use of many skills….
Do you recall the last
time a skill was demonstrated at a troop meeting? How did
it go? Who did it? Do you think you could do as well?
Better? Quite a bit better? There you go — evaluating.
And it’s all based on your personal values.
"Boy, I wish I was
as good a patrol leader as Pete."
"Look at those
Foxes. The Owls can do a lot better than that."
"We made a few
mistakes this time, but watch out for us at the next
The easiest evaluation
for a leader is to trust his own judgment. That’s also
the worst. What the leader thinks and what the group
thinks are often far apart.
Years ago a survey was
made of Scout camps. Camp leaders were asked how they
thought the Scouts liked various camp activities. The
Scouts were asked how they liked the same ones.
The results showed that
the camp leaders weren’t very good at guessing what the
Scouts liked. For example, leaders rated religious
services in camp as very low in popularity. Scouts rated
them very high. Camp leaders rated big, mass activities
as most popular among Scouts. But the Scouts said the
things they liked best were the ones they did in small
Everything your patrols
and troop do should be evaluated. But not by you alone;
let the Scouts who take part in them share their thoughts
But you have to be sure
you understand what they’re telling you.
Here are some pointers
that will help you understand the answers you get from
personal values show. Each person sees things
in his own way. The boy who loves water sports
may not think much of camping on the desert. That
doesn’t mean he’s wrong. It just helps you to
understand how he evaluates 3 days on very dry
- When you ask for
facts you need simple answers. This means
that you will have to ask questions that will get
This type of question
will get a simple answer: How many patrol meetings should
there be every month?
On the other hand, this
question will not get a simple answer: Why do you think
your patrol should meet once a week?
- A person seldom
tells how he really feels with
short answers. If you want to know how many
or how much, short answers are fine. If you want
to know how people really feel, you have to give
them freedom to answer.
Which of the following
questions leaves the person the greatest freedom to tell
how he feels?
a. Did you enjoy the
b. Would you rather fish
or play golf?
c. How do you think we
could improve our camping program?
(The first two questions
above allow only one possible answer each, and they don’t
tell us why. You can say anything you want to answer the
prevent honest answers. When a person feels
threatened, he will not evaluate honestly. The newest
Scout in your troop probably will not answer questions
frankly until he feels that he belongs. A newly appointed
quartermaster is not going to evaluate the senior patrol
leader’s (SPL) recommendation too critically until they
have worked together for a time and he has become better
acquainted with the job.
You may want to try some
group evaluation in your patrol the next time you have an
activity. Were all members present? If not, why? What did
the patrol get done? Did they enjoy doing it? Will they
do it again? How could the activity have been improved?
To check your ability in
this skill, you must decide just how you are using
evaluation to help you lead better. Do you listen to what
is said? Do you make excuses for doing what you do?
- You can’t stay
on the track unless you know where you are going
and then evaluate what you are doing successfully
to get there.
- Find out from
others how you are doing. Don’t just trust your
- Be sure you know
what you are asking.
- Be sure you know
what they’re telling you.
makes use of many skills…." is adapted
from Patrol and Troop Leadership,
the handbook on leadership development written for
Patrol Leaders and published by the Boy Scouts of
America in 1972.
Much of the original leadership development material
contained in the Handbook, including the eleven
skills of leadership, remain at the core of today’s
leadership experience in Scouting. Patrol
and Troop Leadership covered nine of
the skills presented at the Council Junior Leader
Training Conference and other leadership development
programs in Scouting.
Leadership" is adapted from Patrol
and Troop Leadership, the handbook on leadership
development written for Patrol Leaders and
published by the Boy Scouts of America in 1972.
It provides some excellent background and insight
into the BSA’s approach to the subject of
1990 to 1993, the Junior Leader Training
Conference program received an intensive review.
A new Junior Leader Training Conference Staff
Guide was published in 1993. Comments on the 1995
Revisions takes a close-up look at
the most recent changes published in the 1995
Troop Leader Development Staff Guide (1974)
presented a short history of leadership
development and how elements of the White Stag
program were incorporated into the leadership
development efforts of the BSA in The Historical Background
of Leadership Development
the first experimental leadership development
courses at Schiff and Philmont in the 1960’s, the
National Junior Leader
Instructor Camp has set the standards
for Junior Leader Training courses in councils
across the country. A unique experience in
leadership and learning, NJLIC leads the way by
providing the most up-to-date training for those
junior leaders selected to lead their local
||Conducting a Council
Junior Leader Training Conference. Offered
for the first time this year at Philmont, this
program covers all aspects of conducting a
successful Junior Leader Training Conference. It
will be conducted during the Boy Scout
Conferences, from June 22-26, 1997.
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