This document discusses leadership and volunteerism. It provides reasons why people volunteer, such as to gain skills, help a cause, or feel a sense of accomplishment. It also outlines what volunteers want, such as preparation, meaningful work, appreciation, and clear communication. The document discusses expectations of volunteers like reliability and understanding the organization's mission. It also covers developing leadership skills, including reflecting on strengths and weaknesses, seeking feedback, and finding a mentor. The goal is to help people understand leadership and how to improve their own potential.
The document discusses volunteerism and volunteer management. It defines volunteerism as unpaid community service work done without expectation of compensation. It outlines the volunteer management cycle, including planning, recruitment, induction and training, supervision and evaluation, recognition, and review. It provides guidance on conducting a needs assessment, developing meaningful volunteer roles and position descriptions, recruiting volunteers, orienting and training volunteers, implementing service projects, and evaluating impact. The goal is to effectively harness the potential of youth volunteers through strong leadership and organization.
This document provides information about managing volunteers, including statistics on volunteering in the US, recruiting volunteers, retaining volunteers, and developing volunteer programs. Specifically, it notes that in 2006-2007, 60.8 million people in the US volunteered, amounting to 26.2% of the population. It emphasizes the importance of understanding why people volunteer and matching volunteers to suitable roles based on their motivations. The document also outlines best practices for organizations in developing volunteer infrastructure, setting goals, and assessing volunteer programs.
Any activity that involves spending time, unpaid, doing something that aims to benefit the environment or someone (individuals or groups) other than, or in addition to, close relatives.
KAVCO VOLUNTEER LEADERSHIP MODULE TWO RETENTIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Individuals with varied backgrounds can play a role in shaping their world through meaningful participation in advocacy and governance. It is believed that expanding access to fuller engagement for some, by providing access to understandable information and support, enriches opportunities for all. The online video series, Boards for All, with plain language training and tools for all users can help community citizens learn about performing effectively as a member of a provider agency board, councils or advisory committees. This award winning (ClearMark Award, Center for Plain Language 2012) is a straightforward training in board governance and facilitation that opens doors for individuals to contribute.
The candidate argues that the four qualities of the National Honor Society - scholarship, leadership, service, and character - promote community development. Scholarship fosters learning and helps cultivate the mind. Service focuses on helping others without expectation of recognition. Leadership requires qualities like self-confidence and putting others' interests first. Character differentiates people and the candidate believes they display good character traits. Bringing all these qualities together could help the community grow inclusively.
This document discusses leadership and volunteerism. It provides reasons why people volunteer, such as to gain skills, help a cause, or feel a sense of accomplishment. It also outlines what volunteers want, such as preparation, meaningful work, appreciation, and clear communication. The document discusses expectations of volunteers like reliability and understanding the organization's mission. It also covers developing leadership skills, including reflecting on strengths and weaknesses, seeking feedback, and finding a mentor. The goal is to help people understand leadership and how to improve their own potential.
The document discusses volunteerism and volunteer management. It defines volunteerism as unpaid community service work done without expectation of compensation. It outlines the volunteer management cycle, including planning, recruitment, induction and training, supervision and evaluation, recognition, and review. It provides guidance on conducting a needs assessment, developing meaningful volunteer roles and position descriptions, recruiting volunteers, orienting and training volunteers, implementing service projects, and evaluating impact. The goal is to effectively harness the potential of youth volunteers through strong leadership and organization.
This document provides information about managing volunteers, including statistics on volunteering in the US, recruiting volunteers, retaining volunteers, and developing volunteer programs. Specifically, it notes that in 2006-2007, 60.8 million people in the US volunteered, amounting to 26.2% of the population. It emphasizes the importance of understanding why people volunteer and matching volunteers to suitable roles based on their motivations. The document also outlines best practices for organizations in developing volunteer infrastructure, setting goals, and assessing volunteer programs.
Any activity that involves spending time, unpaid, doing something that aims to benefit the environment or someone (individuals or groups) other than, or in addition to, close relatives.
KAVCO VOLUNTEER LEADERSHIP MODULE TWO RETENTIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Individuals with varied backgrounds can play a role in shaping their world through meaningful participation in advocacy and governance. It is believed that expanding access to fuller engagement for some, by providing access to understandable information and support, enriches opportunities for all. The online video series, Boards for All, with plain language training and tools for all users can help community citizens learn about performing effectively as a member of a provider agency board, councils or advisory committees. This award winning (ClearMark Award, Center for Plain Language 2012) is a straightforward training in board governance and facilitation that opens doors for individuals to contribute.
The candidate argues that the four qualities of the National Honor Society - scholarship, leadership, service, and character - promote community development. Scholarship fosters learning and helps cultivate the mind. Service focuses on helping others without expectation of recognition. Leadership requires qualities like self-confidence and putting others' interests first. Character differentiates people and the candidate believes they display good character traits. Bringing all these qualities together could help the community grow inclusively.
The document discusses professionalizing the field of volunteer management. It addresses six components of developing a profession: 1) defining the specialized knowledge, 2) determining the scope, 3) establishing practice models, 4) criteria for entry, 5) framework for ongoing development, and 6) ethical principles. For each, it poses questions for the field of volunteer management. It also shares results of a survey on next steps, finding members want development of good practice guides, training, and reflective learning materials. The overall aim is to move the field together by focusing on principles and reflective practice.
The document summarizes the mission and activities of DSPAM, a Minnesota chapter of the National Alliance for Direct Support Professionals that advocates for direct care workers. DSPAM works to improve training, compensation and recognition for direct support professionals through initiatives like surveys of DSPs, conferences and developing a strategic plan focused on key issues for 2008 like governance training and boosting membership.
The document discusses the mission of developing and directing volunteers through innovative recruitment, training, support and affirmation methods. It envisions a dynamic volunteer ministry where volunteers are treated as valuable contributors, empowered for their gifts, nurtured for growth, given leadership opportunities, and affirmed. The primary responsibility of the volunteer coordinator is to organize and conduct a comprehensive volunteer program for the congregation by providing executive leadership to the steering committee and being responsible to it.
Day 2 devotee care course center for research and excellenceSumeetUtekar2
The document discusses core skills for caregivers in cultural engineering programs, including respecting confidentiality, being resourceful, building rapport, and building trust ethically. It provides examples of applying these skills, such as knowing when confidentiality must be broken for safety reasons, referring clients to others when help is needed, and maintaining integrity. The document emphasizes that cultural engineering and devotee care are important for happiness and maintaining Krishna conscious culture in ISKCON.
AN overview of the Phoenix workshops run by Bobby Goldsmith Foundation (BGF) for people with HIV. The workshops aim to improve optimism, build confidence and help people initiate positive change. This presentation was given at the AFAO Positive Services Forum in June 2009.
This document discusses common misconceptions about guidance counseling and services. It lists 10 common misconceptions, such as counseling being for discipline or crazy people. It then discusses the different types of counseling including individual and group counseling. The document also discusses the role of class advisers and counselors in providing guidance and discipline.
The document discusses implementing rites of passage programs for Native American youth. It emphasizes including tribal leaders to gain their support and understanding of the benefits. Symbols and rituals used in the programs should have deep cultural meaning for the community. The goal is to help youth find their place and purpose within their community through meaningful experiences led by mentors in natural settings. Partnerships with the tribal community are crucial to make the programs sustainable and ensure they address the community's needs and traditions.
This document summarizes a presentation on balancing governance and management for nonprofit organizations. It includes presentations from Ros Oakley of the Association of Chairs, Gareth Mitchell of MAF UK, and David Bloomfield of the National Migraine Centre. They discuss defining governance and management, when governance crosses into management, the risks of trustee overreach, and ensuring proper processes and relationships are in place. The final presentation by Maria Aguilar of HR Services Partnership emphasizes clarity on strategic vs operational roles through a scheme of delegation and regular communication between the CEO and board.
The Samaritan Center of Puget Sound is a faith-based counseling organization that provides services like family therapy, individual therapy, and group therapy. It aims to express God's love and help rebuild hope through counseling. The document discusses the services provided, staff, funding sources, and impact on the community. It provides counseling regardless of clients' religious beliefs and makes services affordable through subsidies.
The Rotary Club of Millbrae held a visioning workshop to adopt a 5-year strategic plan and goals. They planned two collaborative events with other community organizations like the Lions Club to raise funds and complete renovations to transform the Millbrae Scout House into a Youth Center. By getting organized into work groups, establishing a common community vision, being inclusive of all stakeholders, and effectively using community resources, the Rotary Club succeeded in their fundraising and was able to complete the renovation project for the benefit of the community.
This document provides an overview of a Devotee Care course with the following key points:
1. It defines devotee care and sets its scope, noting it is distinct from outreach and focuses on the spiritual, emotional, physical, and social well-being of ISKCON members.
2. The mission is to ensure the virtue of care pervades all aspects of ISKCON society and to support specific care services.
3. It discusses interpreting care as both a virtue and conduct, and the challenge of balancing care services with other initiatives while upholding care as a virtue in all devotional activities.
Overt discrimination knowingly denies diverse individuals opportunities and is unethical and illegal. Managing diversity effectively requires top management commitment, increasing accuracy of perceptions and awareness, encouraging flexibility, attention to evaluations, empowering challenges to discrimination, and rewarding diversity management. Diversity awareness programs provide accurate diversity information, uncover biases and stereotypes, assess personal views, and improve understanding of differences through open sharing of perspectives. Mentoring involves an experienced member advising and guiding a less experienced member to advance their career.
The document outlines the mandate for devotee care in ISKCON. It discusses the vision of ensuring all devotees are spiritually and materially well situated. The mission is to embed a culture of care throughout ISKCON by assisting leadership and encouraging centers to apply care principles. Services offered include those that directly provide devotee care in 12 areas like spiritual life, health, relationships, and more. The document defines principles, values, and recipients of care.
The Midwest Leadership Institute focuses on successful outcomes in local government that require a deep understanding of interpersonal leadership. Participants will experience an intensive four-and-a-half day program designed to address the challenges facing local government professionals. This Institute is an expansion to David Limardi's workshop, Interpersonal Leadership & the New Order of Things.
This document outlines a course on embedding devotee care in Krishna conscious communities. The course aims to help students collaboratively implement a culture of devotee care in their yatra, project, or local community. Over the course, students will learn about what devotee care is, why it is important, who is responsible, and how to better implement it. The course was designed based on research, including input from over 40 devotees. It will cover topics like the principles and values of devotee care, reasons for its inadequate implementation historically, and how leaders can demonstrate caring values. The goal is for students to develop a strategic plan and report on embedding devotee care.
The document describes a 6-month program called FORGE that helps participants become informed, healthier, and connected through character development classes and job skills training to prepare them for employment. The program has three phases - Becoming, where participants take classes to build Christian character; Doing, where they are assessed, prepared and trained for specific careers; and WorkReadyClinic, where they gain work experience. The program costs $2400 total but scholarships are available.
Heidi Seeger is applying for a Bachelor's degree in social work. She has been inspired to pursue this field by relatives who work as social workers and share stories of their practice. Their stories exposed her to the wide range of services in social work and its flexibility, which intrigued her. As a "people person" with strong communication skills, she believes social work is a good fit.
Many of her core values, like strong work ethic, accountability, compassion, and faith, align well with the values of social work. She possesses strengths like time management, critical thinking, and communication that will serve her well. While she has beneficial skills, she aims to address any preconceived biases by strengthening her acceptance
Neil Churchill - Driving change in the NHS for older people Age UK
Neil Churchill, National Director for Patient Experience, NHS England - presentation from For Later Life conference, 25th April
For more information: www.ageuk.org.uk/forlaterlife
The document discusses professionalizing the field of volunteer management. It addresses six components of developing a profession: 1) defining the specialized knowledge, 2) determining the scope, 3) establishing practice models, 4) criteria for entry, 5) framework for ongoing development, and 6) ethical principles. For each, it poses questions for the field of volunteer management. It also shares results of a survey on next steps, finding members want development of good practice guides, training, and reflective learning materials. The overall aim is to move the field together by focusing on principles and reflective practice.
The document summarizes the mission and activities of DSPAM, a Minnesota chapter of the National Alliance for Direct Support Professionals that advocates for direct care workers. DSPAM works to improve training, compensation and recognition for direct support professionals through initiatives like surveys of DSPs, conferences and developing a strategic plan focused on key issues for 2008 like governance training and boosting membership.
The document discusses the mission of developing and directing volunteers through innovative recruitment, training, support and affirmation methods. It envisions a dynamic volunteer ministry where volunteers are treated as valuable contributors, empowered for their gifts, nurtured for growth, given leadership opportunities, and affirmed. The primary responsibility of the volunteer coordinator is to organize and conduct a comprehensive volunteer program for the congregation by providing executive leadership to the steering committee and being responsible to it.
Day 2 devotee care course center for research and excellenceSumeetUtekar2
The document discusses core skills for caregivers in cultural engineering programs, including respecting confidentiality, being resourceful, building rapport, and building trust ethically. It provides examples of applying these skills, such as knowing when confidentiality must be broken for safety reasons, referring clients to others when help is needed, and maintaining integrity. The document emphasizes that cultural engineering and devotee care are important for happiness and maintaining Krishna conscious culture in ISKCON.
AN overview of the Phoenix workshops run by Bobby Goldsmith Foundation (BGF) for people with HIV. The workshops aim to improve optimism, build confidence and help people initiate positive change. This presentation was given at the AFAO Positive Services Forum in June 2009.
This document discusses common misconceptions about guidance counseling and services. It lists 10 common misconceptions, such as counseling being for discipline or crazy people. It then discusses the different types of counseling including individual and group counseling. The document also discusses the role of class advisers and counselors in providing guidance and discipline.
The document discusses implementing rites of passage programs for Native American youth. It emphasizes including tribal leaders to gain their support and understanding of the benefits. Symbols and rituals used in the programs should have deep cultural meaning for the community. The goal is to help youth find their place and purpose within their community through meaningful experiences led by mentors in natural settings. Partnerships with the tribal community are crucial to make the programs sustainable and ensure they address the community's needs and traditions.
This document summarizes a presentation on balancing governance and management for nonprofit organizations. It includes presentations from Ros Oakley of the Association of Chairs, Gareth Mitchell of MAF UK, and David Bloomfield of the National Migraine Centre. They discuss defining governance and management, when governance crosses into management, the risks of trustee overreach, and ensuring proper processes and relationships are in place. The final presentation by Maria Aguilar of HR Services Partnership emphasizes clarity on strategic vs operational roles through a scheme of delegation and regular communication between the CEO and board.
The Samaritan Center of Puget Sound is a faith-based counseling organization that provides services like family therapy, individual therapy, and group therapy. It aims to express God's love and help rebuild hope through counseling. The document discusses the services provided, staff, funding sources, and impact on the community. It provides counseling regardless of clients' religious beliefs and makes services affordable through subsidies.
The Rotary Club of Millbrae held a visioning workshop to adopt a 5-year strategic plan and goals. They planned two collaborative events with other community organizations like the Lions Club to raise funds and complete renovations to transform the Millbrae Scout House into a Youth Center. By getting organized into work groups, establishing a common community vision, being inclusive of all stakeholders, and effectively using community resources, the Rotary Club succeeded in their fundraising and was able to complete the renovation project for the benefit of the community.
This document provides an overview of a Devotee Care course with the following key points:
1. It defines devotee care and sets its scope, noting it is distinct from outreach and focuses on the spiritual, emotional, physical, and social well-being of ISKCON members.
2. The mission is to ensure the virtue of care pervades all aspects of ISKCON society and to support specific care services.
3. It discusses interpreting care as both a virtue and conduct, and the challenge of balancing care services with other initiatives while upholding care as a virtue in all devotional activities.
Overt discrimination knowingly denies diverse individuals opportunities and is unethical and illegal. Managing diversity effectively requires top management commitment, increasing accuracy of perceptions and awareness, encouraging flexibility, attention to evaluations, empowering challenges to discrimination, and rewarding diversity management. Diversity awareness programs provide accurate diversity information, uncover biases and stereotypes, assess personal views, and improve understanding of differences through open sharing of perspectives. Mentoring involves an experienced member advising and guiding a less experienced member to advance their career.
The document outlines the mandate for devotee care in ISKCON. It discusses the vision of ensuring all devotees are spiritually and materially well situated. The mission is to embed a culture of care throughout ISKCON by assisting leadership and encouraging centers to apply care principles. Services offered include those that directly provide devotee care in 12 areas like spiritual life, health, relationships, and more. The document defines principles, values, and recipients of care.
The Midwest Leadership Institute focuses on successful outcomes in local government that require a deep understanding of interpersonal leadership. Participants will experience an intensive four-and-a-half day program designed to address the challenges facing local government professionals. This Institute is an expansion to David Limardi's workshop, Interpersonal Leadership & the New Order of Things.
This document outlines a course on embedding devotee care in Krishna conscious communities. The course aims to help students collaboratively implement a culture of devotee care in their yatra, project, or local community. Over the course, students will learn about what devotee care is, why it is important, who is responsible, and how to better implement it. The course was designed based on research, including input from over 40 devotees. It will cover topics like the principles and values of devotee care, reasons for its inadequate implementation historically, and how leaders can demonstrate caring values. The goal is for students to develop a strategic plan and report on embedding devotee care.
The document describes a 6-month program called FORGE that helps participants become informed, healthier, and connected through character development classes and job skills training to prepare them for employment. The program has three phases - Becoming, where participants take classes to build Christian character; Doing, where they are assessed, prepared and trained for specific careers; and WorkReadyClinic, where they gain work experience. The program costs $2400 total but scholarships are available.
Heidi Seeger is applying for a Bachelor's degree in social work. She has been inspired to pursue this field by relatives who work as social workers and share stories of their practice. Their stories exposed her to the wide range of services in social work and its flexibility, which intrigued her. As a "people person" with strong communication skills, she believes social work is a good fit.
Many of her core values, like strong work ethic, accountability, compassion, and faith, align well with the values of social work. She possesses strengths like time management, critical thinking, and communication that will serve her well. While she has beneficial skills, she aims to address any preconceived biases by strengthening her acceptance
Neil Churchill - Driving change in the NHS for older people Age UK
Neil Churchill, National Director for Patient Experience, NHS England - presentation from For Later Life conference, 25th April
For more information: www.ageuk.org.uk/forlaterlife
Fit as a Fiddle is an interim evaluation of a £15 million program that aimed to assess impacts on older people's health and relationships. Key findings so far show:
1) The program has supported over 199,000 older people, engaged 3,500 volunteers, and exceeded outcomes for healthy eating, physical activity and mental wellbeing.
2) It has led to significant improvements in attitudes and behaviors around healthy eating, physical activity and recognizing their importance. This includes a 33% increase in weekly walking and a 71% increase in strength/balance activities.
3) While there was no direct mental wellbeing support, the social aspects of the program provided benefits like a 3.2 point rise in well
AdTree is an app designed to foster creativity. It was created by Hannah Alamo to provide a simple and intuitive platform for users to express themselves through visual art and writing. The app aims to help users unleash their creative potential and share their work with others in a supportive community environment.
The Department of Health is committed to promoting healthy aging through physical activity. It works with various partners across sectors to:
1) Better integrate public health initiatives like falls prevention with social care, housing, and transportation.
2) Fund national clinical audits and a hip fracture database to improve bone health.
3) Set physical activity guidelines and promote initiatives like Change4Life to encourage older adults to engage in 150 minutes of moderate activity per week.
The Big Lottery Fund has contributed to older people's health and well-being through several programs. It invested £15.17 million in Age UK's "fit as a fiddle" program to promote physical activity, mental health, and healthy eating for older adults. Evaluations found these types of projects reduced depressive symptoms and improved life satisfaction, physical activity, diet, and social well-being. The Fund plans to invest up to £110 million more in programs like its "silver dreams fund," which will provide grants between £50,000-£200,000 to help vulnerable older adults cope with life changes.
Empowering Local Communities parallel sessionAge UK
The 'Empowering Local Communities to become self-sustaining' parallel session presentation. From Age UK's fit as a fiddle: A lasting legacy conference.
This document discusses managing a team of volunteers. It begins by quoting Martin Luther King Jr. on serving with grace and love rather than credentials. It then discusses motivations for volunteering, including seeing a need and spiritual drive. Managing volunteers well through recruitment, training, support and adapting to generational changes is key to helping volunteers and youth work flourish. The challenges of volunteering are also addressed, such as fewer people having time to commit weekly.
Recruitment and Engagement- Bringing in the Next Generation cmaalliance
Panel Discussion and Training given at the CMA Alliance 2018 Annual Meeting by Jacqueline Nguyen, Regina Stetkevich, Mindy Simon-Pamer and Debbi Ricks on recruiting and engaging new members and the importance of mentorship.
This document discusses positive youth development and life skill building. It defines positive youth development as a process that focuses on developing competencies in youth through mastery of life skills. The document outlines characteristics of positive youth development approaches and identifies specific life skills developed through 4-H programs, such as leadership, communication, and planning/organizing. It also describes the experiential learning model and methods for helping youth develop life skills, including projects, demonstrations, and skill-a-thons. Finally, it discusses the benefits of youth-adult partnerships and tips for making them effective.
This document discusses managing teams of volunteers. It begins by asking about motivations for volunteering and lists common motivations like seeing a need and wanting to help, family example, desire to serve, personal commitment to a cause, need to be needed, and spiritual drive. It discusses recognizing volunteers' motivations to help prime good feeling in them. The document addresses challenges like an aging volunteer pool and differences between generations in their volunteering styles and needs. It provides tips for effectively recruiting, inducting, managing, and supporting volunteers. Opportunities discussed include enabling one-off volunteering and providing a sense of community and ownership for volunteers.
This document outlines strategies for improving volunteer engagement presented by Reed Dewey. It discusses trends in how nonprofits are engaging volunteers more strategically. Specifically, it encourages seeing volunteers, donors, and followers as interchangeable stakeholders and cultivating them through social media. It also promotes shifting from a volunteer management to engagement model to appeal to changing generational characteristics and motivations. The document recommends that nonprofits leverage volunteers' skills and involve them in leadership roles to build organizational capacity.
This document outlines strategies for volunteer recruitment and retention. It discusses current trends showing women volunteer slightly more than men, and people in major cities volunteer less. Volunteering peaks from ages 45-54. Most volunteers want flexible, short-term roles due to time constraints. The document provides 4 steps for recruitment: identify roles, create position descriptions, identify ideal volunteers, and find them. It also discusses motivations using the Functional Approach and provides 4 steps for retention: support, performance management, recognition, and training.
Screen, Train, Supervise,
and Appreciate Volunteers Well.
- Protect clients and agency reputation
- Set clear expectations up front
- Ongoing feedback and support
- Recognition that is meaningful
Recommendation #8
To keep volunteers engaged...
Provide Leadership Development
and Career Ladders for Volunteers.
- Train volunteers to train others
- Provide advancement opportunities
- Recognize leadership roles
Recommendation #9
To get more volunteers...
Use Social Media and Technology
to Cultivate Volunteers.
- Facebook, Twitter, LinkedIn, YouTube
- Online volunteer orientation
- Volunteer management software
- Mobile apps for volunteer scheduling
Recommend
The document provides an overview of Iowa 4-H Youth Development and how it uses GPS/GIS technologies. It discusses that 4-H aims to empower youth through positive youth development which focuses on belonging, mastery, independence and generosity. It emphasizes the importance of experiential learning and having caring adult mentors to help youth develop these skills through hands-on activities and reflection. The goal is for youth to become competent, caring and contributing community members.
This document discusses promoting person-centered approaches in health and social care. It covers the following key points in 3 sentences:
The document outlines training on person-centered care, which emphasizes working with individuals and their support networks to develop care plans based on the individual's needs, preferences, and values. It discusses how to implement a person-centered approach in daily work through actively involving the individual and respecting values like dignity, choice, and privacy. Several activities are presented to discuss ways of ensuring individuals remain active participants in their care by addressing their holistic needs and enabling informed choices, even in complex situations.
This document provides an overview of Iowa 4-H Youth Development and its focus on positive youth development through experiential learning. It discusses the core elements of 4-H, including belonging, mastery, independence, and generosity. It emphasizes the importance of caring adult mentors and creating an inclusive, safe environment where youth can learn skills, help others through service, and make decisions. The experiential learning cycle of experience, share, process, generalize, and apply is highlighted as an effective model for hands-on learning in 4-H programs.
Volunteering provides benefits to both individuals and organizations. It allows people to actively participate in their communities and influence social change while organizations gain flexibility, skills and new ideas from volunteers. For volunteering to be most effective, it requires an active commitment from volunteers without any coercion and should be an unpaid, reciprocal relationship. Organizations should also provide volunteers with support, training and recognition to keep them engaged over the long term.
This document discusses recognition and management of volunteers in social care. It notes that being valued is most important for volunteer satisfaction and retention, rather than formal accreditation alone. Volunteers come from various backgrounds and have different motivations. There are over 100 volunteer roles in health and social care. The document also provides case studies of organizations that effectively recognize and manage volunteers.
Build Staff Buy-in for your Volunteer Engagement ProgramVolunteerMatch
Is your organization open to engaging volunteers in new ways? Often one of the biggest challenges to a new model of volunteer engagement is the resistance of paid staff. Often attitudes and fears of our co-workers prevent us from expanding the work that volunteers do. But, if you've never worked with volunteers before, it can be scary. In this webinar we'll discuss strategies for working with paid staff to engage volunteers. We'll cover what you can do to alleviate some of those fears, strategies for working within a Union environment, and how you can train and support your coworkers as they become responsible for managing volunteers.
A Perfect Storm for Population Health - Teaching PreventionPractical Playbook
This document provides an overview of a workshop on population health and community engagement. The workshop uses a case study approach to teach skills for improving population health outcomes. Participants work through the case study in small groups, taking on roles of different stakeholders to understand their perspectives. The goal is for participants to explore collaborative, community-based approaches to address complex health issues like obesity. The workshop guides participants through eight steps, including defining the problem, gathering allies, creating a vision statement, and developing and communicating a strategy. Feedback is solicited on how the case study approach and materials could support training healthcare professionals to work across sectors in transforming health systems.
This document provides guidance for facilitating an EP LEAD program with interns. The program is designed to enable leadership development through an inner and outer journey experience. It is structured in 3 blocks:
1) Understanding myself - focusing on cultural values, strengths/weaknesses, and goal setting.
2) Understanding the experience - reflecting on community, critical incidents, and the impact of the experience.
3) Capturing the change - comparing perceptions, personal development, and leadership journey before and after the internship.
The guidance outlines exercises and assessments for mentors to use at different stages to help interns reflect on themselves and their experiences in order to develop key leadership elements of self-awareness, responsibility
The document provides an overview of the basics of volunteer management, outlining a 5-step process. It discusses the importance of planning tasks and goals, recruiting and placing volunteers, providing orientation and training, supervising and recognizing volunteers, and evaluating the entire volunteer program. It also notes that understanding volunteer motivations, such as praise, accomplishment, affiliation, and influence, helps with recognition and retention.
This document describes an essential skills program for unemployed women over 40. The program was developed in response to needs in the local community and is funded by the Canadian government. It uses a woman-centered and culturally sensitive approach across 4 cornerstones: woman-centered, culturally sensitive, relevant to age and life stage, and adult education principles. The program was field tested through full pilots and specific activities. It assesses skills using the PDQ tool and showed increases across all skills areas. The curriculum is adaptable and consists of 3 modules on exploring oneself, community, and future plans. It uses experiential learning methods and reflection.
The document discusses the increasing prominence of integrated care in health policy documents over time, with references to integration increasing at a rate of 78% per year. While integration is increasingly emphasized, there is no national data showing whether it is actually improving quality of care experienced by individuals. To make integrated care more than just a "pipe dream", the document argues that interventions to support integration must address issues of context, like funding and work stress, through approaches that bring together data, workforce capability, and management across services.
This document summarizes a debate about the role of the voluntary sector in health and social care. It discusses how the voluntary sector can help move towards a new era of partnership between health and social care. While integrating health and social care seems logical, cultural and structural barriers have prevented it from happening. The voluntary sector is well-positioned to play a big role because charities consider the whole person and all their needs, not just medical issues. The document also examines specific areas where more work is needed, such as how the health service can better partner with charities, how charities can save the health service money through prevention and addressing social determinants of health, and how charities can influence and create systems change within health care
The document discusses Age UK's Integrated Care Programme, which aims to provide better and lower-cost care for older people. It outlines key barriers to integrated care in England, such as political and organizational challenges. Age UK's programme provides holistic care coordination led by volunteers to help reduce dependency and isolation. It serves as a critical friend to support service redesign and has shown success in locations like Cornwall. Important aspects of the program include data analysis, whole system working, personalization, and non-medical support to help older adults remain independent.
New models of healthcare, Oliver Wyman at For Later Life 2014Age UK
This document discusses establishing an Extensivist model of care to coordinate care for high-cost, high-need patients. It describes how an Extensivist clinic would function, with an Extensivist leading a care team to provide integrated care for patients' medical, behavioral and social needs. It also outlines challenges in implementing this model, such as gaining hospital privileges, changing patient behaviors, and developing new capabilities. The goal is to improve outcomes and lower costs through coordinated, preventative and patient-centered care for the most complex patients.
Dignity, malnutrition and comfort in later life, Anne Holdoway at For Later L...Age UK
This document discusses nutrition and well-being in later life. It notes that malnutrition increases sharply after age 70 and older adults account for most malnutrition in hospitals. Good nutrition can help manage chronic disease and weight, while undernutrition increases disease risk and negatively impacts mood and quality of life. Specific nutrients like vitamins and fatty acids affect well-being and cognition. Towards the end of life, the document questions whether individual needs and preferences of older adults are adequately considered regarding food, which can impact dignity, anxiety and quality of life.
John Williams, Professor of Law, Aberystwyth University Age UK
John Williams' presentation from the "Working towards a human rights convention" conference held by Age UK and Age International on the 31st July 2013.
Yvonne Doyle - High Impact Health Interventions Age UK
Yvonne Doyle, Director of Public Health, Public Health England - presentation from Age UK's For Later Life conference, 25th April 2013.
For more information, view: www.ageuk.org.uk/forlaterlife
David Regan - High impact health interventionsAge UK
David Regan, Director of Public Health, Manchester City Council - presentation from Age UK's For Later Life conference, 25th April.
For more information: www.ageuk.org.uk/forlaterlife
Tom Kirkwood - High impact health interventionsAge UK
Professor Tom Kirkwood, Associate Dean for Ageing, University of Newcastle - presentation from Age UK's For Later Life conference, 25th April.
For more information: www.ageuk.org.uk/forlaterlife
Nick Goodwin - Bringing integrated care to lifeAge UK
Dr Nick Goodwin, Senior Fellow, The King's Fund - presentation from Age UK's For Later Life conference, 25th April.
For more information: www.ageuk.org.uk/forlaterlife
Pam Creaven - Bringing integrated care to lifeAge UK
Pam Creaven, Services Director, Age UK - presentation from Age UK For Later Life conference, 25th April.
For more information: www.ageuk.org.uk/forlaterlife
The Evolution of the Leonardo DiCaprio Haircut: A Journey Through Style and C...greendigital
Leonardo DiCaprio, a name synonymous with Hollywood stardom and acting excellence. has captivated audiences for decades with his talent and charisma. But, the Leonardo DiCaprio haircut is one aspect of his public persona that has garnered attention. From his early days as a teenage heartthrob to his current status as a seasoned actor and environmental activist. DiCaprio's hairstyles have evolved. reflecting both his personal growth and the changing trends in fashion. This article delves into the many phases of the Leonardo DiCaprio haircut. exploring its significance and impact on pop culture.
The Future of Independent Filmmaking Trends and Job OpportunitiesLetsFAME
The landscape of independent filmmaking is evolving at an unprecedented pace. Technological advancements, changing consumer preferences, and new distribution models are reshaping the industry, creating new opportunities and challenges for filmmakers and film industry jobs. This article explores the future of independent filmmaking, highlighting key trends and emerging job opportunities.
Orpah Winfrey Dwayne Johnson: Titans of Influence and Inspirationgreendigital
Introduction
In the realm of entertainment, few names resonate as Orpah Winfrey Dwayne Johnson. Both figures have carved unique paths in the industry. achieving unparalleled success and becoming iconic symbols of perseverance, resilience, and inspiration. This article delves into the lives, careers. and enduring legacies of Orpah Winfrey Dwayne Johnson. exploring how their journeys intersect and what we can learn from their remarkable stories.
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Early Life and Backgrounds
Orpah Winfrey: From Humble Beginnings to Media Mogul
Orpah Winfrey, often known as Oprah due to a misspelling on her birth certificate. was born on January 29, 1954, in Kosciusko, Mississippi. Raised in poverty by her grandmother, Winfrey's early life was marked by hardship and adversity. Despite these challenges. she demonstrated a keen intellect and an early talent for public speaking.
Winfrey's journey to success began with a scholarship to Tennessee State University. where she studied communication. Her first job in media was as a co-anchor for the local evening news in Nashville. This role paved the way for her eventual transition to talk show hosting. where she found her true calling.
Dwayne Johnson: From Wrestling Royalty to Hollywood Superstar
Dwayne Johnson, also known by his ring name "The Rock," was born on May 2, 1972, in Hayward, California. He comes from a family of professional wrestlers, with both his father, Rocky Johnson. and his grandfather, Peter Maivia, being notable figures in the wrestling world. Johnson's early life was spent moving between New Zealand and the United States. experiencing a variety of cultural influences.
Before entering the world of professional wrestling. Johnson had aspirations of becoming a professional football player. He played college football at the University of Miami. where he was part of a national championship team. But, injuries curtailed his football career, leading him to follow in his family's footsteps and enter the wrestling ring.
Career Milestones
Orpah Winfrey: The Queen of All Media
Winfrey's career breakthrough came in 1986 when she launched "The Oprah Winfrey Show." The show became a cultural phenomenon. drawing millions of viewers daily and earning many awards. Winfrey's empathetic and candid interviewing style resonated with audiences. helping her tackle diverse and often challenging topics.
Beyond her talk show, Winfrey expanded her empire to include the creation of Harpo Productions. a multimedia production company. She also launched "O, The Oprah Magazine" and OWN: Oprah Winfrey Network, further solidifying her status as a media mogul.
Dwayne Johnson: From The Ring to The Big Screen
Dwayne Johnson's wrestling career took off in the late 1990s. when he became one of the most charismatic and popular figures in WWE. His larger-than-life persona and catchphrases endeared him to fans. making him a household name. But, Johnson had ambitions beyond the wrestling ring.
In the early 20
Barbie Movie Review - The Astras.pdffffftheastras43
Barbie Movie Review has gotten brilliant surveys for its fun and creative story. Coordinated by Greta Gerwig, it stars Margot Robbie as Barbie and Ryan Gosling as Insight. Critics adore its perky humor, dynamic visuals, and intelligent take on the notorious doll's world. It's lauded for being engaging for both kids and grown-ups. The Astras profoundly prescribes observing the Barbie Review for a delightful and colorful cinematic involvement.https://theastras.com/hca-member-gradebooks/hca-gradebook-barbie/
Leonardo DiCaprio House: A Journey Through His Extravagant Real Estate Portfoliogreendigital
Introduction
Leonardo DiCaprio, A name synonymous with Hollywood excellence. is not only known for his stellar acting career but also for his impressive real estate investments. The "Leonardo DiCaprio house" is a topic that piques the interest of many. as the Oscar-winning actor has amassed a diverse portfolio of luxurious properties. DiCaprio's homes reflect his varied tastes and commitment to sustainability. from retreats to historic mansions. This article will delve into the fascinating world of Leonardo DiCaprio's real estate. Exploring the details of his most notable residences. and the unique aspects that make them stand out.
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Leonardo DiCaprio House: Malibu Beachfront Retreat
A Prime Location
His Malibu beachfront house is one of the most famous properties in Leonardo DiCaprio's real estate portfolio. Situated in the exclusive Carbon Beach. also known as "Billionaire's Beach," this property boasts stunning ocean views and private beach access. The "Leonardo DiCaprio house" in Malibu is a testament to the actor's love for the sea and his penchant for luxurious living.
Architectural Highlights
The Malibu house features a modern design with clean lines, large windows. and open spaces blending indoor and outdoor living. The expansive deck and patio areas provide ample space for entertaining guests or enjoying a quiet sunset. The house has state-of-the-art amenities. including a gourmet kitchen, a home theatre, and many guest suites.
Sustainable Features
Leonardo DiCaprio is a well-known environmental activist. whose Malibu house reflects his commitment to sustainability. The property incorporates solar panels, energy-efficient appliances, and sustainable building materials. The landscaping around the house is also designed to be water-efficient. featuring drought-resistant plants and intelligent irrigation systems.
Leonardo DiCaprio House: Hollywood Hills Hideaway
Privacy and Seclusion
Another remarkable property in Leonardo DiCaprio's collection is his Hollywood Hills house. This secluded retreat offers privacy and tranquility. making it an ideal escape from the hustle and bustle of Los Angeles. The "Leonardo DiCaprio house" in Hollywood Hills nestled among lush greenery. and offers panoramic views of the city and surrounding landscapes.
Design and Amenities
The Hollywood Hills house is a mid-century modern gem characterized by its sleek design and floor-to-ceiling windows. The open-concept living space is perfect for entertaining. while the cozy bedrooms provide a comfortable retreat. The property also features a swimming pool, and outdoor dining area. and a spacious deck that overlooks the cityscape.
Environmental Initiatives
The Hollywood Hills house incorporates several green features that are in line with DiCaprio's environmental values. The home has solar panels, energy-efficient lighting, and a rainwater harvesting system. Additionally, the landscaping designed to support local wildlife and promote
Everything You Need to Know About IPTV Ireland.pdfXtreame HDTV
The way we consume television has evolved dramatically over the past decade. Internet Protocol Television (IPTV) has emerged as a popular alternative to traditional cable and satellite TV, offering a wide range of channels and on-demand content via the internet. In Ireland, IPTV is rapidly gaining traction, with Xtreame HDTV being one of the prominent providers in the market. This comprehensive guide will delve into everything you need to know about IPTV Ireland, focusing on Xtreame HDTV, its features, benefits, and how it is revolutionizing TV viewing for Irish audiences.
The Unbelievable Tale of Dwayne Johnson Kidnapping: A Riveting Sagagreendigital
Introduction
The notion of Dwayne Johnson kidnapping seems straight out of a Hollywood thriller. Dwayne "The Rock" Johnson, known for his larger-than-life persona, immense popularity. and action-packed filmography, is the last person anyone would envision being a victim of kidnapping. Yet, the bizarre and riveting tale of such an incident, filled with twists and turns. has captured the imagination of many. In this article, we delve into the intricate details of this astonishing event. exploring every aspect, from the dramatic rescue operation to the aftermath and the lessons learned.
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The Origins of the Dwayne Johnson Kidnapping Saga
Dwayne Johnson: A Brief Background
Before discussing the specifics of the kidnapping. it is crucial to understand who Dwayne Johnson is and why his kidnapping would be so significant. Born May 2, 1972, Dwayne Douglas Johnson is an American actor, producer, businessman. and former professional wrestler. Known by his ring name, "The Rock," he gained fame in the World Wrestling Federation (WWF, now WWE) before transitioning to a successful career in Hollywood.
Johnson's filmography includes blockbuster hits such as "The Fast and the Furious" series, "Jumanji," "Moana," and "San Andreas." His charismatic personality, impressive physique. and action-star status have made him a beloved figure worldwide. Thus, the news of his kidnapping would send shockwaves across the globe.
Setting the Scene: The Day of the Kidnapping
The incident of Dwayne Johnson's kidnapping began on an ordinary day. Johnson was filming his latest high-octane action film set to break box office records. The location was a remote yet scenic area. chosen for its rugged terrain and breathtaking vistas. perfect for the film's climactic scenes.
But, beneath the veneer of normalcy, a sinister plot was unfolding. Unbeknownst to Johnson and his team, a group of criminals had planned his abduction. hoping to leverage his celebrity status for a hefty ransom. The stage was set for an event that would soon dominate worldwide headlines and social media feeds.
The Abduction: Unfolding the Dwayne Johnson Kidnapping
The Moment of Capture
On the day of the kidnapping, everything seemed to be proceeding as usual on set. Johnson and his co-stars and crew were engrossed in shooting a particularly demanding scene. As the day wore on, the production team took a short break. providing the kidnappers with the perfect opportunity to strike.
The abduction was executed with military precision. A group of masked men, armed and organized, infiltrated the set. They created chaos, taking advantage of the confusion to isolate Johnson. Johnson was outnumbered and caught off guard despite his formidable strength and fighting skills. The kidnappers overpowered him, bundled him into a waiting vehicle. and sped away, leaving everyone on set in a state of shock and disbelief.
The Immediate Aftermath
The immediate aftermath of the Dwayne Johnson kidnappin
Top IPTV UK Providers of A Comprehensive Review.pdfXtreame HDTV
The television landscape in the UK has evolved significantly with the rise of Internet Protocol Television (IPTV). IPTV offers a modern alternative to traditional cable and satellite TV, allowing viewers to stream live TV, on-demand videos, and other multimedia content directly to their devices over the internet. This review provides an in-depth look at the top IPTV UK providers, their features, pricing, and what sets them apart.
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Christian Louboutin: Innovating with Red Solesget joys
Christian Louboutin is celebrated for his innovative approach to footwear design, marked by his trademark red soles. This in-depth look at his life and career explores the origins of his creativity, the milestones in his journey, and the impact of his work on the fashion industry. Learn how Louboutin's bold vision and dedication to excellence have made his brand synonymous with luxury and style.
2. Introduction to session on Volunteering
Purpose - to disseminate
2.learning from the Fit as a Fiddle programme
to highlight issues on
• Organisational capacity, roles and
responsibilities towards managing volunteers
• Recruiting, supporting and valuing volunteers
2. practice from national Fit as a Fiddle
programmes
3. reflect on participant’s experience in
working with volunteers
Fit as a Fiddle
3. Experiences drawn from
Five national Fit as a Fiddle
programmes working with hard to
reach groups
• Residents in care/nursing homes
• Sheltered and supported living
• Older men
• Faith and ethnic minority communities
• Isolated older people living at home
National organisations as partners
To develop cascade training model for
working with volunteers
Fit as a Fiddle
5. Working effectively with volunteers
The phases of a volunteer
programme
– To plan (with partners)
– To recruit
– To train (the easy bit)
– To manage, support and to
………… value volunteers
– Evaluation
Fit as a Fiddle
6. Phase 1 – Planning with partners1.
Organisational capacity to work effectively with volunteers -
key elements
• How does volunteering contribute towards an
organisation’s vision and aims?
• Do they understand the implications of a volunteer
programme for management, policy and procedures?
• Can they identify and provide appropriate human
resources to manage a volunteering programme?
• Have they champions at each level?
There are those that can and those that can’t
Fit as a Fiddle
7. Phase 1. Organisational capacity
– examples
Key tasks and relationships required
• Managing the CRB
• Who (if anyone) is in a position to
train and support volunteers
• Fit within health and safety policy
• Potential and limits of volunteering
• Payment of volunteer out of pocket
expenses
• Clarity re volunteer roles and tasks
• Do they have a sustainability
Fit as a Fiddle
8. Phase 2 - recruiting volunteers
Recruitment strategy requires
• Communication of vision and
purpose
• Appropriate channels, media,
networks
• Clear messages and images
• Clarity on role description and
expectations
Fit as a Fiddle
9. Phase 2 - recruiting volunteers
Priority - clarity of
•Purpose of programme
•Target and participant group
(volunteers and participants)
•Role of volunteers, limits and
potential
(For volunteers, participants,
partners and the programme)
Fit as a Fiddle
10. Clarity re role of volunteer
– what are they going to do?
Engaging and Providing (physical)
motivating participants activity opportunities
Befriending Activity organisers
Mentoring Well-being activity
leaders
Peer (health) mentoring Activity assistants
Buddying Well being workshop
leader
Champions/Ambassadors P/A Exercise Leaders
Fit as a Fiddle
An Active Role Model?
11. Clarity re role of volunteer
– what are they going to do?
Because it has an impact on
• Volunteer expectations
• Partner expectations
• Recipient expectations
• Insurance, risk assessments and any liability
• Determines what they should be trained to do
• Evaluation and outcomes
Fit as a Fiddle
12. The Merchant Seamen’s War Memorial Society
16 Volunteer Buddies trained
• Gardening project
• Bee Keeping
• Organic Vegetables
• Free Range Chickens
• Fitness Suite
Fit as a Fiddle
13. The Merchant Seamen’s War Memorial Society
•A Choice of Volunteer Roles
• 1-2-1 peer mentor
• Trainer
• Support
• Group Helper
• Ambassador
Fit as a Fiddle
21. A Well Being Buddy - Volunteers Story
“I became a volunteer because I wanted to work
more with my local community and felt that as an
active and healthy older man I could help to
encourage other men to become healthier.
My family and friends say to me that what I’m
doing is brilliant, and I have become more
confident in myself but I think I get far more
reward from the classes than I give out. I’ve made
a lot of new friends and I’m really grateful that I’ve
been given the opportunity to be a volunteer.”
Alex
Fit as a Fiddle
22. Discussion activity
Key topics highlighted in session
2. Organisational capacity, roles and responsibilities
3. Recruiting, training, supporting and valuing volunteers
Questions for discussion
How does the Fit as a Fiddle learning and
experience match your own experience and
expectations?
What is the one most important item of
Fit as a Fiddle