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ECRS
is play
ECRS is joy
ECRS is doing, learning and leadership.
ECRS is family.
ECRS is a living system of values.
ECRS is laughter and tears.
ECRS is planning.
ECRS is spontaneity.
ECRS is teacher.
ECRS is love.
ECRS is wonderful.
Bob Dunn
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ROLE OF MENTOR IN ECRS LEADERSHIP DEVELOPMENT
Each individual beginning the leadership process works closely with another person(s), the mentor, who supports, encourages, and helps guide the individual’s learning process. A mentor can be of help in clarifying goals, roles and expectations, and can provide a forum for discussing specific issues.
The individual looks for someone (within ECRS) who will be able to share greater experience, skills and competence in a particular recreational area.
Together, the mentor and the person being mentored decide on the intensity and duration of a flexible mentoring agreement. This agreement can help to crystallize thinking about issues, focus on specific areas to work on, decide where and how to obtain experience and receive evaluation, and how to establish time frames. The specific goals and objectives decided on come from situations in which either person has observed problems, omissions, things which have not worked well, or areas to be strengthened or expanded. These points will be based on leadership experiences within or outside of ECRS.
The LDC has a model Mentoring Agreement which may be followed. It helps all concerned, as well as the organization, to have a written agreement which can be periodically reviewed and where a person’s development may be tracked. Mentoring Agreements, whether formal or informal, are to be sent to the LDC (Leadership Development Committee) for the purposes of recording progress, connecting people in mentoring relationships, creating opportunities for leadership and by making recommendations to the ECRS Board.
Revised by Erna Lindner, adopted by LDC 4-04
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