Volunteer Power News - Number 82
Author: Thomas W. McKee
"Volunteer Power News" Monthly Newsletter
© 2010 Advantage Point Systems Publishing
A warm welcome to all volunteer managers-those of you who recruit, motivate and mobilize volunteer workers.
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In This Issue
Volunteer Power Feature Article: Is Volunteer a Verb, Noun or Adjective?
Is Volunteer A Verb, Noun, or Adjective?
Do You Avoid the Word by Using A Symbolic Substitute?
How do you use the word "volunteer?" Does it really make a difference? Does the context determine which syntax you choose?
We use the word volunteer primarily in two ways:
Would you volunteer (verb)?Job titles:
OrBe a volunteer (noun).
Adjective: Volunteer Manager or Volunteer Director
Noun: Director of Volunteers
Symbolic Substitute: Community Resource Director
Is there a difference? Does it make a difference?
I want to focus on how we use the word "volunteer" in our job titles. How do you use the word volunteer in your title?
The first decision we need to make is to whether we are even going to use the word volunteer in our job title. I wonder if some are ashamed or embarrassed to use the term volunteer. It is as if they look at volunteer as a demeaning role and try to hide the fact that their major responsibility is to recruit and manage volunteers. Look at typical job titles:
So, what do you get paid to do? Are your major responsibilities recruiting and managing volunteer? Then why not add that to your title?
O.K., so you get paid to manage volunteers, and you use the word volunteer in your title. Do you use the word as a noun or adjective?
Some use volunteer as an adjective to describe what they are doing. It helps define the position. This is especially true in position titles of volunteer managers. For example:
Others prefer the noun form. Volunteer is the subject of the action. Volunteer is the position, not the description of the position. Susan Ellis writes:
Since volunteer is both a noun and an adjective, depending on context, it has long been understood that it is less confusing to use it as a noun in our title, as in Coordinator or Manager of Volunteers, rather than Volunteer Coordinator. The latter continually raises the question "Are you paid?" (It's another Hot Topic to consider why we react so negatively to being perceived like the people we claim to care about.) I suspect that's why our British colleagues have tried Volunteers Manager – it's short and sweet, yet avoids the implication of the first word as a modifier. On the other hand, it causes a double take – did I hear that right? Is it misspelled? (Susan Ellis, What's in a name, or Title)
Susan goes on to say that in the 1960s, Harriet Naylor fought for our profession to be recognized in the American government's Dictionary of Occupational Titles. She wanted to show that this was more than a job and deserved a career ladder. Her three ascending levels were:
According to LaVerne Campbell, National Director of Volunteer Services at Volunteers of America (VOA), there are often different tasks and levels of responsibility affiliated with specific titles (What Is Volunteer Management?). For example:
Is there really a difference? Do these things really matter?
I think that they do matter. I know that we are passionate about the mission of our organization. But I would hope that we are just excited about our role in mobilizing a dynamic team of volunteers. In reality, it is what we do.
Leadership Feature: Facebook Pages vs. Facebook Groups: What's the Difference?Facebook Pages vs. Facebook Groups: What's the Difference?
Ever since we wrote about using Web 2.0 in volunteer management, I get many questions about the use of social networking sites. One of the questions has to do with the confusion over whether they should create a group or launch a Page on Facebook.
I came across this article recently that I want to pass on to you. The article is by Howard Greenstein, a Social Media Strategy and Marketing consultant, and President of the Harbrooke Group. He's also a national board member of Social Media Club.
I have outlined his main points. I recommend his complete article with specific examples on this link: Facebook Pages vs. Facebook Groups:
Basically Greenstein says that "Facebook Pages can be thought of in much the same way as normal profiles on the site – brand or celebrity Pages have the ability to have friends, they can add pictures, and they have walls that fans can post on. Pages communicate by "updates" which show on the update tab or a person's wall if they're a fan and have allowed the page to show updates.
"Groups, however, are analogous to clubs in the offline world. Administrators can invite members to join via Facebook mail and email, and public groups can be found via Facebook search."
Greenstein explains seven factors you need to consider when choosing which is right for your project, a Page or a group. He also defines and explains the significance of each factor.
Greenstein sums up his article by saying, "Groups are great for organizing on a personal level and for smaller scale interaction around a cause. Pages are better for brands, businesses, bands, movies, or celebrities who want to interact with their fans or customers without having them connected to a personal account, and have a need to exceed Facebook's 5,000 friend cap". Facebook Pages vs. Facebook Groups
More Facebook resources from Greenstein:
Volunteer Power Workshop: Reenergize Your Volunteer Leaders with a Half-Day, Full-Day or Two-Day Volunteer Power Workshop
The New Breed of Volunteer
A Volunteer Power Workshop
Recruiting and managing the 21st Century volunteers who want to do it their way
Looking for a keynote for your annual convention, or a motivational session for your volunteer leaders, or a workshop to help your volunteer leaders recruit and keep their volunteers? Many of the private sector organizations that have sponsored our presentations for conventions are not able to sponsor these events during these hard times. I know many of you are feeling these cuts.
I would love to help. I will work with your organization to make our fees affordable for you by trying to arrange engagements in the same area to cut travel costs.
If you are interested, send me the contact form with your budget and I'll see what I can do.
SECTION I: THE NEW VOLUNTEER CULTURE
The 21st century volunteer culture is very different because of seismic shifts that have changed volunteer management. These shifts have impacted the volunteer organization; therefore how we recruit and manage the new breed of volunteer is a whole new game. The seismic shifts include the following:
The Two Leadership Factors: Guidance and Trust
Tom's Books: The New Breed and/or They Don't Play My Music Anymore
IN STOCK! CLICK HERE FOR MORE
ABOUT THIS BOOK AND TO GET A COPY
(FREE U.S. SHIPPING!)
Here's a glimpse of the Table of Contents:
Introduction: The Common Predicament
Where It All Begins
SECTION ONE: THE VOLUNTEER RECRUITER
Chapter 1: Who Is the New Breed of Volunteer?
A Profile of the 21st Century Volunteer
Chapter 2: Recruiting the New Breed of Volunteers
The "Courting" Relationship
Chapter 3: Finding the New Breed of Volunteers (Not Scaring Them Away)
The Seven Deadly Sins of Recruiting Volunteers
Chapter 4: Tapping into Two New Breeds of Volunteers
Retiring "Boomers" and "Generation @"
SECTION TWO: THE VOLUNTEER MANAGER
Chapter 5: Motivating the New Breed of Volunteers
Discover Three Levels of Motivation
Chapter 6: Empowering Volunteers to Do It Their Way
Move from Delegation to Empowerment
Chapter 7: Managing the Virtual Volunteer
Virtual Volunteers and Using Technology
Chapter 8: Managing High Maintenance Volunteers
Performance Coaching the Volunteer from Hell
SECTION THREE: THE VOLUNTEER LEADER
Chapter 9: Leading the Successful Volunteer Organization
Mobilize the Collective Power of Volunteers
Chapter 10: A Leadership Case Study
A Fable of How to Do It Right
SECTION FOUR: RESOURCES
THIS BOOK AND TO GET A COPY
Plan Your Future
When the World
Get Tom's Inspiring Book
THEY DON'T PLAY
MY MUSIC ANYMORE!
As we try to navigate the 21st Century in this increasingly fast-paced and technology-driven world, many people are drowning in our culture of unremitting change. In the innovative book, They Don't Play My Music Anymore, Thomas McKee presents a creative approach to facing personal and professional change. He offers eight essential principles that can help you gain the confidence to face an unknown future. Using these techniques, you will develop a new thinking frame by which to approach your future with hope and confidence as you learn to embrace change instead of merely reacting to it.
Tom's Eight Principles
Will Help You Gain the Confidence
To Face an Unknown Future
"In a world where change seems to be happening faster than the five miles every second the Space Shuttle travels, They Don't Play My Music Anymore offers a practical, common sense approach to not only surviving this frenetic pace of change, but building and growing from it. Incorporating Tom's methodology as I chose to make a change in my profession has helped me map out and launch into new adventures in many ways as exciting as the three space missions I flew. I very highly recommend applying these principles!"
Rick Searfoss, NASA Astronaut
and Space Shuttle Commander
Hear Tom McKee Live: Listen to an MP3 of a ten-minute sample keynote presentation by Tom McKee, The Power of Volunteer Passion
Keynote Speaker is Just
You can count on Thomas McKee for any size group. He has spoken to over one half million people in Europe, Africa and the United States over the past 35 years and has worked with some of America's top corporations, organizations and associations.(More info about Tom here)
For more articles by Thomas McKee, visit the Articles section on our website.
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