The Fulbright Association

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Finding, Motivating, and Involving Leaders and
Volunteers

• The Fulbright Association
• November 10, 2005
• Baltimore, MD

Presented by Leadership Outfitters,
Inc. Washington, DC/Los Angeles
www.leadershipoutfitters.com
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Characteristics of EffectiveLeaders
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Top Leadership Myths

• Myth 1 Leaders Are Born, Not Made.
• Leadership is not a rare gift given to a few
  people. Most people
• have the potential to become good leaders. But,
  like any
• learned skill, its training, practice, and
  coaching.
• Myth 2 - Leaders are charismatic.
• In Good to Great best-selling business author
  Jim Collins found that the best companies those
  that were growing financially were those led by
  humble leaders. Leaders who cared more for the
  organization than for themselves.
• Myth 3 Title or Position equals Leadership.
• Author John Maxwell in The 21 Irrefutable Laws
  of Leadership tells us that true leadership is
  not based on position or rank. Leadership is
  action not position.
• Myth 4 Leaders Call The Shots.
• Effective leadership is not about control and
  its not about leading from the top down. Good
  leaders find that they build respect from their
  ability to work with people and give people an
  opportunity to contribute and lead themselves.
  Authors Jim Kouzes and Barry Posner include
  enabling others to act as one of the five
  practices of effective leaders in their book The
  Leadership Challenge.
• Myth 5 Leaders are Heroes or Saviors.
• Peter Senge in The Fifth Disciple talks about
  the myth of the leader who rushes in and saves
  the day. Good leaders work with others to solve
  problems and create a proactive environment where
  the hero model is not needed.

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Identifying Future Leaders

• Who?
• Talents, skills
• Team Resumes
• Surveys/Profiles
• When?
• Any time
• Where?
• Meetings
• Events
• Social occasions
• How?
• Glad you asked

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MindsetMix

• Mindset B
• Consider tradition confining value freedom from
  tradition
• Value integrity
• Meetings should have a specific purpose
• Want to make a difference and contribute
• Value people for who they are, what they bring to
  the table
• Value freedom to create, alternatives, making it
  work
• Willing to do the work
• Value participation and volunteerism

• Mindset A
• Honor tradition history, heritage
• Value loyalty
• Enjoy social aspects of meetings
• Sense of obligation
• Respect authority, titles, roles
• Concerned with procedure, rules, policy
• Willing to serve on a committee
• Value membership

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Top 12 ReasonsWhy Younger Members Dont Get
Involved

• 1. Bureaucracy and Red Tape--Excessive or
  unnecessary barriers to getting involved too
  many hoops to jump through to get ideas approved
• 2. No Clear Vision Lack of Focus--Clear
  purpose/outcomes lacking for projects how
  activities relate to organization goals not clear
• 3. Not Fun--Volunteer work seen as drudgery
  committee work can be dry or too formal
• 4. No End to the Commitment--Projects,
  assignments or appointments with no end.
• 5. Not Open to Innovation and Creativity--Only
  one acceptable way to accomplish something no
  challenge same old, same old
• 6. Bad Meetings or Bad Planning--Lack of
  organization or poorly run meetings leading to
  few concrete results and unfulfilled expectations
• 7. Patronizing Attitudes--Judging others because
  of lack of tenure not being acknowledged for
  what you can contribute
• 8. Fear of Change--Leaders who fear change or
  are averse to risk
• 9. Lack of Appreciation--Failure to provide
  feedback, recognition, acknowledgement

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LeadershipCulture Shift

• Stop Doing What Comes Naturally
• Panic.
• Wait for instructions.
• Waste time on emotions.
• Play it safe.
• Try not to break things.
• Avoid mistakes.
• Protect yourself.
• Believe in the problems.
• Blame others for what you dont like.

• And do What Works
• Stay cool.
• Take the initiative.
• Spend energy on solutions.
• Take more risks.
• Welcome destruction.
• Make more mistakes.
• Protect what can protect you.
• Have faith in the opportunities.
• Take personal responsibility for fixing things.

Adapted from the Price Prtichett Institute, 2004
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What Do Volunteers Want?

• Expectations
• Time
• Resources
• Success
• Thanks
• What Stops Them?
• What Keeps Them?

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Top 10 Desires

• 1. Involvement -- to be engaged, stimulated
• 2. Ownership -- to be a part of the plan
• 3. Empowerment -- the freedom to make decisions
• 4. Relationship -- social contact or part of a
  group
• 5. Competence -- to continually learn and
  improve
• 6. Accomplishment -- to succeed
• 7. Significance -- to make a difference
• 8. Safety -- to be themselves
• 9. Recognition -- to be appreciated and rewarded
• 10. __________________ What is yours?

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Keys To Volunteer Motivation

• Expectations
• time
• ability
• resources
• Volunteers want to be __________.
• Success
• measures
• set up for failure?
• No one wants to ____________.
• Contribution
• how much is enough?
• Everyone brings __________ to the table.
• Skills
• what is needed?
• how can co-workers contribute?

45 of people who did not volunteer in 2003 cited
the reason as lack of time
2 in 5 volunteers had to ask to be involved
Word Bank Something Fail Ask
Involved
Statistics from Volunteering In The United
States, 2004 Bureau of labor Statistics
ftp//ftp.bls.gov/pub/news.release/volun.txt
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Questions to Ask

• What does it feel like to be a volunteer? Can the
  environment or experience be improved?
• What opportunities exist for volunteering? Can
  large jobs be broken down into smaller tasks?
• What talents do your volunteers have? Surveys can
  help. What have they enjoyed doing in the past?
  Where have the participated previously?
• How do you ask for involvement?
• How do you say thank you?

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Ask For Involvement The RIGHT Way

• R Reveal all information and expectations.
• I Identify resources - available or limited.
• G Get them to share their expectations.
• H Help make the job or task for work them.
• T Tell them why they are suited for the job.

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Mind Map
This mind map shows the major tasks involved in a
project or event, then identifies what the
various jobs entail, then identifies what type of
person would be good for this job.
Task
Task

• Talents needed

• What it entails

• Who?

Project

• Talents Needed

• What it entails

Task
Task

• Who?

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10 Excuses for Not Recognizing

• Dont know how to recognize
• Dont have enough time to recognize
• People dont care about being recognized
• Its not my job
• Dont believe people should be rewarded for
  doing their job
• Too much recognition becomes meaningless
• Dont have many options or ideas on what to do
• Its too awkward or uncomfortable
• It will make people think they have done enough
  and they will stop working as hard
• No one rewards me, why should I reward anyone
  else?
• From 180 Ways to Walk the Recognition Talk by
  Eric Harvey, www.walkthetalk.com

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Motivation and Recognition
N O P Q R S T U V W X Y Z

• A
• B
• C
• D
• E
• F
• G
• H
• I
• J
• K
• L
• M

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101 Ways to Motivate Staff and Volunteers

• 1. Gold Stars on goal board
• 2. Letters of thanks
• 3. Beeper or voice mail thanks
• 4. Posters of encouragement (personalized)
• 5. Pizza lunch on the company
• 6. Spontaneous humor or fun break
• 7. A round of golf during working hours
• 8. Crazy socks, ugly tie, weird hat day
• 9. Staff meeting off site with refreshments
• 10. Call in well days
• 11. Balloons
• 12. Take pictures of staff or volunteers and have
  a caption contest
• 13. Free subscription to favorite publication
• 14. Thank spouses with a card, phone call, or
  flowers for time away from home
• 15. TREATS!!! Candy, cookies, ice cream, fresh
  fruit, funny stickers
• 16. E-mail messages or bulletin board messages
• 17. Pass-it-on message e-mail or special note
  (you are appreciated, pass on to someone you
  appreciate)
• 18. Cards-- birthday, thank you, anniversary,
  thinking of you, etc.
• 19. Certificates for round of golf, truck
  detailing, sporting goods store, etc.

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• 24. Brown bag lunches with a speaker or staff
  that shares expertise
• 25. Develop team principles or covenant
• 26. Write a thank you, team chant or song
• 27. Flex time
• 28. Office theme days - Spring Break, St.
  Patricks Day, first day of summer
• 29. Quiet or time-out room
• 30. Company or volunteer softball team with team
  name shirts
• 31. Spark Plug Award for creative ideas
• 32. Breakfast cooked and served by the owner or
  CEO
• 33. Picnic boss or president cooks the burgers
• 34. VIP parking space for top sales performance
• 35. Toys - use plush animals, oversized items, or
  other toys as awards
• 36. Leave an anonymous thank you
• 37. Serenade a co-worker or volunteer
• 38. Send flowers or a room service treat to
  someone out-of-town on business
• 39. Phone cards
• 40. Traveling flower bouquet -- first recipient
  keeps for 30min then passes on as a gift to
  someone else -- and so on...
• 41. Surprise day off
• 42. Montage of photos on bulletin board of latest
  event

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• 54. Design and/or ride in company float in a
  parade
• 55. Education programs
• 56. Spot in company video or commercial
• 57. Post customer comments or letters on bulletin
  board
• 58. Birthday celebrations
• 59. Flowers to employees or close relatives in
  hospital
• 60. Praise in front of customers or members
• 61. Managers adjust office hours to accommodate
  different shifts
• 62. Airline in-flight drink/headset coupons for
  frequent travelers
• 63. Distribute education audio and video tapes
• 64. Lottery tickets
• 65. CEO and managers wash all staff cars
• 66. Barbecue in parking lot at lunch
• 67. Bulletin board with thank you letters and
  other recognition
• 68. A monthly outing with all levels of staff
• 69. Hold a staff retreat -- include all staff
• 70. Celebrate even the smallest success
• 71. Design a department logo or coat of arms
• 72. Adopt an office pet or allow staff to bring
  in pets

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• 85. Early out Fridays -- let staff leave early on
  Fridays
• 86. Send a welcome card to new employee before
  they start work
• 87. Encourage all levels of staff to be leaders -
  rotate meeting responsibilities
• 88. Use the profit from vending machines for
  staff treats or outings
• 89. Surprise staff with a greeter at the front
  door in the morning
• 90. Start a thank you card, allow staff to pass
  it on
• Our top ten favorites
• 91. Staff U. -- kudos to Tom Swartz, the owner
  of a remodeling company in Decatur,IL for giving
  us this idea. He gives his project managers the
  opportunity to attend in-house education programs
  on topics such as business management,
  scheduling, blueprints, computer estimating, and
  history and strategic plan of the company.
  Instructors are other employees at J.J. Swartz
  Co. who give of their time in the evenings to
  teach the classes.
• Bonus shopping spree -- a company executive
  determined that he could give each of his staff
  at 200 bonus, but instead of giving them an
  envelope with a check or cash he took them to a
  local shopping mall. He gave each an envelope
  with 200 cash and told them they had one hour to
  use the cash. There were several rules they had
  to spend it on themselves, they had to buy five
  items with the money, any money they didnt use
  went back to the executive.
• Management By Walking Around -- management
  takes time each day to walk around and ask how
  staff is doing, if they need support, what issues
  are pressing.
• 94. Secret pal -- everyone in organization puts
  slip of paper in a hat with name, phone number,
  birthday, hobby, and favorite things. Everyone
  gets a slip with someone elses name on it
  thats their secret pal. Over two weeks to three
  months secret pals are to do creative,
  spontaneous and fun things for their pals --
  anonymously. The fun is in the creativity and
  anonymity. At the end you can reveal secret pals
  if you like.

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• New Staff Welcome Kit -- includes company
  information, facts and trivia, favorite places to
  eat, best buys best cleaners and shoe repair,
  fun things to do within lunch hour nearby
  (museums, parks, etc).
• Positive Press -- when you hear a positive remark
  about someone, repeat it to that person as soon
  as possible. Seek him or her out if necessary,
  leave a voice mail message or e-mail if you cant
  reach personally.
• Staff meetings -- Make staff meetings opportunity
  for recognition. Ask for latest accomplishments,
  new staff, personal news, and new recognition
  ideas used since the last meeting.
• Time -- Create a clear afternoon of uninterrupted
  time to work alone, no meetings, time for
  paperwork catch-up, etc. Build in time for
  brainstorming, creativity and research.
• Cross Training -- Give staff the opportunity to
  learn other functions in the company by working
  with other staff.
• Celebration and Accomplishments calendar -- Post
  a large calendar in a public place and enter on
  each day an achievement, a celebration, or
  recognition of someone. It becomes obvious
  quickly that there is something to celebrate and
  recognize (or learn) every day.
• 101. Listen -- Actively listen, especially when
  the individual is discussing his or her
  accomplishments or contribution or is reacting to
  your recognition.

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• What We Do
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If the issues are communication, leadership,
organization and balance our interactive
teambuilding sessions can address your needs. Our
content experts combine high-energy activities
with relevant processing that gives your group
tools they can implement immediately.
Your Facilitator Jill McCrory, Ringleader brings
a background of interactive training,
teambuilding, and leadership training to the
Leadership Outfitters team. Formerly Senior
Director of Training at the National Association
of Home Builders, she worked with national
association leaders and their chapters on
leadership development, volunteer management,
membership, and presentation skills. At
Leadership Outfitters she is known for her
creative approach to teambuilding and a
philosophy of leadership at all levels. She
currently serves on the Leadership Council for
the GWSAE Network and is a member and frequent
presenter at ASAE and the Center for Association
Leadership events. A native Washingtonian, she is
the Leadership Chair of the Lions Multiple
District 22. She is the recipient of the
Presidents International Leadership Medal from
Lions Clubs International. Presently she is
earning a Masters degree in Theology from the
John Leland Seminary in Virginia.
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