Guest Blogger Aileen Pablo asks "why volunteer?"

“Service to a just cause rewards the worker with more real happiness and satisfaction than any other venture of life.” - Carrie Chapman Catt, American Women's Rights Activist




People often tout the altruistic nature of volunteering. It’s because we care for our fellow man. Because we believe in the societal benefits that occur when everyone lifts up those around them.



Forget that. You can be as selfish as you want and still get a lot out of volunteering!



Obviously I’m being a bit facetious, because no one who gives up their time to help others should ever be labeled selfish, but it is absolutely true that oftentimes the people volunteering feel like they are getting as much out of it – if not more – than those they are supposedly helping. Why? Here are some of the most common reasons I’ve heard.



Knowledge. Volunteering can teach you things about the world that you didn’t even know you didn’t know, whether the experience happens on another continent or right in your backyard. You might discover something about a particular group of people that makes you rethink the previous views that you held, or learn how the ostensibly “helpful” systems we have in place are actually keeping certain problems from getting better. And I can’t tell you how many people say they feel like the experience of volunteering taught them a lot of things about themselves – good and bad – and showed them how to be better.



Skills. When you volunteer, you might come away from the experience knowing how to do just about anything – it really just depends on the kind of volunteer work you’re doing. Builders for Habitat for Humanity learn a number of skills related to house-building, including carpentry and teamwork, but those who volunteer in other departments might learn transferable skills in administration, marketing, leadership, and more. Chances are, if you can think of a skill you might need in the workforce, it’s something that you might be expected to do somewhere as a volunteer.



Experience. Knowledge and skills are great, but what’s especially powerful about volunteer work is that, depending on the kind of activities you were engaged in, many employers look at almost as another type of job experience. Cooking in a soup kitchen for a year is great experience for someone looking to make meals in the food industry, especially if you can add to it some formal training in the classroom. In fact, this kind of experience can be incredibly important in times like this where jobs are scarce and it’s difficult to get an entry level position to get the work experience you need.



Joy. How can you beat the smiles of an entire village in Africa after you dig a well that will provide them with drinkable water for the next three generations? Or the tears of happiness shed by a family after you fix their home that was ravaged by a storm? Or the look of relief on the face of a mother as you hand her Christmas gifts so that she doesn’t have to tell her children that they won’t be getting anything that year?



Wait, aren’t those “selfless” things? Not if we’re talking about how they make you feel. It’s great that the people you’re helping are happy, but their feelings can’t help but give you a sense of pride, accomplishment and, yes, joy as you marvel at what you did and how great of a person you are – and that’s not me being facetious!



Perspective.No one has an easy life, but if you ever start feeling like the world is out to get you and sabotage your success or happiness, I recommend volunteering. Nothing puts things in perspective quite like seeing families dig through dumpsters together or be thankful that they have a roof over their heads even though they live in a shantytown in Brazil where each family’s “house” is little more than a metal box. Most volunteers end up heading for home happier than when they arrive if for no other reason than they are thankful for all that they now realize they have.





About the Author:



Aileen Pablo is part of the team behind Open Colleges one of Australia’s leading providers of Open Learning and When not working, Aileen blogs about education and career.She is often invited as a speaker in Personality Development Seminars in the Philippines.If you are interested in featuring her works in your blog, you can find her on Google+.

National Volunteer WEAK!

National Volunteer Weeks come and go around the globe around this time of year. Particularly in the States, Canada, Ireland, England, Australia and New Zealand.

It’s a week to celebrate and promote volunteering…

To me it seems to be an occasion where we celebrate “our lovely volunteers” and employ the language of paternalism and fluffiness.

Volunteering is not lovely. It is real and important. For Volunteer Managers, this is a week where we promote the service our organisations volunteers provide.

If it is a week where time and thought is given to volunteering and volunteers are simply forgotten about for the rest of the year then it will have served no purpose at all. Great organisations value and recognise volunteering all year round. Great organisations resource Volunteer Management and recognise the vital link between effective Volunteer Management and effective Volunteer Programs.

An effective and articulate Volunteer Management profession recognizes the opportunity to promote its sector during national Volunteers Week. It knows Volunteering is getting attention and seeks to harness that interest in a way that can educates organisations and policy makers on effective Volunteer Management.

Peak bodies for volunteering while recognising and welcoming the media attention that the week brings to the cause of volunteering should be advocating for all stakeholders in volunteering. The Volunteer. The Volunteer Manager. The organisations that effectively engage volunteering effort. Government policies on Volunteering. Their own Mission and philosophy on Volunteerism. Consultants and trainers in Volunteerism.

Jayne Cravens did a great service for International Volunteer Managers day when she stated years ago that she would never support the day if it became a “Pat the Volunteer Manager on the back day” or there were pins and mugs about the day!

I believe we need to say the same thing about National Volunteer Weeks. They are in danger of becoming weeks about Pins and certificates. They are in danger of becoming “pats on the heads of lovely volunteers. “That’s all well and good but unless that is matched by some serious Government and organisational support for volunteering along the resources line and along the recognition line that volunteering matters 24/7 every day of the year and is making a real difference to our society then Volunteers Weeks becomes Volunteers Weak!

Do we inspire people to change their lives, willingly and for good?

I’ve been thinking a bit lately about the way organisations advertise for Volunteer Managers. To me Volunteer Management can be an inspiring and dynamic profession and I don’t think this comes across when organisations look for their next Volunteer Manager. It should. When they list the desired qualities for the prospective VM I’ve rarely seen Inspiration or Leadership mentioned. Very often I've read “experience managing volunteers desirable but not necessary”


I recently came across a one page ad in the newspaper for the Shannon Company seeking people. What drew me to the ad was their large headline that read “We inspire people to change their lives, willingly and for good” It made me think about Volunteer Management.

The ad from the specialist behaviour-change consultancy went on to list the qualities they were seeking and I list them all here. Because again, it got me thinking about Volunteer Management. Imagine an ad that listed these qualities in their search for a great VM.

1. An Original Thinker

2. An Inspirer

3. A Curios Soul

4. A Perpetual Optimist

5. An Open Mind

6. A story Teller

7. A persuasive Nature

8. Not Dour

I just loved that list. I warmed to the companies values so it was also inspired advertising. I loved number 8!

The role of Volunteer Manager is an important one for any organisation. In seeking to attract inspiring leaders they could learn a bit about how they demonstrate their values and value of volunteerism and management by more inspiring advertising! The perpetual optimist in me says that they will one day through our own educating and our own inspiring story telling.

Volunteer Management will be defunct in 5 to 7 years!

I agree with the train of thought that exists that states there should be no careerists in the volunteering sector. Put quite simply organisations would save money if they didn’t have to pay volunteer managers. We need to come to the realizations that volunteers, in all cases and settings can manage themselves. The management of volunteers in organisations should be farmed out to HR to take care of the Recruitment and to Staff Development to look after training needs. Technology over the next few years will render Volunteer Management defunct as savvy volunteers manage themselves through technology, Volunteer Managers be gone!


Now please pick your jaw off the floor. The above are statements I used in a debate at the Australasian Retreat for Advanced Volunteer Management held in Sydney over the last weekend. This was part of the “Great Debate “segment. Volunteer Managers were broken into different teams and asked to take on debate argument in the cons and pros! No choice! It was a great experience. I had to argue for the above headline statement and even though the arguments go against ever fiber in my body,I and my colleagues in the debate team did enough to fight for a draw in the debate.

Thus begins my Review of the Retreat 2013. Held at the Sydney Central Mercure it attracted close to 40 people. This year’s theme was “Volunteer Management: a time for leadership”

And about time too. For years my blog has advocated discussion on leadership in our sector.

This year the faculty had the usual good suspects – Andy Fryar and Martin Cowling along with first timer Sue Jones from the UK and Tony Goodrow from Canada as a guest presenter.

On day one Sue Jones set the scene by engaging us in discussion about leadership. She basically challenged us all to ask what exactly leadership was all about? Ive seen a lot about Sue Online. She seems to be doing so much great work in the UK leading the Volunteer Management Sector and her intelligence and humbleness came across to me on day one. Here was a great faculty choice I thought after her first presentation.

Highlights from the Retreat

• And Fryars session titled “Good Grief” was a session about how we deal with real people experiencing real issues every day. It talked about boundaries, Grief and life’s ups and downs. This was the main highlight for me. It should have been a plenary topic! I highly recommend all organisations involving volunteers booking Andy for this session alone!

• The support Circles: I had the most wonderful experience with 3 of my colleagues as we discussed our issues with seriousness and laughter combined!

• Sue Jones: Simply refreshing in her thoughts on leadership in our sector! She started off nervously but grew into her role with her passion for the sector and love of leadership potential!

• The amount of people who asked me if I was DJ Cronin the blogger!! The people who said they were there because of my blog!

• The great debate! Although in my view should have been the last item on the menu!

• The participation of people from Volunteering Tasmania and Volunteering Western Victoria!

• The venue and the food! – 9 out of 10!

• The Cruise – 10 out of 10!



Lowlights from the Retreat

• Some people said to me they would have liked an earlier start on day one and an earlier finish on final day. Wondering if the returnee lunch is a good idea to maintain?

• The fact that Volunteering Australia did not send a rep. Disappointing guys given that you are going through major changes and starting from scratch in so many ways. How about you begin the engage with the Volunteer Management sector? A rep here would have been a good start! Time to start thinking strategically and engage all your stakeholders!

• No mention of AAMOV (apart from a mention in the program). It would have been good to have someone speak about the fact that we have an association. I did talk about AAMOV to those I met!



Wrap up



A well organised Retreat, A great venue and an interesting faculty! What made it for me this year however were the Retreat delegates! They were open minded, keen to learn and open to new ideas. They also seemed to be very creative! I made many new great contacts and I would be interested in their own reviews of the retreat!



DJ Cronin Retreat score:



91 out of 100

What do you do? I enable happiness!

Anyone who manages or coordinates volunteers will understand what I mean about the “Profession Conversation Stopper” It’s that conversation at a social event or around a barbeque where people ask you what you do for a living. Ive lost count of the blank looks, the befuddled facial expressions and the “right...Let’s quickly move on to the next question” look. Because let’s face it…ours is a profession that is still in 2013 pretty unknown and unheard of. Especially outside of our echo chambers.


It has rarely really bothered me. In fact sometimes I enjoy the reactions. In fact now I tend to have fun with it as in the following exchange which has actually occurred,

“So what do you do?”

“I manage Volunteer programs”

“That’s nice”….(moment of silence)..Do you get paid?”

“No…I have a money tree in my back yard and luckily that produces enough to pay my mortgage and the bills”

Blank look. Slight nervous giggle. Person moves away slowly and latches on to another!

Seriously though Ive often had a calm response and have taken the time to explain my occupation and people are amazed when you can articulate your role.

After all to me...it’s a pretty amazing profession we are involved with. It is a profession that I am passionate about and I hope that passion comes across sometimes.

Have a think about the team and programs you manage. I do. Often. They have never failed to inspire me. To lift me. I see people each day making a real difference to others. I see people each day giving their time to bring a smile to others. I see people everyday offer shoulders to cry on, hands to hold, ears to listen and kind words to offer. Volunteers amaze me. When I observe them from a distance I am humbled by the experience. Truly. I see them bring joy, relief, comfort and happiness.

I am honored to do what I do. I pledge to do it to the best of my ability. And I take my profession seriously. And every year I grow and learn in my job.

The next time someone asks me what I do for a living I would love to say “I enable happiness” Would love to see the look then. I hope I am brave enough to say it someday.

I believe that at the end of the day your role enables some wonderful moments to happen. You bring it all together. And you can lead to inspire too.

May 2013 be great for your wonderful role and for you!

IVMD: Volunteer Managers Acknowldged and Appreciated!

A few months ago I wrote to the Australian Prime Minister as a Volunteer Manager informing her about International Volunteer Managers Day (IVMD). It was lovely to get a reply recently from Andrew Coogan, a senior advisor for our Prime Minister Julia Gillard who was asked to reply on the Prime Ministers behalf.


Here is an edited version of that reply. I dedicate it to all Volunteer Managers on this IVMD. In a way it is written to you.

“Thank you for your letter to the Prime Minister regarding recognising Volunteer Managers. I have been asked to reply on the Prime Minister’s behalf.

The Australia Government recognizes that volunteering is an essential part of a socially inclusive society and helps all Australians to feel valued and have the opportunity to participate in community life. Your contribution as a Volunteer Manager, promoting volunteering within your community and assisting individuals to volunteer, is acknowledged and appreciated.’

The letter goes on to mention the 2012 members of parliament National Volunteer Awards which can recognise people who support and strengthen their community. It points out that two in particular can be used to recognise Volunteer Managers"innovation in volunteering and Long-term commitment to Community service.”

So as another IVMD comes around here are a few comments I’d like to make.

• I wrote to the Australian Prime Minister about Volunteer Management and got a reply. Ok, the letter was written by a senior advisor but...on the Prime Ministers behalf.

• I wrote a similar letter to senior political figures nationally and internationally and this was the only reply I got to date!

• Now imagine if your President or Prime Minister received 200 Letters about Volunteer Management and IVMD! - Government responds to stuff like this!

• If we are to be serious about IVMD we need to be activists for IVMD. Getting together for lunch is good. But we need to get proactive about the day. We are doing this better. More Volunteer Managers are blogging, tweeting and Face booking about the day.

Final thoughts on IVMD 2012

A big shout out to the IVMD committee – you know who you are. Thanks for your volunteering work in raising the profile of the day and spreading the word. From this Volunteer Manager – a big thank you!

To the leader of volunteers who works hard at their job without any recognition what so ever, who will not have IVMD mentioned in their work place, who will read this blog and wonder what it’s all about…..Today this fellow Volunteer Manager salutes you and your work.

And next year on IVMD pick up a pen and let someone know about the great work that Volunteer Managers do around the globe!

“To avoid criticism do nothing, say nothing, be nothing.” - Elbert Hubbard

Happy IVMD!!

Imagine

Imagine if you can for a moment that you are looking for a job.

Imagine you call an organisation and ask if there are any such jobs going at the moment.

The person answering the phone is not too sure if they have positions and also isn’t sure who to pass the call onto.

So you listen to dreary unimaginative music while you are placed on hold.

Until someone with a real voice talks to you and tells you they will send you an application kit and information.

Imagine waiting for weeks for mentioned kit. Nothing arrives and you decide to ring again though your patience is tested. You do like the organisation after all and you would like to be part of it.

You ring again. You get the pleasure of listening to the same music as someone at the organisation scrambles to see if there are vacancies for your preferred role.

Someone offers to send you out an application kit and information. You inform them that this happened weeks ago. So you are booked in for an interview.

Imagine if on arrival the “Interview” consists of meeting someone who appears much stressed and tells you to start on Monday after a five minute conversation.

Imagine said person telling you that you must participate for at least a year as training costs too much and can’t be wasted on people who don’t “commit’!  (and you wonder if you must sign a contract or some legally binding document!)

Cautiously optimistic you show up on Monday.

Imagine not being provided with any orientation to your role and to your organisation. Someone, somewhere gives you a task to do. After an hour you are not sure what to do. You ask around and soon feel that you might be getting in the way.

You soon find that your “manager” is managing other areas in the organisation.

You notice that you don’t get much thanks or recognition for what you do. Imagine someone looking at your ID badge and saying “Oh..You are just a (Whatever job title you may have)”

Imagine staying away from your job for a few days to see if anyone notices. And no one does!

Imagine quitting your job and walking out the door without a soul in the organisation asking you why you are leaving.

Doesn’t sound like a very good organisation to work for does it?

Imagine that the role you had was a volunteer position.

A volunteer.

Imagine if the person who had experienced this was a first time volunteer. They could be lost forever to volunteering. They could talk to their friends and family about their bad experience and influence others about volunteering.

Generally organisations do not treat their employees in such a manner. They employ HR Professionals, they abide by standards, they rely on accreditation and the processes involved.  Many manage a workforce and seek out the best and most innovative ways to do so. They value their staff and leaders.

Why should it be any different for volunteers?

They deserve the best systems, Resources, management, orientation, training and leadership that the organisation can muster! They deserve no less.

Imagine organisations that engage volunteers recognising this.

Imagine Government supporting peak bodies to help facilitate this

Imagine society demanding this.

Imagine….