How can you support volunteer leaders in their roles?

Training is an integral part of our volunteer programs. One example is our Advocate Leaders program, which has trained over 1,800 advocates since its start in 2013. Participants receive comprehensive training from our policy team on the legislative issues important to the ovarian and gynecologic cancer community, as well as how to effectively communicate with elected officials and their staff. Together, Ovarian Cancer Research Alliance and our advocates champion critical causes on Capitol Hill and beyond. We push to improve research and education, drug and diagnostic safety, and access to quality care for all members of the ovarian and gynecologic cancer community. To date, we have helped secure more than $3.8 billion in federal funding.

Involve them in management and decision-making meetings and processes, and appreciate the skill sets and contributions that they bring to your organisation, compensate for their volunteer efforts by prioritizing their training and skill development needs within the organisation's plans.

It is essential to support volunteer leaders by clearly outlining expectations and defining their roles within the organization. Ambiguity can lead to confusion and potential issues, so providing clarity on whether their role is advisory or hands-on is crucial. This ensures that volunteer leaders understand their responsibilities, fostering a positive working relationship and alignment with organizational goals.

In my experience, recognition of what volunteers are doing is critical to their productivity and attitude in their work for the organization. It can be as simple as leaders showing up and encouraging them in person, or as simple as an email or thank you note they receive at home. For most of the volunteers, my experiences there happy to do the work, but will feel less valued. They are never recognized or thanked for the sacrificial efforts they’re putting in.

Encourage other staff members who may not interact with your volunteers to be part of showing gratitude. Let them send the thank you note or stop by the end of the board meeting for a little social time. When the volunteers know who they are supporting, they can tell even better stories to garner greater support.

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I would add that staff should also be trained on how to work with volunteers. In my previous role, the organization included me in the monthly new staff orientations. All levels of staff were represented, as well as all departments. This gave me the opportunity to explain that volunteers were there to enhance their work with residents, and not to hinder, nor take over a paid position. I would start by asking how many of the new employees were volunteers, and a few hands would go up. Then I would ask, how many had to help out with their children's activities, in or outside of school. Almost all of the hands would go up. "You're volunteers," I would then say, and I could see the understanding dawn upon them, and they were more welcoming.

The best way to enhance any volunteer experience is to have effective communications from the start. People volunteer for many reasons: an emotional connection, a desire to be a part of something incredible, a chance to meet people and learn new skills. What inspired this volunteer to reach out? What does he or she hope to gain from the experience? A thoughtful conversation and understanding of how a non profit mission and a volunteer can benefit from working together is essential!

Consider planning workshops during a board meeting to develop volunteer leaders. The workshops can provide a detailed understanding of the programs and services you provide. Offer a few options simultaneously so they can self-select their area of interest. If they can be hands-on, let them. It's a great way to build time for education and socializing. Staff also have a chance to showcase their expertise to volunteers.

Newly appointed voluntary leaders should, at a minimum, receive a comprehensive organizational manual elucidating the prevailing culture. This resource facilitates a profound understanding of their roles, thereby mitigating the inherent challenges and uncertainties associated with assuming significant responsibilities, a task that undeniably demands considerable bravery.

Maintain clear and open communication channels with volunteer leaders. Provide detailed information about the organization's goals, expectations, and any changes in procedures. Regularly update them on organizational developments and express appreciation for their contributions. Clearly define the roles and responsibilities of volunteer leaders. This clarity helps them understand their expectations, reduces ambiguity, and enables them to focus on their specific contributions to the organization.

An important element of communication is listening. We must listen to volunteer leaders and engage them in our work in ways that meet their interests/skills. It's easy to think we are being helpful by sending them updates, reports, and press releases about our excellent work. If we want volunteer leaders to do more with this information than review it, we must communicate that and staff them up to do it. Ask them, "Are there people in your network who would want to learn more about this? How can we work together to get this to them?"

Wie bereits im Artikel erl?utert, sind Zusammenarbeit und Kommunikation essenzielle Mittel zur Unterstützung ehrenamtlicher Leiter. Meiner Ansicht nach sollte der Fokus dabei auf der Frequenz, Qualit?t und weiteren Aspekten der Kommunikation und Interaktion liegen. Neben der Etablierung klarer Kommunikationsrichtlinien, wie beispielsweise durch Reflektionsgespr?che, und der F?rderung einer transparenten Kommunikationskultur k?nnen auch regelm??ige informelle Kaffeetalks dazu beitragen, eine vertrauensvolle Atmosph?re zu schaffen und den Austausch zu st?rken.

Volunteers are a significant workforce in a nonprofit organization and, when empowered, are capable of making amazing, impactful contributions. Too often, I hear, "We can't expect much. They're just a volunteer." This narrow view is limiting and will only serve to hold the organization back in the long run. Empower your volunteer leaders! Harness their enthusiasm. Capture their strengths. Support their efforts. Volunteers can do anything when they're given the opportunity. The sky's the limit! Tip for success: Provide volunteers with the same quality HR structure you have for your staff. Offer onboarding, development, a defined role that is aligned with your organization's goals, etc.

I was given the remarkable opportunity to step into a leadership role during just the second week of my volunteering journey with Outreach360 back in 2004 – an organization I now have the privilege of leading. This early empowerment and delegation were not only pivotal in my personal growth but also a testament to how we value and trust our volunteers. It was an extraordinary experience to embrace the ethos of our organization, which is rooted in the belief that our volunteers don't just support the organization; they become the very essence of it.

Volunteers love to be empowered to serve within your non-profit. Offering them the full scope of the project and how they fit into the big picture allows them to understand and appreciate what they'll be contributing fully. This can include sharing the budget for the entire project and their area, encouraging them to find others to work alongside them in the project to keep the load light and have fun along the way. Once they have the full scope, give them the freedom to run with their assignment. And then be willing to check in with them to see if they have questions or need support!

One thing I have found effective is to delegate and coach simple tasks, then step up to delegating singular components of a project such as research, budget, planning then it is time to step back and delegate a project with built in check points.

En mi experiencia es importante apoyar a los líderes voluntarios en encontrar su vocación y talentos, de esta forma se sentirán motivados a trabajar de manera autónoma. Una vez logrado esto se puede transferirles herramientas para una adecuada gestión de su tiempo y de los proyectos a su cargo. Muchas veces estos líderes tienen vocación pero no saben priorizar ni planear, en este sentido conocer estas herramientas de gestión es fundamental.

I'd love to hear from others about how to do this for remote volunteers that you never have in-person time with and may not even live in the same country. My organization transformed into a virtual program during the COVID pandemic. This is one area that needs to develop since we can't do the things we used to do in-person to support and care for our volunteers.

In my experience, volunteering is one of the most important resources for organizations, as volunteers make efforts wholeheartedly without expecting anything in return. Their support and confidence in their abilities increases their work and dedication, which adds value to the organization. Volunteers must not be exploited, we must work to value them and provide them with equal financial compensation, training and advice.

I believe that if volunteer leaders feel valued and that they are making a real difference then they will be more likely to commit to serve longer term. When they are in the thick of it, it may be harder for them to understand the impact that they are having. So, you should really look for opportunities to highlight the impact that they are having. At my organization, we have use a Google site to host our student portfolios. It's really powerful for our volunteers to be able to view one of our student's portfolios and see how their skills are developing AND to read their family surveys where they articulate the impact the organization is having in their life.

Eine weitere M?glichkeit sehe ich in der Bildung von Netzwerken zwischen ehrenamtlichen Führungskr?ften. Das Teilen von Erfahrungen und das Ermutigen zu gegenseitiger Unterstützung schafft eine unterstützende Gemeinschaft, verst?rkt das Gefühl der Anerkennung untereinander und kann langfristig die Führungskr?fte binden.

The first thing that a leader needs to do to retain employees is to develop a chain of advancement within the organization. People who want to advance need a way to do so within the organization if you don't want to lose good talent.

Supporting volunteer leaders involves effective delegation, allowing them to take ownership of tasks and initiatives. Provide ample space for them to express their ideas and take initiative, fostering a sense of autonomy and responsibility. Ensure they have access to necessary resources, whether it's information, tools, or support from the organization. Lastly, instill confidence by acknowledging their contributions and providing constructive feedback. With the combination of delegation, space, resources, and confidence empowers volunteer leaders to thrive in their roles and contribute meaningfully to the organization's mission.

Ehrenamtliche Führungskr?fte k?nnen gelegentlich eine gewisse Distanz der Teammitglieder erfahren, was zu Kommunikationsausschlüssen führen kann. Meiner Meinung nach ist es wichtig zu betonen, dass Führungskr?fte, trotz ihrer Verantwortung, wertvolle Mitglieder des Teams sind. Um diesem Missverst?ndnis entgegenzuwirken und eine inklusive Atmosph?re zu schaffen, ist eine Sensibilisierung der Teammitglieder in dieser Hinsicht entscheidend.