1. Commissioner Service — Key Components in Providing a Quality Program
Creating Accountability with Commissioners
Rick Hillenbrand
Council Commissioner
National Capital Area Council

2. Accountability 101 - Where to Start
Establish expectations
Roles, Responsibilities & Expectations
Position Descriptions
Roles, Responsibilities & Expectations
How many of you “interview” Commissioner candidates to establish Roles, Responsibilities & Expectations?
Position Descriptions
How many of you have PDs for 100% of your Commissioners Cabinet?
For the CD of this session, I’ve provided you a copy of each PD for my Commissioners Cabinet – rather than reinventing the wheel, perhaps it can help you in establishing yours

3. Lead by example If your actions demonstrate you aren’t accountable
…..You just set the real standard
“Walk the talk”
Encourage continuous, open dialog between “senior leaders” and “front line leaders”
Visit your “units” (Service Areas, Districts) at roundtables, meetings, CAMPOREES, summer camp, etc.
Talk to the “troops” (those not wearing silver/gold tabs)
Be responsive
Encourage continuous, open dialog between “senior leaders” and “front line leaders
The order of how these two types of leaders is important – the senior leaders need to demonstrate through their actions that you have an environment that wants to hear the good and the bad and won’t “shoot the messenger.”

4. Hold people accountable
You get what you measure
Performance
Tasks and Action Items
Periodic performance evaluations and feedback
Obtain commitments
What do your meetings focus on?
Your agenda documents what is important
Meeting agenda triage
Sometimes you can’t cover every topic
Obtain commitments
How many meetings have you sat in where there was a lot of “good” but no actions or follow up?
You sat through an hour long meeting and nobody is in charge of getting the work done?

5. Be Human - be compassionate
This is a volunteer position
Motivational factors are not the same as a paid position
Ask don’t tell
More critical than when paid
Lead by coaching and mentoring – not by driving
Friendship and camaraderie
Shared goals and objectives; a feeling of caring
Success Breeds Success
Establish a climate that publically recognizes success
District Award of Merit & Silver Beaver nominations
Lead by coaching and mentoring – not by driving
This is true even when it is your paid job
So back to my story…..

6. If All Else Fails……
When (not if or where) necessary, action is taken to improve performance
Up to and including “FIRING” those that refuse to be accountable
We don’t really fire volunteers. We reassign them to positions “More consistent with their available time, desires & strengths.”
But you have to be able to “pull the trigger”
However, be careful of:
“Paralysis by analysis”
“Buck-fever”
Second chances work
Reassignment

7. Four “Secrets” to Accountability
Establish Expectations
Obtain Commitments
Measure Performance
Reward Success
Accountability is valuable to ensure the quality of the program at all levels, from top to bottom.
In large organizations SELF POLICING accountability should be quasi-MANDATORY.