ONRC Workshop – Conference/Council Rejuvenation Workshop Summary
London Sept 2016

• Where are you from, current position and time in position, elected or appointed as President?
• Orientation Experience into President position;

Participated in Workshop – 32

•  
• Great, fully satisfied - 12
• Could be improved -7
• Sink or Swim – 13

• Volunteered - 1
• Elected – 25
• Acclaimed – 6

Workshop Segments:

1. Share Orientation/Training/Support experience;
1. If Good experience – what parts of the orientation/training were most beneficial?
• Shadowed the President for 6 months as President Elect
• Joint Management of meetings by President and President Elect
• Mentored by President
• Knowing and Understanding the Rule Book
• PC Meetings were helpful, support can be sought from Peers
• Peel North has Orientation Program
2. If Sink or Swim – How did you approach orientation and learning about your role, what tools did you use, were they helpful?
• Would like Template detailing responsibilities of President and All Conference Executives
• Delegated many duties, but downside was often were not able to guide delegates on what or how to effectively conduct their responsibilities
• Put the following question to all members – “I NEED YOUR HELP’ instead of ‘asking’ who will take on a role/task
  
  
2. We want to create the best environment to orientate and train new Presidents. 
1. What are the key tools/information resources necessary for a new President?
2. How should this information be provided (web based/mentorship/other)?
• President ONRC Website
• Network opportunities with Peers
• Peer to Peer, need to refresh with all Presidents on how to use website and the value of Peer to Peer as a Network tool to communicate with Peers
• Information Source for items Outside the Rule Book
• Job Descriptions beyond info detailed in rule book
1. Templates detailing responsibility
2. Leadership skill training
3. How to conduct a conference meeting
• Each President must receive a copy of the Rule Book
•    President Mentoring by ONRC if mentor does not exist within PC.
• Mentor should be the same for all training so message is consistent to all PC’s  
  
  
3. New President Selection/Election Process:
1. For many, the current practice of asking who wants their name submitted for election of a President does not work. How do we break the negative stigma associated with the position and create positive enticements that attracts qualified candidates?
• Succession process starts when a person becomes a Vincentian
• If they possess leadership qualities, such as enthusiasm,  engage them in many activities over time so they are comfortable in many areas
• Develop Shared Leadership Duties
• President selects a VP with the understanding that the VP has President qualities and potential
• Ask the following question to potential Successors – “What are you frightened of for the President’s job/role?” By asking this question, open and honest dialogue can ease misconceptions about the role of Presidents
• President Nomination Process – Have each person submit a name in a bag who you feel would be a good President.  Include a statement what quality they have that inspires you. This process will support potential candidates who need peer validation of their abilities.
  
  
4. Next Steps beyond this workshop:
1. Would you be willing to assist develop Orientation / Training tools?
2. If we want to ‘pilot or test market’ some of the measures discussed and/or to be developed from this workshop, what areas can you participate in?
• Omar Ellis – Peel North
• Bob Thibert – London
• Greg Blick – Lakeshore
• Richard Wilderman – Cambridge
• Pat Lenz – Brantford
• Joseph Plut – Alliston
• Sharon Penlington Kitchener Marillac Place