Extreme Makeover: Transforming Your Volunteer Engagement Efforts

Transcription

1 Extreme Makeover: Transforming Your Volunteer Engagement Efforts Agency Facilitator: Nikki Russell United Way of King County Volunteer Initiatives Manager

2 A little about your presenter Nikki Russell, CVA Volunteer Initiatives Manager United Way of King County, Seattle 18 years in the field A differently employed Anthropologist ( : Chair, VAN Steering Committee VP of Marketing, Association of Leaders in Volunteer Engagement (AL!VE) Board Member, Council for Certification of Volunteer Administrators (CCVA)

3 Getting to Know You Small Group: Name Organization Position Why you re here

4 The Keys to Transformation Imagine what could be Examine what is Design what will be

5 Your current volunteer involvement efforts How are you currently engaging volunteers? Are you effectively harnessing your volunteer skills and talents? Can you do more to leverage volunteer time, talent, and skills to accomplish your mission

6 Volunteers are Vital, Right? Volunteer involvement is a core strategic function for achieving the social mission of the organization

7 Are We Getting Results? What is the bottom line for our organizations and the service sector? Positive Impact It takes more than just a desire to make a difference. The Center for Volunteer Innovation, The Volunteer Enterprise: Building Capacity for Civic Engagement, National Human Services Assembly,

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9 Houston We have a problem 1/3 Volunteers stop volunteering 38 Billion in lost labor Volunteer Management Capacity Study, 2003

10 Volunteer engagement efforts are dreadfully under-resourced 1/4 Only 1 in 4 Nonprofits effectively manages volunteer resources

11 21 st Century Volunteerism National Call to Service Schools Diversity

12 A new and different world Engagement Cultivation Negotiation Support Impact

13 Shift Management Paradigm Position-centered Management Volunteer management Recruitment Placement Supervision Tracking hours Recognition Person-centered Engagement Volunteer Engagement Cultivation Negotiation & Agreement Support Measuring results Acknowledgement

14 Rethink Work Roles Assign appropriate tasks Support and Train Volunteers Create bonding experiences Be Strategic Use new technology The New Volunteer Workforce, The Stanford Innovation Review, Winter 2009

15 Do Our Volunteer Engagement Efforts Need an Extreme Makeover?

16 Fixer Upper? Simple remodel? Are there structural Issues? Vacant lot? Just needs some curb appeal? Derelict - Demolition required?

17 Wrecking Ball Required?

18 Share

19 What Does it Take? A vision A plan to get it done, The tools and resources including people resources to implement the plan. A Strategic Volunteer Engagement Plan - Your Blueprint for Success!

20 Clarifies thinking Provides focus Guides decisions Aligns your people What is Strategy? Strategy helps you clarify how you will fulfill your mission and vision

21 Strategic Plan Soul Aspirations and values Strategy Your Game Plan Scorecard Scorecard

22 Seeing Potential

23 Leveraging Volunteers Teen Feed (Volunteer Impact Program Participant) Volunteer Position: Meals Team Volunteer We saw a nearly 20 percent increase in meals served in 2010, but more importantly, youth who eat at Teen Feed interact with more skilled volunteers who want to be talking to them and want to have a therapeutic interaction. We staff five to eight "advocates" each night who serve as relationship builders for homeless youth. VIP completely changed the game for us here at Teen Feed.

24 The steps to your makeover or transformation and then some Dream Getting to yes! Assess What s real right now? Design How will you build it? Got Strategy? Implement Build it!

25 It Starts With a Dream What s Yours?

26 Assess (your home inspection) Are you ready? Is your foundation sound? Infrastructure? Resources? What s the market like? What s trending?

27 Are You Ready? Does Your Organization Have the: Commitment Competency Capacity to engage volunteers for impact Betty Stallings-

28 Commitment a commitment to support creative engagement of volunteers at all levels of the organization.

29 Staff and volunteers are competent Competency

30 Capacity Building, resourcing and maintaining sounds systems, processes and procedures that support strategic engagement

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

32 Are You Market Ready? Are you adapting to 21 st Century Reality?

33 Let s Take a Look

34 Design Time You are the architect!

35 Eradicate Magical Thinking!

36 Your Blueprint for Success Mission and Vision + Strategy Volunteer Involvement Strategy Volunteer Roles Systems, processes, Resources Staffing and support

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

38 Set Goals and Objectives Write them down and review often! Few in number Keep em SMART: Specific Measurable Actionable (Attainable) Realistic (Relevant) Time-bound

39 Define Action Steps Who needs to do what and when? What needs to happen to achieve goal? Tools and resources Action steps When does it need to happen? Who is going to do it?

40 Build It!

41 Take Action! Small Group Brainstorm: Identify 3 Action Steps A dream becomes a goal when action is taken toward achieving it

42 Review: steps to transformation Dream Getting to yes! Assess What s real right now? Design How will you build it? Got Strategy? Implement Build it!

43 Hungry For More? Sign up for United Way of King County s VM Training announcements Follow VAN s blog, Facebook, Linked In Where to find me: Nikki Russell United Way of King County Volunteer Initiatives Manager nrussell@uwkc.org

44 Extreme Makeover Workshop Handouts June 25, 2012 Workshop Presenter: Nikki Russell Volunteer Initiatives Manager, United Way of King County Exploring Opportunity: Think about your current volunteer involvement efforts: 1. How are you currently utilizing volunteers in your organization? 2. How effectively are you harnessing your volunteer skills and talents? 3. Can you do more to leverage volunteer time, talent, and skills to accomplish your mission? What s Your Issue? Got any leaky pipes? Only 1 in 4 charities effectively manages volunteer resources- Volunteer Management Capacity Study, 2003 What makeover image did you choose? Seeing Potential: A Vision for Volunteer Engagement Think 21 st Century Old School Outside of the box: Opportunities for Leveraging Engagement Capitalize on Volunteer Talent Rethink Work Roles Assign appropriate tasks Support and Train Volunteers Create bonding experiences Develop strategic plans Use new technology

45 Assess: your home inspection Organizational Readiness Marketing/ Recruitment Does Your Organization Have the: Screening/ Placement Commitment Guided by mission & strategic plan Volunteer Involvement Strategy Orientation/ Training Competency Evaluation Supervision/ Recognition Capacity Resources, sound systems, processes and procedures that support strategic engagement Take Action What steps will you take to better leverage your volunteer time and talent? Page

46 Mini Assessment: Volunteer Resource Management Instructions: Successful involvement of volunteers requires the basic components listed below. Please complete this assessment to help us identify the strengths and weaknesses of our volunteer involvement efforts. Organizational Support and Readiness 1. Written statement of philosophy related to volunteer involvement 2. Sufficient resources, budget, staff, space and equipment allocated for volunteer involvement. 3. Designated volunteer resources manager is included in top-level planning 4. Staff and board leadership trained to work effectively with volunteers 5. Volunteers are integrated at all levels or within all units of the organization Comments Essential Elements of Volunteer Engagement Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant Planning for Engagement Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant 6. Volunteer assignments are aligned with organizational priorities and outcomes 7. Organizational budget reflects expenses related to volunteer involvement 8. Assessments to determine how volunteers should be involved with the organization 9. Periodic risk management assessment related to volunteer roles 10. Liability insurance coverage for volunteers Comments Effective Recruitment and Cultivation Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant 11. Written position descriptions for all volunteer assignments 12. Volunteer assignments are designed for a wide range of skills and interests 13. Specific strategies developed for ongoing volunteer recruitment and cultivation Comments

47 Mini Assessment: Volunteer Resource Management Onboarding (Screening, Placement, Orientation and Training) 14. Standardized screening procedures to determine appropriate placement of volunteers Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant 15. Consistent general orientation for all volunteers 16. Consistent training is provided to all volunteers Comments Supervision and Support Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant 17. Designated supervisors for all volunteer roles 18. Written policies and procedures for volunteer involvement 19. Periodic assessments of volunteer performance 20. Consistent activities for recognizing volunteer contributions Comments Record Keeping and Evaluation 21. Maintain accurate records on volunteers and collect information on volunteer involvement Not currently being done Somewhat in place Being done to a large degree Not applicable or relevant 22. Results of volunteer involvement is measured and regularly shared with stakeholders 23. Volunteer feedback and input actively solicited 24. Periodic Assessment of volunteer assignments to ensure alignment with organizational priorities 25. Periodic assessments of staff support for volunteers Comments (Adapted from: A Guide to Investing in Volunteer Resources Management: Improve Your Philanthropic Portfolio,)