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Volunteerism 2.0


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"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

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Volunteerism 2.0

  1. 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 (301) 270 2904 270-2904ICL─ Strengthening Leaders, Organizations, and Networks that Protect Our Earth
  2. 2. Session Goals: Discuss trends and research on volunteerism Know what distinguishes “Volunteerism 2.0” Identify opportunities and next steps for your
  3. 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. 4. New Ways of VolunteeringEpisodicAffinity groupOutcome focusedO t f dVirtually
  5. 5. TrendsA generational shift is occurring
  6. 6. Trends31% of incomingfreshman stated therewas a “very goodchance” they wouldvolunteer while incollege (17% in 1990)(Higher Education Research Instituteof UCLA, January 2010)
  7. 7. TrendsMillions of educatedbaby boomers lookingfor meaningful newways to use theirtalents
  8. 8. Skilled volunteers cancontribute at a high level$ ib hi h l l$
  9. 9. New Generation EnergyHigh-level volunteersHi h l l l twith real job titles“Marketing & Publicity MarketingCoordinator”Teams providechallenge & socialbenefit(TCC Group, 2009)
  10. 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. 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. 12. Are we offering stimulating work?Can we compete withwhat else they wouldbe doing?
  13. 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. 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. 15. DiscussionIN PAIRS or TRIOS: How does your organizations current use of volunteers relate to these trends?
  16. 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. 17. Volunteerism 2.0Working For Working Against
  18. 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. 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. 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. 21. Your Next StepsHow will you apply these ideas in yourorganization?Action Plans
  22. 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