So how do you identify a strong leader, and what should the transition process look like?

            As for leader identification, it really isn’t too difficult. The qualities of a good leader are ones you’d expect: knowledge of SD, commitment to the organization, responsible, organized, well-spoken, respected, etc. Make sure you’re keeping an eye on the moderators of your groups and even the participants—who would be a good potential leader? The earlier you identify these people, the better.

            Transition can be handled in more than one way. At some schools, the up-and-coming SD Chair/President/Head Moderator/Supreme Divine Right Monarch has been chosen early on, with no election process, and has simply shadowed the current leader until the transition is complete. The idea of shadowing is immensely important. As a current leader, you MUST ensure that your successor knows how to run the organization! Have you given them all of your resources and contacts? Have you gone over the time-line of a year? Do they know what works and what doesn’t with recruitment and training and funding? These are all very important things to pass along.

            This is why we recommend that leadership transition take place between fall and spring semesters. Allow your new leader to spend at least once semester in charge before you leave (if you are graduating) so that you can help them along the way.

            Notre Dame, for example, has discussed having a “President Emeritus”—the outgoing officer who is able to lend a helping hand and some experiential expertise to the acting SD President. Maybe this could work for you!

 

 

 

 

Elections

 

         Our recommendation is that you allow only the moderators to participate in electing the SD chair. This ensures that you have the support and consent of those who are perhaps most important in this process, and with whom the student leadership team will have to work most closely. Elections are a good idea—they give added legitimacy to your organization and help potential leaders realize the sort of important commitment they are making. If you can, have elections as soon as possible—even if all the candidates are running unopposed. It may take a few tries to work out the kinks, so it doesn’t hurt to start early.

 

At UVA, for example, the election process is held at the end of the first semester. All of the moderators are allowed to vote for their leadership team (a 10 member executive board) and candidates are allowed to run for more than one position. If, for example, someone runs for SD Chair and is defeated, they may drop down to run for a second, third, etc position.