Re-Energize Your Board and Prevent Burnout While Meeting Goals
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Is your board getting bored? Is your team wearing lean? In today's business climate, volunteers are more time starved than ever! On this webcast, chapter leaders will share best practices, tips, and techniques for keeping your board and other chapter leaders energized and engaged.
![Getting it All Done: Re-Energize your board, Prevent Burnout, and Still Meet your Goals Dr. Kella B. Price, SPHR, CPLP NAC Eastern North Carolina Chapter San Diego Chapter ©2008 Price Consulting Group [email_address]](https://image.slidesharecdn.com/gettingitalldonere-energizeyourboardpreventburnoutandstillmeetyourgoals-090801083351-phpapp01/85/getting-it-all-done-re-energize-your-board-prevent-burnout-and-still-meet-your-goals-1-320.jpg)
![Learning Objectives ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],©2008 Price Consulting Group [email_address]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Re-Energize Your Board and Prevent Burnout While Meeting Goals
- 1. Getting it All Done: Re-Energize your board, Prevent Burnout, and Still Meet your Goals Dr. Kella B. Price, SPHR, CPLP NAC Eastern North Carolina Chapter San Diego Chapter ©2008 Price Consulting Group [email_address]
- 4. Each hour given to supervising one volunteer yields nine hours in volunteer time. ©2008 Price Consulting Group [email_address] (McBee, 2002)
- 6. Discussion Why are you a volunteer leader for ASTD? ©2008 Price Consulting Group [email_address]
- 11. Surveying your volunteers ©2008 Price Consulting Group [email_address]
- 14. How can you meet the need for a volunteer to feel “connected”? ©2008 Price Consulting Group [email_address]
- 20. How can you meet the need for a volunteer to feel “special”? ©2008 Price Consulting Group [email_address]
- 22. How can you meet the need for a volunteer to feel “powerful”? ©2008 Price Consulting Group [email_address]
- 27. So, how can you re-energize your board? ©2008 Price Consulting Group [email_address]
- 30. Questions for discussion with your volunteers… ©2008 Price Consulting Group [email_address]
- 35. “ I don’t know what your destiny will be, but one thing I do know: the only ones among you who will be really happy are those who have sought and found how to serve”. -Albert Schweitzer ©2008 Price Consulting Group [email_address]
- 47. Thank you! What are your questions? Dr. Kella B. Price, SPHR [email_address] 252.622.8119 ©2008 Price Consulting Group [email_address]
Editor's Notes
- Volunteers don’t necessarily have the same level of commitment and interest in the project Don’t necessarily know what they need to know
- Connected – sense of belonging, sense of being part of a relationship with others -Meet the need by having sense of identification with the work group
- Common goal or purpose – team trying to achieve together, staff and volunteers as equal partners No low performance standards – challenge Talk about org values Equal treatment – staff and volunteers treated the same Sense of ownership – accountable for project or results Celebrate accomplishments – recognize volunteers in context of their contribution to the goals of the group Recognition – consistent, no favoritism, team accomplishments celebrated with equal credit to all members Sense of belonging – connected to the group as a “we”
- Promote interaction – particularly important when there are little opportunities to share or have team experiences (ie. Volunteers with little supervision or don’t work in the office) Involve in decision-making – has a say in deciding strategy and action Engage in new experiences together – improvement, implement ideas
- Uniqueness – “there’s no one in the world quite like me” – sense of being special
- Empower – give them opportunities to express themselves, explore alternative ways to achieve their results Use their talents – “there is a difficult responsibility requiring your special talents” Explore differences, understand diversity – “safe” environment Training – encourage individual development Special knowledge – ask them to share it with others
- Linkage from their job to the results Decision-making – allow to make decisions, shape how they get their job done
- Lack of excitement or interest - What they are doing is no longer exciting or interesting Expectations not met - When expectations don’t match reality Overwhelmed - Feel facing an overwhelming burden Not supported – feel lack of support or resources necessary to do the job Repetition – when tasks feel repetitive
- New England Chapters Outside facilitator for board mtg so President can “lay low” and observe. A different style of mtg leader can rejuvenate board. Useful when doing annual goals, reviewing chapter survey, or doing a strengths/needs analysis for chapter Use tool like MBTI, Thomas Killman Conflict Instrument, or Strength Development Inventory administered and reviewed Change format of board mtg. ie. Share updates in advance, use time for board to debate and make decisions Do mindmapping activity about where you see the board in 1,2, or 3 years Do icebreakers to let board get to know each other better Midwest chapters Mid-year board mtg devoted to looking back and re-focus on what needs accomplished in the rest of the year Look at successes and re-focus on what has been done in remaining 6 mos. Review each board member’s goals Review CORE – what needs addressed? Is your chapter tracking to reach 100% CORE excellence? Reasearch Triangle Chapter Board likes to be empowered – “you gave us the power to do our jobs” Train leaders to do their role without coming to President for everything – write/update policies and job descriptions Use board mtgs for actionable items – what did the Board need to decide? Not updates. Agenda includes desired outcomes Stop mtgs at ending time, start @ start time – value and respect other people’s time Try to keep board members in place beyond 1 yr – “it takes so long to learn the job, please let me stay now that I’ve learned how to do it” Public acknowledge Board – give praise Success is contagious! Membership increased 50%. Mtgs most attended ever. National speakers and local dynamic speakers. Great board attendance at meetings. Track who was participating (coming to mtgs and “stuff” (lunch n’learns, networking, SIGs, etc) use to seed committees and board. Know who is already active that you can ask “ Burnout is a fire that consumes more that it has in fuel”. Make sure people are “getting” and they won’t burnout. Find ways to reward Board – ie. 50% off programs, ½ off National dues, leadership dvlpmt) Good programs drew in new members, raise money, raised value. Enabled ability to offer some free programs and people were enthusiastic!
- Give volunteers roles where they can excel and grow Set clear expectations and counsel when they are not meeting the expectations
- Enthusiasm is attractive Delighted volunteers will attract others to your org
- 1 st 6 months expectations vs. actual – gap between the two increases turnover Transition – smooth during adjustment Job match – is it the right job for the volunteer “ anniversaries” Re-evaluate commitment Identify new interests and goals – suggest jobs in org that will help them meet these needs
- What is your chapter’s biggest problem or challenge? Attitude and perspective influences the outcome I have good news vs. problem Re-phrase in a positive light Physically attracted to positivity
- Role ambiguity, overload cause for stress and turnover Volunteers don’t come for the paycheck…satisfy their needs!