A current focus of youth-serving organizations is youth leadership development with an objective of helping youth become productive contributors to society. 4-H is a leading organization in the effort to expose youth to leadership opportunities. This study examined the leadership identity development of 4-H youth serving in statewide leadership…

"Empowerment" is the buzzword in youth development today. As youth development professionals, are we truly allowing our youth to be equal partners? Do we provide them the opportunities to practice and gain mastery of the leadership skills we teach them? This article presents a proven model that has successfully empowered youth to lead a…

Based upon questionnaire returns from 4-H leaders, junior leaders, Extension youth agents, and State 4-H staff personnel in East Central Indiana, it is concluded that a balance between the task dimensions and human relations dimensions of leader behavior is important. (AG)

In expanding a 4-H volunteer program, a systematic way of recruiting, training, utilizing, recognizing, and evaluating the program is needed. There is no one right answer to volunteer leadership problems, but it is important to believe that volunteers are available. They have to see the need and be convinced it is worth their attention, so the…

The implications for Extension are discussed in the context of the discovery that there is a positive relationship between leadership effectiveness and self-acceptance. This was determined by categorizing and testing 4-H adult leaders in 25 randomly selected Texas counties. (AG)

The guide is intended to assist 4-H Club extension workers in recruiting volunteer adult and youth leaders. It discusses: why volunteers serve (organizational identity, desire to serve, involvement of other family members, future opportunities and obligations, community status, self interest, and public opinion); how to recruit (person-to-person…

A publication is presented which combines information and instructions on public speaking and platform presentations for 4-H members. It contains instructions in the preparation of all types of formal speeches, illustrated talks, and demonstrations including the planning and production of visual aids. Sample aids and materials are appended. A…

A survey study to determine why Missouri Extension Youth Agents resigned or changed positions within the Extension Division revealed that while no single factor was responsible, there were a number of factors or reasons why this occurred. Among them were the following: (1) poor understanding of the duties and responsibilities of a youth agent at…

This study was concerned with the problem of decreasing county junior 4-H enrollment in Tennessee. It was designed to determine the association between selected variables concerning county 4-H programs and the total junior 4-H enrollment. The major purposes of the study were (1) to determine the relations between the total number of junior 4-H…

This report details those 4-H staff development and training programs conducted at the national level that have been partially financed by a W. K. Kellogg Foundation grant. A national invitational joint meeting of State 4-H Youth Leaders and State Leaders was held in 1971 to discuss implementation of these programs. Twelve workshops and seminars…

Robertson, Davidson, and Sumner counties, Tennessee, were studied to determine the present 4-H organizational leadership situation and to find solutions to whatever problems they have. It was concluded that the following was needed in each county: (1) more organizational leaders--a minimum of one per club; (2) definitions of leader role in terms…

Additional volunteer middle managers to work with extension agents in Four-H Clubs are needed for effective organizational structure and quality programs. The article discusses the value of these middle managers and their recruitment, selection, training, use, recognition, and evaluation. (MF)

A study was made to delineate the tasks which constitute the role expectations of the extension agent, the volunteer 4-H leader, and those of cooperative responsibility in relation to the 4-H program as perceived by the Georgia District agents and the State 4-H staff. A secondary purpose was to determine the degree of consensus among the Georgia…

A study was conducted comparing the self-perceived training needs of Tennessee county extension agents with their training needs as perceived by their district supervisors. Factors considered were supervisory district, sex of worker, percent of time devoted to 4-H work, and years of tenure with the Tennessee Extension Service. Questionnaires were…

A study was conducted of the perceived training needs and the importance of these needs for job effectiveness of urban extension agents working with disadvantaged audiences. The questionnaire was based largely on nine general areas of competency. Most of the respondents were younger than 35 and had less than 5 years' experience. Among the training…