Have a conversation and figure out that volunteer’s why. What motivates them; what’s the goal of what you’re seeing as overstep? From there, use that information to help redirect. Find the place to channel that motivation, even if it’s a low impact spot that can be a holding pattern for that volunteer.

Lorsqu'un bénévole dépasse son r?le, il est crucial de guider son zèle tout en respectant son esprit. Comme l'enseigne John Maxwell, "Le leadership, c’est influencer les autres." Clarifiez les r?les, proposez des taches alternatives et offrez des retours constructifs. Cela valorise leur engagement tout en optimisant leur contribution. ?? Comment gérez-vous les bénévoles qui veulent en faire plus? ?? #Leadership #Bénévolat #GestionDesRessources #Appréciation

One thing I found helpful is to acknowledge their enthusiasm, expressing appreciation for their dedication and contribution and showing them that their efforts are valued.Secondly, identifying their interests and skills to determine what aspects of their work they are more passionate about then offering additional opportunities that align with their interests but in line with the organization needs.Finally offering the necessary training and support that would enable them contribute effectively.

Define roles and responsibilities while also sharing the potential risks of exceeding their role. For example, when I worked in afterschool settings many of my volunteers wanted to be more involved in the lives of the youth beyond our program or offered to drive them home thinking it was just a nice gesture, but not realizing the the risks they were putting themselves in as well as my program for potential accusations or lawsuits. If the volunteer, can't stay within their role than it is important for leadership to end that relationship with the volunteer. Thank them for their work, but the long-term risks are too high for your organization if something goes bad.