9. Rover Scouts or Leaders? One of the most common questions about Rover Scouts exercising leadership outside the Rover Scout Community is regarding Rover Scouts taking the responsibility of leadership in the younger sections in Scouting (e.g. Cub Scouts)
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Exercising leadership is one way to meet the educational objectives defined by the young adults in the Rover Scout section. The Rover Scout Programme provides young adults with opportunities to practise leadership skills in positions such as Rover Scout Team Leaders, chairperson of the Rover Scout Community, assisting in younger Scout sections or outside the Movement in other organizations such as Red Cross, etc. However, one of the first priorities is to ensure that the Rover Scouts enjoy the Rover Scout Programme and go through the whole programme. In relation to Rover Scouts taking on leadership roles in younger sections there are a number of different models adopted by NSOs and each NSO should consider a number of factors before deciding upon its approach to Rover Scouting and leadership opportunities outside the Rover Scout Programme. Some of these factors are: 1. The upper age limit for Rover Scouts. 2. The situation of Rover Scouts in a country – are most Rover Scouts still in full time education or does Rover Scouting attract a range of young people who are also in full time employment. 3. No opportunities for Rover Scouting.
Model 1: Rover Scout not Scout leader In NSOs that adopt this model they feel is important to keep a separation between the Rover Scout section and the responsibility of adult Scout leader. Helping the leaders of a Cub-Scout Pack or a Scout troop for a limited period can be a relevant service made by Rover Scouts and may be one option for exercising leadership. Other options could be leadership roles in the community training roles in a school, leadership in a social organization, etc. It should be the option of the young adult to decide where to practice his/her leadership skills, etc. Remember that the mission of Scouting is “to help young people to play a constructive role in society”. In this model NSOs • define the upper limit of their Rover Scout section below the age limit for recruiting leaders (if the Rover Scout section ends at 18, Scout leaders should not be recruited before the age of 18; if the Rover Scout section ends at 22, Scout leaders should not be recruited before the age of 22); • do not recruit Scout leaders before this age.8 NSOs see this as a way to ensure better quality programme. By offering an educational programme to 18-22 year olds and by recruiting their leaders only at the age of 22, NSOs ensure that their adult leaders are more mature and more settled. For example, in Italy, AGESCI has discussed the issue of Rover Scouts as leaders (see box below).
We are always short of leaders. In AGESCI, each Unit has to be led by a man and a woman to ensure equality, so each Unit needs at least six people (three men and three women): two for the Branco; two for the Reparto and two for Noviziato Clan. Leaders have to be approved according to the Formazione Capi rules. If we were to include Rovers or Scolte, we would have more people, but not necessarily more ‘men and women’. We would have other problems. We would risk burning out our Rovers and Scolte by asking them to take on more responsibility that they can handle before they are ready. That’s why they help the leaders and by doing that learn that the what (the activities) always come from a why (the objectives) via the how (the Scout Method and style). In this way, free from bigger responsibilities, Rovers and Scolte can learn how to give themselves to others and how to make them happy. They can learn that helping someone to realise himself is one of the best ways to achieve your own realisation.9
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