Shera R. Sever: Awakening Leaders™

High Performance Volunteer Management-Recognizing Stellar Volunteers

More and more, we find organizations and small businesses depending upon volunteers, committees, and even interns to carry out their vision by providing leadership and support in marketing, organizational development and change initiatives.
How do we recruit and retain stellar volunteers? What motivates volunteers? In one word, it’s: RECOGNITION.

THE VOLUNTEER CREED
If you want my loyalty, interests, and best efforts, remember that . . .

1. I need a sense of belonging.
2. I need to have a sense of sharing in planning our objectives.
3. I need to feel that goals and objectives are clear and obtainable.
4. I need to feel that what I am doing has real purpose and contributes to human welfare.
5. I need autonomy and collaboration in setting standards for performance.
6. I need to know what is expected of me (not a laundry list of “duties”.)
7. I need to have challenging responsibilities within my range of interests and abilities.
8. I need feedback about my progress.
9. I need to be kept informed.
10. I need to have good rapport with and confidence in the leadership of the organization.
11. I need timely recognition.

Adapted from The Effective Management of Volunteer Programs, By Marlene Wilson

There are many ways to fulfill the needs of volunteer staff. High retention of volunteers starts with:

* a well-planned volunteer recruitment strategy in alignment with long-term organizational goals.
* very clear descriptions of the volunteer roles with expected outcomes.
* performance development plan and feedback system that promotes professional development.

How we as leaders provide recognition to professionals who volunteer is one of the topics I will be addressing this week in a one-day workshop with over 35 Chamber Chapter Leaders from the California Hispanic Chamber of Commerce.

“I can live on one good compliment for 2 months”
Mark Twain

Collaboration in the Workplace
“None of us is as good as all of us.”
© Sheryl R. Sever (Coach Shera)

Fostering teamwork is creating a work culture that values collaboration. In a teamwork environment, people understand and believe that thinking, planning, decisions and actions are better when done cooperatively.

As One Minute Manager, Ken Blanchard discovered, people recognize, and even assimilate, the belief that “none of us is as good as all of us.” High Five, The Magic of Working Together.

In America, many of our institutions such as schools, our family structures, and our pastimes still emphasize winning, being the best, and coming out on top. Workplaces that exemplify and reward teamwork are not yet the norm.

Organizations, however, are working on valuing diverse people, ideas, backgrounds, and experiences. As part of the social transformation that we see taking place globally, collaboration, co-creation and cooperation seem to be values that are being more readily embraced and promoted in organizational development.

Having consulted many senior managers, educational, and organizational leaders over the past 13 years, I’ve included here my Ten Tips for Building Terrific Teams as your quick guide to cultivating successful teams, encouraging creativity and innovation, and attaining optimal results within your business or organization.

TEN TIPS for BUILDING TERRIFIC TEAMS

1. Communicate Clear Expectations. It is crucial that team members know why they are working together, and how their role, functions, and outcomes contribute to the bigger picture and overall success of the organization, its clients and coworkers. As a leader, how clearly you communicate the overall vision, mission, and values of the organization will be the power driving the team forward.

2. Have an agenda with objectives at team meetings. Allow time for progress updates, discussion, brainstorming, and action plans. It can be particularly beneficial if the meeting facilitator is trained in Cross-Cultural Awareness, or Marshall Rosenberg’s NVC practices. Using these techniques will help keep a diverse team cohesive and focused, encourage everyone’s participation, and can easily diffuse and transform stagnation. Change, creativity and solutions are not birthed in a static environment. Are necessary concerns and misunderstandings raised and properly addressed on your team?

3. Include your consultants and independent contractors in your brainstorming meetings. One of the biggest mistakes some organizations make is to not include consultants and independent contractors in staff meetings, project updates, long-term goals and vision. You will get a lot more mileage from your consultants when they are included in discussions and sessions affecting your organization’s direction and growth. Consultants are typically natural networkers and wealth of resources. They can easily be a powerful contributing factor to your organization’s long-term success and expansion.

4. Cultivate an atmosphere where team members can appreciate the diversity of talent on the team, not just in skill set and areas of expertise, but from a whole person perspective. If the team is working on a long-term project consider investing in the Myers Briggs assessment, DISC or an Enneagram training for the workplace.

5. Have a rewards or recognition program in place. Giving public recognition on the company intranet, newsletter, or in a staff meeting, or rewarding high-performers with gift certificates to a spa or event, are just a few low-cost, no-cost ways to acknowledge team members for a job well done.

6. Build fun and shared occasions into the organization’s agenda. Hold potluck lunches; take the team to a performance or cultural event. Host dinners at a local restaurant, (include your associates’ families) or plan an outdoor event such as hiking, bicycling, or even river rafting.

7. Encourage collaborative leadership models within your workplace. Move away from traditional, hierarchical leadership models that are deadening to the human spirit and that can create separation, distrust, and a competitive environment. Focus on cooperative models for team performance. Rotating facilitators at your weekly or monthly meetings is one way to begin this shift. Appointing co-managers to lead a project is another effective strategy.

8. Create opportunities for giving and receiving feedback. In his recent visit to San Francisco, the Dalai Lama continually emphasized the importance of dialog, along with education and training. How well trained are you and your people in examining assumptions, active listening, asking for clarification, and other non-defensive communication models that make it safe for you and your associates to express needs, be heard, and enthusiastically create innovative solutions with and for each other?

9. Provide resources. One of the surest ways to create chaos and diminish motivation, performance, and morale is to expect people to perform without the tools and resources they need to deliver outcomes they are proud of. Be sure everyone has the basic information and tools they need to perform, including healthy, ergonomic workstations.

10. Form a Green Team at work. Help your people raise their awareness of opportunities to save energy and contribute to a healthy and sustainable environment. By allowing others to take leadership and responsibility, passion takes hold. A green team can be very motivational for employees who want to make a difference in their work environment.

Got a great organizational team story? I’d love to hear it, along with any other feedback you’d like to share.

Here is a wonderful exercise adapted from Tony Robbins‘ Awakening the Giant Within, introducing three guiding principles to lasting change:

RAISE YOUR STANDARDS

Any time you sincerely want to make a change, the first thing you must do is to raise your standards. Write down all the things you will no longer accept or tolerate in your life, and all the things that you aspire to becoming. This is an exercise in deep personal honesty (telling yourself the truth 100% of time). Frequently ask yourself: What am I pretending not to know?

CHANGE YOUR LIMITING BELIEFS

Our beliefs are like unquestioned commands, telling us how things are, what’s possible and what’s impossible, what we can and can not do. They shape every action, every thought, and every feeling that we experience. As a result, changing our belief systems is central to making any real and lasting change in our lives. We must develop a sense of certainty that we can and will meet the new standards before we actually do.

CHANGE YOUR STRATEGY

In order to keep your commitment, you need the best strategies for achieving results. If you have set a higher standard, and you can get yourself to believe, then you certainly can figure out the strategies. One of the best strategies in almost any case is to find a role-model, someone who’s already getting the results you want, and then tap into their knowledge.

Read about successful people. The most successful people have had mentors in every stage of their life. Who you associate with does help determine your happiness and success.

Many small business and career development organizations offer free mentoring services with a rich pool of volunteer, seasoned superstars, ready to share with you their experience, knowledge, and expertise.

THE NEW ENTREPRENEUR!

© Sheryl R. Sever (Coach Shera)

There is a profound change coursing through our cosmos, our world, and our very beings in these times. Although not under the radar of the mainstream media, change and reinvention are occurring throughout governments, corporations, small businesses, communities, families, and even in our individual daily practices. Business as usual is out- Innovation, collaboration, and revolutionary impact are in!

THE “JOB” is OBSOLETE

Nearly 10 years ago, one of my mentors, William Bridges, International Change Consultant, introduced the then, ground-breaking concept of You and Co., in his best-selling book by the same title.

Bridges declared that the “job” is obsolete, and that it’s essential re-position ourselves in order to function and thrive in an economy and workforce that continues to shift and depend more and more on outsourcing and consulting experts. Now in 2007, Bridge’s predictions have ripened, with an encouraging emphasis placed on non-linear leadership paradigms, community building, local economic development, and sustainability. The US Bureau of Statistics reveals that by 2010, approximately 40% of the US population will be self-employed or small business owners.

I rejoiced when I heard this. My career as an organizational consultant in over a dozen industries was finally affirmed and acknowledged. I wasn’t an oddity! According to Tom Peters, International Management Consultant, I was a PSF (Professional Services Firm), a talented non-conformist, and interesting. I was a company. WOW!

HOW ABOUT YOU?

Starting one’s own business may be an attractive career choice, particularly if you are ready and willing to transform a long-held passion into income, run an extra mile (or two) and creatively package your varied resources, abilities, talents, and knowledge. Not for the weak of heart, or for those simply longing for independence and freedom, owning a business is for those who are comfortable with the unknown and risk-taking, have done their research, and possess certain qualities that set them apart.

TEN QUALITIES of the NEW ENTREPRENEUR

Are you thinking about starting your own business or taking an existing business to the next level? Are you ready to excavate a buried dream? Take a look at my Qualities of the New Entrepreneur and ask yourself if you have what it takes.

1. Passionate and driven to transform dreams and ideas into reality – loves what she does and knows what she stands for. Think about the energy of passion. It is a natural attractor.The New Entrepreneur inspires her customers with a passionate declaration that offers creative solutions to her customers needs.

2. Goal Oriented – has a short- and long-term strategic plan. The New Entrepreneur is FOCUSED (period)

3. Self-Confident and Optimistic – practices the principles of the “Law of Attraction.” Science and consciousness are merging. In the release of ” (www.thesecret.tv) , we are reminded that every thought vibrates and radiates a signal, thereby attracting a matching signal back. Thoughts come from feelings. The New Entrepreneur puts her attention on “what feels good”, holding herself consistent with her intention in order to bring about the desired manifestation.

4. Creates a budget with well-researched operational costs from which she makes realistic financial projections.

5. Maintains work/life balance and asks for support from other “experts”. The time of the lone wolf is over.

6. Realizes the value of partnerships and the necessity of environmental sustainability; builds these elements into her business plan.

7. Life-long learner - thrives on change and keeps current with trends in her industry.

8. Approaches obstacles as opportunities.

9. Committed to and grows though helping others. Knows the value by “giving-back”.

10. Creates a business plan and develops marketing strategies with her coach.

YOU, INC.

So what’s next? Start thinking of yourself as a business, now! How will you position YOU, Inc.! (your product, service, skills, and knowledge? Whether you are looking for work or currently employed full-time, planning to start your own business, buy a franchise, or offer consulting services, your skills and talents are a product or service to be offered and received. Assess what you truly value. Translate these values into offerings. Ask yourself: How can I help? How can I make a difference?

NEED SOME IDEAS?
There are over 80 new start-ups born each day. 79 of them are unprepared. Entrepreneur Magazine Best Businesses to launch in 2007 include:
Specialty Food Businesses (Wine, Chocolate, Organic Foods, Dessert Restaurants,) Alternative Energy and Green Products, Specialty Apparel, Senior Transition Services, Virtual Economies, Nanotechnology, Media Storage, Baby-Boomer Career Counseling and Financial Planning, Teen Party Planning (by and for teens), Kid’s Businesses and Home Parties.

First published OPEN EXCHANGE , January,07