Leadership: Are you Striving, Thriving, or Reviving?

A life of leadership can be broken down into three phases:

“Striving”, “Thriving”, and “Reviving”. 

In the early stages of a person’s career or membership in an organization, she is gathering experience and making decisions about which leadership opportunities to pursue.  This is a time of exploration, learning under the mentorship of others, and utilizing talents and strengths to pursue advancement. This is the stage in which a person is “striving” to find a path to success and to influence others along the way.

The second stage of leadership is achieved when a person begins taking on offices or positions of responsibility, becoming secure in the knowledge that experience has wrought.  In this phase, a leader is confident in her abilities, but also aware of her weaknesses. She encourages team members to contribute their own complimentary strengths.  In this stage of leadership, the goals are for the sustainability and advancement of the organization.  The leader in this position cannot be self-serving, but should be focused on the mission of the organization and on growing new leaders.

The third stage of leadership includes those who have previously held offices and positions of responsibility but now are settling into other roles within the organization.  Individuals in this stage of leadership can be a vital force in mentoring, encouraging, and assisting others.  They can support the “thriving” leaders and mentor the “striving” members.  If current leadership seems to be drifting away from the mission, these experienced members can “revive” the vision and offer their wisdom and advice.  Their input and encouragement are invaluable to the success of the organization.

How can we as a Society nurture and support each phase of leadership?

For those “Striving” members:          

• Provide professional development and leadership development opportunities at the international, state, and chapter levels.
• Provide workshops at conventions and conferences that encourage leadership development and educate members about opportunities to serve. 
• Encourage participation in committees and society events, while being careful not to cause stress or contribute to burnout.
• Inform members of opportunities and benefits associated with DKG.
• Mentor and encourage members.
• Provide financial incentives for members to attend professional development opportunities and conventions.
• Acknowledge and award achievement.
  

For the “Thriving” members:

•         Provide training at the international, state, and chapter levels for officer and committee positions.
• Provide financial support for officers and other leaders to attend training and conventions/conferences.
• Support and encourage leaders by volunteering to help in areas of expertise.  Former leaders (“Reviving” members) can mentor and advise.
• Acknowledge and award achievement.  

 For the “Reviving” members:

• Make sure that all members feel valued and have a role in the organization.
• Plan programs and activities for members in all stages of leadership.
• Create opportunities for “reviving” members to mentor and serve.
• Offer to provide transportation for older members to meetings and events.
• Acknowledge and award achievement.

These are just a few ways that we can work to “revive” our society and “strive” to help our organization “thrive” and “survive”.