1. & A SSOCIATES © 2009 Get Involved: Powered By Your Library, A California State Library Initiative February 4, 2009 Creating High Impact Volunteer Agreements

2. & A SSOCIATES © 2009 Steps to Volunteer Engagement Understanding Boomers Assessment Building the Case Mapping the Initiative Creating Opportunities Cultivation and Networking Interviewing and Vetting Creating the Collaboration Nurturing the Relationship Capacity Building Using Critical Intervention Points Designing Powerful Engagement Agreement & Support

3. & A SSOCIATES © 2009 Coaching Report  Accomplishments  Learning  Challenges Flickr Soansmark

4. & A SSOCIATES © 2009 Learning Objectives Incorporate ideas from across this community of practice into your pilot work Match volunteers’ motivational styles to assignments Understand the organization and candidate’s goals for high impact volunteer interviews 12 3 Develop high impact interview questions 4

5. & A SSOCIATES © 2009 Microsoft Work Plans Report Out

6. & A SSOCIATES © 2009 Microsoft Position Descriptions Report Out

7. & A SSOCIATES © 2009 Motivational Assessment Communication always makes demands. It always demands that the recipient become somebody, do something, believe something. It always appeals to motivation. Peter Drucker AffiliationAchievementPower

8. & A SSOCIATES © 2009 Power  Goal: Impact or influence on others  Characteristics o Strong need to influence others and/or change others behavior o Aims to create win/win situations Atkinson & McClelland

9. & A SSOCIATES © 2009 Power (cont)  Characteristics o Exercise power and organizes others to obtain groups/organizational goals o Charismatically inspires others to action o Focuses on decisions and impact Atkinson & McClelland

10. & A SSOCIATES © 2009 Achievement  Goal: Success in a situation requiring excellent or improved performance  Characteristics o Concerned with doing personal best: sets moderate goals and takes calculated risks o Likes to find solutions to problems, set goals, and accomplish them Atkinson & McClelland

11. & A SSOCIATES © 2009 Achievement (cont)  Characteristics o Has desire to achieve unique accomplishments o Innovative, takes pleasure in striving o Wants concrete, regular feedback on progress o Likes beginning, middle and end o Focuses on the work Atkinson & McClelland

12. & A SSOCIATES © 2009 Affiliation  Goal: Being with someone else and enjoying harmonious relationships  Characteristics o Motivated by interpersonal relationships o Prefers working in teams Atkinson & McClelland

13. & A SSOCIATES © 2009 Affiliation (cont)  Characteristics o Tends to conform to learn cultural norms o Spends time thinking about consoling or helping others o Focus is on the people they are with more than the work they are doing Atkinson & McClelland

14. & A SSOCIATES © 2009 Implications of Motivational Styles Achievement Motivation-Based Placement Suggestions  Challenging tasks with reachable goals  Solo assignments  Tasks where you can articulate, delegate, and let go  Innovation, unique accomplishments

15. & A SSOCIATES © 2009 Implications of Motivational Styles (cont) Power Motivation-Based Placement Suggestions  Opportunities to manage others  Team leaders  Influential positions  Projects that require reporting to “higher ups”

16. & A SSOCIATES © 2009 Implications of Motivational Styles (cont) Affiliation Motivation-Based Placement Suggestions  Cooperative environments  Customer service  Client and family interaction  Team members

17. & A SSOCIATES © 2009 Position Examples Assignment TypeAchievementPowerAffiliation Fundraising Public Relations Developer of FR or PR Plan Sponsor & Media Cultivator Team Captain Project Manager Spokesperson Planning Committee Member or Chair Luncheon or Gala Table Captain Volunteer Greeter/Concierge Program/Service Delivery Community Outreach Program Evaluator Program Developer Community Partnership Developer Team Leader Community Ambassador Team Member Tutor Open House Host Event Planner Board of Directors Other Governance Task Force Member Audit Committee Member Fundraising Chair Board President Executive Committee Member Nominating Chair Membership Committee Member Recognition Committee Member or Chair

18. & A SSOCIATES © 2009 Whom do you want to cultivate? Volunteers who are ready to move up, and thus move the organization forward, often:  Express aspirations  Take initiative  Ask great questions  Offer solutions  Problem solve well

19. & A SSOCIATES © 2009 Whom do you want to cultivate? (Cont) Volunteers who are ready to move up, and thus move the organization forward, often:  Problem solve well  Follow through  Care about meeting and evaluating results to make sure they’re on target  Take on progressive r responsibility – and handle it well  Improve after feedback

20. & A SSOCIATES © 2009 Goals of the interview for the library Determine the candidate’s: MotivationSkills ExpectationsFit

21. & A SSOCIATES © 2009 Goals of the interview for the candidate Identify: Growth Areas Areas to avoid Availability FitChoices

22. & A SSOCIATES © 2009 Interviewing Tips Ask unexpected questions Select based on the match between library and volunteer needs Give the candidate time to think it over Consider skill proficiency and motivational style

23. & A SSOCIATES © 2009 Tips for “Special Characters” The rambler Interrupt, redirect, or end The quiet one “Tell me more about that,” rephrase, move on The off-topic responder Go back to the question The inappropriate responder Interrupt, end early Ending an interview early When you know, you know….trust your gut

24. & A SSOCIATES © 2009 Involving Volunteers Intuitive, big picture thinkers Train Consistent scoring Group interviews for high volume Leadership development Mircrosoft

25. & A SSOCIATES © 2009 Steps Review organizational needs Evaluate team needs and balance Review position description and update if necessary Design interview questions

26. & A SSOCIATES © 2009 High Impact Interview Questions What are your three greatest achievements? Which do you prefer and why? Volunteering with other people or working alone Assignments with a beginning, middle, and end or ongoing assignments A member of a team with influence or assignments where you are a leader and decision maker Problem solving Describe a library program and ask the candidate what she or he would do to quality improve it

27. & A SSOCIATES © 2009 High Impact Interview Questions (cont) Situational question Your volunteer assignment is to develop a new project for the library. What would be your first five steps? Who would you engage to help you and why? Experiential question Describe a work/volunteer experience where you were the leader of other people. What went well? What didn’t go well? What would you do differently next time? Skill question What skills are you proficient at that you are willing to share with the library, if we can make it possible for you to do so?

28. & A SSOCIATES © 2009 Steps Observe verbal and nonverbal cues Evaluate the candidate’s characteristics and fit Offer choice. Give time for self-evaluation and decision- making. Confirm acceptance in writing Evaluate yourself

29. & A SSOCIATES © 2009 Culture Setting: Parting Words to the Interviewee Microsoft

30. & A SSOCIATES © 2009 Candidate Assessment StrengthsChallenges Red flags/concerns Style assessment Skill assessment Culture fit

31. & A SSOCIATES © 2009 Interviewer Self-Evaluation Did I allow silence? Did I talk too much? Did I ask open ended questions? Did I observe verbal and nonverbal cues? Did I assess timeliness, hygiene, and appearance? Microsoft

32. & A SSOCIATES © 2009 Interviewer Self-Evaluation (cont) Did I spend time on climate setting? Did I withhold judgment until I had all the data? Did I scrutinize my decision? What is my gut reaction? Microsoft

33. & A SSOCIATES © 2009 For Next Time Craft questions for interviewing leadership volunteers Arrange coaching times with Jennifer Read chapters 6 and 7 Next webinar Feb 25 10:00 - 11:30 am PT

34. & A SSOCIATES © 2009 Learning Objectives Incorporate ideas from across this community of practice into your pilot work Match volunteers’ motivational styles to assignments Understand the organization and candidate’s goals for high impact volunteer interviews 12 3 Develop high impact interview questions 4

35. & A SSOCIATES © 2009 Next Webinar: February 25 10:00 am PT Creating Powerful Communities of Action Thank you!