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Find full show notes and links at: https://www.gocamp.pro/campcode/navigatinghardconvopt2

In this second installment on having hard conversations, Beth and Gabrielle welcome back HR consultant and longtime camp person Diane Slater to do what staff training needs most: practice. Moving through real camp scenarios, they dig into how leaders can stay clear and kind when feedback gets messy. Diane starts with the “defensive star”—the beloved staff member who shuts down whenever coaching arrives—and reminds us to lead with safety, reflect specific behaviors (not assumed motives), and sometimes even give people time to process before they can really hear what’s being said. From there, they tackle gossip as camp’s unofficial currency, not by demonizing it, but by naming intent and impact: what’s the staff member trying to get from sharing, and how does it land on the people around them?

The episode keeps building into tougher terrain: chronic excuse-makers, entitled veterans challenging new directors, emotionally flooded staff, and even outright denial or lying. Across each situation, Diane’s throughline is consistent—anchor on facts, ask what someone can control, use curiosity over confrontation, and prepare your key points ahead of time so you don’t get pulled off course by tears, anger, or a debate that isn’t actually up for debate.

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From Diane,

When a staff member has to be let go, the work isn’t over once they leave. Diane reminds leaders that the rest of the team is still living and working together, and everyone will react differently—some with relief, some with sadness, some with judgment, and some with gossip. Because of that, leaders need to follow three key steps: first, debrief with the leadership team to reflect on what was missed and how to catch or prevent similar issues earlier (even back at hiring). Second, support the remaining staff by addressing the departure at a high level—grounding it in camper safety and team wellbeing—while protecting the privacy and dignity of the person who left. Third, actively monitor morale, normalize mixed emotions, and invite staff to process with leadership if they need to. The goal is clarity without cruelty, and reassurance that feedback and consequences are communicated clearly, not sprung on people out of nowhere.

• Diane Slater, Camp HR Consultant

• Beth Allison, Camp Consultant - Go Camp Pro
• Gabrielle Raill, Camp Director - Camp Ouareau

UltraCamp

Imagine camp registration software that actually gives you MORE time for what you love - CAMP! With UltraCamp, you can effortlessly track attendance, manage staff, streamline registration, and more. Explore now at ultracampmanagemnent.com/campcode.

Measure twice! Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.

Stop flying blind: Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.

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Find full show notes and links at: https://www.gocamp.pro/campcode/howtoaskforhelp

In this episode of Camp Code, Beth and Gabrielle sit down with Kelly Schuna to unpack why asking for help has become such a critical leadership skill for camp staff. They explore the mix of pressures keeping people quiet—fear of looking incapable, low trust, and a generation used to solving problems through phones or having adults step in automatically. The point they keep returning to is that hesitation to ask isn’t stubbornness; it’s vulnerability and lack of practice, and camp culture has to respond to that intentionally.

From there, they zoom out to what camps can do: leaders must model asking for help themselves, make it explicitly expected from day one, and build simple routines that invite questions before problems snowball. Whether it’s regular check-ins, clear frameworks for how to speak up, or structured moments like office hours and “parking lot” notes, the goal is the same—normalize support-seeking as smart, team-centered leadership. At camp, no one should have to figure it out alone.

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From Kelly,

One thing I implemented this past summer was office hours. I’ve noticed that staff often don’t know when to ask for help, or they hold back because they don’t want to interrupt or feel like a burden. Having a predictable time when they know they can find me makes that step easier. At my day camp, I used the walk back from Final Circle toward the center of camp as a natural moment for staff to connect with me, whether they needed support, had a question, or just wanted to share something that went well.

Another idea I tried was a parking lot system. I set out a clipboard in a central camp space where staff could leave notes for me when something wasn’t urgent but was still on their mind. It gave them a low-pressure way to flag questions or concerns they didn’t want to forget, and it helped surface small issues early before they had a chance to linger or grow. Between office hours and the parking lot, staff had more than one clear, simple path to reach out.

• Kelly Schuna, Owner and Executive at Hidden Pines Ranch

• Beth Allison, Camp Consultant - Go Camp Pro
• Gabrielle Raill, Camp Director - Camp Ouareau

UltraCamp

Imagine camp registration software that actually gives you MORE time for what you love - CAMP! With UltraCamp, you can effortlessly track attendance, manage staff, streamline registration, and more. Explore now at ultracampmanagemnent.com/campcode.

Measure twice! Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.

Stop flying blind: Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.

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Find full show notes and links at: https://www.gocamp.pro/campcode/navigatingdifficultconversations2025

Let’s face it—having tough conversations with staff who aren’t meeting expectations can feel downright uncomfortable. At camp, where relationships and community are everything, addressing performance issues can seem at odds with the culture of care and belonging we work so hard to build. Too often, directors and leadership staff hesitate to give feedback because they fear defensiveness, gossip, or escalation. But avoiding those conversations can quietly erode team trust and weaken your camp culture.

In this episode of Camp Code, Beth and Gabrielle sit down with HR consultant and lifelong camp enthusiast Diane Slater to explore how camp leaders can give clear, compassionate feedback that supports accountability without sacrificing empathy. Drawing on her extensive experience in human resources and her deep love of camp, Diane shares practical frameworks for how to approach difficult discussions, how to handle tears, anger, and denial, and how to prevent frustration from festering across your team.

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From Diane,

Sometimes, despite coaching and multiple chances, a staff member doesn’t change. When you and your leadership team no longer believe improvement will happen, it’s time to part ways. Think of it like baseball: after three solid attempts, if behavior hasn’t changed, they’re out. Keeping someone who ignores feedback signals that the behavior is acceptable, invites others to copy it, and slowly poisons your culture.

The exit itself can be clear and respectful because you’ve already documented expectations and tried to help. You can say, “Unfortunately, today will be your last day with our camp—the behavior hasn’t changed and it’s not working.” It’s hard, but you’ll often hear relief from others afterward; leaders rarely see the full iceberg until stories surface once action is taken. When you’ve set expectations in writing and offered real coaching, ending employment can be the healthiest choice for the team and the campers you serve.

• Diane Slater, Camp HR Consultant

• Beth Allison, Camp Consultant - Go Camp Pro
• Gabrielle Raill, Camp Director - Camp Ouareau

UltraCamp

Imagine camp registration software that actually gives you MORE time for what you love - CAMP! With UltraCamp, you can effortlessly track attendance, manage staff, streamline registration, and more. Explore now at ultracampmanagemnent.com/campcode.

Measure twice! Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.

Stop flying blind: Take your free Resilient Camp Blueprint Diagnostic at https://camp.mba/travis.