Please contact me if you need any
further support in developing your vision and
action plan for volunteering. I'm happy to
provide advice and guidance.
The document discusses the National Trust's vision for volunteering, including goals of having volunteers involved in all aspects of work by 2020 and 64% of volunteers strongly recommending volunteering with the Trust by 2012.
Putting the Public into Public Services - #ppps14 Kathryn Wane
Slides from SCVO's Putting the Public into Public Services event held in Edinburgh on Friday 25th July. Contributions from: Katie Kelly, Strategic Manager of Vibrant Communities, East Ayrshire; Ella Simpson, Director at Edinburgh Council of Voluntary Organisations & Kevin Dicks, Chief Executive of Bromsgrove District and Redditch Borough Councils.
The document provides the programme for the "Finding Our Voice" conference on volunteer management that will take place on October 23rd, 2013 in London. The one-day conference will include workshops, panel discussions, and presentations on various topics related to volunteer engagement and management. Speakers will discuss learning from volunteer surveys, using online tools to connect volunteer managers, and defining the profession of volunteer management. The event aims to provide volunteer managers with skills and knowledge to improve their practice and empower volunteers.
This document contains the text of a speech given by Fiona Dawe at an AVM conference on finding the voice of volunteer managers. In the speech, Dawe discusses how volunteer managers often feel undervalued in their organizations and provides suggestions for how they can gain legitimacy and influence. She shares examples from her experience of how empowering personal stories and changing limiting narratives can influence perceptions. Dawe encourages volunteer managers to question assumptions about themselves, define their value through a "true liberating assumption," and have courageous conversations to influence their organizations from the inside out.
Alan Stevenson - Leadership from the top down. A presentation on some of the findings from the Demonstration Project - A new paradigm for volunteering in Scotland. It's time to change.
This document summarizes a conference for managers of volunteers. It provides context about the diverse roles of volunteer managers, with most being part-time or volunteer roles. It discusses how volunteer management has evolved from a support role to a more strategic role engaging senior management and employees. The document encourages managers to articulate their value and gives examples and discussion questions to influence perceptions of their importance. It also provides statistics demonstrating that volunteer programs with professional management recruit and retain more volunteers, have more impact, and see reductions when management is cut. The key messages are that volunteer managers should clearly communicate their value and that under-resourcing volunteer management limits organizational success.
The document discusses the National Trust's vision for volunteering, including goals of having volunteers involved in all aspects of work by 2020 and 64% of volunteers strongly recommending volunteering with the Trust by 2012.
Putting the Public into Public Services - #ppps14 Kathryn Wane
Slides from SCVO's Putting the Public into Public Services event held in Edinburgh on Friday 25th July. Contributions from: Katie Kelly, Strategic Manager of Vibrant Communities, East Ayrshire; Ella Simpson, Director at Edinburgh Council of Voluntary Organisations & Kevin Dicks, Chief Executive of Bromsgrove District and Redditch Borough Councils.
The document provides the programme for the "Finding Our Voice" conference on volunteer management that will take place on October 23rd, 2013 in London. The one-day conference will include workshops, panel discussions, and presentations on various topics related to volunteer engagement and management. Speakers will discuss learning from volunteer surveys, using online tools to connect volunteer managers, and defining the profession of volunteer management. The event aims to provide volunteer managers with skills and knowledge to improve their practice and empower volunteers.
This document contains the text of a speech given by Fiona Dawe at an AVM conference on finding the voice of volunteer managers. In the speech, Dawe discusses how volunteer managers often feel undervalued in their organizations and provides suggestions for how they can gain legitimacy and influence. She shares examples from her experience of how empowering personal stories and changing limiting narratives can influence perceptions. Dawe encourages volunteer managers to question assumptions about themselves, define their value through a "true liberating assumption," and have courageous conversations to influence their organizations from the inside out.
Alan Stevenson - Leadership from the top down. A presentation on some of the findings from the Demonstration Project - A new paradigm for volunteering in Scotland. It's time to change.
This document summarizes a conference for managers of volunteers. It provides context about the diverse roles of volunteer managers, with most being part-time or volunteer roles. It discusses how volunteer management has evolved from a support role to a more strategic role engaging senior management and employees. The document encourages managers to articulate their value and gives examples and discussion questions to influence perceptions of their importance. It also provides statistics demonstrating that volunteer programs with professional management recruit and retain more volunteers, have more impact, and see reductions when management is cut. The key messages are that volunteer managers should clearly communicate their value and that under-resourcing volunteer management limits organizational success.
This document provides an agenda for the "Finding Our Voice" conference organized by the Association of Volunteer Managers (AVM). The agenda includes opening addresses, workshops on topics like volunteer management and engagement, a panel discussion, lunch, the AVM annual general meeting, and closing sessions. Workshop topics include learning from volunteers, connecting and sharing experiences, and the value of volunteer managers. The document outlines the schedule, speakers, and goals of discussing how to establish volunteer management as a recognized profession through developing standards and a code of conduct.
Locality is a UK network of over 600 community-led organizations that aims to empower communities and support community organizers. The document outlines Locality's role in recruiting and training 5,000 community organizers over 4 years through an initiative launched by the UK government. It describes community organizers as skilled at bringing people together around shared issues and helping communities take action to influence decision-makers. The ultimate goal is to give communities more power to create change in their neighborhoods themselves.
Recognizing The Impact Hannan And Cfsem Ncoa Asa Conference 2010nzappella
Presented at the 2010 Aging in America Conference.
In 2009, the Detroit Griot Collaborative recorded and disseminated stories of “Volunteering in Detroit: Seniors Make the Motor City Run” through radio and community listening parties. Simultaneously, older adults took leadership roles in neighborhood-based change and livable community initiatives on Detroit’s near-east side. Learn the implementation processes the respective collaboratives utilized and examine the roles older adults play in creating social change and maintaining the cultural fabric of Detroit. Narrative reflection and multigenerational relationships will also be discussed.
The document discusses how volunteering may be affected by the personalization agenda in social care. It will require service providers to offer a more flexible range of services developed together with service users. This change will harness the tradition of voluntary and community actions. Key aspects of personalization include staying healthy and active in communities, avoiding targeted services, and connecting preventative and community-based support with personalized care. The document explores definitions, available research, and questions around how personal budgets, direct payments, and other personalization approaches impact the user journey in social care.
From Presence to Citizenship: Algonquin College DSWLiveWorkPlay
The From Presence to Citizenship initiative was a two-year project sponsored by the Ontario Ministry of Community and Social Services to share best practices in developmental services. It involved 11 partner agencies across Ontario with the goals of 1) providing tools and strategies to accelerate the transition to person-centered support and 2) creating an ongoing learning community. The project included regional presentations, a learning exchange conference, a newsletter and video profiling success stories to support developmental service organizations in improving person-centered outcomes.
The document describes the Opening Doors program, which aims to reduce social isolation and foster social inclusion. The program engages community members at risk of isolation, builds their leadership skills over 6 months of sessions, and supports them in developing community projects. 58 people have graduated from the program, leading to 45 grassroots projects involving over 4,000 community members. Key elements of the program's success include its asset-based, participatory approach and strong multi-organizational partnerships focused on a shared vision of social inclusion.
A QUESTION OF VALUE(S): Social Capital, Social Roles and Employment for Peopl...LiveWorkPlay
Keynote presentation for Coming Together 2017: "Employing Ability" on May 6, 2017. Coming Together is an annual conference hosted by Service Coordination Ottawa, targeted mainly to young adults with intellectual disabilities and their families members.
This opening keynote by Keenan Wellar, Co-Leader and Director of Communications at LiveWorkPlay.ca, was intended to inspire a call to action to encourage opportunities for employers and other citizens and organizations in the community to see the benefits of including people with intellectual disabilities and autism in their workplaces and neighbourhoods. The presentation was also recorded with the intent of being made available through the Service Coordination website.
Breathitt County KY Small Business Digital Marketing Case Studies: EPG Explor...Berea College
This presentation before the Breathitt County civic leadership illustrates the value of small business digital marketing through a number of case studies executed over a five year period in the Kentucky River Area Development District (KRADD). The final case studies were developed after faculty and student travels and observations of the HandMade in America trails in Western North Carolina to advance travel and tourism through a series of “persona travelers” based on Kentucky tourism research of how and where to spend 36 hours in the KRADD region. This presentation was presented to the Jackson Kiwanis Club on November 20th, 2012.
Aseet Based Community Developemnt Blackburn and Darwen July 2014 Gary Loftus
This document provides an overview of an event on asset-based community development. It discusses the ABCD approach, which focuses on identifying and mobilizing a community's existing skills, talents, and resources rather than its needs or deficiencies. The document outlines some of the assets discovered in one neighborhood, including gardeners, bakers, teachers, and more. It emphasizes that ABCD is about starting with what a community already has and connecting individuals, associations, and institutions to create local opportunities and citizen-led initiatives.
OADD 2014: Person-Centred Thinking and Building Social Capital Supporting an ...LiveWorkPlay
Person-Centred Thinking and Building Social Capital Supporting an Included Life in the Community with Homes, Jobs, and Friends for People with Intellectual Disabilities
Keenan Wellar, MA and Julie Kingstone, MEd
Co-Founders & Co-Leaders, LiveWorkPlay.ca
Starting in 2008, LiveWorkPlay embarked on a journey of “de-programming” by making a shift from congregated programs to authentic community-based, person-centred, and assets-focused thinking and processes. Beyond exciting outcomes such as first homes, first jobs, and first experiences engaging in the community with other citizens, with respect to the experience of an included life, the impact is all about the development of reciprocal relationships and interdependence (social capital).
Sue Jones and Chris Huffee - Join Sue and Chris as they provide an overview of some of the leading networking tools for managers of volunteers; including how to make the most of the dedicated Volunteer Management weekly tweet chat and discussion known as Thoughtful Thursdays #ttvolmgrs The session will cover why it is important to connect, learn and share on-line and to help make this meaningful and relevant to your role.
Many organizations are struggling with the gap between social media hype versus concrete results and return on investment. This session explores the way digital native organizations like Mozilla (makers of the popular open source Firefox web browser) are using smart collaborative tools and an “open everything” approach to optimize day-to-day work, bring in volunteer contributors, and advance their overall mission. If 2008 was all about going “viral” -- using the web to try and reach large numbers of people with relatively superficial engagement -- 2010 may be all about the opposite: using the right open web tools and best practices to empower smaller numbers of people to work smarter, increase impact, and get things done.
Attendees Will Walk Away With:
• A sense of where the web and social media are headed
• Best practices around “open web” tools and methods
• Ideas on increasing volunteer and community contribution inside and outside your organization
Matt Thompson - Web Lead, Mozilla Drumbeat, Mozilla Foundation
Matt is an open Internet evangelist and online campaign strategist. He recently joined the Mozilla Foundation as the web lead for Mozilla Drumbeat, a new effort to support projects and people that protect the open web and invent the Internet’s future. Before joining Mozilla, Matt worked as an online campaign strategist and guest speaker for organizations like Free Press, Greenpeace Canada and the London School of Economics.
This document summarizes a forum on demonstrating the impact of volunteering. The agenda includes speakers on why measuring impact is important, planning impact assessments, undertaking impact assessments of volunteering, and challenges and tools for impact assessment. Breakout group discussions are included. Speakers will also discuss the impact of volunteering in care homes and on health and wellbeing based on research. The goal is to help organizations better understand and communicate the impact of volunteering.
This document proposes a model of "building civic enterprise" through person-centered community development. It involves creating a network of community coaches who work one-on-one with residents to help them achieve their aspirations, and community panels to oversee the coaches. Coaches would focus on relationships, facilitating progress rather than fixing deficiencies. This responsive infrastructure aims to stimulate demand for existing services and support inclusive participation. Potential impacts include business starts, education/skills gains, and improved well-being. Piloting is proposed to test the model.
Regional workshops, day 1 & 2 presentationCormac Russell
The document summarizes two days of a workshop on asset-based community development (ABCD) and mobilizing young people. Day one covered asset mapping, learning conversations, appreciative inquiry, and using strengths to address issues. Day two discussed taking local youth engagement to the county level, inclusion, and facilitating youth-led action through matching grants. The goal was to teach participants ABCD principles and tools to strengthen communities by engaging youth.
Out of the Box and Off the Shelf: Bringing Person-Centred Plans To Life!LiveWorkPlay
Presentation by Alex Darling (People Connector) and Allison Moores (Support Coordinator) from LiveWorkPlay at the 2015 Learning Community for Person-Centred Practices Gathering in Richmond Hill, Ontario, Canada April 14-15..
Planning for stronger local democracy wv workshop - charlestonMatt Leighninger
This document summarizes a planning meeting for stronger local democracy held in Charleston, West Virginia. It includes an agenda for the meeting covering introductions, best practices in public engagement, building blocks for local democracy, and next steps. Participants shared what they hoped to learn, including how engagement fits in the democratic system and how to get more people involved and overcome apathy. Examples of successful public engagement tactics and case studies from other communities were presented and discussed. Key building blocks for long-term community engagement identified included having a diverse group of participants, a structured process, deliberation, an orientation toward action, using both online and in-person tools, and having a dedicated community space. Next steps discussed for West Virginia included participatory budget
Newcastle on inclusion for children with disabilitiesCormac Russell
How do you build a bridge between children and young people who are labelled by their disabilities into the centre of community life? How do you build hospitable communities where such bridge building is common place? These are the questions we address in this presentation through the lens of Asset Based Community Development.
Slides from 2 Day ABCD Workshop delivered by Cormac Russell and Jim Diers, Hosted byForever Manchester Foundation and supported by the Community Foundation Network. November 17,18 2011
This document provides information for students joining the Contact Student Volunteers organization at the University of Leicester. It introduces the organization, describes various volunteering opportunities and roles, explains how to get involved and receive support, and provides contact information. The guide aims to help new volunteers understand what Contact does and how to make the most of their volunteering experience.
Recruitment and Retention of Volunteers PresentationCANorfolk
Presentation given by Lucy Hogg and Karen Osborne, Voluntary Norfolk, at the 2018 Annual Norfolk Voluntary, Community, Social Enterprise Sector conference
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
This document provides an agenda for the "Finding Our Voice" conference organized by the Association of Volunteer Managers (AVM). The agenda includes opening addresses, workshops on topics like volunteer management and engagement, a panel discussion, lunch, the AVM annual general meeting, and closing sessions. Workshop topics include learning from volunteers, connecting and sharing experiences, and the value of volunteer managers. The document outlines the schedule, speakers, and goals of discussing how to establish volunteer management as a recognized profession through developing standards and a code of conduct.
Locality is a UK network of over 600 community-led organizations that aims to empower communities and support community organizers. The document outlines Locality's role in recruiting and training 5,000 community organizers over 4 years through an initiative launched by the UK government. It describes community organizers as skilled at bringing people together around shared issues and helping communities take action to influence decision-makers. The ultimate goal is to give communities more power to create change in their neighborhoods themselves.
Recognizing The Impact Hannan And Cfsem Ncoa Asa Conference 2010nzappella
Presented at the 2010 Aging in America Conference.
In 2009, the Detroit Griot Collaborative recorded and disseminated stories of “Volunteering in Detroit: Seniors Make the Motor City Run” through radio and community listening parties. Simultaneously, older adults took leadership roles in neighborhood-based change and livable community initiatives on Detroit’s near-east side. Learn the implementation processes the respective collaboratives utilized and examine the roles older adults play in creating social change and maintaining the cultural fabric of Detroit. Narrative reflection and multigenerational relationships will also be discussed.
The document discusses how volunteering may be affected by the personalization agenda in social care. It will require service providers to offer a more flexible range of services developed together with service users. This change will harness the tradition of voluntary and community actions. Key aspects of personalization include staying healthy and active in communities, avoiding targeted services, and connecting preventative and community-based support with personalized care. The document explores definitions, available research, and questions around how personal budgets, direct payments, and other personalization approaches impact the user journey in social care.
From Presence to Citizenship: Algonquin College DSWLiveWorkPlay
The From Presence to Citizenship initiative was a two-year project sponsored by the Ontario Ministry of Community and Social Services to share best practices in developmental services. It involved 11 partner agencies across Ontario with the goals of 1) providing tools and strategies to accelerate the transition to person-centered support and 2) creating an ongoing learning community. The project included regional presentations, a learning exchange conference, a newsletter and video profiling success stories to support developmental service organizations in improving person-centered outcomes.
The document describes the Opening Doors program, which aims to reduce social isolation and foster social inclusion. The program engages community members at risk of isolation, builds their leadership skills over 6 months of sessions, and supports them in developing community projects. 58 people have graduated from the program, leading to 45 grassroots projects involving over 4,000 community members. Key elements of the program's success include its asset-based, participatory approach and strong multi-organizational partnerships focused on a shared vision of social inclusion.
A QUESTION OF VALUE(S): Social Capital, Social Roles and Employment for Peopl...LiveWorkPlay
Keynote presentation for Coming Together 2017: "Employing Ability" on May 6, 2017. Coming Together is an annual conference hosted by Service Coordination Ottawa, targeted mainly to young adults with intellectual disabilities and their families members.
This opening keynote by Keenan Wellar, Co-Leader and Director of Communications at LiveWorkPlay.ca, was intended to inspire a call to action to encourage opportunities for employers and other citizens and organizations in the community to see the benefits of including people with intellectual disabilities and autism in their workplaces and neighbourhoods. The presentation was also recorded with the intent of being made available through the Service Coordination website.
Breathitt County KY Small Business Digital Marketing Case Studies: EPG Explor...Berea College
This presentation before the Breathitt County civic leadership illustrates the value of small business digital marketing through a number of case studies executed over a five year period in the Kentucky River Area Development District (KRADD). The final case studies were developed after faculty and student travels and observations of the HandMade in America trails in Western North Carolina to advance travel and tourism through a series of “persona travelers” based on Kentucky tourism research of how and where to spend 36 hours in the KRADD region. This presentation was presented to the Jackson Kiwanis Club on November 20th, 2012.
Aseet Based Community Developemnt Blackburn and Darwen July 2014 Gary Loftus
This document provides an overview of an event on asset-based community development. It discusses the ABCD approach, which focuses on identifying and mobilizing a community's existing skills, talents, and resources rather than its needs or deficiencies. The document outlines some of the assets discovered in one neighborhood, including gardeners, bakers, teachers, and more. It emphasizes that ABCD is about starting with what a community already has and connecting individuals, associations, and institutions to create local opportunities and citizen-led initiatives.
OADD 2014: Person-Centred Thinking and Building Social Capital Supporting an ...LiveWorkPlay
Person-Centred Thinking and Building Social Capital Supporting an Included Life in the Community with Homes, Jobs, and Friends for People with Intellectual Disabilities
Keenan Wellar, MA and Julie Kingstone, MEd
Co-Founders & Co-Leaders, LiveWorkPlay.ca
Starting in 2008, LiveWorkPlay embarked on a journey of “de-programming” by making a shift from congregated programs to authentic community-based, person-centred, and assets-focused thinking and processes. Beyond exciting outcomes such as first homes, first jobs, and first experiences engaging in the community with other citizens, with respect to the experience of an included life, the impact is all about the development of reciprocal relationships and interdependence (social capital).
Sue Jones and Chris Huffee - Join Sue and Chris as they provide an overview of some of the leading networking tools for managers of volunteers; including how to make the most of the dedicated Volunteer Management weekly tweet chat and discussion known as Thoughtful Thursdays #ttvolmgrs The session will cover why it is important to connect, learn and share on-line and to help make this meaningful and relevant to your role.
Many organizations are struggling with the gap between social media hype versus concrete results and return on investment. This session explores the way digital native organizations like Mozilla (makers of the popular open source Firefox web browser) are using smart collaborative tools and an “open everything” approach to optimize day-to-day work, bring in volunteer contributors, and advance their overall mission. If 2008 was all about going “viral” -- using the web to try and reach large numbers of people with relatively superficial engagement -- 2010 may be all about the opposite: using the right open web tools and best practices to empower smaller numbers of people to work smarter, increase impact, and get things done.
Attendees Will Walk Away With:
• A sense of where the web and social media are headed
• Best practices around “open web” tools and methods
• Ideas on increasing volunteer and community contribution inside and outside your organization
Matt Thompson - Web Lead, Mozilla Drumbeat, Mozilla Foundation
Matt is an open Internet evangelist and online campaign strategist. He recently joined the Mozilla Foundation as the web lead for Mozilla Drumbeat, a new effort to support projects and people that protect the open web and invent the Internet’s future. Before joining Mozilla, Matt worked as an online campaign strategist and guest speaker for organizations like Free Press, Greenpeace Canada and the London School of Economics.
This document summarizes a forum on demonstrating the impact of volunteering. The agenda includes speakers on why measuring impact is important, planning impact assessments, undertaking impact assessments of volunteering, and challenges and tools for impact assessment. Breakout group discussions are included. Speakers will also discuss the impact of volunteering in care homes and on health and wellbeing based on research. The goal is to help organizations better understand and communicate the impact of volunteering.
This document proposes a model of "building civic enterprise" through person-centered community development. It involves creating a network of community coaches who work one-on-one with residents to help them achieve their aspirations, and community panels to oversee the coaches. Coaches would focus on relationships, facilitating progress rather than fixing deficiencies. This responsive infrastructure aims to stimulate demand for existing services and support inclusive participation. Potential impacts include business starts, education/skills gains, and improved well-being. Piloting is proposed to test the model.
Regional workshops, day 1 & 2 presentationCormac Russell
The document summarizes two days of a workshop on asset-based community development (ABCD) and mobilizing young people. Day one covered asset mapping, learning conversations, appreciative inquiry, and using strengths to address issues. Day two discussed taking local youth engagement to the county level, inclusion, and facilitating youth-led action through matching grants. The goal was to teach participants ABCD principles and tools to strengthen communities by engaging youth.
Out of the Box and Off the Shelf: Bringing Person-Centred Plans To Life!LiveWorkPlay
Presentation by Alex Darling (People Connector) and Allison Moores (Support Coordinator) from LiveWorkPlay at the 2015 Learning Community for Person-Centred Practices Gathering in Richmond Hill, Ontario, Canada April 14-15..
Planning for stronger local democracy wv workshop - charlestonMatt Leighninger
This document summarizes a planning meeting for stronger local democracy held in Charleston, West Virginia. It includes an agenda for the meeting covering introductions, best practices in public engagement, building blocks for local democracy, and next steps. Participants shared what they hoped to learn, including how engagement fits in the democratic system and how to get more people involved and overcome apathy. Examples of successful public engagement tactics and case studies from other communities were presented and discussed. Key building blocks for long-term community engagement identified included having a diverse group of participants, a structured process, deliberation, an orientation toward action, using both online and in-person tools, and having a dedicated community space. Next steps discussed for West Virginia included participatory budget
Newcastle on inclusion for children with disabilitiesCormac Russell
How do you build a bridge between children and young people who are labelled by their disabilities into the centre of community life? How do you build hospitable communities where such bridge building is common place? These are the questions we address in this presentation through the lens of Asset Based Community Development.
Slides from 2 Day ABCD Workshop delivered by Cormac Russell and Jim Diers, Hosted byForever Manchester Foundation and supported by the Community Foundation Network. November 17,18 2011
This document provides information for students joining the Contact Student Volunteers organization at the University of Leicester. It introduces the organization, describes various volunteering opportunities and roles, explains how to get involved and receive support, and provides contact information. The guide aims to help new volunteers understand what Contact does and how to make the most of their volunteering experience.
Recruitment and Retention of Volunteers PresentationCANorfolk
Presentation given by Lucy Hogg and Karen Osborne, Voluntary Norfolk, at the 2018 Annual Norfolk Voluntary, Community, Social Enterprise Sector conference
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
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.
Alan Stevenson - Stepping up to the ChallengeVDS001
Alan Stevenson presents his campaign for Change presentation at the Tolbooth in Stirling on 29th September. The presentation focussed on findings from the Demonstration Project.
This document provides an overview of an upcoming volunteering workshop. The workshop aims to help attendees gain knowledge about the local volunteering landscape, understand how to get the most from volunteering, and learn about opportunities. The agenda includes introductions, discussions on why people volunteer and don't volunteer, principles of volunteering, rights and responsibilities, and how to apply for roles. Attendees will learn about the benefits of volunteering and barriers that prevent people from volunteering. They will also get tips on how to find the right volunteer role and get the most from their experience.
This document provides an agenda for a volunteering workshop. The workshop aims to help attendees gain knowledge about the local voluntary sector, understand how to get the most from volunteering, and learn about opportunities. The agenda includes introductions, an overview of the local volunteering landscape, a discussion of why people do and do not volunteer, principles of volunteering, rights and responsibilities, and how to apply for roles. The workshop also explores benefits of volunteering and barriers to volunteering.
Alan presents his findings on a Campaign for Change after consulting with volunteers, Third Sector Organisations, Scottish Government, community groups and Stakeholders on how they see volunteering in Scotland changing in the future.
Getting Your Board on Board – Feeling anxious about telling your Board you need a Twitter strategy? Is your Board skeptical of the value and return on investment social media can provide? Or, do they have unrealistic expectations that you’re going to sign up on Facebook today and raise $1 million tomorrow? Either way, get the information you need to manage your Board’s expectations around social media. Find out the best ways to present the value and tangible benefits of social media to get your Board on-side.
Social Media Planning – Now that you’ve got your staff and board excited about social media, what’s next? Like most plans, it starts with a strategy, one that’s based on a desire to build relationships. What does a social media plan look like? What are the key elements? Where should you dedicate your time and how can you make most of your efforts? This session will present strategies and tactics you can employ, and will touch on how it all ties into the communications plan you’ve already got.
Services for Later Life conference: A change in thinking: Redefining servicesAge UK
Age UK's Services for Later Life conference took place on 12 July 2012. This presentation was given by Dan Corry, Chief Executive, New Philanthropy Capital.
Getting Your Board on Board – Feeling anxious about telling your Board you need a Twitter strategy? Is your Board skeptical of the value and return on investment social media can provide? Or, do they have unrealistic expectations that you’re going to sign up on Facebook today and raise $1 million tomorrow? Either way, get the information you need to manage your Board’s expectations around social media. Find out the best ways to present the value and tangible benefits of social media to get your Board on-side.
Social Media Planning – Now that you’ve got your staff and board excited about social media, what’s next? Like most plans, it starts with a strategy, one that's based on a desire to build relationships. What does a social media plan look like? What are the key elements? Where should you dedicate your time and how can you make most of your efforts? This session will present strategies and tactics you can employ, and will touch on how it all ties into the communications plan you’ve already got.
Why Do You Work on Volunteer Project in India?John Carreon
Working as a volunteer involves many important work like women empowerment, teaching English to the children etc. This ppt describes the reasons why do you work on volunteer project in India?
This document discusses change and volunteer travel. It summarizes the work of an award-winning organization called "people and places" that has established best practices in the volunteer travel sector and led efforts to improve standards. They have exercised leadership in the sector, established a replicable business model, had their work externally audited and published online. Their principles set a standard for operators to aspire to and offer guidelines for ethical volunteering. They have campaigned for responsible volunteering and child protection while running their small business. Their efforts have helped improve practices in volunteering over the last few years, though more remains to be done.
This presentation was part of the ARVAC Annual lecture held on the 29th May 2014.
The presentation was by Nick Ockenden, NCVO and looks at what the current opportunities and challenges for volunteering.
Find out more about the Institute of Volunteering Research http://www.ivr.org.uk/
New trends in philanthropy include an upcoming intergenerational wealth transfer of trillions of dollars, the rise of micro-philanthropy through social media and mobile giving, and the growth of social enterprises that pursue social missions through for-profit business models. The number of private foundations and public charities is increasing, driven in part by the transfer of wealth to future generations. New technologies allow for easy online donations and micro-volunteerism. Social enterprises are blurring the lines between for-profit and non-profit by addressing social problems through earned income from goods and services.
This document outlines an agenda for a workshop on inclusive community engagement. The workshop features several presenters from planning organizations who will discuss why inclusive engagement is important, how approaches need to change with the times, and stories of engagement efforts. Attendees will then break into small groups to discuss an assigned engagement scenario and report back. The goals are to emphasize that input leads to better plans, communities have a right to participate, and planners must stay alert to engagement opportunities while upholding principles of transparency and genuineness.
2012 recruitment program power point presentationpoots27
This document provides guidance on building a diverse workforce through effective recruiting and retention strategies. It discusses the importance of diversity and outlines an aggressive recruiting mission to attract a balanced membership. Specific tips are provided, including selectively recruiting from all cultures and generations, sourcing candidates in the community, engaging potential members through personalized conversations, and emphasizing support and encouragement for new volunteers. The document stresses adapting the program to members' strengths and interests to empower them and ensure retention.
Volunteer Hub Final Report for OrganisationsHelen Cavill
The Volunteer Hub provided support services to over 300 organizations serving vulnerable populations in Buckinghamshire from 2014-2016, recruiting and placing over 400 volunteers. Through training, recruitment events, and other services, the Volunteer Hub helped strengthen the volunteer base for organizations and improved outcomes for those organizations and the volunteers. Feedback showed that volunteers gained skills and confidence through their roles, while organizations benefited from increased capacity.
Lin at youth for cause dialogue session 10 june 2011Hiep Luong
The document summarizes the vision, mission, services, and core values of an organization called LIN that promotes equal opportunities in Vietnamese society. LIN's vision is to make a difference by promoting equal opportunities through individual and corporate donors and not-for-profit organizations. LIN's mission involves helping local people meet local needs through technical, financial, and management support from donors to not-for-profits. LIN's services include research, grants, capacity building, and volunteer placement to connect donors, volunteers, and not-for-profits.
BHM Social Impact Report - incorporating BHM 2nd reviewLeon Delpech
This document provides background information on Big Help Mob (BHM), an organization that coordinates short-term volunteer missions for young people to address community issues. It summarizes research on the benefits of volunteering for young people, including increased well-being, skills, and social connections. The evaluation aimed to measure the social impact of BHM on volunteers. It found that volunteering with BHM leads to personal benefits for most volunteers like feeling useful and meeting new people. It also leads to positive life changes like increased volunteering, new perspectives, and inspiration to make career or education changes for many volunteers. Key factors contributing to these impacts are the social network of volunteers, accessible volunteer opportunities, and exposure to new communities.
4. Two things…
The 2020 ambition:
Volunteers in every aspect of our work
All staff confident and capable of working with volunteers
The 2012 KPI target:
64% volunteers strongly recommend volunteering with the
National Trust
5. Three strands of work:
1. Capability and confidence of our volunteer managers
2. Fit for purpose supporting systems and processes
3. Developing new ways for people to get involved as
volunteers
6. 20%
New offers
New offers
40%
Systems New offers
& Systems
Processes &
Processes
Systems
&
Processes
40%
Capability Capability Capability
& & &
Confidence Confidence Confidence
Years 1 - 3 Years 4 - 6 Years 7 - 9
7. The KPI
The 2012 KPI target:
64% volunteers strongly recommend
volunteering with the National Trust
8. Drivers of the KPI
To raise the KPI we need to…
1. Be organised
2. Communicate effectively
3. Ensure volunteers feel valued
4. Make the most of peoples skills
5. Show clear leadership and direction
9. Our session today
• 21st Century Volunteering
– How volunteering is changing and what organisations
need to do to respond
• Creating a vision for volunteering at your
property
– Benefits aand costs associated with involving
volunteers
• Action planning
• Getting support as you move forward
• Final Q&A
11. Levels of formal volunteering
are static
Proportion of people volunteering formally
50
40
30
%
20
10
0
2001 2003 2005 2007/08 2008/09 2009/10 2010/11
Year
At least once a month At least once a year
12. Why people volunteer (%)
70 I wanted to improve
things/help people
60
Cause was important
50 to me
I had spare time
40
30 Meet people/make
friends
20 Use my skills
10
Learn new skills
0
Source: Citizenship Survey 2008-09
13. What prevents people volunteering
(%)
60 Work commitments
50
Looking after
40 children/home
30 Have other things to
do with my spare
20 time
Haven't hear about
10 opportunities
0 Don't know groups
that need help
Source: Citizenship Survey 2008-09
14. Legal
Key elements:
•Volunteer agreements
•Expectations vs. obligations
•Expenses and ‘if contracts’
•National Minimum Wage
•Interns
16. Age structure of the UK
1,200 Thousands
population
2010
2015
1,000 2020
800
600
400
200
0
0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85
Source: nfpSynergy - Population Projections/National
Statistics/nVision Base: UK ; 21774: The New Demographic
Landscape
17. Choice
• TV channels
– When I was a child there
were three in the UK
• Drinks
– Used to be tea or coffee
• Supermarkets
– Much wider choice of food
than 20 years ago
– Now sell financial products,
clothes, furniture, legal
advice
21. A one slide summary
• The world has changed quite significantly
in the last decade (& will do even more in
future) but:
– Levels of volunteering haven’t
– The ways organisations involve volunteers
haven’t changed much either (and are largely
process driven)
22. National Trust vision for
volunteering
The 2020 ambition:
Volunteers in every aspect of our work
All staff confident and capable of working
with volunteers
23. National Trust vision for
volunteering
Efficient A flexible offer Build capacity
A wider A dynamic offer
range of
activities
A more diverse
range of
Build capability people
Consistent
Shaping our work, not 80% volunteer
just delivering it recommendation
A better quality experience
24. The challenge we face
• Disconnect (growing?) between
what people want from
volunteering and what
organisations are offering
• The need to embrace different
approaches to getting and
keeping volunteers
• We’re competing with anything
people can spend their spare
time doing
25. Bridging The Gap
Part 3
What are the gaps and what can
we do about them?
26. Bridging the gap
• What people are
looking for in
volunteering
• How organisations
are engaging
volunteers
• Actions to ‘bridge the
gap’
Source: Bridging The Gap (2011)
27. What did they find?
• The legacy of the
uber volunteers
• Potential of past
volunteers
• Gaps & why they exist
• How we can respond
28. The legacy of the uber volunteers
• 31% of the adult
population
provide almost
90% of
volunteer hours
• 8% of the adult
population
provide almost
half the
volunteer hours
Source: Mohan, J – What do volunteering statistics tell
us about the prospects for the Big Society? (2010)
29. Potential of past volunteers
• UK data
– 1 in 5 people had
volunteered but
weren’t now
– Changes in personal
circumstances the
main reason
– 54% of non-volunteers
would like to volunteer
• Your property?
Source: Helping Out (2007)
32. Why these gaps?
• Motivations, availabilities and interests
change during our lives
• Volunteering is a two-way relationship
• Skills transfer and development is
important
• Time is our most valuable resource
• In other words, today’s volunteers are
different!
34. How can we respond?
• Re-think how we involve people to achieve our
mission
• Focus more on what needs doing than on how
and when it is done
• Be flexible and provide greater choice
• Be well organised but not too bureaucratic
• Provide opportunities for online engagement
• Build meaningful relationships with volunteers
Source: Bridging The Gap (2011)
35. “Improving participation opportunities requires
starting where people are and taking account of
their concerns and interests, providing a range
of opportunities and levels of involvement so
people can feel comfortable with taking part and
using the personal approach to invite and
welcome people in.”
Pathways Through Participation
36. Discussion
• What has struck you • What actions could be
most from this taken at your property
session and why? to ‘bridge the gap’?
• How do you see • How can you support
these trends and your volunteer
issues impacting on manager to
volunteering with the implement these
Trust and specifically actions?
your property? • What support do you
need?
37. Useful reading/resources
• 21st Century Volunteer – nfpSynergy
• Bridging the Gap – Volunteer
Canada
• Participation: trends, facts and
figures – NCVO
• Helping Out: National Survey of
Volunteering and Charitable Giving
– Institute for Volunteering Research
• Pathways Through Participation –
NCVO, Involve and Institute for
Volunteering Research
42. Creating a vision for volunteering -
key points
• Know why you involve
volunteers
• Be clear on the benefits
they will being
• Understand the costs
Link back to • Resource appropriately
National Trust
volunteering • Monitor and evaluate
vision
43.
44.
45. How to get in touch
Email: rob@robjacksonconsulting.com
Phone: 07557 419 074
Web: www.robjacksonconsulting.com
Twitter: @robjconsulting
Blog: www.robjacksonconsulting.blogspot.com
Editor's Notes
In the NT the overall numbers continually rising but the number of our 'regular' volunteers (Room Guides, Gardeners etc) that our operating model relies on has been static for many years and is even possibly falling
Start by setting scene/context for this session You all know Exec signed off a ten year ambition for volunteering at the end of 2011 and over the past we have been doing a lot of work sharing that – some of you will have seen presentations where we have talked part of what underpins the ambition is the evidence that there is a massive untapped pool of resources in potential volunteers. Our insight research has shown that 27million people are interested in volunteering for the Trust – if asked / made aware of or if we developed new proposiitions in line with their motivations Similarly within our existing volunteers 41% felt there could be more opportunity to do new things and take on new responsibilities
Crucially the volunteering ambition is not something separate or stand alone – it’s part of how we’ll achieve our overall Trust aim: that everyone feels like a member and by 2020 five million are That’s an ambitious organisational growth strategy and the volunteering ambition is absolutely set in that context: one way of helping us achieve that Trust ambition: we’ll need more people to help us do the work and there is a significant pool of untapped volunteer resource out there in our existing and future volunteers. And equally important involving more volunteers is a key way in which we’ll grow our supporter base – helping those new volunteers feel like members too What the session Rob will run through focusses on is some of the challenges we’ll face in accessing that pool – and we’ll work together today to think about how the Trust responds to those challenges
So – in summary – and you all know this stuff already: The 2020 ambition is summarised in two sentences: Vols involved in every aspect of our work All staff confident and capable of working with vols And in the short term we obviously also have the KPI target: we haven’t met it this year nationally but we’ve made really significant progress and we’ll talk more about the KPI later in this session VR remains a priority KPI next year too So – a long term ambition and short term target
To achieve the strategy – and again, this is stuff you will have seen before – we have three strands of work: Building the capability and confidence of vol managers (paid or unpaid) Investing in the systems and processes that will save those managers time and ensure a better quality experience for vols: systems and processes not as an end in themselves but to enable vol managers and vols Developing new ways for people to get involved – evidence tells us our traditional offer won’t be fit for purpose in future
And – you’ve seen this before too – we’re weighting how we focus our time on those three strands of work over the ten years of the ambition Up front investment in getting the basics right – and I know this was reflected in the 121 sessions you had with Jennie and Benita and then moving to focus more on developing new ways to get involved And that’s why the KPI matters: the KPI is a good measure of whether we’re getting the basics right – it’s an effective way of tracking our progress in the first of these three phases So… what does all of that mean for today? A few things: As strategic leaders you need to have a greater understanding of the long term challenges facing volunteering so you can support your teams to develop an appropriate plan for volunteering at your property. This session isn’t about the nuts and bolts of vol management as we recognise you rarely do that personally, it’s much more about the big picture, longer term challenges that you as strategic leaders need to be able to respond to With both systems and processes and the capability work we know that if all we do is create vol managers and systems that support the way we do volunteering now we will have failed – we need to do both of those things in a way that means we’re fit for the future and this session is about helping you understand that future and working together on how to respond It’s also about supporting you to provide good support for your local vol managers – one of the key pieces of feedback from the Convestival was that the HoDs and more junior staff who were there felt their P/GMs needed to know more about what’s happening in volunteering in order to be able to set a clear direction. They were asking for your help and these sessions are in part a way of supporting you to provide that help Similarly ADOs asked us to pull these sessions together – and they had a similar one – as there was a recognition that for many senior operational staff the world of volunteering is one they are less familiar with
Target in 2013 is currently 68% Missed the target this year – reached 63% - but great progress: increase of 4% when in all previous years the score has been static or just 1% increase Message is good progress, well done and Thank You, but can’t be complacent when look at target for next year
Indicative timings – subject to change Bridging The Gap = 2 hrs
668,000 people are employed in the voluntary sector. Informal volunteering saw a sharp drop in 2009-10 (-13% for one a year and -5% for once a month) according to the Citizenship survey. We don’t know why and are unlikely to see if this was a blip as the survey has been cut by the coalition government.
Cause association is strong with National Trust volunteers – links to brand. Cause association often about place more than organisation. 40% of National Trust volunteers say they would like to Trust utilise their skills better. Skills audits can help with this but a big spreadsheet is not the only answer. Relationship building is also really important .
Tom McKee’s reasons people stop volunteering Number 7: No flexibility in volunteer opportunities or scheduling Number 6: Too much wasted time in useless or unproductive meetings Number 5: Lack of communication Number 4: Lack of professionalism Number 3: The feeling that the volunteer is not really making a difference Number 2: No feedback from leadership about how the volunteer is doing Number 1 reason: The volunteer manager who doesn't know how to lead DISCUSSION – WHAT IS THE IMPLICATION FOR National Trust?
Volunteer Rights Inquiry – volunteer management has become all about what volunteers can’t do not what volunteers can do
Wally Harbert film Forecast based on the Government Actuary's Department principal projection Between 2010 and 2015 there will arrive an extra 731,000 people in the 66-71 age bracket – an increase of 22% on current levels – presents an enormous opportunity or challenge. Similar opportunities will exist for brands serving the late middle-age market ( an extra 935,000 48-59 year olds projected over the same timeframe ); more young adults ( an extra 1,053,000 23-36 year olds ) and more under-12s (an extra 517,000 – so long as current fertility rates hold - also indicate the changing shape of the demographic opportunity. Age brackets which will see a decrease include teenagers and youths ( 547,000 fewer 12-22 year olds ) and those in early middle age ( 855,000 fewer 37-46 year olds ). >>>>> Increasing number of volunteers will have held powerful roles in business and industry and therefore it can be quite intimidating for less experienced (often younger) managers. It is important that culturally and individual we learn to Trust ourselves to work with higher skilled / more experienced people.
We may have choice but perception is that we don’t have a variety of offers for potential vols,.
ANIMATED
In 2010, 30.1 million adults in the UK (60 per cent) accessed the Internet every day or almost every day. This is nearly double the estimate in 2006 of 16.5 million. Social networking was also a popular Internet activity in 2010, with 43 per cent of Internet users posting messages to social networking sites or chat sites, blogs etc. Social networking is not limited to young adults, with 31 per cent of Internet users aged 45 to 54 having used the Internet to post messages, while 28 per cent uploaded content.
ME – Discussion – Is this our ‘Burning Platform’ or not? This is where we should relate the theory you have introduced back to our Vision for Volunteering
2020 vision Volunteers involved in every aspect of our work All staff confident and capable of working with vols
Published earlier this year, Bridging the Gap combines a literature review of volunteering globally with primary research in Canada to help understand: What people are looking for in volunteering How orgs are engaging volunteers What steps we can take to ‘bridge the gap’ The research specifically looked at four groups – Young people, employer supported volunteers, families, baby boomers. We will look at the more general findings. I will build on these with my own reflections and some UK data.
Four areas we will focus on today
We’ve always known the if you want something done you ask a busy person. We’ve known that this trend has been increasing – between the 1991 and 1997 National Survey’s of Volunteering there was an increase in the number of hours given but a decrease in the number of people volunteering. We also know from successive citizenship surveys that levels of formal volunteering have not changed much in the last ten years. So we, like Canada, are very reliant on a small number of people for the volunteering currently undertaken. Given the traditional volunteer is older (i.e. civics generation) we are already seeing a decline in their levels of volunteering due to age, ill health and death. We need to do something about this rather than replying on those we’ve always relied on.
By far the most common reason for stopping volunteering was time, and particularly a lack of time due to changing home or work circumstances, identified by 41% of respondents. Time was also one of the key reasons identified for stopping volunteering in the 1997 National Survey of Volunteering. The second, third and fourth most commonly identified reasons for stopping volunteering in the current study were, respectively: because the activity was no longer relevant health problems or old age moving away from the area The data re non-volunteers wanting to volunteers is all non-volunteers (ex-volunteers and never volunteered) not just past volunteers. Do you know why your past volunteers stopped? Can you contact them to find out if & why they might support you again? >>>>> Point about we may have 67k volunteers but with 4m members there are opportunities to engage with far more who are already supporting the org in other ways
People want group activities but there are few on offer People come with skills but don’t always want to use them We have clearly defined roles but volunteers want to shape their own roles We want long-term volunteers but people want shorter term, flexible ways to engage We focus on our needs but volunteers have their own goals “ A desire to make and/or embed social connections, meet new people and combat isolation or loneliness led many people to get involved in a collective activity. The human desire to be with others in a joint endeavour, and the strength and quality of the relationships between fellow participants that grow through belonging to a group, came through vividly in our research .” Pathways Through Participation As the management of volunteering has become more formalised, especially with the development of more HR like approaches to volunteer management, so role descriptions etc. have become more commonplace. But Bridging The Gap found that people wanted to shape their roles around their own skills, experience and interests. As we’ve seen, we’re still reliant on the tradition, busy person uber-volunteer. But people want more short term, episodic, even micro opportunities to engage. “ Almost everyone we spoke to had experienced some degree of fluctuation in the levels of intensity and frequency of their involvement, depending on what was happening in their lives. Participation was characterised by ebbs and flows, starts and stops, a mix of one-offs, short- and long-term commitments…” Pathways Through Participation Marketing of volunteer programmes stands out in that it is almost always based on what we need not how the potential volunteer will benefit. Room guides?
Volunteered together Diverse range of skills but activity = clean up Self-determined roles One off task to make a tangible difference Driven by a sense of responsibility for their own community Asking how we engage these people in long term volunteering is not the right question. We need to ask how we adapt our offer to meet them half way.
“ Any attempt to encourage participation must take into account the differing and multiple motivations people have for becoming and staying involved” Pathways Through Participation Far more socially acceptable that volunteering is about giving and getting – probably always has been of course. Yet most organisations have an inflexible, take it or leave it approach to volunteering – these opportunities at these times etc. People want volunteering to enable them to learn new skills & share their experience with others. Yet we still have large numbers of unskilled volunteering opportunities and roles where we don’t trust volunteers to go about the work in their own way. Time is increasingly precious as we all live more complex and pressured lives. People have to be convinced that they aren’t going to waste their time volunteering with you and that they will make a difference. “ A good quality participation experience was the single most important reason interviewees gave to explain their sustained participation ” and “ people participated in order to specifically achieve something ” Pathways Through Participation Today’s volunteers are different from the duty driven legions of traditional volunteers More mobile – migration etc. Tech savvy Multiple interests and roles Lead complex and busy lives Want two-way relationships Accept change and a variety of choice Like volunteering in groups Like to use their skills and learn new ones
The Beijing vs London analogy We need to focus less on creating lots of uniform volunteering that is tightly controlled and orderly and efficient Instead be open to volunteering being more diverse, slightly chaotic, more fun and creative.
Link strongly with what National Trust know about drivers for their volunteering KPI (80% recommendation): Be organised Communicate Work as a team and show appreciation Make the most of peoples skills Show clear direction and leadership
Second discussion point – think about your experience as a volunteer as well as your experience of working in the sector.
Unsalaried credibility Sphere of influence Luxury of focus Free to criticise Experiment Extend the budget Highlight issues around measuring these – not always easy but important, impact on volunteer, organisation and community.
Ask what kinds of costs are associated with working with volunteers? Capture these on flipchart.
Rate each possible action between 1 & 5 for importance 1 = high importance, 5 = low importance Estimate the amount of time required to complete each action Re-order High priority & little time at the top Low priority and lots of time at the bottom Share with a colleague and hold each other to account!