We can learn a lot from Samaritans

With local county elections coming up in May, it is interesting to see the contradictory approach used in relation to those who represent us politically and the way in which a trusted voluntary organisation such as Samaritans goes about its business.

Samaritans who volunteer at the Taunton branch gathered at Moose Hall this week to kick start the process of selecting their new Director for the next three years. I was fortunate to have been involved in the selection of our current Director, Liz Flower, three years ago. Of all of the organisations I have ever been involved in, or worked for, certainly Samaritans are unique in the way in which they undertake to do this.

The process takes a full six months, and starts with a cross section of volunteers forming a working party; one person for every 10 volunteers. The working party is expected to have a mix of old and young, long serving and new members, and to have gender balance.

What then follows is that each and every branch volunteer is individually interviewed by a member of the working group, in the strictest confidence, and asked who they feel would be the best person to take on the mantle of Director. Perhaps just as importantly, they are asked who they feel would not be suitable. Up to four of their fellow volunteers can be named. Interview questions cover the qualities and skills required, and the needs of the branch, in addition to the personal traits of those considered to be suitable.

The working party then meet in secret to collate the information gathered, sift through the names put forward and to begin the process of ranking them. At no time can anything be discussed by anyone outside of the meeting, and individual volunteers are not expected to speak to colleagues about their choices. Once a list of potential candidates has been formed a preferential shortlist of around six candidates is drawn up of those to be approached by the Regional Director, resulting, one hopes, in the eventual appointment of a new branch Director, with a lead in time of 3 months spent with the incumbent to learn the ropes. 

What is important about the way in which this is done, is that it is NOT an election, it is a selection, and absolutely no canvassing or jockeying for position is permitted, and this does help to ensure that the chosen person will best be able to lead without inducing the love them or loath them ‘marmite’ effect.

From my own experience, other organisations have much to learn about the way in which Samaritans go about selecting the person who will lead them. Given that each branch is autonomous, and with no paid staff at all, in the 8 years I have been involved with Taunton Samaritans I have experienced an organisation that has clear boundaries and expectations and that, in general, works like clockwork.

What a pity that those that govern our country seem not to be able learn from this.