| 1. Do you feel that the Chapter offers enough leadership opportunities? | 2. Which Chapter leadership roles would you like more information about? | 3. Which, if any, Chapter Officer roles, and/or Committee leadership positions are you interested in? | 4. Are you familiar with the eligibility requirements for the Chapter Officer role(s) you are interested in? | 5. Do you feel that there are barriers to pursuing leadership opportunities within the Chapter? | 6. If so, what do you believe those barriers to be? | 7. What, if any, recommendations would you make to address these barriers? | 8. What type of Leadership Development programming would you like to see the Chapter offer? | 9. What type of personal growth leadership programming would you like to see the chapter offer? | 10. Is there something else we should have asked you in this survey? |
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| Yes | None. I am familiar with the criteria for serving as an officer. | Currently serving as a Committee Chairperson and active on a number of committees, but not interested in being a chapter officer at this time. | Yes | No | To me, possible barriers are sorors not being familiar with the inner workings of the chapter and the sorority in general. (i.e.) Not being familiar with chapter By-Laws and understanding the criteria for serving as an officer. Not having proper certifications to hold certain positions. | At the beginning of the year, review the criteria for serving as an officer, particularly those that will be vacated at year's end. (This could also be done via Zoom or a document prepared with all the information can be sent via email). Reminding sorors of the need for a specific certification so they have the opportunity to attend conference to receive the certificate needed. Establish a better system for maintaining a roster of sorors, their certifications and expiration dates. | 1. A walk through of the chapter's By-Laws would be helpful for sorors to get an idea of how the chapter is run. 2. Mini chapter level presentation/summary of main workshops offered at NARC, Boule or Leadership. Could be offered via Zoom. 3. Officer's training workshop: Chapter officers present workshops detailing what their job responsibilities are. 4. Written Responsibilities/ Expectations of delegates. Delegates sign off on criteria once they agree to be a delegate. | Conflict resolution Leadership styles Financial Workshops/ Investments Wellness Opportunities: Selfcare, mental health, weight loss, etc. Establish plan for Sorors to pay dues in installments throughout the year. | Do you feel you are doing your share with regards to participating in the chapter's programs and events? What could the chapter do to engage you more? Do you feel comfortable and valued as member of Theta Kappa Omega? If not, what could be done to engage you more? How has being in the chapter enhanced you personally and professionally? What do you do to enhance the sisterly climate in the chapter? |
| Yes | None. I am familiar with the criteria for serving as an officer. | Currently serving as a Committee Chairperson and active on a number of committees, but not interested in being a chapter officer at this time. | Yes | No | To me, possible barriers are sorors not being familiar with the inner workings of the chapter and the sorority in general. (i.e.) Not being familiar with chapter By-Laws and understanding the criteria for serving as an officer. Not having proper certifications to hold certain positions. | At the beginning of the year, review the criteria for serving as an officer, particularly those that will be vacated at year's end. (This could also be done via Zoom or a document prepared with all the information can be sent via email). Reminding sorors of the need for a specific certification so they have the opportunity to attend conference to receive the certificate needed. Establish a better system for maintaining a roster of sorors, their certifications and expiration dates. | 1. A walk through of the chapter's By-Laws would be helpful for sorors to get an idea of how the chapter is run. 2. Mini chapter level presentation/summary of main workshops offered at NARC, Boule or Leadership. Could be offered via Zoom. 3. Officer's training workshop: Chapter officers present workshops detailing what their job responsibilities are. 4. Written Responsibilities/ Expectations of delegates. Delegates sign off on criteria once they agree to be a delegate. | Conflict resolution Leadership styles Financial Workshops/ Investments Wellness Opportunities: Selfcare, mental health, weight loss, etc. Establish plan for Sorors to pay dues in installments throughout the year. | Do you feel you are doing your share with regards to participating in the chapter's programs and events? What could the chapter do to engage you more? Do you feel comfortable and valued as member of Theta Kappa Omega? If not, what could be done to engage you more? How has being in the chapter enhanced you personally and professionally? What do you do to enhance the sisterly climate in the chapter? |
| No | All of the | Yes | No | The individual | We need to take a look within. It is not sisterly to let others do all the work. Wearing pink and green is easy. Show the love and get to work. sIsters complain about the "old" sorors but they are the ones heavily involved! If we want a barrier we will find one. | 1.Leading with Coincidence, Charisma and Character! 2. Leading and Loving. 3.Passion, Practice and Professionalism. 4. Sisterly vs Sisterhood the same or not ?? 4. Leading F.I.R.S.T. 5. Intentional strategy with style. | Are we doing enough or just enough? | ||
| Yes | Sisterly Relations | Grammateus | Yes | Yes | Sorors don't know or understand what they have to do to in leadership. | Sorors need a leadership workshop, based on the guidelines in the AKA Leadership Development Resource Guide so that they can see how they can contribute to leadership. | Offer Sorors an opportunity to "Lead for a Day". Prepare Sorors for a particular office by reviewing with them what they are to do in that office, and allow them to sit next to the Soror who currently holds the position during a meeting, thereby allowing a Soror to experience the position. | Develop a study group that focuses on leadership development. Allow them to meet once a week via Zoom with a designated Soror who currently holds office, using the format implemented by the leadership institutes. | No, this was good! |
| Yes | None | None | Yes | Yes | Time constraints/other obligations of individuals | A less full calendar | None known | Maybe grant writing | No |
| Yes | N/A | N/,A | Yes | Yes | Some barriers are self-imposed. Other barriers are imposed by some Sorors - based on how long one has been in the chapter or in the sorority; personality; personal issues Barriers - divisiveness when one interjects opinions, point-of-views unnecessarily Other accepting positions, but seeking another position or recognition | Sorors, who have or had positions must be willing to move forward - assisting in sisterly succession planning Sorors must be kind to those in leadership Sorors, in leadership, must lead without creating or participating dysfunction or divisiveness Leaders must follow timelines & deadlines | How to lead & serve as a chairman | Workshops on Emotional Intelligence | |
| Yes | 2nd Anti Bas. | 2nd Ant. Bas. | Yes | No | N/A | N/A | Making new members to the chapter feel welcome and pairing them with a mentor. | What each office is, the role of the office and the requirements of each office. | Not that I can think of. |
| No | Membership | Membership | No | Yes | No support from anyone. | Chapter could create internal leadership mentoring, that includes everyone. A new unexpected leader could emerge. | Programming that prepares you to perform the actual role temporarily while the current officer guides you. | How to make an impact, without changing your personality. | Timeframes. |
| Yes | Connections | None at this time | Yes | No | Conflict resolution, program planning | Barriers in place, if any, that stifle support of our programs | |||
| Yes | Emergency Disaster Planning | Yes | No | It would be nice to see whatever tips you see fit to be placed in our newsletter. Also, Ms Classy and Sassy could act as a reporter by asking officers about their responsibilities. I don’t have any other suggestions for programming. | By continuing to encourage Sorors who haven’t served opportunities, this would help with any leadership growth. | What offices have you held in the sorority? This may lead Sorors to explore other offices. A discussion could be made on how the offices have evolved. | |||
| 1. Do you feel that the Chapter offers enough leadership opportunities? | 2. Which Chapter leadership roles would you like more information about? | 3. Which, if any, Chapter Officer roles, and/or Committee leadership positions are you interested in? | 4. Are you familiar with the eligibility requirements for the Chapter Officer role(s) you are interested in? | 5. Do you feel that there are barriers to pursuing leadership opportunities within the Chapter? | 6. If so, what do you believe those barriers to be? | 7. What, if any, recommendations would you make to address these barriers? | 8. What type of Leadership Development programming would you like to see the Chapter offer? | 9. What type of personal growth leadership programming would you like to see the chapter offer? | 10. Is there something else we should have asked you in this survey? |