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Royal Rangers, the Royal Rangers Emblem, and Royal Rangers group names and group
logos are registered trademarks of Gospel Publishing House. Permission for use is required.
Scripture quotations are taken from the Holy Bible, New International Version, NIV.
Copyright 1973, 1978, 1984 by Biblica, Inc. All rights reserved worldwide.
2010 by Gospel Publishing House, 1445 N. Boonville Ave., Springfield, Missouri 65802.
All rights reserved worldwide. No part of this material may be reproduced, stored in a retrieval
system, or transmitted in any form or by any meanselectronic, mechanical, photocopy,
recording, or otherwisewithout prior written permission of the copyright owner, except brief
quotations used in connection with reviews in magazines or newspapers. Handout material
may be reproduced for use in teaching within your local outpost.
Portions of this book have been adapted from copyrighted material of the Boy Scouts of
America. Used by permission. All rights reserved.
We ask that our members set a good example for the young men that they lead by honoring
this license agreement.
Version 06/2010
Junior Leadership Foundations
Interview Guidelines
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GOSPEL PUBLISHING HOUSE
SPRINGFIELD, MISSOURI
EVANGELIZE, EQUIP, AND EMPOWERTHE NEXT GENERATION OF CHRISTLIKE MEN
AND LIFELONG SERVANT LEADERS
r o y a l r a n g e r s
J u n i o r l e a d e r s h i pf o u n d a t i o n s
i n t e r v i e w g u i d e l i n e s
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3
JUNIOR LEADERSHIP FOUNDATIONS
INTERVIEW GUIDELINES
CONTENTS
SECTION 1. INTRODUCTION ......................................................................................... 5
SECTION 2. JUNIOR LEADERS ORGANIZATION........................................................... 7
SECTION 3. JUNIOR LEADERSHIP FOUNDATIONS INTERVIEWS............................... 9
SECTION 4. GUIDELINES FOR INTERVIEWS BY ADULT LEADERS............................ 13
A. Interviewing a Senior Patrol Leader ................................................................... 15
B. Interviewing a Scout .......................................................................................... 21
C. Interviewing a Junior Group Leader .................................................................. 27
D. Interviewing a Chaplain Aide .............................................................................. 33
SECTION 5. GUIDELINES FOR INTERVIEWS BY SENIOR PATROL LEADERS........... 39
A. Interviewing an Assistant Senior Patrol Leader ................................................... 41
B. Interviewing a Patrol Leader .............................................................................. 47
SECTION 6. GUIDELINES FOR INTERVIEWS BY
ASSISTANT SENIOR PATROL LEADERS .................................................. 53A. Interviewing a Communications Specialist ....................................................... 55
B. Interviewing a Gear Manager ............................................................................. 61
C. Interviewing a Historian ..................................................................................... 67
SECTION 7. GUIDELINES FOR INTERVIEWS BY PATROL LEADERS.......................... 73
A. Interviewing an Assistant Patrol Leader .............................................................. 75
SECTION 8. GUIDELINES FOR INTERVIEWS BY ASSISTANT PATROL LEADERS...... 81
A. Interviewing a Patrol Communications Specialist .............................................. 83
B. Interviewing a Patrol Gear Manager ................................................................... 89
C. Interviewing an Event Planner ........................................................................... 95
D. Interviewing a Spirit Leader ............................................................................. 101
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4
APPENDIX A. JUNIOR LEADER POSITION DESCRIPTIONS ..................................... 107
Copy the appropriate section and give to the Junior Leader prior to the interview
1. Position Description for Senior Patrol Leader (SPL) ...................................... 109
2. Position Description for Assistant Senior Patrol Leader (ASPL) ...................... 111
3. Position Description for Communications Specialist .................................... 113
4. Position Description for Gear Manager ......................................................... 115
5. Position Description for Historian.................................................................. 117
6. Position Description for Chaplain Aide .......................................................... 119
7. Position Description for Scout ....................................................................... 121
8. Position Description for Junior Group Leader ............................................... 123
9. Position Description for Patrol Leader (PL) .................................................... 125
10. Position Description for Assistant Patrol Leader (APL) ................................... 127
11. Position Description for Patrol Communications Specialist ........................... 129
12. Position Description for Patrol Gear Manager ............................................... 131
13. Position Description for Event Planner ......................................................... 133
14. Position Description for Spirit Leader ............................................................ 135
APPENDIX B. HANDOUTS........................................................................................... 137
1. Interview Preparation Checklist ................................................................... 139 2. SMART Goals ................................................................................................. 141
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5
S E C T I O N 1
INTRODUCTION
A. THESE GUIDELINES HAVE THREE PURPOSES
1. They give the Outpost Coordinator, the Group Leader, and the Outpost
Chaplain guidance for conducting Junior Leadership Foundations inter-
views within the outpost/group.
2. They provide guidance to junior leaders for conducting the Junior Leader-
ship Foundations interviews for which they are responsible.
3. Finally, there are position descriptions for each of the principle junior
leadership positions normally found in an outpost. In your outpost you may
need others. If so, it would be wise to write a position description.
B. THE PURPOSES OF A JUNIOR LEADERS INTERVIEW
1. Give a personal, one-on-one, introduction to leadership class by a moreexperienced leader. The interview is notfor selection purposes.
2. Confirm that you approve his appointment or election and affirm your support
for his success.
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6
SECTION 1
3. Reassure him that there are other resources to help him succeed (besides you).
4. Clarify what is expected of him in his new role and what he can expect from you and
other leaders in the outpost/group.
5. Resolve any questions he may have about the position.
6. Provide him an initial assignment in order for you to catch him doing something right.
7. Give junior leaders experience participating in and conducting interviews.
C. LEADERSHIP IS A LEARNED SKILL
1. All the classes and books that have been written on leadership are good aids but there is
no substitute for hands-on experience.
2. The principle purpose of Royal Rangers junior leadership is to provide Rangers theopportunity to be mentored by an experienced leader while they are learning by doing.
3. The first step in junior leadership development is conducting an interview with the Royal
Ranger who is about to assume a junior leader position.
4. Leadership merits prepare Rangers to assume more responsibility for outpost/group
leadership by developing leadership skills.
5. District junior leadership training events are available to help further develop leadership skills.
D. PREPARATION FOR A JUNIOR LEADER INTERVIEW
1. Make Group Leader appointments and have the patrols elect new Patrol Leaders.
2. Ensure the newly appointed junior leader is given a copy of his position description (see
Appendix A) and the SMART Goals (Appendix B) handout. Ask him to read them and
bring them with him to the interview.
3. Ensure copies of the Interview Preparation Checklist (Appendix B) are available to all
those who will be conducting interviews.4. Schedule and announce the interviews for which you are responsible.
5. Oversee the scheduling and conducting of the interviews by junior leaders.
6. Ensure a copy of the Royal Rangers Leader Manual(2010 edition) is available for the
newly appointed junior leader to use.
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7
S E C T I O N 2
JUNIOR LEADERS ORGANIZATION
ASSISTANTGROUP LEADER
JUNIOR GROUP LEADER
ASSISTANTGROUP LEADER
GROUP LEADER
SENIOR PATROL LEADER
PATROL LEADERPATROL LEADER PATROL LEADERASSISTANT SR.PATROL LEADER
COMMUNICATIONS
SPECIALIST
GEAR MANAGER
HISTORIAN
CHAPLAIN AIDE
SCOUT
GROUP LEADERSHIP
TEAM
GROUP ORGANIZATION CHART(fromchapter 28 of the Royal Rangers Leader Manual,
2010 edition)
ASSISTANT PATROLLEADER
ASSISTANT PATROLLEADER
ASSISTANT PATROLLEADER
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9
S E C T I O N 3
JUNIOR LEADERSHIP
FOUNDATIONS INTERVIEWS
A. WHO DOES THE INTERVIEW?
The interview is conducted by the leader the junior leader will report to. (See
chart on page 12.) If two people are listed, the person listed first takes the leadwhile the second individual monitors the process. In cases where the primary
interviewer might be inexperienced, an exception may be made (if needed).
B. WHAT TO DISCUSS
1. By their nature, interviews can be intimidating. Intimidating boys is not
what Royal Rangers is about. Therefore, the first item that should be dis-
cussed is one which will help him relax.
2. Ask him how he thinks he can be a Christlike junior leader. Make sure you
also pray with him over his new role.
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10
SECTION 3
3. Ask him what he thinks his role will be. This will confirm whether he has read the
position description and SMART goals information you gave him earlier. If not, take the
time to go over this information with him, demonstrating your interest in his success.
4. Review what the outpost/group expects of him and what he can expect of the outpost/
group. Ensure you are both communicating. Tailor the expectations of the outpost/group
to the Ranger; consider his age, maturity, and experience, but dont expect too little. He
will want to live up to your expectations, so expect great things!
5. Share the junior leaders resourcesinclude the appropriate handbook for his age group,
a copy of the Royal Rangers Leader Manual(2010 edition) for him to borrow, and the
names of those adult and other junior leaders in the outpost who can help him succeed.
6. Explain that this responsibility is just a beginning and other training sessions including
the leadership merits will help him continue to develop.
7. Answer any questions he may have.
8. Inspect his uniform. Review the importance of leading by example. Remember that as a
leader, you should be in uniform when you are conducting a uniform inspection.
9. Assign him an achievable, position-related task that he can complete in about one to two
weeks. This first task should be simple, but should require some leadership on his part.
Review the task in detail, but dont overwhelm him. Remember the purpose is to catch him
doing something right. You want to build on a series of successes. Let him know that youwill be checking back with him for an update on the assignment and when the checkup will
occur.
10. Remember to inspect what you expect, and that what you reward gets repeated.
It is critical you follow up. If it appears that you do not think it is important enough to
follow up in a reasonable time, he will not think so either. When you do, ask him:
How do you think it went?
What did you do well?
What could you have done better?
How will you do it next time?
11. Listen closely to his answers. He will likely be harder on himself than you will. This is an
opportunity for you to encourage him, not to jump on his mistakes.
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11
JUNIOR LEADERSHIP FOUNDAT IONS INTERVIEWS
12. Conclude by assigning a new task and scheduling its follow-up. Subsequent tasks should
be more challenging and take longer to complete.
C. WHERE TO DO THE INTERVIEW
The location is not important as long as it is not secluded, and the interview should be
informal. It could take place at a Rangers function if one is scheduled soon after the Rangers
election/appointment. Other possible locations are the Rangers home where you can have
the opportunity to meet his parents or at your home with other family members present. In
any case, some light refreshments may be in order.
D. WHEN TO DO THE INTERVIEW
The interview should take place within the first week of the Rangers election/appointment,
if at all possible. The Ranger will be excited and apprehensive about this new role and needs
to get started right.
E. HOW LONG SHOULD THE INTERVIEW TAKE?
The interview should last no more than 20 minutes.
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12
JUNIOR LEADERSHIP FOUNDATIONS INTERVIEWS
WHO CONDUCTS THEM?
JUNIOR LEADER
POSITIONINTERVIEW CONDUCTED BY:
OUTPOST/GROUPLEVEL
Senior Patrol Leader(GLT member)
Group Leader
Assistant Senior PatrolLeader (GLT member)
Senior Patrol Leader and Group Leader
Communications Specialist(GLT member)
Assistant Senior Patrol Leader andSenior Patrol Leader, if needed
Gear ManagerAssistant Senior Patrol Leader and Outpost Committeemember who oversees equipment
HistorianAssistant Senior Patrol Leader and
Senior Patrol Leader, if needed
Chaplain AideAssistant Senior Patrol Leader and Outpost Chaplain
ScoutGroup Leader and theOutpost FCF Representative
Junior Commander Group Leader
OUTPOST/PATROLLEVEL
Patrol Leader(GLT member)
Senior Patrol Leader and Group Leader
Assistant Patrol Leader Patrol Leader and Senior Patrol Leader or Assistant SeniorPatrol Leader, if needed
Patrol CommunicationsSpecialist
Assistant Patrol Leader and Patrol Leader, if needed
Patrol Gear Manager Assistant Patrol Leader and Patrol Leader, if needed
Patrol Event Planner Assistant Patrol Leader and Patrol Leader, if needed
Patrol Spirit Leader Assistant Patrol Leader and Patrol Leader, if needed
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13
S E C T I O N 4
GUIDELINES FOR INTERVIEWS
BY ADULT LEADERS
A. INTERVIEWING A SENIOR PATROL LEADER
B. INTERVIEWING A SCOUT
C. INTERVIEWING A JUNIOR GROUP LEADER
D. INTERVIEWING A CHAPLAIN AIDE
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15
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
A. INTERVIEWING A SENIOR PATROL LEADER
This guide is for the Group Leader when conducting a Junior Lead-
ership Foundations interview with a new Senior Patrol Leader (SPL).
Before you meet with the Ranger, review Section 3B of this manual,
chapters 2730 of the Royal Rangers Leader Manual (2010 edition),
and these guidelines completely, including the position description
(Appendix A), and the SMART Goals handout (Appendix B). The
Junior Leadership Foundations interview is a critical part of mentoring a future Royal Rangers
leader. You owe it to him to do your very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Copy of the Senior Patrol Leader position description that you gave him earlier
(Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Note:In established large outposts/groups, the Senior Patrol Leader should have had some
leadership experience and be able to answer questions knowledgeably. In other outposts/groups, this may be the first time a Senior Patrol Leader has been appointed. Modify your
interview according to your unique situation.
Break the Ice
Welcome the Senior Patrol Leader informally to this special interview. Do you remember your
last position interview? This isnt it, and youre not trying to imitate it. The goal of this portion
of the interview is to help the Ranger relax and to encourage him to speak. An example might
be, Randy, what did you enjoy about the hike last weekend? not How do you feel aboutbeing the Senior Patrol Leader? Using his name helps him understand that youre not out to
get him. Use it as often as you can.
Ask him to mention some of the benefits he feels he has received from Royal Rangers. He will
probably start with the fun thingscamping, hiking, outdoor skills, trips, making friends.
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIPELIZE EQUIP EMPEQUIP EMPOWERSENIOR PATROL LEADER
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16
SECTION 4
Really listen to his answers. What youre hoping to hear him say is something related to his
personal growth: mentally, physically, spiritually, or socially. If he doesnt, ask him a question
related to how hes grown since being in Royal Rangers. For example, Randy, I notice that you
are more comfortable praying aloud now. Whats changed?
Ask him how he thinks he can be a Christlike servant leader. For example, What will make you
a good Senior Patrol Leader, Randy? He may bring up what good friends he is with the other
boys or how much Rangers experience he has. What you are looking for here is a characteristic
that reflects Christ. If you dont hear one, suggest one. Perhaps he is such good friends with the
other boys because he has the love of Christ for them.
Take the time to pray with him before moving on. Be sure to thank God for what He has done
in this Rangers life and ask God to make him a good example to the other Rangers in his newrole as Senior Patrol Leader.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in June or the 2.5-mile hike that turned into
a 15-mile hike because of a missed trail marker.
Position Description
Ask the Ranger what he thinks his role will be. His answer will confirm whether he has read the
position description you gave him earlier. If it is obvious that he hasnt, take the time to go over
it with him, demonstrating your interest in his success. If it is obvious that he has read the posi-
tion description, commend him for following directions and move on.
Explain that this is a summary of his primary duties, and that you will walk through the
the position description together to give him an idea of what is expected of him. As you do,
encourage him to interrupt with comments or questions. Invite him to make notes on his copy
of the position description.
Briefly discuss each point of the position description, one at a time, with the Senior Patrol
Leader. Note that some of these topics can generate exciting discussion, but be careful to keep
the session brief (20 minutes). Chairing the Group Leadership Team (GLT) will normally be
of concern to the Senior Patrol Leader; plan on going into detail and spending some extra time
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17
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
with him about that duty sometime after this interview. Discuss when the GLT meetings are
scheduled and the process of getting minutes completed in a timely way.
Some examples of questions you might ask a Senior Patrol Leader in a well-established outpost are:
1. What has our outpost done well that you want to ensure we keep on doing?
2. What things could our outpost do better that youd like to see changed?
3. What things do we do as an outpost that we may need to stop doing? Why?
4. How would you affect change in the outpost?
5. When you start to change things, some Rangers might resist. What is your plan for over-
coming that resistance?
6. Considering the members of our outpost, who would be a good choice for Communica-
tions Specialist, Gear Manager, or any other patrol positions in your outpost?
7. Why do you think he would do well at that position?
8. How will you encourage the other members of our outpost to complete merits and
advancements?
9. How can you help our outpost members learn to be better leaders and to grow
spiritually?
Ask him if hes thought of any goals he would like to achieve as Senior Patrol Leader. Afterhes answered the question, ask him about one of his goals using the SMART Goals handout
as a guide. For example, Randy, how will you measure your success? or When do you
plan to accomplish this goal? Conclude this portion of the interview by quickly reviewing
the SMART Goals handout and confirming he has set at least one achievable goal. Give him
another opportunity to ask questions.
Expectations
Explain that all the points in the position description just discussed add up to Christlike servantleadership.
Now its time to turn the discussion to what he can expect from you. Tell him that you have
reviewed what he is expected to doand its a big responsibilitybut he is not expected to do
it alone. He can expect the following from you. You will:
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SECTION 4
Be available for discussions in person or via text, e-mail, social network, or phone calls
(give the best times and preferred method)
Back up his decisions within reason (give some examples)
Listen to and consider his ideas (dont interrupt)
Be fair (not make decisions until all sides have been heard)
Listen to all sides of any issue
Set a good example for him (uniform, language, attitude, etc.)
Resources
Refer to the position description and point out the resources list. Flip through the appropriate
age-group handbook and the Royal Rangers Leader Manual, pointing out specifics. Suggest that
he review each book to refresh his memory because this will help him in his position.
Learning Is Continuous
Tell the junior leader that this is just the beginning of the help you will give him. In fact, almost
everything he does will contribute to his training. Announce the scheduled date of the next dis-
trict junior leadership training event, and let him know that you expect him to attend. Tell him
which leadership merit youll be teaching next and when, and that he needs to be there. Let him
know the date and location of the next Group Leadership Team meeting.
Ask him, What merit are you working on? When do you plan to finish it? or, Which
merit(s) do you need to complete to earn your next advancement? When do you plan to earn
that (those) merit(s) or complete that advancement? Ask him what you can do to help him and
be ready to do whatever it takes to help him be successful.
Give him another opportunity to ask questions. Answer them as well as you can. Remember to focus
on his specific question. Avoid the tendency to tell him more than he needs to know.
Inspect his uniform: Review the importance of leading by example. Remember that as a leader,
you should be in uniform when you are conducting a uniform inspection.
Assign task:The Senior Patrol Leaders first assignment is to appoint and interview the new
Assistant Senior Patrol Leader. Review Interviewing an Assistant Senior Patrol Leader
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GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
19
(Section 5). Discuss the role he will play in the session, make specific assignments, and schedule
the interview.
Follow-Up
Be certain that you follow up with the Senior Patrol Leader as agreed so you can evaluate hisassignment together. Always be prepared to assign another task at the follow-up meeting. As a
part of the follow-up, ask him, How do you think you did? What went well? What could
have gone better? As he answers each question, consider that he will likely be harder on himself
than you would be. Dont jump to point out what he did wrong; hell get to it. The object here
is to encourage him, to catch him doing something right! When he has answered the question,
What could have gone better? ask him, How will you do it next time?
If appropriate for the task assigned, be sure to commend him in front of the outpost for the greatjob. Whatever you agree could have been done better, be sure to keep it private between the two of
you.
Relationship
Express to the Ranger that this interview was a get-acquainted meeting and that you hope it
will be the first of many such sessions. Help him understand that he should feel free to discuss
anything with you. Be sincere; really mean it. Give him a firm handshake, a big smile, and tell
him how much you enjoyed the get-together. Pray together before you part company.
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21
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
B. INTERVIEWING A SCOUT
This guide is for the Group Leader when conducting a Junior
Leadership Foundations interview with a new Scout. Before you
meet with the Ranger, review Section 3B of this manual, chapters
2730 of the Royal Rangers Leader Manual (2010 edition), and these
guidelines completely, including the position description (Appendix
A), and the SMART Goals handout (Appendix B). The Junior Lead-
ership Foundations interview is a critical part of mentoring a future Royal Rangers leader. You
owe it to him to do your very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Frontiersmen Camping Fellowship (FCF) Handbook
Copy of the Scout description that you gave him earlier (Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Break the Ice
Welcome the Scout informally to this special interview. Do you remember your last position
interview? This isnt it, and youre not trying to imitate it. The goal of this portion of the inter-
view is to help the Ranger relax and to encourage him to speak. An example might be, Randy,
what did you enjoy about Trace last month? not How do you feel about being the Scout?
Using his name helps him understand that youre not out to get him. Use it as often as you can.
Ask him to mention some of the benefits he feels he has received from Royal Rangers. He will
probably start with the fun thingscamping, hiking, outdoor skills, trips, making friends.
Ask about his FCF experience if he fails to mention it. Really listen to his answers. What youre
hoping to hear him say is something related to his personal growth: mentally, physically, spiritu-
ally, or socially. If he doesnt, ask him a question related to how hes grown since being in Royal
Rangers. For example, Randy, I notice that you are more comfortable praying aloud now.
Whats changed?
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIP
ELIZE EQUIP EMPEQUIP EMPOWER
SCOUT
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22
SECTION 4
Ask him how he thinks he can be a Christlike servant leader. For example, What is it about
you that will make you a good Scout, Randy? He may bring up how challenged he felt when
he first started participating in FCF and that he wasnt sure he could do it. What you are look-
ing for here is a characteristic that reflects Christ. If you dont hear one, suggest one. Perhaps he
is so excited about FCF because the Lord Jesus helped him through those challenging times.
Take the time to pray with him before moving on. Be sure to thank God for what He has done
in this Rangers life and ask God to make him a good example to the other Rangers in his new
role as Scout.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in June or the 2.5-mile hike that turned into
a 15-mile hike because of a missed trail marker.
Position Description
Ask the Ranger what he thinks his role will be. His answer will confirm whether he has read the
position description you gave him earlier. If it is obvious that he hasnt, take the time to go over
it with him, demonstrating your interest in his success. If it is obvious that he has read the posi-
tion description, commend him for following directions and move on.
Explain that this is a summary of his primary duties, and that you will walk through the
the position description together to give him an idea of what is expected of him. As you do,
encourage him to interrupt with comments or questions. Invite him to make notes on his copy
of the position description.
Briefly discuss each point of the position description, one at a time, with the Scout. Note that
some of these topics can generate exciting discussion, but be careful to keep the session brief
(20 minutes). Representing FCF will normally be of concern to the Ranger; plan on going into
detail and spending some extra time with him on that duty. Specifically discuss when it would
and would not be appropriate for him to wear his FCF outfit.
Some examples of questions you might ask an Scout in a well-established outpost are:
1. Relative to FCF, what has our outpost done well that you want to ensure we keep on
doing?
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23
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
2. Relative to FCF, what things could our outpost do better that youd like to see changed?
3. Relative to FCF, what things do we do as an outpost that we may need to stop doing? Why?
4. How would you change the way the outpost participates in or promotes FCF?
Ask him if hes thought of any goals he would like to achieve as Scout. After hes answeredthe question, ask him about one of his goals using the SMART Goals handout as a guide. For
example, Randy, how will you measure your success? or When do you plan to accomplish
this goal? Conclude this portion of the interview by quickly reviewing the SMART Goals
handout and confirming he has set at least one achievable goal. Give him another opportunity
to ask questions.
Expectations
Explain that all the points in the position description just discussed add up to Christlike servant
leadership.
Now its time to turn the discussion to what he can expect from you. Tell him that you have
reviewed what he is expected to doand its a big responsibilitybut he is not expected to do
it alone. He can expect the following from you. You will:
Be available for discussions in person or via text, e-mail, social network, or phone calls
(give the best times and preferred method)
Back up his decisions within reason (give some examples)
Listen to and consider his ideas (dont interrupt)
Be fair (not make decisions until all sides have been heard)
Listen to all sides of any issue
Set a good example for him (uniform, language, attitude, etc.)
Resources
Refer to the position description and point out the resources list. Flip through the appropriate
age-group handbook, the FCF Handbook, and the Royal Rangers Leader Manual, pointing out
specifics. Suggest that he review each book to refresh his memory because this will help him in
his position.
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24
SECTION 4
Learning Is Continuous
Tell the junior leader that this is just the beginning of the help you will give him. In fact,
almost everything he does will contribute to his training. Announce the scheduled date of the
next district junior leadership training or chapter FCF event, and let him know that you expect
him to attend. Tell him which leadership merit youll be teaching next and when, and that he
needs to be there.
Ask him, What merit are you working on? When do you plan to finish it? or, Which
merit(s) do you need to complete to earn your next advancement? When do you plan to earn
that (those) merit(s) or complete that advancement? Ask him what you can do to help him and
be ready to do whatever it takes to help him be successful.
Give him another opportunity to ask questions. Answer them as well as you can. Remember tofocus on his specific question. Avoid the tendency to tell him more than he needs to know.
Inspect his uniform: Review the importance of leading by example. Remember that as a leader,
you should be in uniform when you are conducting a uniform inspection.
Assign task:The following is an example of a first assignment. Feel free to use another if it is
more appropriate.
The Scouts first assignment will be to give a five-minute presentation on FCF to the Dis-
covery Rangers (give him the date). Let him know what youd like him to cover during the
presentation: Trail of the Grizzly requirements, application procedures, picking a persona,
etc. Tell him that youd like to see a dress rehearsal, and give him the date and location. Let
him know if there are any additional resources he feels he needs that he might not havelike
a black-powder rifle, a throwing knife, a tomahawk, or other items to complete his outfitto
let you know so that you can make them available.
Follow-UpBe certain that you follow up with the Scout as agreed so you can evaluate his assignment together.
Always be prepared to assign another task at the follow-up meeting. As a part of the follow-up, ask
him, How do you think you did? What went well? What could have gone better? As he answers
each question, consider that he will likely be harder on himself than you would be. Dont jump to
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
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25
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
point out what he did wrong; hell get to it. The object here is to encourage him, to catch him doing
something right! When he has answered the question, What could have gone better? ask him,
How will you do it next time?
If appropriate for the task assigned, be sure to commend him in front of the outpost for the greatjob. Whatever you agree could have been done better, be sure to keep it private between the two of
you.
Relationship
Express to the Ranger that this interview was a get-acquainted meeting and that you hope it
will be the first of many such sessions. Help him understand that he should feel free to discuss
anything with you. Be sincere; really mean it. Give him a firm handshake, a big smile, and tell
him how much you enjoyed the get-together. Pray together before you part company.
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
27
C. INTERVIEWING A JUNIOR GROUP LEADER
This guide is for the Group Leader when conducting a Junior Leader-
ship Foundations interview with a new Junior Group Leader. Before
you meet with the Ranger, review Section 3B of this manual,
chapters 2730 of the Royal Rangers Leader Manual (2010 edition),
and these guidelines completely, including the position description
(Appendix A), and the SMART Goals handout (Appendix B). The
Junior Leadership Foundations interview is a critical part of men-
toring a future Royal Rangers leader. You owe it to him to do your
very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Copy of the Junior Group Leader position description that you gave him earlier
(Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Break the IceWelcome the Junior Group Leader informally to this special interview. Do you remember your
last position interview? This isnt it and youre not trying to imitate it. The goal of this portion
of the interview is to help the Ranger relax and to encourage him to speak. An example might
be, Randy, what did you enjoy about the hike last weekend? not How do you feel about
being the Junior Group Leader? Using his name helps him understand that youre not out to
get him. Use it as often as you can.
Ask him to mention some of the benefits he feels he has received from Royal Rangers. He willprobably start with the fun thingscamping, hiking, outdoor skills, trips, making friends.
Really listen to his answers. What youre hoping to hear him say is something related to his
personal growth: mentally, physically, spiritually, or socially. If he doesnt, ask him a question
related to how hes grown since being in Royal Rangers. For example, Randy, I notice that you
are more comfortable praying aloud now. Whats changed?
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIPELIZE EQUIP EMP
EQUIP EMPOWERJUNIOR COMMANDER
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIPELIZE EQUIP EMPEQUIP EMPOWERJUNIOR GROUP LEADER
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28
SECTION 4
Ask him how he thinks he can be a Christlike servant leader. For example, What will make
you a good Junior Group Leader, Randy? He may bring up what experiences he has had with
the other boys or how much leadership experience he has. What you are looking for here is a
characteristic that reflects Christ. If you dont hear one, suggest one. Perhaps he is such good
friends with the other boys because he has the love of Christ for them.
Take the time to pray with him before moving on. Be sure to thank God for what He has done
in this Rangers life and ask God to make him a good example to the other Rangers in his new
role as Junior Group Leader.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in June or the 2.5-mile hike that turned into
a 15-mile hike because of a missed trail marker.
Position Description
Ask the Ranger what he thinks his role will be. His answer will confirm whether he has read the
position description you gave him earlier. If it is obvious that he hasnt, take the time to go over
it with him, demonstrating your interest in his success. If it is obvious that he has read the posi-
tion description, commend him for following directions and move on.
Ask him to explain how the leadership role that he will have now is different from those he has
had in the past. Note how much emphasis he does or doesnt place on setting a good example in
all things: advancements, attendance, behavior or conduct, discipline, instruction, and uniform.
Hopefully, he will have discerned this significant difference for himself. Remind him that the
position description has a summary of his primary duties. You will walk through the specific
duties portion of the position description together to give him an idea of what is expected of
him. As you do, encourage him to interrupt with comments or questions. Invite him to make
notes on his copy of the position description.
Briefly discuss each point of the position description, one at a time, with the Junior Group
Leader. Note that some of these topics can generate exciting discussion, but be careful to keep
the session brief (20 minutes).
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
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GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
29
Examples of questions you might ask a Junior Group Leader in a well-established outpost are:
1. What things has our outpost done well to prepare you to serve as a Junior Group
Leader?
2. What things could our outpost have done better to prepare you to serve as Junior GroupLeader?
3. How would you change the way we prepare junior leaders to serve in leadership posi-
tions in the outpost?
4. How do see yourself helping me fulfill my duties as Group Leader?
Ask him if hes thought of any goals he would like to achieve as Junior Group Leader. After hes
answered the question, ask him about one of his goals using the SMART Goals handout as a
guide. For example, Randy, how will you measure your success? or When do you plan toaccomplish this goal? Conclude this portion of the interview by quickly reviewing the SMART
Goals handout and confirming he has set at least one achievable goal. Give him another oppor-
tunity to ask questions.
Expectations
Explain that all the points in the position description just discussed add up to Christlike servant
leadership.
Now its time to turn the discussion to what he can expect from you. Tell him that you have
reviewed what he is expected to doand its a big responsibilitybut he is not expected to do
it alone. He can expect the following from you. You will:
Be available for discussions in person or via text, e-mail, social network, or phone calls
(give the best times and preferred method)
Back up his decisions within reason (give some examples)
Listen to and consider his ideas (dont interrupt) Be fair (not make decisions until all sides have been heard)
Listen to all sides of any issue
Set a good example for him (uniform, language, attitude, etc.)
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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SECTION 4
30
Resources
Refer to the position description and point out the resources list. Flip through the appropriate
age-group handbook and the Royal Rangers Leader Manual, pointing out specifics. Suggest that
he review each book to refresh his memory because this will help him in his position.
Learning Is Continuous
Tell the junior leader that this is just the beginning of the help you will give him. In fact, almost
everything he does will contribute to his training. Announce the scheduled date of the next dis-
trict junior leadership training event, and let him know that you expect him to attend. Tell him
which leadership merit youll be teaching next and when, and that he needs to be there.
Ask him, What merit are you working on? When do you plan to finish it? or, Which
merit(s) do you need to complete to earn your next advancement? When do you plan to earn
that (those) merit(s) or complete that advancement? Ask him what you can do to help him and
be ready to do whatever it takes to help him be successful.
Give him another opportunity to ask questions. Answer them as well as you can. Remember to focus
on his specific question. Avoid the tendency to tell him more than he needs to know.
Inspect his uniform: Review the importance of leading by example. Remember that as a leader,
you should be in uniform when you are conducting a uniform inspection.
Assign task:This is an example of a first assignment. Feel free to use another if it is more
appropriate:
There are several possibilities for the Junior Group Leaders first assignment: plan the out-
posts participation in the next section/district campout; plan the Ranger Kids participation
in a field day; or plan an outpost fund-raiser. Whatever the assignment is make it challeng-
ing, but not daunting. The task should be one which makes use of his leadership abilities but
doesnt compromise him by placing him in a potentially vulnerable responsibility. Remember
that if everything goes well, he gets all the credit. If things dont go so well, you accept the
blame and responsibility without mentioning him or that he was involved. Ensure he has
and knows that he hasthe resources to be successful. Expect him to do a great job!
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
31
Follow-Up
Be certain that you follow up with the Junior Group Leader as agreed so you can evaluate his
assignment together. Always be prepared to assign another task at the follow-up meeting. As a
part of the follow-up, ask him, How do you think you did? What went well? What could
have gone better? As he answers each question, consider that he will likely be harder on himself
than you would be. Dont jump to point out what he did wrong; hell get to it. The object here
is to encourage him, to catch him doing something right! When he has answered the question,
What could have gone better? ask him, How will you do it next time?
If appropriate for the task assigned, be sure to commend him in front of the outpost for the great
job. Whatever you agree could have been done better, be sure to keep it private between the two of
you.
Relationship
Express to the Ranger that this interview was a get-acquainted meeting and that you hope it
will be the first of many such sessions. Help him understand that he should feel free to discuss
anything with you. Be sincere; really mean it. Give him a firm handshake, a big smile, and tell
him how much you enjoyed the get-together. Pray together before you part company.
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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This page is intentionally left blank.
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33
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
D. INTERVIEWING A CHAPLAIN AIDE
This guide is for the Outpost Chaplain when conducting a Junior Leader-
ship Foundations interview with a new Chaplain Aide. Before you
meet with the Ranger, review Section 3B of this manual, chapters
23, 2730, and 39 of the Royal Rangers Leader Manual (2010
edition), and these guidelines completely, including the position
description (Appendix A), and the SMART Goals handout (Appen-
dix B). The Junior Leadership Foundations interview is a critical part of mentoring a future
Royal Rangers leader. You owe it to him to do your very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Copy of the Chaplain Aide position description that you gave him earlier (Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Break the Ice
Welcome the new Chaplain Aide informally to this special interview. Remember how nervous you
were when you were interviewed? The goal of this portion of the interview is to help the Rangerrelax and to encourage him to speak. An example might be, Randy, what did you enjoy about the
hike last weekend? not How do you feel about being the Chaplain Aide for the group? Using his
name helps him understand that youre not out to get him. Use it as often as you can.
Ask him to mention some of the benefits he feels he has received from Royal Rangers. He will
probably start with the fun thingscamping, hiking, outdoor skills, trips, making friends.
Listen to his answers, listening for him to say something related to his personal growth: men-
tally, physically, spiritually, or socially. If he doesnt, ask him a question related to how hesgrown since being in Royal Rangers. For example, Randy, I notice that you are more comfort-
able praying aloud now. Whats changed?
Ask him how he thinks he can be a Christlike servant leader. For example, What will make
you a good Chaplain Aide, Randy? He may bring up what good friends he is with the other
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIP
ELIZE EQUIP EMPEQUIP EMPOWER
CHAPLAIN AIDE
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34
SECTION 4
boys or how much Rangers experience he has. What you are looking for here is a characteristic
that reflects Christ. If you dont hear one, suggest one. Perhaps he is such good friends with the
other boys because he has the love of Christ for them.
Take the time to pray with him before moving on. Be sure to thank God for what He has donein this Rangers life and ask God to make him a good example to the other Rangers in his new
role as Chaplain Aide.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in June or the 2.5-mile hike that turned into
a 15-mile hike because of a missed trail marker.
Position Description
Ask the Ranger what he thinks his role will be. His answer will confirm whether he has read the
position description you gave him earlier. If it is obvious that he hasnt, take the time to go over
it with him, demonstrating your interest in his success. If it is obvious that he has read the posi-
tion description, commend him for following directions and move on.
Explain that this is a summary of his primary duties, and that you will walk through the
the position description together to give him an idea of what is expected of him. As you do,
encourage him to interrupt with comments or questions. Invite him to make notes on his copy
of the position description.
Briefly discuss each point of the position description, one at a time, with the Chaplain Aide.
Note that some of these topics can generate exciting discussion, but be careful to keep the ses-
sion brief (20 minutes).
Note: Modify your specific questions to your situation. The questions will be somewhat dif-
ferent for a Chaplain Aide in a brand-new group than in one that has been around a while.
Some examples of questions you might ask a Chaplain Aide in a well-established outpost are:
1. What does our outpost do well in presenting devotions and in having a spiritual compo-
nent to our events and activities?
2. What things could our outpost do better in the way we present devotions and have a
spiritual component to our events and activities?This license grants permission to Christopher Mansfield to use and reproduce
this sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized useconstitutes a violation of the agreement and may result in the revocation of
TRaCclub membership.2010 by Gospel Publishing House. All rights reserved worldwide.
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35
GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
3. How do you see yourself helping the Outpost Chaplain or the other adult leaders in
serving the spiritual needs of the Rangers in our outpost?
Ask him if hes thought of any other goals he would like to achieve as Chaplain Aide. After hes
answered the question, ask him about one of his goals using the SMART Goals handout as a
guide. For example, Randy, how will you measure your success? or When do you plan to
accomplish this goal? Conclude this portion of the interview by quickly reviewing the SMART
Goals handout and confirming he has set at least one achievable goal. Give him another oppor-
tunity to ask questions.
Expectations
Explain that all the points in the position description just discussed add up to Christlike servant
leadership.
Now its time to turn the discussion to what he can expect from you. Tell him that you have
reviewed what he is expected to doand its a big responsibilitybut he is not expected to do
it alone. He can expect the following from you. You will:
Be available for discussions in person or via text, e-mail, social network, or phone calls
(give the best times and preferred method)
Back up his decisions within reason (give some examples)
Listen to and consider his ideas (dont interrupt)
Be fair (not make decisions until all sides have been heard)
Listen to all sides of any issue
Set a good example for him (uniform, language, attitude, etc.)
Resources
Refer to the position description and point out the resources list. Flip through the appropriate
age-group handbook and the Royal Rangers Leader Manual, pointing out specifics. Suggest that
he review each book to refresh his memory because this will help him in his position.
Learning Is Continuous
Tell the junior leader that this is just the beginning of the help you will give him. In fact, almost
everything he does will contribute to his training. Announce the scheduled date of the next
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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36
district junior leadership training event, and let him know that you expect him to attend. Tell
him which leadership merit will be taught next and when, and that he needs to be there.
Ask him, What merit are you working on? When do you plan to finish it? or Which merit(s)
do you need to complete to earn your next advancement? When do you plan to earn that(those) merit(s) or complete that advancement? Ask him what you can do to help him and be
ready to do whatever it takes to help him be successful.
Give him another opportunity to ask questions. Answer them as well as you can. Remember to focus
on his specific question. Avoid the tendency to tell him more than he needs to know.
Inspect his uniform: Review the importance of leading by example. Remember that as a leader,
you should be in uniform when you are conducting a uniform inspection.
Assign task:This is an example of a first assignment. Feel free to use another if it is more
appropriate:
The first assignment for the Chaplain Aide is to present a devotion or a series of devotions
about a need to the group with your help. The need should be as common as possible, but
probably wont relate to every Ranger. Examples are: some Rangers may have recently moved
into the community or are about to move away because of a parents work; some Rangers have
parents who are divorced; some Rangers live with a stepparent, and are having trouble with
their blended families; some Rangers are having difficulty at school with a bully or with their
grades; some Rangers have trouble getting along with other Rangers. Assign a specific deadline
and a rehearsal time. He may be able to come up with his own devotion topic and develop an
outline using the PIER information from the Royal Rangers Leader Manual(2010 edition),
chapter 23.
Follow-Up
Be certain that you follow up with the Chaplain Aide as agreed so you can evaluate his assign-ment together. Always be prepared to assign another task at the follow-up meeting. As a part
of the follow-up, ask him, How do you think you did? What went well? What could have
gone better? As he answers each question, consider that he will likely be harder on himself
than you would be. Dont jump to point out what he did wrong; hell get to it. The object here
SECTION 4
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
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GUIDELINES FOR INTERVIEWS BY ADULT LEADERS
37
is to encourage him, to catch him doing something right! When he has answered the question,
What could have gone better? ask him, How will you do it next time?
If appropriate for the task assigned, be sure to commend him in front of the outpost for the great
job. Whatever you agree could have been done better, be sure to keep it private between the two ofyou.
Relationship
Express to the Ranger that this interview was a get-acquainted meeting and that you hope it
will be the first of many such sessions. Help him understand that he should feel free to discuss
anything with you. Be sincere; really mean it. Give him a firm handshake, a big smile, and tell
him how much you enjoyed the get-together. Pray together before you part company.
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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This page is intentionally left blank.
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constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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39
S E C T I O N 5
GUIDELINES FOR INTERVIEWS BY
SENIOR PATROL LEADERS
A. INTERVIEWING AN ASSISTANT SENIOR PATROL LEADER
B. INTERVIEWING A PATROL LEADER
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GUIDELINES FOR INTERVIEWS BY SENIOR PATROL LEADERS
41
A. INTERVIEWING AN ASSISTANT SENIOR PATROL LEADER
This guide is for the Senior Patrol Leader (SPL) when conducting
a Junior Leadership Foundations interview with a new Assistant
Senior Patrol Leader (ASPL). Before you meet with the Ranger,
review Section 3B of this manual, chapters 2730 of the Royal Rang-
ers Leader Manual (2010 edition), and these guidelines completely,
including the position description (Appendix A), and the SMART
Goals handout (Appendix B). The Junior Leadership Foundations interview is a critical part of
mentoring a future Royal Rangers leader. You owe it to him to do your very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Copy of the Assistant Senior Patrol Leader position description that you gave him earlier
(Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Note: In established large outposts/groups, the Assistant Senior Patrol Leader should have
had some leadership experience and be able to answer questions knowledgeably. In otheroutposts/groups, this may be the first time an Assistant Senior Patrol Leader has been
appointed. Modify your interview according to your unique situation.
Break the Ice
Welcome the Assistant Senior Patrol Leader informally to this special interview. Remember how
nervous you were when you were interviewed? The goal of this portion of the interview is to
help the Ranger relax and to encourage him to speak. An example might be, Randy, what did
you enjoy about the hike last weekend? not How do you feel about being the Assistant SeniorPatrol Leader? Using his name helps him understand that youre not out to get him. Use it as
often as you can.
Ask him to mention some of the benefits he has received from Royal Rangers. He will probably
start with the fun thingscamping, hiking, outdoor skills, trips, making friends. Really listen
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIP
ELIZE EQUIP EMPASST. SENIOR
PATROL LEADER
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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42
SECTION 5
to his answers. What youre hoping to hear him say is something related to his personal growth:
mentally, physically, spiritually, or socially. If he doesnt, ask him a question related to how hes
grown since being in Royal Rangers. For example, Randy, I notice that you are more comfort-
able praying aloud now. Whats changed?
Ask him how he thinks he can be a Christlike servant leader. For example, What will make
you a good Assistant Senior Patrol Leader, Randy? He may bring up what good friends he is
with the other boys or how much Rangers experience he has. What you are looking for here is
a characteristic that reflects Christ. If you dont hear one, suggest one. Perhaps he is such good
friends with the other boys because he has the love of Christ for them.
Take the time to pray with him before moving on. Be sure to thank God for what He has done in
this Rangers life and ask God to make him a good example to the other Rangers in his new role asAssistant Senior Patrol Leader.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in June or the 2.5-mile hike that turned into
a 15-mile hike because of a missed trail marker.
Position Description
Ask the Ranger what he thinks his role will be. His answer will confirm whether he has read the
position description you gave him earlier. If it is obvious that he hasnt, take the time to go over
it with him, demonstrating your interest in his success. If it is obvious that he has read the posi-
tion description, commend him for following directions and move on.
Explain that this is a summary of his primary duties, and that you will walk through the position
description together to give him an idea of what is expected of him. As you do, encourage him to
interrupt with comments or questions. Invite him to make notes on his copy of the position descrip-
tion.
Briefly discuss each point of the position description, one at a time, with the Assistant Senior
Patrol Leader. Note that some of these topics can generate exciting discussion, but be careful to
keep the session brief (20 minutes).
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
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GUIDELINES FOR INTERVIEWS BY SENIOR PATROL LEADERS
43
Some examples of questions you might ask an Assistant Senior Patrol Leader in a well-
established outpost are:
1. How will you help me as the Senior Patrol Leader and the Patrol Leaders fulfill our
duties?
2. Considering the members of our outpost, who would be a good choice for Communica-
tions Specialist, Gear Manager, and any other positions in our outpost?
3. Why do you think he would do well at that position?
4. How will you encourage the other members of our outpost to complete merits and
advancements?
5. How can you help our outpost members learn to be better leaders and grow spiritually?
Ask him if hes thought of any goals he would like to achieve as Assistant Senior Patrol Leader.
After hes answered the question, ask him about one of his goals using the SMART Goals
handout as a guide. For example, Randy, how will you measure your success? or When do
you plan to accomplish this goal? Conclude this portion of the interview by quickly reviewing
the SMART Goals handout and confirming he has set at least one achievable goal. Give him
another opportunity to ask questions.
Expectations
Explain that all the points in the position description just discussed add up to Christlike servant
leadership.
Now its time to turn the discussion to what he can expect from you. Tell him that you have
reviewed what he is expected to doand its a big responsibilitybut he is not expected to do
it alone. He can expect the following from you. You will:
Be available for discussions in person or via text, e-mail, social network, or phone calls
(give the best times and preferred method)
Back up his decisions within reason (give some examples)
Listen to and consider his ideas (dont interrupt)
Be fair (not make decisions until all sides have been heard)
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SECTION 5
44
Listen to all sides of any issue
Set a good example for him (uniform, language, attitude, etc.)
Give him as much warning as possible when youre not going to be able to participate in
an activity during which he will have to assume the Senior Patrol Leader role
Resources
Refer to the position description and point out the resources list. Flip through the appropriate
age-group handbook and the Royal Rangers Leader Manual, pointing out specifics. Suggest that
he review each book to refresh his memory because this will help him in his position.
Learning Is Continuous
Tell the junior leader that this is just the beginning of the help you will give him. In fact, almost
everything he does will contribute to his training. Announce the scheduled date of the next dis-
trict junior leadership training event, and let him know that you expect him to attend. Tell him
which leadership merit will be taught next and when, and that he needs to be there. Let him
know the date and location of the next Group Leadership Team meeting.
Ask him, What merit are you working on? When do you plan to finish it? or Which merit(s)
do you need to complete to earn your next advancement? When do you plan to earn that
(those) merit(s) or complete that advancement? Ask him what you can do to help him and be
ready to do whatever it takes to help him be successful.
Give him another opportunity to ask questions. Answer them as well as you can. Remember to focus
on his specific question. Avoid the tendency to tell him more than he needs to know.
Inspect his uniform:Review the importance of leading by example. Remember that as a leader,
you should be in uniform when you are conducting a uniform inspection.
Assign task:This is an example of a first assignment. Feel free to use another if it is more
appropriate:
The first assignment for the Assistant Senior Patrol Leader will be to appoint and interview
the new Communications Specialist, Gear Manager, and Historian, and in conjunction with
the Outpost Chaplain, appoint and interview the Chaplain Aide. Add that you will review
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
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GUIDELINES FOR INTERVIEWS BY SENIOR PATROL LEADERS
45
and approve his selections beforehe makes any decisions or announcements. Review the
appropriate guidelines for conducting an interview for these positions. Discuss the role that
he will play in the interviews, making specific assignments, and scheduling and conducting
the interviews.
Follow-Up
Be certain that you follow up with the Assistant Senior Patrol Leader as agreed so you can
evaluate his assignment together. Always be prepared to assign another task at the follow-up
meeting. As a part of the follow-up, ask him, How do you think you did? What went well?
What could have gone better? As he answers each question, consider that he will likely be
harder on himself than you would be. Dont jump to point out what he did wrong; hell get
to it. The object here is to encourage him, to catch him doing something right! When he has
answered the question, What could have gone better? ask him, How will you do it nexttime?
If appropriate for the task assigned, be sure to commend him in front of the outpost for the great
job. Whatever you agree could have been done better, be sure to keep it private between the two of
you.
Relationship
Express to the Ranger that this interview was a get-acquainted meeting and that you hope it
will be the first of many such sessions. Help him understand that he should feel free to discuss
anything with you. Be sincere; really mean it. Give him a firm handshake, a big smile, and tell
him how much you enjoyed the get-together. Pray together before you part company.
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
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This page is intentionally left blank.
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
7/21/2019 Jr Leaders Interview Guide
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47
GUIDELINES FOR INTERVIEWS BY SENIOR PATROL LEADERS
B. INTERVIEWING A PATROL LEADER
This guide is for the Senior Patrol Leader (SPL) when conducting a
Junior Leadership Foundations interview with a new Patrol Leader
(PL). Before you meet with the Ranger, review Section 3B of this
manual, chapters 2730 of the Royal Rangers Leader Manual (2010
edition), and these guidelines completely, including the position
description (Appendix A), and the SMART Goals handout (Appen-
dix B). The Junior Leadership Foundations interview is a critical part of mentoring a future
Royal Rangers leader. You owe it to him to do your very best.
Materials Needed
Appropriate age-group handbook
Royal Rangers Leader Manual (2010 edition), available from the Group Leader
Copy of the Patrol Leader position description that you gave him earlier (Appendix A)
Copy of the SMART Goals information you gave him earlier (Appendix B)
Paper and pencils
Note: In established large outposts/groups, the Patrol Leader should have had some leader-
ship experience and be able to answer questions knowledgeably. In other outposts/groups,
this may be the first time a Patrol Leader has been appointed. Modify your interview accord-ing to your unique situation.
Break the Ice
Welcome the Patrol Leader informally to this special interview. Remember how nervous you
were when you were interviewed? The goal of this portion of the interview is to help him relax
and to encourage him to speak. An example might be, Randy, what did you enjoy about the
hike last weekend? not How do you feel about being the Patrol Leader of the Galloping
Gators? Using his name helps him understand that youre not out to get him. Use it as often asyou can.
Ask him to mention some of the benefits he feels hes received from Royal Rangers. He will
probably start with the fun thingscamping, hiking, outdoor skills, trips, making friends.
EVANGELIZE EQUILIZE EQUIP EMPEQUIP EMPOWEREVANGELIZE EQUIP
ELIZE EQUIP EMPEQUIP EMPOWER
PATROL LEADER
This license grants permission to Christopher Mansfield to use and reproducethis sheet between Sep 24, 2010 to Oct 08, 2012. Any unauthorized use
constitutes a violation of the agreement and may result in the revocation ofTRaCclub membership.
2010 by Gospel Publishing House. All rights reserved worldwide.
7/21/2019 Jr Leaders Interview Guide
49/143
48
SECTION 5
Really listen to his answers. What youre hoping to hear him say is something related to his
personal growth: mentally, physically, spiritually, or socially. If he doesnt, ask him a question
related to how hes grown since being in Royal Rangers. For example, Randy, I notice that you
are more comfortable praying aloud now. Whats changed?
Ask him how he thinks he can be a Christlike servant leader. For example, What will make
you a good Patrol Leader, Randy? He may bring up what good friends he is with the other
boys or how much Rangers experience he has. What you are looking for here is a characteristic
that reflects Christ. If you dont hear one, suggest one. Perhaps he is such good friends with the
other boys because he has the love of Christ for them.
Take the time to pray with him before moving on. Be sure to thank God for what He has done in
this Rangers life and ask God to make him a good example to the other Rangers in his new role asPatrol Leader.
Caution:It is very easy during this point of the interview to get bogged down with non-
essentials like the camping trip where it snowed in Jun
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