1. Professional Development Stages and Volunteer Development Dr. Jim Rutledge Retired Extension Educator 1

2. OK, we are not Jim Rutledge 2

3. Welcome and Introductions Rod Buchele, Extension Specialist, Kansas State University Sue Pleskac, Volunteer Leadership Specialist And YOU! 3

4. Jim’s Background 4-H member, teen leader, parent Club volunteer, club organizational leader County Agent (WI) Area Specialist (WY) State Volunteer & Staff Development Specialist (OK) State Program Leader/Dept Head (OK & OR) Foundation Executive Director (OK) Adjunct Professor for Extension Education 37 Years as an Extension Educator 4

5. Work in Progress Result of personal frustrations Conversations with mentors & colleagues Professional reading Evolved over 30 years Needs additional research Presented in multiple states 5

6. Goals For This Session Consider our roles in our positions Understand how WE influence the relationship with volunteers, peers and clientele Strategize how to increase program size and quality through better teamwork with volunteers and others Explore how we can help each other along the path toward greater effectiveness 6

7. Agree or Disagree 7

8. Developmental Stages We understand that children and adults go through systematic stages in their progression toward maturity. As professionals we also go through systematic stages that may influence our capacity and our success. 8

9. Relevant Research Career Development: –Relates to the evolution of the employee from beginning novice to top administrative positions (a pyramidal structure) –Models depend on mentors, coaches or supervisors to “direct” the new employee into professional maturity 9

10. Relevant Research Transformation Education: Relationship between the educator and learner Volunteer development and engagement Program development and quality youth development practice 10

11. Where Are You? 11

12. Developmental Stages of Extension Educators Stage Service Educator Manager Leader Educator’s Role Servant Teacher Manager Leader 12

13. What is the Role of Volunteers in Our Program? Recipient Learner Teacher Middle Manager 13

14. Transformational Education PROCESS RELATIONSHIP low high Information(Service) Facilitation(Management) Transformational Education (Leadership) Content Transmission (Education) high CONTENT 14

15. Matrix * Educator’sView ofFunctions ofCapacity RoleVolunteerVolunteerof Program ____________________________________________________________ ServantObjectRecipientLimited EducatorStudentLearnerAgent+Selected Volunteers ManagerEmployeeTeacherExpanding Opportunities LeaderPartnerMid ManagerUnlimited Opportunities 15

16. Service/Relationship Educator Doing things for the volunteers and the program Building relationships and trust Can lay foundation for change Volunteer viewed as object The educator see this as their program Volunteer Recipient of the service Not engaged in decision making or true leadership of program 16

17. Service/Relationship Focus is on learning the job Working to have or earn respect your contributions Unsure how to utilize others who want to help Feel like you are responsible for everything Burnout is common Failure to get beyond this stage is a contributing reason staff leave Leads to feelings of insecurity and making excuses: You cannot do it all. BUT….necessary stage to develop the relationships that will support your continued professional growth. 17

18. Stage I: Capacity of Program Very limited Dependent on the energy and interests of the educator 18

19. Stage II – Educator Caution: Don’t confuse this with your job title Educator Teaching others: it is what you do Educator is seen as the expert and decision maker Dependence on you as “the” professional Volunteer Recipient of the education Teaches others what educator has taught them Limited leadership and decision making into the program 19

20. Educator Focus is on teaching others Educator role is providing the expertise Burnout is common Conflict may arise with experience or knowledgeable volunteers Volunteers may leave because they are not recognized as contributing to the program 20

21. Stage II: Capacity of Program Limited to educator and selected volunteers Capacity is limited to energy and interests of the educator 21

22. Stage III – Manager Educator Facilitating the involvement of others Empowering and managing others to do the work Building a systems approach to the program Still teaching, but focusing in selective areas Volunteer Seen as employee Given selective leadership roles under direct supervision of educator Expanded decision making and leadership in the program 22

23. Manager Focus on recruiting and training others to take leadership roles Understanding the program potential and need for partners Understanding potential of volunteers Still teaching Begin to focus on mission of organization and the need for its success knowing it relates to your success Look beyond normal sphere of colleagues to challenge and expand your thinking Become a risk taker by engaging others in leadership roles 23

24. Capacity of the Program Expanded opportunities begin to grow the program Recruitment of volunteers to fill roles expands their participation Capacity for the program increase 24

25. Stage IV – Leader Educator Focus on moving organization toward its capacity Creating and promoting your vision Engaging others in designing a better future Selecting & training others to manage parts of the program Still teaching and some managing Volunteer Seen as partner Key resource to the future of the program Contributing to the mission Teaching and managing 25

26. Leader Invest energy on the vision doing the right things to expand the program Looking for new partners, new sources of funds, and new opportunities to build the size and scope of the program beyond what you would have believed possible a few years ago More open to partnerships with colleagues. Less likely to look for excuses or others to blame for your “situation” Still teaching Engaged in the evolution and growth of the profession Serving as a mentor and role model 26

27. Capacity of Program Unlimited Opportunities Limit is determined by the number of people that can be energized by the mission 27

28. Identify the Stage 28

29. So What Do We Do? Our purpose is achieving organizational goals and professional growth. We do this by paying attention and having a plan. –Learn to recognize the stages –Move to solutions/Move toward the vision We have to remember that these are developmental steps and we can’t force anyone to move until they are ready. 29

30. Step One Where are YOU TODAY? Are you satisfied? Would you like to be in a different stage in 3 to 5 years? 30

31. Step Two What are the barriers to you achieving success? What opportunities are there to assist you? How can you help yourself and each other? Remember….this one program can’t explain or solve all your problems. 31

32. Step Three Remember these are … Developmental Stages You are where you are…. It’s where you are headed that is important.!! 32

33. Final Thoughts Focus on positive relationships at all stages. Learn to see the stages you are going through yourself. Trust others to believe you are trying to help them. 33

34. Final Thoughts Don’t let organizational stress throw you off track. Support each other to stay on track to advance to leadership. 34

35. Best Wishes Jim Rutledge 405-762-2555 jr.clover@sbcglobal.net 35

36. Thank You Rod Buchele: rbuchele@ksu.edurbuchele@ksu.edu Sue Pleskac: sue.pleskac@ces.uwex.edusue.pleskac@ces.uwex.edu Materials available at: http://www.uwex.edu/ces/4h/ncrvd/ref/Sta ffVolunteerConnection.cfm http://www.uwex.edu/ces/4h/ncrvd/ref/Sta ffVolunteerConnection.cfm 36