How can volunteer managers help their team develop resilience?
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Volunteer managers face many challenges and opportunities in leading and supporting their teams, especially in times of change and uncertainty. Resilience is the ability to cope with stress, adversity, and setbacks, and to bounce back stronger and wiser. It is a crucial skill for both volunteers and managers, as it can enhance well-being, performance, and satisfaction. How can volunteer managers help their team develop resilience? Here are some tips and strategies to consider.
One of the most important factors that influence resilience is the organizational culture and climate. Volunteer managers can help their team develop resilience by fostering a positive culture that values, recognizes, and appreciates their contributions, as well as encourages feedback, learning, and growth. A positive culture can also promote trust, collaboration, and support among team members, which can buffer against stress and isolation. Volunteer managers can foster a positive culture by communicating clearly and frequently, celebrating successes and milestones, providing constructive and timely feedback, and creating opportunities for social interaction and team building.
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Steve Blumer
Pastor | Groups Director | Website Designer | Graphic Manager | Empowering Volunteers
I've found that being excited about the mission and noticing how their work as a volunteer directly makes an impact creates excitement for them to volunteer more. Creating a team aspect rather than a lone ranger culture is also huge. Some don't mind being solo trail blazers but most want to be a piece of the larger team.
Another way that volunteer managers can help their team develop resilience is by providing them with relevant training and resources that can enhance their knowledge, skills, and confidence. Training and resources can cover topics such as stress management, self-care, coping strategies, emotional intelligence, communication skills, problem-solving skills, and conflict resolution skills. Volunteer managers can also provide their team with access to mentoring, coaching, or counseling services, if available, to support their personal and professional development. Training and resources can help volunteers to better understand and manage their emotions, thoughts, and behaviors, and to adapt to changing situations and demands.
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Steve Blumer
Pastor | Groups Director | Website Designer | Graphic Manager | Empowering Volunteers
I've found that people will volunteer if they know exactly what is expected. Provide specific "job descriptions", trainings, and equipment that works so they can volunteer with ease.
Volunteer managers can also help their team develop resilience by empowering and involving them in decision-making and planning processes. Empowering and involving volunteers can increase their sense of ownership, autonomy, and responsibility, as well as their motivation and engagement. Volunteer managers can empower and involve their team by delegating tasks and responsibilities, inviting input and feedback, soliciting ideas and suggestions, and recognizing and rewarding initiative and innovation. Empowering and involving volunteers can also help them to develop new skills, gain new experiences, and explore new opportunities.
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Steve Blumer
Pastor | Groups Director | Website Designer | Graphic Manager | Empowering Volunteers
I've seen that volunteers often welcome the opportunity to create better systems, resources, and programs when the culture is positive and training has already occurred. They'll be excited about building a cruise ship rather than plugging a sinking ship. Be open to hearing both big and small ideas while being prepared to ask for their involvement in making the appropriate changes. Provide oversight without micro-management.
Volunteer managers can also help their team develop resilience by modeling and sharing their own resilience practices and experiences. Modeling and sharing can demonstrate to volunteers how to cope with challenges, overcome obstacles, and learn from failures. Volunteer managers can model and share their resilience by being authentic, transparent, and vulnerable, as well as by expressing gratitude, optimism, and hope. Volunteer managers can also share their stories, insights, and lessons learned, as well as their strategies, tools, and resources that helped them to build resilience. Modeling and sharing can inspire and encourage volunteers to emulate and adopt resilience behaviors and mindsets.
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Steve Blumer
Pastor | Groups Director | Website Designer | Graphic Manager | Empowering Volunteers
I've seen that it's important to chat and debrief about different situations as they arise. It could be addressed in the moment but definitely after some time has past as well. It shows your authenticity and your care about the person more than the work they provide. Sharing your own experience in a humble way, not as the only way, sets an example and encourages them to continue through difficulty or failure.
Finally, volunteer managers can help their team develop resilience by monitoring and supporting their well-being and performance. Monitoring and supporting can help to identify and address any issues or concerns that may affect volunteers' resilience, such as burnout, fatigue, anxiety, or dissatisfaction. Volunteer managers can monitor and support their team by conducting regular check-ins, surveys, or evaluations, as well as by providing feedback, guidance, and assistance. Volunteer managers can also support their team by creating a safe and supportive environment, where volunteers can express their feelings, needs, and challenges, and where they can receive empathy, compassion, and encouragement.
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Steve Blumer
Pastor | Groups Director | Website Designer | Graphic Manager | Empowering Volunteers
I've seen that it's very important to have regular, brief check-ins both as a team and privately one-on-one rather than assuming all is well. It might be helpful to have someone else that people can talk to if they don't want to express it to you. You as the manager might be a contributor towards fatigue and dissatisfaction.