My Dad was sharing his volunteer leadership experience of over 40 years with me. I asked his advice while we were together at IABC’s World Conference in San Diego this month. I am entering a new leadership role and welcomed his guidance.
I welcome your experience on creating a great volunteer team. Please share your comments and links at the end of this post.
Some years ago, the leader of a political advance team said to me “How do you fire a volunteer?” As the public affairs and media relations guy on the team, my response is you don’t – especially in the rough and tumble of politics. The key to success is to critically select the team you need from the volunteers available at the outset and recruit from your personal and professional network if talent is not available. If you develop your team with care, you will never need to fire a volunteer.
Recently I was the leader of a team of volunteer business professionals. As I served my apprenticeship on the board of directors and then as a junior member of the executive, I decided that, if I was to successfully lead this organization, I needed to have the right talent in the right places.
Learn the various motivations, skills and talents of your volunteers as you get to know and work with each person. In the year prior to assuming the chief executive role, I self examined my personal vision for the organization and what I felt I could contribute. Then I defined the type of support I would need to accomplish a succession plan for future years and long term success.
First, I recruited my vice chair – the person who best complemented my leadership skills and vision. Together we examined what talents and skills we needed on the executive team. If we were going to achieve our goals and make a significant contribution to the business community, we need the right team. Then we aligned existing talent on the board with what we needed. The search was out for what we did not have.
I sat down with every board member, new and old, individually before we assumed our term of office. We defined aspirations and expectations of each other. I took that feedback and outlined my expectations for each member. It was equally important for me to ask what they would need from me to succeed.
The board entered its term of office sharing the vision, knowing our objectives, and knowing their individual role in determining the outcomes of the year. You want a team of volunteers that enjoys what it does, procures results and delivers high levels of volunteer satisfaction, do you homework early.
You can follow Tudor on Twitter @tudorwilliams