Why Do People Volunteer?

• Volunteers respond best when asked directly to do meaningful tasks

• A meaningful experience keeps them coming back

• Members regard volunteering as a benefit of membership and professional improvement

• Recognize the “ad hoc” volunteer • Organizational strategies can support and

discourage volunteering

• From Decision to Volunteer, ASAE, 2009

Patterns of Assn Volunteering

Local Leaders 22.9 %

Writers 26.7 %

Teachers 32.8 %

Shapers 17.6 %

Why Do Members Volunteer?

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

Why Don’t Members Volunteer?

Uncontrollable reasons:• Time constraints• Family or professional responsibilities• ??

Why Don’t Members Volunteer?

Controllable reasons (in rank order):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.

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

Why do People Volunteer?

Affiliation and Volunteerism

• What percent of your members are involved in the work of the Association?

• (Do not include attending events)

• Discussion:

• What is good about this? What else would you like to see happen?

Volunteering . . .

IS CRITICAL!!

Respondents perception of value from their association increases with their level of

involvement.

The Decision to Volunteer, ASAE, 2009

Why do People Volunteer?

Affiliation and Volunteerism

FINDINGS:

• Probability of being a “promoter” of the association increases with level of involvement

– The Decision to Volunteer, ASAE, 2009

Study Background

• Survey of members from 12 participating organizations

• 7,848 respondents to an internet survey fielded in November 2009

• Respondents named 6000+ association membership and learning relationships

Major Findings on Learning

• “Offering professional development or education programs” was the 2nd-highest ranked benefit of association membership.

• Outranked only by access to up to date information

In-person vs. Distance

Preference:

• Preference for In-Person programs is high

Actual Participation:

Distance only5.8%

In-person only

34.5%

Both51.5%

Neither8.3%

Motivations Related to Learning

• To keep up to date professionally • To increase competence in your job• To learn completely new skills or knowledge• To maintain or improve skills or knowledge that you

already have• To increase your self-confidence as a professional or

practitioner• To collaborate or share knowledge with others• To interact or network with professional colleagues• Because it is offered by a provider that is accredited or

highly recognized in your field

Barriers Related to Learning

• Long distance travel is usually required for topics that interest me

• I cannot afford to pay for professional development from my own funds

• I am balancing my caring responsibilities for my family or others and my job responsibilities

• Lack of financial support from my employer• I don't have the time to devote to study• My employer does not usually provide time off to attend

professional development programs

So, if Distance Learning is the least preferred, why do so many

use it?

Decision to Learn: Generational Differences

What are your assumptions on

generational differences in learning

preferences?

Assumptions, Debunked

• Overall, different generations displayed similar preferences for in-person learning,

• Younger generations invest similarly in professional development

• Three learning styles are preferred by all age groups: visual, logical, and verbal

• Learners favor the same post-program follow-up: websites and email

The youngest members have different motivations to learn

#1 Motivation to Learn:

Millenials:

“To increase competence in your job”

All other generations:

“To keep up-to-date professionally.”

Muchas Gracias

Contact Information

Greta Kotler, CAE

Chief Global Development Officer

ASAE: The Center for Association Leadership

1575 I Street, NW

Washington, DC 20005

USA

+1.202.326.9506

gkotler@asaecenter.org