1. Donata Mikulik Volunteer & Community Services Manager Volunteer Center of Sonoma County

2.  1.Why do you want lead volunteers? 2.Definition 3.Opportunities 4.Recruitment 5.Structure 6.Case Study: Expertise Exchange 7.Case Study: Recruiting a Lead from Program Agenda

3.  A Lead Volunteer:  Takes initiative  Takes ownership of a process, project, or outcome  Embraces responsibility involved  Is accountable to the agency and community  Understands, and is given the autonomy  Make decisions appropriately  Represents the agency & cause  Acts professionally at all times

4.  Initiative Autonomy Responsibility Definition

5.   What type of leader do you need? Characteristics

6.   Collaborative  Productive  Independent thinker  Broad experience  Comfortable with power dynamics  Effective decision-maker  Diligent  Thorough  Invested Characteristics

7.  1.Where does your program currently allow volunteers to lead? 2.Where do you need more leadership?  What obstacles exist?  Where is growth most possible? Opportunities

8.   Team Leadership  Offsite Coordination  Short Term Projects  Program Design/Development  Process Facilitation  Managing Events  Committees/Board/Advisory  Marketing Opportunities

9.  Volunteer Program Department Organization Community

10.   Where does your organization have the potential to make volunteer leaders? Recruiting Leaders

11.   Leadership  Initiative:  What inspires them?  What might work for your organization?  Recognize initiative when & where you see it  Share challenges  Ask perspective, support, advice  Provide opportunities Your Volunteers

12.   Your Network  Role-specific recruitment  Location-specific  Recruit from current volunteer base  Specialized outreach  Ask … and they shall come! Recruiting Leaders

13.   Clear expectations  Long-term commitment  Increased staff support  Agency resources  Accountability & reporting  Developing lead position over time  Communicating impact  Is a process, not an outcome Structure

14.   Autonomy  Celebrate successes and accomplishments  Reiterate your role  Expectations:  Frequency  Content  Concerns  Process for reviewing:  Timelines  Challenges  Outcomes/deliverables  Whose job, and when... Communication

15.   Show current processes  Ask advice  Personalized for the role:  Individualized  Cross-department  Skill-enhancement  Invite opportunities:  Staff trainings  Agency meetings  Professional development  Feedback & evaluation Training

16.  1.Organization expectations 2.Team dynamics 3.Selection/promotion 4.Risk management/Concerns Challenges

17.   Seasoned professionals  Inspired by work  Short-term (30-90 days, twice per year)  Defined project  Three-part relationship:  Clear organizational purpose  Challenges identified  Process to keep the project moving forward  Communication  Deliverables  The End Case Study: Expertise Exchange

18.   Articulate purpose & goals  Create organizational context  Define parameters  Establish benchmarks  Introduce volunteer to stakeholders/champions  Communication protocol & frequency  Address challenges  Repeat. Creating a New Lead

19.   Discuss organization’s need  Define expectations  Develop goals & purpose  Introduce key stakeholders  Create system for communication  Check in regularly  Revisit. Case Study: Promotion

20.   Inspiring leaders from other organizations to join your cause  Offer trainings, conferences, professional development opportunities  Ask other volunteers staff about potential leaders/roles  Recognition and appreciation  Other thoughts? Other ideas