Training in 10 #11: BMP Basics Part III

Archie and Kyle conclude their three-part webisode series on "Balanced Man Basics" in the last "Training in 10" for the school year. This session focuses on Programming for the BMP.

Never fear, Archie will be back next fall with more vital and interesting information.

T10_11_BMP_Basics_Part_III:

Click the image to start the session:

'via Blog this'

PR 101 - for Chapter communicators

Sam Moschelli, District Governor for Michigan, wanted one of his chapters to get some practice with press releases and making a media push. This excellent example is what they came up with. How well does your chapter publicize itself? 

CLA Leadership training is coming up. If you want your chapter to do a better job of getting noticed in a positive way be sure that your VP Communications is attending the sessions. If he can't make it have him ask someone else to help out.

Sigma Phi Epsilon

Contact: Matt Russell
russelm1@mail.gvsu.edu
989-600-3225
http://gvsusigep.org/
www.sigep.org

January 27, 2013

IMMEDIATE RELEASE: GVSU student achieves prestigious level in Balanced Man Program

ALLENDALE, MI – The brothers of the Michigan Kappa Chapter of Sigma Phi Epsilon are proud to announce that Tyler Kinch of Grand Valley State University has achieved the highest level of the fraternity’s Balanced Man Program: Fellow. Kinch, a junior Athletic Training Major, completed the rigorous final challenge, which included the proposal and completion of a 500- hour or 60 day service project.

Only brothers who commit to undertaking a community service learning project of this level are able to apply for this challenge, which makes the number of members nationally who achieve this level in the program very small. Through these projects, Fellows receive hands-on experiences that teach leadership, mentoring, and how to care about and serve others.

For his service project, Kinch started his own 501(c)(3) nonprofit organization, Students Providing Opportunities and Recreation Through Sports (S.P.O.R.T.S.), to provide fun, interactive experiences for underprivileged children in the inner cities of the Midwest. Kinch created this organization to be fully operated by GVSU students and to be built upon Christian values. The goal is to enhance the quality of life for these children through proper mentor guidance and building a brighter future.

Since its inception, the organization has already partnered with campus organizations to hold an athletic equipment drive between Thanksgiving and Christmas. This event encouraged students to bring back new or used athletic equipment from home to donate to local athletic programs as well as Christian ministries working in African countries.

Kinch has also partnered with Sigma Phi Epsilon and Kramer Entertainment to organize a $1 All-You-Can-Play Laser Tag fundraiser on Friday, January 25, 2012, from 6:15PM – 11:00PM in the GVSU Fieldhouse. Students and members of the community were encouraged to come and enjoy a night of laser tag, with all of the proceeds going to S.P.O.R.T.S. for future activities. The caused raised $300 in a very short amount of time that will go towards more equipment and camps on the east side of the Michigan in the 2013 summer.

Sigma Phi Epsilon, established in 1901, is one of the nation’s largest fraternities, with over 15,000 undergraduates on 240 campuses across the United States. Its mission is building balanced men, which is achieved through a continuous member development program that has contributed to a fraternity-wide GPA of over 3.0, a focus on the principles of Sound Mind and Sound Body, and service learning efforts that allow members to develop leadership skills while giving back to the community.

Students learn skills for job employment

Clarion University Sigma Phi Epsilon | The Clarion Call

“Hired or Fired” first-place winner Zach Motyl (far right)
stands with his fellow contestants.

CLARION, PA. – The brothers of Sigma Phi Epsilon hosted a one-of-a-kind career development competition Thursday, Nov. 29 in Hart Chapel.

“Hired or Fired” was a competition to see which contestants are the most professionally prepared based on their resume, elevator speech, attire and interview.

Recognized student organizations and recognized university organizations sponsored 12 students to participate in the event.

Erin Lewis, assistant director of Career Services, emceed the competition. Zach Motyl, sponsored by the Theta Xi fraternity, won first place in the competition.

Greg Jacobs came in second, and Maddie Robinson won third place.

Motyl received a Pepsi gift basket with more than $120 worth of professional development items; the  sponsoring organization of the first place winner also received $100.

Motyl said he was excited to win representing Theta Xi and apart of the university because it shows how well Clarion had prepared him for the job market.

“You come and do four years, not just to get an education, but to get a job,” he said.

“Hired or Fired” was judged by three local professionals: Todd MacBeth, principal of Clarion Area Elementary; Jim Crooks, owner of F.L. Crooks & Co: and Pam Watkins, site administrator of PA CareerLink.

SigEp Represents - St. Louis Leadership Conference

David Stetter sent this information to us:
I would like to submit a short little posting for the SigEp Blog. It is a little outdated but it took me forever to get a picture to send with the posting. Thanks

David Stetter

Last month, over 50 SigEps attended the Association of Fraternal Leadership and Value’s annual Central Region Conference in St. Louis, Missouri. The conference, held in conjunction with the National Black Greek Leadership Conference, exists to stimulate the growth and development of fraternity/sorority council and chapter leaders by promoting leadership, educational, and values-based experiences and providing resources for student leaders.

Sigma Phi Epsilon had the largest affiliation of fraternity men present, comprising of student attendees, conference faculty, and conference interns, showing proof once again that SigEps are the values-based leaders in higher education and on campuses across the nation.

Reports from CLA 2010

Steve Taylor reports from the st. Louis CLA:

The St. Louis CLA was awesome! It was the largest CLA ever, but also the best. The undergraduates well well engaged and active throughout the experience.

Friday night started with District Meetings run by the DG's that allowed for late arrivals to get active in the CLA upoin arrival. Saturday morning started with a full breakfast that was well attended.

While I initially thought there would be a problem with transporting 600 people from the first floor up to the 12th floor ballroom for the Ritual, the hotel staff had six elevators that were express to the top floor.

Starting the day with the Ritual in coat and tie led to an active and engaged group of participants for the whole day. Having the Ritual early set the right tone for the CLA.

Concluding the day, NBD Phil Cox gave an excellent speech that concluded with a standing ovation from the audience. Many thanks to the staff, the facilitators, and to the undergraduates for a great CLA!!!

Fraternally,
Stephen J. Taylor

What about the rest of you?

Good? Bad? Meh?
What impressed? What was cheesy? Leave a comment and let us know how your CLA weekend went.

Take Charge of Your Life

Take Charge
by Matt Mattson
from our Friends at Phired Up Productions

“Take Charge!”

I’ve found myself saying and thinking that a lot lately. It seems as though there are a shortage of people in the world who are bold enough to take charge of situations.

Recruitment: Someone just take charge. Often what is missing is just one person willing to step up and confidently, boldly command the organization’s members to take action. I was just talking with Jessica Gendron today about how when she’s coaching a chapter, sometimes the real magic happens just because she’s taking charge of the situation. You know what? Sometimes you don’t even have to a) know what to do, or b) actually be confident. Just fake it, make it up, and take charge of the recruitment situation. You’ll be amazed at what happens.

Conversations: Socially excellent people know that it is their responsibility to take charge of every conversation they’re in. We’ve talked before (here) about being the quarterback of every conversation you’re in. Take charge of your social environment at every moment, and appreciate it (and learn from them) when others are bold enough to take charge.

Dinner: Off topic? Yes, but I’ll tell you what helps some relationships… Take charge of what’s for dinner tonight. Tired of the conversation with your partner that goes, “What do you want for dinner?” “I don’t care, what do you want?” “I don’t care.” Annoying. Just take charge – “Chinese food tonight, from your favorite place. I’m calling now to order, what is something special I can get for you.”

Organizations: Take charge. I don’t care what your position is. People follow the person causing action and getting results. Take charge of the moment, take charge of your organization.

Leadership Lessons Include Failure

Some people want to see you fail

from our Friends at The Apathy Myth: A Blog for America's College Student Leaders

There are people rooting against you. That's one of the unattractive realities of holding a leadership position. No matter how well-liked you are, how hard you work, how qualified you might be for your job – there will always be people who just aren't pulling for you.

Some of these people will be indifferent to your efforts. Nothing you do will impress them. Others will roll their eyes when you suggest an idea or show initiative. Some will trash you behind your back when talking to other members. Some will take a more active role and will attempt to undermine you in small or large ways.

Your detractors will come in all shapes and sizes. Some are people you thought were close friends once upon a time. Some are people you've clashed with before and never really liked. Others dislike you in spite of the fact that they've never actually had a conversation with you.

Their motivations are numerous. They might be jealous of you, or they might simply get enjoyment out of messing with you. Perhaps they have actual problems with your leadership style. Maybe they feel that there was someone better suited for the position. Maybe you offended them with a joke you told two years ago, and they can't get over it. They might hate the way you dress, or the tone of your voice. This can be very visceral, unexplainable stuff, and it often defies logic. They just don't like you, and they never will.

You can analyze it, agonize over it, complain about it, cry and scream at the unfairness of it all. Or, you can just get over it and move on to doing your damn job. Whether you were elected or appointed to your position, there will always be people who celebrate your shortcomings and errors.

Right after the terrorist attacks of September 11, 2001, then-President Bush had approval ratings around 80-percent. These were historic highs. By and large, Americans rallied behind their president at a time of national crisis. But even at that amazing moment of national consensus, 20-percent – a fifth of Americans in opinion polls – still didn't like the president.

Even when they don't like you, they still are members of your constituency, and you have to do your best job to lead them. If you ran for office hoping for 100-percent approval and support, then it's time to bid farewell to the delusion. There's nothing you can do to control it, change it, or avoid it. You can lead them, you can do great things for your organization, in spite of them.

Do your job the best you can. Include everyone at the table. Make ethical decisions with the well-being of your organization front and center in your mind. Expect and admit your mistakes, and always keep your mind open for better ways to do things.

Learn to separate honest criticism from the silly, nasty stuff based in negativity. If you're looking for a dependable gauge of the quality of your efforts, find four or five fair-minded people in the organization (not your friends!) and check in with them regularly for feedback. Give these people permission to point out your areas for improvement, and respect them by demonstrating a willingness to fix mistakes along the way.

If you work hard and do the right thing, a beautiful moment awaits you about a year after you get done with your position. Someone you thought HATED you during your leadership term will come to you and thank you for all you did. It will blow you away when it happens. That feeling, at that moment, makes up for all the crap you tolerate from the detractors during your term.

Employment Opportunity with Leadershape!

Greetings from LeaderShape!

LeaderShape is currently offering two internships for the summer of 2009. Please forward this information to individuals who may be interested in this opportunity.

LeaderShape, Inc. is an international, not-for-profit organization committed to developing young adults (ages 17-25) to lead with integrity. The LeaderShape Institute, is an intensive six-day experience which is conducted on a national basis for participants from across the country. It is also conducted in partnership with more than forty-eight universities and organizations from across the country and is highly regarded as an outstanding leadership development program.

Since the start of The LeaderShape Institute in 1986, more than 30,000 young adults have participated in this program. The LeaderShape Institute was acknowledged as an “exemplary program” by the W. K. Kellogg Foundation. For more information, visit our web site: www.leadershape.org.

The Summer Program Coordinator serves as an important member of The LeaderShape Institute team for the national sessions of The LeaderShape Institute. He or she will carry out logistical and conference management tasks which are crucial to the success of the program. In collaboration with the Director of The LeaderShape Institute, the Summer Program Coordinator will work with facilitators to ensure a successful session.

The ideal candidate for this position will be a graduate student in Higher Education/Leadership Development or a related field. Dates for this position are June 8- August 10, 2009. These dates include a week of optional vacation June 29-July 5, 2009. In total, this position is an 8 week position with an option for a 9th week. This position will require relocating to Champaign, Illinois during this time. A stipend and housing are provided and academic credit can be arranged with the graduate student’s host institution.

Please visit our website for more information. The deadline for submitting resumes for consideration is January 9, 2009.

Please contact Kristen Young via email at kristen@leadershape.org with questions about this position.

Thank you.
Kristen

Kristen YoungLeaderShape, Inc.
1802 Fox Drive, Suite D
Champaign, IL 61820
217-351-6200
800-988-LEAD (5323)
Fax: 217-355-0910
kristen@leadershape.orgwww.leadershape.org

CLA Changes Raise the Bar and the COST

CLA Changes Become Winter Challenge in Many Ways

The National Leadership Committee has announced changes in the number, location and officers paid for for the Carlson Leadership Acadimies 2009 as can be seen in the article quoted from the most recent Officers' Monthly.

SigEp adds lasting value to the college experience because our programs set high expectations.

The National Leadership Committee (NLC) is setting the bar even higher by providing additional funds to train more officers to produce a better chapter experience for all undergraduate members through shared best practices and improved chapter operations.

In order to train more executive board officers at the 2009 Carlson Leadership Academies (CLA), the NLC has increased the CLA fee in the fall bill from $350 to $500. It is the goal of the NLC to provide funding for all seven executive board officers by the year 2011. This is the first step in making that goal a reality.

The Carlson Leadership Academy schedule for 2009:
1/30 – 2/1: White Plains, NY
2/6 – 2/8: Chicago, IL & Los Angeles, CA
2/20 – 2/22: Atlanta, GA
2/27 – 3/1: Dallas, TX

First thought is: Great we have all of our officers paid for. Then the realization is that we now have a $500 bill for CLA on the Fall Bill. But it says "provide additional funds" - those are your funds.

Next look where they are being held. How far is that for you considering that you have Friday classes which you must attend. For many chapters this will be more than a nine hour journey in a packed car for an eight hour program beginning Friday night. It is also February, which in the North usually means SNOW!

Do you always send all of your officers? Some chapters do and many do not. Can you afford to send them all? Will this new cost be affordable for your chapter?

We are to be pushing to get volunteers? How many volunteers will leave work on Friday and drive this distance? The chapter still pays whether they are there or not.

Is the cost of CLA more than your rush or social budget?

Is this progress? Who is THE AUDIENCE?

Another opinion on EDGE

We have another point of view on the question of whether EDGE is worthwhile. In the interest of equal coverage we are treating it as a guest post as well...

---

I have to disagree almost entirely with the previous post in regards to EDGE being a waste of money.

First of all, the numbers that were used in the article do not support the conclusions that were reached. The article mentions that the foundation spends $375,000 on the EDGE program and that our overall retention rate is at 49%. While these numbers are likely true, it is flawed to then draw the conclusion that half of the people that attend EDGE do not stay members of the fraternity.

The article states that all first year members are supposed to attend EDGE and then extends the words "supposed to" to suggest that all first year members do actually attend EDGE. I have either been a facilitator or been in charge of 10 of the EDGE programs that have taken place around the country. It would be great to have every new member from every chapter in a region in which EDGE is being held in attendance. However, I have never seen this happen. There is no correlation present to suggest that half of those that attend EDGE drop out of the fraternity. I haven't seen any data that compiles a ratio of number of people that attend EDGE to graduation rates. Until such numbers are compiled, I think it is nothing more than inaccurate guessing to reach the conclusion that half of the new members that attend EDGE drop the fraternity and are therefore contributing to a $191,250 "waste."

The article is correct in stating that the overall budget for EDGE is more than the combined totals for the other elements of the leadership continuum. The article fails to mention that the EDGE program is the only one of the four leadership continuum programs that is free to all first year students that attend. The programming of the Carlson Leadership Academies is primarily driven toward members on the executive committees of their chapters. Conclave can be attended by any undergrad who wants to attend and is able to pay the price of attendance. Fewer that 20 students are able to attend the Tregos Quest to Greece Program. Whereas price tags and perhaps intellectual and leadership elitism are, or can be, obstacles to attending the three other areas of the Leadership Challenge, the EDGE program is free and available for every undergrad member of the fraternity to attend at least once within their years as a college student. I am proud to see something offered from a national perspective that is free and available for all undergraduates to participate in.

The article is also correct in mentioning that part of the EDGE programming focuses on alcohol education. This is achieved through a program called Choices. The program doesn't tell our brothers not to drink, as this is an immediate turn off for most college students. Rather, it focuses on having a discussion among fraternity brothers about the consequences when smart choices are not made. It is a program of education and smart decision making, not of prohibition.

The question is asked as to how the EDGE fits into the overall mission of Building Balanced Leaders for the World's Communities. The programming that goes on during EDGE is not all about alcohol and drug abuse, even though alcohol and drug abuse education are essential to the development of balanced leaders. In fact, those topics are only 1/5 of the overall topics that are covered by facilitators and volunteers from across the country. Other topics that are discussed in detail are Leadership Challenge, SigEp Values, Personal Strategic Planning, and Understanding SigEp.

Among other things, these sessions give undergraduate members an opportunity to discuss the characteristics and traits of persons willingly followed, understand SMART goals and develop their own SMART goals, develop a personal strategic map that allows them to detail where they want to be in the next four years and beyond, focus and discuss the areas of personal strategic planning, list and discuss the core values of Sigma Phi Epsilon, and have discussions with their brothers on how SigEp's core values are relevant to and can be used to foster and support the development of their own personal strategic plan.

As for the white water rafting, high ropes courses, and other events, there is no doubt that these events are fun and enjoyable. The challenge courses are usually comprised of a debrief session that allows for discussions to occur on teamwork and communication. It has been really neat to see the undergraduates take the skills learned in a situation that seems as simple as trying to get their entire team across a tight-wire that is surrounded with "lava" and apply that to tasks that they do in their own chapter such as working on a philanthropy together, or maybe building a homecoming float. Not all of the events have a debrief session that focuses on leadership or teamwork. Some of the events that take place, be it playing basketball, football, water rafting or whatever, are done purely for fun. This is a great opportunity for the men to get to know people from other chapters and to begin to experience brotherhood beyond their local chapter. And from a facilitator's perspective, it is a great chance to break up the other sessions with something more fun and active for the guys. Plus, there is a lot of value in getting together this many brothers to have fun and enjoy themselves in a manner that doesn't involve alcohol.

The article also makes the statement that the "real agenda is to reach new members before the bad habits of their chapters are deeply ingrained in them." If this statement were true, it would mean two things: 1.) A lot of our chapters are "bad" and that only "bad" chapters are encouraged to attend EDGE and 2.) Having an "agenda" to dissipate or change bad habits is bad in itself. The first item can't be true. Many of the best chapters across the country attend the EDGE programs every year. And for that matter, I don't think we have that many "bad" chapters ingraining "bad" habits. Certainly there are some out there, and I don't think that is up for debate. But even if one of the agenda items of the EDGE program was to correct things that are counter to the principles of our fraternity, would that be a bad agenda? I don't think it would. I think it would be an agenda that is in align with what the educational foundation and headquarters should be doing.

Additionally, the article mentions that the money that is used for EDGE should be directed toward Recruitment and Member Development. Whether money from the Educational Foundation can be used for recruitment is a topic that I'm not entirely familiar with. My thoughts are that there are legal obstacles in place that would prevent tax deductible money being used in that fashion. I can, however, say that EDGE is member development. As I mentioned before, the men that attend are getting training in the areas of leadership development, values, and personal strategic planning. If that isn't member development, then I don't know what is.

Lastly, the article mentions that more time and money spent on development of members would lead to more men becoming members of the Board of Governors and thus donating more money each year. There's no doubt that more men joining the fraternity could lead to more members becoming Board of Governor Donors, and that would be a wonderful thing.

As a Board of Governor's member myself, I will conclude with saying that I am very proud of the EDGE programs across the country and that I am as equally happy and willing to continue donating to the Educational Foundation for my money to be spent on programs such as EDGE.

-kt

Over the EDGE - Guest Post

We have a guest poster today who has some things to say about the EDGE program and how it is run. He has asked to remain private for now, but he is a person who is "in a position to know" as the news media would say.

The Summer ‘08 Journal has solidified my previous inclinations that EDGE is a waste of money. The Foundation has continually supported this failure, which the fraternity touts as its basic building block in the Leadership Continuum, with over half the funding for the entire program. Last year, they supported this program to the tune of $375,000. The other 3 steps of the Continuum (CLA, Ruck, and Quest to Greece) totaled a Foundation expense of $290,843 combined.

As of Oct 31, 2007 SigEp’s overall retention rate was 49%. Because all first year members (and Chaplains) are supposed to attend EDGE, if the Foundation spends $375,000 a year on these men, we are throwing away at least $191,250 each year. The Foundation won’t be called in front of Congress anytime soon to testify about excess returns on their investment.

EDGE’s goal is to provide “an opportunity to show members that certain things like abusing alcohol and using illegal drugs have no place in a well-balanced life full of ambitions and goals.” While I hope this goal is being realized with at least a few new members, I wish the Foundation would stop using our money to educate men we will never see again. People donate to SigEp because they believe in the experience and impact it can have on brothers for the rest of their lives. I’m sure they’d be very happy to know that their $1,000 check paid for a few soon to be non-members three day, all-inclusive stay at a campground that includes white-water rafting and a high-ropes course.

SigEp’s overall mission is to Build Balanced Leaders for the World’s Communities. How does a one, two, or even three-day EDGE program fit into this mission? New members participate in high-ropes courses that are quite fun. They listen to speakers who have overcome past substance abuse issues, which are interesting and inspiring. However, two months down the road at 10 pm during the first formal, are these new members thinking about the high-ropes course or the addict’s success story? No, they’re concerned with having a good time with their new brothers, which unfortunately in most cases involves drinking copious amounts of alcohol or consuming drugs.

The dirty secret is that EDGE is a program that hides its true agenda behind the false pretense of alcohol and drug abuse education. Its real agenda is to reach new members before the bad habits of their chapters are deeply ingrained in them. This goal is repeatedly discussed in Richmond. The Staff wanted a way to reach all the new members and impress upon them the view that Headquarters is your fun friend. This isn’t completely unreasonable because, admittedly, some chapters’ views of Richmond are incomprehensible and lack substance, but to disguise this agenda under the packaging of alcohol and drug abuse education for the sole reason of using the Foundation’s Tax Deductible contributions is appalling.

I’m struggling to find the benefits of EDGE beyond a few fun days and a sly Press Release. This program needs to be reformed in order to better utilize the money that is blindly given to the Foundation. Drug and Alcohol education is available at every college campus for free. SigEp should team up locally with each of the Universities to take advantage of this service. This way we wouldn’t be wasting hundreds of thousands of dollars and could still reap the benefits of saying we educated our men on the pitfalls of substance abuse. Meanwhile, the money spent on EDGE should be directed toward Recruitment and Member Development. It’s obvious that we have huge problems with both of these sections of our fraternity as evidenced by our 49% retention ratio. If the Foundation spent more of it’s time and money educating our brothers on recruiting quality men and developing them properly, we could increase our retention ratio to well over the 60% goal. This would equate to at minimum an extra 500 members graduating as SigEp’s each year in which the Foundation could call upon for donations. If a quarter of these brothers became Board of Governors members, the Foundation would receive an extra $112,500 in gifts each year. That’s a much better return on investment than losing over $190,000 each year.

UIFI Leadership Programming Dates Announced

UIFI 2008 is ready for takeoff!

Great summer program for Campus Leaders - especially IFC and PanHel
Participant information and applications are now available at http://www.nicindy.org/programs/UIFI/.

The 2008 edition of the Undergraduate Interfraternity Institute carries as its theme: “A New Era of Elevation.”

Participants will not only enhance their self-awareness, improve their leadership skills, and develop strategies for success, but they will learn how to be the revolutionary and transformational leaders that the fraternity/sorority movement needs.

We have lived through many different eras in the scope of Greek life, some good and some bad. It’s a new era, that demands a new approach, and new leadership to push it upward. It’s an era where the status quo is not only unwanted, but unacceptable. It’s an era where growth and change are not only desired, but essential. What we can accomplish is no longer impossible, but undeniable. It’s a new era of elevation.

The dates for UIFI 2008 are as follows (all sessions are in Bloomington, IN unless noted otherwise):

Session One: May 10-14
Session Two: May 17-21
Session Three: May 31-June 4
Session Four: June 21-25
Session Five: June 28-July 2
Session Six: July 12-16 (Los Angeles, CA)
Session Seven: July 12-16
Session Eight: July 19-23
Session Nine: July 26-30


Please encourage council execs, chapter officers, and non-positional leaders to attend UIFI this summer. Many fraternities and sororities have committed to providing funds that can help students attend.

A full list can be seen at http://www.nicindy.org/programs/UIFI/participantinfo.php. Contact each National Office directly for information on receiving these funds.

The UIFI experience continues to be a powerful one. The NIC is committed to furthering efforts that will enhance student action and commitment following the institute. Fraternity/Sorority Advisors will receive materials to support the students they send to UIFI. The revised outcomes-based curriculum will be led by a talented and experienced team of Presenters and Facilitators. A newly-renovated and state-of-the-art facility will be the home for the institute in 2008. Despite the changes, the cost for registration is unchanged. Overall, this will be the strongest year for UIFI to date.

Please direct any questions to John Shertzer at shertzer@nicindy.org. Thank you for your commitment to fraternity and sorority life.

John Shertzer
Vice President of Leadership Education
North American Interfraternity Conference
(317) 872-1112, ext. 202
--------------------------------------------------------------------------------

Fraternity President as "Godfather"

(This interesting commentary was sent to us by our friend "Asclepius")

How to Be a Fraternity President: As Learned from Mario Puzo’s “The Godfather”

A year ago, before returning for my sophomore year of college, I bought a movie on the recommendation of a friend. The movie was “The Godfather”, winner of the 1972 Academy Award for Best Picture and, as I would find out later, a guide to life. I watched it the first time, awestruck for three hours as the highs and lows of the Corleone Family played out before my eyes. But, on the second, third, and fourth viewings, I kept picking up on the little things that make it such a great film. I began to view the movie, not only as a masterpiece of American cinema, but as a guide to running a fraternity. As I came back to school in the fall, I began to draw parallels between running the most powerful Sicilian crime family in New York and operating a successful college social fraternity. I began to model my own behaviors after Don Corleone; in a much more legal way, of course. What follows are some of the lessons I have learned from my favorite movie of all time.

“Never let anyone outside the family know what you are thinking.”
     -Don Corleone to his son Santino, after speaking up in a meeting with Sollozo

In the early part of the movie, the Corleones meet with Virgil Sollozo, an aggressive narcotics smuggler looking for political protection. Corleone objects to his proposal on ethical grounds despite its lucrative payoff. When Sollozo tries a last ditch effort to convince the Don, Santino speaks out of turn, seeming excited about the deal. Sollozo sees this as dissension within the ranks of the Corleone Family’s leaders, and attempts to assassinate the Don, hoping that Santino will make a deal once he assumes control of the family. Sollozo saw the weakness and attacked it, when he otherwise would have moved on or tried to find protection elsewhere.

In this case, the “family” is the executive board of the fraternity. Within the confines of an exec board meeting, debate and disagreement are valued. You need a variety of opinions and points of view in order to make an educated decision as president. Debate facilitates reason, and reason usually leads to better ideas, plans, and actions from the exec board. However, when you meet with the chapter as a whole, you must present a united front and support the decision the president has made. If the VP of Programming and Recruitment openly dispute a decision supported by the President, VP of Member Development, and the Chaplain, the brothers in the fraternity will detect this as weakness. Once this weakness is sensed, decisions about the direction of the chapter lose their legitimacy, validity, and acceptance by the chapter at large.

“Their aides sat behind them, the Consiglieres up close so that they could offer any advice when needed.”
     -The peace meeting of all the Dons in America, Chapter 20

Every man, no matter how wise, needs an advisor. It seems the more powerful a man becomes, the more important his advisors become. As president, you must have a strong consigliere, an advisor or counselor. To quote Socrates, “the wisest man is the man who knows how much he does not know”. This means Don Corleone knew his weaknesses and complimented them with an appropriate consigliere. A consigliere is often just as important as the man who pulls the strings. The don is the muscle end of the family; the decision maker that leads the way. A “yes man” of a consigliere is no help; one needs an advisor strong enough to oppose the don, providing a counterpoint, or even to play devil’s advocate from time to time, in order to make sure an informed decision is made every time.

My consigliere (yes, I call him that to his face) happens to be my VP of Finance and my best friend. We get along and are best friends, but we truly compliment each other. I like to be the visible leader and a decision maker. I speak well and often, and I like my presence to be felt when I am in a leadership role. My consigliere is more reserved. He does not like the spotlight or the burden of decisions; he has assured me he prefers the position of right-hand-man rather than leader. But I can always go to him for advice and receive an honest opinion. He will call me out when I am out of line, when no one else will; he will prick my conscience from time to time, pointing out mistakes that others ignore. I value that boldness in people, because true friends can tell you when you are wrong. He is the constant voice of reason that prevents me from crossing the thin line from strong leader to tyrant. When faced with a tough situation, my consigliere’s advice is always sought before I take action. My AVC president is also a close consigliere, providing an experienced, alumni viewpoint.

“Allow a man to “make his bones” before trusting him with the family business.”

In the hierarchy of the Corleone family, there is the Don and consigliere, followed by his caporegimes, under which are many “button men”, who in turn are in charge of many young hoodlums who have only loose affiliations with the family. In order to move up the hierarchy and earn oneself more responsibility, one first had to “make his bones”, or prove himself through a job. This job often consisted of “knocking someone off” or another important action in the family’s interest. This was meant to test a man’s loyalty to the family, his competence in working the family business, and his willingness to do what is necessary for the family. Once a man “made his bones”, he received more important responsibilities and higher pay from a part of the family’s earnings. Also, it was understood if something happened to him, his family would be taken care of in his absence.

In SigEp, identify young talent and potential for leadership in your new members and call on them to perform a small job, like a chair position or organizing a small event for the fraternity. If he “makes his bones”, you can trust him with more important tasks, moving up him up the ranks to exec board or even groom him as your successor as president. Considering Sigma Phi Epsilon’s badge and it symbolic skull and crossbones, one can interpret “make his bones” as waiting for a brother to go through the Epsilon Rite of Passage/Rite of Initiation. Once a brother earns his badge over his heart, only then has he “made his bones” and with it, the trust to perform important duties to the chapter.

“A man who doesn’t spend time with his family can never be a real man.”
     -Don Vito Corleone to his godson, Johnny Fontane

Despite his ruthlessness as a business man, the Don is very traditional in his views of the family and personal life. In fact, the reason these seemingly ordinary men get into their business is to protect their families, make a better life for their children, and a refusal to go through life with someone else “pulling the strings”, or living by another’s rules. As a brother in Sigma Phi Epsilon, we usually take on the mentor role of “big brother” to a younger brother in the chapter. Do not take this responsibility lightly, for you can never underestimate the role that a good mentor can play in a young man’s life. Young men are full of energy and drive. However, it usually takes the mentorship of a “big brother” to provide focus and guidance in these challenging college years.

This particular quote is my favorite from the Godfather. It constantly reminds me of my responsibility to those having prior claim upon my substance. I’d like to think that SigEp and the Balanced Man Program have made me the man I am today. However, before my college years in the Balanced Man Program, I was part of mom and dad’s own version of the BMP for the better part of 19 years. They made me the man I am today and, I thank them every day for raising me to be a good person. The Balanced Man Program just put on the finishing touches, smoothing out all the rough edges. Make sure you spend quality time with your family, because they do not need an oath of obligation to remind themselves how much they love you.

I will never be part of the Corleone crime family, but following these guidelines, I have been a more effective leader for my “family”, Ohio Iota.

Lehigh Develops Greek Leadership Program

Greek leadership program formed
By Martha Miller

The Greek community at Lehigh is known for its philanthropy, recruitment process and social gatherings, but few consider it a great spot to foster leadership skills.

The leadership development office, under the direction of Jessica Manno, leadership coordinator for fraternity and sorority affairs, decided to create the Greek Emerging Leaders Program.

This new group on campus hopes to recruit future leaders from the new members of the Greek community. It hopes to do so through presentations at new member education talks and by holding a social at Lamberton on Mar. 19 to put freshman hoping to get involved in Greek leadership in contact with leadership mentors.

GEM began with a planning group called the Blueprint plan in the leadership development office, which hoped to develop a leadership program for Greek life, Manno said.

It was Manno’s idea to start the GEM program, a group for new members after formal recruitment, that would give them exposure to available leadership positions and how they work.

“The idea was for it to be a sort of role modeling or mentor approach to learning about leadership,” Manno said.

The program gives new members looking to have position in their house a partner within the GEM program who will educate them about leadership and help them make connections outside of their house.

According to Manno, the group gives freshmen knowledge about leadership from an outside perspective. It is also a great chance to make connections for philanthropy and social events to a house participants may not know.

One positive aspect of the program, Manno said, was the idea to bring the Greek community together toward a common goal of leadership. Many houses currently do philanthropy projects and social events on their own. According to Manno, the GEM program is a way for the Greek community to do something positive as a group. Manno said the program offers many benefits to its members. Entering GEM gives students a chance to network, build leadership skills, get a certificate in a PEER leadership course, take a ropes challenge experience, prepare for internships in leadership and make friends with other Greek students not in their chapter, Manno said.

“Those freshman who elect to do the program will get to participate in these activities, and a few will be selected to go on an overnight leadership weekend,” Manno said. “These newly trained freshman will then become mentors in the spring.”Manno said there are currently 11 upperclassmen mentors involved from different Greek organizations.

“I entered the program because I felt very lost when I was considering taking on a leadership position in my house,” Collin Breitman, ’09, said. “I wanted to help those applying in the future. Now, I love being a member because I get to see 11 people so excited to get others informed on how great it is to take initiative in the Greek community.”

The new members are currently holding a Leadership 101 session after the new member education presentations. These sessions have involved creative skits and prizes and have resulted in a good turnout in freshmen applications, Manno said.
While they are a small group, these 11 mentors, according to Manno, have truly spearheaded the program and have done all the publicity, marketing and recruiting.
This past Tuesday and Wednesday, the group performed skits and handed out footballs and ring-pops to encourage freshmen to apply.

“The presentation made the program sound really exciting,” Liam Kelly, ’10, said. “As a new member hoping to a hold a position in my house next year, I feel this group will be really informative and I’d love to be a mentor.”

GEM also plans to speak after the social host training speech all new members will receive in the coming weeks, Manno said. They are hoping this presentation will reach out to those not involved in leadership. The group also hopes to publicize to the entire campus so it does not appear to only support leadership in the Greek community, but outside of it too.

The group will hold a social on March 19 in Lamberton Hall with free food and prizes. Freshmen can meet one-on-one with mentors to learn more about the program and how to get involved with leadership.

Making Lemonade

College life in New Orleans is slowly coming back.

At Tulane, Loyola and Dillard universities, Southern University at New Orleans, the University of New Orleans and other area colleges, thousands of freshmen and older students have chosen to be here.

They think this city, at this moment, will give them an education like nowhere else in the world.

Tulane recently added a new public health degree in disaster management, and it established a Center for Public Service to organize and encourage student involvement in the city's recovery effort.

One group of Tulane undergraduates established the Mardi Gras Service Corps, a nonprofit organization that has raised tens of thousands of dollars to gut houses and help displaced families find their way back to the city.

College students get back to work, play in New Orleans

Technorati tags: katrina, college, New Orleans

Tulane Fraternities Renew Community

Thanks to Bill Hydrick for this article from the Tulane "New Wave" online news. The Greek system at Tulane is helping New Orleans at the city still struggles to get back to some kind of normality.

The clean-up crew of Tulane fraternity members from Delta Tau Delta (top photo) works on landscaping and other projects for Gentilly resident Lynn Honoré

When Lynn Honoré, affectionately known as Miss Lynn, took the job as cook of the Delta Tau Delta house, she never imagined that the Tulane University fraternity men instead would be taking care of her home. Combine some hurricane damage, fraternal brotherhood and the will to do good--and you end up with a recipe for a coup de main, a French Louisiana term to describe when a community gathers to assist one of its own.

"Delta Tau Delta played an important role in helping Miss Lynn move back into her home," said Brian Krevor, fraternity philanthropy chair. "We had multiple work days to do a majority of the work that the contractors would not."
[...]
Just down Broadway, among the row of fraternities, the Tulane chapter of Sigma Phi Epsilon initiated a community service project for "neutral ground" restoration. They are refurbishing several neglected street medians in the uptown area of New Orleans. In early June about 20 Sig Ep men started repairing the intersection of State and Willow streets. The fraternity is adopting multiple areas to maintain monthly--with plans to add areas near Broadway in July.

A third fraternity, Phi Beta Sigma, has been gutting houses for people without insurance in the Lower 9th Ward, according to Jacob Bolin, director of fraternity and sorority programs.

Bolin says the 25 Greek-letter organizations of Tulane (15 fraternities, 10 sororities) each have a national philanthropy and a local or national community service commitment. He expects, for years to come, the fraternities and sororities will focus on community service to help with New Orleans' recovery.

It is really oustanding that the local chapters have been able to help out.

Last fall there was a lot of buzz about Sig Ep setting up an "Alternative Spring Break" project to bring a wave of help to the city. After some very high-sounding emails it seems that, like so many great ideas, it had no legs. Too bad for New Orleans and too bad for the men who would have been inspired by such an effort.

Maybe next year; New Orleans' reconstruction problems are not going away any time soon.

Tulane University Magazine - News

Frats modify rush process

Dry Rush? In New Orleans? I'm shocked! Shocked!
Loyola tries a bold experiment.

The fraternity rush process has changed this year, and many fraternity members are not happy about it.

In an effort to change the negative stereotype that all Greeks do is drink, the Interfraternity Council and Student Activities have opted to have a dry rush, according to IFC President Mike Rosas, business administration senior.

They have also shortened rush to a one-week process and made it mandatory that all activities take place on campus. In past years, it has lasted for two weeks and most parties were held off-campus.

"Since the whole school is revamping how organizations are run it seemed like a good time to make these changes," Rosas said. "Before, when there was alcohol served, the school didn't condone it, but they turned a blind eye."

The liability of underage drinking was also a reason for the alterations.

Welcome to the 21st century, Loyola. This points out that in order for a culture change to be successful you need buy-in from all those involved.

Frats modify rush process - The Maroon - News (Free Subscr Reqd)

Tag: Alcohol,Loyola,New Orleans,fraternity

Transfers leave for home

Shane Vaiskauskas (front with fraternity brothers) left Louisiana after Hurricane Katrina for the University.

Sig Eps from Tulane get help from unexpected source at UGA

Shane Vaiskauskas, a sophomore from Hampton, said he was overwhelmed by the amount of “Southern hospitality” he received after being displaced from Tulane, and decided to stay in Athens for several reasons.

“It’s closer to home, and I have a lot of friends here from high school,” Vaiskauskas said. “I had only been at Tulane for a year, and I have as good of friends here as I did at Tulane.”

Even though Vaiskauskas is a member of Sigma Phi Epsilon fraternity at Tulane, this semester he has been staying at the Chi Psi fraternity house. “I had never lived in one before, so it has been a new experience,” he said.

A total of 69 students from New Orleans' schools were admitted to UGA after Katrina.

redandblack.com - Transfers leave for home

Flood Washington - Demand a Commitment to Louisiana's Coast and Communities

We don't normally get into politics here. After all, a fraternity that can embrace both Ron Brown and Scott McClellan would have to be pretty non-partisan.

That said, this seems to be one of those ideas that needs to be considered. We got this message, from one of our intrepid RDs, via the usual roundabout means. We are passing it along for you to take action on or ignore, as you choose.

-----Original Message-----
From: Ehren Stanhope
Sent: Tuesday, December 06, 2005 2:09 PM
To: XXXXXXX
Subject: Fw: Flood Washington - Demand a Commitment to Louisiana's Coast and Communities

Ehren Stanhope
Regional Director
Sigma Phi Epsilon
310 S. Boulevard
Richmond, VA 23220

(804) 353-1901 x345

-----Original Message-----
From: Sylvia Schmidt
Date: Tue, 6 Dec 2005 14:48:31
To:ehren.stanhope@sigep.net
Subject: Flood Washington - Demand a Commitment to Louisiana's Coast and Communities

Join me in flooding Washington! Louisiana groups have launched an effort to generate 300,000 e-mails demanding category 5 protection for New Orleans and Southern Louisiana. That means effective levees and flood control projects as well as comprehensive coastal wetlands restoration to give Southern Louisiana a critical storm buffer.

Please take a second to help spread the word!

Click on the link below or cut and paste this into your browser - http://healthygulf.org

Take action now at This Link to the Democracy in Action Website