uently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take riskThink back to the carefree days of summer camp. Remember the excitement of releasing the rope swing to land in a cool lake? Wasn’t it great fun to play Capture the Flag at dusk, racing into the woods that cast semi-scary shadows? Camp directors often get letters from parents saying, “My son returned from camp with self-confidence and a new outlook on life. He talks often about his camp counselor. I know that counselor played a large role in bringing about a positive change in my son.”

The leadership style of camp counselors transfers over to the business world. Try incorporating some of these camp counselor characteristics with your staff.

Camp counselors display leadership. They are the ones saying, “Let’s get this cabin cleaned up so we win the Pink Flamingo award!” Yes, the familiar “Management by Walking Around” has its merit. Yet it also takes a leader to make suggestions, set an example and actually do something to inspire employees. As a professional speaker, I frequently work with business groups. As part of the program, groups of 4-6 employees get an activity they need to accomplish within a designated time period. Some groups, repeatedly ask each other, “How do we want to do this?” “Anyone have any ideas?” “What is the best way to present this material?” They’re so busy making sure they are a “team” that no one takes a leadership role. The time to share their activity comes and the group tells me they couldn’t decide what to do. Someone with camp counselor leadership would encourage some discussion, and then say, “Look, we have seven minutes to do this task. Jeff and Marion, would you want to make the chart? Who wants to be the spokesperson for our group?”

Camp counselors encourage risk taking. It’s a good thing mothers aren’t at camp to see their children crossing a river on a slippery log or harnessed on a zip line zooming across a canyon. Instead of telling children “be careful”, camp counselors are yelling, “You can do it!” Way to go!” “Yes, you can get to the top of that rock climbing wall!” Counselors encourage risk taking. It’s okay to fall down when attempting to water ski. The important thing is to try. Job seekers at Microsoft are frequently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take risks

o the business world. Try incorporating some of these camp counselor characteristics with your staff.

Camp counselors display leadership. They are the ones saying, “Let’s get this cabin cleaned up so we win the Pink Flamingo award!” Yes, the familiar “Management by Walking Around” has its merit. Yet it also takes a leader to make suggestions, set an example and actually do something to inspire employees. As a professional speaker, I frequently work with business groups. As part of the program, groups of 4-6 employees get an activity they need to accomplish within a designated time period. Some groups, repeatedly ask each other, “How do we want to do this?” “Anyone have any ideas?” “What is the best way to present this material?” They’re so busy making sure they are a “team” that no one takes a leadership role. The time to share their activity comes and the group tells me they couldn’t decide what to do. Someone with camp counselor leadership would encourage some discussion, and then say, “Look, we have seven minutes to do this task. Jeff and Marion, would you want to make the chart? Who wants to be the spokesperson for our group?”

Camp counselors encourage risk taking. It’s a good thing mothers aren’t at camp to see their children crossing a river on a slippery log or harnessed on a zip line zooming across a canyon. Instead of telling children “be careful”, camp counselors are yelling, “You can do it!” Way to go!” “Yes, you can get to the top of that rock climbing wall!” Counselors encourage risk taking. It’s okay to fall down when attempting to water ski. The important thing is to try. Job seekers at Microsoft are frequently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take risk

d to accomplish within a designated time period. Some groups, repeatedly ask each other, “How do we want to do this?” “Anyone have any ideas?” “What is the best way to present this material?” They’re so busy making sure they are a “team” that no one takes a leadership role. The time to share their activity comes and the group tells me they couldn’t decide what to do. Someone with camp counselor leadership would encourage some discussion, and then say, “Look, we have seven minutes to do this task. Jeff and Marion, would you want to make the chart? Who wants to be the spokesperson for our group?”

Camp counselors encourage risk taking. It’s a good thing mothers aren’t at camp to see their children crossing a river on a slippery log or harnessed on a zip line zooming across a canyon. Instead of telling children “be careful”, camp counselors are yelling, “You can do it!” Way to go!” “Yes, you can get to the top of that rock climbing wall!” Counselors encourage risk taking. It’s okay to fall down when attempting to water ski. The important thing is to try. Job seekers at Microsoft are frequently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take risk

Who wants to be the spokesperson for our group?”

Camp counselors encourage risk taking. It’s a good thing mothers aren’t at camp to see their children crossing a river on a slippery log or harnessed on a zip line zooming across a canyon. Instead of telling children “be careful”, camp counselors are yelling, “You can do it!” Way to go!” “Yes, you can get to the top of that rock climbing wall!” Counselors encourage risk taking. It’s okay to fall down when attempting to water ski. The important thing is to try. Job seekers at Microsoft are frequently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take risk

uently asked, “What kind of risks did you take on your last job? What did you learn from that experience?” Microsoft looks for people willing to take a risk, knowing it could result in a new product or service. When someone has a new idea, can they bring it to you directly, or do they feel the need to submit the idea anonymously to the suggestion box? Try rewarding people who not only think outside the box, but create their own box. Try a cheer of “Keep trying! You’ll come up with a new widget design soon!” Show staff you are willing to take risks also. Jimmy Johnson, a coach for the Dallas Cowboys said “Do you want to be safe and good, or do you want to take a chance and be great?”

Camp Counselors are fun! When a camp counselor is placidly floating in an inner tube, only to be tipped by a group of ten-year-olds, what does he do? Yell, (as most parents do) “Hey! Don’t tip me! The water’s too cold”? No, a camp counselor laughs, spits water from his mouth and begins dunking all the campers within reach. The water churns with flailing arms, tipped inner tubes and peals of laughter. For the next week, campers giggle and say, “Wasn’t that cool how we snuck up behind Steven and tipped him from the inner tube?” The group has a lasting bond, knowing they shared a fun experience together. I’ve worked with groups where office assistants weren’t allowed to have coffee or any liquid on their desks because the boss felt they might spill something on important papers. When I asked them what would make it fun to come to work, the overwhelming answer was, “We’d love to just have a cup of coffee on our desks.” (Brings back visions of the office policy in the popular movie “9 to 5”, doesn’t it?) Having fun at work doesn’t mean wearing red noses and blowing kazoos. How about a bulletin board devoted to staff pets? People love bringing in pictures of their new cat or their beloved Rover wearing a pointed party hat. Give out simple awards such as a Good and Plenty candy bar to someone for always having plenty of good ideas. Celebrate some untraditional holidays such as National Bubble Wrap Day or Ugly Tie Day. A bit of fun and light-hearted humor goes a long way to increasing employee productivity and morale.

Next time you are looking to improve your leadership skills, why not invite a college student who was a camp counselor last summer to lunch? Have them share their insight in how they manage to inspire, educate and motivate groups of energetic children. The counselor’s tips might help you inspire, educate and motivate your staff!