Building You Chapter’s Leadership PipelineLessons from “Decision to Volunteer” Why People Give Their Time…”

DJ Johnson, CAE, IOM

Why did you become

…a VOLUNTEER

…LEADER?

Imagine…

“DJ” Johnson, IOM, CAE

VP, Membership & Volunteer Engagement

Association of Women’s Health, Obstetrics

& Neonatal Nursing (AWHONN)

• Journalism Degree in 2000

• Non-profit exec. for 17 yrs.

• Led volunteer prgms. @ 4 assocs.

• Certified Association Exec. (CAE)

• Leadership Institutes/prgms. – 3+

• Lifelong Volunteer – 4 boards

Presenter Volunteer Dev. “Cred.”:

20,000+ respondents

• 15,000+ Volunteered in last yr.

• 3,000+ Past volunteers (not in last yr.)

• 1,500+ Never Volunteered

FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD

MILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FEUD FAMILY FE

25

20

15

14

10

8

5

2

Mentoring

Member

Recruitment

Local Programs

Writing

Government

Advocacy

Standards

Setting

Boards/

Committees

$Fundraising$

Cheer SilenceLoseWin Boo

Round 1

35

25

20

15

10No info on

opportunities

Volunteer

elsewhere

Never Asked

Can’t volunteer

In-person

Limited time, need

short-term options

Cheer SilenceLoseWin Boo

Round 2

Why Do Members Begin Volunteering?

1. Meaningful opportunity

2. Right skills

3. Accessible location

4. Interest in volunteering

5. No loss of income

6. Short-term assignment

7. Information about volunteer opportunities

8. Training

9. Employer support

I would start volunteering now if (in rank order):

I would start volunteering now if:

Meaningful opportunity

Altruistic Self-interest• Improve world

• Nurture next generation

• Give-back/Pay-forward

• Support the Profession

• Reinforces personal values

• Improve personal skills

• Enhance career

• Gain recognition

• Protect Livelihood

• Gain personal fulfillment

and/or

• Improve world

• Nurture next

generation

• Give-back/Pay-

forward

• Support the

Profession

• Reinforces

personal values

• Improve

personal skills

• Enhance

career

• Gain

recognition

• Protect

Livelihood

• Gain personal

fulfillment

EXERCISE ONE

Write a 2 min. volunteer

recruitment “elevator pitch.”

• Left side use greater good

• Right side use self-interest

• Link it back to a program

your chapter offers

Why Don’t Members Volunteer?

1. Lack of information about volunteer opportunities.

2. Volunteer elsewhere.

3. Never asked to volunteer.

4. Lack of information about virtual volunteer opportunities.

5. Lack of information about short-term assignments.

Virtual and short-term especially attractive to:

• Members w/ limited time constraints

(Ex. those w/ family or professional responsibilities)

Where to recruit

volunteers

I would start volunteering now if:

RIGHT SKILLS

Types of Volunteers

LOCAL LEADERS

22.9 %

SMEs 26.7 %

MENTORS

32.8 %

SHAPERS17.6 %

• Mentors: coaching, advice,

recruitment, support

• Subject Matter Experts

(SMEs): writers, speakers

standards review

(could be virtual)

• Local Leaders: – create

local visibility, influence,

connectors, programs,

mentoring, recruitment

• Shapers – “super

volunteers,” work in all areas

Aligning Volunteer Skills & Availability

1. Volunteer position job descriptions

• Main function/purpose/role

• Helpful skills, experience, or expertise

• Typical time commitment (short, medium, long)

• Timeline or important dates

2. Ask others with those skills for prospects

3. Identify short term and virtual opportunities

4. Post descriptions year-round

The Power of…

Continuous

Recruitment + Positive Volunteer

Experiences

Engage Longstanding

& New Volunteers

• Individuals who are familiar with the existing

program operations (e.g., committee chairs,

administrators, etc.) can be useful.

KNOW CURRENT

PROGRAMS

FRESHIDEAS

CAREER STAGES/

PRACTICESETTINGS

• People who can bring new ideas to the table

or are underrepresented and who can offer a

fresh perspective on existing chapter activities.

• Members who are at various career stages

and practice settings to round out viewpoints

represented in your leadership.

Acting on the Findings

• Does your volunteer pool reflect various life stages?

• Do you offer different opportunities that appeal to people

in these various stages?

• Do you provide flexible options ideal for volunteers with

family obligations?

• Is the messaging that you use to attract volunteers framed

to address intangible benefits such as personal values?

Or volunteer type (Mentor, SMEs, Local Leader, Shaper) ?

Why Do Volunteers Leave?

• Lack of follow through

• Inadequate expense reimbursement

• Tension with staff or other volunteers

• Pecking orders

• No tangible benefits

• Lack of recognition

Share Information

Create clear goals and objectives

Teach it doesn’t have to be

perfect

Focus on learning from experiences

Avoid Micromanaging

EMPOWERMENT

“DJ” Johnson, IOM, CAE

Speaker, Presenter, Facilitator

AssociationSuperheroSolutions@gmail.com