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2007 Strategic Leadership Forum


12. Take pictures of staff or volunteers and have a caption contest ... Candy, cookies, ice cream, fresh fruit, funny stickers ... – PowerPoint PPT presentation

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Title: 2007 Strategic Leadership Forum

Finding, Cultivating and Rewarding Volunteers
  • 2007 Strategic Leadership Forum
  • March 24, 2007

Presented by Leadership Outfitters,
Inc. Washington, DC/Los Angeles/Boston
Moving Members From No to Yes!
  • What Stops Them From Saying Yes?
  • Expectations
  • Time Perceived vs. reality
  • Resources How much work is it?
  • Success Do I know how to do it?
  • Thanks Will anyone care?

All of the certificates of recognition we
receive in life will fade. The monuments we build
will crumble. The trophies will corrode. But what
we do for others will make a lasting impact on
our world. True success comes only when every
generation continues to develop the next
generation, teaching them the value and the
method of developing the next group of leaders.
John Maxwell, Developing the
Leader Within You
Discover the WHAT that Members WANT!
  • Hot Buttons/Rewards
  • Considerations
  • What talents do your members have?
  • What have they enjoyed doing in the past?
  • Where have they participated previously?
  • Where do their interests lie?

Keys to Involvement
  • Expectations
  • Time How much time are you asking for?
  • Ability What are you asking them to do?
  • Choice WIIFM?
  • Volunteerism is on the ___________.
  • Success
  • Measures Mission/What are you trying to do?
  • Parameters What is expected?
  • No one wants to ___________.
  • Contribution
  • How much is enough? What does it mean to be a
    volunteer? How does it feel? Make it work for
  • Everyone brings ________________ to the table.
  • Skills
  • What is needed?
  • What do members offer?
  • We rarely ______ in a way that produces results.

45 of people who did not volunteer in 2003 cited
the reason as lack of time
2 in 5 volunteers had to ask to be involved
Word Bank Something Fail Ask
Statistics from Volunteering In The United
States, 2004 Bureau of labor Statistics
Mindset Mix
  • Mindset B
  • Consider tradition confining value freedom from
  • Value integrity
  • Meetings should have a specific purpose
  • Want to make a difference and contribute
  • Value people for who they are, what they bring to
    the table
  • Value freedom to create, alternatives, making it
  • Willing to do the work
  • Value participation and volunteerism
  • Mindset A
  • Honor tradition history, heritage
  • Value loyalty
  • Enjoy social aspects of meetings
  • Sense of obligation
  • Respect authority, titles, roles
  • Concerned with procedure, rules, policy
  • Willing to serve on a committee
  • Value membership

Member Expectations inthe 21st Century
  • Less meetings if they must go to a meeting it
    should be meaningful and have a purpose
  • More informal time socials, family
    get-togethers, etc.
  • A project they can work on for a specific time,
    then the ability to go work with someone else or
    take a break and then come back and work with
    the organization again
  • Technology online information, email messages,
    websites, online training, etc.
  • Flexible involvement hours
  • Ability to integrate family into involvement
  • To be appreciated and uniquely thanked

Top 10Desires
  • 1. Involvement -- to be engaged, stimulated
  • 2. Ownership -- to be a part of the plan
  • 3. Empowerment -- the freedom to make decisions
  • 4. Relationship -- social contact or part of a
  • 5. Competence -- to continually learn and
  • 6. Accomplishment -- to succeed
  • 7. Significance -- to make a difference
  • 8. Safety -- to be themselves
  • 9. Recognition -- to be appreciated and rewarded
  • 10. __________________ What is yours?

Questions to Ask
  • What does it feel like to be involved? Can the
    environment or experience be improved?
  • What opportunities exist for involvement? Can
    large jobs be broken down into smaller tasks?
  • What untapped talents do your members have? What
    have they enjoyed doing in the past? Where have
    they previously excelled?
  • How do you ask for involvement?
  • How do you say thank you?

Top 12ReasonsWhy Younger Members Dont Get
  • 1. Bureaucracy and Red Tape--Excessive or
    unnecessary barriers to getting involved too
    many hoops to jump through to get ideas approved
  • 2. No Clear Vision Lack of Focus--Clear
    purpose/outcomes lacking for projects how
    activities relate to organization goals not clear
  • 3. Not Fun--Volunteer work seen as drudgery
    committee work can be dry or too formal
  • 4. No End to the Commitment--Projects,
    assignments or appointments with no end.
  • 5. Not Open to Innovation and Creativity--Only
    one acceptable way to accomplish something no
    challenge same old, same old
  • 6. Bad Meetings or Bad Planning--Lack of
    organization or poorly run meetings leading to
    few concrete results and unfulfilled expectations
  • 7. Patronizing Attitudes--Judging others because
    of lack of tenure not being acknowledged for
    what you can contribute
  • 8. Fear of Change--Leaders who fear change or
    are averse to risk
  • 9. Lack of Appreciation--Failure to provide
    feedback, recognition, acknowledgement

Golf Outing Mind Map
This mind map shows the major tasks involved in a
golf outing, then identifies what the various
jobs entail, then identifies what type of
volunteer would be good for this job.
Getting the Course
  • Talents needed
  • Understands golf
  • Member of a club
  • Knows club members
  • Good negotiator

  • What it entails
  • Phone calls
  • Visit to club(s)
  • Negotiation
  • Who?
  • Ralph
  • Fred
  • Nancy
  • Talents Needed
  • Organization
  • Friendly
  • Maybe knowledge of members, but not necessary
  • Good for those who arent as mobile or need to
    be in the shade

Golf Outing
  • What it entails
  • Only partial day, volunteer wouldnt have to
    stay all day
  • Get to club early to help prepare registration

  • Who?
  • Membership chair to identify non-members to
    target for membership
  • New member who wants to get to know people

Ask For Involvement The RIGHT Way
  • R Reveal all information and expectations.
  • I Identify resources - available or limited.
  • G Get them to share their expectations.
  • H Help make the job or task for work them.
  • T Tell them why they are suited for the job.

Finding Talents on the Team
Team Resumes
  • Name Leadership Position.
  • Skill or talent you bring to our team.
  • Role you normally play on a team.
  • What are you passionate about in our industry,
    focus, organization?

10 Excuses for Not Recognizing
  • Dont know how to recognize
  • Dont have enough time to recognize
  • People dont care about being recognized
  • Its not my job
  • Dont believe people should be rewarded for
    doing their job
  • Too much recognition becomes meaningless
  • Dont have many options or ideas on what to do
  • Its too awkward or uncomfortable
  • It will make people think they have done enough
    and they will stop working as hard
  • No one rewards me, why should I reward anyone
  • From 180 Ways to Walk the Recognition Talk by
    Eric Harvey, www.walkthetalk.com

Motivation and Recognition
  • A
  • B
  • C
  • D
  • E
  • F
  • G
  • H
  • I
  • J
  • K
  • L
  • M

101 Ways to Motivate Staff and Volunteers
  • 1. Gold Stars on goal board
  • 2. Letters of thanks
  • 3. Beeper or voice mail thanks
  • 4. Posters of encouragement (personalized)
  • 5. Pizza lunch on the company
  • 6. Spontaneous humor or fun break
  • 7. A round of golf during working hours
  • 8. Crazy socks, ugly tie, weird hat day
  • 9. Staff meeting off site with refreshments
  • 10. Call in well days
  • 11. Balloons
  • 12. Take pictures of staff or volunteers and have
    a caption contest
  • 13. Free subscription to favorite publication
  • 14. Thank spouses with a card, phone call, or
    flowers for time away from home
  • 15. TREATS!!! Candy, cookies, ice cream, fresh
    fruit, funny stickers
  • 16. E-mail messages or bulletin board messages
  • 17. Pass-it-on message e-mail or special note
    (you are appreciated, pass on to someone you
  • 18. Cards-- birthday, thank you, anniversary,
    thinking of you, etc.
  • 19. Certificates for round of golf, truck
    detailing, sporting goods store, etc.

  • 24. Brown bag lunches with a speaker or staff
    that shares expertise
  • 25. Develop team principles or covenant
  • 26. Write a thank you, team chant or song
  • 27. Flex time
  • 28. Office theme days - Spring Break, St.
    Patricks Day, first day of summer
  • 29. Quiet or time-out room
  • 30. Company or volunteer softball team with team
    name shirts
  • 31. Spark Plug Award for creative ideas
  • 32. Breakfast cooked and served by the owner or
  • 33. Picnic boss or president cooks the burgers
  • 34. VIP parking space for top sales performance
  • 35. Toys - use plush animals, oversized items, or
    other toys as awards
  • 36. Leave an anonymous thank you
  • 37. Serenade a co-worker or volunteer
  • 38. Send flowers or a room service treat to
    someone out-of-town on business
  • 39. Phone cards
  • 40. Traveling flower bouquet -- first recipient
    keeps for 30min then passes on as a gift to
    someone else -- and so on...
  • 41. Surprise day off
  • 42. Montage of photos on bulletin board of latest

  • 54. Design and/or ride in company float in a
  • 55. Education programs
  • 56. Spot in company video or commercial
  • 57. Post customer comments or letters on bulletin
  • 58. Birthday celebrations
  • 59. Flowers to employees or close relatives in
  • 60. Praise in front of customers or members
  • 61. Managers adjust office hours to accommodate
    different shifts
  • 62. Airline in-flight drink/headset coupons for
    frequent travelers
  • 63. Distribute education audio and video tapes
  • 64. Lottery tickets
  • 65. CEO and managers wash all staff cars
  • 66. Barbecue in parking lot at lunch
  • 67. Bulletin board with thank you letters and
    other recognition
  • 68. A monthly outing with all levels of staff
  • 69. Hold a staff retreat -- include all staff
  • 70. Celebrate even the smallest success
  • 71. Design a department logo or coat of arms
  • 72. Adopt an office pet or allow staff to bring
    in pets

  • 85. Early out Fridays -- let staff leave early on
  • 86. Send a welcome card to new employee before
    they start work
  • 87. Encourage all levels of staff to be leaders -
    rotate meeting responsibilities
  • 88. Use the profit from vending machines for
    staff treats or outings
  • 89. Surprise staff with a greeter at the front
    door in the morning
  • 90. Start a thank you card, allow staff to pass
    it on
  • Our top eleven favorites
  • 91. Staff U. -- kudos to Tom Swartz, the owner
    of a remodeling company in Decatur,IL for giving
    us this idea. He gives his project managers the
    opportunity to attend in-house education programs
    on topics such as business management,
    scheduling, blueprints, computer estimating, and
    history and strategic plan of the company.
    Instructors are other employees at J.J. Swartz
    Co. who give of their time in the evenings to
    teach the classes.
  • Bonus shopping spree -- a company executive
    determined that he could give each of his staff
    at 200 bonus, but instead of giving them an
    envelope with a check or cash he took them to a
    local shopping mall. He gave each an envelope
    with 200 cash and told them they had one hour to
    use the cash. There were several rules they had
    to spend it on themselves, they had to buy five
    items with the money, any money they didnt use
    went back to the executive.
  • Management By Walking Around -- management
    takes time each day to walk around and ask how
    staff is doing, if they need support, what issues
    are pressing.
  • 94. Secret pal -- everyone in organization puts
    slip of paper in a hat with name, phone number,
    birthday, hobby, and favorite things. Everyone
    gets a slip with someone elses name on it
    thats their secret pal. Over two weeks to three
    months secret pals are to do creative,
    spontaneous and fun things for their pals --
    anonymously. The fun is in the creativity and
    anonymity. At the end you can reveal secret pals
    if you like.

  • New Staff Welcome Kit -- includes company
    information, facts and trivia, favorite places to
    eat, best buys best cleaners and shoe repair,
    fun things to do within lunch hour nearby
    (museums, parks, etc).
  • Positive Press -- when you hear a positive remark
    about someone, repeat it to that person as soon
    as possible. Seek him or her out if necessary,
    leave a voice mail message or e-mail if you cant
    reach personally.
  • Staff meetings -- Make staff meetings opportunity
    for recognition. Ask for latest accomplishments,
    new staff, personal news, and new recognition
    ideas used since the last meeting.
  • Time -- Create a clear afternoon of uninterrupted
    time to work alone, no meetings, time for
    paperwork catch-up, etc. Build in time for
    brainstorming, creativity and research.
  • Cross Training -- Give staff the opportunity to
    learn other functions in the company by working
    with other staff.
  • Celebration and Accomplishments calendar -- Post
    a large calendar in a public place and enter on
    each day an achievement, a celebration, or
    recognition of someone. It becomes obvious
    quickly that there is something to celebrate and
    recognize (or learn) every day.
  • 101. Listen -- Actively listen, especially when
    the individual is discussing his or her
    accomplishments or contribution or is reacting to
    your recognition.

  • What We Do
  • Leadership Development
  • Staff Retreats
  • Communication Skills
  • Presentation Skills
  • Team Building Retreats
  • Conference Keynotes
  • Leadership Programs
  • Customized Seminars
  • Strategic Planning

If the issues are communication, leadership,
organization and balance our interactive
teambuilding sessions can address your needs. Our
content experts combine high-energy activities
with relevant processing that gives your group
tools they can implement immediately.
Your Facilitators Jill McCrory, Ringleader
brings a background of interactive training,
teambuilding, and leadership training to the
Leadership Outfitters team. Her background
includes 15 years with the National Association
of Home Builders. As Senior Director of Training
at NAHB, she worked with national association
leaders and their chapters on leadership
development, volunteer management, membership,
and presentation skills. At Leadership
Outfitters she is known for her creative approach
to teambuilding and a philosophy of leadership
at all levels. A member and frequent presenter
at ASAE/Center for Association Leadership events,
she currently serves on the Leadership Council
for the Greater Washington Network as well as
several ASAE/Center task forces. A native
Washingtonian, she is the recipient of the
International Leadership Medal from Lions Clubs
International and is presently earning a Masters
degree in Theology from the John Leland Seminary
in Virginia. Steve Swafford, Balance Warrior.
has worked nearly 20 years for and with
associations in the areas of membership
development, leadership facilitation,
communication, and general non-profit management.
He brings a practical knowledge of membership
strategies with past associations such as the
National Association of Home Builders, Club
Managers Association of America, and American
Subcontractors Association where he most recently
served as the executive director. He is active in
California Society of Association Executives
(CalSAE) leadership and served as Membership
Committee Chair and is on the Southern California
Council for CalSAE as well as having served on a
variety of membership related committees for the
American Society of Association Executives
(ASAE). He was recognized as CalSAEs Associate
Member of the Year in 2006. Steve is also a
frequent content leader for ASAE/Center for
Association Leadership and CalSAE. A native of
Kansas, Steve has a B.S. from Kansas State
University and a M.Div. from Wesley Theological
Seminary in Washington, DC. He is currently a
doctoral student in Pepperdine Universitys
School of Education and Psychology in
Organization Change.  
Washington, DC Office Los Angeles
Office Leadership Outfitters, Inc. Leadership
Outfitters, Inc. 3919 Baltimore St. 725 Arizona
Ave. Suite 200 Kensington, MD 20895 Santa
Monica, CA 90401 Voice (240) 430-0770 Voice
(310) 428-6795 Fax (240) 430-0771 Fax (310)
260-2905 Email jmccrory_at_leadershipoutfitters.com
Email swafford_at_leadershipoutfitters.com
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