BUILDING A MILITIA OF VOLUNTEERS (2/2)

By Jeff Knight on Volunteers

Ask, WHAT needs to be Consistently Executed?
Sometimes we can communicate what is important, but we neglect to enforce the objectives. What begins as a really good plan can end with something completely different because there was no expectation, procedure or process. If a leader wants consistency from volunteers procedures must be defined.

I’ve discovered in my years of working with volunteers that clarifying the objective in writing is the only way to achieve consistent execution. For instance, years ago I was a Team Leader with Teen Mania. We were given a manual to read, books to reinforce what was in the manual and then trained for 2 solid days on what was expected of us. At the end of that experience I felt like I was ready to consistently execute the expectations.

If you find yourself leading in a volunteer organization do what is absolutely necessary to develop consistency. Write the manual, host training weekends; most of all, make sure your volunteers know what is expected of them so they can consistently perform to the highest level. The return they receive will be worth your time times infinity.

Ask, WHAT is UNIQUE?
When I first started volunteering with students at the age of 18 I wanted to imitate the strong leaders around me. Even today when I find myself around strong leaders I want to emulate their strengths because I respect what they possess so much. Nevertheless, excessive emulation can be detrimental.

If you find yourself leading in a volunteer organization it is imperative you allow for volunteers to develop their own leadership skills. I’m not suggesting to minimize objectives or requirements for success, but allowing personality, individual gifting and values to emerge will only benefit the organization in the long run.

At first emulation is a critical component to identifying those who are with the leader, but with time volunteers must begin developing their own leadership. Cloning the leader is not success; Diversity with commonality is success.

Ask, WHERE can we FAIL?
Failure, unmet expectations, learning experiences, call it what you want, it will happen with volunteers and when it does, how I respond is vital to health and growth. Every volunteer, not one of them will do it on purpose.

A healthy culture for volunteers is a culture where failure is cared for as an asset. How can failure be a positive?

BUILDING A MILITIA OF VOLUNTEERS (1/2)

By Pastor Jeff Knight on Volunteers

Ministry at The Rock Church cannot exist without volunteers. Every week I observe volunteers graciously giving their best. I’ve asked myself often, “What makes a great volunteer?” I mean, if we can’t do church without them, then how do we build them?

I think building a culture around volunteers is the first priority. When there is an atmosphere conducive to strong volunteers that is exactly what the organization will have: Strong Volunteers.

Ask, WHAT is CENTRAL?

Then share it with everyone. Volunteers need to know what is important. There is nothing worse than serving in an organization doing menial tasks that do not seem to be linked to the bigger picture. Leaders must spend time with their volunteers to communicate what is important. It might be easy to accidentally neglect a volunteer custodian because the facility is always clean, but recognizing how every effort links to the big picture is crucial for a successful volunteer organization.

If you find yourself leading in a volunteer driven organization take the time to communicate what is important to every volunteer. NO task is menial; there are only menial leaders who don’t recognize the importance of every task.

Ask, WHAT needs to be Consistently Executed?

Sometimes we can communicate what is important, but we neglect to enforce the objectives. What begins as a really good plan can end with something completely different because there were no expectation, procedure or process. If a leader wants consistency from volunteers, procedures must be defined.

I’ve discovered in my years of working with volunteers that clarifying the objective in writing is the only way to achieve consistent execution. For instance, years ago I was a Team Leader with Teen Mania. We were given a manual to read, books to reinforce what was in the manual and then trained for 2 solid days on what was expected of us. At the end of that experience I felt like I was ready to consistently execute the expectations.

If you find yourself leading in a volunteer organization do what is absolutely necessary to develop consistency. Write the manual, host training weekends; most of all, make sure your volunteers know what is expected of them so they can consistently perform to the highest level. The return they receive will be worth your time times infinity.

LOVE 'EM OR LOSE "EM

Have you experienced the great changes in the volunteer forces in our nation? If you lead a volunteer organization or are a volunteer, no doubt you have experienced some changes. Volunteerism is a 61 million person operation in the US! 26.7% of our population volunteered in 2006, but the trend shows a 2.1 % decline from the 3 previous years.

At The Rock Church we have experienced the volunteer crunch for a few years where more and more new ministry opportunities are filled by those volunteers already contributing in other areas of the church. That is not to say we haven't experienced new volunteers, but as new volunteers join the team there are some others who decide they have had enough.

It appears that stage of life may be a contributing factor to volunteering as those age 35-54 are "most likely" to volunteer and those in their 20'2 are "least likely. Married people volunteer more than single people and parent's of kids 18 and under volunteer more than parents of kids any other age. Nevertheless, I think stage of life may just be the tip of the iceberg of why volunteerism is changing. Here are two of my personal thoughts.

1. In years past volunteering meant identifying with an organization, but now days people must trust the organization before they volunteer. The last thing a person wants is there particular volunteer org to end up on the evening news for some unforeseen catastrophe. Any organization requiring volunteers must look like the solution and not the problem.

2. In years past volunteering was more about serving the organization, but today volunteering is more about what is received from the organization being served. Volunteer organizations that boast large ROI, small overhead expense, and big media play are not short on volunteers because those who help are noticed.

3. In years past volunteering was about helping others, but these days volunteering is about feeling good about self. Right or wrong, people are volunteering to feel better, to add to their self worth and certainly help others. The volunteer feels great to know they are a part of something that is making a difference in others.

In 2006, 35% of all volunteers did so at the local church. WOW! Those of us leading volunteers better embrace the changes in our culture or we will be left carrying the load by our self. Here are a few tips I think are paramount in leading volunteers at TRC!

* Make the volunteering experience memorable.
* Give volunteers a smile when you see them.
* Offer volunteers some refreshments.
* Write thank you notes.
* Send birthday cards.
* Listen to personal needs.
* Be thoughtful and kind to volunteers.
* Communicate with volunteers clearly.
* Spell out expectations of volunteers.
* Train volunteers adequately.
* Give volunteers permission to say "no."
* Keep volunteers in the loop.
* Help volunteers get reimbursed for personal expenses.
* Listen to volunteers.
* Re-enlist volunteers periodically.
* Let volunteers resign with dignity.
* Promote volunteers to leadership roles.
* Know why a volunteer is volunteering.
* Recognize volunteers frequently.
* Make sure volunteering is FUN.
* Help volunteers follow through.
* Remind volunteers of why they volunteer.
* Share the vision.
* Share the vision.
* Share the vision.
* Love 'em or lose 'em.

Years ago I was working with Teen Mania Ministries and the shirt that was given to many of us said, "Volunteers are not paid because they are worthless, they are not paid because they are priceless."


Thank you to the 200 volunteers that make The Rock Church possible each week by giving their time to others.

Statistical Source: United States Department of Labor, Wash. DC

MONDAY TESTIMONY

I received an email from a first time guest on Sunday. I love it when we get feedback from people who come to TRC for the first time...

Pastor Jeff,

I am new to the Rock Church and all I can say is WOW! My wife has been trying to get me to go to church ever since I have known her and boy am I glad I went today. Never have I felt so much joy and happiness in my life.

I am not sure if it was the music, people or the over all experience of it all but I feel so good. I came with a skeptical approach but left with the spirit. I just want to thank you for what you have shown me, you gave me direction to a place I hope to stay. Perhaps next time I come I will seek you out and thank you for the goodness that you have gave me.

Cheers,

John

Those of you who contribute to the Sunday Worship experience at TRC have to feel great about what God is doing in the lives of people at TRC. For every 1 testimony that is written there are at least 10 that are not. If we were to have 10 testimony's like this per week? Well that would be 520 in a year! Thank you to all the TRCer's that make our church so special!