Manipulation or Motivation?

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Manipulation or Motivation? How to get the most
out of your volunteers 9th June 2009 Adam
Bonner, Jon Kuhrt and Jill Clark
handout p1
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Welcome!
First Session 10.00am 11.15am Why volunteers
are important! Why motivation is the key
issue Second Session 11.30am 1.00pm Styles of
managing volunteers Understanding the way you do
it Third Session 2.00pm 3.15pm Building on
your strengths Putting it into practice
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How the day will be run

• Fun
• Interactive and participative
• Appreciation of the Christian context
• Remember the answers are within you, not us
• Emphasis on self-awareness critical reflection
• Focussed on action

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Session 1 Why volunteers are important! Why
motivation is the key issue
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What is a volunteer?
The Cabinet Office defines volunteering as any
non-compulsory activity which involves spending
time, unpaid, doing something which is of benefit
to others (excluding relatives), society or the
environment."
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Its a BIG issue for the Church

• Estimated global number of Christian Volunteers
  336.8 million people
• If Christian volunteers were a country, they
  would be the 3rd largest country in the world
• Value of Christian Volunteers Globally 133.5
  Billion
• Makes it the 36th largest global economy
• Value much more than the total of all foreign
  aid

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Exercise
In your experience why do people volunteer?
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Why do people volunteer?
McClellands Atkinsons Motivational Theory

• Affiliation
• To be associated with a cause
• To make friends and belong to a group or society
• 2. Achievement
• To gain experience and skills
• To solve problems and make a difference
• 3. Power
• Desires influence over other people
• To organise people into action

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Models of volunteeringEntrepreneurial
Episodic Formal Informal Mandated The key
relationship Organisational needsVolunteer
motivations
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Why the best projects have volunteers.

• Professionalising of community activities
• Volunteers show a commitment, enthusiasm and
  generosity to a cause or activity distinct from
  those being paid
• Volunteers embody hope

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• Someone said that
• A group of people with a purpose go from being a
  movement to a machine,
• and from a machine to a monument

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• What are the key challenges that you face with
  your volunteers?

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Summary of issues

• You need more volunteers
• You want to look after the ones you have better
• You want them to be more effective

Motivation is key to all 3
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What tensions can exist between paid staff and
volunteer?

• Different levels of input
• e.g. a volunteer with lots of ideas but little
  time
• Different perspectives on the work
• e.g. health safety
• Different basis of involvement professional
  pride vs. giving it a go
• Mutual insecurity and threat

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Think about one volunteer..

• that you manage
• One who you do not have the easiest relationship
  with
• Alternatively use someone at your church who will
  not volunteer

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Welcome to your virtual companion for the day

• On the handout page 4, personalise the outline in
  the middle to represent your companion and fill
  in the questions around them.
• Rooting the days learning in a specific and real
  example
• Being prepared to see things from their angle
• Self-awareness of your approach

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Challenges in a Christian context
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• A theology of volunteering
• Come follow me Jesus (Matthew 419)
• All God calls us to (including relationship with
  him) is voluntary
• Stewarding God-given gifts and skills
• Priesthood of all believers
• No spectators in the early church in Acts 2. Each
  and every person was actively involved, which
  resulted in the believers and church thriving.

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Break
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Session 2 Styles of managing
volunteers Understanding the way you do it
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What makes a good motivator?

• Think of one person who has really motivated
  you.
• What qualities did they have?

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What makes a good motivator?
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Some key ingredients of keeping people motivated

• Vision leadership
• Strong Relationships
• Good process
• Motivated volunteer force

Achievement of purpose
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Four different approaches

• Mr. Laid back
• Ms. Micro-manager
• Mr. Mountain-top
• Ms. Martyr

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Ms. Laid Back
0 1 2 3 4 5 6 7 8 9 10
Vision
Relationships
10 9 8 7 6 5 4 3 2 1 0
0 1 2 3 4 5 6 7 8 9 10
Process
Achievement
0 1 2 3 4 5 6 7 8 9 10
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Ms. Micro-Manager
0 1 2 3 4 5 6 7 8 9 10
Vision
Relationships
10 9 8 7 6 5 4 3 2 1 0
0 1 2 3 4 5 6 7 8 9 10
Process
Achievement
0 1 2 3 4 5 6 7 8 9 10
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Mr. Mountain-top
0 1 2 3 4 5 6 7 8 9 10
Vision
Relationships
10 9 8 7 6 5 4 3 2 1 0
0 1 2 3 4 5 6 7 8 9 10
Process
Achievement
0 1 2 3 4 5 6 7 8 9 10
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Ms. Martyr
0 1 2 3 4 5 6 7 8 9 10
Vision
Relationships
10 9 8 7 6 5 4 3 2 1 0
0 1 2 3 4 5 6 7 8 9 10
Process
Achievement
0 1 2 3 4 5 6 7 8 9 10
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• What is your style?
• On handout page 6, complete the diagram to
  represent the kind of volunteer manager you think
  you are.
• Discuss it with one of your group

handout p6
see handout
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• Management styles in action!
• An exercise

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Communicating healthily
Clobbering
Assertive
Anxiety
Pussy-footing
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A practical example Volunteering in the frame
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Feedback in teams

• What did your manager do well?
• What could have been improved?
• Remember
• Team assertive, specific proportionate
• Leader listen and appreciate whats said

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Six Es of volunteer management

• Envisioning
• 2. Expectations (mutual)
• 3. Equipping educating
• 4. Encouraging
• 5. Evaluation
• 6. End or Evolve!

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The 6 Es cycle
Recruitment
Envisioning
End or Evolve
Retaining Motivating Volunteers
Expectations (mutual)
Evaluation
Equipping / educating
Encouraging
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Break
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Equipping Christians to transform communities

• Direct work with churches talks, workshops,
  evaluations and consultancy
• New website www.communitymission.org.uk
• Training events
• Resources and booklets

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Session 3

• Building on your strengths
• Putting it into practice

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Some key ingredients of keeping people motivated

• Vision leadership
• Strong Relationships
• Good process
• Motivated volunteer force

Achievement of purpose
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Six Es of volunteer management

• Envisioning
• 2. Expectations (mutual)
• 3. Equipping educating
• 4. Encouraging
• 5. Evaluation
• 6. End or Evolve!

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Putting it into practice

• Each group member to have an opportunity to work
  on a key problem, challenge or issue they face
  with their volunteer (if stuck see us)

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• Decide on who will share an issue first
• INTRODUCE SCENARIO
• The person to share the issue for 3-4 minutes,
  uninterrupted to the 3 others
• Questions of clarification
• The person to share what they propose to do about
  it
• ROLE PLAY
• Another member of the group play the role of one
  of the volunteers and act out a meeting to deal
  with the issue
• The others observe and make comment afterwards
• FEEDBACK (uninterrupted)
• What did they do well? - What could be improved?

See handout
handout p9
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The 6 Es cycle
Recruitment
Envisioning
End or Evolve
Retaining Motivating Volunteers
Expectations (mutual)
Evaluation
Equipping / educating
Encouraging
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• Going back to your companion
• Commit to 2 or 3 specific, tangible actions
• Pray as a group
• for your companion
• pray for your work in supporting them

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Father, Thank you for the people you have given
us to work with. Thank you for their gifts,
skills and generosity. Help us be better
stewards of all the relationships we have with
both those we serve and those we serve alongside.
Forgive us when we spoil what you have given us
but we thank you for loving us regardless of how
we act. Help us build teams and communities
which reflect your justice, love, unity and
transformation. Where we need fresh vision
please inspire us.Where we need healing help us
find peace and restoration. Where we need courage
help us find strength and purpose. And we pray
that you will challenge, equip and encourage all
of us in our work for you as we leave today.
Amen
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Further links for volunteering information Best
practice www.volunteering.org.uk www.employeevolu
nteering.org.uk www.timebank.org.uk How to thank
volunteers http//www.energizeinc.com/
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