How to Train Camp Staff the Right Way
Let's be honest: from a certain angle, camps are kind of wild. You take a group of very young, very inexperienced people and put them in the care of only moderately older, moderately more experienced people. Then you isolate everyone from modern infrastructure and… see what happens.
Of course, we know what happens when things go right: incredible connections, powerful learning, and life-changing experiences. But getting there requires more than good intentions. It requires great training.
The Success Equation
Training is critical, but it's only one piece of a larger puzzle. We think of it this way:
Staff + Policies + Systems + Training = Success
The best staff still need clear, research-driven policies. The best policies need a system to implement them. And the best system is worthless if nobody is trained on it. All four matter.
Invest on the Front End
The biggest benefits of training are often invisible — problems avoided, questions that never get asked, good decisions made without your involvement. A well-trained staff can function without constant oversight, which frees you up for program development, fundraising, or maybe even a little downtime.
The hours you spend developing training now will pay off all summer. Don't just train on general concepts — train on your specific systems and processes. People need to know how your camp works, not just how camps work in general.
Train With Intention
Too many training sessions happen because they “need to happen.” Before every training, fill in this sentence:
“Right now my staff are _____________, and I need them to be _____________.”
Every training should address a specific behavior to learn, knowledge to gain, or skill to develop. If your staff already know something, don't waste their time re-teaching it — find a way to assess them instead.
Then use the “5 Whys” technique: ask “why” five times to drill down to the root cause of why you're running that training. You'll often discover the real issue is deeper than what's on the surface.
Motivation Is Not the Same as Intention
You know why you're running the training. But that's not why your staff will pay attention. A few evidence-based tips:
Leverage opinion leaders. If respected returning staff engage deeply, others follow. Ask them to bring up key topics casually — around the campfire, at meals — not just in formal sessions.
Make it relevant and fun. Games and surprises work, but only when they connect to real skills. Turn important processes into competitions. Build practice scenarios around real camp situations.
Use stories. People are wired for narrative. A peer's story about a real situation will resonate far more than theory. Connect your training to their values, not just yours.
Assess Early and Often
Research shows that people who study less but are tested more frequently outperform people who study more but are tested rarely. Build assessment into your training from day one. It helps you know where your staff stand, gives them a chance to solidify their learning, and creates a record that demonstrates due diligence.
Build Your Team on CampGig
Great training starts with great people. The better your hiring, the stronger your starting point for everything else.