Engaging Baby Boomers

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Engaging Baby Boomers

  1. 1. Engaging Baby Boomers in Volunteerism Denver DOVIA - Advanced Practitioners Symposium May 27, 2009 & ASSOCIATES © 2009
  2. 2. “A social revolution – possibly as important as the one led by Boomers in the 1960s – will occur if nonprofits strategically engage Boomers in high- impact collaborations that build a nonprofit’s capacity to fulfill its vision and mission… Boomers will lead the way to a new era.” — Page 18 Chapter 1 Understanding the World of Boomers Flickr: aussiegal & ASSOCIATES © 2009
  3. 3. “It takes more than a few new strategies and examples to engage Boomers as volunteers. It takes reimagining the role of volunteers in an organization and the possible results of involving volunteers in every aspect of operations.” — Page 22 Chapter 1 Understanding the World of Boomers Flickr: sean dreilinger & ASSOCIATES © 2009
  4. 4. Boomer Friendly Organizations Mandate from the top; cultivate from within Authentic volunteer leadership Career paths for volunteer talent Culture of innovation and flexibility Embrace collaboration & ASSOCIATES © 2009 Flickr: lindsey_lissau
  5. 5. Boomers Leading Change Flexibility Control Achievement Collaboration Flickr: jaypeg21 Partners & ASSOCIATES © 2009
  6. 6. Entrepreneurial Desire Boomers Flexibility & Leading Self-Directed Control Change Skills Based & ASSOCIATES © 2009 Flickr: lindsey_lissau
  7. 7. Restructuring for Innovation Flickr: Vilhelm Sjostrom & ASSOCIATES © 2009
  8. 8. Where do you • Volunteer need to be? Management • Volunteer Engagement Where are you now? & ASSOCIATES © 2009
  9. 9. Strategies Flicker: voj & ASSOCIATES © 2009
  10. 10. The Initiative The right people Context Pilot program Work plan Accountability Flickr: jaypeg21 & ASSOCIATES © 2009
  11. 11. Needs Assessment What can you realign? What are the strategic priorities for your organization? Where are the opportunities for your organization? What are your dreams? Flickr: jaypeg21 & ASSOCIATES © 2009
  12. 12. Critical Intervention Points An element of behavior, policy, or process that presents an opportunity to be affected through strategic volunteer engagement and that, if successfully implemented, makes significant change for a positive result. Organizations that are highly effective in the engagement of volunteers consistently display a high degree of shared leadership. Merrill & Associates, 1996 Flickr: Byrnesyliam Stephen Dyrgas & ASSOCIATES © 2009
  13. 13. Critical Intervention Points What is critical? • Critical intervention points lead to turning points; they are crucial or decisive; often essential and indispensable. • Outcome alignment? • Urgency? • Relevance? Flickr: Stephen Dyrgas & ASSOCIATES © 2009
  14. 14. Critical Intervention Points Choose a meaningful place to intervene • Has potential to create powerful results • Mitigates or prevents a crisis • Moves an initiative forward • Solves a problem • Meets an objective • Creates momentum Flickr: Stephen Dyrgas & ASSOCIATES © 2009
  15. 15. Critical Intervention Point Questions Will it come as a surprise to any key stakeholders? What changes to current practice are needed? Do existing volunteers have the expertise and time to carry this out – or to be trained? What are/aren’t you willing to invest? Is it sustainable? Flickr: Stephen Dyrgas & ASSOCIATES © 2009
  16. 16. Creating Opportunities Giving volunteers the least important assignments is not an effective strategy for capacity building. Flickr: ikes & ASSOCIATES © 2009
  17. 17. Volunteer Roles Seasonal Virtual Team Substitute Volunteering Flickr: sreymer & ASSOCIATES © 2009
  18. 18. Volunteer Roles Project Advocate Manager Trial Job Sharing Engagement Flickr: sreymer & ASSOCIATES © 2009
  19. 19. Volunteer Roles Rotation Task Force Segmentation Flickr: sreymer & ASSOCIATES © 2009
  20. 20. Volunteer Roles Consultant Coach Mentor • Provide • Share • Provide professional wisdom and support skills and/or advice in a content content expertise area Flickr: sreymer & ASSOCIATES © 2009
  21. 21. Title Benefits to the Key Volunteer Responsibilities Volunteer Position Qualifications Descriptions Impact and Outcome Training and Commitment Support Flickr: sreymer & ASSOCIATES © 2009
  22. 22. Whom do you want to cultivate? Volunteers who are ready to move up, and thus move the organization forward, often:  Express aspirations  Take initiative  Ask great questions  Offer solutions  Problem solve well & ASSOCIATES © 2009
  23. 23. Cultivation of Boomer Volunteers Gateway Existing behaviors volunteers Circles of influence Flickr: ex.libris & ASSOCIATES © 2009
  24. 24. The Individual Volunteer Plan (IVP) & ASSOCIATES © 2009
  25. 25. Nurturing the Relationship: Support Collaborate all of the time Empower volunteers Volunteers leading other volunteers Provide support not supervision Acknowledgment Flickr: Glover Bryant Communications & ASSOCIATES © 2009
  26. 26. Negotiation Preparing for negotiation While negotiating Negotiation tips Flickr: thinkpanama & ASSOCIATES © 2009
  27. 27. Preparing for Negotiation • Define the position in terms of results • Determine the level of authority for the position • Anticipate accomplishments and this person’s accountability for each • Define what success looks like Flickr: thinkpanama & ASSOCIATES © 2009
  28. 28. While Negotiating • Communicate applicable guidelines, policies, and procedures • Discuss additional recruitment needed (by you or the candidate) • Share availability and accessibility of resources • Agree on structural and timeline options Flickr: thinkpanama & ASSOCIATES © 2009
  29. 29. Negotiating Tips • Use questions, not directives • Stay balanced; follow statements of what you need by asking what s/he needs • Come to agreements rather than dictating • Avoid telling her/him how to do it Flickr: thinkpanama & ASSOCIATES © 2009
  30. 30. Checking Progress Checking Progress •When do you meet? •About what? •What to do if agreements aren’t met. Flickr: Chaval Brasil & ASSOCIATES © 2009
  31. 31. Checking Progress Checking Progress Does my volunteer leader: Know what s/he is supposed to accomplish? Have sufficient authority to accomplish it? Know how we have agreed to measure success? Know whether s/he is succeeding? Flickr: Chaval Brasil & ASSOCIATES © 2009
  32. 32. Checking Progress Checking Progress Does my volunteer leader: Have the skills and knowledge necessary to succeed? Understand his/her responsibility? Have I organized and communicated that clearly? Feel recognized for his/her contribution to the negotiation, project, team, etc? Have I created that recognition? Flickr: Chaval Brasil & ASSOCIATES © 2009
  33. 33. Creating the Case Create your vision of what will be different Create an elevator speech Plan where to use the speech Tell powerful stories early and often & ASSOCIATES © 2009 Flickr: llawliet
  34. 34. What do you do? Why should I care? Can you explain it in 30 seconds? The In plain English? Elevator Speech & ASSOCIATES lrargerich Flickr: © 2009
  35. 35. Sustaining the Collaboration: Ongoing Engagement Measure Identify your Share your feedback champions stories and progress Dialogue Inspire throughout others Flickr: ktvyeow & ASSOCIATES © 2009
  36. 36. What will you do differently when you walk out this door? Flickr: Niko Si & ASSOCIATES © 2009
  37. 37. Boomer Volunteer Engagement: Collaborate Today, Thrive Tomorrow Downloadable PDFs available at: www.boomervolunteerengagement.org & ASSOCIATES © 2009
  38. 38. Thank you! I am a co-creator, an active agent, in this universe who makes things happen. If I want the world to change, I have to change it. Danah Zohar & ASSOCIATES © 2009

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