The document discusses ways to prevent volunteer burnout. It recommends providing clear job descriptions and deadlines, delegating tasks, keeping open communication, respecting volunteers' time, and recognizing volunteers. It emphasizes that job descriptions should set expectations for time commitments. It also suggests retaining volunteers through recognition, appreciation, making them feel their work has meaning and purpose, and connecting them to the organization's mission.
07 elaine roberts communication plus.pptbluebuilding
The document outlines a communication support service for stroke survivors. It describes the case of Mr. A who was referred to the service with communication difficulties following his stroke. Over several months, he participated in blocks of communication group sessions and individual support which helped improve his confidence and independence. Goals were set and reviewed at each stage. By engaging in peer support and attending football matches again with friends, Mr. A was able to reduce his isolation and strengthen his communication skills. The service provided tailored, ongoing support to meet Mr. A's changing needs during his recovery process.
The 1 big mistake that ruins most fundraising appeals correctedSandy Rees
The document discusses the biggest mistake nonprofits make in fundraising appeals - being too self-centered by focusing on the organization's needs, programs, and budget rather than how donors can help change lives. It notes donors do not care about keeping the lights on or staff paid at an organization, and are less likely to donate when appeals are about supporting things they do not care about. The document recommends taking a broader approach by asking donors to help change lives through their gift rather than simply support an annual fund.
The document outlines the C&I Lending Team Letner organization chart at BPBT, including Ralph Letner as the team leader, Dave Coughlin as the Hingham C&I lender, Vicky Lazzell as the Boston C&I lender, Mary Beth Parker as the Lexington C&I lender, and Jennifer Lindsay as the commercial loan assistant. It provides brief backgrounds for each member noting their roles and tenure with BPBT.
The document outlines the organization chart of the C&I Lending Team Letner. It lists the names and roles of each member on the team including the Chief Lending Officer, SVPs of C&I Lending and Team Leader, and various Vice Presidents and commercial lenders who have been with the company between 1-10 years working previously in commercial lending or related roles.
The document outlines the organization chart of C&I Lending Team Letner, including the team leader Ralph Letner and members Dave Coughlin, Vicky Lazzell, Mary Beth Parker, and new hire Osman Babson. Jennifer Lindsay is the team's commercial loan assistant. Team members' roles and backgrounds at BPBT are described.
The document outlines the organization chart of the C&I Lending Team Letner. Ralph Letner is the Senior Vice President and team leader who has been with BPBT since 2010. Reporting to him are Dave Coughlin as SVP of the Hingham branch, Vicky Lazzell as SVP of the Boston branch, and Mary Beth Parker as VP of the Lexington branch, who all have commercial lending experience between 10-2 years at BPBT. Jennifer Lindsay serves as the Commercial Loan Assistant.
Instagram is a social media app where users can post photos and add captions to see how many likes they receive. Pinterest allows people to search for ideas like recipes and follow accounts of things they enjoy. Facebook helps users stay connected with friends and family by sharing photos and tagging each other in posts and pictures.
This document discusses preventing burnout among physicians. It begins by outlining learning objectives around understanding why physicians are vulnerable to stress, recognizing signs of stress, defining burnout, and identifying strategies to manage stress. It then discusses various biological, psychological, social, and work-related factors that can contribute to burnout. Key points include the personality traits common among physicians, issues arising from past experiences, and occupational hazards of medicine. Burnout is defined as a syndrome involving emotional exhaustion, depersonalization, and reduced personal accomplishment. The document concludes by emphasizing the importance of perceiving control and choice in managing stress, prioritizing self-care, and adopting a balanced approach to the various demands on physicians' time and energy
07 elaine roberts communication plus.pptbluebuilding
The document outlines a communication support service for stroke survivors. It describes the case of Mr. A who was referred to the service with communication difficulties following his stroke. Over several months, he participated in blocks of communication group sessions and individual support which helped improve his confidence and independence. Goals were set and reviewed at each stage. By engaging in peer support and attending football matches again with friends, Mr. A was able to reduce his isolation and strengthen his communication skills. The service provided tailored, ongoing support to meet Mr. A's changing needs during his recovery process.
The 1 big mistake that ruins most fundraising appeals correctedSandy Rees
The document discusses the biggest mistake nonprofits make in fundraising appeals - being too self-centered by focusing on the organization's needs, programs, and budget rather than how donors can help change lives. It notes donors do not care about keeping the lights on or staff paid at an organization, and are less likely to donate when appeals are about supporting things they do not care about. The document recommends taking a broader approach by asking donors to help change lives through their gift rather than simply support an annual fund.
The document outlines the C&I Lending Team Letner organization chart at BPBT, including Ralph Letner as the team leader, Dave Coughlin as the Hingham C&I lender, Vicky Lazzell as the Boston C&I lender, Mary Beth Parker as the Lexington C&I lender, and Jennifer Lindsay as the commercial loan assistant. It provides brief backgrounds for each member noting their roles and tenure with BPBT.
The document outlines the organization chart of the C&I Lending Team Letner. It lists the names and roles of each member on the team including the Chief Lending Officer, SVPs of C&I Lending and Team Leader, and various Vice Presidents and commercial lenders who have been with the company between 1-10 years working previously in commercial lending or related roles.
The document outlines the organization chart of C&I Lending Team Letner, including the team leader Ralph Letner and members Dave Coughlin, Vicky Lazzell, Mary Beth Parker, and new hire Osman Babson. Jennifer Lindsay is the team's commercial loan assistant. Team members' roles and backgrounds at BPBT are described.
The document outlines the organization chart of the C&I Lending Team Letner. Ralph Letner is the Senior Vice President and team leader who has been with BPBT since 2010. Reporting to him are Dave Coughlin as SVP of the Hingham branch, Vicky Lazzell as SVP of the Boston branch, and Mary Beth Parker as VP of the Lexington branch, who all have commercial lending experience between 10-2 years at BPBT. Jennifer Lindsay serves as the Commercial Loan Assistant.
Instagram is a social media app where users can post photos and add captions to see how many likes they receive. Pinterest allows people to search for ideas like recipes and follow accounts of things they enjoy. Facebook helps users stay connected with friends and family by sharing photos and tagging each other in posts and pictures.
This document discusses preventing burnout among physicians. It begins by outlining learning objectives around understanding why physicians are vulnerable to stress, recognizing signs of stress, defining burnout, and identifying strategies to manage stress. It then discusses various biological, psychological, social, and work-related factors that can contribute to burnout. Key points include the personality traits common among physicians, issues arising from past experiences, and occupational hazards of medicine. Burnout is defined as a syndrome involving emotional exhaustion, depersonalization, and reduced personal accomplishment. The document concludes by emphasizing the importance of perceiving control and choice in managing stress, prioritizing self-care, and adopting a balanced approach to the various demands on physicians' time and energy
This document summarizes the efforts of MHA-NYC's Here2Help Connect crisis center to reduce counselor burnout while managing rapid growth. Surveys found external clinical employment and low compensation fairness correlated with increased burnout. Recommendations included enhanced training, supervision, and considering compensation. A follow-up survey after implementing changes found significantly lower reported burnout. Lessons highlighted engaging employees through meaningful involvement and feedback to promote well-being during organizational changes.
Volunteers are better engaged when they receive meaningful recognition, acknowledgment and appreciation.
Secret #1: Support Meaningful Contribution
Secret #2: Minimize Poison Words; Maximize Power Words
Secret #3: Deepen What Goes Well
Secret #4: Acknowledge Good Intentions
Secret #5: Listen Attentively
Secret #6: Offer Useful Feedback
Secret #7: Randomly Appreciate
The document provides inexpensive ideas for recognizing and rewarding volunteers. It discusses why people volunteer and importance of appreciation. It then lists various no-cost recognition ideas like greeting volunteers by name, giving compliments, providing additional responsibilities, and including volunteers in newsletters. Further, it discusses providing small treats, honorary events, and inexpensive gifts to show appreciation for volunteers.
This document discusses maximizing volunteer resources for nonprofits. It addresses three learning objectives:
1) Identifying primary motivations for volunteering like commitment to mission and connecting them to recognition opportunities.
2) Explaining how detailed volunteer job descriptions aid recruitment and retention by outlining responsibilities and time commitments.
3) Emphasizing the importance of tracking volunteer hours and evaluating performance for retention through creating positive experiences and ensuring volunteers feel their work is meaningful.
This document discusses online educator burnout (OEB). Part I provides an overview of current online education trends, defines burnout, and argues for a unique specifier of OEB. Key causal factors of OEB include the isolative and asynchronous nature of online instruction, role ambiguity, and poor work-life boundaries. The document also proposes Moore's "Online Educator Bubble" theory, where responsibilities inflate a bubble that can burst if neglected, leading to burnout. Part II will review early signs of OEB and approaches for prevention and amelioration.
This document discusses burnout, including risk factors, impacts, identification, prevention and mitigation. It notes that burnout is characterized by exhaustion, lack of motivation and reduced work effectiveness. Jobs with high burnout rates include physicians, nurses, social workers, teachers and police officers. The document outlines causes of burnout like unclear requirements and high stress without breaks. It provides steps to prevent and combat burnout on individual and organizational levels through coping strategies and addressing work conditions.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
The 3 r's of a volunteer management systemLaValBrewer
The Three R's of a Volunteer Management System ~ Recruitment, Retention and Recognition
Volunteers help to keep community organizations sustainable and viable. But volunteer management can be challenging. It requires effective planning in terms of Recruitment, Retention and Recognition.
Event-planning experts offer their advice to the members of Connect: Professional Women's Network on how to plan and pull off a successful networking gathering. To learn more and join the group for free, visit www.linkedin.com/womenconnect.
The document discusses ways to avoid and prevent job burnout. It identifies warning signs of burnout like feelings of frustration and lack of motivation. It describes common stages of burnout from initial high energy to full exhaustion. Occupations most at risk include helping professionals, those under tight schedules or deadlines, and socially criticized roles. Suggested strategies to prevent burnout involve finding meaning in work, developing social support, building skills, managing stress, and gaining a sense of control over your work.
Here you can find 21 ways to boost your event or conference. Cyriel has a lot of experience as Master of Interaction and loves to share his knowledge and experience in some very practical ways to inspire, engage and wake up your audience. Enjoy!
The Logistics Committee will oversee the entire event from start to finish with its 14 members. It will generate the budget, appoint committee chairs, determine the theme, and maintain communication with staff. The Corporate Relations/Sponsorship Committee with 6 members and the Volunteer Committee with 8 members will help raise seed money by identifying sponsors/donors and recruiting volunteers. The Media/PR Committee with 6-8 members will promote the event through various media.
Ogilvy Public Relations Worldwide and Georgetown University’s Center for Social Impact Communication developed this study with the objectives of showcasing trends in cause involvement and evaluating the role of a variety of activities in fostering engagement. An online survey was conducted by TNS Global among a nationally representative sample of 2,000 Americans ages 18 and over. The survey was fielded November 30 to December 22, 2010, and has a margin of error of +/-2.2% at the 95% confidence level.
This document provides instructions for several team-building activities that can be used for icebreakers:
- Two Truths and a Lie involves each person sharing two true facts and one lie about themselves for the group to guess which is the lie.
- Speed Dating has pairs discuss topics for 30 seconds before switching partners.
- Beach Ball Game passes a beach ball around with questions written on it that each person must answer when their thumb lands on it.
- Several other activities like the Picnic Name Game, True That Double True, and Silent Line-Up are also described to learn more about each other through games.
50 Ways to Become More Professionally ExcellentLeslie Bradshaw
This presentation will give you practical, next-level tips to help you become the best version of your professional self.
After powering through it, you will be armed with the tactics you need to grow and nurture your network, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career (and have plenty of fun along the way).
Insights will come from successful professionals, pop culture, and Bradshaw's own learnings as a sought-after employee, effective leader, and industry-recognized pioneer.
This presentation was originally delivered as a part of the University of Chicago Alumni Career Program on May 19, 2015.
Jonathan Poisner discussed trends in volunteerism, best practices for recruiting and managing volunteers including personal recruitment, recognition, and using volunteers to recruit others. He emphasized the importance of volunteer programs, systems to support volunteers, and moving volunteers to higher levels of engagement over time.
The document discusses volunteerism and volunteer management. It defines volunteerism as unpaid community service work done without expectation of compensation. It outlines the volunteer management cycle, including planning, recruitment, induction and training, supervision and evaluation, recognition, and review. It provides guidance on conducting a needs assessment, developing meaningful volunteer roles and position descriptions, recruiting volunteers, orienting and training volunteers, implementing service projects, and evaluating impact. The goal is to effectively harness the potential of youth volunteers through strong leadership and organization.
1) To successfully recruit volunteers, understand why your organization needs volunteers and design meaningful volunteer roles. Develop job descriptions and recruit volunteers to fill specific roles.
2) It is important to understand motivations for volunteering and not volunteering. Ask people directly and address any concerns about volunteering.
3) As a recruiter, be aware of trends that impact volunteering and how volunteer needs and opportunities may change over time. Focus on retaining volunteers through training, communication, and appreciation.
https://bloomerang.co/resources/webinars/
Lori L. Jacobwith will show you examples of how others have harnessed the passion of their community and their mission using authentic, clear word choices.
This document discusses decentralization and local government in the Philippines. It defines key terms related to local governance such as province, city, municipality, and barangay. It also discusses how decentralization benefits communities by fostering citizen engagement and promoting local development. Local officials are shown in pictures and students are tasked to interview a barangay captain about community projects.
Board members show up excited to serve and wanting to make a difference, but sometimes that changes. Why? It may be lack of knowledge, boring or uninformative board meetings or orientation. OR maybe you have a board culture that doesn’t invite new ideas and questions.
Board meetings and board communication are critical aspects of causing awesome board members. This webinar with nationally renowned Fundraising Culture Changer & Master Storyteller, Lori L. Jacobwith will help you change your board story.
Join Lori to answer some thought provoking questions about the board experience at your organization. Lori will be sharing templates and tools to help you support the newest or even the most savvy board members and make them feel better equipped to serve on your board.
NCompass Live - Dec. 16, 2020
http://nlc.nebraska.gov/ncompasslive/
"Teen volunteer programs are pointless because I’ll spend all my time explaining tasks and they don’t commit anyway. It’s easier to do everything myself."
Not so fast, friend! Learn a successful teen volunteering model that develops teen agency and benefits you! This primarily self-sustaining project-based teen volunteer program goes far beyond the Teen Advisory Board. Used wisely, your volunteer program will let you reclaim your time, develop your leadership skills, and keep teens involved.
Presenter: Amber Loveless, Assistant Community Library Manager, Queens Public Library at Queensboro Hill.
This document summarizes the efforts of MHA-NYC's Here2Help Connect crisis center to reduce counselor burnout while managing rapid growth. Surveys found external clinical employment and low compensation fairness correlated with increased burnout. Recommendations included enhanced training, supervision, and considering compensation. A follow-up survey after implementing changes found significantly lower reported burnout. Lessons highlighted engaging employees through meaningful involvement and feedback to promote well-being during organizational changes.
Volunteers are better engaged when they receive meaningful recognition, acknowledgment and appreciation.
Secret #1: Support Meaningful Contribution
Secret #2: Minimize Poison Words; Maximize Power Words
Secret #3: Deepen What Goes Well
Secret #4: Acknowledge Good Intentions
Secret #5: Listen Attentively
Secret #6: Offer Useful Feedback
Secret #7: Randomly Appreciate
The document provides inexpensive ideas for recognizing and rewarding volunteers. It discusses why people volunteer and importance of appreciation. It then lists various no-cost recognition ideas like greeting volunteers by name, giving compliments, providing additional responsibilities, and including volunteers in newsletters. Further, it discusses providing small treats, honorary events, and inexpensive gifts to show appreciation for volunteers.
This document discusses maximizing volunteer resources for nonprofits. It addresses three learning objectives:
1) Identifying primary motivations for volunteering like commitment to mission and connecting them to recognition opportunities.
2) Explaining how detailed volunteer job descriptions aid recruitment and retention by outlining responsibilities and time commitments.
3) Emphasizing the importance of tracking volunteer hours and evaluating performance for retention through creating positive experiences and ensuring volunteers feel their work is meaningful.
This document discusses online educator burnout (OEB). Part I provides an overview of current online education trends, defines burnout, and argues for a unique specifier of OEB. Key causal factors of OEB include the isolative and asynchronous nature of online instruction, role ambiguity, and poor work-life boundaries. The document also proposes Moore's "Online Educator Bubble" theory, where responsibilities inflate a bubble that can burst if neglected, leading to burnout. Part II will review early signs of OEB and approaches for prevention and amelioration.
This document discusses burnout, including risk factors, impacts, identification, prevention and mitigation. It notes that burnout is characterized by exhaustion, lack of motivation and reduced work effectiveness. Jobs with high burnout rates include physicians, nurses, social workers, teachers and police officers. The document outlines causes of burnout like unclear requirements and high stress without breaks. It provides steps to prevent and combat burnout on individual and organizational levels through coping strategies and addressing work conditions.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
The 3 r's of a volunteer management systemLaValBrewer
The Three R's of a Volunteer Management System ~ Recruitment, Retention and Recognition
Volunteers help to keep community organizations sustainable and viable. But volunteer management can be challenging. It requires effective planning in terms of Recruitment, Retention and Recognition.
Event-planning experts offer their advice to the members of Connect: Professional Women's Network on how to plan and pull off a successful networking gathering. To learn more and join the group for free, visit www.linkedin.com/womenconnect.
The document discusses ways to avoid and prevent job burnout. It identifies warning signs of burnout like feelings of frustration and lack of motivation. It describes common stages of burnout from initial high energy to full exhaustion. Occupations most at risk include helping professionals, those under tight schedules or deadlines, and socially criticized roles. Suggested strategies to prevent burnout involve finding meaning in work, developing social support, building skills, managing stress, and gaining a sense of control over your work.
Here you can find 21 ways to boost your event or conference. Cyriel has a lot of experience as Master of Interaction and loves to share his knowledge and experience in some very practical ways to inspire, engage and wake up your audience. Enjoy!
The Logistics Committee will oversee the entire event from start to finish with its 14 members. It will generate the budget, appoint committee chairs, determine the theme, and maintain communication with staff. The Corporate Relations/Sponsorship Committee with 6 members and the Volunteer Committee with 8 members will help raise seed money by identifying sponsors/donors and recruiting volunteers. The Media/PR Committee with 6-8 members will promote the event through various media.
Ogilvy Public Relations Worldwide and Georgetown University’s Center for Social Impact Communication developed this study with the objectives of showcasing trends in cause involvement and evaluating the role of a variety of activities in fostering engagement. An online survey was conducted by TNS Global among a nationally representative sample of 2,000 Americans ages 18 and over. The survey was fielded November 30 to December 22, 2010, and has a margin of error of +/-2.2% at the 95% confidence level.
This document provides instructions for several team-building activities that can be used for icebreakers:
- Two Truths and a Lie involves each person sharing two true facts and one lie about themselves for the group to guess which is the lie.
- Speed Dating has pairs discuss topics for 30 seconds before switching partners.
- Beach Ball Game passes a beach ball around with questions written on it that each person must answer when their thumb lands on it.
- Several other activities like the Picnic Name Game, True That Double True, and Silent Line-Up are also described to learn more about each other through games.
50 Ways to Become More Professionally ExcellentLeslie Bradshaw
This presentation will give you practical, next-level tips to help you become the best version of your professional self.
After powering through it, you will be armed with the tactics you need to grow and nurture your network, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career (and have plenty of fun along the way).
Insights will come from successful professionals, pop culture, and Bradshaw's own learnings as a sought-after employee, effective leader, and industry-recognized pioneer.
This presentation was originally delivered as a part of the University of Chicago Alumni Career Program on May 19, 2015.
Jonathan Poisner discussed trends in volunteerism, best practices for recruiting and managing volunteers including personal recruitment, recognition, and using volunteers to recruit others. He emphasized the importance of volunteer programs, systems to support volunteers, and moving volunteers to higher levels of engagement over time.
The document discusses volunteerism and volunteer management. It defines volunteerism as unpaid community service work done without expectation of compensation. It outlines the volunteer management cycle, including planning, recruitment, induction and training, supervision and evaluation, recognition, and review. It provides guidance on conducting a needs assessment, developing meaningful volunteer roles and position descriptions, recruiting volunteers, orienting and training volunteers, implementing service projects, and evaluating impact. The goal is to effectively harness the potential of youth volunteers through strong leadership and organization.
1) To successfully recruit volunteers, understand why your organization needs volunteers and design meaningful volunteer roles. Develop job descriptions and recruit volunteers to fill specific roles.
2) It is important to understand motivations for volunteering and not volunteering. Ask people directly and address any concerns about volunteering.
3) As a recruiter, be aware of trends that impact volunteering and how volunteer needs and opportunities may change over time. Focus on retaining volunteers through training, communication, and appreciation.
https://bloomerang.co/resources/webinars/
Lori L. Jacobwith will show you examples of how others have harnessed the passion of their community and their mission using authentic, clear word choices.
This document discusses decentralization and local government in the Philippines. It defines key terms related to local governance such as province, city, municipality, and barangay. It also discusses how decentralization benefits communities by fostering citizen engagement and promoting local development. Local officials are shown in pictures and students are tasked to interview a barangay captain about community projects.
Board members show up excited to serve and wanting to make a difference, but sometimes that changes. Why? It may be lack of knowledge, boring or uninformative board meetings or orientation. OR maybe you have a board culture that doesn’t invite new ideas and questions.
Board meetings and board communication are critical aspects of causing awesome board members. This webinar with nationally renowned Fundraising Culture Changer & Master Storyteller, Lori L. Jacobwith will help you change your board story.
Join Lori to answer some thought provoking questions about the board experience at your organization. Lori will be sharing templates and tools to help you support the newest or even the most savvy board members and make them feel better equipped to serve on your board.
NCompass Live - Dec. 16, 2020
http://nlc.nebraska.gov/ncompasslive/
"Teen volunteer programs are pointless because I’ll spend all my time explaining tasks and they don’t commit anyway. It’s easier to do everything myself."
Not so fast, friend! Learn a successful teen volunteering model that develops teen agency and benefits you! This primarily self-sustaining project-based teen volunteer program goes far beyond the Teen Advisory Board. Used wisely, your volunteer program will let you reclaim your time, develop your leadership skills, and keep teens involved.
Presenter: Amber Loveless, Assistant Community Library Manager, Queens Public Library at Queensboro Hill.
KAVCO VOLUNTEER LEADERSHIP MODULE TWO RETENTIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
The document discusses volunteerism and provides guidance on recruiting and managing volunteers. It defines volunteerism, outlines who can volunteer, and describes preliminary work like understanding organizational culture and preparing staff. It then covers three methods of recruiting volunteers and how to evaluate and appreciate their work. Benefits to volunteers and organizations are also summarized. Lastly, it lists international organizations to contact for volunteering abroad.
Building Stronger Donor Relations SystemsColin Cumming
In recent years, phrases like “culture of philanthropy” and “donor centricity” have hit the field by storm, often with budget-breaking strategies for implementation and little information about where to start when one may not be a decision-maker. Thus at the Johnson Center for Philanthropy's Brown Bag Lunch & Learn Series, I facilitated a discussion about the importance of donor relations when it comes to long-term fundraising success and ethical fundraising practices. I also talked about the role of fundraising in the context of arts and cultural organizations.
The goal of the event was for participants to walk away with easy to understand ideas for their own organizations and volunteer roles. I discussed: Donor relations and fundraising from a historical perspective; How to integrate engaging donor relations practices into your fundraising program; Fund development challenges specific to membership-based organizations, arts and cultural organizations, and organizations that frequently request general operating funds.
The document provides guidance for a training day on managing volunteers effectively. It covers why volunteers are important, different motivations for volunteering, challenges in the professionalization of volunteering, and styles of volunteer management. The training involves interactive sessions on motivation, the paid/volunteer relationship, and developing a plan to address a specific issue with a volunteer. The goal is to help participants strengthen volunteer retention and motivation using tools like shared expectations, equipping, encouragement, and evaluation.
This document discusses using behavioral science to increase volunteering, particularly for sports. It introduces GIVERS, a framework of 6 behavioral principles to apply: Growth, Impact, Experience, Recognition, Voice and Social. The principles are based on an analysis of UK volunteering data and literature. Some key findings are that volunteering improves well-being, many don't realize community sports rely on volunteers, and barriers like a perceived lack of fitness are myths. The document advocates emphasizing the benefits of volunteering like increased happiness to recruit more volunteers and ensure volunteers feel appreciated and see the impact of their efforts.
If the activities programming in your senior living community is lacking, this presentation will provide you with a new framework from which to build a multidimentional wellness strategy that is backed by data.
Volunteer NH is a non-profit organization with a mission to promote volunteerism in New Hampshire. It supports national service initiatives through training, recognition events, and connecting volunteers and programs. The organization was formed through the merging of three state agencies responsible for volunteerism. Volunteers are integral to Volunteer NH's work in strengthening communities and carrying out its mission. The organization addresses civic and community involvement through programs that support service and disaster response.
Do you believe that the value of life is just minting money and to take care of those whom you love. Or did you believe that life is worth living in the schedules made by destiny. Today We are living and counting days which only aim to improve our life and those who matter. While we go to temples and pray for self and live selfishly, their those who don't have sleepers to put on or a grain to live for.
Bob Carter discusses the importance of creating a culture of philanthropy, particularly in Brazil. He argues that while US and Canadian fundraising practices are advanced, charities there have been slow to innovate, and they can learn from countries like Brazil. The key difference between the US and Brazil is that fundraising is viewed as an integral part of achieving community impact in the US, through a culture of philanthropy developed over centuries. For Latin America to strengthen philanthropy, fundraising must be seen as a natural part of community life through culture building within organizations and society.
The document is a guidebook for Compassion & Choices Action Teams that provides guidance for volunteers to effectively organize and take action at a local level. It outlines what Action Teams are and their purpose of advancing Compassion & Choices' mission through advocacy, education, and other grassroots activities. The guidebook covers topics like forming an Action Team, recruiting and training volunteers, holding meetings, creating an action plan, coordinating with the organization, and using available resources. The overall aim is to equip volunteers with the tools and information needed to start making a difference in their communities as part of the end-of-life choice movement.
These proven tips and tricks will help you improve your donor retention rates. Stop spending your precious resources acquiring new donors just to replace those being lost.
The Rotary and Peace Corps service partnership, launched
in 2015, provides opportunities for clubs to team up with
with active and returned Peace Corps volunteers. Learn
how, by working together, you can help address Rotary’s
six areas of focus while enhancing goodwill, international
understanding, and building capacity in more than 60
countries.
Reducing Isolation & Improving Participants Networks Family & IndividualsThe Pathway Group
Reducing Isolation & Improving Participants Networks Family & Individuals is part of the Supporting Families, Pathway2work activities which help families to connect and work through problems together.
If you would like more information about the services that Pathway2work: Supporting Families does please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Similar to Preventing and Addressing Volunteer Burnout (20)
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
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Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
25. Volunteer Job Descriptions Should Address: What is the job? Why is the job necessary? What are the steps necessary for completion? To whom is the volunteer accountable? How much time is involved? When is the expected completion date? L.O. #2
26. Completion Dates Should be incorporated into every job description Two weeks? Two years? Give the option to re-enlist Promote short-term tasks L.O. #2
27. #3- Identify how to retain and motivate volunteers through recognition and appreciation.
30. Recognition Ideas Annual appreciation party Volunteer spotlight in e-newsletter Framed certificates of merit Thank you notes to volunteer OR employer Phone call within three days of effort Invitations to special events or VIP seating Honorary lapel pin L.O. #3
32. Retention Create a positive volunteer experience Sense of meaningfulness of work Voice within your chapter Connection to mission and membership Recognizing volunteers according to their motivation L.O.#3
33. Because I support the vision and mission of USGBC National and the Kentucky Chapter, I would like to contribute my time and talents to the Kentucky Chapter and help transform the built environment in our commonwealth. I support and adhere to the USGBC Triple Bottom Line Guiding Principle. I understand that my volunteer efforts are valued, appreciated and needed during this crucial time in the Kentucky Chapter’s formation and will have a positive impact for our fellow citizens for generations. I have carefully considered my engagement with the USGBC Kentucky Chapter and have chosen to personally commit as an active volunteer fulfilling the roles and responsibilities outlined to me. My word is my pledge. L.O.#3
34.
35. Ask Yourself Do we have volunteer job descriptions? Is there a system of review and follow-up? Are volunteers taking their job seriously and are they committed to the mission? Have they been oriented and told about the importance of the work that they do? Are we meeting their needs? What kind of volunteer recognition activities has the chapter engaged in over the past three months? Six? Twelve? L.O.#3
36. #1- List at least seven ways to combat volunteer burnout.
37. #2- Describe the importance of volunteer job descriptions in setting expectations for volunteer time commitments.
38. #3- Identify how to retain and motivate volunteers through recognition and appreciation.
Editor's Notes
You have a choice in sessions to attend. Your attendance that this one is evidence of your appreciation for volunteers and your recognition of all they contribute to your chapter.
Go around room, introduce yourself- what chapter are you from and why did you choose to attend this session? BREIFLY
Here are our learning objectives. We’ll touch on ways to combat volunteer burnout. It’s important to recognize that not everyone volunteers for the same reason, and the best way to hold onto your volunteers is to make sure you’re recognizing them in ways that tie back to their original motivation.
Volunteer job descriptions are a wonderful recruitment tool. It also helps you match the right person with the right role, which is important in increasing job satisfaction and retention. Volunteers also know exactly what they’re signing up for and for what duration, which helps decrease volunteer burnout.
I can’t understate the importance of recognizing the accomplishments of your volunteers and thanking them OFTEN. We’ll talk about some great ways to thank your volunteers and how to tie those recognition opportunities back to the reason they got involved with your chapter in the first place.
Share pair! What does burnout mean to you? What are some examples of burnout you’ve experienced in your chapter?
Here are our learning objectives. We’ll touch on ways to combat volunteer burnout. It’s important to recognize that not everyone volunteers for the same reason, and the best way to hold onto your volunteers is to make sure you’re recognizing them in ways that tie back to their original motivation.
People need to know what a job requires and weather they can do it; include the estimated time to complete each job and make sure you explain IN THE TEXT how that particular job connects with and serves the chapter’s mission. Also, every volunteer role should carry a term along with it– no volunteer should be asked to serve indefinitely. We’ll discuss volunteer job descriptions in more depth in just a few minutes.
Always try to avoid emergency situations or deadlines that will stress your volunteers. Leave plenty of time to accomplish tasks and plan events so nothing has to happen in a disorderly fashion at a moment’s notice under pressure.
Never let projects drag out. Define success from the start and make it achievable. If a project is especially long, divide it up by creating milestones. Blood banks count units, 12-step programs count months. Make sure you celebrate each milestone reached and remind volunteers how this milestone is bringing you closer to overall project success and your achievable goal.
No job should ever be too large for one busy person. Plan for contingencies so tasks can be reassigned if someone becomes sick or has an emergency. But remember, keep absent volunteers in the loop. Everyone is bound to miss a meeting here or there, so make sure those who couldn't attend know how things are progressing and what they need to do.
Make sure volunteers are comfortable coming to you if they have a problem. It’s better to know that a person can’t finish a job than to find it left undone with a deadline swiftly approaching when you thought it was taken care of. Preventing burnout is not just one person’s job. Volunteers need to take responsibility for reaching out for help, approaching their chair, speaking freely about issues they might have. Burnout is a systemic fix. Chairs need to set the tone as attitudes frequently come from the top. There is a strong correlation between the trust volunteers place in leadership and their willingness to speak up. Blessing from the top, but work from the middle.
Recognize that your volunteers have a lot on their plates at home and work, and with other organizations.
At the end of a task, show your appreciation! Volunteers will know they’ve donated their time and effort wisely, and will feel compelled to do so again. We’ll talk about this more in a few minutes.
Volunteer job descriptions are a wonderful recruitment tool. It also helps you match the right person with the right role, which is important in increasing job satisfaction and retention. Volunteers also know exactly what they’re signing up for and for what duration, which helps decrease volunteer burnout.
Without essential support, current volunteers, and especially leaders, run the risk of burnout. This is the most common challenge for chapters prior to establishing a robust volunteer program: a few dedicated souls do all of the work and over time the work load becomes unsustainable. Longevity and expansion for any nonprofit requires a constant influx of new volunteers attracted to the mission and inspired by the vision AND the continued recognition of long-term volunteers.
One of the best ways to recruit new volunteers is through job descriptions. Many chapters have found it helpful to develop a concrete volunteer recruitment plan with specific recruitment tools and job descriptions are an especially essential component of any volunteer recruitment drive.
Establishing and constantly updating written policies on volunteer procedures, responsibilities, supervision, placement, restrictions, reporting, evaluation, recognition and termination is critical for a chapter. Any good volunteer job description should answer some key questions:· What is the job?· Why is the job necessary, what is its purpose and how does it contribute to the overall operation of the chapter?· How is the job done, what special expertise is involved and what are the steps necessary for completion?· With whom does the volunteer work and to whom is the volunteer accountable?· How much time is involved, how many days or months is the volunteer expected to commit and does the job have an expected completion date?Job descriptions should be written for every chapter role, from board members to committee members to administrative volunteers. The job description is a planning tool to help your volunteers understand expected results, involved tasks, required skills and other important details about the job. A job description provides an organized means of creating continuity in a job from one volunteer to the next. It is also a living document that should be revised as your program changes or as the volunteer develops during their service.Job descriptions are the building blocks of your volunteer program, insofar as all recruiting, interviewing, placing, supervising and evaluating is based on the information contained in the job description. The key to a good job description is to keep it short, succinct and clear.
No matter what the task- there should be a definite start and end date, whether it’s a project that will only last a few weeks or a term of two years. If, after completing the “term” of office or the short-term task, a volunteer opts to re-enlist for another, that’s fantastic! But he should have that option rather than feeling he’s being asked to serve in perpetuity. This accomplishes two things: your volunteers won’t be as likely to burn out, and you’re more likely to enlist the help of others if they know exactly what they’re signing up for.Remember to advertise these shorter-term commitments; you may find that people who initially stick they toes in the water by volunteering for a smaller-scale project or task end up enjoying it and opt to become more involved later on.
I can’t understate the importance of recognizing the accomplishments of your volunteers and thanking them OFTEN. We’ll talk about some great ways to thank your volunteers and how to tie those recognition opportunities back to the reason they got involved with your chapter in the first place.
Recognition!! From the get-go, it’s important to find out what motivates your volunteers and what they want to get out of the experience in order to meet their expectations and yours, expand on their talents, and keep them engaged. Knowing their long-term goals will enable your chapter to carve out a detailed volunteer path for them to progressively get more involved in activities that will enhance your mission.Determine the most appropriate way to highlight your volunteers’ accomplishments and recognize how their work affects your chapter’s mission. If could be as simple as a thank you note or as grand as a standing ovation onside at a conference– if you know their motivation, you will know how to reward them.Volunteers are a source of free labor and are integral to the running of chapters. However, because they are not paid, chapters must devise other kinds of rewards to keep them motivated and involved. This might mean identifying challenging tasks for volunteers when what the organization really needs is help with more mundane jobs. Furthermore, the process of recruiting, training and retaining volunteers is not always easy. But without volunteers, chapters would simply not be able to function, and these volunteers are a vital component of the USGBC community.Why should chapters focus on the needs of their volunteers? Very simply, if a chapter wants to be able to recruit and retain people who work for no money, it must determine another way to inspire satisfaction and fulfillment. A volunteer seeks meaningful responsibility and wants to be taken seriously.
· Affiliation - this is an important factor for volunteers who: Enjoy being part of an organization, club or team Enjoy opportunities to get together with others with similar beliefs, backgrounds, goals and being associated with a well-known cause or group Don't find working alone or for an obscure organization very satisfyingYou can thank these volunteers through social get-togethers, organization t-shirts, name-badges or posting a list of all organization volunteers in a public area. Accomplishment - these volunteers: Enjoy seeing concrete evidence of their work, such as piles of finished paperwork or names checked off on a list Like practical, tangible projects Don't like working on projects where abstract goals are pursued or achievements are hard-wonYou can offer these volunteers certificates of accomplishment at specific stages in their work, continuing education or credential credits, or a special place to put completed projects. Power and Influence - some volunteers: Like persuading people to see or do things their way or enjoy showing people a better, easier way of accomplishing an objective Don't want to be in an insignificant position, but like positions where they help make decisions or train peopleThese volunteers will appreciate titles or rank insignia, a special parking spot for the month or involvement as a speaker at organization workshops. It is important for chapters to evaluate their volunteer programs frequently to ensure that there is an effective system of recognition in place and that appropriate resources are being allocated.
Hundreds of volunteers give their time to USGBC chapters across the country and it is extremely important to frequently thank and recognize these individuals. Awards luncheons, a mention in a chapter’s e-newsletter or annual report, framed certificates of merit or other clear indications of the chapter’s appreciation go a long way toward meeting a person's need to feel appreciated. Recognizing and thanking your volunteers are the best ways to retain the great people you have on board, as well as to attract new volunteers to serve your chapter. Here are some other ideas for acknowledging your volunteers: · Thank you notes sent by the chapter chair or committee chair to volunteers at various points throughout the year· Thank you notes sent by the chapter chair or committee chair to a volunteer’s employer· A phone call to a volunteer who contributed to the success of a particular event or program, within three days after the event· Invitations to special chapter events or VIP seating · Annual volunteer appreciation party or dinner· Asking your volunteers to stand up and be recognized at chapter events· Including a “volunteer spotlight” feature in your e-newsletter that highlights the contributions of a different volunteer every month· An honorary lapel pin signifying length of service to the chapter or the completion of a special task
Now we’re going to do a little popcorn: What type of volunteer recognition activities are you doing at your local chapter? How are you matching those recognition opportunities to your volunteers’ primary motivators?
Retaining volunteers is all about motivation. The art of motivating volunteers lies not only in knowing how to tap into a given motivator, but in being able to discern a volunteer's particular combination of needs. One way to do that is to periodically poll the volunteers. Discuss their rating of the relative importance of the motivation factors.If a volunteer ranks “professional networking” and “social panache” as primary motivating factors, you will need to make sure she has a job which does indeed enable her to meet important people and which is highly visible in the community. To make sure that a volunteer’s employer is aware of her contribution, send a letter of commendation to her supervisor.Often, problems of volunteer retention can be traced to lack of motivation and recognition for their efforts.
Some chapters ask all volunteers to sign a formal pledge when they step into a new role at the chapter. This can help underscore the importance of the job the volunteer is taking on and ensure that the volunteer understands that their contribution will have a significant impact. The Kentucky Chapter’s pledge is:
But what if you’re still losing people?
Because USGBC chapters rely so heavily on volunteers, it is important to hold on to those individuals who are committed to the work of the chapter and to their individual role. The best way to retain good volunteers is to make sure they are assigned clear tasks and rewarded for their work. A chapter that is having difficulty retaining their volunteers should ask themselves the following questions:· Are volunteer tasks and activities well-organized and properly assigned?· Are volunteer roles described in writing?· Is there a system of review and follow-up to verify tasks are completed?· Are volunteers serious about their work?· Are they committed to the mission?· Have they been oriented and told about the importance of the work that they do?· How are we meeting the needs of our volunteers that brought them to our chapter in the first place?· Is there a system in place that rewards our volunteers for a job well done?· What kind of volunteer recognition activities has the chapter engaged in over the past three months? Six months? Twelve months?
Here are our learning objectives. We’ll touch on ways to combat volunteer burnout. It’s important to recognize that not everyone volunteers for the same reason, and the best way to hold onto your volunteers is to make sure you’re recognizing them in ways that tie back to their original motivation.
Volunteer job descriptions are a wonderful recruitment tool. It also helps you match the right person with the right role, which is important in increasing job satisfaction and retention. Volunteers also know exactly what they’re signing up for and for what duration, which helps decrease volunteer burnout.
I can’t understate the importance of recognizing the accomplishments of your volunteers and thanking them OFTEN. We’ll talk about some great ways to thank your volunteers and how to tie those recognition opportunities back to the reason they got involved with your chapter in the first place.