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Help at hand - and online
- 1. Leaders, Educators, Movers and Shakers…… ©
- 3. • High profile of volunteering • Recognised qualifications • Choice in learning & development • Access to resources • Professional associations
- 4. • Understanding the options • Matching to your role, responsibilities and aspirations • Transferring your learning to the workplace
- 5. • Your role is key • Improved on the job training and support • It’s your professional development – you need to shape it!
- 6. • Developing key skill sets, focusing on strengths • Planning your career path • Identifying a mentor or working with a coach to help you realise your goals
- 7. • Challenging and asking questions • Recognising the difference between experience and expertise • Getting involved – finding your voice
- 8. We are connected… ©
- 9. 1. What do I want to gain? 2. What do I have to contribute? 3. Where do I need it to take me? @vmmovement suevjones
Editor's Notes
- Hello everyone – thank you for inviting me to this fantastic event, featuring a range of themes that I’m really passionate about: learning, technology, volunteering and of course, volunteer management. I appreciate that the word passion is sometimes a little over-used, particularly in our line of work – but I want to assure you that supporting people and especially managers of volunteers is basically my core focus when it comes to work.I’m based at Warrington Voluntary Action and head up Excellence in Volunteer Management, which incorporates qualifications and training and learning options for managers of volunteers. I also lead and work with a team of national Volunteer Management Champions, our aim is to create a new group of voices in the field of Volunteer Management through writing, speaking, blogging and our webinar broadcasts. Today I’m going to talk about the journey taken by Volunteer Management - considering where we are as a profession and where we perhaps need to be aiming for. I’ll also be speaking about the leaders, educators, movers and shakers in volunteer management – these are the people who we can all learn from, be inspired by and go out into our networks and enthuse about.
- As I was putting all this together I was thinking about the fact that lots of people who work in this type of role aren’t even always known as a Volunteer Manager – let alone sometimes recognise themselves as a Volunteer Manager. And I was thinking about whether there is any other profession in the world where you would have this sort of scenario – I am not sure there is.And then an Australian colleague sent me this – show poster & discuss.Explain – they might identify with all of these descriptors, or just some of them – but either way if you have responsibility for volunteers – you’ll need to be drawing on these skills sets at some time or another. Acknowledge that the term Miracle Worker might appear a little over the top, but – when you consider all these aspects altogether – it’s quite an amazing job – who would do this job?In many ways it’s quite an attractive prospect – challenging yet incredibly rewarding and increasingly complex in terms of balancing the needs of the organisation the client group and the funder with the needs of a group of people who basically don’t have to turn up if they don’t want to.How amazing is that? The volunteer manager is the person who is motivating people to donate their time. And seeing as time is our most precious commodity – my question is – why aren’t we doing more to support and develop the people who support and motivate those who give their time freely?
- When I was putting this presentation together, I was thinking about the journey taken by volunteer managers over the almost 10 years I’ve been working in this role.Lots of things have changed about the sector and about volunteer management.Lots of things haven’t:I’m still hearing the phrase “we ‘use’ volunteers” – I appreciate this isn’t necessarily what we mean – but why do people still do it!?I’m still dismayed by volunteer managers who define what they do by proudly announcing how many volunteers they manage – like a badge of honour….And, it’s still a profession that isn’t really sure what it’s called…..However, it’s also a really exciting time to be working in this field because there are positive things which have changed:Volunteering has never had such a high profileWe now have recognised qualifications in the fieldWe have more choice in methods of learning and developmentWe have a national professional associationWe have access to all manner of resources – local, specific to our setting, national and international – more on this later…
- Why leaders? One of the major aspects that I feel has changed is that we are talking about Volunteer Management in terms of Leadership.We are now looking for ways to combine both the people and the process aspects of the role and to inspire, to innovate and to empower volunteers – going beyond Good Practice.As a leader looking to develop, it’s important that you understand the options available to you in terms of training and learning, and in particular with accessing the ‘right’ qualifications in volunteer management. Not simply taking what’s being offered to you – because it’s there.Think about:Matching the level not only to your role and responsibilities, but to your aspirations and what you want and need to learn about.The learning methods involved and how they might fit with your own approach and learning preference.How the learning experience will enable you to transfer your learning to the workplace – where it will be of most use!Identifying a training provider that’s right for you – do you need to work with a specialist or someone who has a more generic understanding of leadership and management for example?
- Why educators? Well, because you know best about your role – about what you need – about what works and how things need to be better and different.In order for you to access the learning and development you need – you also need to be the educator. So, one of the key aspects that needs to be improved in volunteer management is getting our organisations to provide better on the job training and support. And your role is key – you are the cog in the wheel. I know it doesn’t feel like that most of the time, yet we need to recognise this ourselves, in order to be able to get others to understand it. And don’t expect your organisation to understand it – be pleased if they do – but don’t stop there – because you will need to keep reminding them!
- Why movers? Well, what I would ask is – where are you moving to? How are you moving? In terms of your individual growth and development – are you heading where you want and need to?Learning is something you participate in – it isn’t something that happens to you because you spend time in a room with 12 other people – or even 50 other people.This is all about:Identifying the key skill sets you need to developUnderstanding and focusing on your strengthsConsidering and planning your career pathIdentifying and mentor or working with a coach to help you realise your goals
- Why shakers? Well, this is about challenging, about asking those pertinent questions and not simply accepting the way that things are.Above all, we need to recognise that there is a difference between experience and expertise when it comes to managing volunteers. And, we need to find a way to draw on our experiences and to find a way to put our learning into practice in order to develop further our expertise. So we need to be honest – with ourselves and with our situation.We need to shake things up a bit, because if we don’t – we’ll still be having the same conversations in 12 months or 2 years.So, how can you develop yourself by shaking things up within your organisation, within your local network, within your professional association?
- The good news is that its even easier for Volunteer Managers and their organisations to do this stuff because we are connectedWe are connected – we have actual face to face networks – formal and informal and we can connect better than ever on-line – no reason not to feel a part of something and to take part in some way. As this conference is highlighting.The challenge is that we as individual VMs and as organisations need to accept this and we need to support managers of volunteers to be the best they can be – we need to trust and enable them to make the most of technology and to see these as resources as tools to help them learn, share and develop – as individuals and for the benefit of the organisation and their client group. Through such resources, we can access professional development – and I’m not just talking about formal training here – the often the best kind of learning and development is informally driven by you – and through it you can drive the change and the perception of this highly important role.
- I think the most important thing to remember is that it’s YOUR development – that it’s about you!We spend our time focusing so much on our volunteers, that our needs are too often forgotten about. Yet, if we’re in a good place – if we feel that we are learning, moving in the right direction, that we are supported and that our contribution is acknowledged – then surely we are in a better position to be more effective in our roles.So – what about today? Well I have 3 key questions for you which can be applied today, or indeed can be applied to your ongoing learning and development.Reveal questions and talk through.Explain that these are questions that we should be asking ourselves and of one another in order to progress as individuals and as a profession. They’re a good place to start – and I look forward to hearing your responses.