what is right for camp to some of our worst nightmares as directors, Beth, Gab, and Ruby share some of their best tips for handling circumstances no one wants to talk about and training your staff to minimize liability exposures in their jobs. Best Practice for Leadership Training Following a bad or hard situation, show staff members how to align their focus with the solution, not the problem. Teach staff that professionals focus on where the organization is headed from here, rather than reveling in the drama or sadness of the crisis itself. Give staff time to feel and be human and process the experience. Provide external resources to help with that processing. Then set your sights forward and lead them towards healing.      

Have some feedback? A topic suggestion? Text us!Hooray! The off-season is upon us! The campers have gone home and your staff are returning to their mundane lives. It is critical for directors to understand that there is a certain "detox" period from camp every year. Everybody experiences this re-programming a little differently and the Camp Code team shares some of the tips as well as their challenges with adjusting back to off-season camp director life. "So what do you do the rest of the year," they ask. Have you tried answering, "What do I not do?" Best Practice for Leadership Training At the end of the summer, consider yourself an athlete in recovery. Michael Phelps wouldn't be asked to jump right back in the pool and compete at his highest level immediately after the Olympics have concluded. You need time to recharge and reflect and get away. At your next annual review, ask your supervisors for the time you need at the end of the summer and for these days to not count as your vacation days. Consider asking to work only half days the week after camp. Perhaps your only responsibility for that week is keep up with email. Or, perhaps you will turn on your vacation reply and have a staycation. Make a list now for what you need at the end of next summer and ask for it.       

Have some feedback? A topic suggestion? Text us!At the end of staff training, you are making some critical decisions for how your summer will play out. You will likely make decisions about counselor pairs, age group assignments, and who will be supervising who. For all of them, it is helpful to know your staff so you can plug them in to play to their strengths. There's a lot of going on during staff training and so it can be difficult to make time to get to know your staff as well as you can. However, it needs to be a priority. Getting to really know the people who will be fulfilling the promises we've been making all year to parents is critical to your stress level this summer. Best Practice for Leadership Training Present a session about the Art of Public Speaking. This can happen just prior to a meal so that during the meal your staff can give toasts during that meal. Give staff topics and a small notecard and writing utensil to write notes if they need to. This will tell you how staff rise to the occasion, how comfortable they are speaking in front of others, and how they operate creating something on the spot. Who shares gratitude? Who is sarcastic? Who is hilarious? There is much to be learned from this activity and much to be shared. Enjoy!      

Have some feedback? A topic suggestion? Text us!As camp professionals we want what is best for our camper families. For this to happen, staff must be at their absolute best. For staff to give 100% commitment, they must feel good about themselves. Staff members must fully understand the mission of the organization and have a keen knowledge of where their support systems are throughout the summer. Millenials may be labeled as unconfident, unsure, and constantly desiring feedback but the Camp Code team thinks they make wonderful leaders and explain how to get your young leaders to reach their full potential. Best Practice for Leadership Training Add a spot at bottom of lesson plan or curriculum for your training sessions for “What would I have done differently?” After running a session, write down quick notes based on a self-evaluation of the session. What would be more effective if shifted around? What seemed to really speak to the staff? If there are training pieces or “I wish I had done…” moments, then you can add some of those throughout the rest of the summer. This process will really help when planning for the next year.      

Have some feedback? A topic suggestion? Text us!When camp professionals gather for a conference, there is much to be learned. With the backdrop of jazz music and beignets, the Camp Code team was fortunate enough to gather in New Orleans for the American Camp Association National Conference. Highlights included the opening keynote starting with a marching band, meeting Dr. G. in person, and all three Camp Code hosts meeting in person together, and then presenting a session together too. In this episode, the Camp Code team reflects on their key take homes from the week of networking, education, and fun. Ultimate Tic Tac Toe Notes from "I'm Going to Make This Place Your Home" Tool: Evaluation of your camp day - Ritual vs routine Best Practice for Leadership Training Thanks to Scott Arizala's presentation at the National Conference. Today's best practice is backward induction. First, set the goal and then work backwards so staff will know, do, and believe everything about their job. Start with with the end product and figure out the steps immediately proceeding reaching that end goal. Next write down the steps for those steps and so on until you have worked backward to where you are standing right now. This process helps take a seemingly huge task and break it down into smaller projects while also building your program in as intentionally as possible. A big thanks to all of our listeners who attended our session at #ACANat15! We loved meeting each of you.       

Have some feedback? A topic suggestion? Text us!To generate excitement, energy, and buy in from our staff, a theme during training can quickly communicate that this job is like no other. Themes can range from connecting to the history of camp to making references to current popular culture. A great staff training theme can put a fresh spin on information that is taught every year and inspire your returning leaders to create a memorable experience for those around them. On this episode, the Camp Code team presents nine different themes and activities that can be plugged in to your staff training today. Best Practice for Leadership Training Have your staff "come as a child!" Everything about training can be framed through the experience of a kid. When staff arrive, greet them with known childhood characters. Make time everyday to play for the sake of playing. Build forts and have story time. Hold a meeting as superheros in secret headquarters. Host a tea party. Make puppets. Plan a birthday party evening program. Create a space that reminds your staff of the audience they will be catering to all summer long. It will help your staff reconnect with their childhood experiences and teach them how take those memories and recreate them in more intentional and purposeful ways.       

Have some feedback? A topic suggestion? Text us!Meatballs - "We want gossip!" Andrew Solomon - Love, no matter what Wet Hot American Summer - Are you going to pick that up? First Follower: Leadership Lessons from Dancing Guy Jack Vale - Social Media Experiment Sir Ken Robinson - School Kills Creativity Arc'teryx - 35 Jessica's Daily Affirmations John Jacobson - Double Dream Hands Aimee Mullins - The opportunity of adversity 10 Most Awkward Moments Improv Everywhere - Subway Art Gallery Opening, Salvation Army Bell Choir      

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Have some feedback? A topic suggestion? Text us!Though we often consider the first day of staff training the time when we begin absorbing our new team into the camp culture, the reality is that staff orientation starts during the application process. Is the person trainable? How will he or she work on the team that is assembled? Does the applicant "get it?" Join Gab, Beth, and Ruby for a discussion of their favorite interview questions and time-tested ways to figure out if an applicant is a good fit. Best Practice for Leadership Training Your hiring process has to be what is best for camp. It is a hard job but you, as the director, are the one that has the big picture. You must put the effort in to make the hiring process be whatever the camp needs. It may involve re-interviewing return staff and asking some hard questions. These are the most important decisions you will make all year. If something feels off, trust your gut. Ask questions to your return staff about things that didn't follow your camp philosophy that happened the year before. You can say "I am offering you a job but here is my concern from last year and that cannot happen again." Hiring is not about being their friend. Make sure they understand that you must do what is best for camp. And never apologize for high expectations.       

Have some feedback? A topic suggestion? Text us!Christal Earle is the co-founder of Live Different, an organization that is about seeing change, building hope, and embracing a lifestyle of caring for people, not “stuff.” Christal spoke with the Camp Code hosts about how to empower young leaders to greatness and how to help them fully embrace camp’s mission and become a champion for your organization.