As a freshman in college, I idolized the student section leaders. I still remember watching them from my seat in the stands of the Grand Canyon University Havocs student section, wondering how I could become one of them. They dressed up in crazy costumes, cheered loud, and radiated contagious energy like no one was watching. Having the ability to lead cheers and chants and promote school spirit during sporting events seemed like the ideal way for me to try to make the most of my college experience.
After being offered the job at the end of my freshman year, that proved to be true. Throughout my sophomore year, or “rookie year” as we referred to it, I had a year to sit back and absorb everything about how the Havocs’ systems worked and the preparation that went into each and every event. Our senior leaders taught us about each integral piece, from marketing and social media to game entertainment and fan experience. I learned how to set up a tailgate, order giveaway items, and spent welcome week knocking on every student’s door to tell them about the Havocs and how to get involved.
Without this all-encompassing first year of training from the senior leaders, I would not have been as well equipped to take on a larger role the following year. Our team went from ten leaders to seven, and the four of us who returned had to step up and implement what we had learned as rookies.
So how do you most effectively train the next generation of student section leaders? Here are some valuable insights and strategies that I learned for mentoring and preparing successors for their roles:
Lead by Example
The first and most fundamental step in mentoring the next generation is setting a positive example. Senior leaders should embody the values, enthusiasm, and work ethic they expect from their successors. Show them what it means to be dedicated and passionate about the school and student section.
Structured Training Programs: Develop a structured training program that covers all aspects of the leadership role. This should include detailed guidance on organizing events, marketing, social media management, and other relevant skills. Make sure there are clear learning objectives for each aspect.
Hands-On Experience
Encourage new leaders to get hands-on experience early in their roles. Allow them to shadow senior leaders during meetings and events and provide them with opportunities to take on responsibilities gradually. Whether it be something as simple as creating a flyer to put up around campus or placing an order for tailgate supplies, this experiential learning is invaluable in building confidence and competence.
Mentorship Pairing
Consider implementing a mentorship program where each new leader is paired with an experienced mentor. This mentor can provide guidance, answer questions, and offer support throughout the transition period. This one-on-one relationship fosters a sense of camaraderie and accountability.
Regular Feedback
Provide constructive and honest feedback to new leaders. Regular check-ins, evaluations, and open discussions about their progress are essential. Celebrate their successes and address any areas that need improvement. Feedback should be a two-way street, allowing leaders to express their concerns and ideas. Not every leader will be gifted in marketing, game day, and operations, so feedback is essential to finding the right fit within the team.
Empower Decision-Making
Gradually empower the next generation to make decisions independently. Encourage them to take ownership of projects and events. While it’s important to offer guidance, giving them autonomy fosters leadership skills and creativity.
Conflict Resolution and Communication Skills
Teach new leaders effective communication and conflict resolution skills. In leadership roles, they may encounter disagreements or challenges. Equip them with the tools to navigate these situations diplomatically.
Emphasize Teamwork
Stress the importance of teamwork and collaboration. Effective leadership often involves working closely with others. Encourage leaders to build strong relationships with their team members and foster a positive group dynamic.
Document Processes
Create comprehensive documentation for all key processes and procedures within the organization. This includes event planning checklists, social media strategies, and marketing guidelines. Having clear, written resources can aid in training and serve as a reference for future leaders.
Passion and Enthusiasm
Remind new leaders that their passion and enthusiasm are contagious. Encourage them to inspire and motivate their peers by maintaining a high level of energy and school spirit.
Legacy Planning
Encourage senior leaders to reflect on their experiences and the impact they’ve made. Have them document their successes and challenges to help future leaders learn from their experiences.
Celebrate Succession
When the time comes for the senior leaders to pass the torch officially, celebrate this transition with a symbolic event or dinner. Acknowledge the senior leaders for their contributions and welcome the new leaders with enthusiasm.
The impact made on my life through the Havocs leadership ultimately shaped my career and taught me valuable lessons that transfer over even after I had graduated. Mentoring the next generation of student section leaders is a crucial responsibility for senior leaders. By following these strategies and instilling a culture of continuous learning and development, student sections can ensure a smooth transition and the continued success of their mission to promote school spirit and community engagement. Remember, the legacy of great leadership lives on through those you mentor, so invest in their growth and watch your student section continue to thrive.
