Get the PeopleFacilitator Guide

East Central DivisionRelay Leadership Summit 2011

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GET THE PEOPLE 2011

Get The People Audience:

● American Cancer Society staff & Collegiate Relay Leadership

Time Required: 75 minutes

Preparation:Room Set-Up: Friday, September 23rd

Rounds of 8-10: set up by convention center Table in front of room for facilitator materials: handouts, give-aways, etc. Decorate the Room Flip Chart & Easel Get CD Player Prepare Activities

Prior to the start of Summit: Create flip charts – see pg. 3-4 Copy Handouts [will be done by Division office staff] Submit room decoration requests by July 22, 2011

Facilitator Kit: Your breakout decorations Markers Tape CD Player Candy Post-It Notes Pipe Cleaners – use for kinetic learners to play with Complete flip charts Sample Handouts in Participant Packet: see Handout Library Snack Box Swag Bag

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GET THE PEOPLE 2011

Symbols: Throughout the Guide you will see various symbols to help alert you to the action that needs to be taken.

Reference to a Flip Chart

Exercise performed by participants; or led by facilitator

Facilitator asks a question of participants

Handout

TEXT Text in blue indicates instructions for the facilitator to say or do during the breakout

Facilitator Agenda:(Adjust times as appropriate to fit your needs and your schedule)

Welcome/Introductions, Agenda Review, Objectives 5 minutes THE Relay Movement 20 minutes Leadership Development: Learning to Adapt 20 minutes Focus on Quality 20 minutes Review : Wrap-Up & Call to Action 10 minutes

Flip Chart Summary

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Prepared Flip Charts: During the July meeting you will receive flip charts and markers to create flip charts needed for your assigned break-outs. All flip charts are to be completed prior to arriving for Summit on September 23rd. Each letter represents a sheet within your flip chart – be sure to go in order!

*Note: Remember to leave a blank sheet between each written sheet and only use blue or black to write content.

Get The PeopleFacilitator Names & SchoolsAgenda Review

1. THE Relay Movement2. Leadership Development: Learning to Adapt3. Focus on Quality

Objectives1. Adapting the Relay Movement to you campus culture2. Adapting a committee structure that works for your school3. Fostering Quality Teams4. Focusing on Quality Goals

Relay as a Movement1. Understanding the Relay Movement2. Relay Movement isn’t one size fits all3. Our Reason to Relay – Survivors & Caregivers

Understanding the Relay Movement1. Relay – It’s An Experience2. Get the People – A Shared Vision3. Recruitment & Retention

The Relay Movement isn’t one size fits all1. What is campus culture?2. Recruitment = a reflection of your campus culture3. Selling the Relay Experience

Recruitment = a reflection of your campus culture1. Who are the movers & shakers?2. What do these groups value?3. Make it personal!

Will need 4 copies

How would we use these concepts for a school where sports are a major component of the campus culture?

Movers & Shakers:

What does the group Value:

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Make it Personal:

Teams, Teams & More Teams 1. Recruitment: Make them feel Welcome

~Make it personal – tailor your ask to your audience2. Retention: Make them feel Special

~A happy team is a returning team3. Engagement: Make them feel Appreciated

~Involve teams in all aspects of RelayLeadership Development: Learning to Adapt

1. Evaluate your committee structure2. Don’t get stuck in a rut!3. Be the change you wish to see

“Be the change you wish to see in the world.”~Mahatma Gandhi

This goes double for Relay!Focus on Quality

1. Teams: Quality through mentoring2. Goals: Qualitative vs. Quantitative

Qualitative Successes:1. Having more participants stay all night2. Having more tents decorated3. Having an increase in participant involvement and spirit4. Having more on-site fundraisers5. Having a well-bonded committee

Will need 4 copies

Post on wall

Qualitative Goals

Will need 4 copies

Post on wall

Quantitative Goals

Wrap-Up 1. Defined campus culture & how it applies to recruitment2. Learned to evaluate & adapt our committee structures3. Applied team mentoring to small, medium & large campuses4. Defined quantitative & qualitative goals

Call to Action:

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1. Complete the Take-It-Back Tool Bag exercise on pg. ____2. Share these strategies with your committees!

Handout LibraryHandouts that will be included in the binder:

1. Ready, Set, Campus Blitz Challenge2. Team Mentoring Guide

Handouts that will be provided as copies in your Facilitator Kit:1. Post-Cards for Team D Standing Survey Activity2. Reflections of Campus Culture worksheet3. Committee Structure Scenarios Exercise4. Committee Structure Scenario Diagrams

Welcome/Introductions, Agenda Review, Objectives(5 minutes)________________________________________________________________

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Get The PeopleFacilitator Names & Schools

Facilitators will introduce themselves

Facilitators review the agenda items listed:

Agenda Review1. THE Relay Movement2. Leadership Development: Learning to Adapt3. Focus on Quality

Facilitator review the objectives listed:

Objectives1. Adapting the Relay Movement to you campus culture2. Adapting a committee structure that works for your school3. Fostering Quality Teams4. Focusing on Quality Goals

Topic #1: THE Relay Movement(20 minutes)________________________________________________________________

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Relay as a Movement1. Understanding the Relay Movement2. Relay Movement isn’t one size fits all3. Our Reason to Relay – Survivors & Caregivers

People experience an event, but they are changed by a movement. Relay For Life is more than just an event that happens one night a year. It is a movement that changes people’s lives!

The great thing about Relay is that it is unique in every community and on every campus…the Relay movement recognizes that no two campuses are the same. To be successful the Relay movement needs to reflect your unique campus culture.

Get the People focuses on committees, teams and participants as well as the ever important Survivors and Caregivers.

Understanding the Relay Movement

1. Relay – It’s An Experience2. Get the People – A Shared Vision3. Recruitment & Retention

Relay For Life is about a 24/7 commitment to changing lives and to finding a cure! Relay is more than just a one night event, it’s an experience that you can’t find anywhere else!

“Getting the People” is less about recruiting for an event, and more about sharing a vision; it’s sharing a vision of our power to fight back against a disease that has taken too much from us all.

As members of this Relay movement our job is to raise money, but it’s hardly money for money’s sake. Instead, we commit our time, talent, and money to making a difference in the lives of those battling cancer, to remembering the lives and stories of those we’ve lost, and to empowering a new generation of young people with the knowledge of how to protect themselves and how to join this fight.

What’s greater, though, is the way in which the Relay movement becomes part of our campus cultures.

The Relay Movement isn’t one size fits all1. What is campus culture?2. Recruitment = a reflection of your campus culture3. Selling the Relay Experience

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We’ve all heard about the success of Relays like those at Virginia Tech and the University of Georgia.

At these schools, Relay is a well-known and established event ingrained in the culture of the campus.

If you look at some of the most successful college Relay events and the Relays visited this year and last by the National & Division Scout Teams, you will notice a common element: each of these Relays truly reflects the culture of the campus.

What defines the culture of a campus?

Campus Culture seems like a buzz word we hear all the time, but what truly defines the culture of a campus?

(Allow two or three people to answer)○ Potential Answers: school spirit, greek life, community service, academics,

etc. All great examples! A campus’s culture is as unique as a fingerprint…no two

campus cultures are the same. Culture is: the quality in a society that arises from a concern for what is regarded

as excellence in arts, letters, manners, scholarly pursuits, etc. In layman’s terms- that means what a campus values collectively as a whole.

For some campuses that may be greek life, for others its community service or school pride. It’s more than just what is popular…campus culture is about the heartbeat of a campus, what makes the campus tick. This is why campus culture looks different on every campus.

The first step in understanding how to grow Relay on your campus is identifying what makes up your school’s individual campus culture.

ACTIVITY5 min

Reflecting on Campus Culture Turn to page ____ in your binder. This exercise will help you define the campus culture at your

school Imagine you were holding a mirror up to your campus, what

would you see reflected back? What would stand out in the reflection…what would grab your attention?

Write those items on your worksheet to help you determine what defines campus culture at your school.

Facilitator: have 1 or 2 people share their ‘reflections’ with the group

The American Cancer Society provides us with a great package that is Relay For Life, but it is up to each committee to evaluate their campus culture and adapt their Relay event to fit that culture.

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If your event reflects the culture of your campus, you are sure to avoid many obstacles and will most likely experience more successful recruitment.

Relay is an event and experience that has the potential to bring a campus together, united in the fight against cancer.

On the wall, you can see quotes from participants at Relays across the country. Relay has had an impact on each of them in many different ways.

It is important to understand why people on your campus Relay in order to best promote the event and encourage a diverse range of people to participate.

Recruitment = a reflection of your campus culture1. Who are the movers & shakers?2. What do these groups value?3. Make it personal!

Let’s look back at our Campus Reflections worksheet – you had the opportunity to identify the groups on campus that everyone wants to be a part of, as well as campus leader’s…a true who’s who list for your campus.

These are the groups and individuals you want to target for recruitment, if they aren’t already involved with Relay that is!

To understand how to best approach these movers & shakers, we need to look at what motivates them. What do these groups value?

Knowing how to approach a group or individual with just the right recruitment ask is a powerful approach to involving movers & shakers in Relay.

How would we use these concepts for a school where sports are a major component of the campus culture?

Movers & Shakers:

What does the group Value:

Make it Personal:

How would we use these concepts for a school where sports are a major component of the campus culture?Room Host: flip chart answers

Who might the movers & shakers be for school athletics? Remember to consider groups, individuals, faculty and staff

(Allow three to four people to answer)

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○ Potential Answers: sports team captains [ie. baseball, football], athletic director, Coaches, etc.

What might these groups or individuals value? Think of what motivates these groups or individuals or what is required of them by the campus.

(Allow three to four people to answer)○ Potential Answers: school involvement, community service, visibility,

team-bonding, etc. Now that we know how to identify the movers and shakers within our campus

culture and how to identify what motivates these groups, let’s take a look at how we can use that knowledge in our recruitment efforts.

The most effective technique for recruitment is to make the experience personal for each individual.

Having committee members talk to prospective Relayers face-to-face and share their reasons to Relay, make the event personal is a prove best practices from campuses across the country and right here in the East Central Division!

Couples this personal connection with a few facts about Relay that are specific to what motivates the group or individual - you have one powerful recruitment ask!

Personal interactions can bring the campus together and make Relay a meaningful event for everyone, which can set Relay apart from the stigma of “just another community service event.”

I wish that cancer could be cured in an email, or through a text message…but it can’t! We have to make a personal connection with our recruitment efforts to motivate people to become involved with Relay.

Let’s revisit our previous question, and discuss how we can make our Relay ask personal for the group or individual we’re hoping to recruit.

Let’s focus on the coaches, how would we use what motivates them to personalize our recruitment ask?Room Host: flip chart answers

What can we pull out from our list of values that we could tie to Relay? Think of all aspects of Relay, and let’s discuss what would make Relay appeal to our coaches given what we know about their values.

(Allow two or three people to answer)o Potential answers: Relay focuses on teams and gives players a

chance to bond, Relay is good PR for a sports team – we can highlight player involvement to boosters & administration.

Teams, Teams & More Teams 4. Recruitment: Make them feel Welcome

~Make it personal – tailor your ask to your audience5. Retention: Make them feel Special

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~A happy team is a returning team6. Engagement: Make them feel Appreciated

~Involve teams in all aspects of Relay

Team Development is a perfect example of when understanding your campus culture will lead to success.

This section will cover three main topics: recruitment, retention and engagement.Facilitator: review flip chart statements

To get us started let’s take some time to discuss what our campuses are already doing in this area!

ACTIVITY5 min

Standing Survey: Team Development DGI & Learning Assessment Each person take a purple post card from the center of the

table You’ll need to bring a pen! Walk around the room and form a group of 4 people, your

group should be comprised of people you don’t already know. Each group should answer the following questions which have

been pre-printed on your postcards - allowing every member of the group to respond:

1. What is one successful team recruitment strategy your committee uses?

2. What is one successful team retention strategy your committee uses?

3. What is one successful team engagement strategy your committee uses?

4. What is one thing you hope to learn from the Team Development portion of this breakout?

At the end of the time, through your conversations, you should have an answer for each question: a new idea for #1 & #2 and something you hope to learn for #3.

Facilitators: allow 4 minutes for participants to mingle & chat.

Please return to your tables, we will be using these postcards throughout the segment so keep them close at hand.

As we continue our discussion, jot down one additional take-away idea for each question.

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As a committee, it is important to focus on our Teams! Team Development is a huge component to the success of your Relay For Life.

After all, teams are the bread and butter of every Relay event. Adapting your Team Development strategies to the culture of your campus is crucial to

ensure that you have a solid foundation for your event. We want to focus on team recruitment, retention, and engagement. Through team development our teams come to realize that Relay is not just an event, it’s

a movement too. Ways of recruiting include creating networks on that lead to a personal ask to join Relay,

holding fun events, and promoting Relay as the thing to do on campus.

What is one team recruitment idea you wrote down during our activity?

Can we have one or two people share a DGI – that’s darn good idea, folks!- that you wrote down during our last activity?(Allow one or two people to answer)

All of these recruitment strategies are great and will definitely help teams feel welcome at our campus Relay events!

Other ideas might include:o Holding a team recruitment challenge where each team is asked to recruit a new

team in order to receive a fabulous prize! o Conduct a campus blitz to involve the whole committee in recruiting teams!

Challenge the committee members to recruit a set number of teams and reward them for accomplishing the task!

o Check out the Ready, Set, Campus Blitz Challenge handouts at your table for ideas on how to take this idea back to your campus!

Handout: Ready, Set, Campus Blitz Challenge

So, now that you have your teams recruited, what can you do to make sure they come back again next year? Team retention is just as important as recruitment.

What is one team retention idea you wrote down during our activity?

Can we have one or two people share a DGI you wrote down during our last activity?(Allow one or two people to answer)

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Those are great retention strategies! One tip to successfully retaining your teams is getting to know them!! Each of us

has a personal connection to cancer, and so do our teams.o Reach out to past & present teams and ask them if they would be willing

to be interviewed for a team spotlight on your Relay Online websites or your campus newsletter.

o Invite a team captain out to speak at your Kick-Off in either the fall or spring semester, their personal story will motivate your participants more than you can imagine!

o Use a work the track plan day of event to ensure that a member of the committee is stopping by each team’s campsite to say thank you and let them know how much we value their commitment to Relay.

In fact, our team development committees should be reaching out to past & present teams multiple times throughout the year!

o Scheduling 2 to 3 touch points each semester to all past & present teams is a great way to make them feel special!

o Fall Semester ideas could include: Having the committee send thanksgiving cards saying “We’re

thankful for our Relay Teams” Gather your committee for a night of spreading holiday cheer – and

phone each team captain to wish them happy holidays before winter break.

o Spring Semester ideas could include: Hosting a team captain social on campus or at a nearby location in

the community. Sending valentine’s to teams that include a photo of your

committee and a message that says how excited you are to see them at this year’s event.

Remember, it’s the simple things that we do that make the most impact. Having frequent touch points for our teams throughout the year ensures they feel appreciated and excited to attend Relay this year and every year!

What is one team engagement idea you wrote down during our activity?

Can we have one or two people share a DGI you wrote down during our last activity?(Allow one or two people to answer)

Those are great engagement strategies!

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One tip to successfully engage your teams is getting to involve them in all aspects of Relay!! The more we involve our teams throughout the year, the more invested they are in Relay…which leads increased fundraising motivation!

o Have a decision to make about this year’s event? Why not seek input from your teams & participants? A quick survey to invite feedback on what theme to use this year, or what bands to have at Relay helps build excitement and keeps participants engaged throughout the year.

o Invite your teams to highlight a mission program or service at their campsite…offer a prize for the best mission spotlight. This engages teams & educates them about the mission of the American Cancer Society.

Task your Team Development committee to adapting your Team Development plan to your campus culture. Share with them the mirror exercise we completed and ask them to use this tool to help build their plans to fit your campus.

o Greek Life part a big part of your campus culture? Invite your greek teams or fraternities & sororities you hope to recruit to join CAC in a day of philanthropy by visiting your local Hope Lodge or cancer center.

o Academics what matters most on your campus? Ask professors if they would provide extra credit for students who join Relay or participant in CAC activities.

Whatever you campus culture, work to engage new and returning teams throughout the year. This ensures that they feel appreciated and a valued part of Relay.

Topic #2: Leadership Development: Learning to Adapt(20 minutes)________________________________________________________________

Leadership Development: Learning to Adapt1. Evaluate your committee structure2. Don’t get stuck in a rut!3. Be the change you wish to see

Leadership Development is all about learning to adapt! Events should evaluate their committee structure each year, and assess what

changes they will be facing and what objectives they will work to achieve.

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Don’t be afraid to make changes to your committee structure each year to best address your specific campus needs and objectives. Don’t get stuck in a rut – thinking that the same formula that worked this year will continue to work for years to come.

The most successful committees work to evaluate their events and event leadership structures and make changes as necessary to foster continued growth.

Let’s put these concepts into practice with an activity.

Handout #1: Committee Structure Scenarios ExerciseHandout #2: Committee Structure Scenarios Diagram

ACTIVITY6 min

Table Talk: Evaluating committee structure Each table has a diagram of an existing committee structure

and a scenario outline that will cause the existing structure to change in some way.

Your table will need to adapt the existing structure to meet the new conditions of your committee.

You will have about 6 minutes to discuss the scenario with your table.

We will come back together to discuss these scenarios as a group, and each table will provide a 2 minute debrief on how you changed the committee structure based on your scenario.

Room Host: Provide a 1-minute warning after 5 minutesFacilitators: float among tables to answer questions and assist.

Now that everyone has had an opportunity to examine and adapt a previously existing leadership structure, it is important to understand the relevance of this activity.

College leadership is ever changing – you will always have veteran, outgoing members and fresh, newbie members.

Due to the dynamic nature of a student body and college committee, it is more than likely that your committee will look different from year to year.

Our activity demonstrated the importance of re-evaluating your school’s committee structure each year to make sure it suits the changes and new situations you’re facing.

Many campuses tend to get stuck in a rut - doing the same events, activities, and meetings year after year… but what you did one year might not work the next.

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Your committee should not look the same as it did five years ago. Not only are the people and personalities different, but so are the needs and goals of your event.

Let’s take a look at our scenarios to get a feel for how to evaluate your current structure, adapt to changes you may be facing, and ensure your committee doesn’t get stuck in a rut!

Scenario Review~Room Host: Keep time, each group has a maximum of 2 minutes to report back.

1. First we’ll look at “The University of Donald Duck” - they had a large, dedicated committee of 75 students. After a successful season, over 50% of their members graduated or went abroad. Few freshmen and new members joined, resulting in a committee of 35. Without re-evaluating the structure of their committee, the organization and its Relay could fall apart. How could such a situation be prevented?

[Let group 1 explain how they changed the existing structure to the new structure]Facilitator: thank the group for their hard work & highlight a key concept presented.

2. A committee may also have the opposite issue: they may experience rapid growth, due to the popularity and success of recent Relays. “The College of Goofy” experienced this surge in size. A committee of 15 put on such a fantastic event that the next year they more than doubled their size and became a committee of about 35! How did your group adapt to this sudden growth?

[Let group 2 explain how they changed their existing structure to the new structure]Facilitator: thank the group for their hard work & highlight a key concept presented.

3. When schools look at their existing leadership structures, they often find areas for improvement. “Under the Sea University,” for example, had a low turn-out of teams on the day of the event. The committee wished to increase the number of teams in the future. Group 3, how did your group reorganize the committee structure in order to prioritize this goal?

[Let group 3 explain how they changed their existing structure to the new structure]Facilitator: thank the group for their hard work & highlight a key concept presented.

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4. Schools may also notice that there are many opportunities for event growth through increased spirit. How did Group 4 re-structure their committee to increase Relay spirit and on-site fundraising?

[Let group 4 explain how they changed their existing structure to the new structure]Facilitator: thank the group for their hard work & highlight a key concept presented.

~End of Scenario Review

That was great work everyone!

ACTIVITY1 min

Body Break: Pat yourself on the back!Room Host: lead this activity - make it exaggerated & enthusiastic…get people stretching.

Great Job everyone!! You really rocked those scenarios…I think you need a pat on the back!

Everyone stand up – and pat yourself on the back…come one everyone up!

Now hold out your left hand, and pat your neighbor on the back! Tell them great job!

Now raise your right hand…and waive it all around, oh wait that’s the hokey pokey…any-who…pat your other neighbor on the back!

Now let’s give a cheer for a job well done…spirit fingers are optional, but I wanna hear all of you!

Most schools face changes that require us to adapt in order to improve and grow. We can improve the quality of our events by continuously re-evaluating the

structure of the organization and committees. This activity gave you all a chance to practice re-evaluation and adaptation for

success. Wasn’t it pretty easy? We understand that change and re-evaluation can be a little daunting, especially

if you’ve been doing things the same way for years. However, it’s important to be strategic in the development of your committee.

“Be the change you wish to see in the world.”~Mahatma Gandhi

This goes double for Relay!

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In addition to evaluating and adapting our committees as necessary, leadership development is about being change agents – committee members must be the change they wish to see in their Relay!

By adjusting the leadership positions, roles, responsibilities, or dynamics of the structure to fit the current needs and culture of your campus, you will greatly improve your event as a whole.

Regardless of your current structure, the committee should always model the behavior and performance you expect from all members, volunteers, team captains and participants.

From the event chairs to members of the general committee, it is crucial that nothing be asked of a Team Captain (much less a participant) that committee members themselves aren’t willing to do.

Whether it’s asking that they raise $100 or asking that they wake up early to attend a Relay event or meeting, it must start from the top: the committee must model the behavior you expect from the Team Captains.

If participants must raise $100 to get a t-shirt, then the committee members should not be able to get their committee shirts until they raise $100. In addition, the entire committee should be signed up for Relay.

This modeling behavior goes beyond the numbers and the logistical aspects of Relay.

The committee must model the passion, enthusiasm, and dedication that is expected of the Team Captains.

If the committee isn’t passionate about the fight against cancer, enthusiastic about the possibility of finding a cure, and dedicated to making that cure a reality, how can you expect the Team Captains to do the same?

Throughout our Scout Team visits to the top Relay events across the nation, enthusiastic participants consistently pointed to a motivated and enthusiastic Team Captain as one of the main reasons they got and stayed involved with Relay For Life.

By having committee members serve as models of commitment and passion, you ensure that Team Captains are enlivened with the spirit of the Relay movement, and you ensure that these Team Captains are prepared to bring that spirit to the participants on their team.

You cultivate the idea that everyone – from members of the executive committee to participants – has a unique and valuable role to play in the fight against cancer, which creates a great Relay culture, and people then feel a sense of purpose, responsibility, and ownership in that fight.

How many other clubs and organizations on your campus can say that? That shared sense of responsibility will help put us closer to a cure for cancer.

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Topic #3: Focus on Quality(20 minutes)________________________________________________________________

Focus on Quality3. Teams: Quality through mentoring4. Goals: Qualitative vs. Quantitative

Being college students, we all know there are a million other events and activities we could be doing. However, we have all decided to take the fight against cancer to a new level, which involves educating our campus about cancer prevention and treatment, and hosting the most successful, quality event of the year…the annual Relay For Life!

To ensure the event continues to grow and be successful, it is crucial to mentor both new and existing teams.

Mentoring gives the committee the opportunity to take the time to work one-on-one with Team Captains to foster quality teams for the event.

This is the perfect opportunity to implement a mentoring committee within your Team Development sub-committees!

Several successful forms of mentoring were observed on our Scout Team visits. Keep in mind that these are examples: you may need to adjust the mentoring pattern to one that most accurately fits the school, in the same way that you adapted the committee structures.

Larger committees can have an entire sub-committee centered on mentoring, motivating, and improving teams.

These committees are led by a chair that creates benchmark goals for their committee to meet. These goals could be to have X number of teams with $300 raised by winter break, or to have teams hold X number of fundraisers.

The mentoring committee ensures that all team captains have the support and resources they need to meet these goals.

Medium-sized committees may assign teams to each individual on their Team Development committee.

Delegating and dividing the responsibility among the entire Team Development committee helps to prevent placing the burden of contacting and assisting all teams on one or two individuals.

o Consider matching teams with Team Development committee members from similar affiliations for the best coaching opportunities.

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Is your team development committee on the small side? Organize your most successful team captains to help mentor new teams by taking them under their wing, sharing best practices and motivating them to be successful!

This is a great way to recognize those captains that have gone above and beyond.

Regardless of your campus size, it is important to remember that in order to foster quality teams each team should have an experienced mentor throughout the entire Relay For Life process. Make sure to praise them, encourage them, and motivate them and their teams to reach higher goals.

By effectively mentoring these quality teams, they will get the people to your event, will effortlessly get the fun to the event, and will take a passion in getting the money.

Quality teams will enthusiastically join the Relay movement and will make your event a memorable experience.

Relay committees need to focus on both quantitative and qualitative goals…I know it sounds like a crazy math formula, but I promise you the topic is easy to grasp and very important.

Every year, committee leadership and staff partners set specific measurable quantitative goals for your event. These are the numeric goals you are striving to achieve in the coming year.

They work together to project the amount of survivors to recruit, the amount of teams to sign up, the amount of participants that will attend, and the amount of money the campus can raise.

These goals are a great and vital part of year-round planning for your event. In addition to these quantitative goals, we want to emphasize the importance of setting quality goals as well.

Qualitative goals are those non-numeric goals an event sets for themselves, such as having more teams stay until closing or developing more impactful ceremonies.

These new goals can serve to augment the numerical goals by providing your committee areas of focus and additional ways to celebrate the successes of your event.

Let’s get real… it is VERY important to strive for your numerical goals, as well as striving for these qualitative goals.

What are some quantitative goals you set?

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Let’s talk about numerical goals. What are some quantitative goals set for your events?(Allow two or three people to answer)

o Possible Responses: income, teams, survivors, caregivers, etc.

Who reached their quantitative goals this year? Show of hands.

Next question…who reached their numerical goals this year? Please stand if your event met its numerical goals this year. Room Host: Lead group in a cheer – Hip-Hip-Hooray!

For those of you who didn’t quite achieve your quantitative goals, what is one thing your committee succeeded at this year?

What is something you and your committee succeeded at this year that helped to improve the overall quality of your event? (Allow two or three people to answer.)

Qualitative Successes:1. Having more participants stay all night2. Having more tents decorated3. Having an increase in participant involvement and spirit4. Having more on-site fundraisers5. Having a well-bonded committee

All of these successes are awesome. Here are additional successes that

collegiate Relays around the country have reported:○ Having more participants stay all night.○ Having more tents decorated.○ Having an increase in participant involvement and spirit.○ Having more on-site fundraisers.○ Having a well-bonded committee.

These quality successes are just as important to strive for and to celebrate as

your quantitative goals.Qualitative Goals

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Quantitative Goals

ACTIVITY8 min

Say it With Symbols/Table Talk: Quantitative & Qualitative Icons Have each person take two post-it notes The objective of this activity is to draw an icon that represents one

qualitative goal your event has for the coming year on one post –it note, and on the other draw an icon that represents one quantitative goal.

You will have 3 minutes to draw your iconsRoom Host: time activity, and signal when time is up

Working as a table, each person will describe their icons to the group

The group will work to generate one idea to help impact the each person’s quantitative and qualitative goals.

As you finish the exercise, please place your post-it notes on the flip charts hanging on either side of the room.

You’ll have 6 minutes for this activity.Facilitator: Ask for 1 or 2 volunteers to stay at the flip charts and share their icon, goal & tip.

Great job gang! Everyone has mastered the concept of quantitative vs. qualitative goals! See that wasn’t so bad…no crazy math functions, formulas or equations!

Review: Wrap-up & Call to Action(10 minutes)________________________________________________________________

Wrap-Up 5. Defined campus culture & how it applies to recruitment6. Learned to evaluate & adapt our committee structures7. Applied team mentoring to small, medium & large campuses8. Defined quantitative & qualitative goals

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GET THE PEOPLE 2011

Call to Action:3. Complete the Take-It-Back Tool Bag exercise on pg. ____4. Share these strategies with your committees!

We defined campus culture and how it applies to recruitment of teams, survivors and caregivers.

We learned how to evaluate and adapt our committees based on the needs and challenges of our events.

We applied team mentoring to small, medium and large campuses We defined quantitative & qualitative goals and their importance to Relay. By now, we hope that you realize and appreciate the diversity that exists within

Relay For Life on college campuses across the country. Each Relay is unique and reflects the individuality of each campus community,

but, simultaneously, each Relay is important in the larger movement and what we hope to accomplish.

Committee members and Team Captains have the job of advancing this movement and enlisting others to support our cause.

We hope that you will use some of these tools to help you “Get the People” that will share our passion and help your campus make a difference in the fight against cancer.

Let’s take a moment and complete the Take-It-Back Tool Bag exercise found on pg.________

Facilitators allow 3-5 minutes for this task. Would anyone like to share one item from their tool bag?

Facilitator: allow 2-3 people to share as time allows All great ideas! Thank you everyone!

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