2 Volunteer Recruitment and Participation Leadership Training Conference Session VII-2 March 4,...

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Volunteer Recruitment and Participation

Leadership Training ConferenceSession VII-2

March 4, 2011, Dallas TX

(1:00 – 2:30)

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Volunteer Recruitment and Participation

William T. CousinsChair, VOLT Academycousinsw@asme.org

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Objectives

• Why members volunteer / get involved• Understand why members participate and

what might encourage those that don’t currently participate

• Introduce ASME’s recruitment resources• Discuss “a method how to…”• Develop solutions or action plans that may

be used to solve your real membership challenges

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• How Did You Get Involved?

• Survey Data on ASME Members• ASME Recruiting Resources• Create Your Success Story – Group

Exercise

Outline

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Why do People Get Involved?Thomas W. McKee “The New Breed”

(www.volunteerpower.com)Most people respond to three levels of motivation.

• Basic Level: Self-serving drive (WIIFM) - meets personal needs e.g. for business, friendship, belonging or other

• Secondary Level: Relational drive - investing in relationships is one of the strongest stimulators for our inner motivations

• Highest Level: Belief drive - strongest level of commitment - passion for a cause

Why did you get involved in ASME?

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How Did You Get Involved?• How were you personally (5-6 min) recruited?

• With your table (5-10 min)– Summarize with your group the recruiting

stories you have heard– What was it that made the recruiting

successful? (flip chart or your paper)

• Share two unique observations (5 min) with the group

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Decision to Volunteer

1. Another Volunteer2. From the Unit (Section, Division, Affinity Group,

Institute, Committee, etc.)

3. Meeting, Conference, Other Event4. Staff Member Asked5. Call for Volunteers6. My Employer

How ASME Volunteers First Learned About Volunteering:

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Decision to Volunteer

1. I feel it is important to do so2. I can do something for a profession or

cause that is important to me3. Volunteering allows me to gain a new

perspective on things4. I feel compassion toward people in need5. I can explore my own strengths

Top Five Most Important Aspects of Volunteering Among ASME Members:

Top 5 of 15 Possible

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“I would start volunteering now if …”Top five statements of ASME members thathaven’t volunteered in past 12 months:

1. …I knew the volunteer opportunity was meaningful

2. …I knew I had the skills needed to do a good job

3. …the location was easily accessible to me

4. …I could be given short term assignments

5. …I did not lose income as a result

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“I do not currently volunteer because …”Top reasons given by ASME members not currently volunteering:

1. …of not enough info on opportunities.2. …I volunteer elsewhere.3. …they never asked me.4. …I don't know of volunteer activities that

can be done electronically.5. …I don't know of any short-term

assignments. 6. …the location is inconvenient.

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Survey Data on ASME Members Research:

• Decision to Volunteer - an Internet survey deployed Nov-Dec 2007 by American Society of Association Executives (ASAE) (23 orgs - 26,395 responded -725 ASME members)

• What Volunteers Need - Volunteer and Retention Task Force survey, 2002. (A copy is included on your flash drive)

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Why People Volunteer

Findings:• A satisfied volunteer is the best recruiter

– < 20% of people will volunteer on their own– People like to be asked

How could you use this information?

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Why People Volunteer• Best Practices for creating satisfied

volunteers:– Provide opportunities for achievement (manageable,

defined task, necessary resources, backup help, praise for a job well-done)

– Allow volunteers to make discoveries about themselves and others

– Enable social bonding and relationship/community building

– Provide training, feedback and recognition

How could you use this information?

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Generational Differences

• Generations have different priorities, conflicting values and negative stereotypes of each other.

• These differences often lead to generational gaps that result in misunderstanding, miscommunication, conflict and a corresponding loss of productivity

• The result is that morale goes down and the general atmosphere in the organization suffers

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Summary of Key StatisticsGeneration Birth Date

# of People

% of Workforce

Key Information

Key Description

Mature/Traditionalists/WWII

1925-194575 million

5% WealthiestGroup

Loyal

Baby Boomers 1946-196480 million

45% Largest Group

Born in US

Optimistic

Generation X 1965-198446 million

40% Smallest of Four

Generations

Skeptical

Millennials/Generation Y

1985-200576 million

10% Most GlobalizedGeneration

Realistic

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A Word About Millennials

How to Recruit (Court) Them:

– Offer Teamwork– Rely less on job definitions and more on their

project or task– Sell them on the opportunity to meet their

personal goals– Contributions and ideas are evaluated on

merit, not on a person’s years of experience– ASME is a fun, relaxed place to be; we’re not

like a company or like school– Their work will be challenging and meaningful

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All good in

formatio

n,

BUT…

HOWHOW

do I DODO it?

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By talking to people…

FO

RM

amily

ccupation

ecreation

essage

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BUT…BUT…

What is the “Message ??”

What is the “Message ??”

““Have you ever thought Have you ever thought about getting more about getting more

involved with ASME?”involved with ASME?”

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Your Unit Operational Structure Can Help Success

- for example:

Chair Vice Chair Treasurer Secretary

Past Chair

Director 3 Director 2 Director 1

Advisors

Public Relations & Marketing

Industry

Education

Membership

Vo

tin

g M

e mb

ers

Teams…

rather than

individuals

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Implications for ASME Units• What do we do well/what are our strengths?• Where could we improve? • Ideas for effective recruiting/motivating:

– Form a team of satisfied volunteers– List specific tasks, time & skills needed – Ask people personally– Help new volunteers get started

(training/mentoring)– Follow up with new volunteers (how’s it going,

recognition, what else would you like to do? etc)

• Others?

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Create Your Success StoryInstructions:

• Work in groups of 6-8 people.

• Develop practical solutions to the challenge presented that will be of potential help to your unit and can be shared with others.

• Consider the information presented in the workshop & handouts & document key items.

• Use the first 20 minutes to discuss ideas and formulate clear solutions.

• Use 10 minutes to summarize the group experience and list 2-3 take-a-ways to share.

• Group Reports

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ASME Recruiting Resources

Best Practices Webpage:

• leadership volunteer resources best practices

http://volunteer.asme.org/practices/

(scroll down to “Members and Leaders” and check out the Technology and Society Division)

• Contribute your own unit’s best practice!

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ASME Recruiting Resources

Member Recruitment Kit

• Leadership Volunteer Resources Unit Leadership Resource Center (scroll down to ASME Member Recruitment and Retainment Kit)

• Seven steps and sample letters to help Unit Leaders with recruiting and retaining local members

http://volunteer.asme.org/unit/Member_Recruitment_Retainment.cfm

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Volunteer Recruitment References

The New Breed: Understanding & Equipping the 21st Century Volunteer, Jonathan and Thomas McKee, Group Publishing, Loveland, CO, 2008

The New Recruit: What Your Association Needs to Know About X, Y and Z, Sarah Sladek, Expert Publishing, Andover, MN, 2006

The Decision to Volunteer, Beth Gazley and Monica Dignam, ASAE and the Center for Association Leadership, Washington, DC, 2008

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Questions !