Here is a little fable of some Camp folks I have known. They were often leaders who have been around for at least a dozen years or more in Camp Director roles.
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A Camp Folk Fable |
In a time long before the pandemic I had switched to a new camp and was attending my first Camp of America Organization (CAO - not an actual organization, but you get my drift) meeting with the local CAO folks.
I was new to the area and new to the group as I had been in a different part of the country with a different group of CAO folks.
I met a Camp Director, who we will call, "Jim."
Jim had been at their camp as the Executive Camp Director for 15 years and was one of the first new folks I met as we both drove up and parked at the same time. I was grateful for having a person to meet prior to walking into the building.
Jim's camp was about two hours away and they seemed friendly and welcoming. I had a great meeting and Jim introduced me to several folks including the person who did the CAO Standards visit assignments. We departed that day and I felt like I would fit into this group of leaders.
As luck would have it, Jim's camp was up for a visitation that summer and I was assigned to be one of the visitors. We scheduled the visit and on the day of I drove down early and had a great visit with Jim, theirstaff team, and getting the low down on the camp and program.
I was accostumed to doing visits for the prior decade (or more) in my previous capacity as a visitor (not my first rodeo, as they say). I asked Jim and several of their staff team who were present to make sure and write down the dates for that fall's OCA get together.
Jim answered with, "I don't really go to many of those anymore. I have been doing this for over 20-years and I have learned all that they have shared."
I asked Jim if any of their staff and Jim responded, 'I can teach them everything I know, so they don't need to attend."
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| This is not me, just an astonished looking face. |
It was an astonishing set of statements. For the next few years, I would always take the time to call and message Jim whenever there was a gathering of camp folks to make sure that I invited them.
I spoke to Jim on several occasions and was always doing my best to include them and make them feel welcome to attend. I always invited and hoped that they would attend with their staff team.
It never happened!
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| Also, not me. Just a sad and slightly annoyed look. |
When I consider my lesson from Jim, I think about "showing up."
I posted about this a few summers ago on my BLOG titled: Mid Summer Praise Staff Suggestions.
After re-reading that and writing my fable today, I had some thoughts to share.
Mid-summer is here. Whether you mark it by the calendar, the number of band-aids in the infirmary, or the pile of unmatched socks in the staff laundry—you're feeling it.
It’s that sticky, stretchy point of the season when routines have settled in, and energy can dip. The magic is still there, and so is the exhaustion. So, I wanted to pause to say:
"Thank you!"
If you're a leader at a summer camp right now, you are doing holy work.
You’re the arms that carry a crying camper to the nurse.
You’re the voice that says “you’ve got this” when a camper doubts.
You’re the eyes that notice the quiet one at the back of the group.
You are the adult someone will remember forever—even if you don’t know it yet.
Here’s what I know after 45 years in youth development: the small, faithful acts of service you’re offering this summer will echo longer than you can imagine.
Mid-Summer Suggestions for Leaders (and Those Who Lead Leaders):
If you lead, supervise, or support camp staff, this is the time to double down on praise and perspective. The team does not need more evaluation right now—they need encouragement, reminders of their impact, and a gentle invitation to reset where needed.
Here are 5 suggestions to do that:
1. Shout Them Out in Specifics
Skip the generic "great job"—instead, name the moment:
“Hey, I saw you stay calm when the canoe tipped, and your campers stayed calm too—that’s leadership.”
“Thanks for the way you adapted that activity when the rain hit. You saved the day.”
Look for micro-moments that show your staff’s growth, grit, or heart.
2. Celebrate Small Wins Publicly
Create a ritual of praise: a “staff MVP of the day,” a compliment jar, a wall of post-it affirmations, or a 60-second spotlight at the morning meeting.
Make it fun, frequent, and heartfelt.
3. Ask “What’s One Thing You Need Right Now?”
This question opens a door.
Let it be about rest, resources, or relationships. Then, if you can, help meet it. Even just listening well matters.
4. Invite Reflection Without Adding Pressure
Try a simple prompt at the end of the day:
“What was your highlight today?”
“What moment made you feel like you made a difference?”
Reflection reinforces meaning—and meaning fuels motivation.
5. Remind Them of the Bigger Picture
Tell the story of a camper who came back because of a counselor.
Share a note from a parent.
Speak about your own first summer and how someone saw you.
Let them know:
"This isn’t just a job. This is impact, community, and legacy."
If you’re reading this and you’re one of those weary staff members?
"Take a breath.
Drink some water.
Tell someone how you’re really doing.
And remember—what you’re doing matters. More than you know.
Keep showing up.
Keep loving kids.
Keep choosing kindness, even when it’s hard.
Mid-summer is when seeds start to bloom.
Thank you for being a sower of goodness.
See you on the trails at camp..."
