The Leaders Role in Sustaining Volunteer Passion Ohio Conference on - - PowerPoint PPT Presentation

The Leader’s Role in Sustaining Volunteer Passion

Barry Altland, Facilitator Head, Heart and Hands Engagement Collective Winter Garden, FL http://HHHEngagement.com Ohio Conference on Service & Volunteerism Wednesday, November, 2018

Three Questions – Group Discussion

To Get Us Started . . .

a To a Topic pic

Rethinking Leadership

Question #1 – Motivation

Motivation: Only Two Types

Defining Engagement

The Volunteer Life Cycle

Attraction Discovery Engagement Sustainment Redirection

Question #2 – How Am I Doing?

Feedback Defined Feedback is a series of informal, on-the-spot interactions with others to acknowledge work performance for the purpose of recognition or improvement.

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

The R-B-I/B-I-F Feedback Model

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Recognition Behavior Impact When delivering feedback for recognition: Describe the behavior Explain the impact of the behavior Capture attention with a superlative word

Your “Go-To” Superlative Word

Recognition, Behavior and Impact in Feedback

Recognition Behavior Impact When delivering feedback for recognition: “Jose, that was fantastic how you engaged that couple with smiles and a warm tone of voice while you assisted them with their tax return! They now have the peace of mind that they have met their tax obligations, while also more deeply connecting to resources available to them right here in their own community!”

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

When delivering feedback for improvement: Behavior Impact Future Explain the impact of the behavior Provide guidance/recommendations Describe the behavior

The R-B-I/B-I-F Feedback Model

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Behavior, Impact and Future in Feedback

When delivering feedback for improvement: Behavior Impact Future “Joan, I noticed that you were late for two different appointments this week. Being on time helps our clients maintain their schedules while also receiving the help they need. In the future, please contact the office as far in advance as possible if you are running behind schedule.”

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Recognition Behavior Impact When delivering feedback for recognition: Describe the behavior Explain the impact of the behavior Capture attention with a superlative word When delivering feedback for improvement: Behavior Impact Future Explain the impact of the behavior Provide guidance/recommendations Describe the behavior

Skill Practice: The R-B-I/B-I-F Feedback Model

• pp. 106-114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Question #3 – What Stirs In My Heart?

Coaching is conducting regularly scheduled

• ne-on-one discussions

between the leader and the volunteer that are focused

• n performance and development.

What is Coaching? Coaching Defined

• pp. 115-121, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

How? The Power of Open-Ended Questions

Skill Practice: Open-Ended Questions

Reality Check: What Will Get In Your Way of Leveraging 21st Century Volunteer Engagement Strategies?

Head, Heart and Hands . . . Engagement happens

• ne person at a time.

Barry Altland, Facilitator Head, Heart and Hands Engagement Collective Winter Garden, FL http://HHHEngagement.com

The Leader’s Role in Sustaining Volunteer Passion

Ohio Conference on Service & Volunteerism Wednesday, November, 2018