General Training Comments

Course Specifics

Emphasize they must make their own copies of the student workbook and the roster form. It’s always good to have markers and sheet paper to hang. As a director they are responsible for the Achieve kit and stickers. For the Achieve kit you need: about 30 paper plates, 10 Hula Hoops, 20 soft easily thrown small objects. Stickers are the responsibility of the director and should be ordered from the national office at least two weeks before your presentation.

Curriculum Walk Through

Achieve is a high energy course. Set the tone from the very first words you say. Be careful not to get so bouncy that they don’t take the material seriously. The Director should introduce the staff. Also point out the evaluation form in the back of the workbook now. Encourage them that if something really strikes them in the course to make a note of it. Emphasize how important their feedback is to the ongoing development of the program.

Ground Rules
Ask everyone if they intend to stay for the full three hours. If there’s someone who wasn’t, be very careful not to embarrass them but suggest that they may be better off catching an Achieve another time. As you go into the first ground rules slide stress them importance of everyone doing their job and actively participating. It often works better to have one of the participants read the rule or goal then you can make a brief comment to drive it home. Make this part important and serious without spending a lot of time on it. Ask them to take the concepts back to their chapter but not the games. We want to keep the games fresh for people who do the Achieve. Also make sure they have all done Launch first!
Ask them to take back the concepts, but not to take the exercises back to their chapters, because for example “insanity” loses its “punch” once you know the trick.

Have You Ever?
SAFETY FIRST!! Make several statements about walk don’t run. Good Servant Leaders are respectful of others’ physical safety. Emphasize wanting to learn things about one and other. Discuss physical handicaps:
Don’t belabor the debrief here. A full “what, so what, now” is not necessary. Maybe ask a few of the participants what they learned that surprised them most or if its for a chapter where they all know each other already, what new things they learned about each other. Suggested Lens: Knowing each other helps build team identify and makes it more comfortable to work together towards success. Just do that for a few minutes.

Rest of Intro
Now that they know each other a little better finish introducing the course. The team catch phrases are there to keep up the enthusiasm level. You may want to read sense of a goose rather than have one of them read so it’s done with expression and certain parts can be emphasized. You may even want to make reference to it later by “honking” for encouragement later in the course.

Launch Review
Get a feel for how long it’s been since most of the audience has done the Launch. Adjust the time you spend here accordingly. If you’re not a Launch presenter, be sure you are comfortable with this information during your course prep. Talk about how the Achieve relates to the Friendship portion of the Servant Chapter Model.

Hula Hoops
The lens for hula hoops actually foreshadows the first lecture segment on team development. Get them to realize how they began to work together more over time. This dynamic may be a little different depending if all the member of the group know each other previously or not. With a group that knows each other you may want to make the task more complicated earlier in order to force them to work together more quickly. Make sure you emphasize the “what” here because the exercise is long, it focuses them because a lot is happening. Disability alert: for example with someone wheel chair bound how to think creatively to include them in Hula Hoops

Team Development
Goal of this section is to get them thinking about their chapter as a team. Ask for examples from the audience throughout that force them to do this. Get them to give the positive examples of when their chapter is working like a team rather the negatives such as the laughing “that never happens in my chapter”. Focus on the positives and the strengths just like we ask you to do during this training. Give examples for the “stages” make it relevant to them.

Unity of Purpose
Builds on Team Development…what makes a group of people a team? What progresses them through the developmental stages> à unity of purpose. Common goal is a unity of purpose

Group Juggle
Application of “unity of purpose” section. The lens here can be two fold depending on the nature of the debrief. First, get them to realize how they have continued to develop as a team over the course of this exercise since the hula hoop exercise. Then get them to discuss the specific skills used which will hopefully foreshadow what will be discussed in the presentation of the Team Achievements model. Same as with Hula Hoops, a lot is going on here and may talking point may come to mind, be sure to focus on the “what” in order to focus the lens and refocus the group.

Team Achievements Model
These are characteristics of a performing team just as the 10 characteristics of Servant Leadership are behaviors that can be seen in someone acting as a Servant Leader. If you look at the two lists there are a lot of similarities in content. Help them draw those parallels. Talk about different “stages of a team” in connection to how many and how well the team reflect these characteristics.

The lens for this exercise is the idea of mutual trust that you just discussed in Team Achievements. Sometimes it can be a hard concept to understand without playing it out. Be sure to ask how many chapters does it take to make a fraternity before the exercise without giving the answer as that will help drive it home.
This exercise can be technically difficult to set up. Some presenters even like to read these instructions so there is no confusion. The key phrasing is to talk repeatedly about moving only one object at a time. They will assume you are talking about the toys. Getting them to make that leap is helped if you “play” with a toy while you are giving the instructions.

Sometime groups “get this” right away, other times they may never get it. Be ready to debrief either way. At the end of the debrief ask them not to share the secret with people who haven’t attend an Achieve. There is going to be some debrief while you are standing where you played the game and some while they are seated. You’re encouraged to get them to the lens of mutual trust while they are still standing there. Do a usual “what, so what, now what”. Then have return to their seats. Put up the “talking about insanity” slide and give a little bridge to get them from mutual trust to creativity. It may be something you say it may be something you ask from them. It depends how the rest of the debrief went. Use the slide on creativity and how that can be important for teams in how all the other Team Achievement skills are applied.
The same person who lead the exercise should be doing the creativity slides. Then if there’s a change in presenters it should happen with the next Achievement in the model, well defined boundaries.

Knot in the Rope
The lens here is leadership. Did one person take leadership? Was that leadership established by the person being directive or simply organizing everyone’s suggestions? You can relate this to Servant vs. Traditional Leadership. Why do teams blossom more under a servant leader? This is one where people can feel frustrated if they don’t get it, do anything you can to have them celebrate their successes however small, help them stay positive and support them in this.

12 Tips for Teams
This should be fast, don’t dwell on each point. You can build on “essential elements” with practical application here.

Continue the Odyssey
Encourage them to go to the web side and look for where they can find the other courses as well as to leave stories about how they have applied what is learned in the APO LEADS courses. Give a special plug to Serve. Keep yourself educated on the sites and the current state of registration.

As always emphasize the importance of their input. If they think of something after they leave, they can submit that via the web site as well. Give them enough time to finish both the eval and commitment forms before you start the formal ending.

Formal Ending
Feel free to substitute something else for Oak tree. This story works well if you can memorize it and tell it as everyone stands in a circle. Be sure the last thing you say to them is thank you for being there.

After the Course
Don’t start breaking down right way. Plan enough time so you can spend time chatting with the participants as they leave rather than making them feel like they are keeping you from cleaning up.

Practical Training

Pretend to not know the exercises, or for insanity you might want to get it right away to make the person learn how to deal with that. Don’t let each other off the hook!
Each group member should be assigned two exercises to prepare. No need to do Have you Ever? If someone does REALLY well on their first exercise, you may want to ask them to do “Have You Ever” in the interest of saying time Don’t use groups outside of 4-6 plus trainers. Larger groups won’t have enough time to do both exercises smaller don’t have enough people for the exercises. However, if you have a small group and you’re at an APO event it is often possible to recruit some staff to serve as bodies to play.