Jr Leaders Interview Guide

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Version 06/2010

Junior Leadership Foundations

Interview Guidelines

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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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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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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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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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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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







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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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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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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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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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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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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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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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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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(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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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



Frontiersmen Camping Fellowship (FCF) Handbook

Copy of the Scout description that you gave him earlier (Appendix A)


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 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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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.


in this Rangers life and ask God to make him a good example to the other Rangers in his new

role as Scout.













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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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.











Resources


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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SECTION 4


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.





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.



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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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









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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



Copy of the Junior Group Leader position description that you gave him earlier

(Appendix A)


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.





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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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.


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.









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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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


leadership.







Listen to and consider his ideas (dont interrupt) Be fair (not make decisions until all sides have been heard)







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Resources








which leadership merit youll be teaching next and when, and that he needs to be there.









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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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




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









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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



Copy of the Chaplain Aide position description that you gave him earlier (Appendix A)


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.



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?


you a good Chaplain Aide, Randy? He may bring up what good friends he is with the other



CHAPLAIN AIDE





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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.













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


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


leadership.











Resources






everything he does will contribute to his training. Announce the scheduled date of the next





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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.






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


SECTION 4





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job. Whatever you agree could have been done better, be sure to keep it private between the two ofyou.

Relationship









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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



Copy of the Assistant Senior Patrol Leader position description that you gave him earlier

(Appendix A)


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


ELIZE EQUIP EMPASST. SENIOR

PATROL LEADER





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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?


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.









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).





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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


leadership.













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44



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








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.



Inspect his uniform:Review the importance of leading by example. Remember that as a leader,



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





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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?


job. Whatever you agree could have been done better, be sure to keep it private between the two of

you.

Relationship









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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



Copy of the Patrol Leader position description that you gave him earlier (Appendix A)


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




PATROL LEADER





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SECTION 5






you a good Patrol Leader, Randy? He may bring up what good friends he is with the other




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.


essentials like the camping trip where it snowed in Jun

Documents

Jr Leaders Interview Guide