Expectations for volunteering by the volunteer – too much?

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graphic representing volunteers

Volunteering is promoted as something that will give volunteers significant personal fulfillment, that will make them feel like they’ve made a real difference, that will make volunteers feel like superheros, and on and on. And many people expect their volunteering experience to make them feel like they have changed a person’s life forever, or that it will be so impressive that it will get them a full scholarship for university and into the university they most want to attend, or that it will cure any mental or emotional issue they are facing.

Here’s a tweet that’s a good example of how a lot of people and organizations talk about volunteering:

How volunteering can help you?

  • It fixes your mental health.
  • It gives you a purpose.
  • It kills your self-doubts, anxiety.
  • It improves your social skills.

The reality is that volunteering can amplify mental health issues. It can exacerbate self-doubt and anxiety and even loneliness. It can contribute to uncertainty if volunteering doesn’t go well – and very often, volunteering doesn’t always go well. Volunteering can, in fact, leave you feeling like a failure.

I’ve read a litany of online comments from people who tried of volunteer and don’t have the magical, perfect healing experience so many promise. And I so I must ask: are we overselling volunteering?

A recent post to a community for Peace Corps members – and those that wish to be such – reminded me of how not every volunteer gets the feelings so many recruitment messages promise, or how many volunteers don’t have their expectations met. This person has also seen many comments by frustrated Peace Corps members who did not get the amazing experience implied in recruitment messages:

I often come across posts online from returnees talking about how applicants need to expect to accomplish nothing or the bare minimum throughout the 2 years. Why is this? I understand there are complications regarding “making a difference” in some developing countries, but surely the majority of volunteers accomplish fairly impressive things?

And that certainly does happen: you can work as an employee for years at a nonprofit helping to address poverty in one community and never feel like you’ve really made a difference. But now, let’s stick to talking about volunteers (I’ll address the other issue in another blog).

When volunteering disappoints someone, it can lead to disillusionment with volunteering, frustration, even anger. Volunteering activities can also augment a person’s many negative feelings: as I’ve noted elsewhere, volunteering, when it’s not a good experience, can make feelings of depression or failure even worse.

A comment on a recent blog of mine seems to feel similarly about better preparing people for what volunteering really is.

I’d love to see the overarching organizations like state offices of volunteerism Americorps, Points of light, etc. Spread (the) word about (the) basics of being a volunteer. How to be a good volunteer. What to expect.

I agree: these organizations promoting volunteering, encouraging people to volunteer, need to ALSO be telling people that the commitment is REAL, that they need to take it seriously, that if they sign up they need to show up, that most rules that volunteers must follow are there for very good reasons, that training is just as important as the service itself, etc. And they need to make sure people understand that there will be moments of frustration and boredom – and that their volunteer service may be met with hostility from other volunteers, clients and community members.

Absolutely, let recruits know about the benefits of volunteering they could experience. They may, indeed, have a transformative experience. They may get skills that will help them in paid work. They may get knowledge and experience to help them in their career goals. They may see that they really have made a difference in someone’s life. But they also need to be prepared for when volunteering tasks seem boring, or not impactful, or just something to do so they look busy, or not really helping at all. They need to be frequently reminded of the “bigger picture” and how this seemingly unimportant task contributes to the large cause and impacts they may never see firsthand. That will keep volunteers engaged – and keep their expectations in check.

Also see:

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An App for Good Being Derailed by An Ugly Rumor

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A woman is hidden by the target she is holding up in front of her face.

It’s the latest example of a troubling pattern regarding social media apps, especially one designed to do good: a phone-based app starts to become widely popular, especially with young people, but then becomes beset by rumors – all unfounded – that it’s a front for sex trafficking.

It happened in May 2016 to the social app Down To Lunch, in 2018 to IRL, a social app that helps users plan in-person meetups and, in 2021, to WalkSafe, an app designed to help women gauge the safety of neighborhoods. And now it’s happening to the Gas app, a tool that lets high schoolers send praise to one another.

As this article in the Washington Post points out:

Gas has never been linked to any form of human trafficking, and the app’s very structure makes it impossible, experts say. The app has limited features, doesn’t track users’ locations and can’t be used to message someone. It’s a basic polling platform that allows users to vote anonymously on preset compliments to send to mutual connections.

The false information that the app is somehow tricking children into being trafficked has ricocheted across the internet. Teenagers have posted videos on TikTok and Snapchat saying the app trafficks minors. Parents have warned other parents. On Oct. 31, the Piedmont, Oklahoma, police department issued a statement warning parents about the app and encouraging them to check their kids’ phones and the post received hundreds of shares on Facebook. The police ultimately issued a tepid retraction. The Oktaha Public School system in Oklahoma posted an announcement on its Facebook page on Thursday claiming the Gas app tricks students into giving away their locations. Local media also latched onto the hoax and shared it as the truth.

That a police department, a school district and a TV station shared such an obvious lie is outrageous. I wouldn’t be surprised if some nonprofits have as well.

How sad that this Tech4Good tool, one designed to encourage civility and positivity, is under attack by people spreading lies online.

Related resources:

Myths about sex trafficking abound in the USA.

Examples of Folklore, Rumors (or Rumours), Urban Myths & Organized Misinformation Campaigns Interfering with Development & Aid/Relief Efforts & Elections. (note there are several examples of mobs who have murdered strangers visiting their towns under the mistaken belief that such were there to abduct children for organ harvesting)

You have an obligation to be truthful online.

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Executive Directors & Board Members: Get Out in Your Communities

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image of a panel discussion

The forum for candidates running for local city council or mayor, or county-level elected office.

The opening of the community farmer’s market.

The Spring musical by the community theater.

The rummage sale by the largest church in town.

The open house at the local mosque.

The Day of the Dead celebrations at the Hispanic cultural center.

The local Juneteeth celebration.

Your nonprofit MUST have representation at community events. Your executive director or a member of your board needs to be there, meeting people, shaking hands, listening to their program, showing your nonprofit organization is a part of the community.

I love the Internet, including social media. Yes, still. Any nonprofit that ignores its Internet presence, or doesn’t try to do something meaningful and collaborative online, is foolish and isn’t going to last. But the same is true for onsite, face-to-face community networking: you have to show that you care as much for other nonprofits as you want them to care for you. You have to look directly into the eyes of elected officials if you want your organization to matter to them.

What does this kind of in-person networking get you?

  • More donors.
  • More volunteers.
  • More and more appropriate client referrals and larger audiences for your programs and messaging.
  • More collaboration.
  • More community support, including cross-party political support.

“But I don’t have time!” you whine.

No, the problem is you don’t MAKE the time. Of course, you can’t go to absolutely everything – but you must build a list of key events and decide at which ones someone from your organization needs to be present.

Your marketing director, the chair of marketing on your board, or a trusted volunteer needs to research upcoming community events EVERY MONTH. Get it on a calendar and let the Executive Director, board members, even the entire staff, have a look. Encourage those that could represent the organization to choose what they might be able to go to – some might already have plans to go and hadn’t thought about going as a representative of your organization.

Prep your staff and volunteers that go to events on behalf of your organization in how to present themselves as representatives:

Give them an opening statement, like, “Hi, I’m so-and-so, and I’m a board member of such-and-such organization. Great event!” It’s that simple. Who do they say this to? Anyone they think might have something to do with organizing the event.

Over time, this kind of engagement cultivates a familiarity with your organization. Your organization seems more approachable and collaborative. Someone might tell you about partnership opportunities, a great candidate for your board, even misinformation about your organization that is spreading. You may find out about a local funding opportunity you would not have otherwise. A candidate for office may decide the cause you address – affordable housing, the performing arts, domestic violence, recycling – is worth supporting as a policy or legislatively.

And don’t be surprised if your online followers increase and your online messaging starts to have a lot more reach as well.

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Young nonprofit consultants? Starting today, Halloween, don’t be afraid to CHARGE MORE.

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One of the biggest mistakes of my consulting career is this:

I didn’t charge more for my services in my first years of consulting. Sometimes, I didn’t charge at all.

I charged very little for my consulting and contract work when I was younger because I was trying to prove myself, and thought that the “exposure” would lead to more high-paid gigs.

As years passed, nonprofits, including several very large ones that paid their executive directors in the triple digits, would tell me how strapped for cash they were, how it was impossible for them to pay me anything but an honorarium (which they often noted many past consultants donated back to the nonprofit), if they paid anything at all. And I believed them. Then I would find out that they paid another consultant, someone from the corporate sector – and, often, a man – much more than me.

I was an employee for a nonprofit a few years back, and I spent a weekend – hours and hours – editing videos from various events into videos that showed how great a particular program of the nonprofit was. To this day, I think they are some of my best work. Later, I found videos from years before that a private consultant had done, and they were largely unusable: the sound was horrible and they weren’t edited at all. And I found out that, for the same amount of work that I had done, he’d been paid thousands of dollars.

By not charging what I should have, I devalued my work. I reinforced the idea that nonprofit employees and consultants don’t deserve competitive wages, because our work isn’t as important or as worthwhile as work in the corporate world. I contributed to a negative stereotype that affects professionals to this day.

If you are a consultant in the nonprofit world, or looking for contract work, here is my advice: don’t give nonprofits a special rate that devalues your services. Find out what people that do that kind of work charge in the for-profit or corporate world, and if you want, knock 10% off of it for nonprofits, but don’t offer deep discounts to nonprofits, especially those that have paid staff. And remember to charge for ALL of your time, including travel time and preparation time!

Nonprofits, if you need consultant or contract help, write a funding proposal for such and talk to your corporate donors. Remind them that nonprofit staff do not get discounts on their home mortgages or rent, their health care, their child care, their children’s university educations, gas for their car, etc. Remind them that if they want nonprofits to behave more like businesses, it means paying competitive wages.

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Seen a drop in volunteers? Quit blaming the pandemic & fix the problems.

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graphic by Jayne Cravens representing volunteers doing service

Articles are everywhere saying nonprofits and government programs have seen a severe drop in volunteers since the start of the pandemic. Many imply that a growing number of people don’t want to volunteer and that’s fueling the drop in volunteer numbers.

It’s absolutely true that there’s been a drop in the number of volunteers at many organizations all over the world, not just in the USA. But the implication that people, especially people under 50, don’t want to volunteer is BOLLOCKS.

This drop in volunteer numbers has been coming on for a long while, but the pandemic sped things up. So many nonprofits have been seeing their volunteers get older and older, even dying off, but new, younger volunteers not replacing those that leave. Why?

Spend a week on Reddit, especially the volunteer subreddit, and you will see young people repeatedly posting messages that they want to volunteer, but don’t know where to look, or don’t know what’s available, or don’t know how to express interest, or have been trying and not getting responses to their applications. Many don’t know how volunteering really works – they ask if volunteers get paid, or are shocked that they have to go through training for certain roles. Most seem to think nonprofits do work that anyone that just walks through the door can do, right away.

There’s also a change in what volunteers want. Many don’t just want to do work for free for you; they want to feel like they are making a difference, or they want to have an interesting experience, or they want to develop skills for their career, or they want to have fun. None of those are bad reasons to volunteer. And the pandemic has changed how people value time and personal interactions: they now have a much lower tolerance for having their time wasted. One of the things I keep hearing is that people now want experiences, not things – that includes meaningful, enjoyable volunteering.

One of the most popular blogs I have ever written is Diagnosing the causes of volunteer recruitment problems. If you have seen a drop in the number of volunteers you involve, you need to go read it. And as I say in that blog:

What worked to recruit volunteers 30 years ago doesn’t work now; if you are having trouble recruiting volunteers, it’s overdue for you to take a hard, in-depth look at both how you recruit, what your in-take process is like, and the volunteer opportunities you have available.

No more but we’ve always done it this way. STOP IT! Times have changed. AND they will keep changing. Either change how you talk about volunteers, support volunteers, engage volunteers and recruit volunteers or stop complaining!

Also see:

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

When some nonprofit employees & volunteers don’t really understand what the nonprofit is trying to address & why

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image that represents a panel discussion

I believe that everyone that works at a nonprofit, whether they are the Executive Director or the janitor, is seen as a communicator on behalf of that nonprofit. People are going to ask any employee or volunteer at a nonprofit a question about what that nonprofit does and why, and the person asked needs to be able to give at least a short, accurate description and then direct the person to the appropriate staff person (that person’s phone number or email) to get more info.

Too often, I see a disconnect between non-profit staff and the staff that work with clients and funders regarding what the nonprofit does and why. For instance, an IT staff member once came into my office at the United Nations program where I worked and said, “What does this UN program do? I don’t think I really understand.” And the more I talked with him, the more I realized he had NO idea not only what our program did, but what the UN really does.

I have seen and heard non-program employees and volunteers making unfortunate, even inaccurate, statements about the issues a nonprofit is trying to address – among themselves, to their family, on their own social media, to friends, to someone who they are interacting with as part of their job, etc. The consequences are REAL: they have now created misinformed members of the community, and these people will, in turn, talk to others. Maybe they won’t donate money or volunteer as a result – and will discourage others from doing so.

I would love to read any blogs or articles about how to address such a disconnect within an organization where some employees and volunteers don’t have a clear idea of what the nonprofit they work for does, why that is the mission, etc. I’d like to read blogs and articles that also have a strong argument for why ensuring all staff understand such is vital. For instance, why do frontline employees and volunteers at a thrift store that funds a nonprofit addressing poverty, job training, addiction, etc. need to understand where other funding comes from, how services are delivered, etc.? How do you get senior staff on board with making sure all staff and volunteers see that video you just shared with donors about the great work of the nonprofit, for instance?

If you know of such, please drop them in the comments.

Finally – a FUN, worthwhile volunteering experience!

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My name tag from my day of volunteering.

One of the things that differentiates me from other consultants and trainers regarding volunteer engagement is that I don’t just read and research and present: I also manage volunteers and I regularly volunteer myself. So much of my training advice, web pages and blogs have come from these first-hand volunteering experiences.

Every volunteer has a different “want” out of a volunteering gig, to make it worthwhile for them. For me, as a volunteer, it’s that:

  • I’m on-boarded quickly.
  • My time when I’m in training or actually volunteering is respected / isn’t wasted.
  • I feel like I’m actually doing something worthwhile as a volunteer for those served by the organization or the “cause” (I don’t do the work and wonder why it matters).
  • I feel supported in the volunteer role, I’ve been giving the prep I need for the role (I don’t feel like I’m foundering/set up for failure).
  • I feel like everyone wants everyone else to succeed, people don’t try to play “gotcha” with each other, there are not any ugly hidden agendas going on, there’s no delight in someone making a mistake, etc.

If I get even more out of it – if I have fun, if I get skills I can use in my job, etc. – that’s great too, but those four points are what are essential for me. And rarely do I undertake a volunteering gig that hits all those four points.

Helping at a blood drive in August hit all four of those points.

I’ve been promoting Red Cross volunteering for people who want to get started volunteering for many years – but I decided it was overdue for me to give it a try myself. So I went to the web site, read up on opportunities, and signed up for a few roles I thought I had time for and that looked interesting to me. None of the online volunteering I was interested in is available right now (they have enough volunteers for those tasks), but they really need people to help at blood drive events, and my commitment would be just one shift a month, so I signed up.

Filling out the initial application took a while – the Red Cross requires a lot of information in the volunteer application. But I think that’s a good thing: it screens out people who can’t make a commitment to reading information, filling out a form correctly, etc. – something any volunteer with the Red Cross will need to do in any assignment.

Then I did a phone interview with a volunteer that’s in charge of screening, then watched a video on YouTube, and then went through a live online training with a veteran “blood donor ambassador” – the name for volunteers who help sign in people at blood drives, make sure they get snacks and a rest afterward, etc. And all of that time is logged on my account already as volunteering time – I didn’t have to do anything.

We are a one-car family, and that means, most of the time, I do not have access to a car. I was able to sign up to help at a blood drive a short, direct bus ride from my home, in a nearby town. I had signed up for my first gig within minutes of my interview, and it was just two weeks away from that date.

I showed up at the event, 30 minutes early (as the video explained), and it turned out that I was the only volunteer ambassador there – meaning I was checking everyone in. I was very nervous since I thought I would get to “shadow” someone. Instead, it was all me – the site manager showed me how to check donors in, and the first donors, all veteran blood donors, also helped me (I think they loved being the experts to guide the newbie). And for the rest of the day, that’s what I did: donors showed their ID, I scanned it with a scanner, I checked off their name, I gave them a nametag, they had a seat and then got called up for the donation.

It was easy, it was interesting (nice to chat with people, interesting to watch how they go through the different stations of donating), and there was about 30 minutes when no one was scheduled and I was able to eat the lunch I brought.

If you are squeamish, don’t worry – you don’t ever have to see any blood, since you are facing away from the donor tables. And if anyone were to throw up, it’s NOT your job to clean it up (no one threw up, BTW, but we did have one guy faint).

If another volunteer had shown up, one of us would have been at the registration table and one of us would have been at the snack table, chatting with people who had just given blood, to make sure they were okay and ready to leave after 10 minutes or so. Had it been a larger event, there would have been two people registering and two people at the snack table.

If you are looking for an easy, interesting volunteering gig, I highly recommend you sign up to be a blood donor ambassador. You get to pick which event(s) you help at. It gives you insight into how the Red Cross works (the Red Cross does a lot more than blood drives). And you can sign up for as many blood drives as you want – if there is one every day in your area (which there is in the Portland, Oregon area), you could easily get 25 hours, maybe even more, of volunteering in a week, if you can volunteer on weekdays (more if you can do weekends too). I highly recommend this for people that are required to do community service – you may have three weeks from the time of sign up until you start, but you can get hours in quickly if you have time during the day.

In addition to Blood Donor Ambassadors, the American Red Cross needs:

  • Blood Transportation Specialists
  • Disaster Action Team members
  • Shelter Services staff members (being a blood donor ambassador is a good way to see what the intake process is like for emergency shelters)
  • Disaster Health Services Team (if you are a licensed healthcare provider)
  • Administrative help

If you dream of being deployed to disaster zones elsewhere, you first have to have deep experience as a part of your own local Red Cross in your own area (disaster action teams, shelter staff teams especially).

And if you are with an initiative that’s struggling to attract volunteers – what is the Red Cross doing that YOU should be doing regarding volunteer management? Note that I didn’t deal with any paid staff as I went through the onboarding process – my screeners and trainers were volunteers themselves!

Also see:

UPDATE:

A few months ago, I decided to test my own advice that I have posted on the subreddit regarding volunteering many times, that if you volunteer locally with the American Red Cross, you might get asked to deploy to a disaster somewhere else in the USA.

Welp – that’s exactly what’s just happened: I just got an email sent to all volunteers:

As Hurricane Ian hit Florida with dangerous winds, rain and storm surges, Cascades Region is in alert and standby modes in preparation of volunteer deployments. As we monitor the situation we look to current Red Crossers to train in both deployable and local volunteer roles to continue supporting the mission and our impacted communities.

And there’s a link to something called the Deployment Interest Form, and more info about information events (2 virtual, 3 in-person) to share deployment processes and training.

Folks, it really, really does work: volunteer LOCALLY with your American Red Cross chapter, in any capacity, and you will get info on trainings for disaster response, and if you complete that training, you may get invited to deploy to a disaster zone to help.

And in the USA, you start by filling out this form.

https://www.redcross.org/volunteer/become-a-volunteer.html

The crisis in Florida and the East Coast caused by this latest hurricane will go on for MONTHS. You could be a part of the response! Fill out the form, get the training you need – ASAP.

Do your volunteers feel psychologically safe?

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Google researchers, the People Analytics team, studied the qualifies of effective teams at Google. Code-named Project Aristotle – a tribute to Aristotle’s quote, “the whole is greater than the sum of its parts” (as the Google researchers believed employees can do more working together than alone) – the goal was to answer the question: What makes a team effective at Google?

Research from Google’s Project Aristotle found that the most important dynamic of a successful team is members feeling psychologically safe. This occurs in environments where no one else will embarrass or punish others for admitting a mistake, asking a question, or offering a new idea.

Reading this was like a punch in the gut for me. For any job that hasn’t worked out, that I couldn’t wait to leave, this was always the primary problem I faced with supervisors.

I hope that all managers of people that see this do a deep, honest examination of the culture of their own departments and companies with regard to this kind of fear-based way of working. But I hope managers of volunteers look at the culture around volunteer service as well. And I hope you won’t get defensive if the evidence you gather points to toxicity in your program or your entire organization.

Also see:

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Something missing on your web site?

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I go onto Quora regularly to answer questions about volunteer engagement, nonprofit management and anything else I think I might be able to help with. It’s part of my own personal campaign to address misinformation and create better understanding about mission-based orgnaizations.

I saw this question and I think it speaks volumes:

In other words, why do most nonprofit web sites want your money but now your time as a volunteer?

Think about the message that sends to the community and to your current volunteers!

On that note, two resources worth visiting if you never have – and revisiting if you haven’t in a while:

The Information About & For Volunteers You Should Have on Your Web Site. 

Don’t Just Ask for Money!

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Nonprofits: legislation & politics are affecting your staff & clients.

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An image to depict social cohesion and team work and interconnectedness: images of four human like figures, each a different color, holding hands and leaning back - if one breaks hands, it will mean that, eventually, all will fall backwards.

Nonprofits, community groups and other mission-based programs in the USA need to be aware that legislation and politics are affecting your staff (employees and volunteers) and your clients/customers. Such is affecting their families and their day-to-day life, their health care, the life-altering choices they can make, their participation in society, and on and on. And that means it’s also going to affect staff job performance with you and potentially affect the impact you can have with clients/customers.

Regardless of your own personal politics and regardless of your organization’s mission, you need to be aware of how legislation and politics are affecting your staff and to think about how you are, or are not, going to support staff as this is happening.

You have employee, volunteers and clients who may become pregnant and need to seek abortion services. Or maybe denied access to abortion services despite an ectopic pregnancy, an incomplete miscarriage, placental problems and premature rupture of membranes. How are you going to support them as they undergo these experiences?

You have employees, volunteers and clients who have same-sex marriages, something the US Supreme Court may overturn. If that happens, and their marriages are declared invalid, will you continue to give spousal benefits for staff, such as maternity leave or health care coverage? If that happens but those marriages remain valid, but no more can happen, will you give spousal benefits, such as maternity leave or health care coverage, to those staff members now forbidden by law from marrying? Will you still send track the names of those partners in your database if you do so already?

For an election, some states are putting just one ballot drop box to serve an entire county, or prohibiting most people from applying for absentee ballots. Are you going to give your employees and volunteers paid time off to vote on election day? Are you going to make sure staff and clients know about non-partisan voter education programs, like guides from the League of Women Voters, and debates?

Some staff have family members who are not legally in the country and are living in day-to-day danger of being deported, and if such happens, it could not only mean the separation of a loved one, but sudden changes regarding income, in options regarding child care, and more. What will you do to support such staff?

Consequences of not thinking about this or addressing it:

  • You will lose employees and volunteers.
  • The productivity and performance of employees and volunteers could be affected, which affects your service delivery.
  • Inaction may go against your stated organizational values.

Note I’m not asking you to take a political stance. The IRS wording on the Restriction of Political Campaign Intervention by nonprofits is clear: 

Under the Internal Revenue Code, all section 501(c)(3) organizations are absolutely prohibited from directly or indirectly participating in, or intervening in, any political campaign on behalf of (or in opposition to) any candidate for elective public office. Contributions to political campaign funds or public statements of position (verbal or written) made on behalf of the organization in favor of or in opposition to any candidate for public office clearly violate the prohibition against political campaign activity.  Violating this prohibition may result in denial or revocation of tax-exempt status and the imposition of certain excise taxes.

Certain activities or expenditures may not be prohibited depending on the facts and circumstances.  For example, certain voter education activities (including presenting public forums and publishing voter education guides) conducted in a non-partisan manner do not constitute prohibited political campaign activity. In addition, other activities intended to encourage people to participate in the electoral process, such as voter registration and get-out-the-vote drives, would not be prohibited political campaign activity if conducted in a non-partisan manner.

On the other hand, voter education or registration activities with evidence of bias that (a) would favor one candidate over another; (b) oppose a candidate in some manner; or (c) have the effect of favoring a candidate or group of candidates, will constitute prohibited participation or intervention.

But if you think politics isn’t personal and can’t affect a nonprofit, whether it’s a performing arts center or a literacy program or an animal rescue group, think again.

And you should consider mentioning to funders how these state and federal actions are affecting your staff, your clients and your work in general. They should know.

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.