Lessons with Impact (Environmental Leadership)

 

TREE FARM

I had originally started this post with the title, "I had a tree farm in California." 

And, in fact, I did. When I was at Camp Bluff Lake, I took the role of Camp Director as the camp was completing a tree harvest. And our board of directors wanted to make sure that we did everything we could to be good stewards of the property.

We became a recognized Tree Farm.

It was at that camp that I was instilled with the concept of stewardship. I was just a temporary part of a long-term investment in that property. One of the board members there really exemplified that trait and drummed it into every conversation as well as the actions for decision making. 

It was a great lesson. One, I took to each different organization and camp that I was honored to serve. It was also one of the many aspects of being "deliberate" in my leadership that developed over time.

FOREST MANAGEMENT PLAN

When I was with my last YMCA camp in New York, we also had a history of logging those acres and the proceeds helped shape and reinvest into the property. I took care to make sure that before I left that organization, they had a proper Forest Management plan completed and that would help lead well into the future for better preservation of the property.

Opening page of stewardship plan!

KARST SYSTEM & SEPTIC

Perhaps, the greatest lessons in stewardship was the camp I served in Florida that was truly unique. 

Not only was there a spring that were part of the 4th largest karst system on earth. The spring led to a cave system that led to a tremendous amount of education about water systems and the impact that we have on the earth.

It was this impact that helped us make good decisions when the property's septic systems began to fail.

On one particular check in day for camp, the septic system near the dining hall began to seep up. Now, when I say "seep" it's not just a visual problem, it's an olfactory problem and a huge environmental problem.

I was desperate for help to get this repaired. I prayed that somehow, we would find someone who would do this quickly and yes, cheaply.

I had left messages with several septic and sewage companies and while I had a meeting at the main YMCA in town, a small miracle happened.

Upon entering the YMCA, I stopped at the front desk and told the staff person that I was attending a meeting but if anyone from a septic or sewage company called, please come and get me out of the meeting. There was a YMCA member checking in at that moment and he turned to me and said, "do you have a septic problem, that's what I do." 

In the moment I met Mike, and he intervened in a fantastic way. With in a few hours he had come out and within two days, cleaned up our initial problem. He then went about changing out the system and making sure that it was the best for the property and for the environment.

Mike, owned Apalachee Backhoe and Septic company. As he took on new projects, he would go to that company and ask them to buy the new septic tanks they needed, he would also ask/tell them that they were going to buy an extra one and donate it to the camp. It was a Godsend. Mike's children had attended the camp when they were young, and he was a member of the YMCA for decades.

Mike made sure that the camp had what it needed and in less than 2 years, we had replaced five of the six systems on the property with state of the art Nitrogen Reducing systems long before the state of Florida legislature made it part of their requirements. 

In 2007 prices, the YMCA spent just over $26,000 and we had well over $186,000 in donations that Mike installed.

Huma Huma's IMPACT

Recently, one of the youth (he attended camp in Florida from the time he was 8 until he joined the staff for two summers.) Josh "Humuhumunukunukuapua'a" McLawhorn. (Huma Huma...was his camp name) produced and directed a documentary about Oysters and the environmental impact that human decisions have had on the a particular area near the camp in Florida.

Josh McLawhorn has produced and directed a great documentary for PBS. It's called "Unfiltered: The Truth About Oysters" I encourage everyone to watch this film.

Here is a link to PBS: Unfiltered: The Truth About Oysters.

It is a fascinating story that really shows the impact of water in our lives. As well as the impact that we have on our environment.

Congrats to Josh and the great work he is doing. He recently shared his 10 years of experience with me and said, "Camp is definitely a part of me!"

It is this lesson in leadership that Josh brings to the table, and I am proud that I had the opportunity to have served at camp with him.

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Order my co-authored Number One book "Serving From The Heart" from Amazon (Number 1 in MULTIPLE Categories: Christian Leadership, Christian Business and Personal Growth. Christian Stewardship and New Releases) here, and I will be glad to send you a signed copy, as well as a "Serving from the Heart" bookmark.

Serving From The Heart (Faith Driven Stories and Transformative Strategies)

A leadership book from the perspective of leaders in different fields. Transform Your Leadership. Inspire Change. Leave a Legacy. Unlock the power of servant leadership to create lasting impact in your life, business, and community.

The Collaborative Book project of top leaders who are sharing their insights is launching the month of February. This is a great spot to be a part of reaching more people on how to incorporate this into life, work and community. We would love to have you a part of this opportunity and get private access to interviews, give aways, and announcements. 

And yes, I am a co-author. So, I hope you will visit our page for information to order your copy when it come out in a few weeks.

A big welcome to folks who I have recently invited. Please consider joining in as well. This (hopefully) will be the place to help launch this collaborative book and let you know the date and places to order so my felllow authors have a great launch. Thanks for your help and support.

BOOK QUOTES

A quote from this time that's in the book: "As Ron walked out, I turned to Mike (Nordin) and said, “someday I want his job.”"

The photo is of me in 1987 at Camp. I earned that hat.

Another lesson and quote from the book. “I won’t describe what happened next; it was not pretty, nor am I proud of any of it.

I felt like a "BOSS" that day.”

One of my favorite stories in this book has this passage: “I had an anthropology class in college, and I remember the professor saying, “people don’t paint their toenails, cultures do.””

I like to think that goes for Obi Wan as well!

I am so humbled, blessed and honored to be writing alongside such talented people in life, work and faith. This Leadership book will be Life Changing for so many.

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Leaders Need Leaders (A Little AI fro AI)

 

Hello and welcome to Al Ferreira Coaching. I'm thrilled to have you following my BLOG. I would love for you to SUBSCRIBE and comment. 

My focus is on the fascinating world of leadership. Recently I have been diving into how good leaders ask great interview questions. I have explored key strategies that camp, and youth development professionals can use to enhance their interviewing skills and build stronger teams. 

I'm going to kick things off by reviewing my thoughts about interviewing as more than just a hiring tool—it's a leadership skill. It's fascinating how the right questions can uncover a candidate's potential and ensure they fit into your organization's culture. I have been inspired over the last few years by John Maxwell and my work at various camps with E.J. Lugo.

Measuring Candidate Potential:

One key aspect of interviewing is gauging a candidate’s potential. You can achieve this through strategic questioning. For instance, asking about past experiences and hypothetical scenarios can reveal much about a candidate's problem-solving skills and creativity.

I'm a big believer that past performance is the best indicator for future behavior. Summing up, always look beyond the resume and explore stories that illustrate talents.

Thought-Provoking Question: How do you evaluate someone's true potential beyond their resume?

Cultural Fit and Team Synergy:

Understanding how a candidate will mesh with your existing team is crucial. Ask about their experiences working in teams and how they handle conflict. These insights can help ensure the candidate will contribute positively to the organization.

Remember, every team member should enhance your organizational culture.

Thought-Provoking Question: How can you assess a candidate’s cultural adaptability during an interview?

Leadership Potential in Candidates:

Great interviewers identify future leaders. Inquiries about decision-making processes and leadership experiences can highlight potential growth trajectories.

In the camp and outdoor educational world, I have always thought that I hire for leadership abilities and we can always teach camp skills to the someone who has potential.

Recognize leadership qualities early to nurture them effectively.

Thought-Provoking Question: What attributes do you look for in a candidate that signal future leadership potential?

Summary:

My innovative approach combines time-tested strategies with engaging activities, empowering participants to build confidence, strengthen relationships, and navigate life’s challenges with integrity. Consider my approach in collaborating to develop transformative experiences that nurture lasting character and meaningful success.

I am at alfatcamp@gmail.com and LinkedIn (https://www.linkedin.com/in/alferreira42/).

Thank you for taking a few minutes to review "Leaders Need Leaders." I've recapped some insightful methods to enhance your interviewing process and identify key attributes in potential team members. Join us next time as we delve into more leadership challenges and solutions. Thanks again, and have a fantastic time leading ahead!

Be the Expert! Additional Items To Research

Additional BLOG on Interview Questions:

Interview Questions (Part one of four)

Questions to Ask Your Summer Camp Team (Part one of ten)

1. Forbes - "Top 10 Best Interview Questions to Ask" (www.forbes.com)
2. Harvard Business Review - "Recruiting Lessons for the Long Game" (hbr.org)
3. Inc. Magazine - "8 Interview Questions You Need to Ask to Hire the Best" (www.inc.com)
4. SHRM - "Behavioral Interviewing Strategies for Interviewers" (www.shrm.org)
5. LinkedIn Talent Solutions - "The Best Interview Questions to Assess Top Talent" (business.linkedin.com)
6. The Muse - "51 Great Questions to Ask" (www.themuse.com)
7. Fast Company - "15 Interview Questions to Ensure Successful New Hires" (www.fastcompany.com)
8. Glassdoor - "50 Most Common Interview Questions" (www.glassdoor.com)
9. Business Insider - "The 27 Best Interview Questions According to Recruiting Experts" (www.businessinsider.com)
10. Entrepreneur - "Successful Interview Questions" (www.entrepreneur.com)

Relevant Statistics

1. 67% of employers say retention rates would be higher if candidates had a clearer picture of what to expect (Glassdoor)
2. 75% of interviewers say that the questions the candidate asks matter as much as the questions they answer (Robert Half)
3. Companies that use structured interviews are 50% more likely to identify bright hires (Forbes)
4. 69% of hiring managers report being perplexed by unconventional interview responses (Harvard Business Review)
5. 87% of companies say that improving retention is a critical strategy (LinkedIn)

Relevant Articles

1. Harvard Business Review - "The Value of Structured Interviews" (hbr.org)
2. Forbes - "Why Personality Matters In Interviews" (www.forbes.com)
3. Business Insider - "Innovative Interview Techniques" (www.businessinsider.com)
4. SHRM - "Engaging Interview Techniques Beyond Questions" (www.shrm.org)
5. Inc. - "Transformational Interviewing Strategies" (www.inc.com)

The proceeding information was generated by AI as a reference from my original BLOG.

While every effort has been made to provide accurate and useful content, and I have thoroughly reviewed to validate all information, especially any statistics or reference sources provided. 

Leadership Interview Questions Part Four (Good Leaders Ask Great Questions)

   

 Good Leaders Ask Great Questions

Part Four

The Art of Asking the Right Questions in Potential Leadership

As inspired by E.J. Lugo, the adage "Good leaders ask great questions" holds true across all domains of leadership, especially for camp directors and supervisors striving to build an engaged and cohesive team. The interview process can unveil potential employees' behavior and enthusiasm—qualities critical to enhancing the overall camp experience for staff and campers alike.

Emphasizing enthusiasm over skills can be beneficial, as skills can be taught, while the eagerness to learn and embrace new challenges often grows with time and experience. This philosophy nurtures a "growth mindset," which is indispensable in personal and professional development.

In preparation, I consulted with human resource professionals and scoured through resources to compile a list of behavioral questions. These inquiries delve into candidates' past experiences as indicators of future behavior, echoing John Maxwell's sentiment: “In job interviews, ask candidates how they have previously handled frustration, disappointment, and challenging situations with co-workers.”

Who will you choose to lead this summer?

Questions For Potential Cabin Leaders:

1. Reflect on a project or accomplishment with a small group you're proud of; What was your role? What types of things did you specifically do?
2. Describe a difficult or frustrating situation at work and how you addressed it.
3. Have you ever made an unpopular decision? What was the outcome?
4. Recall a moment you were redirected by someone else. How did you respond?
5. Tell me about a time amongst friends or peers, did you eagerly participate or hold back? Why?
6. What do honesty, caring, respect, and responsibility mean to you?

Feel free to share your experiences in the comments. What type of questions have been successful for you? Which ones haven't?

Share in the comments what topics you would like to hear these style questions? What has worked for you and what has not?

I hope you have enjoyed these questions and will consider coming back for the next set in the series on interview questions.

For further reading, explore these resources:

RESEARCH SOURCES: Be the Expert! Additional Items To Research

1. Forbes - "Top 10 Best Interview Questions to Ask" (www.forbes.com)
2. Harvard Business Review - "Recruiting Lessons for the Long Game" (hbr.org)
3. Inc. Magazine - "8 Interview Questions You Need to Ask to Hire the Best" (www.inc.com)
4. SHRM - "Behavioral Interviewing Strategies for Interviewers" (www.shrm.org)
5. LinkedIn Talent Solutions - "The Best Interview Questions to Assess Top Talent" (business.linkedin.com)
6. The Muse - "51 Great Questions to Ask" (www.themuse.com)
7. Fast Company - "15 Interview Questions to Ensure Successful New Hires" (www.fastcompany.com)
8. Glassdoor - "50 Most Common Interview Questions" (www.glassdoor.com)
9. Business Insider - "The 27 Best Interview Questions According to Recruiting Experts" (www.businessinsider.com)
10. Entrepreneur - "Successful Interview Questions" (www.entrepreneur.com)

Relevant Statistics

1. 67% of employers say retention rates would be higher if candidates had a clearer picture of what to expect (Glassdoor)
2. 75% of interviewers say that the questions the candidate asks matter as much as the questions they answer (Robert Half)
3. Companies that use structured interviews are 50% more likely to identify bright hires (Forbes)
4. 69% of hiring managers report being perplexed by unconventional interview responses (Harvard Business Review)
5. 87% of companies say that improving retention is a critical strategy (LinkedIn)

Relevant Articles

1. Harvard Business Review - "The Value of Structured Interviews" (hbr.org)
2. Forbes - "Why Personality Matters In Interviews" (www.forbes.com)
3. Business Insider - "Innovative Interview Techniques" (www.businessinsider.com)
4. SHRM - "Engaging Interview Techniques Beyond Questions" (www.shrm.org)
5. Inc. - "Transformational Interviewing Strategies" (www.inc.com)

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