i(Serve) Workshop 1

Mission/Vision/Culture

Objectives:

·  For our alumni members to better understand the mission, vision, and strategic plan, as well as the process by which it was created.

·  For our alumni to be updated on how that change in mission and vision, has changed the culture in regards to our structure and resources.

·  To provide a workshop that can easily be adapted and given by our alumni members, to other members who may be interested.

5 Minutes-Introductions

Introductions of presenters and allow participants to introduce themselves as well.

We want to thank you all for taking the time to be here this evening. This is the first of series of workshops that we have put together for volunteers who will be serving on the front lines with our chapters. We are going to spend our time in this workshop updating you specifically on Fraternity mission, vision, and a culture change that has happened within the organization in the past few years, and that will continue to drive Fraternity activities as we move forward.

We hope this to be a dialogue as much as possible, and we encourage questions. You have the option to use the hand raise button to let us know if you have questions along the way, but we will also allow opportunities for questions as well. (Show how to use hand raise feature)

20 Minutes-Strategic Plan Process (Rob)

When I became the Interim Executive, the first thing I was asked to do was to prepare a status report for the Fraternity Board meeting. In doing so I started taking a look at all of things we were dealing with and working on at the time. Looking at this list, it started to dawn on me that we were very much like this picture, moving in no clear direction. When planning for events like Presidents Academies, we found ourselves simply saying “what did we do last year?”

It was upon this realization that the Board decided to move forward with creating a strategic plan. An alumnus who specializes in strategic planning came in to facilitate the process and a mission, vision, and plan was then created.

Does anyone know what our current mission is?

Phi Kappa Theta actively develops men to be effective leaders who passionately serve society, Fraternity, and God.

The key phrase for us in this is the active development. What they do with that is then to serve society, Fraternity, and God.

In addition, the vision, is what we want people to say about Phi Kappa Theta by 2018. Does anyone know the vision?

Phi Kappa Theta will be known as the premier human development organization inspiring confidence through life experiences.

With this vision, we really want our members to be able to say that Phi Kappa Theta assisted in their development, and that we as an organization are helping our member through real world application use what they are learning.

So this has really been the process up to the creation, we now are going to move into talking about how that strategic plan, is now guiding the structure and resources of the National Fraternity, and the changes that are happening and have happened since this point. We know you all as collegians are comfortable in understanding chapter operations, but want to make sure you are up to date with the current happenings as well.

25 Minutes- Culture Change (Gretchen)

Prior to the establishment of our Mission, Phi Kappa Theta defined its success by looking at chapters. How many chapters do we have, how many are in good financial standing, and who is operationally sound. The establishment of the Mission allows us to focus our metrics on the individual member and specifically, how are we doing at actively developing servant leaders. The Fraternity has moved to focus on the success of individual members and their ability to say Phi Kappa Theta helped them to achieve that success.

5 developmental areas

As a result of the strategic planning process, Phi Kappa Theta came up with 5 developmental areas where we want members to be successful. Those are Fraternal, Intellectual, Leadership, Social, and Spiritual. The goal is active development of our members in these 5 areas with our resources focusing on real world opportunities and application.

These pictures are all photos that have come from The Temple magazine, of Phi Kappa Theta members, utilizing what they have learned in college and Fraternity in each of these areas. Brother Steve Wymer of Washington State, who was a 3 time Student Government President and Fraternity leader, is here now using his skills to deliver leadership workshops in international communities. Here Donald Wuerl from Catholic University of America is pictured. On November 20th, he was made a Cardinal by Pope Benedict. Pictured up top here are two alumni members, Adam Wilber, and Nick Pelletier, from Worcester Polytechnic, both who played influential roles in the success of their recolonization, now teaching what they learned to other alumni volunteers at this past summer’s leadership institute. Featured here was a story about Kevin Hakenwerth, who recently graduated from Missouri University of Science and Technology, taking what he has learned in the classroom to Guatemala, with Engineers without Borders to help provide clean drinking water for its residents, and lastly Brother Tom Rossi of RPI utilizing his experience with his academics and fraternity experiences, having started his own company around fire safety training.

Officer Structure flexibility, including mentoring structure

With the change to the 5 developmental areas, you’ll also notice a lot of change to our resources and structure that follow the same pattern. One of those changes has been to the officer structure. We have a new officer structure that about 1/3 of our chapters are currently using, including all of our colonies. This model has the traditional President, but below him are 5 VP’s for each developmental area. Those VP’s have then, positions and or committees reporting to them. This was really structured more off a business model of the vice presidents reporting to the president, and then them taking charge of their departments. You’ll notice that many of the positions our chapters are used to, still have a place in this structure, and we do work with chapters using this structure be flexible and realistic about what positions are needed.

Similarly, we also have implemented a new advising and mentoring structure as well, which again, all of our new groups and colonies use. Rather than relying heavily on one or two advisors, we look for a Board of advisors, which mimics a similar structure. This board can be made up of parents, alumni, faculty, staff, anyone who is interested and willing to assist in the coaching and mentoring of our members. Each executive position has an advisory counterpart, and the chair coordinates that committee as needed. This provides for alumni to have the opportunity to focus on an area of talent or interest, and to also allow those mentors to choose positions based on time commitment available. For the students it allows the opportunity to have a closer relationship with someone who can guide them. This also allows board members to rotate off as interested and needed, without leaving the chapter advisor less.

Culture Change as it relates to resources. There are many other changes to structure and resources that you’ll see, one I haven’t mentioned is the change in titles to office staff, from chapter development to member development. We’ve got a lot more examples on this slide however.

The Journey-This year, we have updated the Journey for the first time in over 10 years, and the newest classes of associate members should be receiving them shortly. The updated Journey is organized by the 5 developmental areas, making it easier for chapters to create a program that follows along.

Regional Conferences/Leadership Institute/Presidents Academy-Also updated in the past year have been regional conferences. Where in the past we had regional conferences that were operationally focused, and a separate President’s Academy, this year they have been combined into Regional Leadership Institutes. We have already completed the first of 4, and have two more to finish out the month during these next two weekends. Non-Presidents have programming around the 5 areas, including sessions around leadership, intellectual, spiritual development, and social responsibility. The Presidents track is still funded by the foundation, but our presidents learn leadership ideas and techniques that will help prepare them for their year ahead. Both Presidents and non presidents also have the opportunity to interact throughout the weekend with each other, and various alumni and staff representatives. Leadership Institute this year also had programming around the 5 areas, with an etiquette lunch, professional development sessions, leadership, and programming around life skills, such as car maintenance, health insurance, and financial management.

i(Serve)-i(Serve) is our network of volunteers, and in the past few years, we have begun implementing training geared towards those volunteers. This workshop is an example of one, but we also have provided training on being an effective coach and mentor at our last few national conferences. You will see these training opportunities only increase as we move forward.

Virtual Roundtables-This photo is a logo for our Virtual Roundtable series that has begun this past fall. The office holds webinars similar to this on the third Wednesday of every month. Topics vary based on time of year, and also member input. So far we have one on officer transitions and training, spirituality, and this month our members requested a roundtable on dating and relationships, which we thought was a great way to get them speaking about this topic in a more adult, open manner than often occurs. Anyone is invited, and you all are welcome to come this Wednesday at 8 pm central if interested. We have had an alumni presence at the past two. These roundtables, as I said, are very member driven, we provide the platform, but take the backseat as much as possible to allow conversation.

These are simply some of the things that have been changing, but by no means an exhaustive list, but it definitely highlights the change in culture that has been happening in the past few years. That’s the end of the presentation that we have, but we do want to open up for questions and comments now as we finish out.

Questions?