Volunteer Succession Planning
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A look at how create successful succession planning in your non-profit organization; tailored for association chapters
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Volunteer Succession Planning
- 1. Succession Planning Chapter Leadership Council Meeting
- 2. Which best describes your current board? All positions filled All key positions filled Few “openings”
- 3. Which best describes the make-up of your current board? ≥ 50% are serving 1st or 2nd term ≥ 50% have served more than 2 terms ≥ 75% have served more than 2 terms
- 4. Which best describes the make-up of your current board? Baby Boomers Mostly Boomers with 1 or 2 Gen X Mix of generations
- 5. Which best describes your current leadership succession plan? Fully functioning (& we have the people to proof it!) It’s on paper Catch-as-catch-can
- 8. "The first responsibility of a leader is to develop a person to replace them. The leader should identify four prospects. Identify four because, on average, one will refuse, one will disappoint, one will move, and one will accept."
- 9. NOT ALL VOLUNTEERS ARE ALIKE
- 10. Generations? Younger generations believe more strongly in the importance of volunteering! Career & Life Cycle!
- 11. Teachers Local Leaders Adhoc Shapers Writers
- 12. Engage us
- 13. Why members begin volunteering … 1 Meaningful opportunity 4 Doesn’t cost me 2 Have the right skills 5 Short-term 3 Accessible assignment location
- 14. Why members don’t volunteer … 1 Never asked personally 2 Lack of info about opportunities Not meaningful 3 Lack of virtual/short- 4 term assignments Lack of follow through 5 It costs me
- 15. So what’s your pain point?
- 16. Engage Connect Orient Monitor Mentor Reward Feedback
- 17. Questions … Peggy M. Hoffman, CAE Mariner Management & Marketing phoffman@marinermanagement.com 301.725.2508 Connect with me on-line: Twitter: @peggyhoffman LinkedIn: Peggy Hoffman
Hinweis der Redaktion
- Patterns of Association Volunteering Not all volunteers are alike
- Cycle of Volunteering …It’s not generational – younger gens see importanceDifferences seen based on career & family cyclesDifferences among generations are subtle but need to be addressed:Communications / technologyCollaborative / command & control
- Patterns of volunteering …ShapersLeadersAd-hoc Volunteers The new workforce …
- Technology & social web have created an expectation – we are youWe will have a sayWe will be heardWe will be have an active role
- What connects with volunteers – the why, how, & what Why members begin volunteering – Top ReasonsMeaningful opportunity Right skills Accessible location No loss of income (doesn’t cost me!)Short-term assignment
- What connects with volunteers – the why, how, & what What stops Members - Top reasons members don’t volunteer Never asked to volunteer Lack of information about volunteer opportunities in general Lack of information about virtual volunteering & about short-term assignments Lack of follow through Inadequate expense reimbursement Work not meaningful
- Let’s spend the rest of the time on skill-building & idea-sharing …
- If you have to grow volunteerism(1) Engage(2) Connect Do a skill assessment(3) Orient: Be Sure They Know Answers to the BIG Questions. Set Goals (meaningful, measurable, specific, time-constrained) (4) Monitor(5) Mentor(6) Reward Appropriately (7) Get volunteer feedback – polls and surveys