Empower
Helping Your Organization Attract Leaders
How can two different families have completely different experiences with the same organization? It all comes down to the organization’s ability to attract and retain talented leaders like you. #DailyMight
Great organizations are built by great leaders. (That’s why the ability to identify and attract talented people is almost as critical as the ability to develop talented people.) #DailyMight
Great organizations are built and sustained by great leaders. Any organization can have well thought out bylaws, nifty systems, or fill a specific need in the community – but if it doesn’t have volunteers to execute the required functions of the organization – it will soon unravel (or worse yet, experience burn out). That’s why attracting and retaining talented volunteers is so vital for long term association success. But how do you go about recruiting these dynamic leaders? I’m so glad you asked (literally). Here’s some help attracting strong leaders into your organization.
Making the ask.
Many associations make the common mistake of underestimating the power of simply asking. They assume that volunteers will show up ready to help the cause, or that current volunteers will simply come back next season. It’s not true. You must be on the lookout at all times ready to make an ask. When a parent is stepping up and taking on team roles like financial manager, team manager, or travel coordinator – that’s a great indicator of the passion for volunteering. The easiest way to identify them though, is by creating feedback mechanisms like comment cards, email blasts asking for feedback, or association town hall style meetings or social media content. As you gather vital information that can be used for improvements for the organization, you are more importantly identifying commenters who are ready to help. You just need to make the ask. You’ll be surprised how often a volunteer is waiting to be asked to use their skillset to contribute more.
Providing the training.
Now that you have some prospects, you’ll need to provide the training for success. Never assume that volunteers are equipped with the skills necessary to manager and execute tasks of the organization. Provide them with clear and simple instructions (that have been written down) and administer the training to execute them. Training is every year too, not just once you join. For returning volunteers, they will benefit from the training refreshers. You’ll also identify subject matter experts who can now help administer the training in the future (and who are willing, knowledgeable, and ready to updated and improve the instructions). It’s a win-win and eliminates any single point failures in the system which is key for long term sustained success.
Executing autonomy.
As a veteran board member, I’ve felt first hand the scrutiny participants of the organization can place at the feet of the organizational board members. I spoke earlier briefly about burn out. Most often, that’s from micro managing boards (and to a lesser extend an elevated personal community profile). Talented and dynamic volunteers will not perform their best being micro-managed. Outside of obvious health and safety issues (and financial liabilities to the organization or it’s participants), volunteers within the organization should be given the framework for success and the freedom to be solution orientated by remaining true to their authenticity and mission of the organization. Freedom to operate is of course based on the proper training, see above.
And what you have heard from me in the presence of many witnesses entrust to faithful men who will be able to teach others also.
2 Timothy 2:2
It’s important to understand that leaders of an organization aren’t just the board members. Attracting talented leaders includes coaches and players too. I love the saying “You don’t hire talented people and tell them how to do the job, you hire talented people so they can show you how to do the job.” Within reason, apply it to organizations. There is a reason you selected someone for a role. And if you’ve done the training well, don’t be afraid to let them go out and make the process better. How can two different families have completely different experiences with the same organization? It all comes down to the organization’s ability to attract and retain talented leaders like you.
Give everything your everything. And then some.
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