Volunteer Management:
    A New Way to Prosper

                PRESENTED BY
             TALISA THOMAS-HALL

Director of ...
Volunteer Management: A New Way to Prosper

 Session Goals
   To explore the characteristics of three generations
1.
   p...
Generations by Definition

 Baby Boomers (born between 1940 and 1960)
   Concerned with political correctness, receiving...
Generations by Definition

 Generation X (1960-80)
   Folks in their late 20s to mid-40s

   Action-oriented, concerned...
Generations by Definition

 Millennials (1980 -2000)
   People born between 1981 and 1999

   Viewed as multi-taskers w...
Generational Motivators

 Baby Boomers
      Clear Policies and Procedures
  
      Security and Stability
  
      Bei...
How can you learn
        without
listening to the voice?
Engaging the Next Generation: Millennials

 Motivating factors for engagement
        Education and professional developm...
Engaging the Next Generation: Millennials

 Preferred method for delivering benefits
        Prefers electronic delivery
...
Engaging the Next Generation: Millennials

 Cost Considerations
        Cost is ALWAYS a major consideration
   1.
      ...
Engaging the Next Generation: Millennials

 Value (the most animated portion of the discussion)
          A “Path to Part...
Engaging the Next Generation: Millennials

 Additional Observations
   Millennials:
     Wished they had been more aware...
Engaging the Next Generation: Millennials

            S.W.O.T Analysis

        By using a S.W.O.T Analysis
 one can quic...
Engaging the Next Generation: Millennials

            S.W.O.T Analysis

              STRENGTHS
             WEEKNESSES
 ...
Retaining the Current Generation: Boomers

 Motivating factors for staying engaged
   The opportunity to:
      Leave a l...
Retaining the Current Generation: Boomers

 Preferred method for delivering benefits
        Ages 45 – 55 use Web 2.0 mor...
Retaining the Current Generation: Boomers

 Cost Considerations
        Depending on employment status, cost may be an is...
Retaining the Current Generation: Boomers

 Value
        A sense of „belonging‟
   1.
        The opportunity to continu...
Retaining the Current Generation: Boomers

            S.W.O.T Analysis

              STRENGTHS
             WEEKNESSES
 ...
Strategies for Engagement



           The Key to
engaging and retaining a member
        is OWNERSHIP.
     The Key to O...
Strategies for Engagement

            Boomers                               Millennials
              Security           ...
Strategies for Engagement

                                              Suggestions
   Provide a member rating tool onlin...
Strategies for Engagement



The most rewarding part of
   recognizing differences
  is realizing similarities.
Additional Resources

Available through the American Society for Association Executives
 and the Center for Association Le...
Volunteer Management:
 A New Way to Prosper

            PRESENTED BY
         TALISA THOMAS-HALL

                Contact...
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This presentation was prepared for the American Chamber of Commerce Conference in 2008.

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Volunteer Management

  1. 1. Volunteer Management: A New Way to Prosper PRESENTED BY TALISA THOMAS-HALL Director of Membership and Affiliate Relations National Association of College Admission Counseling Principal, The Center for Effective Organizations (The CEO) Prepared for the ACCE Conference 2008 July 30 – August 2
  2. 2. Volunteer Management: A New Way to Prosper  Session Goals To explore the characteristics of three generations 1. prevalent in today's business arena. 2. To examine the challenges of engaging Millennials and retaining the Boomers. 3. To discus strategies for bridging the gap between the two generations to build a healthy volunteer base.
  3. 3. Generations by Definition  Baby Boomers (born between 1940 and 1960)  Concerned with political correctness, receiving feedback and recognition for job performance.  Willing to work a 60 hour week without complaining.  This group is the best educated and wealthiest of prior groups and future generations.  This generation is known as the transitional generation because they represent significant changes in technology, automation, societal norms and the overall workplace.
  4. 4. Generations by Definition  Generation X (1960-80)  Folks in their late 20s to mid-40s  Action-oriented, concerned with getting things done quickly.  Unlike the GI and Baby Boomers, Generation X’ers leave the office on time because they are concerned about meeting their personal needs.  They are also likely to ask “why” of job assignments made by management.  This group does not believe playing by the rules results in promotions and upward mobility.
  5. 5. Generations by Definition  Millennials (1980 -2000)  People born between 1981 and 1999  Viewed as multi-taskers who appreciate lots of activities.  Motivated by instant success  The electronic social media generation  Idea-generators
  6. 6. Generational Motivators  Baby Boomers Clear Policies and Procedures  Security and Stability  Being Value added  Affiliation for connection   Generation X Being a part of the process  Independence  Promotion  Affiliation for professional advancement   Millennials Quick to respond  Idea generators  Instant rewards  Affiliation for information and training 
  7. 7. How can you learn without listening to the voice?
  8. 8. Engaging the Next Generation: Millennials  Motivating factors for engagement Education and professional development 1. News and updates regarding the profession 2. Certification 3. Learning how to social network 4. Peer networking 5. Peer recommendations to join 6. Leadership opportunities (credentials building) 7.
  9. 9. Engaging the Next Generation: Millennials  Preferred method for delivering benefits Prefers electronic delivery 1. Interactive technology such as IM‟s and blogs are not necessarily 2. preferred (interrupts work) Prefers electronic methods that are easy to access at a time that 3. is convenient (websites, RSS Feeds, listservs, Social Networks) Personalized messages that are geared towards their interest 4. Proactive information 5. Information that is associated with career goals and areas of 6. expertise
  10. 10. Engaging the Next Generation: Millennials  Cost Considerations Cost is ALWAYS a major consideration 1. Offer payment plans whenever possible 2. More likely to join/participate if dues are sponsored by 3. employer Incentives work! Example: Free electronic subscriptions offer 4. immediate value. When immediate value is perceived, the cost is less of an issue. 5.
  11. 11. Engaging the Next Generation: Millennials  Value (the most animated portion of the discussion) A “Path to Participation” that clearly details action items for 1. obtaining certification, professional development credentials, recognition and volunteer leadership positions. Electronic networking tools 2. Easy to access online directories 3. A mentorship program that helps introduce student/entry members 4. to the “real world” of the society/organization. i.e. Professional shadowing Practice tips included in journals, newsletters etc. (Tip sheets 5. detailing how to apply news and information to your professional situation.) A Young Professionals‟ Forum 6. Applicable recommendations and guidance from more experienced 7. members.
  12. 12. Engaging the Next Generation: Millennials  Additional Observations  Millennials: Wished they had been more aware of the value of affiliate  organizations earlier in their education/career  Believe earlier affiliation would have positively impacted their career choice  Are most impressed by peer to peer recommendations.  Are informed consumers but with little time to research value  Require quick facts; a connection to value  Trust recommendations and ratings (think EBay and Amazon.com)  Are turned off by marketing jargon and fluff  Want incentives and free trials
  13. 13. Engaging the Next Generation: Millennials S.W.O.T Analysis By using a S.W.O.T Analysis one can quickly identify important factors that will assist in attracting and engaging a specific generation.
  14. 14. Engaging the Next Generation: Millennials S.W.O.T Analysis STRENGTHS WEEKNESSES OPPORTUNITIES THREATS
  15. 15. Retaining the Current Generation: Boomers  Motivating factors for staying engaged The opportunity to: Leave a legacy 1. Invest in the future of the organization 2. Provide training from experience 3. Stay connected 4. Provide a historic prospective (Specialist, authoritative source) 5.
  16. 16. Retaining the Current Generation: Boomers  Preferred method for delivering benefits Ages 45 – 55 use Web 2.0 more than any other generation 1. segment Likes details and policies (research) 2. Attracted to blogs; intrigued by new technology 3.
  17. 17. Retaining the Current Generation: Boomers  Cost Considerations Depending on employment status, cost may be an issue 1. Special rates for retired members is a huge benefit 2. Cost is associated with connection 3.
  18. 18. Retaining the Current Generation: Boomers  Value A sense of „belonging‟ 1. The opportunity to continue to contribute 2. The opportunity to mentor and train others 3. The chance to help maintain the integrity of the organization 4. Recognition (lifetime achievements) 5. Volunteer opportunities 6. The chance to remain „sharp‟ and involved in issues that impact 7. the organization and its members.
  19. 19. Retaining the Current Generation: Boomers S.W.O.T Analysis STRENGTHS WEEKNESSES OPPORTUNITIES THREATS
  20. 20. Strategies for Engagement The Key to engaging and retaining a member is OWNERSHIP. The Key to Ownership is BUY-IN
  21. 21. Strategies for Engagement Boomers Millennials Security Need value conveyed A sense of belonging Cost is an issue Recognition Wants recommendations from peers Teaching opportunities Needs ratings Mentoring A mentorship program Leave a Legacy Professional development Maintain Integrity of the organization Sponsors Volunteer A Path to Participation Stay involved, connected Social Networking Skills Provides the historic prospective
  22. 22. Strategies for Engagement Suggestions Provide a member rating tool online for your products, programs, and services. 1. 2. Encourage long-time members to share quotes for online testimonies. 3. Assign long-time members to volunteer groups to: Help welcome new members 1. Provide professional development trainings 2. Develop a „Path to Participation‟ document to share with new members. 3. Volunteer as professional mentors to new members and emerging leaders 4. Author and present content during conferences 5. 4. Enlist the Millennials in: Focus groups 1. Social Event Planning 2. Articles for publications and Website 3. Short term committees 4. Provide participation incentives (conference discounts for committee service, etc.) 5. 5. Recognize the contributions of both generations
  23. 23. Strategies for Engagement The most rewarding part of recognizing differences is realizing similarities.
  24. 24. Additional Resources Available through the American Society for Association Executives and the Center for Association Leadership (ASAE & the Center) www.ASAECenter.org Uncommon Threads: Mending the Generation Gap at Work By: Brad Sago, DBA , Anderson University sagob@anderson.edu Source: Executive Update Feature Published: July 2000 Reaching Generations X, Y, and Z by Sarah Sladek Closing the Gap: The Importance of Generational Inclusion by Carla Rea Generational Synergy by Robert Olson Atul Dighe Sandra Sabo Igniting the Next Generation of Leadership by Laura Payne Hadley Schmoyer
  25. 25. Volunteer Management: A New Way to Prosper PRESENTED BY TALISA THOMAS-HALL Contact Phone: 703.981.1143 Email: TalisaThomasHall@TheCEOnet.com Website: TheCEOnet.com For additional information and trainings.

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