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Episode 3 of our Leading Through Adversity Series, Drew and David sit down with BJ Murray of Camp Wood YMCA to discuss staff accountability and how to go about having difficult conversations surrounding employee performance.

Today we have with us, BJ Murray, Executive Director of Camp Wood YMCA. Thanks for joining us, BJ, you’re a great friend and role model. Tell us a bit about yourself and your camp.

Thanks for having me. I’ve been in camping now for 20 years. I started at Camp Wakonda then moved to Camp Abe Lincoln then Y Camp in Boone then Camp Piomingo and finally Camp Wood YMCA. We serve about 6500 people per year, 170 kids per week of summer camp. In the past 4 years we’ve grown by about 500 campers per summer and our budget has doubled in size and we are 868 acres of tall grass prairie. 106 summer years old but looking new and fresh. It’s a great camp. It’s had some great Directors and in the past 15 years we’ve raised about 23 million dollars. It’s a big part of Kansas and the local community.

Can you please tell us a bit about how you approach Staff Accountability and having some of those difficult conversations that arise?

It’s a constant evolution for me as a Director and area of growth. Setting regular expectations has been instrumental, we set clear goals and expectations quarterly. If expectations aren’t being met then we can talk about it. We need to understand why it’s happening and it can be difficult to have some of these tough conversations because we live with these people as well. But we’ve learned that you can’t save someone through employment. Ultimately camp is my responsibility as the caretaker.

What you mean by “you can’t save someone through employment”?

Life is hard but we have to take responsibility for our actions and consequences. There are exceptions such as illness and we work with people through those circumstances. We all have to be accountable for our responsibilities. 

What does the difficult conversation look like?

First you need to understand the situation. Is it a circumstance out of their control like a death in the family that is affecting their work or is it something where they are falling short and just not performing? You should approach these conversations from a place of love and grace. We try to work with them first to find a solution for everyone involved. Conflict is hard but it shouldn’t be avoided. Sometimes you need to hit staff with a padded hammer. They should know you support them but also hold them accountable for getting the work done.

How do you personally manage this stress of managing others?

I pray a lot and take deep breaths. I try to remove emotion from these kinds of conversations and focus on the objective goals and expectations agreed upon. Sometimes I need some time to address these issues so that I can get adequate input from other professionals like my Board of Directors and fellow Camp Directors. We problem solve together. 

How do you get people back on track? Not all conversations end in employment termination.

Starting the conversation from a place of support is best. Then you form a plan with employees to find a good outcome. Especially with summer staff, if you get them through their tough moments they become very loyal and focused on creating a great camp experience for others. They often become camp's biggest advocates.

What leadership qualities do you rely on to get through adverse moments, other than courage?

There’s a certain level of critical thinking that needs to happen. You need to think through everyone’s perspective and the best outcomes. Honest communication with good intention is also important. You need to have a belief that things will work out and be proactive, not reactive.

Do you have any great success stories you could share?

I think of a counselor who made some bad choices, but we worked him through them then he went on to work with kids as a teacher full-time. There are two others who fell in love with camp under my management that went on to work with kids full-time. It’s very inspiring to see.

What does this management style and these success stories mean to you?

To me it’s the whole purpose of what I do. That level of personal growth and their love for camp drives me forward as well as a firm belief that this is the purpose that God put me here to do.

Thank you so much for joining us, BJ. You’re a great Director and friend.