Suggestion or Requirement?
Claire Bloodgood
Georgetown TX USA
From: LEAVEN, Vol. 38 No. 1, February-March 2002, p. 6
Suggestions from an LLL administrator
or support person sometimes seem to carry so much weight that they can
be perceived as requirements. Suggestions and recommendations are usually
relevant to a specific situation, current problem, or an individual
Group’s, Leader’s, or Applicant’s needs. They may or may not prove helpful
in other situations. Let’s take a look at some suggestions or requests
related to Leader accreditation that have grown to look like “rules
and requirements.”
All Leaders in the Group
must write recommendations for new Applicants.
Reality: Co-Leaders should consult with each other about potential
applications for LLL leadership and come to an agreement. If Leaders
disagree about an application, the Leader Accreditation Department (LAD)
does expect all of them to speak up about their concerns and reasons
for disagreement. The LAD appreciates input from all Group co-Leaders
at the beginning of an application and throughout the Applicant’s preparation
for leadership. Their insights help the LAD representative form a more
accurate picture of the Applicant’s talents, skills, and needs so she
can assist her preparation for leadership more effectively. Only one
Leader Recommendation is required to begin an application.
All Applicants must complete learning exercises such as listening,
bias, phone call, and/or concepts discussion.
Reality: Leaders and Applicants should discuss and practice Leader
skills throughout orientation to LLL leadership. Various learning exercises
can be helpful tools for understanding and developing active listening
and other skills. While learning exercises are often sent by the LAD
representative, they may also be introduced by a Leader. Or a Leader
and Applicant may prefer to use another approach (or a combination)
to help the Applicant work on Leader skills. Your respect for the Applicant’s
needs, capabilities, and learning style can help build a foundation
of cooperation and trust between you as future co-Leaders. Let the LAD
representative know about your work together and how the Applicant is
doing, so the three of you can coordinate your efforts.
Applicants must
complete the Breastfeeding Resource Guide (BRG) with a Leader.
Reality:
There are many ways to approach the BRG. Applicants may enjoy working
on the BRG with other Applicants or may prefer to complete it all alone.
Applicants may wish to work with a Leader or may only want help getting
started. It may not be practical or desirable for Leaders and Applicants
to do the entire BRG together. Some Applicants find they learn more
and build greater confidence in their own abilities when they find the
answers independently, consulting with a Leader only when they feel
stumped. Your LAD representative will have other ideas you may find
helpful.
All Applicants must hold a Group job.
Reality: Holding a Group
job gives an Applicant valuable experience in Group management. We strongly
encourage Applicants to take Group jobs, but we do not require it. One
of the prerequisites for applying is that an Applicant “has demonstrated
a commitment to LLL.” Commitment to LLL is often shown by involvement
in a local Group. This may mean coming early to help set up for meetings
or staying after the meeting to help clean up. It might mean coming
to planning meetings and taking part in problem solving. It might mean
helping out with short term projects or filling in for Group workers
when needed. It might mean actively encouraging other mothers in the
community to come to LLL meetings. Be sure to mention on your Leader
Recommendations the many ways the Applicants you are sponsoring support
LLL. Let your LAD representative know about further Group work Applicants
take on during their preparation for leadership.
When an Applicant moves
to another Group, her new Leaders must write recommendations before
she can continue her application.
Reality: The Applicant has already
been recommended for leadership and does not need to be recommended
again. The LAD representative certainly needs to hear the Leaders’ insights
and especially any concerns. Leader input is vital. The questions on
the Leader Recommendation form may help Leaders to crystallize their
thoughts; using it may be a good way to open communications, but it
is not the only way to let the LAD representative know your thoughts.
Other questions may be more relevant when an Applicant is already well
into her preparation for leadership. Communication and collaboration
between the Leaders and the LAD representative are important. Please
ask the LAD representative for ideas on how you can help the Applicant
and what information she would find helpful from you at this time.
An
Applicant who moves in from another Group must attend an entire Series
before continuing her preparation for leadership.
Reality: A move-in
Applicant may want to take some time to get to know the Leaders and
get settled in her new home and Group. She can continue to work on her
preparation for leadership while getting used to her new surroundings.
She might want to work on her reading, her personal history, and the
BRG. She and her new Leaders can continue with leadership orientation
as soon as they choose. If the Leaders find they are not comfortable
supporting an application, it is their responsibility to address their
concerns, while consulting with the LAD representative. Contacting your
Coordinator of Leader Accreditation (CLA) as soon as possible when an
Applicant from another Group joins your Group will help the transition
go more smoothly. The Leader, the Applicant, and the A/CLA work best
as a team.
A Leader must have a year’s experience before sponsoring
an Applicant.
Reality: It is helpful for a Leader to have some experience
leading before sponsoring an Applicant, and a new Leader may wish to
take some time to be comfortable in her new role. However, when a Leader
is accredited, she is fully authorized and qualified to fulfill all
Leader responsibilities, including helping mothers learn about and prepare
for leadership. The LAD is available to help Leaders fulfill this responsibility.
Whether you are new or seasoned, the LAD has experience and resources
you can draw on at any time.
A Leader must have a year’s experience
before doing the Preview with an Applicant.
Reality: When there is no
experienced Leader available, a new Leader certainly can do the Preview
with an Applicant. Experience gives Leaders practical insights they
can share with Applicants. Assuming the Applicant is comfortable having
more than one Leader present (it’s up to her who is there), a new Leader
can learn quite a bit from participating in the Preview along with a
more experienced Leader. She can observe how the seasoned Leader guides
the Applicant through the Preview situations, adds elements from her
experience of helping mothers, and makes suggestions. A new Leader might
do some situations with the Applicant, with input from her co-Leader.
Or they might do some situations together. If a new Leader is doing
the Preview without a co-Leader, she may appreciate suggestions from
the LAD for ways to help the Preview to go well.
A new Leader must observe
for a Series before leading.
Reality: The new Leader has already spent
months observing while she prepared for leadership. She may choose to
observe for a while before leading, but she certainly is not required
to wait.
A new Leader must lead an entire Series of meetings as soon
as possible.
Reality: While it can be a good idea to begin leading meetings
as soon as possible, it is not a requirement from LLLI. A new Leader
may feel more comfortable being introduced as a Leader for a month or
two before leading the discussion herself. Some new Leaders begin leading
meetings by being responsible for part of the meeting discussion or
doing the introductions or announcements. Others may feel ready and
eager to jump in and lead a whole Series right away. There is no one
perfect way to make the transition. It is important for co-Leaders to
know what they can expect from each other and to respect each other’s
comfort levels. Good communication among Group Leaders will help make
the transition go more smoothly for everyone.
Helping mothers become
Leaders is covered in Chapter 5 of the 1998 edition of the Leaders’s
Handbook. Other good resources are the policies related to Leader accreditation
in the Policies and Standing Rules, available through the LLLI Web site
(www.lalecheleague.org/llleader web/FIN/PSRappend18.html) and in the
contents of the LLLI Application Packet. Becoming familiar with these
materials will help you understand your role more fully as you help
Applicants prepare for LLL leadership.
When you have questions about
Leader accreditation, your LAD representative can help clarify whether
something indeed is official policy or a recommendation or suggestion
that can be adapted for different situations. If it is LLLI policy,
your LAD representative may refer you to written resources. If it is
a recommendation or suggestion, your LAD representative can talk with
you about its purpose. If you believe that it would not be useful for
your situation, she can explore with you other ways to accomplish your
goals. As we talk about our purposes and goals, we will learn from each
other and discover more effective ways of working together. With a spirit
of cooperation and understanding, we can make the experience enjoyable,
enriching, and satisfying for everyone involved.
Claire and Jack Bloodgood have three sons and a daughter, ages 14
to 21. Claire was accredited in Southern California, USA in 1986. She
has served in the Leader Accreditation Department in Minnesota and Texas
USA. Claire is currently Coordinator of Leader Accreditation for LLL
of Texas. Her interests include cooking, sewing, old books, and old
music.
Last updated September 17, 2006 by jlm.
Page last edited Sun Oct 14 09:31:51 UTC 2007.
