Successful 4-H leaders adapt well to the rapidly changing rural landscape, says Debora Lyall of Manitoba 4-H.
“A strong 4-H leader is open and able to deal with that change,” said the acting manager of the province’s 4-H and youth section.
The criteria 4-H uses in choosing leaders focuses on their commitment to the program’s goals in developing youth and 4-H’s contribution and value to the families, communities and individuals involved.
Lyall said these leaders capitalize on their natural talents in speaking to the media, developing funding proposals, public speaking or coaching.
Read Also
Going beyond “Resistant” on crop seed labels
Variety resistance is getting more specific on crop disease pathogens, but that information must be conveyed in a way that actually helps producers make rotation decisions.
“A good volunteer knows where their strengths lie and focuses there,” said Lyall.
In addition to energy and motivation, other essential leadership qualities include trust, openness, honesty and credibility.
“In all groups of people, the leader has to be trusted by those around the table with them,” Lyall said. “If somebody has some of those qualities, they’re doing real good.”
Valerie Smith, executive director of the Saskatchewan 4-H Council, agreed the leader must reflect the 4-H creed of honor, integrity, co-operation, reliability and fun.
As in other provinces, Saskatchewan requires leaders to submit applications, list references and submit to police checks, a process repeated every five years.
They then undergo training on topics such as developing activities, training kids or developing constitutions. Members are motivated to attend the regular meetings, so discipline is not usually a big concern, said Smith.
“Generally you’re working with a group who want to be there, it’s not like school where they have to be there.”
Once the provincial committee reviews and approves candidates’ applications, the club takes over. A leader’s dismissal or removal is left to the local club, Smith said: “It’s not something we typically deal with.”
British Columbia 4-H said finding and keeping a stable of 900 volunteer leaders is an ongoing challenge, so letting leaders go is rare.
But Colleen Lepik, executive director of the B.C. 4-H Council, said her group is creating a policy that would allow them to remove “any volunteer from our organization who is not working in the best interests of the organization.
“We recognize that high standards are essential to ensure the welfare of the young people who are entrusted to our care,” said Lepik, noting volunteers must sign and abide by a code of ethics detailing rules of conduct.
Mahlon Weir, head of the Alberta 4-H branch, said leaders can “de-select” themselves. He recalled concerns about his own child’s 4-H leader, who was “punted” for the health and welfare of children after being given an ultimatum.
“Sometimes it’s not pretty,” he said.
“Being an Alberta 4-H leader comes with an awesome responsibility.”
Conflict is inevitable when a group of people comes together, Lyall said, citing Manitoba’s 1,800 leaders and 237 clubs.
Manitoba 4-H teaches skills to deal with conflict, including mediation and resolutions and reviewing the goals of 4-H in educating youth. How it is handled depends on those involved, she noted, conceding some clubs live with conflict for a long time.
“We bring everyone around the table to talk and try to figure out solutions and usually a strategy is developed,” said Lyall.
