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Get Involved: Powered By Your Library, A California State Library Initiative February 4, 2009

Get Involved: Powered By Your Library, A California State Library Initiative February 4, 2009. Creating High Impact Volunteer Agreements. Understanding Boomers Assessment Building the Case. Steps to Volunteer Engagement. Capacity Building. Mapping the Initiative Creating Opportunities.

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Get Involved: Powered By Your Library, A California State Library Initiative February 4, 2009

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  1. Get Involved: Powered By Your Library, A California State Library Initiative February 4, 2009 Creating High Impact Volunteer Agreements

  2. Understanding Boomers • Assessment • Building the Case Steps to Volunteer Engagement Capacity Building • Mapping the Initiative • Creating Opportunities Using Critical Intervention Points • Cultivation and Networking • Interviewing and Vetting Designing Powerful Engagement • Creating the Collaboration • Nurturing the Relationship Agreement & Support

  3. Coaching Report • Accomplishments • Learning • Challenges Flickr Soansmark

  4. Incorporate ideas from across this community of practice into your pilot work Learning Objectives 1 • Match volunteers’ motivational styles to assignments 2 • Understand the organization and candidate’s goals for high impact volunteer interviews • Develop high impact interview questions 3 4

  5. Work Plans Report Out Microsoft

  6. Position Descriptions Report Out Microsoft

  7. Motivational Assessment Communication always makes demands. It always demands that the recipient become somebody, do something, believe something. It always appeals to motivation. Peter Drucker

  8. Power • Goal: Impact or influence on others • Characteristics • Strong need to influence others and/or change others behavior • Aims to create win/win situations Atkinson & McClelland

  9. Power (cont) • Characteristics • Exercise power and organizes others to obtain groups/organizational goals • Charismatically inspires others to action • Focuses on decisions and impact Atkinson & McClelland

  10. Achievement • Goal: Success in a situation requiring excellent or • improved performance • Characteristics • Concerned with doing personal best: sets moderate goals and takes calculated risks • Likes to find solutions to problems, set goals, and accomplish them Atkinson & McClelland

  11. Achievement (cont) • Characteristics • Has desire to achieve unique accomplishments • Innovative, takes pleasure in striving • Wants concrete, regular feedback on progress • Likes beginning, middle and end • Focuses on the work Atkinson & McClelland

  12. Affiliation • Goal: Being with someone else and enjoying harmonious relationships • Characteristics • Motivated by interpersonal relationships • Prefers working in teams Atkinson & McClelland

  13. Affiliation (cont) • Characteristics • Tends to conform to learn cultural norms • Spends time thinking about consoling or helping others • Focus is on the people they are with more than the work they are doing Atkinson & McClelland

  14. Implications of Motivational Styles • Achievement Motivation-Based Placement Suggestions • Challenging tasks with reachable goals • Solo assignments • Tasks where you can articulate, delegate, and let go • Innovation, unique accomplishments

  15. Implications of Motivational Styles (cont) • Power Motivation-Based Placement Suggestions • Opportunities to manage others • Team leaders • Influential positions • Projects that require reporting to “higher ups”

  16. Implications of Motivational Styles (cont) • Affiliation Motivation-Based Placement Suggestions • Cooperative environments • Customer service • Client and family interaction • Team members

  17. Position Examples

  18. Whom do you want to cultivate? Volunteers who are ready to move up, and thus move the organization forward, often: • Express aspirations • Take initiative • Ask great questions • Offer solutions • Problem solve well

  19. Whom do you want to cultivate? (Cont) Volunteers who are ready to move up, and thus move the organization forward, often: • Problem solve well • Follow through • Care about meeting and evaluating results to make sure they’re on target • Take on progressive r responsibility – and handle it well • Improve after feedback

  20. Goals of the interview for the library Determine the candidate’s:

  21. Goals of the interview for the candidate Identify:

  22. Interviewing Tips Ask unexpected questions Select based on the match between library and volunteer needs Give the candidate time to think it over Consider skill proficiency and motivational style

  23. The rambler Interrupt, redirect, or end Tips for “Special Characters” The quiet one “Tell me more about that,” rephrase, move on The off-topic responder Go back to the question The inappropriate responder Interrupt, end early Ending an interview early When you know, you know….trust your gut

  24. Involving Volunteers • Intuitive, big picture thinkers • Train • Consistent scoring • Group interviews for high volume • Leadership development Mircrosoft

  25. Steps Review organizational needs Evaluate team needs and balance Review position description and update if necessary Design interview questions

  26. High Impact Interview Questions • What are your three greatest achievements? • Which do you prefer and why? • Volunteering with other people or working alone • Assignments with a beginning, middle, and end or ongoing assignments • A member of a team with influence or assignments where you are a leader and decision maker • Problem solving • Describe a library program and ask the candidate what she or he would do to quality improve it

  27. High Impact Interview Questions (cont) • Situational question • Your volunteer assignment is to develop a new project for the library. What would be your first five steps? Who would you engage to help you and why? • Experiential question • Describe a work/volunteer experience where you were the leader of other people. What went well? What didn’t go well? What would you do differently next time? • Skill question • What skills are you proficient at that you are willing to share with the library, if we can make it possible for you to do so?

  28. Steps Observe verbal and nonverbal cues Evaluate the candidate’s characteristics and fit Offer choice. Give time for self-evaluation and decision-making. Confirm acceptance in writing Evaluate yourself

  29. Culture Setting: Parting Words to the Interviewee Microsoft

  30. Candidate Assessment

  31. Interviewer Self-Evaluation • Did I allow silence? Did I talk too much? • Did I ask open ended questions? • Did I observe verbal and nonverbal cues? • Did I assess timeliness, hygiene, and appearance? Microsoft

  32. Interviewer Self-Evaluation (cont) • Did I spend time on climate setting? • Did I withhold judgment until I had all the data? • Did I scrutinize my decision? • What is my gut reaction? Microsoft

  33. For Next Time

  34. Incorporate ideas from across this community of practice into your pilot work Learning Objectives 1 • Match volunteers’ motivational styles to assignments 2 • Understand the organization and candidate’s goals for high impact volunteer interviews • Develop high impact interview questions 3 4

  35. Thank you! Next Webinar: February 25 10:00 am PT Creating Powerful Communities of Action

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