Thank you so much for contributing to this discussion. I think you are not alone in feeling like you are not “leading” others. The term “leader” is a label we typically use in our society to describe someone who is at the head of the pack, or the top of the organizational chart. What has helped me over the years is to modify how I define the term “leader.” I now see a leader as someone who is influencing others through the mindset they consciously adopt, and through attitude, character and behavior. When I look at leadership in this light it becomes clear to me that we are all leading someone! Someone in our circle is always influenced by our actions and how we present ourselves. I do think that there is something in all of the possible explanations you offered that makes it more difficult for one to see him/herself as a “leader” – and at the same time I think it may be as simple as how we are choosing to define and embrace the concept. Thanks for the food for thought

I appreciate the resources you shared as well. I will add this to my list of educational resources for leadership in our field. I’m absolutely thrilled to see more opportunities for formal education coming to the fore and look forward to seeing the results of more formally trained leaders in the not-so-distant future!

Gratefully,
Amy

In your article you listed several resources and steps to action; I would like to add one resource to this list. Union Institute and University (fUnion Institute & University is accredited by The Higher Learning Commission and is a member of the North Central Association.) is in the process of creating a bachelor of science (completion) degree in Leadership with a concentration in ASL/English Interpretation. Upon completion of the B.S. with a major in Leadership, Students will be able to:
Identify various concepts of change as it relates to leadership in the professional environment.
Analyze a variety of concepts and theories of leadership within the professional interpreter experiences.
Discuss and evaluate effective management and leadership behaviors and their implications in professional interpreting practice.
Describe the connections between ethics and leadership, and relate ethical principles to issues in their interpreting practice.

I am posting this information not as a shameless plug (as I am involved in the creation of this program) but in the spirit of collaboration and resource sharing. The more choices interpreting professional have for higher learning, the better off our field will be.
If you are interested in the program, please contact:

Carolyn N. Turner, Ph.D.
Dean, Cincinnati Undergraduate Center
Union Institute & University | Change Your Thinking
440 E. McMillan Street | Cincinnati, Ohio 45206
513.487.1138 | 800.486.3116, ext 1138 | fax 513.861.9026
carolyn.turner@myunion.edu | http://www.myunion.edu

Thanks again for a great article and great discussion.

Margaret

Thank you so much for taking the time to share this information. I am thrilled to see additional opportunities for advanced education in leadership in interpreting, especially ones that are more global in nature. I will keep this in my back pocket and share with others as appropriate.

Gratefully,
Amy

I love the concept of “elevator speeches.” I remember as an interpreting student having guest speakers pop into class to give such a speech to promote involvement in our local (and by virtue of local, our state) organization. This was what inspired my own personal entry into our professional organization and into leadership service. I would offer, though, that those speeches need to be built on a strong organizational vision and reason for existence – something that seems to have waned over the years on the state level. I see many state organizations struggling to remain active and the issue of leadership training is simply one factor impacting organizational viability right now.

Thinking specifically about your example of leaders who are on the burn-out track and the demands placed on leaders – I would still offer that this is a matter of training. Going back to my earlier article referenced in this one, leadership really starts with self-management. While leaders, in strong organizations, work together as a team to monitor work-load and leadership/life balance, it is really up the the individual to make decisions about how to manage leadership service with other priorities. As leaders, we are always at choice about what we commit to doing and while we have created a culture where the expectations for service are very high and the demands are great, appropriate leadership training (which incorporates self-awareness and management) is a powerful step in the right direction. (That said, your national committee example made me smile.)

Thanks Jenny and all my best to the Colorado community!
Amy

Thank you for taking the time to share your thoughts, kind words, and a bit about your experience. On a personal note, I also greatly appreciate your support in this work. Keep watering the seed that has been planted – we need people in all corners of the community tending to our relationships and one another. Bravo!

Amy

Awesome article! Hey, I have also been thinking lately about “Elevator speeches”. We don’t really have one for our local affiliates any more. We need to have some talking point benefits for being a part of a local affiliate as well as getting involved in leadership roles.

As well we need those ‘elevator speeches’ for folks on the burn-out track to be able to dial back their leadership roles without: a. Thinking that the affiliate will fall apart without them and b. Thy don’t resent those organizations when they do give up those leadership roles. Perhaps a national “You can ONLY be in charge of crepe paper decorations and bringing the napkins” committee. Something where they don’t fall off a cliff of no leadership, but it’s something that former leaders don’t so feel so overwhelmed about?

I LOVE your bullet points on what we will need to succeed. I’m happy you are on our team and your POV Amy!

Taking part in that webinar also led me to look into all of the work you do through the Leadership Institute, such as the Authentic Communication Series. (In fact, I requested that my place of work bring you in to lead a workshop on the process for our staff of interpreters…it was great!)

Anyway, when I saw this article, I decided it was a good opportunity to leave a quick message to thank you for your work. I’ll be honest, I have not been closely following the LI during the past 1-2 years. However, reading this article has reminded how much I appreciate what you and the LI do. I definitely look forward to learning more about how you’ll continue making strides in improving the status of leadership in interpreting.

Thanks!

Thank you for your comments. I agree that another factor that influences participation in leadership roles is the extent of commitment in light of other “competing” priorities., especially financial. The issue of compensation for leaders has been discussed on a national level albeit it some years ago. And as a former RID Board member I can tell you that there were (and likely still are) conversations about this in the boardroom. In the absence of any policy or consensus on compensating leaders, we may be wise to look at what we are asking our leaders to commit to as well as consider what training they have received to accomplish the tasks before them.

Thank you for deepening this discussion!
Amy