Question

Imagine that you work as a volunteer for the local community animal shelter called ABC Animal Rescue. You have volunteered for approximately four years. The Board of Directors has asked you to meet with a group of 25 volunteers and the local community during a fundraising event. The Board requested that you mingle with the volunteers, many of which you already know, and the local community members.

The purpose of your mingling is to build relationships and trust between the organization (ABC Animal Rescue) and the community/volunteers. You agree because you are passionate about this cause.

Using the results of the “New Drivers of Leadership” self-assessment, and the 10 traits from the Jones (2015) article “What Employees Want in a Leader,” describe how you would approach the community and volunteers to build relationships and trust.

Casse, P. (2014). The new drivers of leadership (Links to an external site.). Training Journal, 27-30.
Jones, D. (2015). What employees want in a leader (Links to an external site.). Print + Promo, 53(1), 14.

Using these two articles can you please describe how you would approach the community and volunteers to build relationships and trust.?

Answer 1

As a representing leader of the organization I will be adopting the below-mentioned parameters to build relationship and trust with volunteers/community :

1. Effective communication with volunteers - Communication in an organization is highly vital and effective communication should begin with the first interaction with the supporters. Volunteers will get on board if they are kept abreast of recent happenings within the organization.

I will ensure to communicate clearly my expectations to them, will keep every channel of communication open in order to get them involved.

2. Commitment and Coaching - Leaders need to be sure of the commitment of their volunteers. They should determine their stance on the assigned roles and responsibilities and verify that the right volunteer is in each role as per the specified work allocation.

Good bosses provide important guidance that helps employees to assume how their work is contributing to the larger goals of the organization. They help employees build confidence by giving stretch assignments that require demonstration of new skills and right-sized risk, then providing feedback, which boosts their confidence and morality.

3. Give Volunteers a Listening Ear - Volunteers should have reasons why they form a relationship with me. In order to build a formidable force with the volunteers, I should listen to what matters to them.

By getting to know what tickles their fancy, I will be able to blend their underlying values with the objectives of our organization. I will be able to know what motivates them and how I can harness this to reach the goals of the nonprofit.

4. Repose Faith in Them - The best will be brought out of volunteers if I can show them that I trust them. I will let them know how invaluable they are.

I will show them that I trust them to help me take the organization to whatever height I have dream of.

5. Reward & Recognize - Volunteers, despite not expecting any payment, will be motivated to contribute more if their efforts are appreciated. Recognition can help them feel like an integral part and key players in the growth of the organization. It gives them a sense of accomplishment and obligate them towards the company objective.

Reward by lavishing them with praise for each of their contributions or better still, elevate them to higher positions in the organization based on performance will keep them motivated to always work for the company goal.