Professional Documents
Culture Documents
Gray
Duquesne University
MSCL 513-55
Summer 2010
Background:
I have been home with my baby boy since he was born last year, but
about the work because like many of us, cancer has unfortunately had a
coordination. I have had the pleasure of working for some successful and
influential non-profits over the years; groups who rely heavily on their board
with board members at these organizations over the years, but I have not
this course served as a sort of “Board 101” for me. While we did touch on
certain aspects of the nuts and bolts of board structure and operations, our
personal history and because I have worked directly with volunteers who
became interested in the power of harnessing that passion. So, over the
course of the semester, the idea of cultivating volunteers into true leaders
management led me to wonder about the potential rewards (for both the
individual and the organization) of nurturing a relationship with a dedicated
volunteer in order to have them join the board of directors. Since I am not
find out the general steps to take when asking a volunteer to make that leap.
I decided to look into what could be done to have a volunteer step up their
commitment and take their service to the next level in order to contribute to
Boards 101:
their mission. The fiduciary tasks are where boards are concerned with
stewardship and involve attention to things like financial and legal oversight,
resource allocation, etc. The strategic tasks are how boards make
cognitive process that ignites the planning for where organizations want to
go and how they’re going to get there. This is all about leadership.
When looking at the fiduciary and strategic tasks, it makes sense that
specific skill sets and experience to run effectively. They also need board
members with certain characteristics and traits in order to get things done;
people willing to network, movers and shakers, planners, etc so that strategy
can be implemented. Boards need to take care that they don’t forget the
on how each of their decisions and actions affect their overall mission. In
people who are dedicated to the cause and will allow only those goals to lead
them in the board work. So, while it makes sense to have people with
have many different organizations to choose from, are pressed for time, and
have varying amounts of energy and resources to give. There are also
several cultural changes that have occurred that directly relate to an
volunteers
board
look at those already involved with the work that you’re doing.
their group when looking for new board members because people who have
already shown their commitment to the organization are the best candidates
for leadership roles. Those who have already shown their support for the
mission will be honored to be asked to step up their activity and will come
into the role with renewed fervor and motivation to do what they can for the
cause.
experience that they want to give more, organizations have several models
abilities are, you should be able to achieve all of your goals. By accentuating
the positive, instead of concentrating on all the work that is left to do, you
can reignite the passion that drew the volunteers to the organization in the
first place and can instill a feeling of satisfaction that their hard work is
the power of giving people the tools to get the job done or “helping people
help themselves”. Volunteers are passionate people who have chosen to
energy and talents in order to help an advocacy group achieve its goals. The
has at its disposal is the best place to start when looking for new leaders.
to recognize each person’s contributions and make sure that you are doing
what you can to learn about their motivation and how you can make sure
they feel that they are being most effective at impacting a cause that means
something to them; that they feel some ownership of the cause. When they
feel ownership over the process, and feel valued and appreciated, they will
order to make sure that your volunteers feel valued and that their work is
to keep a volunteer’s spirits up and let them know they are appreciated, the
fingertips and will ensure that their board is made up of members who can
sets and experience on their team in order to operate effectively. But, there
are other considerations that must be taken into account when recruiting for
board positions. There are other less tangible qualities that are just as
with the current culture, and a willingness to get their hands dirty. These
and in bad driven by their dedication to the mission. They truly want the
critical for the good of the community and they want to be directly involved
in seeing the vision come to fruition. Obviously, volunteers who have already
Volunteers:
and values
Good health – often hectic work requires good mental and physical health
decisions, even if unpopular; will fight for what is right for the organization.
at the door in order to do what is best for the organization; will always
remember that all work is done on behalf of the organization and its goals.
They may need to be able to put that aside for the greater good of the
organization, if required.
others. Leaders must show sensitivity to race, gender, age, and other
motivated and recognizes their achievements, and has seen great leadership
potential in a volunteer, what is the next step to getting that person on the
board? One handy tool that can be utilized for getting things moving is
developing an Individual Volunteer Plan. An IVP can be used to help foster a
create a plan for harnessing a volunteer’s dedication and turn them into a
true leader for your group in the future. Individual Volunteer Plans create:
possibilities for those who feel they have “done it all”, an asset based culture
is not for every volunteer who joins your cause. There are two basic
individual as someone who can add greater value to the organization if they
experiences and set goals for each so that you can assess the
volunteer’s progress. Be specific about how the organization
this vision for their work inspires the volunteer and meets their
will it mean for them, for the organization, for the specific
adjustments as needed.
Other tips:
someone to help guide the organization toward its vision. Instead of only
focusing on what the individual can do to help bridge the gaps the
board member is interested in the organization’s goals, and how they see
themselves impacting the mission. Volunteers who are already involved with
the group have a built in connection to the work. That should be nurtured
candidate is not yet ready to join the board. If a dedicated volunteer is not
yet able or willing to join the board, organizations still want to cultivate that
relationship. The organization will still benefit from their work as a volunteer,
and the door will be left open for the person to reconsider in the future.
Resources:
Washington: ASAE.
Second Edition
http://www.bridgestar.org
http://www.governancematters.org
http://www.helpfornonprofits.org
http://www.jffixler.com
http://www.managementhelp.org
http://www.philanthropy.com