2012 Resolutions

One of my favorite posts this week is from Shelly Alcorn on Association Subculture - Five Terms for 2012.  We each make New Year's resolutions, and joke before the clock strikes midnight about just how long they will last.  I love the idea of focusing on five terms, hanging them above your workspace, and allowing them to serve as guideposts for your efforts.  Following Shelly's lead, here are my 5 for 2012:

1. Give Half the Fridge to Failure - From finger painting masterpieces to report cards, the fridge always served as the wall of fame in our house growing up.  It was a place to show off a job well done - a reminder of success.  In 2012 I want half of what I (symbolically) hang to be reminders of where things did not turn out as planned.  I believe that, while not ideal, failure in itself is not bad - failing to learn from failure is the downfall.  Failure is often swept under the rug - and in the coming year, if I am going to learn more from the times I do not succeed, then I need those times to remain fresh in my memory.

2. Better Technology, NOT More - I am a sucker for new gizmos and gadgets.  I love to window shop at Best Buy (without the windows) and it is not unusual for me to have multiple tabs open at once with item upgrades and devices that are awesome, but I do not need.  For 2012 I am going to concentrate my dollars and cents on purchasing those items that I will really use and that will (hopefully) truly improve my quality of life, and not just be a shiny toy.

3. LISTEN to answers of "How are you" - Asking how someone is has become an unconscious part of just about every conversation I have, yet too often I find that the answer sails right by as I move on to the real reason that I am talking to the person.  I want to hit myself upside the head at this one - this is a rude, thoughtless and stupid thing to do.  If we really listen to how someone is, not only will we have greater insight into the experience they are bringing in that moment to the conversation, but we make tighter relationship bonds that go beyond the interaction.  In 2012, 'How are you' is going to become a point of personal investment, and not rote repetition.

4. Smile when Crafting - Emails, chats, blog posts, phone conversation - words can make an intellectual memory, but your tone can make an emotional one.  Whether I want it to or not, I know when I am smiling that my attitude takes a swing towards the positive.  Therefore, if I smile more when communicating I think I will be able to imbue those words with a greater happiness.  Maybe I will just look like silly with a grin on my face (note: get webcam to see if I stick to this one), but if I can get you to have one on yours too, mission accomplished.

5. Celebrate - Everything - There are so many things that beat us up and tear us down - we need to celebrate more.  Not just birthdays, holidays or the big accomplishments - those are the easy ones.  In 2012, I am going to acknowledge, be thankful for, and celebrate the smaller positives as well.   Lunch with a friend I haven't seen in a long time, safe travels, looking at my phone contact list and realizing that I have a whole bunch of people in my life who make me a better me - they may not come with all the bells and whistles, but without any of them my life was be radically different.  Times of sorry and pain can't be avoided - let's celebrate life and all the joy in it all we can in 2012. 

What's your five?

Mission: Volunteer Leader Training Part 2: Growing the Leader

It is time we shift our focus from the position a volunteer is fulfilling to the person who is actually volunteering.

Often, our M.O. is to welcome a new volunteer by explaining the responsibilities of the position they have agreed to fulfill.  Time permitting, we will share some historical background of what the previous volunteers have accomplished in the role, and what roadblocks they encountered.  As the volunteer starts to explore their job staff may also answer any requests for tools or resources needed to succeed in their efforts.  In short, staff efforts are focused on the transition of the position from one volunteer to the next.

But what if we took a different approach.  When a new volunteer is selected, what if we took the time to explore more about the new person raising their hand instead of jumping into what they will be doing.  In short, what if we invested in the volunteer?

While leadership training programs and educational opportunities for volunteers remain outside of budgetary scope for many associations, there are a number of steps we could take that only require our own time, commitment, and caring.

When someone volunteers, we can take the time to elicit personal insights.  Why were the interested?  What do they hope to get out of the position?  What new skills would they like to learn or get that will help them in their career or future volunteer positions?  These questions should be less of an interview and more of a conversation.

Rarely are we asked, by someone who truly is listening, what we want and how we would like to see ourselves grow.  Answering these questions may be initially a little stop and go, but can become a smooth conversation as the volunteer realizes there is someone on the other side who not only wants to hear the answers, but wants to help them get there.  If they are not sure of what they want, staff can describe general attribute growth opportunities that arise from volunteering, as well as how the volunteer work that someone does almost always gives transferable skills to their professional life.

As they feel that the association is investing in them, this volunteer will become not just committed to their current position, but likely to have continued leadership involvement.  Key to this is for the volunteer to hear reflections from and milestones of their achievements.  This could be regular check ins with staff or even when there is an opportunity for an in person cup of coffee at a meeting.  Heck, use an online goal tracking system if you like (check this out for one) - but help reflect back to them in the ongoing months how they are indeed building the skills they intended.

This process of volunteer investment and development, though perhaps potentially low cost in dollars and cents, is one that is a heavy commitment for staff to make - it is not something that can be checked off the list, but an action that is ongoing as the volunteer continues to serve.  Yet, done properly it can build a ever growing group of committed volunteers that in themselves could strengthen the foundation of the association.  A number of them may even be willing to take on the responsibility of investing in fellow volunteers in the same manner.

Can we learn that when it comes to volunteers we have to both plan with our logic AND listen with our heart?  I think we can.

(I know, this is Listen to Your Heart, not Listen WITH your heart - but was too close to pass up)