Managing Volunteers


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Managing Volunteers

  1. 1. In  the  Name  of  God,  Most  Gracious,  Most  Merciful   MANAGING  VOLUNTEERS   Necva  Ozgur    M.Ed.   MERIT   Muslim  Educators’  Resource,  InformaDon  &  Training  Center               
  4. 4. Between  September  2006  to  September  2007:   •  60.8  million  people  volunteered  in  the  United  States   •  This  amounts    to  26.2%  of  the  en@re  popula@on  of   the  U.S.   Among  these  volunteers:   •  29.3  %  were  women   •  22.9%  were  men   Age  Range  of  Volunteers:   •  30%  of  these  volunteers  were  between  ages    35-­‐54   •  17%  of  these  volunteers  were  in  their  early  20’s      
  5. 5. RECONNECT  THE  DIVIDED  WORLD   •  The  problems  faced  in  today’s  world  are  shared  by  all  of  us:   •  Pollu@on   •  Poverty   •  Crime   •  Hunger   •  Diseases   •  When  one  part  of  world  is  sick,  it  eventually  impacts  the  rest  of  us   •  Volunteering  allows  people  to  reach  out  and  connect  with  a  common   mission  of  finding  solu@ons  to  these  problems,  amongst  others.    
  6. 6. A  BILL  OF  RIGHTS  FOR  VOLUNTEERS   Every  volunteer  has:   1.  The  right  to  be  treated  as  a  co-­‐worker   2.  The  right  to  a  suitable  assignment   3.  The  right  to  know  as  much  about  the   organiza@on  as  everyone  else   4.  The  right  to  obtain  training  for  the  job  
  7. 7. A  BILL  OF  RIGHTS  FOR  VOLUNTEERS   6.  The  right  to  sound  guidance  and  direc@on   7.  The  right  to  a  decent  designated  place  to  work   8.  The  right  to  enhance  skills  and  knowledge   9.  The  right  to  be  heard   10. The  right  to  recogni@on  
  8. 8. VOLUNTEERS  ARE  AN  IMPORTANT   PART  OF  AMERICAN  LIFE   •  Many  nonprofit  organiza@ons  are  completely   staffed  by  volunteers  (75%)   •  If  all  volunteers  were  to  walk  out  tomorrow,  as  in   a  Na@onal  Volunteer  Strike,  many  of  our  most   important  social  ins@tu@ons  would  either  close  or   be  forced  to  drama@cally  reduce  services.  
  9. 9. WHERE  DO  VOLUNTEERS  SERVE  ?   • Health  and  Human  Services   • Faith-­‐based  groups   • Schools   • Workplace   • Environment  &  Animal  Welfare   • Government   • Arts  
  10. 10. WHERE  DO  VOLUNTEERS  SERVE?   • Poli@cal  Campaigns   • Board  of  Directors   • Professional  Organiza@ons   • Homeowners  Associa@ons   • Spor@ng  Events   • Disaster  Response  and  Recovery  
  11. 11. WHY  DO  YOU  VOLUNTEER  ?   1.   2.   3.   4.   5.   6.   7.   8.  
  12. 12. WHY  PEOPLE  VOLUNTEER    To  help  others    To  give  back  to  the  community    School  requirement    Corporate  culture    Peer  pressure    To  meet  new  people      To  learn  new  skills      To  feel/be  needed  
  13. 13. WHY  PEOPLE  VOLUNTEER    To  influence  others    To  add  to  their  resume    To  impress  people    To  Network    To  be  role  models    To  deal  with  their  own  losses    To  change  the  world    To  win  public  recogni@on    To  make  a  difference  
  14. 14. PEOPLE  VOLUNTEER  FOR  MANY   REASONS   •  Good  volunteer  management  is  matching  the  right   people  to  the  right  job.   •  Gefng  to  know  your  volunteers  as  individuals  is  key   to  understanding  what  they  want  to  get  out  of  their   volunteer  experience.   •  Understand  your  volunteers’  mo@va@ons,  whether   they  are  about  people,  achievements,  or  power  you   will  have  a  much  beher  chance  of  giving  them  a   meaningful  assignment,  and  retaining  them.  
  15. 15. A  FOUR-­‐GOAL  ASSESSMENT   1.  Determine  the  current  level  of  volunteer   involvement.   2.  Determine  your  poten@al  for  increasing  volunteer   involvement.   3.  Iden@fy  which  components  of  your  program  need   to  be  enhanced  or  developed.   4.  Adopt  an  ac@on  plan  with  @meline  for   implementa@on.  
  16. 16. VOLUNTEER  INFRASTRUCTURE  INVENTORY   1.  Does  our  volunteer  program  have  its  own  mission   statement  that  explains  why  volunteers  are  an  integral   part  of  your  organiza@on?   2.  Have  we  set  goals  for  what  volunteers  will  try  to   accomplish?   3.  Do  we  have  a  volunteer  recruitment  plan?   4.  Do  we  have  an  applica@on  for  prospec@ve  volunteers  to   complete?   5.  Do  all  of  our  new  volunteers  ahend  an  orienta@on  to   learn  more  about  our  organiza@on  and  the  role  of   volunteers?  
  17. 17. VOLUNTEER  INFRASTRUCTURE   INVENTORY   6.  Do  we  have  wrihen  job  descrip@ons  for  each  volunteer  func@on?   7.  Have  we  prepared  employees  to  work  effec@vely  with  volunteers?   8.  Is  each  volunteer  assigned  a  supervisor  to  ensure  accountability?   9.  Do  we  have  a  wrihen  policy  on  confiden@ality?   10.  Do  we  have  a  policy  manual  wrihen  down  and  given  to   volunteers?  
  18. 18. VOLUNTEER  INFRASTRUCTURE  INVENTORY   11.  Do  volunteers  have  @me  sheets  so  they  can  track  their   hours?   12.  Do  volunteers  who  work  on-­‐site  have  a  personal  work   space?   13.  Depending  on  the  volunteer  posi@on,  do  we  provide   appropriate  training?   14.  Do  we  have  a  database  to  keep  track  of  our  volunteers?   15.  Do  we  have  individual  personnel  files  for  volunteers  to   keep  important  documents?  
  19. 19. VOLUNTEER  INFRASTRUCTURE   INVENTORY   11.  Do  we  provide  annual  evalua@ons  for  each  of  our  volunteers?   12.  Are  staff  who  supervise  other  volunteers  given  a  training  on  how   to  be  a  beher  supervisor?   13.  Do  we  show  apprecia@on  to  our  volunteers  on  an  ongoing  basis?   14.  Do  we  have  an  annual  event  to  honor  volunteers?   15.  Are  volunteers  who  leave  given  an  exit  interview?  
  20. 20. VOLUNTEER  ORIENTATION   •  A  good  orienta@on  is  about  giving  new   volunteers  a  thorough  overview  of  your   organiza@on  and  their  role  in  achieving  your   mission.   •  It  also  builds  a  sense  of  community  for  new   volunteers  who  all  begin  their  journey   together  at  the  same  orienta@on.  
  21. 21. ORIENTATION  AGENDA    When  planning  your  orienta@on  agenda,  focus  on  the   following  5  areas:   1.  Welcome  &  Introduc@on   2.  The  Cause   3.  The  Organiza@on   4.  The  Volunteer  Program   5.  The  Conclusion  
  22. 22. ORIENTATION  AS  A  SCREENING  TOOL   Things  to  look  for:   •  Were  they  on  @me  for  orienta@on?   •  How  were  their  communica@on  skills  with  other  people  in  the  room?   •  Did  they  ask  good  follow-­‐up  ques@ons?   •  Did  they  try  to  dominate  the  presenta@on?   •  Did  they  appear  unmo@vated  and  uninvolved?   •  Did  they  reaffirm,  through  words  or  body  language,  their  commitment   to  your  cause?  
  23. 23. FROM  ORIENTATION  TO  TRAINING   •  While  an  orienta@on  provides  people  with  all  the   background  informa@on  they  need  to  be   successful  in  your  organiza@on,  training  gives   them  the  informa@on  and  skills  they  need  to  be   successful  doing  their  job.   •  One  of  the  quickest  ways  to  lose  volunteers  is  to   throw  them  into  a  situa@on  with  no  training  and   expect  them  to  magically  understand  what  needs   to  be  done  and  how  to  do  it.  
  24. 24. HOW  ADULTS  LEARN   ANDRAGOGY   1.  Adults  have  a  clearer  sense  of  their  own  selves,  and  want  to  feel  like   they  are  ac@ve  par@cipants  in  the  training  process.   2.  Adults  bring  life  experience  to  the  classroom.   3.  Adults  are  ready  to  learn  prac@cal  things.   4.  As  people  mature,  they  change  how  they  approach  learning  from  just   acquiring  knowledge  about  a  subject  to  problem  solving  skills.   5.  As  people  mature,  their  desire  to  learn  things  becomes  an  internal   mo@va@on.  
  25. 25. DIFFERENT  WAYS  OF  LEARNING   •  Visual  Learners:  See  it   •  Auditory  Learners:  Hear  it   •  Kinesthe@c  Learners:  Experience  it  
  26. 26. PROFESSIONAL  DEVELOPMENT  FOR   VOLUNTEERS   •  Professional  development  is  one  of  the  key  reten@on   strategies  that  employers  use  to  keep  paid  staff   mo@vated.     •  It  works  great  for  volunteers,  too!   •  When  developing  your  training,  be  sure  to  think  of   ongoing  training  opportuni@es  for  volunteers  that   enhance  their  skills,  keep  them  connected,  and  lead  to   promo@ons  with  increased  responsibili@es  and   pres@ge.  
  27. 27. MANAGE  THE  FLAKE  FACTOR   •  99%  of  the  @me  people  who  commit  to  volunteering  for  an   organiza@on  do  so  with  the  best  of  inten@ons.     •  However,  only  10-­‐15%  become  effec@ve  volunteers.  Here  are   some  of  the  reasons:   –  It  just  wasn’t  the  right  posi@on.   –  The  volunteer  job  descrip@on  didn’t  accurately  describe  the   du@es.   –  The  volunteer  got  sick,  or  was  stuck  in  traffic,  or  had  his  car   stolen  or  had  family  problems.  
  28. 28. UNDERSTAND  DIFFERENT   GENERATIONS   •  The  Greatest  Genera+on:  Born  between  1910-­‐1930.  This  group  of   people  lived  through  the  Great  depression  and  then  went  to  WWII.   •  The  Silent  Genera+on:  Born  between  1931-­‐1945.  This  post-­‐war   genera@on  is  known  as  one  of  the  most  cau@ous  people,  embarking   on  a  new  world  with  confusion  around  changing  roles.   •  The  Baby  Boomers:  Born  between  1946-­‐1964.  This  genera@on   benefited  from  the  economic  prosperity  of  the  post-­‐WWII  economy   and    educa@onal  opportuni@es.   •  Genera+on  X:  Born  between  1965-­‐1980.  This  genera@on  is   concerned  more  with  consumerism  than  with  ac@vism.     •  Genera+on  Y  (Millennial):  Born  between  1981-­‐2000.  They  tend  to   see  volunteering  as  an  important  social  obliga@on.    
  29. 29. HOW  DIFFERENT  GENERATIONS   WORK  TOGETHER   •  Invite  volunteers  who  represent  the  different  genera@ons  to   discuss  their  life  experiences  and  how  they  view   volunteering.   •  If  a  conflict  arises  between  two  individuals  from  different   genera@ons,  talk  to  them  individually  and  ask  them  to  view   the  experience  through  the  other  person’s  eyes.   •  Make  sure  your  promo@onal  materials  show  different   genera@ons  working  together.   •  Encourage  younger  volunteers  to  be  sensi@ve  to  some  of   the  common  aspects  of  aging,  such  as  hearing  loss,   decreased  vision  and    memory  lapses.  
  30. 30. HOW  DIFFERENT  GENERATIONS   WORK  TOGETHER     •  Encourage  older  volunteers  to  be  pa@ent  with  younger   people,  to  remember  what  it  was  like  to  get  stressed   out  by  lihle  things,  or  be  short  fused.   •  When  people  complain,  listen  ahen@vely  and   acknowledge  their  frustra@ons.  Even  if  there  is  nothing   that  can  be  done,  people  will  feel  beher  knowing   they’ve  been  heard.   •  Encourage  skill  sharing  outside  of  your  organiza@on,   with  volunteers  offering  training  to  other  volunteers   around  technology,  hobbies,  and  general  life  skills.  
  31. 31. WHY  PEOPLE  SABOTAGE  VOLUNTEERS   •  The  crisis  of  the  control  freak   •  “It  is  easier  to  do  it  myself”   •  “You  want  my  job”   •  “I  am  too  busy”   •  Confiden@ality  
  32. 32. MANAGING  DIFFICULT   PERSONALITIES   •  Approximately  98%  of  volunteers  are  truly  remarkable.   Even  if  they  have  some    challenges  they  always  come   through  with  the  spirit  of  working  together.   •  The  other  2%,  the  ones  who  constantly  complain,  show   up  late,  break  the  rules,  gossip  constantly,  harass  other   people,    and  think  they  know  all  the  answers.   •  This  2%  usually  takes  up  more  than  50%  of  your  @me   and  irritates  other  volunteers  
  33. 33. THE  EIGHT  MOST  COMMON  DIFFICULT   BEHAVIORS   1.  THE  KNOW-­‐IT-­‐ALLS   •  They  can  tell  you  within  a  few  hours  what’s  not   working  and  how  things  should  be  done.   •  Don’t  ignore  this  behavior;  it  only  gets  worse  with   @me.  You  might  say:   •  “Thank  you,  that’s  an  interes@ng  idea.  Now  let’s  go   around  the  room  and  see  if  people  have  any  other   opinions  or  sugges@ons.”  
  34. 34. 2.  THE  SABOTEURS   •  Saboteurs  feel  best  when  something  fails.   They  begin  to  undermine  other  people’s   efforts,  miss  deadlines,  do  sloppy  work,  and   make  promises  that  they  never  intend  to   honor.   •  The  best  way  to  to  deal  with  saboteurs  is  to   make  the  decision  to  release  them  from  your   organiza@on  in  the  first  place.  
  35. 35. 3.  THE  GOSSIPS   •  These  volunteers  thrive  on  spreading  rumors  about  others.   •  They  par@cularly  enjoy  it  when  an  organiza@on  is  in  upheaval  and   going  through  changes.   •  They  usually  start  their  gossip  with,  “  Did  you  hear  about…?”   •  Stop  gossipers  in  their  tracks  by  making  sure  informa@on  flows   freely  from  your  office.  Keep  volunteers  informed  about  changes  in   policies,  personnel,  and  situa@ons  that  may  impact  their  service.   •  Another  op@on  is  to  ignore  the  gossip  completely.  People  who   gossip  do  so  to  get  a  reac@on  and  to  make  themselves  feel  more   important.  If  they  don’t  get  the  response  they  want,  they  usually   get  the  message  and  let  it  go.  
  36. 36. 4.  THE  RULE  BREAKERS   •  These  volunteers  think  that  rules  are  for   inexperienced  people.   •  They  tend  to  ignore  both  organiza@onal  policies   and  the  du@es  in  their  job  descrip@ons.   •  Rule  breakers  need  to  be  dealt  with  directly.     •  If  they  are  approached  discreetly,  directly,  and   with  mutual  respect,  they  usually  respond   posi@vely  to  correc@ve  measures.    
  37. 37. 5.  NEGATIVE  VOLUNTEERS   •  Nothing  is  ever  right  with  these  volunteers,  and  no  maher   what  you  do,  it  probably  “won’t  work.”   •  Be  careful  about  pufng  these  volunteers  in  public   posi@ons  where  they  are  the  sole  face  of  your   organiza@on.   •  Maintain  posi@vity  with  these  personali@es.  Listen  to  them   but  don’t  get  caught  up  in  their  nega@vity.     •  As  soon  as  they  start  playing  the  same  old  record,  focus  on   the  future  and  all  the  posi@ve  things  that  are  happening.  
  38. 38. 6.  THE  SOCIAL  CLIMBERS   •  As  a  volunteer,  a  social  climber  most  likely   cares  more  about  her  posi@on  and  what  it  can   do  for  her  status  than  she  does  for  your  cause.   •  Clear  job  descrip@ons  combined  with  clear   policies,  including  a  conflict-­‐of-­‐interest  policy   are  important  to  make  sure  these  volunteers   understand  the  limits  of  their  authority  and   don’t  jeopardize  the  integrity  of  your   organiza@on  for  their  own  benefit.  
  39. 39. 7.  THE  HARASSERS   •  Harassers  will  use  everything  in  their  power  to  get  their  way,      from  calling  people  at  home,  invading  personal  space,  to  actually   yelling.   •  They  are  quite  aggressive,  and  can  actually  in@midate  other  people   with  their  demands  or  threats.   •  The  kind  of  behavior  exhibited  by  harassers  should  never  be   tolerated.   •  At  the  first  sign  of  aggressive  behavior,  pull  the  volunteer  aside      and  explain  to  him/her  why  the  behavior  is  inappropriate.    
  40. 40. 8.  THE  PREJUDICED  PERSONALITIES   •  People  can  hold  prejudices  about  many  things:  race,   age,  na@onality,  gender,  social  status,  even  about  the   neighborhood  where  someone  was  born.   •  Make  sure  your  organiza@on  has  an  an@discrimina@on   policy  in  place  that  protects  both  your  program   recipients  and  your  volunteers.   •  Deal  with  it  directly  and  if  they  say  something  like  “It   was  just  a  joke.  What  is  the  big  deal?”  You  will  most   likely  have  to  explain  why  it  is  a  big  deal  and  why  their   volunteer  service  is  no  longer  needed.  
  41. 41. THE  LAST  RESORT:   YES,  YOU  CAN  FIRE  A  VOLUNTEER   •  Firing  a  volunteer  should  be  a  last  resort.     •  You  should  first  exhaust  all  other  possibili@es:   –  Talking  to  volunteers  about  the  problem/issues   –  Offering  alterna@ve  posi@ons  if  possible   –  Providing  addi@onal  training  
  42. 42. IF  YOU  NEED  TO  FIRE  A  VOLUNTEER:   1.  Make  sure  you  have  all  of  your  documenta@on  in  order  including  any   ahempts  you  made  to  offer  correc@ve  feedback  and  counsel  to  the  volunteer.   2.  Schedule  a  @me  to  meet  with  volunteer  face-­‐to-­‐face.  To  protect  yourself  from   any  false  claims,  it  is  best  to  have  a  second  person  with  you.   3.  Be  clear  and  direct  with  the  volunteer.  Explain  that  because  of  their  behavior,   they  are  being  terminated  as  a  volunteer.   4.  If  the  volunteer  has  access  to  any  of  the  organiza@on’s  property,  give  them  a   wrihen  leher  formally  asking  the  property  to  be  returned  within  24  hours.   5.  Be  professional  and  respecsul.  If  at  all  possible,  thank  the  volunteer  for  any   posi@ve  contribu@ons  they  may  have  made/wish  them  success  
  43. 43. 10  WAYS  TO  SAY  THANKS   1.  Get  name  badges  for  your  office  volunteers.   2.  Have  an  annual  “Design  a  Volunteer  T-­‐Shirt”  contest  and  use  the   winning  design  as  that  year’s  T-­‐shirt.   3.  Ask  a  local  company  to  pay  for  having  volunteer  T-­‐shirts  printed   in  exchange.   4.  Have  a  “Volunteer  of  the  Month”  sec@on  on  your  website  and   post  his/her  story  on  your  web  page  to  inspire  others.   5.  Schedule  a  monthly  potluck  for  volunteers.  
  44. 44. TEN  WAYS  TO  SAY  THANKS   6.  Write  a  leher  to  the  editor  of  your  local  newspaper  making  a  statement   of  gra@tude  to  all  of  your  volunteers.   7.  Publish  a  regular  newsleher  and  in  that  acknowledge    individual   volunteers  for  their  outstanding  performance.   8.  Plan  for  an  annual  recogni@on  party  to  bring  everyone  in  the   organiza@on  together  and  make  a  formal  statement  as  to  the  importance   of  volunteers.   9.  Annual  volunteer  apprecia@on  par@es  are  the  perfect  occasion  to  give   out  awards  to  volunteers  for  outstanding  individual  contribu@ons.   10.  If  your  budget  permits,  you  may  also  want  to  consider  handing  out  small   gits  that  honor  your  volunteers.  They  remind  the  volunteers  of  how   much  they  are  appreciated.    
  46. 46. PRESIDENT  OBAMA’S  CALL   •  President  Obama  has  called  for  “a  new  era  of  responsibility”,  a  call   to  service  for  all  Americans  to  help  meet  the  difficult  challenges  of   the  21st  century.     •  He  was  not  just  speaking  to  adults.     •  When  asked  why  he  and  his  wife,  Michelle,  included  their  young   daughters  in  their  volunteer  efforts,    helping  out  at  a  Chicago  food   pantry,  and  assis@ng  American  soldiers.     •  He  replied  that  he  wanted  the  girls  "to  learn  the  importance  of   how  fortunate  they  are  and  make  sure  they  are  giving  back.”   •  That  is  the  message  of  family  volunteering.  
  47. 47. •  Whether  you  have  five  minutes  or  five  hours  to  give,   •  Whether  you  have  an  infant  or  a  teen,   •  Whether  you  are  doing  well  or  only  barely  gefng  by,     •  In  these  tough  economic  @mes,  your  family  has  a   contribu@on  to  make.     •  In  the  process,  you’ll  be  teaching  your  children  that   compassion  mahers,  that  hope  is  alive,  and  that  every   one  of  us  must  be  part  of  the  change  we  want  to  see.  
  48. 48. MISSION    The  mission  of  “Doing  Good  Together”  is  to   inspire  and  help  families  volunteer.  
  49. 49. INSPIRE  KIDS  TO  CARE   •  In  a  culture  that  so  oten  appears  to  reward  materialism  and   greed,  volunteering  together  at  a  homeless  shelter,  crisis   nursery,  nature  preserve  or  animal  shelter  is  a  powerful  way   to  pass  on  the  values  of  caring,  compassion  and  social   responsibility  to  children.   •  Researchers  have  discovered  that  children  whose  parents   model  helping  behaviors  and  provide  opportuni@es  to   volunteer  are  more  likely  to  adopt  healthy  social  values  and   aftudes  and  to  help  others  when  they  grow  up.  
  50. 50. STRENGTHEN  FAMILIES     •  If  you  think  that  with  work,  school,  sports  and  chores,   your  family  doesn’t  have  @me  to  get  involved,  think   again.   •  The  @me  crunch  is  actually  a  great  reason  to  volunteer.   •  Serving  together  provides  a  posi@ve  way  for  family   members  to  spend  quality  @me  with  one  another,   brings  parents  and  children  closer  by  inspiring   important  conversa@ons  about  values.   •  It  encourages  posi@ves  aftudes  and  beliefs,  and  offers   the  git  of  intergenera@onal  connec@ons.  
  51. 51. BUILD  COMMUNITIES   •  When  families  volunteer  together,  communi@es   get  more  support  to  meet  cri@cal  community   needs,  such  as  cleaning  parks  or  delivering  meals.   •  Studies  indicate  that  children  who  volunteer  are   twice  as  likely  to  volunteer  as  adults  who  did  not.   •  When  parents  nurture  their  child’s  sense  of   compassion  and  commitment  toward  their   community,  we  build  a  beher  world  for  now  and   the  future.  
  52. 52. TEN  REASONS  TO  START  DOING  GOOD     1.  PEOPLE  CAN  SPEND  TIME  TOGETHER                It’s  a  chance  for  busy  parents  to  spend  @me   with  their  kids  while  giving  back  to  the   community.  
  53. 53.  2.  PASS  ON  KEY  VALUES    It  enables  parents  to  pass  on  key  values  to   their  children,  such  as  good  ci@zenship,   community  responsibility,  compassion  and   kindness.    
  54. 54. 3.  HELP  YOUR  KIDS  STAY     OUT  OF  TROUBLE    Studies  show  that  children  who  volunteer  just   one  hour  per  week  are  less  likely  than  other   kids  to  get  involved  in  destruc@ve  behaviors,   such  as  smoking  or  drug  and  alcohol  abuse.    Another  bonus:  Adults  who  volunteer  are   happier  and  healthier  than  those  who  do  not    
  55. 55. 4.  BRING  FAMILY  MEMBERS  CLOSER    It  brings  family  members  closer,  gets  you  all   talking  to  one  another,  and  can  spark   meaningful  discussions  about  important   personal  and  social  issues.    
  56. 56. 5.  VOLUNTEERING  MAKES  YOU   SMARTER    Hos@ng  a  foreign  student  can  teach  you  about   another  culture;  working  to  save  the  rainforest   can  teach  you  about  ecology.      Volunteering  also  teaches  you  lessons  in   responsibility  and  team  work.    
  57. 57. 6.  GRATITUDE  FOR  WHAT  WE  HAVE    Volunteering  makes  us  grateful  for  what  we   have,  especially  if  the  volunteer  job  involves   homeless  families,  lonely  seniors  or   hospitalized  children.      There’s  nothing  like  experiencing  other   situa@ons  to  put  our  own  problems  into   perspec@ve.    
  58. 58. 7.  VOLUNTEERING  BREEDS  A  GENERATION  OF   FUTURE  VOLUNTEERS    According  to  a  2002  report,  adults  who   volunteered  as  children  were  two  @mes  more   likely  to  be  involved  in  community  service  as   adults  who  didn’t.    
  59. 59. 8.  HELPS  CHILDREN  APPRECIATE     THEIR  TALENTS    Volunteering  helps  children  appreciate  their   own  talents,  gain  self-­‐confidence,  and  feel   good  about  making  a  contribu@on.  
  60. 60. 9.  HELPS  BREAK  DOWN  STEREOTYPES    Volunteering  helps  break  down  stereotypes  at   a  young  age,  and  teaches  greater  tolerance   and  understanding.      Through  volunteering,  children  oten  meet   people  from  diverse  cultural  backgrounds,   lifestyles,  ages,  and  income  levels.    
  61. 61. 10.  GIVING  IS  FUN!    There  can  be  great  joy  in  serving  others,   especially  when  you’re  doing  it  with  the  ones   you  love.    
  62. 62. RANDOM  ACTS  OF  KINDNESS    “What  wisdom  can  you  find  that  is  greater  than  kindness?”                                                  -­‐Jean  Jacques  Rousseau   •  Your  family  can  start  a  chain  of  kindness  beginning  with  one   generous  act.   •  Consider  including  these  acts  into  daily  prac@ce.     •  Promote  kindness  in  your  home,  school,  community  and   workplace.    
  63. 63. RANDOM  ACTS  OF  KINDNESS   •  Offer  your  mail  carrier  a  refreshing  drink,  a  kind  word,  or  a   thank  you  note.   •  Phone  or  e-­‐mail  someone  who  has  been  going  through  a   tough  @me,  just  to  let  them  know  you  care.   •  Pick  up  any  liher  you  see  as  you  go  through  the  day.   •  Leave  a  bouquet  of  flowers  on  someone’s  front  door  step.   •  Buy  a  balloon  bouquet  and  ask  the  nurses  at  a  children’s   hospital  to  deliver  it  to  a  child.    
  64. 64. RANDOM  ACTS  OF  KINDNESS   •  Shovel  the  walk  of  a  neighbor  who  is  elderly,  sick  or  busy    with  small   children.   •  Leave  an  extra  large  @p  for  the  waitress  the  next  @me  your  family   goes  out  for  dinner.   •  Talk  to  your  children  about  generosity.   •  Send  a  “thinking  of  you”  card  to  someone  you  know  who  is   struggling   •  Call  a  friend  or  family  member  and  tell  them  why  you  love  them.  
  65. 65. FAMILY  VOLUNTEERING:   AN  ANTIDOTE  TO  HECTIC  LIVES   •  What  if  you  could  find  a  way  to  spend  @me  with   your  children  that  was  free,  fun,  rewarding,  and   helpful  to  others  as  well?   •  What  if  that  ac@vity  also  provided  a  powerful   an@dote  to  our  culture's  messages  of  compe@@on,   self-­‐absorp@on,  and  materialism?  
  66. 66. FAMILY  VOLUNTEERING  MAY  BE  THE  ANSWER   •  Researchers  and  parents  agree  that  family  volunteering  gives  you  a   hands-­‐on  way  to  teach  children  the  values  of  kindness,   compassion,  tolerance,  community  responsibility,  and  good   ci@zenship.     •  It  may  also  provide  one  of  the  few  opportuni@es  young  people   have  to  interact  with  people  of  other  backgrounds,  breaking  down   stereotypes  of  age,  class,  and  race.     •  Children  can  beher  put  their  own  problems  in  perspec@ve  when   they  see  what  others  struggle  with.     •  Engaging  together  in  volunteerism  can  also  be  a  valuable   opportunity  for  family  members  to  discuss  important  social  issues   and  to  make  a  real  difference  in  the  community  while  spending   @me  with  loved  ones.  
  67. 67.  “Can  you  imagine  anything      more  energizing,  more  unifying,      more  filled  with  sa8sfac8on  than      working  with  members  of  your  family      to  accomplish  something  that  really  makes      a  difference  in  the  world?”      Stephen  Covey        7  Habits  of  Highly  Effec8ve  Families  
  68. 68. YOU  CAN  MAKE  A  DIFFERENCE  EVEN   IF  YOU  DON’T  HAVE  MUCH  TIME   •  Even  if  you  have  less  than  an  hour,  you  and  your  children  can  create  a   gree@ng  card  for  a  sick  child,  clean  liher  from  your  local  park,  write  a   leher  to  free  a  prisoner,  or  put  together  a  school  supply  kit  or  health   kit  for  a  disaster  survivor.     •  You  could  even  volunteer  just  one  day  a  year,  for  example  on  Mar@n   Luther  King  Day,  Family  Volunteer  Day,  or  at  the  holidays.     •  Or  you  can  take  an  hour  or  two  once  a  month  or  once  each  week  to   mentor  a  child,  "adopt"  a  grandparent  at  your  local  nursing  home,   serve  a  meal  at  a  homeless  shelter,  or  work  on  an  environmental   project.     •  Regardless  of  your  schedule,  children's  ages,  or  family  interests,   there's  a  service  opportunity  you  can  weave  into  your  life.  
  69. 69. HOW  TO  GET  STARTED     •  First,  try  to  involve  all  family  members  in   choosing  the  volunteer  project.     •  If  everyone  feels  included,  they  will  be   more  commihed  to  making  it  work.     •  Consider  your  family's  skills,  talents,  and   personality  traits,  plus  how  much  @me  you   are  able  to  commit.  
  70. 70. ENTHUSIASM  IS  CONTAGIOUS   •  Once  you  have  picked  a  project,  describe  it  to   your  children  and  make  clear  why  the  job  is   important.     •  Everyone  likes  to  know  that  they  are  making   a  difference,  children  included!     •  Also  explain  why  you  are  looking  forward  to   the  experience.    
  71. 71.    REFLECTION     •  Make  it  a  point  to  discuss  and  reflect  on  your   experiences.    This  can  be  one  of  the  most  valuable   parts  of  family  service.     •  Even  before  you  begin  volunteering,  try  to  read   books  with  your  children  that  focus  on  caring.   •  These  books  can  help  you  ini@ate  conversa@ons   about  the  value  of  community  involvement.  
  72. 72. WHAT  DID  WE  LEARN  FROM  THIS   EXPERIENCE?    Finally,  build  on  the  experience  so  your  family   will  be  further  enriched  by  it.  Ask  ques@ons   about  the  project  you've  completed.     •  "What  did  you  learn  that  you  didn't  know   before?”   •  "What  would  you  do  differently  next  @me?”  
  73. 73. WHAT  DID  WE  LEARN  FROM  THIS   EXPERIENCE?   •  Your  family  can  create  a  scrapbook  or  photo  album  of   your  service  experience  or  write  a  leher  to  a  friend  or   rela@ve  describing  it.   •  Always  emphasize  to  your  child  what  he  or  she  has   accomplished  and  the  difference  it  has  made.       •  "The  woman  was  certainly  delighted  when  you  handed   her  the  meal  and  spoke  with  her.  You  may  have  been   the  only  visitor  she  has  had  all  day.”  
  74. 74. VOLUNTEERING  CAN  BE  A   TREASURED  FAMILY  TRADITION   •  Sure,  you're  busy.     •  Yes,  life  seems  too  full  for  another  commitment.   •  But  if  you  begin  small  and  have  fun,  it  will  not  be  long   before  serving  others  will  be  another  treasured  family   ritual.     •  Plus,  you  will  have  started  a  cycle  of  giving  and  sharing   that's  likely  to  extend  for  genera@ons.  
  75. 75. GOOD  LUCK  WITH  YOUR  PUBLIC  AWARENESS   CAMPAIGN!   Please  contact  us  at: