Volunteerisum
Volunteer Development – Three steps to high soaring volunteers
Volunteers are essential to the success of nonprofits. The unfortunate reality is that most nonprofits are ineffective when it comes to producing highly effective non-paid staff. It’s not that they are incapable, it’s just that they are not consistently intentional about having a clear “How To Plan.” The results are frustrated staff and frustrated volunteers.
This is interesting because when I talk with non-profit leaders and social entrepreneurs, they always talk about the need for good volunteers. When I talk with volunteers, they say how much they are motivated by the cause or purpose of the organization or they are compelled to “give back” to society.
So with everyone having the motivation, why is it that nonprofits have not mastered the processes of Discovering, Developing and Deploying volunteers?
It’s all about Intention-ality
It takes consistent intentionality about Discovering, Developing and Deploying the right people. The following three steps will get you a high soaring volunteer, the volunteer you have been looking for.
1. DISCOVERING: Looking For Potential Eagles. The discovery process must be ongoing and specific; discovery does not come from a single source, but several. The discovery process should be equated to a talent scout always looking for that special talent.
These suggestions will get you thinking of entry points for volunteers:
- The Big Net Event (a special event that takes a large number of volunteers)
- The Open House (an open-house event to the general public)
- The Groups (specific serving groups, churches or college students)
- The Market Place (a focus group such as doctors, nurses, educators)
- The Community (the retired, transitioning or unemployed)
2. DEVELOPING: Training Them To Fly. The Vision and Mission is critical to the success of the organization, so the leader, the “change-the-world” entrepreneur™, must cast the vision and mission of the organization. Their level of passion must remain the same as the day they presented to their first potential donor or board member.
Defining vision and mission will demonstrate:
- The level of importance of the vision and mission
- The need to stay true to the cause
- Clarity on the core values and expectations
Every potential volunteer cannot go past this step unless they are clear and have complete buy-in. If they are envisioning something else, they will not be converted at a later time. They must “get it” NOW.
3. DEPLOYING: Pushing Them Out of The Nest. Volunteers are all uniquely qualified to meet the needs of a specific position. It is critical to their success to have the right fit and that becomes the responsibility of the organization. Through the process of personal assessment and understanding the necessary skills, they will succeed.
Here’s how to help with deployment:
- Clearly define the job description in writing
- Perform an assessment of their “gifts” and personality traits
- Personal strengths, www.strengthsfinder.com
- Life and job skill match
- Define the measurable
The successful, “high soaring” volunteer who completely “gets it” will have already determined where and how they will fit into the organization. They will become excited to know that their personal gift mix has a place and will make an impact on the organization. They can see and understand their value to the organization.
Volunteer Management – Three steps to keeping superstar volunteers
Every successful social entrepreneur needs volunteers that “get it” and are valued by the organization. These entrepreneurs can describe with vivid clarity the “big picture” and every story they tell includes superstar volunteers. These superstar volunteers will not happen by accident or by just wishing them into place. So every social entrepreneur needs an intentional plan to honor and celebrate the superstars.
Nonprofits spend more time trying to manage volunteers than empowering superstars to succeed and then celebrating their successes. The valued volunteers need to know they can trust the organization, that the organization values them and that their contribution will matter to the vision and mission. Here are three ways you can foster that mentality.
1. Honoring the superstar. The best way to honor them is to acknowledge who they are and why they have been chosen to serve in a position of responsibility. It is important not to honor their specific position, but to honor them as individuals. Affirmation is their language of love and their passion is their motivation. It has been said the highest form of affirmation is for someone is to hear his or her name in a positive and flattering way. This builds self-worth and a stronger commitment to productivity.
- Write a short story about the passion of the superstars
- Share the stories with the Board, staff and beneficiaries
- Acknowledge the commitments large and small
2. Celebrate the victories. Acknowledge the victories of the organization and what the superstar has done to contribute to the victories. Celebrate the intentional plan the organization has to bring the brightest and best to serve the cause. Celebrate the gift mix the superstar brings to the highly respected and valued position. Celebrate the relationship that has been formed with the superstar and the organization.
- Write short stories about the superstar’s victories in life
- Develop a frequent and highly visual celebration
- Let the superstar know what they are doing right (and wrong)
- Cultivate strong personal relationships with the superstar.
3. Share the victory stories. Stop, look and listen for the stories and share the full story, not just the results. The stories of success will have high impact when they show real-life impact to a beneficiary. Reflection thoughts and stories to share:
- The big “So What”
- The big “Now What”
- How do you feel about it?
- What do you think about it?
- What should others know about it?
When nonprofit organizations arrive at this point with volunteers, they will be at a place frequented by few organizations. In the eyes of the volunteer, this would also be in a place where not many volunteers arrive. Most volunteers stop volunteering because of the less than a favorable experience. Superstar volunteers commit their very best —their time, treasures and talents — to an organization. They deserve the organization’s very best efforts to honor and celebrate them.
The only thing separating a social cause from a social movement is the momentum, fueled by passionate volunteers.
