Grace – Recognize The Opportunity to Give it Back

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I was walking down the hall at work on a mission and one of my colleagues stopped me in my tracks – she asked me what model car I drove, then she confirmed the color, and proceeded to tell me that she thinks she hit my car in the parking lot.

As you can imagine, she was a little shaken and apprehensive about my reaction. She expressed how sincerely sorry she was, and as a working mom herself– she said understood how much of an inconvenience this would be for me. I told her it was okay – its just a car – and it’ll be fine – and I meant it. It was not a big deal for me – it just wasn’t.

As we walked to the car, I told her that I had done something similar about a year ago.  My mirror brushed another car’s mirror when I was backing into a parking space at work.  I left a note on the car with my contact information and discovered the car was owned by one of my colleagues.  She was very gracious and told me not to worry about it, she would not even consider taking my insurance information.  I remembered that grace and knew it was clearly my responsibility to give it back.

Ultimately, the damage to my car was not significant, it was drivable and all the parts were intact!  When situations happen, you have to really decide how serious it is. In light of everything that is happening in our lives, in our communities, in our country and in the world – perspective is everything.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Leading Volunteers (Part 3 of 3) – Retention

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Volunteers are often balancing work, family, and even multiple volunteer commitments – they are making choices about how they spend their time.  A volunteer’s decision to stay — and be highly engaged and committed — is based on much more than loving what they do. Here’s what they would say . .

 What Matters To Me .  .  .

  • I Serve With Great People
  • Roles & Responsibilities Are Defined, It’s Clear Who I Go To For What
  • I Understand What Is Expected Of Me
  • If There Is An Issue Concerning Me – It’s Addressed Promptly And Directly

I Feel Valued When .  .  .  

  • My Time is Respected And Well Spent
  • I Have the Tools & Resources To Perform My Role
  • I Am Kept Informed – I Know What Is Happening And Why
  • My Efforts Are Acknowledged And Appreciated
  • I Can Make Suggestions And Raise Issues
  • My Leadership is Accessible And Responsive
  • My Capabilities and Interests Are Understood
  • I Am Given Opportunities To Grow Should I Desire To Do So
  • My Leadership Recognizes The Demands And Challenges of My Role

What matters to volunteers is not very different than what matters to employees – but the game changer is there is no compensation to compel them to stay.  Make retention a priority in your volunteer strategy.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Leading Volunteers (Part 2 of 3) – Managing Performance

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Managing volunteer performance is important — especially for volunteers serving in a leadership capacity and for volunteers serving in capacities closest to those you serve.  This is often a challenge for leaders who do not want to appear unappreciative for the volunteers’ contributions; or avoid a tough conversation that could result in the volunteer deciding to leave. Ultimately it’s better for the organization to be short-handed vs. “wrong-handed.”

The basis for managing performance is the job description and specific goals and objectives established with the volunteer.

Where To Start .  .  .

    • Be clear about the intent of managing performance: it is to ensure everyone is effectively delivering the mission of the organization;  and to help everyone be better and do better – it is not to penalize or find fault
    • Communicate the process during the interview and onboarding process, it can make volunteers more conscious of their performance
    • Consider 360-degree feedback: feedback is collected anonymously using an online tool, and compiled and delivered to the volunteer in a way that provides a better understanding of their strengths and areas for development

Specific performance issues have to be acknowledged and promptly dressed.  What’s most important is to understand why before determining a course of action.  

  • Is it a single incident or does it represent a pattern of behavior?
  • Is it a misunderstanding of responsibilities or expectations? (e.g.  Are they are clear on the what, but maybe not the how?)
  • Is it organizational fit – is there a fundamental gap – can it be reconciled?
  • Is it an issue of burn-out? (Will lightening their load or an extended break re-energize them?)

Or .  .  .  

  • Is it job fit – would they be more effective in another role?
  • Has the scope of the role grown beyond their capacity (Do they need help?)
  • Is there potential that can be developed? (Are there specific experiences, training, or self-study that will make a difference? Do they need a mentor?)

Consequences of not addressing performance issues:

  • It risks a negative experience for those you serve with rippling affects to your brand and reputation in the community
  • It may cause other volunteers to serve with less enthusiasm and commitment – or leave entirely
  • It may create challenges recruiting & onboarding new volunteers
  • Trust and confidence in leadership is affected

Managing performance is a leadership skill and training is often necessary to provide strategies/tools/techniques to ensure consistent application across the organization – which is essential.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Make Up Your Own Mind About People

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I recently moved to a new office building. Before I moved, a colleague made some unfavorable comments about someone in my new building.

I could have avoided the person, had low expectations during our interactions, or dismissed them entirely.  Before I could even consider those courses of action, I met this person on my first day and they were the sweetest, nicest person, and went out of their way to help me.  They greeted me by name and I hadn’t even met them before. Every time I saw them they greeted me warmly with a smile, and today they even offered their personal umbrella when I dashed out and discovered it was raining.

I thought to myself  .  .  .you just can’t listen to everybody – you have to decide for yourself!

Now, there are times when a heads up can be very useful and proceeding carefully is wise, but there are also times when your experience can be very different than someone else’s. 

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

Consider Adjusting Your Lens

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How you view a situation depends on where you sit and what you see.   It makes all the difference when you recognize that circumstances are often connected to a bigger plan and purpose.  It may be the sensitivity and mindfulness that comes with experiencing loss that reminds me of that truth.

I attended a viewing for Beau Biden, former attorney general for the state of Delaware and son of Vice President, Joseph R. Biden, Jr.  The wait was a minimum of 3 1/2 hours, but that wait was connected to paying tribute to someone who spent countless hours, days, and years serving our country and our state.    I recognized there was a reverence – even in the waiting – how we moved in line (I estimate at least 500 people at the time), the quiet tone of our voices, and the courtesy we showed to one another.  I also recognized the Biden Family made a conscious and considerate decision to allow the public to be included in the services, and had spent countless hours greeting each and every person that day and at the capital the day before.  Our wait seemed so insignificant in light of the loss and sacrifice that as made by the family.

I attended a home going service for my Great Aunt recently and the service, according to the custom and tradition of her faith, was high spirited and at one point was a challenge for me to follow.  I then realized it was more about what the family needed.  I began to watch them more closely and I realized that they were very much in tune to the pastor’s message and I imagined my Aunt raising her voice in unison, as she had been for more than 60 years as a member of that congregation.

I then attended a memorial service for my Uncle who was a well known entrepreneur across the city since the mid 1950’s.  My Dad attended with me to honor his brother-in-law and to represent my mom who passed away in 2011.  I often take my Dad to these services – I’ve learned it’s very important to his generation to show their respect. During the eulogy, the Pastor reflected on how much of a sharp dresser my Uncle was and his smooth confidence.  The Pastor recognized the role that my Uncle’s Alma Mater played in his high standards for dress and appearance, and the example our young men need to see.  All the men in attendance from his Alma Mater were asked to stand and be recognized – my Dad was one of them.  I realized that I was there to do two things – honor my uncle and connect my Dad to his history.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.