Volunteer Excellence Creating Opportunities for Amazing Volunteer Experiences
- Slides: 71
Volunteer Excellence: Creating Opportunities for Amazing Volunteer Experiences Lowell Aplebaum, CAE
“There is incredible value in being of service to others. ” - Elizabeth Berg “Volunteers are the only human beings on the face of the earth who reflect this nation's compassion, unselfish caring, patience, and just plain love for one another. ” - Erma Bombeck
My Volunteer Activities Professional Personal CAE Commission Through the CEO Lens Series Platelet Donor Solicitation – Red Cross Component Relations Tutoring ASAE Foundation
Just for fun USA Cooking Micro-brews Paired
Home
Session Ahead 5 Volunteer Trends Volunteer Lifecycle Overview Q&A
Your Volunteer Question
Traditional Volunteer Approaches Annual Call Opportunities - Committee/Occasional Task Force Service of 6 -10 year commitment for BOD/Executive role Self-forged ‘paths’ of volunteering Annual recognition at conference – is the only recognition Recognition of ‘group’ and not individual efforts
5 Trends Young professional volunteers Skills based volunteers Micro-volunteering Retired volunteers Sustainable Volunteer Incubators
Volunteer Trends - 2016 Bookends: Involving Young Professionals
Involving Young Professionals Loyalty vs. Relationship Community vs. Globalization Status vs. Inclusion Controls vs. Freedom Relentless Pursuit of Innovation Knowing Y – Sarah Sladek.
Involving Young Professionals Structures of inclusion Executive leadership, starting early Empowering recruitment What do they want to learn What can they contribute
Microvolunteering
Volunteer Acceleration Curve Board/Cmt Chair Board/Cmt Officer Level of Commitment
Volunteer Acceleration Curve Board/Cmt Chair Board/Cmt Officer SME Program Micro volunteering Level of Commitment
Expanded Micro-Volunteering Redefining Micro
What Can They Do? For a Program For Communications For Social Media For Outreach
Skills-Based Volunteering
Skills Based Volunteering
Skills Based Volunteering
Skills Based Volunteering Skills Based Approaches What are core areas of expertise that will make a volunteer better suited for a position? What are core skills sets that a volunteer will gain in fulfilling a position? What is the balance of experts/learners for each group?
Bookends: Involving Retirees What is walking out the door?
Involving Retirees
Involving Retirees How do you keep them as part of your community in a way that is additive and fun?
Information Systems Audit and Control Association (ISACA)
Sustainable Volunteer Incubators 1. Outstanding Industry Needs 2. Call for innovation/solutions 3. Member created pilot programs/products 4. Results 1. Association adoption 2. Volunteer Inclusion
Sustainable Idea Incubators Risks Pros - Expanded capacity for solution creation - Greater community action - Growing number of volunteers - Advance the mission and vision of the organization in new ways - Risk of Independence - Positive outcomes from unsuccessful pilots - Incubator drives organizational strategy, rather than vice versa
Sustainable Volunteer Incubators 3 Examples Association Membership Happy Hour ASAE Foundation Small Donor Recognitions Through the CEO Lens
5 Trends Young professional volunteers Skills based volunteers Micro-volunteering Retired volunteers Sustainable Volunteer Incubators
Volunteer Sorbet
Volunteer Lifecycle Planning Recruiting Training Managing Evaluating
Planning Define Your Mission Assess Your Organization Develop Your Volunteer Program Describe Volunteer Positions
Volunteer Leadership Structure SHRM® Board Governance Committee* Membership Advisory Council Special Expertise Panels Regional Councils Members State Councils • Ethics/Corporate Social Responsibility & Sustainability • Global • HR Disciplines • Labor Relations • Technology & HR Management • Workplace Diversity Local Chapters Staff Support *Governance Committee approves appointment of members to special expertise panels. ©SHRM 2007 As of March 2012
Assess Your Organization Map out your current volunteer structure
Develop Your Volunteer Program Do you have the breadth and depth of engagement opportunities to involve your members?
Volunteer Descriptions
Position Description Position title Purpose of position Volunteer’s responsibilities/tasks Outcomes/goals (success measures) Training and support plan Reporting Time commitment Qualifications needed Benefit
Planning
Recruiting Assess Your Image Decide How to Recruit Develop Your Message Ask Select Volunteers
The Reality of Perception
How do you Recruit?
Some Possible Paths Current volunteer network At events/programs Online sign up Social media asks Referrals Cross volunteer partnerships
Communication Intimacy
Selecting Volunteers More important than getting a volunteer for a position is getting the RIGHT volunteer for a position.
Selecting Volunteers What are the traits you need for the position? Leadership skills Connection to the cause Attitude Desire to serve Leadership skills Sense of humor
Recruiting
Training Orientation Materials Mentors Ongoing Development
Orientation
Orientation Welcome letter with action items Orientation meeting w/Board member Connect to strategy Emphasize impact Vision of group success Review ‘success’ with each group, and how that drives the organization Tools/Resources, and ask Recognition of committment
Materials
Materials Chapter Handbook? Templates Emails Prospects Marketing Volunteer resources
Mentors
Mentors Volunteer elections/selection/induction timelines Previous measures of success Where they knocked it out of the park Where the effort came up short Where there is still work to be done
Ongoing
Ongoing Where do YOU go to learn? Articles to share Free tools you find useful Survey/check-ins
Example/Resources http: //www. arma. org/Leadership. Academy/Online. Courses. aspx http: //www. peoplepowerunlimited. com/chapter-leader-article/be-a-moreengaging-leader/ http: //www. energizeinc. com/art/subj/train. html
Training
Managing Volunteers Line of communications Volunteer support Volunteer recognition Volunteer risks
Lines of Communication Internal understanding Proactive outreach Checking for support needs Recognizing milestones Focusing on performance improvement External understanding Investing in the volunteer’s success
Volunteer Support Tools and resources Strategic insight and oversight Connections and reflections Time
Volunteer Recognition
Managing
Evaluation Measures of Success Program Position Person
Succession Planning
Succession Planning Approach Determine the key leaders for whom successors will be identified Identify the competencies of current key leaders Select the high-potential members who will participate in succession planning Interview and select a member for the new leadership position Evaluate succession planning efforts and make changes to program based on evaluation for future programs
Evaluation
Where to Start?
The Power of a Volunteer “I am only one, but still I am one. I cannot do everything, but still I can do something; and because I cannot do everything, I will not refuse to do the something that I can do. ” – Edmund Everett Hale
Questions
Thank you! Lowell Aplebaum, CAE laplebaum@gmail. com www. linkedin. com/in/lowellaplebaum @lowellmatthew
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