COMPONENT ONE: Management, Accountability, and Organization of Student Leaders

SUCCESS INDICATOR:
1.1. Selection Criteria: The program employs a comprehensive selection process, considering applications, skill/passion assessments, and standard or work-based interviews. This ensures that student leaders are chosen based on their capabilities and passion for leadership.

After years in this role, one thing has become absolutely clear to me: who you bring onto your student leadership team will shape your entire year. A strong ASB culture doesn’t happen because you hope for it or assume “good kids will show up.” It happens because you intentionally choose the right students, students who understand that leadership is about responsibility, not recognition.

A purposeful selection process is essential. Thoughtful applications, skill and passion assessments, and meaningful interviews aren’t hoops for students to jump through, they’re tools that help you build the program your school deserves. They allow you to distinguish between the students who want the title and those who want the work. Those two groups look similar on the surface, but they impact your program in very different ways.

When you select leaders through a thoughtful, intentional process, everything changes. The students who make it through show up differently. They’re more committed. They buy into the vision. They embrace the hard work rather than avoiding it. They help raise the standard instead of lowering it. You feel the difference almost immediately in the way events run, in the way teams collaborate, and in how much lighter the emotional load becomes for you as the advisor. The drama decreases, the teamwork increases, and the culture becomes something students are proud to be a part of, not because it’s easy, but because it’s meaningful.

A strong selection process tells your students and your school, that leadership matters. It forces students to reflect on who they are and what they bring to the table. It gives you the chance to see their character, their capacity, and their willingness to grow. It honors the work we do in ASB by choosing leaders who understand the commitment, the expectations, and the responsibility that come with the role.

And here’s the truth I wish every new Activities Director understood: choosing the right leaders in April or May prevents countless headaches in October, November, and January. The right students elevate the program. The wrong students drain it. Your selection process is your first and strongest opportunity to set the tone, protect your culture, and build a team capable of doing the real work of leadership.

We’re not just selecting students for a class period. We’re inviting them into something bigger…something that requires heart, discipline, resilience, and a willingness to serve. When you choose leaders who are ready for that, you’re not just building for this year… you’re building a program that grows stronger year after year.

Reflection & Discussion Questions

1. How clearly does your current selection process reveal a student’s readiness for the responsibility not just the title of leadership?
2. If you could change one part of your process to better identify students with true passion and character, what would you adjust and why?

Need more support or resources?

If you need more support or resources in this area, please reach out. I would love to partner with you to build the best program possible.

Stephen Amundson
📞 559.936.0503
📧 stephen@fourseasonsofschoolculture.com