Docstoc

Great Volunteers If you Build it_ They Will - Volunteer Florida

Document Sample
Great Volunteers If you Build it_ They Will - Volunteer Florida Powered By Docstoc
					1
                 Mary Register
               Volunteer Florida
maryregister@volunteerflorida.org




                                    2
Objectives
 Identify the elements of volunteer management


 Identify social motivators and their application


 Understand the current trends in volunteerism




                                                     3
Meet and Greet
Share the following:
 Name
 Organization
 What was your most rewarding volunteer
  experience?




                                           4
What Does it Mean to Volunteer?
 To volunteer is to choose to act in recognition of a
  need, with an attitude of social responsibility and
 without concern for monetary profit, going beyond
               one’s basic obligation.




               Adapted from By the People: A History of Americans as
               Volunteers
               by Susan J. Ellis and Katherine H. Noyes, 1990, Jossey-Bass


                                                                             5
   Five Elements of
Volunteer Management
                        1. Planning
                        a Volunteer
                          Program




5.Evaluating                                  2.Recruiting
 Volunteer                                    and Placing
 Programs                                      Volunteers




        4.Supervising                  3.Orienting
            and                       and Training
         Recognizing                   Volunteers
         Volunteers                     and Staff

                                                             6
Volunteering in America 2010
 Volunteers serving nationwide in 2010: 62.8 million
 National volunteer rate in 2010: 26.3%
 National hours volunteered in 2010: 8.1 billion*
                        *Translates to $173 billion!


   *Based on Independent Sector 2010 annual estimate of the value of a volunteer hour at $21.36




                                                                                                  7
Where Are People Volunteering?




    Source: Volunteering in America Report http://www.volunteeringinamerica.gov
                                                                                  8
      More Volunteer Trends
 Virtual volunteerism    Community restitution
 Voluntourisim           Family volunteering
 Corporate               Serve America Act
  volunteering            Serve.gov
 Skills-based            Campaigns to make
  volunteering-Pro         volunteering a priority
  Bono                     (e.g.,. iparticipate, Give a
 Service learning         Day Get a Disney Day)
 School service          Flash mobs
  requirements

                                                          9
Technology
  • 1-800-Volunteer.org
  • Volunteersolutions.org
  • Volunteermatch.org
  • Idealist.org
  • Facebook
  • You Tube
  http://www.youtube.com/watch?v=7vnPKXx7Gms
  • Twitter
  • MySpace




                                               10
                 Neighboring
 Asset-Based Community    Points of Light
  Development (A-B-C-D)     Institute/HandsOn Network
                            Neighboring




                                                        11
Why Do People Stop Volunteering?
  They feel that their skills and time is not being utilized
                               well




                                                               12
The Leaky Bucket Syndrome
 63.5% Retention in 2010!


 Top reasons
    Not what I volunteered to do
    Underutilized or poor placement
    Poor (no) training provided
    Not needed or too many
    Others?



   Over 36% of volunteers did not come back!
                                               13
The Leaky Bucket Syndrome

Poor volunteer management leads to poor
 volunteer retention.
      Due to poor management of volunteers, more than one-third of those
         who volunteer one year do not donate their time the next year at any
         non-profit.




Corporation for National and Community Service The New Volunteer Workforce (2009)
http://www.volunteeringinamerica.gov/assets/resources/TheNewVolunteerWorkforce.pdf




                                                                                     14
Organizational Characteristics

 Lay the Foundation through Mission and Vision
 Combine Inspiring Leadership with Effective
  Management
 Build Understanding and Collaboration
 Learn, Grow and Change




                                                  15
Lay the Foundation Through
     Mission and Vision




 There is a positive vision - clearly articulated,
 widely-shared and openly discussed throughout
      the organization - of the role of volunteers

                                                     16
Combine Leadership with Management




Volunteers are involved in shaping or carrying out the work
 of the organization at various levels as well as in different
                        departments.
                                                             17
Build Understanding and Collaboration




Potential barriers to volunteer involvement (e.g., liability,
  confidentiality, location of the organization, hours of
  operation, etc.) are identified and overcome quickly.

                                                                18
    Barriers to Volunteering
 Time
 Need for flexibility, unable to commit
 Liability
 Costs
 Location
 Lack of childcare
 Type of service (e.g., homeless, prisoner, etc.)
 Transportation/Mobility
 Others?
                                                     19
     Build Understanding and
           Collaboration
These characteristics examine the extent to which staff
and volunteers are viewed as valued contributors
to the organization and work together as partners in
a team effort to accomplish the work of the
organization




                                                          20
Build Understanding and
Collaboration




 Paid staff are respected and are empowered to fully
participate in planning, decision-making and management
             related to volunteer involvement.
                                                      21
Build Understanding and
Collaboration
  Success breeds success as
        stories of the
      contributions of
       volunteers—both
        historically and
    currently—are shared
       among paid and
        volunteer staff




                              22
   Learn, Grow and Change
These characteristics examine the extent to which the
organization is dynamically examining and
attempting to improve its operation, including the
continuous effort to broaden its volunteer base to
include all segments of the community.




                                                        23
         Learn, Grow and Change




There is a recognition of the value of involving, as
volunteers, people from all segments of the community,
including those the organization seeks to serve

                                                         24
Success                Recruit

Strategies
             Retain               Train




                      Recognize




                                          25
Motivational Analysis




                        26
McClelland’s Theory of Social
        Motivators
              Motivations



Achievement    Affiliation   Influence




                                         27
Score Motivational Analysis

Use the Motivational Analysis Key to score your quiz




                                                       28
  McClelland’s Theory of Social
          Motivators
Achievement-motivated

Strive for excellence and their personal best
Calculated risk takers
Restless, innovative, will do what they say
Task oriented, work well by themselves
Love challenges, and they like to solve problems


                                                   29
  McClelland’s Theory of Social
          Motivators
Affiliation-motivated

Most happy in situations where there is a strong social
component
Enjoy mutual friendship
Want to be liked and accepted
Strive for warm friendly relationships
Appreciate interaction on a personal level


                                                          30
  McClelland’s Theory of Social
          Motivators
Influence-motivated

Comfortable in a leadership role
Decision-makers
View themselves as capable, independent workers
Need to impact and influence others
Like to give advice
Verbally fluent, outspoken, confident, and charismatic
Create confidence in others

                                                         31
                     Activity
 Divide into groups based on your social motivation
  score (i.e., affiliation, achievement, influence)
 Once in your groups, list 2 types of volunteer
  positions that might appeal to people with your
  motivation type
 What are 2 management strategies needed to
  support their work?




                                                       32
 McClelland’s Theory of Social
         Motivators
How can you apply this information when working with
volunteers?




                                                       33
Four Generations of Volunteers
 Pre - 1945 – Traditionals (The Greatest Generation)


 1946-1964 - Baby Boomers (The Sandwich Generation)


 1965-1983 - Generation X (X-er’s)


 1984-2002 - Generation Y (Millennial's)



                                                        34
                           Traditionals
                      “The Greatest Generation”
                             Silent - Veterans
 Traits: Respect authority; Conformers; Discipline; Hardwork;
  Sacrifice; Duty before fun; Graciousness; Keepers of Institutional
  Memory

 Leadership & Work: Directive; Control; Patriotic; Formal

 Communication & Recruitment: Formal; Memo;
  Respect experience; Offer (feedback) training; Flexible scheduling;
  pair them with Gen Xers to transfer learning

 Recognition & Retention: Recognize loyalty; Provide
  opportunities to “Show-what-they-know” experiences;
  hand-written notes from CEO; PVSA’s



                                                                        35
Baby Boomers - Two “Cohorts”
#1: Born 1946-1954: Memorable events: Assassination of
  JFK, Robert Kennedy and Dr. ML King, Jr.; political unrest;
  the rise of television media; walk on the moon, Vietnam; anti-
  war protests, social experimentation; sexual freedom – the
  “pill”, civil rights movement; environmental movement;
  experimentation with recreational drugs – Woodstock.

#2: born 1955 – 1964: Memorable events: Watergate; Nixon
 resigns, the Cold War, the first oil embargo, raging inflation,
 gas shortages; The Ayatollah and American hostages in Iran.



                 Source: William Strauss & Neil Howse –
                 Generations                                       36
These are vastly different experiences…
                  KEY CHARACTERISTICS

Cohort #1: Experimental, individualists, free-spirited, social cause
  oriented – want to make a difference! Open to change. Like to have
  fun!

Cohort #2: Less optimistic, general cynicism, more traditional,
  deplore “waste”, and tend to be more “hands on” individualists and
  fundamentalists.
“Generation Jones” (UK) refers to the unrequited craving felt by this
  generation of unfulfilled expectations.



                                                                        37
                          Baby Boomers
              The “Sandwich” Generation
 Traits: Workaholics; Work efficacy; Advocates; Personal fulfillment;
  Quality; Question authority; Make a difference; Leave a legacy.
 Leadership & Work: Consensus builders; Collegial; Developers; Team
  players; Competitive.
 Communication & Recruitment: Face to face; Offer continued training;
  Focus on impact; Emphasize life skills/balance; Document evaluations. Pair
  them with Millennials - like-minded idealists.
 Recognition & Retention: Acknowledge contributions (money); Provide
  time off with pay; Value their time; Provide on-going training; Second-career
  avenues; Opportunities for leadership.



                                                                               38
                        Generation X
                           “Xers”
 Traits: Eclectic, Resourceful, Self-reliant, Comfortable with change, Task-
  oriented, Skeptical, Organizers, the original “Latch-Key Kids”.
 Leadership & Work: Entrepreneurial, Challenge others, Ask “Why?”,

  See work as a challenge and a contract, like to be their own ‘Boss’.
 Communication & Recruitment: Be direct and immediate, show you
  have a sense of humor, Respect their skepticism, Encourage their innovative
  spirit.
 Recognition & Retention: Value regular feedback and autonomy,
  Provide opportunities for developing personal and professional life and
  including their families.


                                                                                39
                              Millennials
         “Gen Y” –The Digital Generation
 Traits: Globally concerned, media and tech savvy, realistic, environmentally

  conscious, tolerant, goal-oriented, acknowledge diversity and expect others to,

  opinions matter.

 Leadership & Work: **TBD, prefer working in teams or groups, value education;

  seek stepping stone for future opportunities; Hi-tech, innovative; Enjoy working with

  other bright, creative people, service-oriented.

 Communication & Recruitment: Email; voice mail, text messaging, social

  networking, make training fun, learn best by collaborating, seek input.

 Recognition & Retention: Balance is key; provide work with meaning;

  participative.                                                                          40
  Some strategies to consider…
 Show volunteers how their service can make a
  difference!
 Recognize volunteers as a valuable resource!**
 Use technology as a strategy!
 Find out what’s important to the volunteer!
 Ask for feedback!
 Evaluation
 Train Volunteer Leaders like YOU! 



                                                   41
A FINAL THOUGHT

   The number one reason
 people give for volunteering?




                                 42
They were ASKED…
REFLECTIONS




              44
Thank You for Participating!




                               45
46

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:5
posted:11/23/2012
language:English
pages:46