Answering tough volunteer involvement questions

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Here are two questions regarding volunteer engagement I am seeing a lot through various channels… but not seeing many answers to:

Where can young children – children under 13, even as young as 6 – volunteer? What kinds of activities can they do and exactly where can they do these?

and

Where can people with diminishing mental abilities, or with mental disabilities, volunteer? What kinds of activities can they do and exactly where can they do these?

The first set of questions come from parents, as well as children under 13, on various online discussion groups, like YahooAnswers.

The second set of questions come primarily from volunteer managers – from those in charge of recruiting and involving volunteers at an organization – and are often the result of a long-time, beloved volunteer becoming less and less capable of helping, and requiring so much supervision and assistance that the organization feels the benefits of involving the volunteer are far below the costs. Or, that volunteer becoming verbally abusive, or saying inappropriate things to other volunteers, as a result of their diminished mental capabilities. But I’ve also seen the question asked by siblings, parents and other caretakers of people with mental disabilities.

I’m very disappointed not to see organizations that are supposed to have the promotion of volunteerism as the central focus of their mandate jumping in to answer these questions. Where are you, Points of Light Foundation? Hands On Network? Why aren’t you out there on various online fora, such as YahooAnswers, addressing these tough questions about volunteering?

Anyway…

I’m not at equating children and people with diminished mental capacities. These are two VERY different groups. But they do have one thing in common: they require much more planning, support and staff time to involve than adult volunteers. Hence why I’m discussing these two groups at once here in this blog.

The reality is that it’s more efficient, economical and immediately beneficial for most nonprofit organizations, non-governmental organizations (NGOs) and charities to involve adult individual volunteers who can successfully complete a project, from start to finish, with minimum supervision. Also, most organizations do not have the money, staff, time and other resources to create volunteering opportunities focused primarily on fulfilling the needs of various types of volunteers, rather than creating volunteering activities that are focused primarily on fulfilling the needs of an organization (I’ve said this about microvolunteering as well!). For most organizations, volunteer engagement is primarily about fulfilling the organization’s mission, not fulfilling the wishes of volunteers.

If you think nonprofits, NGOs, charities and others should involve everyone who wants to volunteer, no matter the volunteers’ ages or abilities, then consider this: no matter what your job is, no matter what sector you work in (for-profit, government, nonprofit, whatever), could YOU come up with a safe, fun, meaningful hour-long activity for a 10 year old child to do in your office twice a week, or a two-hour weekly activity for a dozen 10 year olds to do in your office, and do you have time to supervise that child or those children during that activity? What about creating similar activities for someone who has severe short-term memory loss? If you could not do it in your own job at such-and-such corporation, why do you expect nonprofit organizations to do so?

Just as creating one-time, short-term group volunteering activities for adults is difficult, creating volunteering opportunities for children, or for people with diminished or diminishing mental abilities, is also difficult. Should a nonprofit, NGO or charity be spending time and resources to involve these groups? In some circumstances, yes.

First, think carefully about what is in it for you, the organization or program, to create opportunities for either of these groups. What benefit are you looking for?:

  • measurable results regarding participant or community awareness of a particular issue, program or your organization. Could the volunteering activity help children understand a particular issue? Could the activity help parents or family issues understand the issue more fully?
  • cultivation of donors who would be interested in funding this part of your organization’s program. The staff time to create opportunities and support these volunteers, the materials needed by volunteers, etc. all need funding. Are there foundations, corporate philanthropy programs, government agencies or individual donors who would be attracted to funding the resources required?
  • activities that fulfill your organization’s mission. The volunteering experience results in activities that reach part of your organization’s mission. For instance, if you work with seniors, particularly those with diminished mental faculties, then involving these seniors as volunteers would be a part of your mission. If your organization is focused on children under 13, then involving those children as volunteers would be a part of your mission.

I wrote a page on creating one-time, short-term group volunteering activities, and it includes a long list of activity suggestions. Some of those could be adapted as volunteering activities for children, or for people with very limited mental capacities – but not all of them. And to be honest, I’m stumped on creating voluntering activities for either of these groups.

Not every organization is going to be able to address any of those three bullet points – and, therefore, is not going to be in a position to create volunteering opportunities for either of these special needs groups. What I advise those organizations to do:

  • For those that are getting called by parents who want their children to volunteer, have a list of other organizations in your area to refer their child to. For instance, for girls, I recommend the Girl Scouts of the USA (or, in other countries, Girl Guides). I also have a web page of recommendations for family volunteering – specifically families that include children under 16 – note that many activities are home-based.
  • For those that ask about volunteers with diminished mental capacities – for instance, an organization that finds a long-term volunteer can no longer undertake any of the volunteering opportunities at the organization, could a placement be found elsewhere?  Is there a community theater that could involve him or her to hand out programs before a performance? Could the volunteer help serve refreshments at an event – just putting cups filled with a liquid, not doing any of the fillings of the cups him or herself? And does the family of this person understand that a family member will have to be with the volunteer at all times? Or is there an organization in your community that helps people with diminishing mental capacities that you could introduce the volunteer to, that could give that person meaningful activities to engage in – like going to community events in a group? Does this volunteer attend events by a community of faith (a church, temple, mosque, etc.), and could that community be called on to help in this situation?

What other advice do you have for parents seeking volunteering activities for young children, or nonprofit organizations that are going to have to let a volunteer go because of diminished mental capabilities? Leave your answers in the comments. What I’m particularly interested in: how did you go about letting a long-time volunteer go that you had to let go because of his or her diminished mental capabilties, and what did you learn from that expereince that you would like to share with others?

Also see:

Creating one-time, short-term group volunteering activities

Recommendations for family volunteering – specifically families that include children under 16

 

Your favorite non-English resources re: volunteerism or nonprofits?

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I would like to know YOUR favorite online resources regarding volunteerism / volunteers (especially the support and management of such), nonprofits or NGOs (non-governmental organizations), including Tweeters, in languages OTHER than English.

Spanish, French or German are most desired, but any language – Arabic, Persian Farsi / Dari / Tajik /, Hindi, whatever – would be welcomed.

In short, I’m looking for the Spanish, French, German, Arabic and other non-USA, non-English-language versions of Energize, Inc., of VolunteerMatch, of TechSoup, etc.

Please send the name of the resource, the URL of the resource, and a summary of what the resource is – does it focus on volunteer management? On nonprofits / NGOs / charities using the Internet? Or helping organizations recruit volunteers? Or fundraising / resource mobilization? Or any aspect of management? Is it a web site? A database? A Twitter feed?

I have some of these resources already, but I would like to have more. I will share what I’ve compiled already and what’s submitted – and is what I’m looking for – on my web site, and announce the page here on my blog, as well as my Twitter feed and my Facebook page.

Tags: volunteer, volunteers, volunteering, engagement, involvement, management, community, stakeholders, charities, charity, NGOs, non-governmental, organizations, nonprofit, civil, society, international, technology, tech, ICT4D, humanitarian

Value of Volunteers – Still Beating the Drum

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Whenever I had a meeting with Sharon Capeling-Alakija, then head of the United Nations Volunteers programme, I took notes, either during the meeting or after, because she always said something amazing that I wanted to remember later. One of the best things she said was when she talked about why UNV was committed to its online volunteering program. She never said it was because NGOs or UNVs have so much work to do and need people to undertake some of that work, for free. She said it was because “this is a way for people to be involved in the work of UNV, first hand. Before the OV service, the only way to do that was to be a UN Volunteer – and most people don’t get to do that.”

When we lost Ms. Capeling-Alakija, we lost a hugely important voice regarding the value of volunteers.

I cringe when someone says their organization involves volunteers because of the dollar value – like the Long Term Care Ombudsman Program, which has, at the top of its volunteer page, that a volunteer’s hour is valued at $20.85 by the Independent Sector. It’s the kind of statement that says to those paid staff members at your organization that are making less than $20.85 an hour, You are not as valuable as these volunteers. It says to funders, Why not cut our funding? Because we can replace staff with volunteers, and save $20.85 an hour! And it justifies the fear of union members and others who say We don’t want volunteers, because they are a threat to paid staff.

I’ve said it before, I’ll say it again: Why involve volunteers? What are the best reasons?

    • Volunteer involvement allows members of the community to come into your agency, as volunteers (and, therefore, with no financial stake in the agency), to see for themselves the work your organization does.
    • Community engagement is community ownership. Volunteer involvement demostrates that the community is invested in the organization and its goals.
    • Involving volunteers — representatives of the community — helps educate the community about what the organization does.
    • Certain positions may be best done by volunteers. Volunteers can do anything. They can be counselors, advisers, theater ushers, short-term consultants, board members, projects leaders, project assistants, event coordinators, event staff, first responders, coaches, program leaders, classroom assistants, and on-and-on. Always be able to say why your agency wants volunteers, specifically, in those positions rather than paid staff (and never say it’s to save money!).
    • Involving volunteers can be a reflection of your organization’s mission. If you are a nonprofit theater, for instance, you probably involve unpaid ushers. What have ushers experienced that is a reflection of your mission (which may be to present theater productions of that are of cultural significance for your community, or to ensure that community members of all ages and backgrounds are introduced to and educated about the place of theater in our society, etc.). If you involve volunteers as interns, how could you tie this involvement to the mission of your organization?
    • Involving volunteers can help your organization reach particular demographic groups — people of a particular age, in a particular neighborhood, of a particular economic level, etc., especially groups who might not be involved with your organization otherwise.
    • Involving volunteers can create partnerships with other organizations (nonprofits, government, business). Involving volunteers from a corporation might spur that corporation to give your agency a grant. Involving volunteers from a government office could lead to a program partnership.
    • Volunteer involvement can garner good PR (in media reports, government reports, blogs, etc.) regarding your community involvement. 
  • Involving volunteers creates support for your organization in other ways. How many volunteers are also financial donors? Have volunteers spoken at local government meetings or written letters to the editor of your local newspaper on your organization’s behalf? Are there any influential community members (elected officials?) who are former volunteers with your organization? What have volunteers done to educate friends and family about your organization and its mission?

Also see:

Another anti-volunteer union

The union of professional firefighters in the USA “does not condone” volunteer firefighters.

Tags: volunteer, volunteers, volunteering, engagement, involvement, management, community, stakeholders, charities, charity, NGOs, non-governmental, organizations, nonprofit, civil, society, international, United, Nations, UNDP

Tech Jargon – Let’s Rebrand Email

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The Internet is now the Cloud.

Telecommuting is now workshifting.  

Virtual volunteering is now microvolunteering.

What was done on USENET in the 1980s and 90s is now crowdsourcing on social media.

So, since we love coming up with new jargon for old things, then it’s only a matter of time before someone comes up with a new name for email, right?

In honor of Friday, my favorite day of the week: How should we rebrand email?

Snarky/humorous answers will be the most-welcomed.

Answer in the comments section here, or via Twitter. The first answer is from

Erin Barnhart:

Microstatic conversations

And, FYI, this is how I posed this question to my Twitter feed, : (see more re: How I Use Twitter, including my frequently-used, frequently-followed tags)

is now . is now . How should we rebrand email?

Tags:  jargon, technology, terms, tech, cyberspace, language, communications, humor

 

How TechSoup Helped Keep My Skills Sharp

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Among the various topics I train on is volunteer engagement – how to create opportunities for a variety of different kinds of volunteers (short-term, long-term, teens, university students, highly-skilled professionals donating their work pro bono, onsite, online, etc.), how to recruit different kinds of volunteers, how to measure success in a volunteer program, virtual volunteering, how to build the capacity of staff to involve volunteers, etc.

How do I keep my volunteer management skills and knowledge up-to-date so I know what the heck to say in a training or a blog? In addition to reading, reading, reading – not just materials specific to volunteer engagement, but also materials regarding telecommuting / work shifting, team-building, project management, human resources management, conflict resolution – I also volunteer frequently volunteer myself, and I try to have regular experiences as a manager of volunteers.

For five months – ending this week – I’ve been the interim online forum community manager for TechSoup. I approach online community management as volunteer management, and the TechSoup Community Forum is a perfect example of that: online community members are volunteers. They contribute time and expertise, and they aren’t paid for it. It’s the community manager’s role to:

  • encourage their participation,
  • create opportunities for their participation,
  • acknowledge their contributions and their feedback in a meaningful way, and
  • promote their accomplishments and feedback within the organization, making sure their contributions are valued within the organization, across departments and staff hierarchies.

It’s easier said than done, particularly when in an interim, part-time role: I don’t want to create any systems that the permanent person will inherit and hate. I don’t want to start a bunch of processes that the permanent person will decide aren’t what he or she really wants, and when done away with, leave people feeling like their time has been wasted. In an interim, part-time role, sometimes the best thing you can do is identify what the permanent, full-time person will need to focus on – although that can feel like, “Hi, here’s all the problems I found, good luck!”

These kinds of experiences provide the kind of reality check I need in order to stay sharp regarding volunteer management training. How can I blog, or get up in front of a room full of people in charge of volunteer engagement at nonprofits, NGOs, government agencies, schools and other mission-based organizations, and make lots of recommendations about volunteer engagement that I haven’t tested myself – and tested relatively recently?

This experience has challenged me on a lot of levels, as all these experiences do. It’s sent me running to re-read materials about working with highly-skilled, high-responsibility volunteers and how to deal with conflict online. But the experience has also confirmed a lot of what I’ve been writing about and training on, particularly about the importance of

  • written task descriptions for ALL volunteers, and ensuring expectations are understood
  • having an end date for EVERY volunteer role / assignment, and giving volunteers that are approaching that end date the opportunity to renew their role for a set amount of time (creating a new end date) or to withdraw from the role altogether
  • having various staff people work with/listen to volunteers, not just the volunteer manager
  • involving volunteers in the organization’s decision-making in some meaningful way (even if final decisions are not in their hands)
  • continuously cultivating new volunteers for leadership roles
  • encouraging long-term volunteers to change roles, even temporarily
  • encouraging long-term, high-responsibility volunteers to take breaks from their roles every few years
  • lots and lots of communication – including telling volunteers in high-responsibility roles what YOU are doing every week!

I could go on and on as well about what I’ve learned in this experience about remote staffing, remote management, workshifting/telecommuting, virtual teams, time management, staff time budgeting and project management! You can never know-it-all on those subjects…

As I review my experience over the last five months, a lot is on my mind:

  • what I would have done differently had I known I would be in the role for five months instead of three months, or had I been full-time instead of part-time, had I known a bit more about the overall mood and outlook of the volunteers when I started.
  • what I did that worked, and what didn’t.

It’s important to review that for yourself, even if you are in a permanent volunteer management position – do you do that for yourself after ever major project, or at least twice a year? You should! You can’t improve without that kind of assessment.

I’ve been involved with TechSoup since the early 1990s, when it was called CompuMentor and was focused on matching IT volunteers with nonprofits – I started off as a client, and most of my experience has been as a volunteer. It’s been fascinating to see the organization from this different point-of-view, as a paid consultant. In fact, this experience has renewed my desire to continuing volunteering to moderate one of the TechSoup Community Forum branches! Thanks, TechSoup, not just for the paycheck, but for the incredible learning experience!

On a related note, here’s a profile of Exhale’s new strategy of turning over more decision-making and responsibilities to its leadership volunteers. Volunteers are capable of leadership roles, and this is a good example of that. It’s not always appropriate in every situation, it’s not always best for every organization, and I’m not at all commenting on my experience with TechSoup by posting this – rather, I’m trying to counter some comments I’ve seen online lately along the lines of, “But that role is too important for just a volunteer!.” I share this as a great example of an organization making a conscious choice to put volunteers in charge because the organization has realized it’s what’s best for the organization. If anything, this link is a comment for GIRL SCOUTS OF THE USA. And that’s another blog some other time…

Also see: Knowledge transfer – it’s more than a buzz phrase

Tags: project, program, programme, volunteer, volunteers, volunteering, engagement, involvement, management, community, stakeholders, charities, charity, NGOs, non-governmental, organizations, nonprofit, civil, society

Working WITHOUT Tech Tools

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I am absolutely slammed this week with work, so I don’t have time to publish a blog every working day, as I usually do (though I do have time to Tweet).

But this is too good just to Tweet: a group of college journalists have published an issue of their campus newspaper without using any digital technology. Hilarity ensued.

I never had to use a typewriter in a newsroom, but I did have to use hot waxers, typesetting machines, exacto-knives and dark rooms (and I still have a couple of t-shirts with stains from photo development chemicals to prove it).

Are those skills wasted? Not at all. In fact, I now proudly note my pre-digital experience on my CV, because when I didn’t do so, I was told the reason I didn’t get a communications specialist job in East Timor a few years ago – which I very much wanted – was because the UNICEF staff person doing the hiring felt that I wouldn’t know how to do my job without the latest and greatest digital tools.

But this comment really got to me in this article about the college students using primitive news room technology:

Regardless of the stress or the obscene amount of paper that’s accumulated on the newsroom floor, I won’t forget what this project has given us. We’ve formed this sort of newsroom camaraderie that I hadn’t experienced before, and it means everything.

No question: we’re losing that kind of camaraderie of the work place. Everyone is work shifting (the term telecommuting is so passé), doing their work from home, from a coffee shop – anywhere but next to a co-worker. And that’s a loss. That’s not an improvement.

Free: Planning, Monitoring & Evaluating for Development Results (handbook)

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This is yet another example of the plethora of free, detailed information available online to help nonprofits, NGOs, and other mission-based efforts. Various offices of the United Nations, as well as state and national governments all over the world, publish these kinds of materials online. Meeting government and international standards – even if you have nothing to do with the UN or government, even if you aren’t in a developing country, even if you work just locally and never internationally – is going to help your organization land grants / donations and build credibility.

The Handbook on Planning, Monitoring & Evaluating for Development Results, recently updated, addresses planning, monitoring, and evaluation in the context of the United Nations Development Programme (UNDP) and its evaluation policy. It provides practical tools to strengthen results-oriented planning, monitoring, and evaluation in UNDP – but anyone who works to improve communities anywhere will find this manual helpful. The contents include:

  • Planning, monitoring, and evaluation for development results
  • Planning for results: Practical applications
  • Planning for monitoring and evaluation
  • Monitoring for results
  • Evaluating for results
  • Initiating and managing an evaluation
  • Assuring the quality of evaluation design and methodology
  • Enhancing the use of knowledge from monitoring and evaluation

It’s 220 pages long and available in English, Arabic, French, Russian and Spanish.

Tags: fundraising, fund, raising, donors, donations, funding, credibility, donating, evaluation, evaluating, planning, monitor, monitoring, design, project, program, programme, results, charities, charity, NGOs, non-governmental, organizations, nonprofit, civil, society, transparency, accounting, accountable

Debate: volunteer manager qualifications

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What should the qualifications be for a person that is responsible for volunteers at an organization?

That’s a hot topic right now, and there is a LOT of disagreement about it. Heck, we can’t even agree what to call such a person! (volunteer manager? volunteer resources manager? volunteer coordinator? director of community engagement?)

My view:

If an organization views this person as merely the purveyor of free labor, and sees this person as the primary manager of volunteers in a single activity – volunteers staffing the gift shop or the help desk, working in the food pantry (more with the food than the clients), serving food in a shelter, cleaning up beaches on one-day events –  then the qualifications are going to be quite low. The person in charge of volunteers will report to the head of human resources, won’t be a senior manager, and will be judged on whether or not all shifts are filled and all tasks are completed. Those are skills that can be taught to someone on the job – no need for volunteer management credentials – though some volunteer management workshops would be helpful.

This is how most corporate folks and very traditional organizations view managers or coordinators of volunteers. This is how most volunteer management workshops and most volunteer management conferences view those responsible for volunteers at an organization.

By contrast, if an organization views this person as responsible for:

  • community engagement, demonstrating that the community invests in the organization and believes in its mission
  • building the capacities of other employees to involve volunteers in their work and supporting employee involvement of volunteers in a variety of roles, including in leadership roles
  • being up-to-date on legal issues, political rhetoric and trends that can affect volunteer involvement
  • creating ways for volunteer involvement to relate directly to the organizations mission

then the qualifications required for the person in charge of volunteers are MUCH higher. The manager of volunteers or director of community engagement is not merely the purveyor of free labor; this manager has a direct role on program delivery and, therefore, should report to the director of programs – if not directly to the Executive Director! And credentials are essential – though not necessarily a certificate in volunteer management.

Here’s all the places this is a hot topic right now – check out what’s being said and join the conversation!:

Also see:

How I Use Twitter / Microblogs

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I’ve written a primer for mission-based organizations on using microblogs, including Twitter, so rather than repeat that advice on how to get started using such, thinking strategically about using such, etc., I’ll tell you exactly how I use Twitter.

I seek out Twitter feeds:

  • dedicated to activities that help women in developing countries have more control over their lives (it’s a priority issue for me), OR
  • dedicated to resources to help nonprofits, NGOs and other mission-based organizations use Internet, computer and other networking tools, OR
  • dedicated to resources to help mission-based organizations effectively engage the community/volunteers

AND

  • from organizations or individuals I want to follow and that/who share information I feel is a priority for me to receive daily or that’s mostly different from their Facebook page or email newsletter

If I already get all the information I want from an organization or individual via their Facebook page or an email newsletter or a blog, I don’t subscribe to their feed via Twitter as well. And I don’t follow every Twitter user that follows me, though I do check out every new follower. That offends some folks – they feel you should follow every person or organization that follows you, that you should follow every person or organization that you already follow on Facebook or via a blog or as a newsletter subscriber, etc. I don’t. I’m on information overload already; Internet tools, including so-called social media, is not just about receiving information – it’s about controlling it in such a way that it stays meaningful and essential to you.

In addition, I also follow certain phrases on Twitter. Some of these I search for daily, some I search for weekly. These include:

  • #volunteer
  • #volunteers
  • #VolunTweet
  • #microvolunteering
  • #nonprofits
  • #nonprofit
  • #ngos
  • #humanitarian
  • #ict4d
  • #TechWomen
  • #WomenInTech
  • #Tech4Good
  • #digitaldivide
  • #NP
  • #NPTwitter
  • #VirtualTeams
  • #distributedteams
  • #workshifting
  • #TechSoupDYB (for TechSoup microvolunteering projects; I helped relaunch this initiative earlier this month)

A term I follow, but doesn’t generate much information regularly, is #withoutvolunteers, a tag that allows someone to post a short message that says what the results would be if an organization didn’t involve volunteers. Sadly, most posts with this tage are phrases like “We couldn’t do what we do!” or “We would have to cut services”, both of which imply that volunteers are just unpaid staff and reduce the need for employees.

Lastly – your nonprofit, NGO, or other mission-based organization or department needs to make it clear to staff about who owns a Twitter feed – this story from the BBC does a good job of explaining why establishing ownership is essential.

Also see: my primer for mission-based organizations on using microblogs (including Twitter)

And, ofcourse, follow me on Twitter! I post a lot to my Twitter feed that I don’t share via Facebook.

Tags: microblogs, microblogging, Twitter, Tumblr, social, media, outreach, communications, marketing, public, relations, collaboration, community, volunteer, engagement

More women developing/promoting FOSS!

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Abel CAINE, OER Programme Specialist at UNESCO, in charge of coordinating the OER Community on the WSIS Platform, says in the online group for this community, “we had a discussion on how OER Initiatives should practice what they preach and use open software tools. For those of you who are interested in free and open source software AND would like to help in increasing the number of women who are developing or promoting FOSS, please join the new “Gender and FOSS Community” at: http://www.wsis-community.org/pg/groups/329964/gender-equality-in-free-and-open-source-software-foss/. The Community which is managed by the UNESCO FOSS Programme aims at creating a network of different institutions, networks and actors that deal with the Gender Gap in FOSS. Please contact my colleague, Mr. Davide Storti (d.storti@unesco.org) for more information.”

Also see this walk down memory lane: photos from the United Nations Volunteers (UNV) Telecenter at WSIS 2003 Geneva.

Tags: women, gender, woman, girls, ICT4D, UNESCO, WSIS, information, communication, communications, ICT, collaboration, community, engagement, OER, development, developing, FOSS, online, Internet, open, software, source, Africa, Asia, South America, Latin America