Thriving on Engagement: Aligning Service to Strategy Nikki Russe ll - - PowerPoint PPT Presentation

Thriving on Engagement: Aligning Service to Strategy

Nikki Russe ll T he Vo lunte e r Adva nta g e nmrusse ll3@ g ma il.c o m

Nikki Russe ll, CVA

20 ye a rs in the Co mmunity E ng a g e me nt a re na De dic a te d to c re a ting a nd suppo rting e a sy pa thwa ys to se rvic e fo r e ve ryo ne :

“Everyone can be great, because everyone can serve”

I c a re a b o ut c o mmunity re silie nc e a nd b e lie ve tha t se rvic e to c o mmunity b uilds re silie nc e So me side no te s:

• Dire c to r o f De ve lo pme nt a nd Co mmunity

E ng a g e me nt, Olympic Pe ninsula YMCA

• F
• rme r Cha ir, Vo lunte e r Administra to rs Ne two rk
• Bo a rd Me mb e r: CCVA
• Owne r, T

he Vo lunte e r Adva nta g e

Introduc tions

Yo ur Na me Org a niza tio n One wo rd a b o ut vo lunte e rs

L e a de rship Se ssio n

L e ve ra g ing Vo lunte e r E ng a g e me nt to Ac c o mplish Yo ur Missio n

Unde rsta nding Yo ur L e a de rship Ro le

Our Go a l T his Mo rning T

• e xplo re yo ur

c ritic a l le a de rship ro le in e ffe c tive ly ha rne ssing the huma n re so urc e po te ntia l o f yo ur vo lunte e rs

We will e xplore :

T he po te ntia l

• f vo lunte e rs

Co mmo n VM c ha lle ng e s Be ing Stra te g ic I nve sting in vo lunte e rs

Yo ur le a de rship ro le

Why do no npro fits I nvo lve Vo lunte e rs?

Volunteer Engagement is a core strategic function for achieving the social mission of the

• rganization

So Muc h Mo re T ha n Nic e ….

Vo lunte e r E ng a g e me nt

9

Inspiring pe ople to join you a nd ta ke a c tion!

I nspiring a nd suppo rting the invo lve me nt a nd c o mmitme nt o f c o mmunity me mb e rs in o rde r to

accomplish your organization’s mission a nd vision

Yo ur c urre nt vo lunte e r invo lve me nt e ffo rts

 Ho w a re yo u invo lving

vo lunte e rs?

 Ho w do yo u a lig n vo lunte e r

a c tivitie s with yo ur missio n, g o a ls a nd prio ritie s?

 Wha t do yo u inve st to suppo rt

Vo lunte e r E ng a g e me nt?

 Wha t is yo ur re turn o n inve stme nt

(ROI )? a c tivitie s with yo ur missio n, g o a ls

How do volunteers engage with you?

We Involve Volunteers

How did your volunteer know what to do? How were your volunteer’s skills and interests matched to needs?

How did your volunteer become involved?

How were your volunteer’s efforts measured and acknowledged? How were your volunteer’ efforts supported?

To accomplish mission & strategic plan

Volunteer Engagement Cycle

Volunteer Involvement Strategy Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Yo ur Hig h I mpa c t Vo lunte e r

Think about a high impact volunteer: a volunteer that has a real impact on your programs and mission

Your Ideal Volunteer X 100

Imagine multiplying your phenomenal volunteer by 100

Mind the Ga p

Wha t g e ts in the wa y?

A Wa ste d Re so urc e

Vo lunte e r Ma na g e me nt Ca pa c ity Study, 2003

1/3 Volunteers stop volunteering 38 Billion in lost labor

Vo lunte e r Ma na g e me nt Ca pa c ity Study, 2003

Why do Vo lunte e rs L e a ve ?

K e y I ssue s in E ng a g e me nt

L e a de rship

• Ma g ic a l T

hinking

T hink Stra te g ic a lly Ab o ut Vo lunte e rs

A Shifting Pa ra dig m

• Vo lunte e r Ma na g e me nt

to Vo lunte e r E ng a g e me nt

Re so urc e Allo c a tio n

• Inve st– Vo lunte e rs a re

NOT fre e !

Ha pha za rd E ng a g e me nt:

Let’s Just Get a Volunteer to Do it…

Magical Thinking….

Ha pha za rd Vo lunte e r E ng a g e me nt

A c lumsy o r ine le g a nt so lutio n to a pro b le m

E ffe c tive Ma na g e me nt?

E ffe c tive Volunte e r Ma na g e me nt

Pe rc e nt tha t pra c tic e

Ma tc hing vo lunte e r skills with a ppro pria te a ssig nme nts 45% Pro viding vo lunte e rs with tra ining a nd suppo rt 25% Re c o g nizing the c o ntrib utio ns o f vo lunte e rs 35% Me a suring the impa c t o f vo lunte e r e ffo rts 30% T ra ining sta ff to wo rk with vo lunte e rs 19%

Colle c tive

Co lle c tive a c tio n thro ug h me mb e rship in no npro fits, c lub s, c hurc he s, e tc .

Re fle xive

Re fle xive (se lf-re fe re ntia l) a c tio n, b a se d o n individua l inte re sts, mo tiva tio ns a nd ne e ds.

Hustinx a nd L a mme rtyn, 2003

Colle c tive Re fle xive

Vo lunte e rism ha s Cha ng e d

Re fle xive

• Gre a te r va rie ty
• Sophistic a te d
• pportunitie s
• More pe ople

volunte e ring le ss time

• Short- te rm
• pa rtne r

Colle c tive

• F

e we r Opportunitie s

• Simple opportunitie s
• L

e ss pe ople volunte e ring more time

• L
• ng - te rm
• Subordina te

Increasing focus on individual goals

Shifting Our T hinking

Position-centered Management Person-centered Engagement

• Volunteer management
• Recruitment
• Placement
• Supervision
• Tracking hours
• Recognition

Volunteer Engagement Building Relationships Negotiation & Agreement Support Measuring results Acknowledgement

Our Vo lunte e r Pro g ra ms

Re sourc ing Volunte e r E ng a g e me nt

Only 1 in 4 no npro fits e ffe c tive ly re so urc e a nd ma na g e vo lunte e r e ng a g e me nt

Re so urc ing Vo lunte e r E ng a g e me nt

Vo lunte e r Re so urc e Ma na g e r

F ro m Ma g ic a l to Stra te g ic : F ro m Ma g ic a l to Stra te g ic : Building Se rvic e into Stra te g y

Ha ve a vision for volunte e r se rvic e a lig ne d with stra te g ic g oa ls a nd prioritie s

Pla n Stra te g ic a lly De sig n 21st Ce ntury

• pportunitie s

Re sourc e E ng a g e me nt E fforts

Strategic: displaying a sound strategy or plan of action Strategy: a carefully devised plan of action to achieve a goal, or the art of developing or carrying out such a plan a word of military origin, refers to a plan of action designed to achieve a particular goal

Strategic?

Be ing Stra te g ic

Me a ns ha ving a we ll de fine d ro a dma p tha t b ridg e s the g a p

between “where we are” and “where we want to be”

T he purpo se o f a n e ffe c tive pla nning pro c e ss is to de e ply unde rsta nd yo ur

• rg a niza tio n, to de ve lo p so und

stra te g y, a nd unde rsta nd yo ur purpo se in the c o nte xt o f the c o mmunity yo u se rve .

Pla nning E ng a g e me nt

Goals and Priorities and Plan for Engagement

Missio n a nd Visio n + Stra te g ic Pla n

T he purpo se o f a n e ffe c tive pla nning pro c e ss is to de e ply unde rsta nd yo ur

• rg a niza tio n, to de ve lo p so und

stra te g y, a nd unde rsta nd yo ur purpo se in the c o nte xt o f the c o mmunity yo u se rve .

https:/ / b lo o me ra ng .c o / b lo g / 4-e le me nts-o f-a n-e ffe c tive - no npro fit-stra te g ic -pla nning -pro c e ss/

T he Ro le o f L e a de rship

L e a d T he Wa y!

Build yo ur o rg a niza tio ns

• Co mmitme nt
• Ca pa c ity
• Co mpe te nc y

to e ng a g e vo lunte e rs fo r impa c t

Be tty Sta lling s-

Ke y L e a de rship Ac tion Ste ps

Se t the to ne fo r e ng a g e me nt

• Philo so phy

Sta te me nt

Pla n Stra te g ic a lly

• Se t Go a ls a nd

Ob je c tive s

Pro vide T a ng ib le Suppo rt

• Sta ffing
• Re so urc e s

Se t the to ne

Building Co mmitme nt: Se t the T

• ne fo r Vo lunte e r I

nvo lve me nt

E sta b lish a philo so phy sta te me nt a nd se t e xpe c ta tio ns fo r nurturing a nd susta ining vo lunte e r invo lve me nt

T he Philosophy/ Va lue Sta te me nt

Why yo u e ng a g e vo lunte e rs Ho w yo u inte g ra te

vo lunte e rs into missio n c ritic a l wo rk?

Ho w yo u va lue vo lunte e rs? Wha t yo ur vo lunte e rs

c o ntrib ute ?

Pla n Stra te g ic a lly

Vo lunte e r e ng a g e me nt tha t is no t stra te g ic a lly a lig ne d with the o rg a niza tio n g o a ls a nd

• b je c tive s is like a ship witho ut

a rudde r.

Alig n to Mission!

Se t Go a ls a nd F

• c us o n Prio ritie s

41

Pro vide T a ng ib le

Support

Support Volunte e r E ng a g e me nt

Adopt Be st Pra c tic e Re sour c e volunte e r involve me nt Me a sur e Re sults

Sta ffing Volunte e r E ng a g e me nt

Unde rsta nd a nd suppo rt the ro le o f the Vo lunte e r Re so urc e Ma na g e r a nd the ro le o f a ll sta ff the ro le o f a ll sta ff

VRM Compe te nc ie s

L e a de rship Pe o ple Ma na g e me nt Pro g ra m/ Pro je c t Ma na g e me nt

Ado pt

45

Allo c a te Re so urc e s

46

Mo nito r Pro g re ss a nd Me a sure Re sults

47

Ac tion Ste ps

Sma ll Gro up Bra insto rm: I de ntify 3 L e a de rship Ac tio ns

 Ha ve a vision fo r

e ng a g e me nt b uilt into yo ur o rg a niza tio n's stra te g ic pla n

 Ma na g e Stra te g ic a lly  Re sourc e vo lunte e r

e ng a g e me nt

Volunte e r s – A Powe rful Re sourc e

They are not just “nice” but are a necessary part of the solutions to today’s most pressing societal challenges… For nonprofit [leaders], there is both challenge and

• pportunity to meet [volunteer] expectations by

creating flexible and strategic opportunities for [involvement].

Volunteering Reinvented: Human Capital Solutions for the Nonprofit Sector, Corp. for Natl. & Community Service, July 2007

Struc turing a nd Suppo rting E ffe c tive Vo lunte e r E ng a g e me nt

• Re c o g nize the

e le me nts o f a stro ng vo lunte e r pro g ra m

• Appre c ia te yo ur VRM

ro le

• Asse ss yo ur vo lunte e r

pro g ra m ne e ds

• Unde rsta nd Vo lunte e r

Ro le De ve lo pme nt

• K

no w ho w to ta rg e t yo ur re c ruitme nt e ffo rts

By e nd of this se ssion,

you will…

Go a ls

We Involve Volunteers

How do volunteers engage with you?

How did your volunteer know what to do? How were your volunteer’s skills and interests matched to needs?

How did your volunteer become involved?

How were your volunteer’s efforts measured and acknowledged? How were your volunteer’ efforts supported?

To accomplish mission & strategic plan

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Asse ss Yo ur Vo lunte e r E ng a g e me nt E ffo rts

Vo lunte e r Ma na g e me nt Mini Asse ssme nt

Co mple te the Mini-Asse ssme nt in Ha ndo uts

Wha t Did Yo ur Mini Asse ssme nt Re ve a l?

What’s Your Job?

L e a de r o f Vo lunte e r E ng a g e me nt

Commitme nt

Org a niza tio na l Co mmitme nt a nd Visio n to suppo rt c re a tive e ng a g e me nt

Ca pa c ity

A Stro ng F

• unda tio n a nd so lid syte ms, struc ture s a nd po lic e s tha t suppo rt

e ffe c tive e ng a g e me nt (T he Nuts a nd Bo lts)

Compe te nc y

Sta ff a nd vo lunte e rs ha ve the kno wle dg e a nd skills to suppo rt vo lunte e r a c tivity

T he Building Blo c ks Of E ffe c tive E ng a g e me nt

A Vision fo r E ng a g e me nt A So lid

F

• unda tion

A So und

Struc ture

21st Ce ntury De sig n

61

A Visio n fo r E ng a g e me nt

62

Build A So lid F

• unda tio n

Org a niza tio na l Re a dine ss

63

Pla n F

• r E

ng a g e me nt

64

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Pla n Yo ur Vo lunte e r I nvo lve me nt

Volunteer Involvement Plan

Missio n a nd Visio n + Stra te g ic Pla n

Why I s Pla nning E sse ntia l?

Pla nning F ra me wo rk Pla nning F ra me wo rk

Know where you are

Review your current strategic plan and clarify your mission, vision and values.

Know where you’re going

See clearly the direction your

• rganization

is headed.

Decide how you’ll get there?

Layout the roadmap to connect where you are now to where you’re going.

Develop Your Plan

set goals and action items for volunteer engagement.

Execute

Se t Go a ls a nd Stra te g ie s

70

Build the I nfra struc ture

Wha t syste ms, struc ture s, a c tivitie s a nd re so urc e s a re re q uire d to suppo rt a n e ffe c tive e ng a g e me nt c yc le ?

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Vo lunte e r Jo b De ve lo pme nt A Ce ntra l Pla nning Co mpo ne nt to E ffe c tive Vo lunte e r Ma na g e me nt I nfra struc ture

Why Jo b De sc riptio ns?

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Ste ps to E ffe c tive Job De sig n

Stra te g ic Goa l/ Obje c tive Ne e d/ T a c tic Role Skills T ime Re quire me nts Be ne fits

Writing Compelling Position Descriptions

21st Ce ntury De sig n

De ve lo ping vo lunte e r ro le s to me e t 21st Ce ntury Re a lity

Why Do Pe o ple Vo lunte e r?

What do today’s volunteers

wa nt?

➢ Choic e ➢ F

le xibility

➢ Short- te rm

• pportunitie s

➢ Skills- ba se d

• pportunitie s

➢ Conne c tion. ➢ Re sults.

Traditionalists Boomers Gen-Xers Millennials

Valued civic duty, respect for authority, blending in, following the rules,

• rganizational

loyalty Idealist Suspicious of

• rganizations;

anti- authoritarian; motivated by self-fulfillment Self-reliant. independent; questions authority, respects competence, not titles Entreprenurial; Self-confidence, sense of individuality and uniqueness

Increasing Individuality

1921-1942 1943-1963 1964-1977 1978-1996

De sig ning Attra c tive Po sitio n De sc riptio ns

“While paid people will do a job that is

unre wa rding b e c a use the y a re c o mpe nsa te d fo r do ing it, vo lunte e rs will no t do so fo r lo ng . T his ha s g ive n vo lunte e rs in g e ne ra l a re puta tio n a mo ng pa id pe o ple o f b e ing unre lia b le . On the c o ntra ry, if the vo lunte e r do e s no t find the jo b to b e pe rso na lly sa tisfying ,

he or she can be relied upon to quit.”

~ Ste ve Mc Curle y & Ric k L ync h

Cre a te a Jo b De sc riptio n

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Ma rke ting a nd Re c ruitme nt

86

T a rg e te d Re c ruitme nt Co nc e ntric Circ le Wa rm Bo dy

Ho w do yo u re c ruit yo ur vo lunte e rs?

Spe a k to Yo ur Audie nc e

“When you send a message to the community in general, you

• ften wind up speaking to no
• ne in particular”

(Rick Lynch)

Cho o se Yo ur T a rg e t

Ste p 1: I

de ntify yo ur ta rg e t a udie nc e

Ste p 2: Wha t wo uld a ppe a l to the m a b o ut the

po sitio n?

Ste p 3: Wha t a re so me po ssib le b a rrie rs? Ste p 4: Wha t stra te g ie s to re a c h yo ur a udie nc e ? Ste p 5: Cra ft yo ur re c ruitme nt me ssa g e

Whic h Me ssa g e Appe a ls to Yo u?

I n Sma ll Gro ups:

 Disc uss two re c ruitme nt me ssa g e s Whic h wa s mo st a ppe a ling ? Wha t wa s a ppe a ling ? Wha t wo uld yo u a dd to e ithe r me ssa g e to impro ve

the me ssa g e ?

Re c ruitme nt Me ssa g e

Se ll the b e ne fits a nd sha re the fe a ture s o f the vo lunte e r po sitio ns.

• Be ne fit: Wha t vo lunte e ring do e s fo r

the vo lunte e rs, suc h a s te a c hing the m a skill, ha ving fun, me e ting pe o ple , e tc .

• F

e a ture : De sc riptive e le me nts o f the

vo lunte e ring , suc h a s whe n, whe re , do ing wha t with who m, e tc .

De ve lo p A Re c ruitme nt Me ssa g e

Ho w do yo u g e t the me ssa g e

• ut?

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

What us Sc re e ning About?

It’s All About Making The Right Match

I nc re a se s

• Jo b

Sa tisfa c tio n

• Pe rfo rma nc e
• Re te ntio n

De c re a se s

• Risk

Pe rson Job

Sc re e ning

T

• o lb o x

Re c ruitme nt me ssa g e Applic a tio n I nte rvie ws Ba c kg ro und Che c ks

T he Inte rvie w

I nte rvie w

E xplo re a pplic a nts inte re st, a b ility a nd a va ila b ility I de ntify o r c o -c re a te

• ppo rtunitie s

Disc uss re q uire me n ts a nd e xpe c ta tio ns

T he E ffe c tive I nte rvie w

Pre pa re a he a d o f time Ask o pe n- e nde d q ue stio ns

Ask q ue stio ns tha t disc o ve r

• kno wle dg e
• skills
• a ttitud e s

Asking the Rig ht Que stio ns

Dire c t No n-Dire c t

• 1. Ho w o ld a re yo u?
• 2. Ha ve yo u e ve r vo lunte e re d?
• 3. Wha t jo b s ha ve yo u he ld?
• 4. Are yo u a va ila b le o n T

hursda y? (So me o f the se mig ht b e c o nside re d ille g a l o r unimpo rta nt de pe nding o n the ta sk fo r the vo lunte e r.) 1. Wha t pe rso na l g o a ls do yo u c o nside r whe n c ho o sing a vo lunte e r po sitio n? 2. Wha t wa s the b e st thing a b o ut yo ur la st vo lunte e r po sitio n? 3. Wha t type o f wo rk do yo u e njo y mo st?

De sig n Yo ur I nte rvie w

Orie nta tion a nd T ra ining

Orie nta tion:

info rma tio n o n yo ur o rg a niza tio n

T ra ining :

spe c ific kno wle dg e , skill o r a ttitude

Orie nta tion

Orie nta tio n

Ca use So c ia l Syste m

Ca use Orie nta tion

Vision, mission and purpose

WHY? WHAT ?

Syste m Orie nta tion

• rganizational structure

systems and Processes volunteer roles

How?

Soc ia l Orie nta tion

the social context/ community

WHO?

T ra ining

• K

no wle dg e

• Skills
• Attitude

The Process of providing volunteers with the ability to perform specific types of work

• E

xpe rie nc e a c kno wle dg e d

• I

nte ra c tive

• Visua l, a udito ry,

e xpe rie ntia l

• Applie d

E ffe c tive T ra ining De sig n

Volunteer Involvement Strategy

Volunteer Engagement Cycle

Orientation/ Training Screening/ Placement Marketing/ Recruitment Evaluation Supervision/ Recognition Guided by mission & strategic plan

Support Volunte e rs

Motivating those who do not work for pay requires more skill and greater ability than is the case among those who supervise paid employees

McCurley & Lynch, Volunteer Management

E le me nts of Supe rvision

Co mmunic a te E xpe c ta tio ns Guide a nd Suppo rt Re c o g nize a nd Re wa rd

Co mmunic a ting E xpe c ta tio ns

E xpe c ta tio ns

Jo b de sc riptio n Po lic ie s a nd Pro c e dure s T ra ining a nd

• rie nta tio n

E va lua tio n

Guide and Support Your Volunte e rs

Wha t do e s it lo o k like to suppo rt a nd g uide yo ur vo lunte e rs?

Guiding Princ iple s

• T

a ke c a re o f the pe rso n, no t the ta sk

• Pro vide g uida nc e in

the wa y tha t wo rks fo r the vo lunte e r, no t the wa y yo u think is rig ht.

• Suppo rt, ra the r tha n

control, the volunteer’s

e ffo rts.

Pro g ra m E va lua tio n

• de mo nstra te the va lue
• f the pro g ra m/

pro je c t/ po sitio n

• a sse ss the

e ffe c tive ne ss a nd impro ve pro g ra m/ pro je c t/ po sitio n

E va lua tio n De sig n

• E

va lua tio n re q uire s pre pa ra tio n

T a ke s F

• re tho ug ht
• Build into yo ur vo lunte e r

e ng a g e me nt pla n a nd po sitio n de sc riptio ns

I s pa rt o f yo ur pla nning pro c e ss

• Sta rt with purpo se / g o a l
• De fine Outc o me s

Sho uld b e

• utc o me s

b a se d

Ste ps to E ffe c tive E va lua tio n

Ste p 1: De c ide wha t to e va lua te (b a se d

• n

inte nde d o utc o me s)

Ste p 2: De c ide wha t a nd ho w to tra c k Ste p 3: Co lle c t Da ta a nd Ana lyze Re sults Ste p 4: Re po rt Re sults to Sta ke ho lde rs

Outc o me s E va lua tio n Wo rkshe e t

Pic k a vo lunte e r po sitio n- c o mple te the o utc o me s wo rkshe e t

Re te ntio n

The best way for volunteer

• rganizations to receive more hours
• f volunteer service is to be careful

managers of time already being volunteered …

Wha t Are Yo ur Big Ro c ks? ? ?

Yo ur Big Ro c k

L ist of Issue s/ c ha lle ng e s:

Gro ups o f 3 E

a c h pa rtic ipa nt ide ntifie s a c ha lle ng e / stre sso r

Gro up Bra insto rms

so lutio ns

Re c o rd o n F

lip Cha rt

Yo ur VM Pla n

On VM Pla nning She e t

• Se t Go a ls
• Ac tio n Ste ps
• Due Da te

Se le c t a Go a l/ Ac tio n ste p

• tra nsfe r o n stic ky no te .
• I

nc lude yo ur na me a nd due da te

Wra p Up!

Pa rking L

• t

F ina l Que stio ns/ Co mme nts? E va lua tio ns