Myths of Leader Accreditation
Tammy Veatch
Lutz FL USA
From: LEAVEN, Vol. 40 No. 1, February-March 2004, pp. 12-13.
Myths of Leader accreditation
can appear out of nowhere or can be based on fact. They are sometimes
humorous and sometimes horrible. While myths can make for a good story,
they are not generally true. Myths about Leader accreditation can affect
the future of our breastfeeding support community. These myths could
prevent a Leader from actively helping other mothers find out about
leadership or from helping mothers prepare to become LLL Leaders. Here
are some myths and realities of Leader accreditation.
Myth: The
first step to accrediting new Leaders is to give a Leader Application
Packet to every mother as soon as possible.
Fact: Before giving
an interested mother an application packet, it is important to discuss
with her the LLLI Prerequisites to Applying for Leadership, LLL philosophy,
and the work of a Leader. A Leader’s close contact with mothers,
along with her knowledge, observations, and use of LLL resources, places
her in a unique position to help a mother decide if leadership is right
for her. Then, if the Leader and mother agree that LLL leadership is
an appropriate goal, the Leader gives the mother the Leader Application
Packet (removing the Leader’s Guide and Leader’s Recommendation
form).
Myth: It
is okay to recommend a mother for leadership even if the Leader has
doubts about whether she has met the prerequisites.
Fact: If the Leader
has doubts, it is important to voice them and gather more information
before the mother sends in her application. A mother deserves to know
if LLL leadership is a realistic goal. Leader Accreditation Department
(LAD) representatives are available and willing to dialogue with a Leader
and/or interested mother to help determine if LLL leadership will be
a good fit for this mother.
Myth: A
mother can apply for leadership even if all the co-Leaders in a Group
do not agree with the recommendation.
Fact: It is possible
that a mother may apply for leadership without the recommendation of
all co-Leaders in the Group. The Leader’s Handbook emphasizes:
"If a Leader has a concern or question about a mother’s readiness
to submit an application for LLL leadership, she needs to discuss it
with the other Leaders in the Group" (2003 edition, page 138).
Along with written resources, the LAD representative can help by clarifying
the prerequisites and suggesting helpful approaches for exploring the
issues.
Myth: If
the mother is involved in other organizations, she shouldn’t apply
for LLL leadership because she might have conflicts of interest.
Fact: Involvement
in other organizations is not a barrier to LLL leadership. Many Leaders
are involved in organizations or causes outside LLL. A Leader Applicant
needs to understand and help maintain LLLI’s main focus—mother-to-mother
support for breastfeeding mothers.
Myth: If the mother
has a large active family, she shouldn’t apply for leadership because
she will be too busy.
Fact: It is important
for an interested mother to understand the five basic responsibilities
of LLL leadership. LLL offers the mother an opportunity to combine volunteer
work with her family. Only a mother and her family can determine what
level of involvement she can contribute to LLL.
Myth: If the mother
works she can never meet the mothering prerequisite.
Fact: LLL supports
a baby/child’s need for mother’s presence in the early years.
The issue of working is not the consideration; rather the extent of
separation from a child is what may be in question. A mother can combine
commitments that take her away from her baby with an experience of mothering
through breastfeeding that is consistent with LLL philosophy. A mother
who experiences extensive, ongoing separation from her baby is unlikely
to fulfill the mothering experience prerequisite. If a mothering experience
that includes separation is in question, the Leader can consult a LAD
representative before encouraging an interested mother to apply for
leadership.
Myth: A Leader
Applicant should hurry through her application if a Leader is ready
to retire.
Fact: An Applicant
deserves time to write, think, read, and observe in preparation for
LLL leadership without being hurried. Some Leader Applicants need more
time than others.
Myth: There is
no point in recommending a mother if her communication skills are questionable.
Fact: Communication
skills, such as organizational skills, time management, critical reading,
and phone helping can be learned. As she prepares for leadership, there
are many ways for a mother to gain important skills, including dialogue
with the sponsoring Leader and/or LAD representative, attending Leader
Applicant workshops, and attending Communication Skills or Conference
sessions.
Myth: Only one
Leader can work with a Leader Applicant.
Fact: It is an advantage
for a Leader Applicant to observe and communicate with more than one
Leader. The Applicant can develop rapport and a working relationship
with each future co-Leader. She can learn from the Leaders’ different
experiences, strengths, and areas of expertise and gain a variety of
insights.
Myth: A Leader
Applicant can help a Leader fulfill her responsibilities.
Fact: A Leader Applicant
can assist a Leader in planning meetings and in completing monthly reporting
forms. In addition, an Applicant is encouraged to take on a Group job.
A Leader Applicant is not authorized to represent LLL. She may not fill
in for a Leader at a Series Meeting, take helping calls, speak to outside
groups or sign documents on behalf of LLL. To avoid any possible confusion,
an Applicant is not introduced to the Group as a Leader Applicant.
Myth: A lone Leader
must find a Leader Applicant before she can retire or move.
Fact: It is important
that the Leader take the time to get to know the candidate and conduct
thorough pre-application discussions (see "In Preparation for an
Application: Leader’s Guide" in the LLLI Leader Application
Packet) before writing a recommendation. In a rush to identify a Leader
Applicant, a Leader could overlook important discrepancies in the mother’s
fulfillment of LLL leadership prerequisites. Though it is disappointing
to see a Group disband, protecting the credibility and authority of
LLL is more important.
Myth: If a Leader
Applicant moves into an Area that does not have a Group, she must discontinue
her application for LLL leadership.
Fact: The Leader Applicant
can continue her application with the support of her LAD representative
even if there is no sponsoring Leader in her new community. Sometimes
a Leader from another Group in the Area is eager to be a mentor to an
Applicant, or the Applicant might be able to continue working with the
Leaders from her former Group.
Myth: If a Leader
Applicant or newly accredited Leader moves, all of the Group’s
work is wasted.
Fact: Any work with
a future Leader benefits LLL and the global breastfeeding community.
Myth: A
Group can have too many Leaders.
Fact: More Leaders
mean more mother-to-mother support! For example, a Group with many Leaders
can consider holding additional meetings, splitting into more than one
Group, doing more fundraising, or participating in outreach. The possibilities
are endless. You never know when a Leader may move or retire as her
family needs change. It’s always great to have co-Leaders!
Myth: Leaders
should fill a Leader Applicant in on all the Group "gossip."
Fact: Leaders need
to be respectful and keep confidences. The Leader Applicant needs to
establish relationships with members and Leaders in a Group without
the bias of other people’s opinions and experience.
Myth: Leaders
should have one year of experience before sponsoring a Leader Applicant.
Fact: During her application,
a newly accredited Leader has developed the skills and acquired the
tools necessary to guide another mother as she prepares for leadership.
In the case when a Leader is working alone, she has the ability to work
with a Leader Applicant right away. Co-Leaders often work together in
supporting a mother’s preparation for leadership, and a newly accredited
Leader may find it helpful to work along with her co-Leaders in sponsoring
a Leader Applicant.
Myth: Once
a mother applies for leadership and the Leader has written her recommendation,
the LAD will take care of the rest of the work.
Fact: The application
time is a partnership between the Leader Applicant, Leader, and LAD
representative. Mutual communication and support continue in the triad
throughout the Leader Applicant’s journey to accreditation. Together,
the Leader, Leader Applicant, and the LAD contribute to the future of
La Leche League and the global breastfeeding community.
To dispel further myths,
refer to Chapter 5 of the LEADER'S HANDBOOK or contact a LAD representative.
Tammy Veatch has been
a Leader in Tampa, Florida, USA for 5 years. Her sons, Benjamin (6)
and Stephen (2) are second generation LLL children. Tammy’s husband,
Brian, attended LLL meetings with his mother in Hawaii over 30 years
ago. She currently serves as CLA to Florida and the English speaking
Islands.
Page last edited Sun Oct 14 09:31:43 UTC 2007.
