Being Co-Chair of an organization is different from what I expected. Mind you, I didn 't found this organization; joining in grade nine I had the opportunity to learn and grow over the past few years before ascending to the position of co-chair. Five months in, here 's is a recap of some of the experiences I have had.
Although I understood the responsibilities associated with being co-chair before becoming co-chair, the role brought out sides of me that I didn 't know existed. Of course, I was confident in my ability to oversee the operations of the organization, conceptualize future projects, make decisions, etc, but I was unaware of my attention to detail. Being perfectly capable individuals, the executives are typically assigned very open-ended …show more content…
This is partly due to the fact that, as co-chair, I am involved in all of the committees and my time has to be distributed evenly among those committees. As we progress further into our first large project, however, I am sure that I will be more involved in "work", as the beginning stages require the most guidance from the …show more content…
Don 't get me wrong, 90% of the time they are very accountable people; however, this is a non-profit-volunteer-run-youth organization. The members don 't get paid; their only reason to stay is the promise of volunteer hours, self satisfaction, and the opportunity to pad their resumes. Passion is likely to motivate individuals to join the organization, but I rarely see passion that drives members to continually and consistently contribute as time progresses. This sets up a situation that makes it exceedingly difficult to keep members accountable, as the only real drawback is a chance of being kicked out. Our organization is a small one, and each member was handpicked out of a large pool of applicants for their dedication and skills. Furthermore, no member is "waste", as each one contributes more than you could ask for from volunteers. These two factors make the chance of being kicked out very miniscule. The problem of accountability is barely noticeable when compared to most other organizations in our area, thanks to our small, tight-knit team; however, it does exist. My cohort and I hate doing it, but the most effective way to keep the team accountable we find is to be naggy. We send out reminders for upcoming deadlines, we check the executives ' progress on tasks, and we create detailed timelines to ensure everything stays on
Although I understood the responsibilities associated with being co-chair before becoming co-chair, the role brought out sides of me that I didn 't know existed. Of course, I was confident in my ability to oversee the operations of the organization, conceptualize future projects, make decisions, etc, but I was unaware of my attention to detail. Being perfectly capable individuals, the executives are typically assigned very open-ended …show more content…
This is partly due to the fact that, as co-chair, I am involved in all of the committees and my time has to be distributed evenly among those committees. As we progress further into our first large project, however, I am sure that I will be more involved in "work", as the beginning stages require the most guidance from the …show more content…
Don 't get me wrong, 90% of the time they are very accountable people; however, this is a non-profit-volunteer-run-youth organization. The members don 't get paid; their only reason to stay is the promise of volunteer hours, self satisfaction, and the opportunity to pad their resumes. Passion is likely to motivate individuals to join the organization, but I rarely see passion that drives members to continually and consistently contribute as time progresses. This sets up a situation that makes it exceedingly difficult to keep members accountable, as the only real drawback is a chance of being kicked out. Our organization is a small one, and each member was handpicked out of a large pool of applicants for their dedication and skills. Furthermore, no member is "waste", as each one contributes more than you could ask for from volunteers. These two factors make the chance of being kicked out very miniscule. The problem of accountability is barely noticeable when compared to most other organizations in our area, thanks to our small, tight-knit team; however, it does exist. My cohort and I hate doing it, but the most effective way to keep the team accountable we find is to be naggy. We send out reminders for upcoming deadlines, we check the executives ' progress on tasks, and we create detailed timelines to ensure everything stays on