"Volunteerism 2.0: Involving Highly Skilled Volunteers in Your Organization" presented by Stacy Baker from the Institute of Conservation Leadership. Additional volunteerism report available at https://www.icl.org/resources/publications/volunteerism-20-skilled-volunteers-bring-new-talent-organizations

1. Volunteerism 2.0:
Involving Highly Skilled
Volunteers in Your Organization
Ohio Clean Water Conference
August 6, 2011
g ,
Stacy Baker, MSEd
Program Associate
g
Institute for Conservation Leadership
www.icl.org
stacy@icl.org
(301) 270 2904
270-2904
ICL─ Strengthening Leaders, Organizations, and Networks that Protect Our Earth

2. Session Goals:
Discuss trends and research
on volunteerism
Know what distinguishes
“Volunteerism 2.0”
Identify opportunities and
next steps for your
organization
www.icl.org

3. Trends
Civic engagement/
volunteerism is one of
top nonprofit trends
(Issues of Convergence,
James Irvine Foundation, 2009)
Economy = more people
in the volunteer pool
Growth and appeal of
G th d l f
green collar jobs

4. New Ways of Volunteering
Episodic
Affinity group
Outcome focused
O t f d
Virtually

5. Trends
A generational shift is occurring

6. Trends
31% of incoming
freshman stated there
was a “very good
chance” they would
volunteer while in
college (17% in 1990)
(Higher Education Research Institute
of UCLA, January 2010)

7. Trends
Millions of educated
baby boomers looking
for meaningful new
ways to use their
talents

8. Skilled volunteers can
contribute at a high level$
ib hi h l l$

9. New Generation Energy
High-level volunteers
Hi h l l l t
with real job titles
“Marketing & Publicity
Marketing
Coordinator”
Teams provide
challenge & social
benefit
(TCC Group, 2009)

10. Skilled Volunteers: What We Know
They stick around.
74% of volunteers doing
professional or management
f i l t
activities continue the next
y
year, compared to 53% of
p
“general labor” or
transportation volunteers.
(Corporation for National and
Community Service, 2009)

11. Skilled Volunteers: What We Know
We're not using them
enough.
Only 6% of nonprofit leaders
say they are effective at
balancing skilled and unskilled
volunteers.
(TCC Group, 2009)

12. Are we offering stimulating work?
Can we compete with
what else they would
be doing?

13. Where do non volunteers spend their time?
non-volunteers
People who don't volunteer watch
hundreds more hours of TV per year
year.
“The New Volunteer Workforce,” Eisner et. al, Stanford
Social Innovation Review, Winter 2009.

14. What Is Volunteerism 2.0?
Volunteerism 1.0 Volunteerism 2.0
Volunteer Low-skill High-skill, professional
Work
W k “Nice to d ”
“Ni t do” work k Mission iti l
Mi i critical work k
Often repetitive events or activities Often intensive in a shorter-period of time
Supports staff Works side-by side with staff
Spells out tasks Challenges to solve or innovate
Recognition in newsletters and at Recognition outside the organization, career
banquets
b t development & networking
d l t t ki
Volunteers Trusts organizations Trusts results
Altruistic Expects mutual benefit
p
More individual activity More social, family, or group activity
More long-term More episodic
Organizational “Add on” resource Planned resource
approach to
ht Left t h
L ft to chance Managed as a core strategy
M d t t
Volunteers Structured roles Flexible roles, while strategic
Sharp volunteer-staff line Few boundaries on volunteer roles
Viewed as free labor Viewed as donors of talent
Only involved in a few areas Involved as an integral part of the culture
Championed by individuals
Ch i d b i di id l Championed by top staff and the b d
Ch i db t t ff d th board

15. Discussion
IN PAIRS or TRIOS:
How does your organization's
current use of volunteers relate
to these trends?

16. Key Characteristics of
V l
Volunteerism 2 0
i 2.0
Mission critical work
High skill
Planned resource
Pl d
Volunteers as donors of talent
Staff – volunteer partnership
Outcome oriented

17. Volunteerism 2.0
Working For Working Against

18. Sounds good, but…
Are you trying to replace my job…?
If a volunteer can do it, will my job be less
valued…?
a ued
I’m already overworked…volunteers are extra!
Volunteers take too long to train then they
train,
leave…
Volunteers don’t show up…
don t

19. What Do I Do about Staff Resistance?
Cultivate and share a success story
Convene staff or management team to
g
identify concerns
Discuss assumptions about volunteers
with staff

20. Address Concerns
Concern: Address:
Volunteers don’t Agreement and
s o
show up p ocess o e
process for reminding
d g
plus back-up
Concern: Address:
Not worth time and Try a p ; objectively
y pilot; j y
effort measure

21. Your Next Steps
How will you apply these ideas in your
organization?
Action Plans

22. Upcoming ICL Programs
Leading From Within
g
(5 month Signature Intensive Program)
Oct. 2011 – Mar. 2012
– Apply by: Aug.12
eDollars – Fall Session, Aug. 25 – Oct. 13
(Distance Learning—Plus!)
Leading Coalitions and Networks, Sept. 28 – Nov. 9
(Distance Learning—Plus!)
Tuition assistance, custom workshops and other capacity building support available to
Ohio groups, thanks to an ICL grant from the George Gund Foundation.
22