Changes

However, you need to be careful. Someone that can be commonly seen in the student body is the resume builder. These are the students who see leadership positions as little more than an opportunity to utilize the name of the group to invest in their future. Their past is filled with leadership experiences, but none of them probably lasted more than a semester. They are always looking for something new and exciting, but when it comes down to getting work done in the long run, they will be off to something new. They may feign interest in your mission to begin with, but somewhere down the line that interest will fade and they will walk away. When interviewing a potential leader, go in-depth about their experiences. Look for leadership opportunities that proved difficult over a long period of time. An experience that lasted over a year but was a failure can be much more valuable than that that lasted only a month or two but was a great success.

<font size="2">The most important thing to look for in a leadership core team, and most often the most difficult thing to find is other students who align with your student group's initial mission. It takes more than just being interested in university innovation to want to expand an I&E student group, it takes passion and drive steming from past experiences, and future ambitions. You shouldn't have to teach them about everything your institution has to offer, they should already know many of the things that you are looking to work on. If they teach you something that you didn't know about your school's student I&E system, they might just be a good match for your team. This is a struggle for all leadership teams starting out. Members need to be ready to stick around for the long run, and if they are not passionate about the subject matter at hand, the chances of them doing that might just be very small.</font>