Co-leaders: Establishing, Maintaining and Improving Relationships
By Maggie Heeger
LEAVEN, November-December-January 1995-1996, p. 97.
Co-leading is the ideal
Group situation: the workload is divided into mother-sized jobs and
varied approaches help us appeal to many types of mothers. Most co-Leaders
sincerely want to work together productively because we all have the
same goal--helping mothers breastfeed.
However, when more than
one person is involved in any project, the potential for conflict exists.
It's the wise LLL Group that prepares for this by respecting individuality
and keeping lines of communication open.
One way to strengthen bonds
between Leaders is to hold regular Leaders' Meetings. These meetings
can be informal and should include Leader Applicants. They differ from
Planning/Evaluation Meetings in that they provide an opportunity to
discuss Group goals and Leader responsibilities in more depth than when
the gathering includes Group workers. At first, you may want to use
a discussion starter topic for Leader Meetings. If you have a very talkative
Group of Leaders, one topic may be all that is needed per meeting. If
you have a Chapter or District gathering, these subjects could make
up a workshop agenda. Whether it's two Leaders sitting around the kitchen
table or twenty Leaders at a workshop, remember that the goal is not
to air everyone's grievances at once in a manner that may cause hurt
feelings. The goal is to help all Leaders work better together, for
that's when mothers in our communities truly benefit.
Discussion Starters:
* We all have our strengths.
On a large posterboard, make
three columns labeled,
"I like to..."
"I dislike..."
"I'd like to learn more about..."
Going round-robin style or seeking volunteers, ask each Leader to contribute
several items to each list. This can be very enlightening! When we see
how our co-Leaders feel, we can direct enjoyable tasks to the appropriate
people, relieve some burdens and help them learn more. (This is a variation
on "The Window of Work" featured in THE LEADER'S HANDBOOK.)
* Co Leaders deserve respect.
If you have a problem with
a co-Leader, don't gossip with other Leaders or Group members. You can't
help but influence their opinions on this personal matter. Instead,
find an objective, confidential person to serve as a sounding board,
your District Advisor, for example. Read the District Advisor section
in the LEADER'S HANDBOOK for help as well.
* There are many styles
of parenting, each with merits.
The same applies for leadership.
Would you call yourself a "feelings" kind of Leader or a "factual" one?
Do you zero in on empathizing with a mother or do you strive to provide
information? Why? What can we all do to broaden our approach and incorporate
both feelings and facts in our dealings with women?
* LLL's philosophy statements
can be interpreted in different ways that are all acceptable.
When a Leader has strong
beliefs on one end of the concept continuum and another has strong beliefs
on the opposite end, they may clash. To keep sparks from flying, how
can we find a middle ground of agreement? How can we maintain respect
for differing interpretations of LLL philosophy?
* "What surprised me most
about leadership responsibilities was...."
Ask each Leader to finish
this sentence, either in writing or orally.
* I feel comfortable in
my knowledge of....
Ask Leaders to make a "yes,"
"no" or "sometimes" designation beside each of the following aspects
of leadership:
- local treasury information
- Area reporting procedures
- Leader liability
- empathetic listening
- speaking to outside organizations
- preparation of Leader
Applicants for leadership
- correcting inaccurate
information presented at meetings
- (list others)
Leaders who answer "no"
to certain topics can look for someone who said "yes." Partnerships
can be formed to help educate everyone. The areas that generate the
most discomfort are prime targets for discussion with a District Advisor.
They may also be suggested as session topics for upcoming workshops
and conferences.
Meet often with your co-Leaders.
Keep it fun. Consider a potluck lunch to accompany the meeting. Don't
plan on "having it out" with anyone in this setting. By sharing positive
experiences, developing respectful relationships and establishing friendships,
it's easier to get over the rough spots that may arise in a co-leading
situation.
Page last edited Sun Oct 14 09:31:11 UTC 2007.
