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Webinar-Talent Bank
- 1. 77 West Washington Street, Suite 1009 • Chicago, IL 60602 • 800.456.4900 • www.gcsrw.org • www.umsexualethics.org
- 2. Binders Full of Women Creating and Utilizing a Talent Bank
- 3. Training Agenda • Purpose • Goals Introduction • Women • POC • Other Why we need Binders • Research & Create • Collect • Design How to Build a Binder • With Whom and When • Special Considerations How to Share a Binder • Updates • Evaluations Rinse & Repeat • Profile Samples • Talent Banks • More Information • GCSRW Resources
- 4. WHY?
- 5. 19Go therefore and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit. Matthew 28:19 Developing Principled Christian Leaders for the Church and the World The Four Areas of Focus of The UMC, 2012
- 7. “Just Apply Already!” “We Need You!”
- 9. Nancy Ditomaso, from “How Social Networks Drive Black Unemployment” the New York Times May 5, 2013 Inequality reproduces itself because [referrals are] typically reserved for people who are “like me”: the people who live in my neighborhood, those who attend my church or school or those with whom I have worked in the past.
- 11. What you have to offer that is unique • Skilled at asking: – How to prevent exclusion – How to increase hospitality – How do we learn to respect difference • Expand the network • Alternative objectivity • Different priorities – Listen more thoroughly – Interview or meet with participants
- 12. Process Overview • Research • Create Profile Template • Recruit and Collect participants – Questionnaires – Interviews or Meetings – Leadership Training • Share the Binder • Rinse and Repeat
- 13. STEP 1: RESEARCH Who & What
- 16. • Expectations – Time commitment – Duration – Support to be offered – High-capacity or willing to train? • Priorities – Competent or Passionate? – Team oriented or self- driven? – • Skills – Leadership – Technical – Offer trainings – Worship, Care, Planning … • Passions – Spiritual leadership – Social justice – Personal piety – Intellectual
- 17. Step 2: Profile • Create profile questionnaire – Samples – Online or paper – Email or form (google drive) • https://support.google.com/docs/answer/87809?hl=en • Find the right questions
- 18. Profile Outline: Contact Information Phone Email Church & District Demographics Age Race Skills Leadership Technical / Logistical Effectiveness Connectional Personal Passions Perspective
- 22. What is are your spiritual disciples and gifts? Where are your passion and the work of the AC similar? Which skills do you want to offer? What do you want to learn or improve? Where in the annual conference do you see need for change or greater ministry? Which committees interest you?
- 23. Other Possible Questions: • A list of skills • Logistical considerations – Mobility and transportation – Child care – Time of Day – Technological capacity (meet by Skype, Google hangout, conference call, Adobe Meeting etc) • Current commitments (Boards, committees etc.) and time to offer
- 24. Transferrable Skills Characteristic Rating Comments Ability to work well with others Personal motivation and initiative Dependability Trustworthiness Attitude Pride in one’s work Personal follow-through Cooperative … Please rate each characteristic between 1 and 10, with 1 being a low rating and 10 being a high rating
- 25. Skills and Abilities: Please check skills that you have or would like to develop: Would like to use this Skill Would like to improve No interest Scheduling Administrative Event Planning Communications Leading worship Leading trainings or bible studies Liaise between committees Lead meetings Take notes …
- 26. Activity: Contact Information Phone Email Church & District Demographics Age Race Skills Leadership Technical / Logistical Effectiveness Connectional Personal Passions Perspective Write at least five questions to include in a questionnaire
- 28. Samples In the files box, please download “Sample-Forms-UMC” and “Sample-Forms-Misc” These two pdf’s will give you a strong library of formats and models upon which to build your profiles and questionnaires.
- 29. Step 3: Collect & Recruit • Timeline (Rolling or Deadline) • Nominations / Leadership Deadline • Meet on first day of Annual Conference • At district pre-conference meetings • Host district level workshops • Enlist help from District Superintendents, UMW / UMM officers, lay servant teachers, clergy, etc.
- 30. Recruitment: • Make it personal – Have a conversation – Individualize invitations – Modify requests for referrals • Phone Calls • Handwritten notes • Personal visit People will notice the time, effort & vulnerability you put into an invitation. Simply increasing your level of personal investment will positively affect how people respond to you. The high investment => high response principle
- 31. What is communication like in your annual conference?
- 32. Step 4: Compile & Design • Create a Binder – One page, or several for each participant? – Sort by skill, interest, or experience? – Simple list (sorted), list with blurbs, or one person per page
- 34. Example: Short Blurbs • Susan Keaton – Susan is a lay, white, middle age, woman. She is in communications professionally, has a daughter, and likes to read novels on her commute each day. • Elaine Moy – Elaine is a lay, Chinese-American, middle age woman. She has two sons and like to help them learn to bake. Elaine’s has great passion for organizing, cleaning and is an accountant. • Erin Kane – Erin is a lay, white, young adult, woman. She has particular gifts for details, archives, research and experience with community organizing and anti-racism trainings. • Becky Williams – Becky is a lay, white, older adult woman. She has previous experience on conference lay leadership teams, a passion for spiritual direction, and particular skills in teaching and leadership.
- 35. One Page per Person • Introduction • Contact Information • Compelling Skills • Personal touch • Reference or Recommendations • Use back or page 2 for details, CVs/Resumes and other information
- 37. STEP 5: SHARE
- 38. How to Share a Binder: • Meet with nominators in their space and time • Explain how this helps them – You may use slides from this presentation – Share information about how – Identify groups about whom we ask, “where are all the (e.g. young people) ?” • Remember the high-investment, high-response principle • Discuss confidentiality and respect
- 39. Work 7 – 9 months in advance
- 40. With whom will you share your binders? Whom will you contact to meet? How will you share the profiles? What will you tell them?
- 41. STEP 6: RINSE AND REPEAT
- 42. Rinse and Repeat • Evaluate the program regularly for improvement • Update the binders annually • Decide thoughtfully whether to roll over profiles automatically • SUCCESSION PLAN: – Find someone in year 2 to assist you. Train them and show them how to do what you. In year 3, let them take the lead, and you be the assistant.
- 43. Evaluations • Ask participants: – How to improve profile form • Add or Subtract Questions? • Length of Time to return form • Alternative methods of submission – How to communicate with them • How often • What information they need • Ask Nominators – How to improve profile form • Additional questions • Specific needs • Ask Lead Volunteers – What was difficult – What support needed – Who else to get involved
- 45. Let mutual love continue. Do not neglect to show hospitality to strangers for by doing that some have entertained angels without knowing it. Hebrews 13:1 I was thirsty and you gave me drink, I was a stranger and you welcomed me. Matthew 25:35 Contribute to the needs of the saints; extend hospitality to strangers. Romans 12:13 19Go therefore and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit. Matthew 28:19 Then Peter began to speak to them: “I truly understand that God shows no partiality, but in every nation anyone who fears God and does what is right is acceptable to God. Acts 10:34
- 46. Ensure Credibility • Only the very best • Include all and hope they succeed • Connect to mentors and coaches
- 47. Cultural Obstacles • Insular behaviors • Poor communication • No training or support • Unclear expectations
- 48. Active Talent Banks & Leadership Development Orgs • https://www.nationalserviceresources.gov/skills- based-volunteering#.U2K-P_ldXHR • http://www.handsonnetwork.org/nationalprogram s/skillsbasedvolunteering • http://www.taprootfoundation.org/support- probono/build-pro-bono-movement • http://www.commonimpact.org/ • http://www.smartvolunteer.org/ • http://www.volunteermatch.org/
- 50. https://www.surveymonkey.com/s/May1 4-webinareval Audrey Krumbach Director of Gender Justice & Education akrumbach@gcsrw.org (312) 346-4900
Editor's Notes
- Hard to do so at Annual conference Too big Too many people Almost impossible to develop leaders if we only work individually
- Problem: Anonymity (it feels impersonal) Women are more likely to say YES if asked then to volunteer without prompting + women politicians on average need to be encouraged / asked 10 times before they will run +men will run on average ½ time – i.e. many run before ever being encouraged! ===nothing inherently wrong with either eagerness or with waiting, but if we value the unique perspectives that women bring, then we benefit from making it more likely capable women will be invited to serve
- People I Know People I’m comfortable with
- Provides the + Information about candidates in clear, concise format + Translate what the willing volunteers have to offer into language and format that nominations committees are CAPABLE of understanding + Add level of personal connection to applications
- Many annual conference nominations teams already have a questionnaire, form or other way for people to express their desire in person. What a COSROW can offer is: intentional recruitment of women, people of color, young adults, introverts and others who are less likely to volunteer themselves Recommendations Different questions Third party (liaison) objectivity
- Who is looking for volunteers What do they value?
- WHO Talk with Committee on Nominations, Lay leadership formation team, DCM, Bishop/Cabinet
- What are you looking for in leaders? What experienced prepare leaders? What the best leader you ever had do? Assess strong committees and identify common factors Ask existing leaders what they imagine leaders are like use their descriptions to decide what materials and information to highlight Identify skills and attributes nominations looks for
- Samples and Examples
- TRANSLATION!!!!! HERE – ask people to translate into “plain language” first!
- EASIEST PART: ADVERTISE, ENCOURAGE, RECRUIT If event, Name so as to encourage the “need to be invited” possible description: learn more about what it’s like to serve on an Annual Conference Committees and how to serve; first time delegates, women, poc and minorities are encouraged to attend If not, seek out recommendations, referrals. If you recruit, remember two primary rules
- (high investment – high response) The amount of time and effort you put into making an ask is noticed and seen by the person you are asking. Personal visit, phone call or handwritten note require a more-than-average investment in this fast, online world Don’t pretend power differences do not exist. the truth is, that researchers have confirmed the more important a person is, the less likely they are to respond promptly to an email. Bosses answer emails to employees more slowly than employees respond to the bosses email. And this happens OUTSIDE of workplaces. BUT if you are ignored by someone who thinks of themselves as “important” don’t despair! - Call their secretary and chat with them, call the bishop’s spouse instead of your bishop, contact the vice president of the UMW instead of the president. … contacting a person who isn’t in a position of visible leadership often merits better responses.
- Who will be the people in the annual conference to ask to get the word out? Who can help? Whose news stories appear often? Which committees, churches, districts, individuals or ministry projects? INVITE THEM to participate, and to help!
- Do not promise ANYONE that the talent bank will work Feel free to demand that any committee who reads the talent bank will respect the privacy of those within this can be written and signed if you’re worried.
- For sample, email Audrey
- Reminder: we do this because it’s what Jesus calls us to do.
- The best way to become a resource for those looking for leaders is to ensure that the ones you recommend are respected for the work they do. This gives you a few options: Only recruit and include the most awesome, incredibly capable and phenomenally charismatic Include everyone and hope for the best Support the people you promote by offering them coaching and advice as needed.
- Unwritten expectations Good Ol’ Boy Clubs (insular networks) Insufficient training and support Overburdened volunteers & staff Poor / non-existent relationships Fail to communicate logistics No mentors or coaches Forget or neglect to share history Maintain inside jokes and never decode acronyms No common communication portal