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Fraternity and Sorority House Director Training

Internship Learning Experience, Fall 2015
by

Brian Kocher

on 13 November 2015

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Transcript of Fraternity and Sorority House Director Training

Information Gathering
Current WIU House Directors
Office of Greek Life Programs
Advisor/Supervisors
Previous and current FSL professionals
National Headquarters
Alumni/Housing Corporation Boards
University Housing and Dining Services
Potential Learning Topics:
Facility/property management
Advising/supervising/helping skills
Risk reduction and crisis mangagment
Community building
Difficult conversation
Role responsibilities and role negotiation
Liability
Alumni, HQ's, University relations
Understanding of FSL
ILE Blueprints

Selection of topic
Information gathering
Creating outcomes
Shaping the environment
Assessment
Learning Outcomes:
WIU House Directors will...

...identify and demonstrate proper crisis response techniques set by the Office of Greek Life Programs, Fraternal Information and Programing Group, and the individual chapter policies to construct a safe environment within WIU's fraternity and sorority facilities.

...outline fundamental facility and property management responsibilites in order to prepare and maintain a quality chapter facility.

...discuss and utilize advising/supervising/helping skills and techniques to positively promote the growth of residents of the chapter facility.

...consider the history and culture of FSL to more effectivly engage with and live in an established fraternal organization.

...define and build relationships with FSL stakeholders in order to communicate and collaborate in a productive manner.

...recognize and employ strategies to cultivate a community of respect and accountability among the residents of the chapter facility.
Fraternity and Sorority House Director Training
Brian Kocher
Internship Learning Experience
Fall 2015

Why this project? Why Now?
How to Build Learning Outcomes:
Criteria
Audience

Behavior

Degree

Condition
Dimensions

Cognitive

Interpersonal

Intrapersonal
What are our tools?

Training Day #1
9:00am- Welcome/schedule
overview
9:30am- Team building
10:00am- Exploring the House
Director role
11:00am- Facility/property
management
12:00pm- Lunch
1:00pm- Interview with HQs
1:30pm- Crisis response & risk
management
3:30pm- Fire safety training
4:00pm- FSL 101
**Homework explore your facility


Training Day #2
9:00am- Energizer
9:15am- Advising/supervising/
helping styles
10:00am- Building community
11:ooam- Opening procedures
12:00pm- Lunch
1:00pm- Preparation for opening


Subsequent Trainings
Monthly HD meetings will be held throughout the fall and spring semester. These meetings will:
Offer continued training
Allow for general FSL updates
Cultivate a community of support among the HDs

*Location of meetings will rotate between the chapter facilities.
Phase #2
What We Know About Learning

Learning Reconsidered
explains
transformative learning
as, "A holistic process of learning that places the student at the center of the learning process" (Keeling, p. 1).


"Learning depends on experience, but it also requires reflection, developing abstractions, and active testing of our abstractions" (Zull, p. 18).

The Learning Cycle (Zull, 2002)
How I will shape the environment:

Build off what is already there
Incorporate reflection
Engage the learner's emotions
Active testing
"Our emotions influence our thinking more than our thinking influences our emotion" (Zull, p. 74).
House Director Training Schedule


Risk Management & Crisis Response
The Framework
Advising/Supervising/Helping Skills
Relationships with Stakeholders
Community Buliding
Facility/Property Management
Understanding FSL
After identifying risky behavior and outlining proper crisis response protocol, HDs will actively test their skills in a role-play/behind closed doors activity.
A panel of stakeholders (ie. Housing Corporations, Alumni Boards, Chapter Advisors, etc) will share past experiences about working with HDs and how to build a positive working relationship.
After acclimating to their role as an HD, they will complete a guided reflection to identify their personal advising/supervising/helping philosophy.

HDs will personally reflect on what community means to them, then as a group they will brainstorm ways to foster a sense on community as an HD.


From a list provided, HDs will create a monthly task list that is reflective of the specific needs of their facility.

Things to Consider:
HDs will be asked to share their current understanding and perceptions of FSL and then engage in a conversation regarding the history and culture of FSL.
Position responsiblities are very diverse
Added responsibilities
Timeline
Finances
Formative
How did it go?
"Take-aways" at the end of each session
Revisit learning outcomes periodically
Ask questions such as:
What topics are you still struggling with?
What topics are you understanding well?
Follow-ups at monthly meetings
Summative
Training Evaluation (After fall semester)
Individual sessions
Overall experience
Personal assessment
Conduct a focus group (After spring semester)
Gather personal testimonies
Feedback regarding what was most/least helpful
What topcis should be added?
Phase #3
Shaping the Environment

Phase #4
Assessment

Phase #1
Creating Learning Outcomes

Questions?
Full transcript