Why This Step Matters: Being prepared ensures you can confidently recruit and onboard leadership team members.

What You Need to Do:

1. Review the Leadership Role Descriptions to understand the responsibilities for each role.
2. Familiarize yourself with YPR’s Mission, Vision, and Values so you can share them with potential leaders.
3. Gather resources like the Leadership Interest Form, role descriptions, and contact lists to support your recruitment efforts.
4. Set personal recruitment goals, such as:
   • Recruiting 3 leadership team members within 2 months.
   • Filling key roles like Outreach Lead or Events Coordinator by a specific date.

Why This Step Matters: Knowing what roles your chapter needs will help you focus your recruitment efforts.

What You Need to Do:

1. Assess your chapter’s current needs and goals.
2. Identify the specific roles to fill, such as:
   • Outreach Lead
   • Social Media Lead
   • Pro-Social Lead
3. Think about members who are already active, reliable, and aligned with YPR’s mission as potential candidates for these roles.

Why This Step Matters: Your chapter already has members who are passionate and engaged—these individuals are often the best candidates for leadership roles.

What You Need to Do:

1. Observe members during chapter meetings and events. Look for individuals who:
   • Regularly attend and actively participate.
   • Show leadership qualities like reliability, enthusiasm, and good communication skills.
2. Reach out personally to these members and ask if they’re interested in taking on a leadership role. For example, say:
   “You’ve been such an active part of our chapter, and I think you’d be a great fit for a leadership role. Are you interested in learning more?”
3. Encourage members to recommend others who might also be a good fit for leadership roles.
4. Highlight how stepping into a leadership role can help members develop skills, build connections, and make a bigger impact.

Why This Step Matters: Promoting leadership opportunities ensures all members know how they can get involved.

What You Need to Do:

1. Use 5-10 minutes during chapter meetings to share leadership opportunities and describe the available roles.
2. Share leadership openings through your chapter’s communication channels, such as:
   1. Email.
   2. Social media posts.
   3. Text message broadcast through RCI.
3. Use success stories to inspire interest. For example, talk about how a past leader grew personally or professionally through their role.
4. Provide a clear call to action, such as:
   • Completing the Leadership Interest Form.
   • Reaching out to you directly to discuss the opportunities.

Why This Step Matters: Personal conversations help potential leaders feel valued and supported.

What You Need to Do:

1. Follow up with members who express interest within 2-3 days of receiving their Leadership Interest Form.
2. Schedule a one-on-one meeting (in person, via phone, or via Zoom) to discuss their interests and answer any questions.
3. Share the Leadership Role Description for the role they’re interested in and explain how it aligns with their strengths.
4. Emphasize that the roles are voluntary and flexible, designed to fit their schedules.
5. Have interested members sign the Volunteer Agreement form

If a chapter leadership member is taking on social media role, have them sign the Social Media Policy 

Why This Step Matters: Giving new leaders the right tools ensures they feel confident and prepared to succeed.

What You Need to Do:

1. Share the Leadership Role Description Page for their chosen role.
2. Direct them to the YPR Team Portal, where they can find additional resources to help them succeed.
3. Pair them with a mentor or experienced chapter lead who can provide guidance during their first few weeks.
4. Encourage them to participate in leadership training programs or workshops.

Why This Step Matters: Regular check-ins help new leaders feel supported and engaged as they transition into their roles.

What You Need to Do:

1. Check in weekly with new leaders during their first month to answer questions and provide guidance.
2. Encourage them to shadow a current leader or participate in a leadership activity to build confidence.
3. Provide constructive feedback and celebrate small wins to keep them motivated.

Why This Step Matters: A mentor or buddy provides ongoing support and helps new leaders feel connected to the team.

What You Need to Do:

1. Pair new leaders with an experienced chapter lead or leadership team member.
2. Encourage regular check-ins between the mentor and new leader to address challenges and share advice.
3. Use this time to build connections and foster teamwork.

Why This Step Matters: Clear expectations ensure new leaders understand their responsibilities and have a roadmap for success.

What You Need to Do:

1. Review the Leadership Role Description together and clarify any questions.
2. Set short-term goals for their first 30 days, such as:
   • Organizing their first outreach activity.
   • Attending two chapter events.
3. Discuss long-term goals, like hosting recurring events or increasing community engagement.

Why This Step Matters: Recognizing efforts motivates leaders and encourages them to stay committed to their roles.

What You Need to Do:

1. Publicly acknowledge new leaders during chapter meetings or events.
2. Highlight their contributions in emails, newsletters, or social media posts.
3. Celebrate milestones, such as:
   • Hosting their first event.
   • Meeting their first goal.
4. Provide certificates, small gifts, or shoutouts as tokens of appreciation.

• Start Small: Focus on filling one or two key roles first, then build your team gradually.
• Keep It Flexible: Emphasize that leadership roles are voluntary and can be adjusted to fit members’ schedules and strengths.
• Be Patient: Recruitment takes time. Consistently promote opportunities and engage with members to build interest.
• Ask for Help: If you have questions or need support, reach out to [Your Contact/Support Team].