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"Volunteerism 2.0: Involving Highly Skilled Volunteers in Your Organization" presented by Stacy Baker from the Institute of Conservation Leadership. …

"Volunteerism 2.0: Involving Highly Skilled Volunteers in Your Organization" presented by Stacy Baker from the Institute of Conservation Leadership.

Additional volunteerism report available at https://www.icl.org/resources/publications/volunteerism-20-skilled-volunteers-bring-new-talent-organizations

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  • 1. Volunteerism 2.0: Involving Highly Skilled Volunteers in Your Organization Ohio Clean Water Conference August 6, 2011 g , Stacy Baker, MSEd Program Associate g Institute for Conservation Leadership www.icl.org stacy@icl.org (301) 270 2904 270-2904ICL─ Strengthening Leaders, Organizations, and Networks that Protect Our Earth
  • 2. Session Goals: Discuss trends and research on volunteerism Know what distinguishes “Volunteerism 2.0” Identify opportunities and next steps for your organizationwww.icl.org
  • 3. TrendsCivic engagement/volunteerism is one oftop nonprofit trends(Issues of Convergence,James Irvine Foundation, 2009)Economy = more peoplein the volunteer poolGrowth and appeal ofG th d l fgreen collar jobs
  • 4. New Ways of VolunteeringEpisodicAffinity groupOutcome focusedO t f dVirtually
  • 5. TrendsA generational shift is occurring
  • 6. Trends31% of incomingfreshman stated therewas a “very goodchance” they wouldvolunteer while incollege (17% in 1990)(Higher Education Research Instituteof UCLA, January 2010)
  • 7. TrendsMillions of educatedbaby boomers lookingfor meaningful newways to use theirtalents
  • 8. Skilled volunteers cancontribute at a high level$ ib hi h l l$
  • 9. New Generation EnergyHigh-level volunteersHi h l l l twith real job titles“Marketing & Publicity MarketingCoordinator”Teams providechallenge & socialbenefit(TCC Group, 2009)
  • 10. Skilled Volunteers: What We KnowThey stick around.74% of volunteers doingprofessional or management f i l tactivities continue the nextyyear, compared to 53% of p“general labor” ortransportation volunteers.(Corporation for National andCommunity Service, 2009)
  • 11. Skilled Volunteers: What We KnowWere not using themenough.Only 6% of nonprofit leaderssay they are effective atbalancing skilled and unskilledvolunteers.(TCC Group, 2009)
  • 12. Are we offering stimulating work?Can we compete withwhat else they wouldbe doing?
  • 13. Where do non volunteers spend their time? non-volunteers People who dont volunteer watch hundreds more hours of TV per year year. “The New Volunteer Workforce,” Eisner et. al, Stanford Social Innovation Review, Winter 2009.
  • 14. What Is Volunteerism 2.0? Volunteerism 1.0 Volunteerism 2.0Volunteer Low-skill High-skill, professionalWorkW k “Nice to d ” “Ni t do” work k Mission iti l Mi i critical work k Often repetitive events or activities Often intensive in a shorter-period of time Supports staff Works side-by side with staff Spells out tasks Challenges to solve or innovate Recognition in newsletters and at Recognition outside the organization, career banquets b t development & networking d l t t kiVolunteers Trusts organizations Trusts results Altruistic Expects mutual benefit p More individual activity More social, family, or group activity More long-term More episodicOrganizational “Add on” resource Planned resourceapproach to ht Left t h L ft to chance Managed as a core strategy M d t tVolunteers Structured roles Flexible roles, while strategic Sharp volunteer-staff line Few boundaries on volunteer roles Viewed as free labor Viewed as donors of talent Only involved in a few areas Involved as an integral part of the culture Championed by individuals Ch i d b i di id l Championed by top staff and the b d Ch i db t t ff d th board
  • 15. DiscussionIN PAIRS or TRIOS: How does your organizations current use of volunteers relate to these trends?
  • 16. Key Characteristics of V l Volunteerism 2 0 i 2.0Mission critical workHigh skillPlanned resourcePl dVolunteers as donors of talentStaff – volunteer partnershipOutcome oriented
  • 17. Volunteerism 2.0Working For Working Against
  • 18. Sounds good, but…Are you trying to replace my job…?If a volunteer can do it, will my job be lessvalued…? a uedI’m already overworked…volunteers are extra!Volunteers take too long to train then they train,leave…Volunteers don’t show up… don t
  • 19. What Do I Do about Staff Resistance?Cultivate and share a success storyConvene staff or management team to gidentify concernsDiscuss assumptions about volunteerswith staff
  • 20. Address ConcernsConcern: Address: Volunteers don’t Agreement and s o show up p ocess o e process for reminding d g plus back-upConcern: Address: Not worth time and Try a p ; objectively y pilot; j y effort measure
  • 21. Your Next StepsHow will you apply these ideas in yourorganization?Action Plans
  • 22. Upcoming ICL Programs Leading From Within g (5 month Signature Intensive Program) Oct. 2011 – Mar. 2012 – Apply by: Aug.12 eDollars – Fall Session, Aug. 25 – Oct. 13 (Distance Learning—Plus!) Leading Coalitions and Networks, Sept. 28 – Nov. 9 (Distance Learning—Plus!)Tuition assistance, custom workshops and other capacity building support available to Ohio groups, thanks to an ICL grant from the George Gund Foundation. 22