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Students in fraternities and sororities are at greater risk of experiencing issues related to alcohol, and they face additional group and institutional pressures that don’t affect other students. As a result, a more nuanced approach to typical prevention efforts is needed.
How can we help?
On the Blog
Find our team members in the following programs at the AFA Annual Meeting!
Hazing is often defined as a specific set of actions, but looking at an isolated behavior ignores some important context. Taking a situational perspective allows us to see a clearer path through discussions about hazing.
Few people invest enough time in this critical-thinking process. As a result, most new initiatives face resistance, never get implemented, fall apart, fail, or drift away into obscurity.
“They have to respect us!” This phrase comes up time after time when we are coaching fraternity/sorority leaders on how to improve their new member education programs. They insist that ‘respect from new members’ be listed as one of the goals. Every time I hear this, the voice of Eric Cartman starts shouting in the back of my head, “Respect My Authoritah!”
*This blog was originally written as part of "The Road: The Journey to Excellence," Delta Tau Delta's comprehensive member education program.
Most men who will join the fraternity this year are 18 years old right now.On average, they will live to be 75.6 years old.This means they will be with Delta Tau Delta for approximately 57.6 years, or 2,995 weeks.They will be alumni for 53 years, or 2,756 weeks.They will be chapter members for approximately 3.5 years, or 182 weeks.And for the next 6 to 8 weeks, they will be your new members.
Find our team members in the following programs at the #AFAAM 2016 Annual Meeting!
Attempting to define hazing by listing behaviors is futile and misguided. Hazing is not a behavior. It cannot be diagnosed simply by comparing observable acts with a list.
Most conversations about hazing are inside out:
- They start with a narrow set of behaviors banned by state law.
- Then they expand to include additional behaviors outlawed by university and organization policies.
- From there, they can extend indefinitely in multiple directions to include things that are potentially harmful, ethically questionable, impractical, or more.
This approach inevitably leads to a dead-end conversation with students asking, “What else can’t we do?”
Yesterday I led an officer transition coaching session with the new council officers at Nebraska Wesleyan University. One of the new leaders asked how to get information from their predecessor, especially when a former officer is elusive and hard to pin down. This may come up for many new leaders, so here are the four things I shared with them: