Being a volunteer myself involved in leading volunteers, I get to reflect often on how things are done and how to improve.
It is without doubt that leading volunteers tends to be tricky as you’ll have to ensure motivation and commitment are high at all times. Moreover, you’ll need to take care of the feelings and aspirations of the volunteers, no matter how young or old they are.
So to make things simple, I am going to share with you 5 Dos and 5 Don’ts in managing and leading volunteers:
- Thank volunteers at every milestone, every good report, every job well done. There is no upper limit of how much you can thank them and how. It can range from a simple thank you email, a tap on the shoulder, to inviting them for a free dinner/lunch/get-away.
- Give volunteers space to make decisions and have a say in what is being done. Barely anyone likes to do donkey work or to simply follow steps given, let the volunteer role be more demanding and challenging.
- Lead by being a role model, show the way and be the first to step up for action. It takes people a very short time to realize preachers from doers.
- Follow up, follow up, follow up… oh and did I say it’s important to follow up? You wont imagine how smooth things will go if you just remind people if they missed something ,follow up on tasks to be done and make sure things are progressing as planned. If you just sit there and expect volunteers to get things done without any follow up..at least at the beginning, then you’ll be surprised.
- Be friendly, polite and respectful. Yes they may seem trivial, but so many times discussions, emails or meetings can become tense, issues urgent, stakes high…that you might lose your temper, say something mean, be a bit harsh or disrespectful. Once you do that..you know you’re going to lose some one from the team or lose their trust and respect to say the least.
- Don’t underestimate any volunteer’s abilities, knowledge, network or creativity. You’ll be surprised with how much people can do when you believe in them.
- Don’t blame or criticize volunteers publicly. Keep morale high and respect of others to each other and to yourself, if you have something negative to say…say it one-to-one.
- Don’t take all the credit. Give credit where credit belongs… if the team is doing a good job, you owe them the credit, not yourself.
- Don’t be biased for personal reasons. Give work, credit or thanks for those who are doing work…not for those you like or you’re friends with.
- Don’t keep information hidden to yourself. Sharing knowledge, experience, information, contacts ..etc. with your team is key to show them you trust them and to empower them with what they need to lead…to become self-motivated and self-managed.
I hope those few things help you out! 🙂
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- HARD Goals Vs SMART Goals
- My Two Cents on Leadership
- Secrets of a Great Workplace
- Human Capital Management in NGOs
- NGOs, Project Management & Serendipity
- 3 Key Roles of NGO Board Members
- Creating Organizational Structures that Work
- Mentor, Coach & Consultant: What is the Difference?
- Teacher, Trainer & Facilitator: What is the Difference?
.نادراً ما اكتب باللغة العربية ولكن في هذه المناسبة وفي هذه الظروف لا يمكنني إلا أن اكتب بالعربي
هنيئاً لمصر وهنيئاً للشعب العربي في كل البلاد العربية. لقد رفع الشعب المصري رأس كل عربي في هذه الثورة، تمكنت الإرادة الشعبية من أن تنتصر على سنين من الظلم والإستبداد، على حكومات وانظمة متامره ومتخاذلة وذليلة. لقد عاد الشعب العربي يتنفس العروبة والقومية والكرامة والعنفوان.
.ما ابتدى في تونس تنامى في مصر وكبر وحقق نصراً على عقود من الذل والقهر. 11 شباط يوماً لن ينسى بعد اليوم، ستبنى عليه امالنا وأحلامنا
.فلينتفض الشعب العربي أينما كان للم شمله وإعادة العزة والكرامة لقاموسه
!!!فلتحيا مصر، فليحيا الشعب العربي و لتحيا العروبة