Everything that occurs in the course of service must be motivated by the desire to more successfully carry the message of recovery to the coe who still suffers.

Motives are ofen a surprise to us ... In early recovery we learn to check our motives through prayer, meditation, the steps and talking to our sponsors or other coes. When we find ourselves with an especially strong urge to do something, it is particularly important to check our motives to find out what we really want.

Many of us throw ourselves into service with great fervor before we have started the regular practice of motive-checking. It takes a while before we become aware of the real reasons for our zeal. Some of us may want to impress others, show off our talents, or be recognized and important. Now these motives may not be harmful in another setting, expressed through another outlet; In TRG service they can do serious damage.

When we decide to serve, we make a decision to help coe's find and maintain recovery. We have to carefully check our motives in service, remembering that its much easier to frighten away active coe's than to convince them to stay. When we show them game-playing, manipulation, or pomposity we present an unattractive picture of recovery. However, the unselfish desire to serve others creates an atmosphere that is attractive to the coe who still suffers.

When we step up to the plate, we are asked to commit to certain tasks for a certain amount of time. Leaving our post for whatever reason is unsettling to the members of our loops. We, as coes, crave stability and knowing that things will be the same as we change and grow in our recovery.

I would like us to list very clearly what our expectations are for the members who offer to do service in our loops ...

Everything from placing the loop on search engines, to preparing a report, to reading and acknowledging our members, whether they are quiet or active. Our job, as Coordinators, is to motivate and cultivate a desire to share in a safe environment with like-minded people.

If a Coordinator leaves his/her position for any reason, I firmly believe that they should be required to take a "time out" and not be placed in another position for a period of 90 days ... Then and only then will we be able to ascertain that our Coordinators are here to stay for their full term.

Our (unenforced) protocol has always been that a Coordinator's term is for one year, and if for some reason that person does not plan to renew the term after her/his year is up, that we be notifed in early December before the term ends on December 31. The resigning Coordinator will then be asked to recruit and train a replacement. For those leaving mid-term, two weeks notice is to be given, and again they will be expected to recruit and train their replacement(s).

It is important that our Coordinators realise that this is a REAL job and not one to be taken lightly. It is too easy to think of it as no big deal, and something that might be fun to do for a while. Somehow, we must find a way to insure their respect for the position of Coordinator.

I was guilty of this myself when I first got involved. I would move around, flit until I found a good fit. I did not take the time to join the loop and become active in it ... I just saw a need for a coordinator, and stepped in. My motives were pure, but my commitment was less than stellar.

I strongly recommend that no one be named coordinator of any loop, until he or she has been fairly active in that loop for a 60 - 90 day period. Only then will the person be able to make an informed decision to fully commit. Although this may make us work a little harder to place the right person in the right position, in the long run, I am confident that it will make TRG a better, stronger organization and our jobs will ultimately be much easier.

The preamble to this letter is what I hope we can preface our letter to the potential coordinator with. That way, there will be no misunderstanding, and no in-and-out.

~ A Former Coordinator
TRG Trusted Servants Coordinator

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