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Directors of Volunteers in Alliance


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  • May 04, 2016 2:09 PM | Deleted user

    Great article from Energize website..... check it out!!

  • April 19, 2016 3:43 PM | Deleted user

    Program documents used to manage your volunteer recruitment process and communicate policies and procedures can tend to be dry and boring, but they don’t have to be!

    In fact, your volunteer materials are often underestimated, yet powerful opportunities to deepen connections between volunteers and your organization. 

    Take this opportunity to refresh the way you present your organization to volunteers and see how these changes can inspire a whole new mood of commitment! 

    In this FREE WEBINAR, you will learn how to:

    • How to use core documents to improve volunteer touch points

    • How to “prime” volunteer commitment using simple psychology

    • How to make volunteer position descriptions more mission focused

    • How to spice up dry and boring volunteer manuals

    • How to share volunteer rules and regulations in a friendly way

    • How to generate more compelling volunteer testimonials

    • re-define engagement as a value-generating partnership that leads to success

    • re-focus engagement efforts on what matters most to your stakeholders and advancing the association's goals
    • shift your perspective on engagement to understanding its role at the heart of your business strategy

    You will get...

    • Core Volunteer Program Documents Checklist
    • Using Psychology to Get Commitment Tip Sheet
    • Tip Sheet for Better Volunteer Testimonials

    About the Presenter

    Your presenter, Tobi Johnson, MA, CVA is president and founder of VolunteerPro, an online training and networking community designed to save you time and accelerate your skills and impact.

    With over 30 years nonprofit experience, she focuses exclusively on training and consulting with nonprofits to strengthen their volunteer strategy and will share her best practices during this webinar.

    Tobi also authored Chapter 1 of Volunteer Engagement 2.0Ideas and Insights for Transforming Volunteer Programs in a Changing World, edited by and published by Wiley & Sons.

    ***** there might be a sales pitch at the end of the call but its worth the information. We partner with Wild Apricot and get lots of good stuff from them **********


  • February 01, 2016 9:09 AM | Anonymous

    Do you have a secret crush on spreadsheets and CRMs but don't really know how to use them? Have you been heartbroken by dysfunctional databases? Are you bewitched by the behavior of pivot tables and interactive maps?

    TechSoup understands. And we're here to help, with a series of free, helpful webinars for those driven to data distraction.

    Learn how to take charge of your complicated relationship with data and fall in love with the power and speed of high-tech, data-driven decision making.

    Your friends at TechSoup

    PS — check out our longer blog on data love here

  • January 28, 2016 11:38 AM | Anonymous

    Volunteer coordinators have long recognized the multitude of ways volunteers help strengthen organizations.

    Volunteers are much more than an extra pair of hands. Beyond the value of their work, and the intangible benefits of greater sense of community and expanded social capital, volunteers also bring tangible benefits to organizations.

    The return on investments (ROI) made in volunteer programming can reap significant rewards for organizations who choose to make a true commitment to volunteer involvement as a capacity building strategy.

    Don't just take my word for it.  

    The Connection Between Volunteering and Giving

    Research has shown that volunteers are often willing and able financial donors. Volunteers donate an average of ten times more than non-volunteers, and half of volunteers say that volunteering inspires them to give a larger donation.    

    In addition, volunteers generate a plethora of valuable in-kind resources for organizations — such as meeting space, donations of materials and food, event raffle items, office supplies and equipment, and the fuel they use to drive to their volunteer assignments. 

    They are also loyal contributors that walk their talk.  In one study, while 43% of volunteers assisted with fundraising in some way, 87% also supported their causes directly with personal cash donations.

    There appears to be a direct connection between giving time and giving money, and it flows both ways. Although 58% of donors are more likely to donate before volunteering, two in five volunteer before they ever make a financial contribution. 

    So, it makes sense for development and volunteer administration staff to work more closely together, perhaps even be integrated into the same department.  After all, they are cultivating many of the same supporters.  

    It appears that volunteers and donors are not as separate as we once thought. Doesn't it make sense that staff better collaborate on how to deepen relationships with their most avid supporters?

    A Case in Point

    When nonprofit staff operate in silos, and neglect to work together, it can have negative impacts on volunteers (who are also donors). I've seen this play out in my own family.

    In her retirement years, my aunt is a "super volunteer," supporting four or more organizations each year. One day, she received and invitation to the annual volunteer recognition luncheon.  She was lukewarm about the prospect. In her humble mind, it was completely unnecessary. She felt she got way more out of volunteering than she ever gave.  

    But, the volunteer coordinator convinced her it would be worth her while to attend and that they really wanted to honor her commitment to the organization.  She reluctantly agreed to attend.  

    The day after, she received a fundraising appeal in the mail from the same organization.  She was floored.  Wanting to recognize her work and asking for money in the same week!?  She was astonished and insulted. 

    Luckily she talked with me about it.  I explained that the development staff and volunteer coordinator were simply not on the same page and clearly weren't communicating.  It had nothing to do with how they felt about the value of her contributions, either of time or money.  

    Today, she still volunteers with the organization in question, but how many others have quit because they felt taken for granted? It's hard to say.

    Sources: Volunteerism and Charitable Giving in 2009, Fidelity® Charitable Gift Fund and, (2009), Time and Money:  The Role of Volunteering in Philanthropy, Fidelity® Charitable Gift Fund (2014)  - Tobi Johnson and Associates LLC Enews 1-28-2016.

  • January 06, 2016 10:19 AM | Anonymous

    Energize, Inc. is delighted to pre-announce the publication of Measuring the Impact of Volunteers: A Balanced and Strategic Approach written by a Canadian team of experienced leaders in volunteer management: Christine Burych, Alison Caird, Joanne Fine Schwebel, Michael Fliess, and Heather Hardie. The latest buzzword in volunteer management is "measurement" - and we need better measurement tools to demonstrate the impact of volunteers, not just to count their heads!

    The authors provide ideas and tools to implement a balanced and strategic approach to measuring, promoting, and supporting the success of volunteer engagement in your organization. Their approach emphasizes that the assessment of and planning for volunteer engagement should align with the priorities of the organization and its clients' needs. For those familiar with the "balanced scorecard" measurement tool first developed by Kaplan and Norton in the 1990s, the book adapts those concepts, creating a unique Volunteer Resources Balanced Scorecard (VRBSc) to address the requirements of volunteer resources management. For those being introduced to the balanced scorecard method for the first time, the book provides a step-by-step overview of the process.

    Measuring the Impact of Volunteers will be available in a few weeks. If you wish to be notified when it is ready for purchase, click the button below to sign up for a direct notice.


  • January 06, 2016 10:18 AM | Anonymous


    Are you a leader of volunteers in a healthcare setting and work in one of these southeastern states?









    North Carolina

    South Carolina



    West Virginia

    Your help in needed to complete a brief online survey for a new research study of volunteer management leadership styles.

    Again, you must work in healthcare, in the southeastern U.S., and in a hospital that is surveyed by Medicare (no children's, pediatric, or VA hospitals).

    Please participate and grow our knowledge of the field. For more details and to indicate your willingness to take part, e-mail Patricia Wright at by JANUARY 15, 2016.

  • January 04, 2016 2:54 PM | Anonymous

    January 20, 1983, marked the first time the United States celebrated Dr. Martin Luther King Jr. Day. MLK Day always falls on the 3rd Monday in January and will be celebrated this year on January 18th.   

    Martin Luther King Day is also highlighted as a "National Day of Service."  Americans from across the country participate in community service activities and hold parades to honor King's birthday and legacy. Learn more about King and why he was honored with a holiday.

    Teachers check out these lesson plan ideas:

  • December 23, 2015 1:36 PM | Anonymous

    Technologies and Practices for Managing Outcomes: Lessons From Large Nonprofits
    How does your organization know it is making a difference? As part of a larger research project funded by the Bill & Melinda Gates Foundation, we created a new report to demystify the outcomes management process and guide nonprofits through the questions they need to ask themselves as they consider the strategy and technology behind how they measure outcomes. Includes six case studies of real world organizations. 

    Report from 

  • December 07, 2015 9:43 AM | Anonymous

    In his popular book, The Tipping Point: How Little Things Can Make a Big Difference (2000, Little, Brown), Malcolm Gladwell shares many intriguing observations about selling products and disseminating ideas.

    Gladwell recounts the attempt of a Yale University professor to encourage students to get a free tetanus shot as part of an experiment on fear. He produced booklets in several versions that described the seriousness of tetanus in ever-increasing vividness. Questionnaires showed that the information campaign worked; regardless of the amount of fear instilled, the majority of the students were educated about the dangers of tetanus. But only 3% actually went to the infirmary to get their shot. They were not translating their knowledge into action. Finally, the professor included a map of the campus circling the exact location of the health center and listing the hours that the shots would be available-and that "tipped" 28% of the students into getting vaccinated. Since undoubtedly many students had no real need of the map to find the infirmary, Gladwell concludes:

    ...what the tetanus invitation needed in order to tip was not an avalanche of new or additional information. What it needed was a subtle but significant change in presentation. The students needed to know how to fit the tetanus stuff into their lives...once the advice became practical and personal, it became memorable.

    How might a volunteer recruiter put this to work? First, don't assume everyone knows what you might consider basic information about your organization, even who you are or what you do. Organizations change all the time, as do the needs of clients and service projects. So it's quite possible for someone to be generally informed about your agency and yet be in the dark about recent developments.

    You can apply this principle of "don't assume" to the way you recruit volunteers in some very practical ways:


    Beware of acronyms. Always translate any alphabet soup labels applied to projects.


    Explain anything that has a special name, especially if it's not descriptive. So rather than saying, "Join our Words Project," the message will communicate more if it's worded, "Join our Words Project and help adults improve their reading and writing skills."


    Consider possible misconceptions people might have about your organization, either because of outdated information or by inferring something from your name. For example, someone considering volunteering for a children's museum might understandably assume that volunteers interact with children. But if the available volunteer assignments are all behind the scenes or focused on supporting parents, an applicant who wants to work with children will be disappointed. So describe the volunteer work correctly.

    The way to increase the response rate to your volunteer recruitment message is to develop a connection with personal interests, concerns, or hopes. Here are a few ideas:


    Most nonprofit causes are overwhelming in scope and some individuals understandably feel that they lack adequate skills to be of help. You can make a real impression simply by clearly stating: "Training is provided and volunteers receive ongoing support."


    Prospective volunteers might feel they have too little time to contribute anything meaningful. Again, some simple phrases added to your recruitment pitch can make a difference in response: "We offer a variety of volunteer assignments requiring different amounts of time and we can be flexible in scheduling your hours" or "Even three hours every other week can have an impact" or "We'll work together to find the right schedule for you.


    Consider whether people might fear something about your organization: personal safety in your neighborhood, viewing conditions that are disturbing, or other concerns. Address these by pre-empting them. In a matter-of-fact way, note that volunteers are on a buddy system at night or provide a map showing the proximity of parking. Again, positive photographs can allay fears and attract prospects, as can video or audio clips of actual client voices. The content of what they say (perhaps explaining how much they enjoy being with volunteers) is not as important as the tone (gee, this person isn't scary at all).


    This Quick Tip comes from Susan J. Ellis, President of Energize, Inc. 

     Want more of Susan's Wisdom? 

    You'll find more information online and  in her bookstore. 

  • October 05, 2015 8:37 AM | Anonymous

    Toxic Leadership in Organizations

    Dr. Froswa Booker-Drew

    Wed, Oct 07, 2015 at 1pm EDT / 10am PDT

    Toxic Leadership is detrimental to organizations. Authors Kusy and Holloway compare toxic leadership to an iceberg. It is the bottom of the iceberg, what we don't see, that causes significant damage. Toxic leadership not only impacts morale but also has financial implications to organizations. In this webinar, discover more about disruptive, toxic, and uncivil behaviors that occur in the workplace. Examine individual and organizational strategies to address this challenge faced by many.

    Read More

    More by Dr. Froswa Booker-Drew

    Dr. Froswa Booker-DrewDr. Froswa Booker-Drew

    Read More

    This webinar is sponsored and hosted by 4GOOD. We are sharing the information in case our members may be interested.

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