The Summer Institute on Leadership and Public Service

SPARC SILPS-11

huennekensp1 — Sat, 09 Jul 2011 03:57:58 +0000

For this first week, I have worked at the School of Performing Arts in the Richmond Community, more commonly referred to as SPARC. My duration at the organization has been involved in the children’s camp which is located at the Tuckahoe Presbyterian Church. At the camp, children are taught how to act, dance, and sing. More importantly, however, they are taught how to be self confident with themselves around other people. Many of the children attending the camp are there on scholarship because they come from underprivileged families, which is an aspect of SPARC I did not fully understand. SPARC does so much more for the community than just teaching performance skills. It teaches young children to think outside of the box and to be creative with their ideas, skills that have been proven to be crucial for success later in life. At SPARC, children are given the tools to succeed that they would not have received at their respective day schools. In this regard, I now see why organizations like SPARC are such a crucial addition to the community.

Three leaders at SPARC come to mind when I think of citizen leadership. The first is my mentor, Erin Thomas-Foley. Erin usually stays at the SPARC main office, working on the nitty gritty of the organization rather than the hands on teaching of children. However, she surprises us from time to time at the church and comes and acts with the children and teaches them drills that she herself learned whilst she was an actor. Erin leads with vision, she leads with the belief that every child has the right to succeed. Her visionary style of leadership is most apparent when she is teaching children. She always shows them the big picture. When they ask, “why am I doing this?” instead of simply responding “Because I said so!”, she gives a detailed response which the children respond positively to. She is very versatile with any job and is clearly a strong leader within the organization. The second leader that stands out is Durron Tyre, one of the teachers. Durron has taken the very tricky route of being a direct and authoritarian leader. He demands nothing less than perfection from the kids and is always watchful for slackers who bring the production’s value down. However, I believe that Durron’s discipline has its place in a program such as this. The children seem to grow more and more aware of what they are doing when he is around. They do not loathe him either, in fact, it is quite the opposite. The children look up to Durron as a voice of authority and of knowledge, as he always has the right answer to any question they pose. His authority-compliance driven model of getting things done surprisingly works in a children’s environment. Finally, we come to William Southerland, who uses a team-management style of leadership where he encourages the children to all work together to achieve a common goal of a good performance. He usually tells them at the beginning, “guys, we have a show coming up. No matter how awful it is, your parents will be there in the audience. Now, you can either make your parents sit through a miserable performance or you can give them something to actually pay attention to. How does that sound?” Of course, the children want to develop a good performance. Whenever a question about a certain dance move or song, William always includes the entire group on the conversation rather than just the one asking the question. William connects every child to the other children in a way that synergy is created, bringing together the 40-some children that make up the camp. These three leaders are key examples of leadership within SPARC.

(Boaz & Ruth , SILPS ‘ 11)

banksm1994 — Sat, 09 Jul 2011 03:43:36 +0000

My initial week at Boaz & Ruth has been an experience unlike any other. At first i wasn’t feeling estatic about interning at this site, Contributing from the my initial thought was that their sole purpose is helping ex-convicts fit back into society. However, later my thought was contradicted;becuase at the end of the week , i concluded that the organization main purpose is to help anyone (including ex-cons) who , primarily, wants the help and make improvements in their lives through the many activities that Boaz and Ruth offers them to participate in. Boaz & Ruth prime missi0n is to help rebuild lives and help those involved in the services Boaz & Ruth offer make a personal change that would improve their standards in society. The organization provides classroom training that deals with emotional competence, workplace readiness, and recovery. I myself have seen these classes firsthand. these courses are truely remarkable; it helps an individual to interact with others by sharing their personal problems, while recieving solutions from the head of the class. These classes make it possible for the participants to use non-aggresive, non-violent solutions to solve a problem. They make it possible for individuals who are former drug addicts, drugdealers, ex-cons, and high school dropouts to become community leaders, hard-workers, teachers and trainers. They help those who has a low self sufficiency issue to become great citizens with high self-reliance as a trait.

Now, during the internship I found one person that serve as an engaged citizen. this engaged citizen I was formally introduced to was named Jordan, He is an stay at home dad with an infinite bank of technological skills, who volunteers at Boaz & Ruth to share his knowledge of computers to the participants. He uses his expertise to guide those who had fallen to the doldrums of processors. Declaring effienciency as the way to complete goals, he inspired the participants to become indulge in computer knowledge. His contribution is a major component to the success of this class, and he is just one of the many engage citizens that are a part of this organization. I have met many volunteers during my stay, but Jordan involvement really caught my attention. It was a pleasure to see Jordan involve in this organization, helping improve the lives of the participants by making them understand processors and learning computer techniques.

Ellie Feedmore 2011

grattane — Sat, 09 Jul 2011 01:13:41 +0000

She is funny, caring, and kind. She knows what she has to do, and the obstacles that face her. She understands the problem, and that it will be challenging to completely over come, but she does not give up. She knows everyone by name, and greets them with a cheery smile and hello. When things do not go as scheduled she goes with it, not making a fuss. Her title is a high one, the highest there is at Feedmore. Fay Lohr is the C.E.O., a title that at first intimidated me, but on the first day of my internship as I nervously waited in the lobby in between tasks, she approached me. She smiled, she knew my name, she greeted me, she knows my mom, but we had never met. She talked with everyone in the room like we were all close friends, making everyone comfortable and amused. As my days with Feedmore progress she is always there to smile and wave in the halls, she takes time out of her busy schedule to answer my questions and sit down with me, walking me from point A to point B. I feel comfortable around her, and the whole building feels that way. Everyone there is so inclusive and kind, they include me in lunch table conversations, knew my name on the first day, and are genuinely interested in me. My belief is that Fay Lohr is the one who sets this atmosphere, she makes people feel comfortable and in return the atmosphere is positive and supportive.

To be an effective leader, many qualities are needed. Fay Lohr represents such a powerful presence because of her charisma, patience, respect, and perseverance; and Feedmore benefits strongly from it. The job of C.E.O. is not an easy one, she is in charge of overseeing everything and everyone. She understands the drastic amount of hunger in the world, and that it will be nearly impossible to prevent and end it all, but she sees hope. She understands that every bit helps, and one child fed is one less that is hungry. She strives to do as much as she can with the resources provided to her, sometimes bending over backward to accomplish this. Spending time with Fay Lohr and Feedmore has really opened my eyes to what being a leader really means, and I am looking forward to spending the next week again at Feedmore and with all the wonderful people I have met there.

Camp Baker SILPS ’11

roesslerc — Sat, 09 Jul 2011 00:41:26 +0000

Camp Baker has many displays of leadership traits as each and every counselor is responsible for a number of campers, making the counselors leaders. They must be intelligent in order to recount mass amounts of information regarding health concerns, personal information and how to with many different situations. A specific example was on the first day when my head counselor warned me about the many odd eccentricities that my group of campers had and in a matter of seconds he recalled at least ten flawlessly. Another example includes when my group of campers went off campus to go horseback riding and one of the counselors noticed that there were many bees about and remembered that one of the campers was allergic to bees, despite only reading this once several days before. His next action speaks to another leadership trait, determination. He decided to drive the bus back to camp to retrieve an Epipen for bee stings, even though he was never told by a superior, the camper was never stung and that the path was a mile of dirt roads to be traversed by a bus. The counselors must also be self-confident as they must deal with several unpleasant experiences and must remember that they are not the only ones experiencing this and that getting through it will improve the campers’ life.

Integrity is an additional trait that these leader-counselors must contain as their line of work involves caring for people for an extended period of time through unpleasant moments, were abuse could be common, but instead they face this head on and with great trustworthiness and personal honesty to bring about the best care. Yet another additional trait that the counselors possess is sociability. Every second of every day involves social interactions with campers, volunteers, and superiors and they must often be upbeat and energetic. This involves relationship building common to leadership, but also involves friendship building rare to leadership positions. This is seen through many forms, but the most evident is that on the last day of the week, when the counselors must say good-bye to the campers they have been interacting with for an emotional week; the hugs and cheers and sentimental tears speak volumes as to the sociability of the counselors. Lastly the counselors must be emotionally intelligent (ability to understand emotions and apply them to life) as they must observe their campers and know how to read their emotions and respond effectively. This is especially difficult as many of the campers are non-verbal. This was shown when a counselor noticed that one camper, normally exuberant, was quiet and took the initiative to check him and noticed that he had missed his morning juice, and being a diabetic had blood sugar drop, and then responded quickly and effectively. All in all, the counselors at Camp Baker must contain a bounty of leadership traits in order to run the camp successfully.

James River Parks SILPS 11′

jesenskyj1993 — Fri, 08 Jul 2011 23:35:32 +0000

James River Parks SILPS 11′

My past week interning at James River Parks has been an interesting one. My first three days were exhausting and busy as I spent all of my time performing manual labor. I did tasks such as sorting through garbage, mowing grass, and trimming up hiking paths. I just recently learned that the massive amounts of work and labor that each employee must perform is due to the fact that there are less than ten full time staff members that have the responsibility of maintaining all of the parks. This really impressed me as to how much time and effort the employees put into their jobs. While unfortunately, I have only had the opportunity to spend one day with Ralph, in that short period of time I quickly learned that he possesses many of the traits that were described in my reading as to what makes a good leader.

Just from one day of working with Ralph and observing him give tours to little children, I have found out a lot about him and his personality. The reading on leadership listed five key traits that were important to leadership, which were intelligence, self-confidence, determination, integrity, and sociability. I have found that Ralph is one of the most determined individuals I have ever met. Just from working with his fellow employees throughout the week, I found that he was constantly calling them and assigning them new tasks that had to be completed or issues that had to be dealt with. He even called me one night after work, asking me where he could find a box of inner-tubes that we had deflated. However, apart from being determined, I have also found that Ralph is extremely intelligent and has a large knowledge of what he is talking about. The two hour tours that he gave on Belle Isle today could have easily lasted 12 if the kids would have had the patience to hear him talk about everything he knew. The presentation of his intelligence in the manor of tours also highlights his strong traits in self-confidence and sociability. Finally, integrity is a trait that Ralph also possesses. He is an honest man, perhaps at times a little too honest, and is ultimately a man of good morals and intentions.

Freedom House SILPS ‘11

kernodler12 — Fri, 08 Jul 2011 22:32:09 +0000

Christy Ellis. This “Wonder-woman” of the non-profit world effectively exhibits all three skills noted to be an effective administrator or leader. Northouse’s writing defines technical skill as knowledge about and proficiency in a specific type of work or activity. Mrs. Ellis has an in-depth knowledge not only of her field of the non-profit world (Aiding the homeless community) but how to work effectively with for-profits to achieve a given goal. Northouse writes also on Human Skill. He defines it as knowledge about and ability to work with people. Not only does she have a responsibility to be cordial and amicable with those less fortunate than she, but she must also employ “people” skills with those in Administration within her organization as the Freedom House, and with other organization from the people who run companies to those who build the operating quarters of the company. In my opinion, Human skills are most vital in the non-profit world. Northouse also writes on that of Conceptual skill. More abstract of a skill than the others, a conceptual skill is the ability to work with ideas and concepts. She has the ability to conceptualize creative methods of using funds, donations, transportation, etc. so that they are used both effectively and with as little cost (both financial and physical) as possible. She also is willing to coordinate her ideas with the ideas of others to create the most benefit to any given task.

Mrs. Ellis uses her skills effectively to be a leader in our environment. She realizes that a change needs to be taken on and she combines her passion with her skills and talents to effect relief and rehabilitation in the homeless society. I speak on her skills not only as one his has observed her in action, but as one who has taken on some of the responsibilities for which we commonly take for granted and that she does on a daily basis. She is showing me that flexibility is a major trait that leaders must have as long as its accompanied by a strong work ethic and an unrelenting will power.

Crossover SILPS 11

beamant — Fri, 08 Jul 2011 21:39:02 +0000

July 8, 2011:

Throughout the past few weeks I have been exposed to multiple new concepts associated with leadership. This week as I began my internship for Crossover Ministry, a free clinic in Richmond’s Southside, I was able to experience new forms of leadership in a non-profit organization. For most non-profits, they are managed and staffed by a select few and even fewer of those managers are actually paid. Crossover Ministry actually depends on community participation and awareness in order to continue to serve the numerous Richmonders who are seeking medical attention. In an organization like this, it is essential to have a staff and leaders who are able to strongly and effectively communicate with the patients, doctors, and the numerous volunteers that come in each day. One of the important skills of being a leader is “Human Skill”. Ones who have attained “Human skills” throughout their leadership positions are also known as ones with “people skills” and they are often knowledgeable about the people and clients they serve. Additionally, “human skills” allow a leader to assist others in their profession in order to work cooperatively and to achieve common goals. However, most importantly they create an environment of trust where others feel comfortable, secure, and confident in the skills and abilities of other they lead.

Surprisingly, at Crossover Ministry I have only found a select number of leaders who actually seem to exhibit these Human Skills. For many people, it is difficult to be an effective leader on the business end as well as a people person who can communicate with others. Even though it has been difficult for me to find leaders who are well rounded and effective in the organization, one lady, Eleanor Sanchez, has been an example of someone who has helped me throughout my past week. Eleanor works in the front office as one of the head secretary’s for Crossover. One of the first things that caught my attention with Eleanor was her ability to communicate with all patients, Spanish speakers and English speakers of course as well. However, she is not your typical secretary attendant, because she is not as bubbly as one might expect to find at the front desk of a non-profit organization. Yet, she is very honest, straight to the point, and often quite blunt. I’ve learned to appreciate and respect these leadership qualities, especially in an free health clinic environment. She has opened my eyes to an entire new component of leadership and what I should begin to embody as I become a more effective leader in our community.

The Daily Planet SILPS”11

woolfordtnum1 — Fri, 08 Jul 2011 19:14:24 +0000

“The daily planet”

on my first day there Susan suserke’s boss made sure i felt comfortable there and that i knew where everything is and that if i needed her to contact her through her office number including my boss. I was very interested in the fact that everyone there wanted to know where I was from and what program i am in and that they made me feel like i been a part of their company for many years.I have worked with an individual name Sarah who is an intern herself at the daily planet and we both are working on better ways for the daily planet to get known out in the world with their social media. we soon will be recording a virtual tour for the website. something i soon hope i am able to show you. at least the draft of it. From the four days i have been here i have seen a lot of amazing things from how they operate and how people can get approved into this program and also the schools they work with to help their social media. i had a chance to meet the Iraq kids who go to VCU who will be helping us get some ideas on how to help with the daily planet’s social media.

The daily planet mission is to provide accessible, comprehensive and integrated quality health services to those at risk of, or experiencing homelessness in greater Richmond. in the reading that was assigned to me i think one of the leadership traits i saw and really admired was the leadership trait of intelligence and having the ability to solve out of the blue problems with the business. My boss Susan suserke showed that trait. their was a situation where there was a mistake in the print up they had done on a board and it was due almost an hour from that time. Susan quickly thought of a way to finish and fix the mistake that they had and her judgement on the person’s ability to do this was correct. she shows all of the traits like sociability, which in her case she talked to everyone there and knew everyone there. she showed the determination trait, an example of this is when she had to do a tour for a volunteer and a meeting. she showed determination by always checking up on me to make sure i was doing the work she had provided me. she was determined and driven to make sure i had succeeded in the assignment giving to me even though she had a lot on her plate. The daily planet is an amazing place and maybe someday I will be an employee here for many years to come

Camp Baker SILPS ’11

sarkars94 — Fri, 08 Jul 2011 11:43:18 +0000

Camp Baker contains many leaders that display the style approach to leadership. However, one of the most exemplary examples of this approach to leadership can be seen in Jarek. In my relatively short time at Camp Baker, I have seen Jarek show particular skill in the relationship behavior style of leadership. Every single counselor at Camp Baker loves Jarek, and would follow his orders (as long as they’re reasonable) without hesitation. Examples of this devotion abound at Camp Baker, but one example springs particularly to mind. On my first day at Camp Baker, Jarek asked my head counselor to skip his break and look after the campers because another counselor wasn’t feeling well. He did so without hesitation, and didn’t bear a single feeling of ill will towards Jarek. Additionally, they have developed a close bond with each other due to Jarek’s decision to make all counselors stay at Camp Baker at night, whether they are on duty or not. I believe that Jarek’s innate skill in the relationship behavior department of leadership is far better for a Non Profit than a skill in the rigid initiating structure behavior style, which I feel would fit better in the business world, and not Camp Baker.

When it comes to Blake and Mouton’s Managerial (Leadership) Grid, it is clear that Jarek attempts to reach his goals through the “concern for people” factor. As I mentioned earlier, he is committed to building organizational commitment (many of the counselors have been with the organization for many years, like my head counselor) and trust (as I mentioned earlier, all counselors follow Jarek’s orders o the tee). The personal worth of his employees is greatly increased by Jarek’s consistent compliments to all counselors, no matter how great they are at their job. Finally, Jarek promotes good social relations amongst his employees by allowing them to take weekends off to “bond” together through group trips such as the one planned for this weekend at King’s Dominion. In all Jarek, manages to achieve his goals efficiently and without ill will amongst his employees by employing the relationship behavior style of leadership and accomplishing his goals through the “concern for people” factor.

A Grace Place SILPS’11

owensb12 — Fri, 08 Jul 2011 03:44:28 +0000

A Grace Place’s misssion is to celebrate life while providing for individuals with intellectual disabilities. The style of leadership exemplified in this organization is shown in the leadership behavior entitled employee orientation. Employee orientation is the behavior of leaders who approach subordinates with a strong human relations emphasis. They take intrest in workers as human beings, value their individuality and give special attention to their personal needs. I am aware that this description is focused on how the workers are treated in the workplace however in relation to A Grace Place these qualities of employee orientation fully describe what the organization, A Grace Place, is trying to do for all the individuals involved in the program , providing hope, instilling a sense of pride and improving the members lives as indiviauals of society.

In my opinion the staff members as a team portray this style of leadership because of their knowledge of each individuals medical and personal needs whether the individual is verbal or non verbal, mobile or wheel chair bound. Being around the individuals everyday an observer can see the actual love and care the staff puts into their job and the individuals life. Members of A Grace Place are placed in a setting where they can feel independent. The staff only prompts members to do what is needed throughout the day so when task are completed the individual can take pride in themself which ultimately gives them hope to keep trying life. Another important factor that follows along the A Grace Place version of employee orientation is the fact that the staff now refers to each person as an individual rather than a client or participant. The word individual itself reminds the staff that each person in the program is a human being not just a person grouped with others like them with intellectual disabilities. Calling the individuals individuals reminds us that we are all members of the same community no better no worse than one another.