What do you do if your ability to motivate and inspire volunteers is questioned?

Actually, I have found that making changes mean I will improve or do better for my volunteers and service users allowing to get to know my volunteers and seeing what training is available to them to even improve further.

Parte del liderazgo es el crecimiento constante y el fortalecimiento de capacidades, un líder está en constante desarrollo, mejorando y aprendiendo de los demás, un buen ejercicio es ver la situación o las actitudes como una tercera persona, o consultar a una persona de confianza, ello tomando en cuenta que quizás no todo lo que escuchemos sea de nuestro agrado, sin embargo el tener ese panorama de cuáles pueden estar siendo nuestras equivocaciones nos permitirá tener un crecimiento que beneficiará no solo nuestra capacidad, sino también el trabajo en nuestro equipo.

Do not try to impress anybody. By convincing someone that you are good may not help. Volunteering requires inspiration. So go within, find the inspiration and then come out with all guns blazing.

One thing I've found out is there's some volunteers who are willing to work voluntarily and there's some who will ask you questions like is it paid work when I have made it clear it is voluntary work and there fore there will not be any paid work until I see some improvements within my organisation.

Obviously it's ineffective to come right out and ask, "Do I inspire you?" So craft survey questions about what inspires volunteers generally, what they love most about being part of the volunteer program, and what they'd like to see improved. This takes the reflection in a positive directin that isn't antagonistic towards individual employees. If you're going to have a meeting, go small. A meeting where 100 volunteers can complain about you, the program, or the organization is going to just reinforce the negative. But a focus group with a neutral mediator collecting information in a context where volunteers can be open and genuine is more effective in gathering feedback.

Como mencioné anteriormente compilar comentarios es algo importante, la manera en cómo lo hagamos debe ser sutil ya que al estar en una situación de poder, tengamos la mejor confianza del mundo con nuestro equipo o no genera sesgo. También es recomendado pedir consejo a algún líder o alguien a quien admires, comentándole las situaciones y cómo habría sido su actuar.

When it comes to self improvement. Leave no stone unturned. Ask people as much as possible. Take their feedback without judgement. Be responsible. Improve as per your own discretion.

I will read my evaluation or feedback forms from my volunteers to see what they think needs a bit more work on to improve my organisation and then I will also use some of the information when am applying for funding to.

What make you is not your motivation. It is your systems. What systems have you put in place to improve yourself. Systems are series of habits. One habit triggers the other, and therefore, you have an entire system of habits that uplift you. So evaluate your systems from time to time and upgrade them.

I would to look into expanding my organisation by ending up in our own building as a youth organisation with all activities equipment including sports, pool table ect, but it all takes time to see these improvement made and we will do reports on these improvements to show we are doing out best to provide a wonderful service for our service users.

Create. Observe. Iterate. As you continue to create, observe your creation grow up. If it is not growing or improving, continue to it. Do not be attached to the outcome of what you create. Just continue iterating every action of yours. You will achieve excellence, inevitably.

I will do observation on my volunteers to see if our areas of improvement is the right thing we have decided to do and work from there and ask our service users to complete an evaluation or feedback form so we can see what they like to see us deliver and do they like what we have been delivering to them.

When your ability to motivate and inspire volunteers is questioned, emphasize your commitment to continuous evaluation of volunteer engagement. Highlight how you monitor changes in their enthusiasm and participation to demonstrate responsiveness. Stress the alignment of volunteer activities with the organization’s mission, enhancing their sense of purpose. Regular feedback sessions help refine strategies to better meet volunteers' needs. Emphasize iterative improvement, showing that you view volunteer management as an evolving process that adapts to feedback, fostering an environment of ongoing development and high commitment.

Don't be too caught up about progress. Volunteering is a lifetime commitment. Inspire people. It may take some time for people to understand what you're talking about and the intensity that you live with. Eventually, they will catch up. Don't be in a hurry.

Be creative and diverse. Different people have different motivations to volunteer. They all feel rewarded by different things. Different things inspire each person. That means you need twenty simple things instead of all your effort into one big thing. Have incentives or rewards. Have ways to promote volunteers to lead. Have free or cost effective ways to say thanks - cards, certificates, emails. Use your newsletter, social media, or other media forms to give shout outs to volunteers who can inspire others by their story and testimony. Think of all the different things that can inspire others - training to build confidence, a gift, a kind word, quality time, etc - and implement small examples of each to meet the motivational needs of more.

Sé creativx, plantea nuevas maneras de hacer las cosas, eso motivará no solo cambios en tu liderazgo sino que formará nuevos liderazgos en otros voluntarixs.