Parents As Partners — Part I
Over the past 50 years I have become a self taught architect. Not that I have designed any actual buildings to construct, but I have created what I, as well as many of my peers, consider to be a successful infrastructure for running a dance studio. I am pleased that I have been able to create paths for achievement, paved roads that lead to organizational goals and align the highways that transport the plans and products to their final
destination.
Through the years, I have been privileged to work with many teachers and staff that have helped to grease this well tuned machine. With their diligence and dedication we have been able to not only survive in the dance education world, but succeed and maintain the high quality of standards that were originally drafted. We have gone through thick and thin, but have always managed to stay on course. At our studio, we all work together as a team. This union helps to assure me that the overall goal of each event or function we take on will reach its projected target. Our success rate has been fantastic. As is the case in most dance studios, 99% of the time the functions we embark on revolve around our dancers. These students are the hub that all our work and enthusiasm encircles. Their safety, happiness and success now and in years to come are the pivotal forces that motivate our well organized machine.
Even with our dynamic dance and front office engineers in place, sometimes due to their already heavy responsibility, the studio staff are not able to conscientiously handle additional tasks. To solve this dilemma, I find that we must add more personnel to achieve the goal we all set out to accomplish. Usually that means we look for experts in a specific field. In most cases, we have not had to go far. More often than not, there are experts "in house" and surprising as it may seem, many times those experts turn out to be none others than studio parents. No, I am not joshing you! It works well for us and it can work well for you too!
Sadly, studio parents are often grouped into one classification that usually has an uncomplimentary title. Unfor-tunately, this is usually due to an unpleasant incident that we have heard of first hand or has actually occurred in our studio. For a few parents or moms this classification is quite correct, but for many others, (fortunately in our case the majority) they have definitely been wronged. Take off your blinders and look both ways...I think you will be pleasantly surprised at what you see! They are the "domestic engineers" that are experts...experts in "caring for children"! Whether they are a Mom or a Dad, a professional or a homemaker, they are the ones we should look at and check out to see if they are the right personnel to help keep the infrastructure operating smoothly. Are they the qualified additional temporary expert staff we need? Let's find out.
First of all, do not rush to make a hasty decision to recruit just anyone. Be sure to investigate their potential to see if they are the individual that can really help to make a positive difference. Make a list of the positions that you really need assistance with. Once you have narrowed down your choices, speak to each person independently and find out if they have any special talents, interests, materials or equipment that would be helpful and fulfill your needs. Be encouraging and appreciative of their offer to help, but do not make a commitment until you have spoken to all the applicants.
Be sure that all the prospective candidates are well informed of what their job would consist of and what would be expected of them. Do not leave any details unspoken or unclear. Be sure they know how much or how little of their time the event or function will entail. I always put details in writing and I strongly suggest you do the same. By using this method, you can review every item in the memo and not miss important data and information for them to be aware of. Be sure you are a good listener as well. They might have a suggestion of how they can be of help that never even crossed your mind. How good is that?
Once you have narrowed down your prospects to a select group, invite them to join the cause. Let them know that you have done you homework and feel each and every one of them will be a great asset to assist you and your staff with a specific need. If there are some that you feel would not be the 'right man or woman for the job", be sure to let them know of your decision as well. Do not keep them waiting and wondering if they will ever hear from you, they would rightly feel insulted. Be sure you approach the rejection with consideration, courtesy and gratitude. Even if they are not the right person this time...they might be just the one you will be looking for in the near future.
Work on an incentive proposal that would help to entice them into being a vital part of your organization. Through your investigation, you already know they will be a good worker...but a small incentive can help to turn them into a great worker. The incentive you offer would be based on the amount of time you ask them to "volunteer". It can be as simple as a one time flat rate tuition credit or as complex as bartering salary towards tuition each month. Remember..."A little can go a long way".
Now that you have your additional staff in place, be sure to let them know they are an integral part of the project. Keep them connected and informed with all the internal decisions that are necessary to help them complete their task successfully. Do not leave them out in left field, not knowing what is going on. If you expect something of them, be sure they are well aware of what it is. Leave nothing to chance... again, I suggest that you put it in writing or some written form of communication...Email is a fast and easy way...use it. Never use the "party line" method of communication. We are all too familiar with the far-reaching results of that method!
Lastly, be sure that all your staff...whether permanent or temporary feel that their involvement was appreciated, in particular by you. Let them know that their contribution really mattered and helped to make the enterprise a sure thing. A "Thank You" posted on the studio bulletin board or their name on the acknowledgement page of a performance program, are 2 easy ways to get the message across. A more personal way, and the one that I use, would be a mailed note...even a postcard would be fine. Let them know that it was not just you the owner or director that was responsible for the accomplishment ...it was a true group effort and you are grateful for the part each and every one undertook.
We are fortunate and blessed to have a large group of studio parents who are very important to our success. They are truly priceless. Whether they are "The Company" Moms & Dads or Parents of a once a week recreational student...they are very valuable to our operation. We could not do without them and their contribution to our overall venture. We at Dance Unlimited are more than grateful for their help.
Now that I have shared the procedure I use to recruit my volunteer "partners" for success, next month in Part II, I will detail the many jobs and tasks they can assist you with. I am sure you already have a list that you recruit from, but perhaps there will be just one more task that you have not yet considered. As always I am very interested in your thoughts, hints and suggestions on every topic. Please be sure to contact me at danceun@aol.com with your ideas. Would love to hear from you. Until next time...Thanx for chatting!