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Enhancing Accountability in Scouting Programs for Quality Leadership

This guide outlines key components of establishing a culture of accountability within scouting programs, as presented by Commissioner Rick Hillenbrand. It emphasizes the importance of defining roles, responsibilities, and expectations while encouraging open communication between leaders and volunteers. Techniques such as leading by example, holding performance evaluations, and recognizing success create an environment conducive to quality program delivery. The document provides actionable steps to ensure that accountability is woven into the fabric of scouting, promoting sustained engagement and effective leadership.

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Enhancing Accountability in Scouting Programs for Quality Leadership

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  1. Commissioner Service — Key Components in Providing a Quality Program Creating Accountability with Commissioners Rick Hillenbrand Council Commissioner National Capital Area Council scouting@cox.net

  2. Accountability 101 - Where to Start Establish expectations • Roles, Responsibilities & Expectations • Position Descriptions

  3. Lead by example If your actions demonstrate you aren’t accountable • …..You just set the real standard “Walk the talk” • Encourage continuous, open dialog between “senior leaders” and “front line leaders” • Visit your “units” (Service Areas, Districts) at roundtables, meetings, CAMPOREES, summer camp, etc. • Talk to the “troops” (those not wearing silver/gold tabs) Be responsive

  4. Hold people accountable You get what you measure • Performance • Tasks and Action Items Periodic performance evaluations and feedback Obtain commitments What do your meetings focus on? • Your agenda documents what is important • Meeting agenda triage • Sometimes you can’t cover every topic

  5. Be Human - be compassionate This is a volunteer position • Motivational factors are not the same as a paid position Ask don’t tell • More critical than when paid • Lead by coaching and mentoring – not by driving Friendship and camaraderie • Shared goals and objectives; a feeling of caring Success Breeds Success • Establish a climate that publically recognizes success • District Award of Merit & Silver Beaver nominations

  6. If All Else Fails…… When (not if or where) necessary, action is taken to improve performance • Up to and including “FIRING” those that refuse to be accountable We don’t really fire volunteers. We reassign them to positions “More consistent with their available time, desires & strengths.” • But you have to be able to “pull the trigger” • However, be careful of: • “Paralysis by analysis” • “Buck-fever” • Second chances work • Reassignment

  7. Four “Secrets” to Accountability • Establish Expectations • Obtain Commitments • Measure Performance • Reward Success Accountability is valuable to ensure the quality of the program at all levels, from top to bottom. In large organizations SELF POLICING accountability should be quasi-MANDATORY.

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