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Let's Reboot Volunteer Training
The document outlines the need to revamp volunteer training to enhance retention and leadership development within organizations. It includes insights on assessing chapter performance, volunteer motivations, and the importance of structured training for various volunteer roles. Additionally, it emphasizes the value of aligning training strategies with the organization's mission and offers resources for improving volunteer training programs.
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Let's Reboot Volunteer Training
- 1. Let’s Reboot Volunteer Training So, wecan retain volunteers & develop future leaders
- 2. Chat What’s a greatlearning experience you’ve had recently (personal, or professional)?
- 3. How can Itrack and measure component/chapter performance? How can we support our chapters’ training needs? Ask the Hosts…
- 4. Save the Date! July21st 12 – 1 pm EST Register >> https://bit.ly/3AfZ29i Chapter Benchmarking Pep Rally
- 5. Meet Your Presenters PeggyHoffman, FASAE, CAE Mariner Management MarinerManagement.com Kristine Metter, MS, CAE Crystal Lake Partners CrystalLakePartners.com
- 6. Training Checks Boxes Behindthe problems Decision To Volunteer: key reason for “no” didn’t have skills/knowledge MBVS: key dissatisfier: inadequate orientation, training or resources Chapter Benchmarking Report: biggest disconnect is alignment ROI To your volunteers: training is a perk To your association: better volunteers
- 7. POLL How does yourassociation approach investing in volunteer training? • We don’t train our volunteers and it shows. • We provide basic, tactical training. • We provide some developmental and leadership training.
- 8. Our Agenda Power ofthe Learning Journey Map Power of the Volunteer Matrix Power of a Training Strategy
- 9. Get the WhitePaper! https://bit.ly/3y8DCJo
- 10.
- 11. Institutional Knowledge About the association… mission, vision, strategic plan, membership, offerings, etc. Project-specific Knowledge & Skills Areas covering basic operations, activities, etc. Association Governance Understanding basic principles of non-profit organizations Leadership Skills Areas covering soft and technical skills needed. basic | detailed | strategic teach or automate
- 12. Level 3 –New Volunteer Leader
- 13. Level 4 –Experienced Volunteer Leader
- 14. Need: Orientation tochapter, association, role Impact: Introducing leadership dev opportunities New Volunteer Need: Group charge, P&P, how NP’s work Impact: Preparing for leadership Group Member Need: Leadership skills, big-picture thinking, group dynamics, fiduciary resp Impact: Sharpening skills & building strategic muscle Chair Need: Connections to HQ, understanding of the market, member Impact: Preparing for national service Board Member/Officer Need: Role related Impact: future leader HQ Volunteer Chapter Volunteer
- 15. Value is Real Volunteers:Frames scope, competencies and pre-req for opportunities Volunteer mentors/recruiters: help them guide volunteers Organization: helps map out your training
- 16. POLL What does yourcurrent volunteer training program look like? • Training? I can barely keep volunteer operations running. • My volunteer training covers the basics, but I would like to do more. • I have a robust volunteer training system.
- 17. Preparation Acquisition of Knowledge/Skills Use ofNew Skills • Acknowledges the diversity in experience & goals • Empowers volunteers to make choices • Shows the value of volunteering • Provides structure . Learning Journey Maintenance
- 18.
- 19. become moreinvolved with my association deepen my understanding of the profession or industry improve my professional soft skills be a leader gather business intelligence gain new business give back expand my network Volunteer Motivations
- 20. Tying Motivations toLearning
- 21. MID-CAREER, NO MANAGEMENT EXP AD-HOCVOLUNTEER; IN LINE TO BE CHAIR ASPIRES TO NATIONAL BOARD SERVICE Training: • Chapter rules & operations • Vice chair/chair responsibilities • Relationship between chapter/HQ • Budgeting & financial statement Development: • National/global strat plan • Meeting facilitation • Consensus building MID-CAREER, MANAGEMENT EXP COMMITTEE CHAIR W/ LEADERSHIP INTEREST POTENTIAL TO SERVE NATIONAL Training: • Chapter rules & operations • Governance duties (obedience, loyalty, care) • Relationship between chapter/HQ Development: • National/global strat plan • Public speaking • Risk Management • Leadership development
- 22. POLL What platforms areyou using for your volunteer training programs? (check all that apply) • My association’s website • My AMS • My LMS • A patchwork of systems (tell us in chat) • Other (tell us in chat)
- 23. Monthly Live Chat Quarterlywebinar In-person Workshop Meetup Meetup Online Community >> Resource Portal >> On-demand Training Jan Mar May Jul Sep Nov
- 24. 24x7 • Online community • Portal •On-demand Reoccurring • Webinars, conference calls • Virtual chats In-Person • Conference, workshop • Meetups Provide Options
- 25. Autonomy & self-directed learning…portal,on- demand, worksheets Inclusion of life experiences Practical application with focus on achieving goals…tools, case studies, problem-solving Follow Adult Learner Practices 01 02 03
- 26. Map your pathway & scenarios Gathera focus group of volunteers to help Ask volunteers – what do you want to learn? Id what volunteers need to know Let effectives practices in chapter management, operations, and governance guide here. Plot a course Go big or go small … importance is understanding the priorities and the resources at hand 01 02 03 Taking the Next Step…
- 27.
- 28. Billhighway Mariner Management •Current financial reporting • Chapter member engagement data • Number of events they’re hosting • Types of events they’re hosting • Percentage of members and non- members attending • Discovering your chapter ROI • Innovating your chapter structure • Rethinking your volunteer strategy • Training & developing chapters leaders • In-depth & quick bites Tap us for… With Billhighway, you can see chapter performance data in real time—no more nagging chapters for: Want more? Contact us for a 15 minute chat. Your chapters need help? You need help with your chapters? Want more? Contact us for a 15 minute chat.
- 29. Resources Download theVolunteer Learning Journey White Paper & check all the resources! Check out advice in Where to Start in Training Volunteers Download The Feedback Alternative: FeedForward for a look at shifting to a coaching role to develop volunteer Listen to the Webinar on Pivoting Leadership Conference to Virtual Read 4 Stories from associations on shifting training Read Chapter Training: Available at the moment of need Read more on Adult Learning: Adult Learning 101 for Edupreneurs and How to Lead a Masterclass: Effective Strategies for Teaching Adult Learners
Editor's Notes
- #2 Chapters struggle to find volunteers, or they find bodies without the right skills or mindset. There are a number of factors: time, time commitment required, missing connection to meaning, lack of skills/exp. We can’t address all here, however we can address the last one. And now a word from our sponsors!
- #3 It's time to warm up your fingers... This is just one example of an ice breaker you can use with chapter leaders BREAK THE ICE For smaller meetings allow everyone to introduce themselves. For larger meetings encourage this in the chat room. Warm up attendees. Get the chat warmed up with an easy icebreaker questions My two favorites: what’s your go-to morning beverage or what’s on your desk that makes you smile. Check out this Mind Tools post with tips and ideas. Gets the fingers warmed up. for extra fun, lead a finger warm-up. Love the Spider push-ups!
- #4 Let’s Meet the Team – These webinars are brought to you by the fab partnership of Billhighway & Mariner Management! Billhighway – Is a Chapter Management Solution. We provide the perfect balance between headquarters visibility and chapter autonomy. Mariner – Let’s create the greatest possible value for your members and volunteers! Our Shared Purpose To build community the component relations community and connect CRPs.
- #5 July is the benchmarking kick-off! Its different that previous years and engagement is going to be important...we'll be surveying members of the c-suite as well as be looking for candidates who are interested in us providing a supplementary survey to their chapter leaders.
- #6 Peggy introduce yourself Kristine introduce yourself
- #7 Why training? In DTV, one of the top reasons – didn’t have the skills/knowledge In MBVS, one of the top reasons for dissatisfaction – lack an orientation, training & resources Across chapters, one of the biggest complaints – volunteers who can’t do the job aka lack of training Chapter Benchmark Report, one of the biggest disconnects – alignment which is related to training One more thing – members are reluctant to volunteer if there’s no WIIFM; training as a perk can change that Investing in volunteer training returns tremendous ROI to your volunteers and your organization
- #8 How does your association approach investing in volunteer training? We don’t train our volunteers and it shows. We provide basic, tactical training. We provide some developmental and leadership training.
- #9 Divide the conversation into three areas Power of volunteer matrix as a guide for training strategy Tap into the volunteer career pathway Power of using a learning journey map to connect volunteers to the right training Identifying volunteer motivations, where they are in a pathway Using scenarios to connect volunteers to training Building a 12-month strategy We’ll answer several of the questions we received in advance such as: How to implement change on a small scale How to design a user-friendly road map How to actual get volunteers to do the training Better ways to attract volunteers How to enhance the volunteer experience. This is based on the White Paper, read the blog series, reach out to Kristine or Peggy
- #10 Get the White Paper! https://bit.ly/3y8DCJo
- #11 Update colors Volunteer pathway: Typical volunteer pathway which maps a volunteer’s journey through five learning and development stages: New volunteer – in their first simple job Learning volunteer – on a team, early in longer role New volunteer leader – chair or co-chair Experienced volunteer leader – serves on the board Strategic volunteer leader – ready for national service Note – we would frame this differently if we were focusing on national © Copyright PresentationGo.com – The free PowerPoint library
- #12 Each stage is defined by general skills, knowledge and abilities needed by most volunteers at that career stage member characteristics nonprofit knowledge association specific knowledge Project-specific knowledge/skills volunteer skills. Think in terms of Basic – foundational Detailed – what I need to know to make it happen Strategic – how does it all fit together What to I teach v. automate © Copyright PresentationGo.com – The free PowerPoint template library
- #13 A matrix example …
- #14 Update colors Let’s look at the matrix – we’ll focus on two levels most commonly experienced at the chapter level
- #16 If you were charting a volunteer progression, it might look like this at the chapter level
- #17 The value in this whole process of mapping your pathway and matrix is Value is 3-fold: Volunteers: Frames scope, competencies and pre-req for opportunities Volunteer mentors/recruiters: help them guide volunteers Org: helps map out your training See the white paper for guiding questions to build the volunteer matrix
- #18 What does your current volunteer training program look like? Training? I can barely keep volunteer operations running. My volunteer training covers the basics, but I would like to do more I have a robust volunteer training system.
- #19 A learning journey acknowledges several steps in the learning process: preparation, acquisition of knowledge/skills, use of new skills, maintenance over time. A learning journey also acknowledges the diversity in our experiences and our goals. Power: follow a process to first understand where the volunteer is coming from and then match the training and development to that person’s situation. This powerful process empowers volunteers to make choices in their learning journey, shows the value of volunteering as a way to learn and grow, and provides the structure for you to offer a broader array of programs that will ultimately lead to volunteers who are better prepared to strategically lead your association.
- #20 Maybe add a short mention of training (transactional, tasks) vs. development (leadership cultivation, power skills).
- #21 Tapping into volunteer motivations. Examples I want to become more involved with the association. I want to deepen my understanding of the profession or trade. I want to improve my professional soft skills. I want to be a leader. I am looking to gather business intelligence. I am looking to gain new business. I would like to give back to the association or profession/trade. I want to expand my personal/professional network. I am seeking to build my personal brand.
- #22 Let’s take a look at two motivations and specific training and development modules to offer them.
- #23 Add typical scenarios. We could use personas, preference is tie to role. Examples [insert from white paper] Let’s look at 2 scenarios. Notice overlap and the potential for nuances
- #24 What platforms are you using for your volunteer training programs? (check all that apply) My association’s website My AMS My LMS A patchwork of systems Other
- #25 Let’s build a 12-month strategy Target: accessible orientation and training available year-round, which covers four key areas (matrix) to address stages of volunteer engagement through a variety of channels in real time and asynchronously. The result of accessible orientation and training: each volunteer receives the right amount of learning at the moment of need. Timing: Volunteers need just-in-time support throughout the year. We can also target two specific times: at the start of the job or year and key milestones within the year.
- #26 Setting up your training calendar with this mind will take building in three options: [use image] scheduled events throughout the year timed to critical milestones on-demand 24/7 for just-in-time learning annual event often held at the beginning of new year. Recognizing that time is the commodity in shortest supply for volunteers Learning modules should be trimmed as tightly as possible and offered in micro-chunks, through a variety of channels, on-line and off-line, to allow the volunteer to fit the learning to their schedule (think YouTube & TED Talks) and location (at home, in the office, on the road, wherever!). Using low-cost apps like Powtoon or Animoto help you do this. Use 3 channels: 1:1 – peer to peer learning through peer mentoring and individual training [add example] 1:many – workshops, webinars, presentations, resource portal [add example] Many:many – leader groups, online community [add example]
- #27 There is no ONE adult learning theory – it more about follow adult learner practices such as Autonomy and self-directed learning Practical application and focus on achieving goals Inclusion of life experiences – this is a differentiator from children and it means we have to connect learning to past experiences These tie to the fact that Adults have an existing base of knowledge and life experience. They seek out continuous learning based on personal interests, wants, and needs. Adults learn best when they learn by doing. They learn best when they are directly involved with—“experiencing”—the learning instead of memorizing numbers and definitions from books. Read more: https://www.ispringsolutions.com/blog/adult-learning-theories
- #28 learner journeys that align with volunteer motivations and aspirations increase a volunteer’s willingness to invest time in training. If we are being learner-centric, we will engage the volunteer in a discussion to determine their pathway. This says to the volunteer, you give us time and we want to invest in you! How to confirm a volunteer’s profile including skills achieved? Be learner-centric, let the individual self-assess. This could be a self-assessment with guiding questions, or an interview with your volunteer manager. See sidebar for resources. What is the volunteer’s awareness of the skills needed to be successful? Build the self-assessment into your volunteer orientation and onboarding processes to encourage volunteer self-awareness. Use your volunteer pathway and matrix to educate volunteers on the skills needed for success. By tying that with guidance on how to develop those skills, volunteers may be more likely to self-assess and seek training. It is far easier to help a volunteer work towards a goal, say committee leadership or board service, than it is to deliver the message you aren’t qualified. What if we’re not ready … or want to explore this concept on a smaller scale? The underpinning philosophy of providing training based on volunteer motivations and goals can be implemented in many stages. If you are the staff person charged with preparing chapter leaders, consider how to apply the concepts to your chapter leader conference, webinar series and resource portal. If you are the staff person charged with committee liaison role, consider how you can apply the concepts to an onboarding process for committee volunteers. Just as there are many paths for volunteers, we have many paths for how to step up our game in supporting and developing our member volunteers.
- #30 Bring the data together or figure out what it means…we’re here to help. Billhighway Software like Billhighway allows for a healthy balance of association visibility and chapter autonomy. You can see chapter performance data in real time—no nagging required. For example, with Billhighway, you can see the: Full financial picture of chapters Insight into member data Number of events chapters are hosting Types of events they’re hosting Percentage of members attending Percentage of non-members attending Mariner We are all about optimizing your local presence, whether it’s the traditional chapter or something else. We help you empower volunteers, improve the member experience, answer tough questions about components.
- #31 Resources Add blog post, white paper, tip sheet
- #32 Thank you again! See you on July 21st!