volunteerplaintalk

Tag: volunteer coordinator

  • Volunteer Management in The Past Decade

    Photo by Christina Morillo on Pexels.com

    Ahh, the 2010s. In looking back over the past 10 years, what ideas took hold and where do we need to go?

    I decided to do a look at volunteer management terms and see how often they appeared in a “google search.” I chose to search “news” with a date range. Warning: This is in no way scientific (mainly because I don’t own a lab coat, but I did wear my goats in Santa hats bathrobe during the search so maybe that counts) nor do I claim to be a qualified researcher (more like a nosey, busy body-just ask my neighbor) but anecdotally, I found some interesting tidbits (especially if you count that sale on orthopedic inserts that keeps popping up).

    I researched these terms- “volunteer impact,” “volunteer factor,” “still volunteering at,” “corporate volunteering,” “volunteers impacted the mission,” and “volunteer engagement,” all with quotation marks. The results are:

    “still volunteering at”

    Photo by Roman Carey on Pexels.com
    • 2010 2 results
    • 2011 9 results
    • 2012 25 results
    • 2013 27 results
    • 2014 28 results
    • 2015 49 results
    • 2016 58 results
    • 2017 95 results
    • 2018 116 results
    • 2019 219 results

    It bugs the heck out of me that a bulk of stories on volunteer activity center around a volunteer who is still volunteering at 99 years old. Before you groan at me, sure, this is great, but where is the focus on the value this 99 year old brings to the mission? Or, better yet, where is the evidence that volunteering benefits this volunteer’s well-being (helping them remain active at 99) which explains why she/he is still able to volunteer at 99? These articles for the most part miss the point and that needs to change.

    “corporate volunteering”

    Photo by Fox on Pexels.com
    • 2010 1 result
    • 2011 3 results
    • 2012 10 results
    • 2013 23 results
    • 2014 32 results
    • 2015 50 results
    • 2016 73 results
    • 2017 82 results
    • 2018 123 results
    • 2019 251 results

    There’s a clear direction here; a direction that needs our immediate attention as more companies become involved with corporate volunteering which includes group volunteering and allowing employees paid time off to volunteer. For more information on corporate volunteering, see Removing the Headache from Corporate Volunteering, the second part, Creating Partnerships from Corporate Volunteering. and finally Volunteer Manager Strategy and CSR.

    “volunteer engagement“

    Photo by Marta Ortigosa on Pexels.com
    • 2010 5 results
    • 2011 8 results
    • 2012 27 results
    • 2013 32 results
    • 2014 50 results
    • 2015 99 results,
    • 2016 140 results
    • 2017 119 results
    • 2018 242 results
    • 2019 245 results

    Ok, so the steady increase in articles mentioning volunteer engagement shows that engaging volunteers is becoming part of our lexicon. Good.

    “volunteer impact”

    Photo by Japheth Mast on Pexels.com
    • 2011 3 articles
    • 2012 3 articles
    • 2013 4 articles
    • 2014 6 articles
    • 2015 7 articles
    • 2016 6 articles
    • 2017 9 articles
    • 2018 28 articles
    • 2019 53 articles

    A bit of an uptick the past two years for the term “volunteer impact” is encouraging but there is much work to do because we are leaders of volunteer engagement and impact. We not only engage volunteers, but we guide and lead the impact that volunteers have on the outcomes. The two terms go hand-in-hand. When volunteers are engaged, they positively impact our missions and vice versa. These two terms have a symbiotic relationship which means one increases the other and to integrate volunteer engagement into our nonprofit culture, we must show volunteer impact in order to expect more volunteer engagement. I’d draw an impressive flowchart, but heck, it’s basically just a circle.

    “volunteer factor”

    Photo by Christina Morillo on Pexels.com
    • 2010 0 results
    • 2011 0 results
    • 2012 0 results
    • 2013 0 results
    • 2014 1 result
    • 2015 1 result
    • 2016 0 results
    • 2017 no results
    • 2018 1 result
    • 2019 9 results

    The term, “volunteer factor” sounds so right for us, doesn’t it? Factor’s definition includes “influence that contributes to a result or outcome.” Bingo! Think X factor. Or the “It” factor. Now think about hearing your CEO tell a reporter, “and now let’s talk about the volunteer factor.” We can make the 2020’s the decade of the volunteer factor.

    “volunteers impacted the mission“: no results, when removing quotes 368 results for the entire decade.

    Ok, so there’s work to do here.

    We’re on our way to making the 2020’s the decade when volunteer programs take center stage. The roots of change are already sprouting such as:

    • Research pointing to volunteering as a vital component of wellbeing.
    • Corporate entities looking to be socially responsible.
    • Grassroots volunteering taking hold.
    • Research showing employees want to have paid volunteering time.
    • Volunteers wanting to use their skills and talents in innovative ways.

    Here’s to the next 10 years. We are making inroads, but we have more work to do. And if there’s anything I know in my gut about volunteer managers, it’s that we are not afraid of hard work. As a matter of fact, we eat hard work for breakfast and throw it up by lunchtime. Wait, ewwww, that’s not right, is it?

    What do I wish to see by 2030? I’m convinced that together, our efforts will produce the results we want and all the volunteer manager conference themes for 2029 will no longer be “Time for Change,” but will rather proclaim, “Holy Hell, We Did It!”

    -Meridian

  • Happy New Year! Volunteer Plain Talk Podcast Episode 4

    Happy New Year! Volunteer Plain Talk Podcast Episode 4

    https://www.buzzsprout.com/605416/2382236-episode-4-interview-with-sam-clift-volunteer-resource-manager-london-transport-museum

    How do you evolve your volunteer program for the volunteers of tomorrow whilst meeting the needs of your volunteers today? Sam Clift, Volunteer Resource Manager at London Transport Museum talks through achieving senior management buy-in, involving volunteers in strategy planning, getting volunteers on board with organisational change and using technology and volunteer support to make volunteering more accessible and inclusive. Sam can be contacted at sam.clift@ltmuseum.co.uk or alternatively at his LinkedIn page: http://linkedin.com/in/sam-clift-0363a821
    Tips I learned from Sam:
    Court senior manager buy-in by chiming with their priorities. 
    Keep volunteer value continuously in view.
    Technology can be embraced by volunteers.
    One change can create looking at other ways to change and grow.
    Use incentives to make changes more palatable.
    Involve volunteers in strategic roles.
    Be honest about limitations.
    Elevate volunteers to mentor roles.
    Find new ways to embrace inclusion.
    Meet challenges head-on.

    Thank you to Sam for his hard work and insights and for sharing his program with us. And here’s to an exciting new year.

    -Meridian

  • Volunteer Holiday Cards Free download

    Volunteer Holiday Cards Free download

    Happy Holidays everyone! Please feel free to use these cards to send to your volunteers as a quick or additional acknowledgement of their dedication to your mission and their impact on your communities.

    for Social Media

    volunteers-light-the-way-1Download
    volunteer-card-2019Download
    happy-new-year-volunteersDownload
    your-dedication-1Download

    Have a joyful holiday everyone!

    -Meridian

  • Surviving “that” conversation at holiday gatherings-a guide for volunteer managers

    Surviving “that” conversation at holiday gatherings-a guide for volunteer managers

    courtesy https://gratisography.com/

    Yup, holiday gatherings are upon us and everyone fears the inevitable politics-driven shouting between grandpa and cousin Timmy, but guess what? Those conversations are nothing burgers compared to what we, volunteer managers must endure. You know what I’m talking about.

    You arrive at a party and the snarky attorney guest of a friend of a friend of a friend is introduced to you. She hears “manager of volunteers” and looks down her nose at the scuffs on your Gucci knockoff shoes that you bought at your organization’s thrift store, because, hey, you have a conscience and want to contribute some money instead of just spending it and besides, recycling is the way to go, but you just keep mum and let her rake you over with her eyes like you’re some bargain basement hobo.

    So, in the spirit of defending our #lovols profession, here are some comebacks for those inevitable questions that arise when you are introduced to uppity distant cousin Prunella or your best friend’s very successful investment banker neighbor, Chase who is usually alone on holidays.

    Q: “So, you’re a volunteer manager, did you say? I’m confused. Does that mean you volunteer for the job or do you actually get paid to do that?”

    A: What a great question. It’s complicated. I don’t get paid in money, but I do get to pick from all the stuff that is donated to my organization. Last week I got a case of lentil soup. The cans were out of date, but that’s ok. I’ve not gotten sick from donated food yet, unless you count that time I was throwing up for a week, but I don’t think it was from that out of date cheese, and heck, I picked off all the mold, but you never know. Anyway, I’m hoping for a toaster oven this week. Mine’s like 20 years old and it only toasts on one side so you have to turn it over and run it again.

    Q: “Volunteer manager, you say, what’s that? There’s no degree in that, is there, I mean, you’re basically a party planner, right?”

    A: You wouldn’t think we’d need any skills, would you? Actually, I have a Bachelor of Science in cat herding, with a minor in balloon animal engineering. It’s a pretty popular degree but the work is intense. I mean I think I’m still suffering the effects of helium-osis (raise your voice’s octave to a squeak) which makes me speak in a higher than normal voice at times. Currently, I have a scholarship at Nancy’s Nonprofit University for a Master’s degree in Little Old Lady Management. I hear the internship is brutal, you know all that tea drinking and knitting and getting shanked by a wayward knitting needle while scrambling for the ball of yarn the 17 cats ran off with. There’s this one class I hear is really hard, it’s ‘The Symbolism in Grandchildren Stories, or Does Grandma Secretly Despise Her Offspring?’

    Q: “You work with people who don’t get paid? That’s not really management, is it?”

    A: You got me. Don’t let this get out, but when a volunteer signs up, we pretend to give them a tour of the organization and we usher them into the basement and lock them up in a room until they complete their assignment. We all take turns poking them with a stick until they do what we want. Sometimes, and this is the hilarious part, we just poke them for laughs. I have my own special stick made out of hickory. I call it “Ol’ Persuader.” And you’re correct, it’s not management at all, ha ha, it’s so much easier and more fun.

    Q: “So, you work for one of those nonprofits, right? You know, they’re always bothering me for money. Don’t you people just get money from the government? Why are you people hounding me?

    A: Ha, ha, awww, we can’t fool you, can we? Don’t let this get out, but we actually get millions and I mean millions from the government but since we don’t need money, we invented this game. We like to see if we can get gullible people to donate and we give a prize at the end of the year to the staff member with the most lucrative sob story campaign. And I shouldn’t be telling you this, but do you know what we do with all those extra donations? One word. Stock market. Hey, it’s almost the end of the year. I wonder if I won the award with my “Life Sucks, Give Me Cash, You Cheapskate” campaign.

    Q: “Wow, managing volunteers, that must be really easy, right, I mean how hard could that be?”

    A: Oh, you, you are so perceptive. It’s hands down the easiest gig I’ve ever had. I’ve got volunteers who bring me coffee in the morning and volunteers who clean the office while I just sit back and watch YouTube videos. I even have volunteers who do my laundry, can you believe that? And, don’t tell anyone but I even have a volunteer who rubs my feet in the afternoon. Yeah, crazy, isn’t it? Crazy good! I’ve been told the foot rubbing and come to think of it, the volunteer who pays my bills violates some sort of fair labor practices, but hey, they volunteered, right? They’re not protected by anything, ha ha ha ha ha!

    Well, there you have it. Use these answers in good, holiday health and don’t stress about those absurd questions.

    You are welcome.

    -Meridian

  • Volunteer Impact Worksheet: Free Download

    Volunteer Impact Worksheet: Free Download

    How do we show the value our volunteer bring and all they contribute to making our organizations successful? This worksheet is meant to be a quick guide to help create a “volunteer equation” for calculating volunteer impact. By using an equation, we translate volunteer hours into departmental goals and objectives met and then further into organizational mission fulfilled.

    Volunteer hours (VH) = Goals/Objectives met (GO) = mission fulfilled (M)

    volunteer-impact-worksheetDownload

    It is a deeper dive into volunteer value and contributions in addition to reporting volunteer hours and/or equivalent monetary value. It answers the “what and why” engaging volunteers is critical to mission success. The blog post, 5 Words that Might Untangle Volunteer Management describes the equation in depth.

    The more we can show how volunteer impact advances departmental goals and objectives, the more we show volunteer value. And by diving further into meeting mission goals, we connect our volunteers, our volunteer programs and volunteer engagement to mission success.

    -Meridian

  • Volunteer Managers, We Have the Picture; We Just Need the Frame

    Volunteer Managers, We Have the Picture; We Just Need the Frame

    You would never think to put the Mona Lisa in an orange plastic frame, would you? Of course not, because frames should enhance a work of art, not detract from it. The right frame borders the image, complimenting the subject and showcasing the work. The right frame makes sense.

    Volunteer added value is a complex and beautiful picture. The stories we share about our volunteers connecting with clients, serving our missions and advocating for our organizations are inspired, and meant to be viewed with appreciation. The value our volunteers bring needs the right frame.

    However, without the proper frame, throwing out super positive phrases about our volunteers can be like this board. “Volunteers are selfless,”or “Volunteers give so much,” can be so broad and gooey that the meaning is lost. If every message about volunteers is so wonderful, so inspiring, so amazing, so terrific, the message becomes diluted and nothing is wonderful or inspiring anymore. It’s just noise without form. If we make volunteers seem like magic faeries that just rise from the garden and buzz on over to do good work, we diminish the effort they bring and the work we do to develop and ready them.

    We have to be honest about volunteer management and its complexities. We need to share the challenges along with the feel-good stories. Volunteer synergy (those pure mission moments when a volunteer connects with a client or helps a staff member or solves a problem) does not occur by happenstance. Those moments are the result of a volunteer manager’s diligence, practice and experience. Synergy occurs because the volunteer manager vetted the volunteer, oriented the volunteer, matched the volunteer’s skills and needs to an assignment, and courageously stepped in to guide the volunteer on a successful path.

    Photo by Nadine Wuchenauer on Pexels.com

    We, volunteer managers are the frame. We are the right frame, the best frame, the correct frame. Our attentiveness, our tenacity, our persistence, our determination, our sincerity and our resolve shape the volunteer experience. We surround our volunteers with the knowledge, tools and encouragement volunteers need to create a complex work of art. We “become” the frame each volunteer needs. For some volunteers, we are the ornate, gold frame and for others we are a simple black band receding into the background.

    Without our guidance, volunteers are simply pictures taped to organizational walls. These haphazard pictures curl up; they fall off and they yellow. But, when we frame volunteer engagement and impact, we create an art gallery that has a flow, that makes sense, that is ordered and sustainable.

    International volunteer managers day was yesterday (November 5). The theme for this year was Change the Tune. We talk about change all the time and I think we need to ask ourselves, “what exactly do we want to change?” How we engage volunteers? How we encourage, develop, inspire and mentor volunteers? How we drop everything to make sure volunteers are successful? How we put volunteering ahead of our own personal needs? We’ve got all that down.

    I think what we need to do is to frame our critical role in volunteer engagement and impact. We need to stop allowing organizational leadership to think that engaging volunteers takes little effort. We need to stop allowing organizations to view volunteers as tools and not as complex human beings that require thoughtful management. We need to stop allowing organizational leadership to assume that volunteers don’t need support from every staff member. We need to stop allowing organizational leadership to plan volunteer involvement without our expert input. We need to stop allowing organizations to operate in an outdated normal and instead embrace the here and now by investing in the volunteer manager frame that surrounds volunteer programs.

    We are a profession. We deserve recognition befitting our expertise, our hard work and our skills. No one will just magically give it to us. We must stop glossing over the work we put into developing volunteers (by vetting, onboarding, training, supporting, stepping in when necessary, sustaining and encouraging) who successfully support and further organizational missions.

    In Rob Jackson’s latest post, he lays out real solutions that will move our profession forward. You can read Rob’s post here.

    So, this International Volunteer Manager Day, the change I want to see is one in which we elevate our critical role and become the “frame” around vibrant, contributing volunteer teams.

    We’re leaders of volunteers. We got this.

    Happy International Volunteer Manager Day to all of you frames out there.

    -Meridian

  • Halloween Costumes for Busy Volunteer Managers

    Halloween Costumes for Busy Volunteer Managers

    What costume should we wear this year? My worn-out magician or wizard costume is just so yesterday and last year the executive assistant said to me, “you think you have to perform magic in finding volunteers, ha, try hiding the donation report from our CEO when donations are down.” Hmmm, maybe one of these costumes might work.

    Photo by Pixabay on Pexels.com

    donor fatigue: dress in pajamas and randomly pin on a few dollar bills. Yawn and mutter, “so what exactly did you do with the last $300 I gave?” Make it more realistic by pinning on a volunteer name tag and say, “you didn’t even thank me when I came in last week and put 453 packets together, but you were quick to send me 6 email requests for the new funds campaign.”

    background check: wear black pants, a night sky t-shirt and a huge red check mark. Say things like, “I found out about your speeding tickets in college,” or, “are you sorry for shoplifting when you were a kid?” Sneak up behind people and whisper, “I know everything about you….muahahaha.”

    Photo by Ella Olsson on Pexels.com

    budget cuts: cut out financial statements, pin them to a t-shirt and slash through them with red ink. For more realism, carry a tray of half-eaten sandwiches and dried-up carrot sticks. Say things like, “because of drastic budget cuts, our volunteer luncheon will feature left-over food from board meetings. I’m not bitter; I can re-snack with the best of them.”

    Photo by nappy on Pexels.com

    team building exercise: wear exercise clothes and tape pictures of buildings to your outfit. Write the names of the departments on each building but be sure to choose a giant castle for fund-raising and place it on top of your head. Do weird things, like don a blindfold and snort like a pig while calling out, “where’s my pig partner,” or loudly share a humiliating experience, or randomly fall backwards and yell, “hey, why didn’t anyone catch me, you call this a team?”

    Photo by Ree on Pexels.com

    time off: dress in your normal office clothes, carry your phone, a pad of post-it notes and a spreadsheet. Say things like, “I’m having a great time at my son’s soccer game, but sure, I can answer the volunteer’s question, put her on,” or “wow, the Grand Canyon is truly spectacular this time of year, I’ll just get off the donkey and call for a replacement volunteer from here!”

    Photo by PhotoMIX Ltd. on Pexels.com

    the volunteer luncheon: tape balloons and streamers to the front of your outfit. Add in a banner that reads, “we can’t function without our volunteers,” On your back, tape a sign that says, “the rest of the year,” and leave your outfit blank. Or, if you’re feeling really snarky, tape little quotes to your back like, “send a volunteer to the store, that’s why they’re here,” and “no, no a volunteer can’t do that, they’re not qualified!”

    Maybe I’ll just make a large sign that says “appreciated” and I’ll stand under it. What are you going to go as?

    -Meridian

  • 5 Ways to Stop The Ride Going Nowhere

    5 Ways to Stop The Ride Going Nowhere

    Photo by Min An on Pexels.com

    Oh, the feels, right? We’re swimming in them. We empathize, listen and experience the roller coaster emotions of our volunteers, our clients and our staff all the while living our own emotion-filled lives. The last thing we need is a ride full of destructive emotions.

    Have you experienced these passive-aggressive behaviors?

    • staff make snide comments about volunteers’ abilities
    • emails are copied to department heads in a tattle-tale way
    • lack of volunteers is a scapegoat for poor planning
    • staff make side comments about your management

    How do we get off this ride? I finally got tired of a few passive aggressive staff who routinely dragged me onto their cart of fun because their manipulative behavior left me tense and angry and unable to empathize with my volunteers. So, I refused to ride along by using these 5 ways to combat passive-aggressive behavior.

    Check your emotions and ask why. Why are some folks passive-aggressive? To deflect feelings of inadequacy? To make you act out their anger? To manipulate? Remember, a snarky comment is their way to make you defensive. Don’t go there. Be neutral and professional. Don’t give the passive-aggressive person satisfaction and they will seek other prey. Instead, calmly ask, “why did you say volunteer Ann is always late, and then you rolled your eyes. If this is a problem, I need to know so I can address it.”

    Don’t strike back. Emails are like theme parks for passive-aggressive people. If an obviously unreasonable email request for volunteers is copied to department heads and meant to bait you, reply with a cool, unruffled, “Thank you for your confidence in the volunteer department. It is our goal to provide the very best volunteers for each request and to treat our clients with the respect and professional service they deserve. I will keep you posted on our progress.” The passive aggressive staff member is goading you into complaining that the request is unreasonable, so get out of line for that ride.

    Prove it. When a staff member complains, “it always takes forever to get a volunteer,” reply with, “Please give me examples of requests that were not met on time. Without specifics, I really cannot make improvements and it is my job to continually improve volunteer services. So, what are those examples?” Broad statements without factual backup are g-force coasters to passive aggressive staff. Make them give you examples you can work with. Arm yourself with your Excalibur Sword-like phrase and wield it with might such as, “Our volunteer program is committed to our mission, therefore….”

    Deflect unwarranted blame in a professional way. Called out in a meeting because a staff member did not get something done and they want to blame lack of volunteers? Ugh, the roller coaster that plunges into a dark tunnel. Pick the right moment to stand up and say, “With a day’s notice, we provided 3 outstanding volunteers. I would like to take this opportunity to reiterate that volunteer services takes pride in supplying the right volunteers for all requests. The sooner we get a request, the more time we have to engage our volunteers.  Last minute requests will be treated with high importance, but often we have more than one last minute request.” Don’t get into finger-pointing but take the opportunity to educate staff on how to request volunteers.

    Counter with the positive. Negativity is the passive-aggressive track of choice so counter with positive stats, stories and mission supporting evidence. Flip the narrative; say, “did you know that last month our volunteers donated a staggering 850 hours which is more than having an extra 5 full time staff?” Or, “last week alone, our volunteers served 300 meals, impacting 80 families in our community?” Or, “because our 4 volunteers came in last minute to help with the event, our mission was able to reach 200 influential community leaders.”

    While roller coasters are meant to be fun, a passive-aggressive roller coaster is meant to derail your positive work. Don’t get on one.

    -Meridian

    this post is an update from 5 ways to get off the passive aggressive roller coaster.

  • Burning Out? Take On More Work! Wait, What?

    Photo by Pixabay on Pexels.com

    Volunteer managers: We are a sick bunch, aren’t we? We cry during the movie “Ghostbusters” because we feel bad for the ghosts. We stop and get out of our car to shooo a squirrel across the street even though he looks at us like, “hey, I’m walking here, crazy human.” We smile through pain and wonder how we can be better. Sigh. But no, I’m not suggesting using toilet paper to hastily scribble a “things to do list” with that pen tucked behind your ear while you’re..well you get the idea.

    Jeez Louise, what extra work can help then, if I don’t mean staying late and spot checking those packets the new volunteer, Kira put together, because, frankly you don’t trust that she did them perfectly and mainly because you’re so tired of hearing that little huff sound from the events planner when she speaks of volunteers?

    Burnout can occur when we feel like we’re not in control. Requests are pouring in from all departments. Volunteers need additional training. Recruitment has been spotty lately. There’s that volunteer that “needs a good talking to,” according to the director of operations. It’s overwhelming.

    Some things we can ignore or put on the back burner, but they don’t go away, not completely. No, they are still there. That stuff rattles around in our heads along with things like forgetting to give back the dollar a staff member hastily gave you the day when the snack machine ate your money and you started pounding the life out of it.

    So why take on more? The key here is to infuse yourself with an emotion other than the one that is crushing your spirit. The key is to be in control of something, something that lifts you up, that sparks your creativity, that gives you satisfaction. Something you own.

    I’m convinced that one of the main reasons I stayed in this profession so long was the freedom to create something (and honestly, nobody gave me that freedom, I just took it). For me, volunteer management sometimes felt like trudging down a long, dark alleyway that eventually opened up onto a fertile plot of ground. I could see the fruits of possibilities taking root there: The trees, the flowers, and heck, sometimes the giant fountain of playful dolphins spurting water in all colors (if I had a really ambitious project in mind).

    Creating a project that reflects your creativity, your passion, your idea of wonder injects hope into your veins. Just go to Disney World with a small child and look into their face. Magic does exist. We just need to find it in something we can call our own. We need to find it when we’re frustrated we can’t place highly skilled volunteers because there’s no pre-designed role for them. We need to find it when we see the possibilities our volunteers can offer our clients to make their lives better. We need to find it when our volunteers want to do more. We need to find it when the daily grind wears us down.

    I recall the rush of emotions at the implementation of new projects. I felt terror, anxiety and doubt. But more than anything, I was exhilarated. And that exhilaration allowed me to view all my other duties in a different light. The mundane or challenging duties lost their power to crush me. And in my new mindset, I was able to find creative solutions to challenges that previously wore me down.

    Successful projects you’ve created give you a new perspective, one in which you are a capable leader. Instead of waiting for some miracle day when everyone recognizes all your hard work, take it upon yourself to show how capable you are. How innovative you are. How committed and talented you are. Don’t wait for overwhelmed staff to give you this boost. Give it to yourself.

    Because feeling like we’re not in control leads to burnout. All those mundane duties rattling around in our heads drag us down. But you know what else drags us down? Knowing, and I mean really knowing that a project, or a new way of engaging volunteers would work wondrously and then not doing anything about it. That’s the most soul crushing of all.

    Sometimes, (not always-I’ve had a few projects fall flat but I learned from them and started another, better one) a new project, one you own with your passionate heart and creative soul can help put that wonderment back into your life.

    It’s ironic. More work = less burnout? Our best hope for encouragement = us?

    Yeah, we may be a sick bunch. Wired a little differently. We lift up everyone else. Let’s lift up ourselves. Let’s take control.

    -Meridian

  • Are we, #LoVols like some kind of life lessons gurus?

    Photo by Pixabay on Pexels.com

    Pssssst. Guess what? We, leaders of volunteers (through no fault of our own, or wait, let’s be real here. We never even asked for this..) possess an enviable set of life skills.

    Hmmmm. So I’m thinking, maybe to offset our low wages, we should develop an immersion self-help class by charging people to come manage volunteers with us for a week. Like a “boot camp.” I can see the ad now: “Volunteer Manager Life Lessons Boot Camp-Volunteer Now For a Boot in Your Psyche.”

    What life lessons should we advertise on the pamphlet? You know, the life skills that people want and we developed (mainly out of survival mode but we won’t mention that) through managing volunteers. Just how exactly does volunteer management prepare us for a productive life?

    1. Volunteer management (VM) forces you to confront the status-quo: You will learn to rely on your own expertise and your creativity to navigate a job that is more complex than you could ever have imagined and were never told when you applied (mainly because the person interviewing you probably didn’t know either).
    2. VM shows you how to live without envy and look at the world in terms of concepts bigger than your ego: You will learn to experience personal gratification from others’ successes and take pride in seeing others soar. You will honestly begin to experience a profound shift (almost zen-like) in the way you view the world.
    3. VM teaches patience and persistence: You will learn that amazing projects take a long, long, long time and an unbelievable amount of hard work, even though people may want results immediately. You will learn to see the interconnections that make projects work and develop an intuitive eye for creating lasting results.   
    4. VM teaches you that not everything is as it appears: You will learn that every circumstance is unique and can surprise, delight and sometimes disappoint you, but won’t deter you from being optimistic. You will learn to probe deeply into people’s motivations for the keys to being prepared.   
    5. VM teaches you that people are complex, amazing creatures: You will learn to love getting to know people, to hear their stories and to immerse yourself in their life’s ambitions, disappointments and triumphs, because you realize this is what makes you human.
    6. VM teaches you that being a martyr is a waste of time: You will learn that as you become more proficient, people will expect more and more of you. But you will also learn that being a yes person prevents you from doing your best work.
    7. VM teaches you the necessity of remaining neutral: You will learn mad mediation skills and be able to resolve issues in a respectful, productive manner that honors your mission. These skills will solidify your confidence in becoming a leader who can keep personal emotions in check for the greater good.
    8. VM teaches you that real passion is infectious: You will learn how to use your inner enthusiasm to bring out the best in others. No phony “rah-rah” types here.
    9. VM teaches you efficient critical thinking: You will learn to analyze situations and resolve problems quickly. Your busy schedule will force you to become hyper-efficient.
    10. VM teaches you that you are more: You will quickly dig deep within and find that you are stronger, better and more capable than you could ever have imagined. You are more.

    And this is just the “Volunteer Manager Life Lessons Boot Camp” beginner’s class.

    Imagine what the advanced class could offer.

    -Meridian

    this is updated from 10 ways volunteer management prepares you for life from way back.