Faire face au roulement de membres qui graduent

- How to do knowledge-transfer in groups with ever-changing members
- Avoiding situations where the burden of labour is always on oldest members
- Avoiding group breakdown when member turnover happens every semester/year

AP

"I can think more on this too but my initial thought is that this is why apprenticeship and mentorship is really important.  If you are building leadership and supporting people to learn/grow at every step of the way, then this situation is much easier to navigate. Churches are really good at this so I've read a couple of books about how they grow and this approach to training an apprentice comes from a book called Exponential: - I do. You watch. We talk. - I do. You help. We talk. - You do. I help. We talk. - You do. I watch. We talk. - You do. Someone else watches.  In student groups, you have a natural 3-4 year cycle so you can even map this onto that timeline. If you know that on average people are involved for 1-2 years and that they cap out at 3-4, then make sure you have processes/practices in place to train them and get them to a place where they are training others in under 2 years, etc."