Ask The Expert

Ask the Expert - Organization & Motivation

By Ted Miller, HMCC, CHME, CHSP, CGTP, CGMP

I am considering a chapter leadership position for the coming year. If I am the committee chairman, am I expected to do most of the work?

The key to being a committee chair or other leadership positions is your ability to organize the tasks and function of your committee. Then select the committee members that want certain tasks and assign them to those members. When you are in a leadership position it is important to remember that you are the leader and you need to motivate those around you to perform the tasks and not do the work yourself.

Last year we had a number of people who committed to being on our committee but never were really engaged. How would you suggest I handle this situation?

It is not unusual to have people initially make a commitment to a committee and not engage with the rest of the members. This happens for one of two reasons: either the individual truly did not understand their responsibility as a committee member or the committee chair did not engage and motivate them. The latter is generally the case as many committee chairs do not take the time to learn what each member wants to achieve being a committee member.

If you are a committee chair or in a leadership position how would you suggest I initially manage the group?

To manage a committee you need to understand why each member joined and what talent they bring. As an example, if you need to use social media as part of your committee select someone who is either very experienced and can teach the group how to best use it or choose a member who wants to learn about it. If you pick the latter expect that there may be some times lapses as they start to use it. You may want to assign a mentor to them so they have a resource to help them when they have issues. As the committee chair your main responsibility is to engage each member in activities that suit each member and will give the group synergy.

How do you handle a committee member who either does not attend our meetings or is generally unresponsive when we send them communication?

Not everyone is cut out to be a team member. If they have not responded on the last two communications you have sent then send them an email thanking them for their interest and excusing them from their duties. This is the polite way of terminating someone.