WHO DO YOU THINK YOU ARE?

By Claire Knight
AVM member and mentoring scheme participant; Strategic Partnership Manager, Macmillan Cancer Support

When I was a child, this phrase was imbued with meaning far beyond its words.  What the adult saying it really meant was “you, young lady, are too big for your boots”.  It was intended to cut me down to size… the proper size, not the size I thought I was in that moment.  Which clearly, in their opinion, was TOO BIG.

I have recently changed jobs, and four weeks in I have found myself reflecting on where I am today.  It’s exciting. I am learning. I am contributing. But also, I feel unsure of what I am doing…was I too big for my boots when I put myself up for this job?  It doesn’t matter where we are on any ladder, being outside of our comfort zone is quite simply, uncomfortable.

The truth is, as we develop in our careers (and in our lives outside of work too), we evolve and build on who we are.  We don’t always know what we have in us until we put ourselves out there and try. We certainly don’t know what we will achieve in the future, or who we will become.  What’s important is to bravely step out of the comfort zone in the first place. The really great thing is that we can help ourselves and we can look to others for help too.

One such source of help is a mentor, someone who is more experienced, or “bigger”, we could say, than we are.  We know that they won’t laugh us out of the room. They can help us navigate our own learning through trial and error.  And the experience and perspective they have can provide priceless insight into our own situations.

Perhaps a less appreciated source of development is to become a mentor.

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I have had the privilege of being a mentor for two people in the past few years.  I’ll be honest, initially I wasn’t sure I had the skills or experience to do what it takes. In my head, a mentor was someone who had earned the right to be on that pedestal…a “bigger” person than me. But I like to think I made a difference to my mentees’ development in the time I supported them.  They have both moved on in their careers, that’s for sure.

Importantly, I learnt from the experience too.

I deepened my understanding of two specialised job roles; this broader perspective later proved helpful in securing a more senior position. I discovered who in my organisation could use their technical knowledge to help my team; this prompted me to experiment, measure and improve our web content. I improved my questioning technique to result in richer conversations; this helped me improve my line management skills and resulted in greater development for my own team.  I began to appreciate the ways my professional and personal experiences could be useful to others; this built my self awareness and confidence. Finally, on a personal level, I enjoyed getting to know two interesting, talented individuals.

In short, I am convinced that being a mentor helped me to develop in new ways, be better at my own job and ultimately to progress in my career.

The pilot mentoring scheme being developed now by the Association of Volunteer Managers (AVM) is looking for people to become mentors. This exciting opportunity involves a matching process to help pair mentees with mentors, and comes with guidance, support and the chance to network with other mentors too.  

If I can share my mentoring experience with you, I would suggest it is not about being “bigger”, older or earning more. It is about having an enquiring mind and a fresh perspective. This could come from a simple difference such as being in another team, area of work, or position in a hierarchy.  If you are looking to progress your career, consider being a mentor. You would learn as much by giving as by receiving, I promise you. So go on….give it a go.

Simply tell us who you think you are and we’ll take it from there!

If you work in volunteer management and are interested in finding out more, please let us know here: https://www.surveymonkey.co.uk/r/8TGXLWH

Booking glitch resolved on the July event.

Members attempting to book a place yesterday on the July event, Emotionally challenging situations for volunteer managers: what to do. may have been frustrated to be told the event was full. This was due to a small issue with the booking process that has now been resolved. There are plenty of places available, and bookable, now.

To book a place, please click here.

We apologise for any inconvenience caused.

Measuring the health and wellbeing benefits of volunteering

By Laura Hamilton, Laura Hamilton Consulting  and Gareth Williams, LGBT Foundation
Discover more opportunities to learn about this subject, including the four videos from our Manchester event, at the end of this blog

We were super-excited to be attending AVM’s first learning and development event in Manchester and it was great to see a room packed with volunteer managers from a mix of organisations. Conversations seemed to be flowing right from the start, which we’ll put down to the double whammy of northern friendliness and being in such a beautiful venue.

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What prompted us to attend this event? To learn from others’ experience of measuring volunteer wellbeing and to network and make links with volunteer managers from the North.  Gareth is fairly new to volunteer management, so he was really keen to get to know others working in the field.

The event was packed with content; much more than we could possibly cover in this blog. So, rather than give a blow by blow account of the day, we’ve decided to focus on the top 5 things we learned:

1. Look at the whole person
The event kicked off with a fantastic presentation from Emma Horridge and Lee Ashworth; sharing the learning from the “Inspiring Futures: volunteering for wellbeing” (IF) programme.  The programme ran across 10 heritage venues in Greater Manchester and was specifically designed to “support participants into volunteering and away from social and economic isolation”. We were so impressed by this programme and the positive outcomes and progression routes for volunteers.

We particularly liked the fact that the programme recognised the individual nature of progression and their evaluation aimed to look holistically at a person’s life, rather than just focussing on one area of impact. Interestingly, they gathered information from family members and health practitioners, as well as from the volunteers themselves. You can read and hear some of the volunteer stories from the IF programme here and learn more about their evaluation here.  

2. Time and resources matter
Whether it’s taking the time to think through your approach to measuring wellbeing, customising monitoring tools for your own programme, or securing funding to support evaluation, you’re going to need to commit some sort of resource to measuring wellbeing.  Both the IF and Kirklees Museum programmes had involved specialist organisations in the design and delivery their monitoring and evaluation around wellbeing.

Investing time and energy in measuring wellbeing does, however, help you create a powerful case for resourcing volunteering. Using a Social Return on Investment model, the IF programme was able to demonstrate that for every £1 invested in the programme, £3.50 of social and economic value was generated. Kirklees Museum used evidence of the health and wellbeing impacts of volunteering to raise their profile with their Local Authority and build links with both public health and social prescribing.  The event gave us a clear understanding of how evidencing health and wellbeing impacts helps make the case for funding and resources for volunteering.

3. It can be simple or complex
Using a Social Return on Investment model to measure wellbeing seemed like it had been a pretty complex and resource intensive process.  We were also struck by the amount of funding that had clearly been secured to support the evaluation process for the IF project and wondered whether it would be feasible to engage in this type of monitoring and evaluation with less resource available.

Kirklees took a different approach to SROI; using NEF’s “5 ways to wellbeing” as the basis for their evaluation and then undertaking semi-structured interviews with volunteers. This seemed to yield insights into the personal impact of volunteering on wellbeing and, interestingly, they found that direct health benefits were more apparent in longer term volunteers.

For those on a tight budget, there are lots of free resources available:

  • The What Works Wellbeing Centre has loads of resources around wellbeing, including a customisable questionnaire builder.
  • The IF programme website includes a whole section on good practice where they share the learning from their work.

4. Partnerships support progression

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We were both inspired by how the IF programme had developed extensive partnerships and how these seemed to support volunteers to develop a wide range of skills and opened the door to new opportunities and progression routes. It was a helpful reminder that we can achieve great things when we work collaboratively and that creating pathways between different organisations and opportunities can be really beneficial.

5. There can be ethical issues
There was some discussion around whether volunteers find questions around wellbeing overly intrusive and whether certain questionnaires and approaches might not be suitable. It highlighted the importance of having a well thought out approach, being clear about why you are gathering information, how it will be used and stored, and being able to communicate this clearly and sensitively to volunteers and ask for their consent. It is also worth thinking through how you might signpost volunteers to other services if the questions you are asking around wellbeing bring up issues around mental health or other aspects of personal wellbeing.

Our final thoughts…
It was great to meet so many people with a passion and appreciation for volunteering and volunteers. The event helped us to build some really good links and opportunities for future partnership work. It was also great to hear the perspectives and voices of volunteers, both in the presentations and during the interactive session at the end of the day.

We also valued the fact that the event included a focus on diversity and a reminder that there is still work to be done in terms of making volunteering (and all the associated health and wellbeing benefits!) accessible to all. Since the event, we’ve been reflecting on how to make volunteering opportunities more inclusive and how to reach out to new groups and demographics.

We look forward to the next AVM event up north next year and to being part of big, strong and diverse network of volunteer managers in the North West!

The four presentations from our March event are available to AVM members, using the password in your latest AVM event email. Visit: https://volunteermanagers.org.uk/member-support/talks-and-events-archive/

Be the first to discover our new Learning & Development Days, including the ‘Measuring the health and well-being benefits of volunteering‘ event in London on 9th August:

Emotionally challenging situations for volunteer managers: what to do.

Including: emotional resilience, compassion fatigue and having difficult conversations with volunteers.

Join us for this L&D event on 10th July, 2018 at Hanbury Hall, London. Click here to book.

Managing volunteers can be an emotionally challenging experience, for a variety of reasons. We could be called upon to support volunteers in stressful situations, or to deal with uncomfortable situations caused by volunteers. These could be foreseeable or completely unexpected, but either way, are we given the support and guidance needed to cope effectively?

Having difficult conversations with volunteers can encompass everything from saying ‘No’,  to offering support and sympathy in dealing with personal crises. Being properly prepared can significantly reduce the stress involved.

This event brings together some very experienced presenters and practitioners to both discuss these challenging issues and consider some practical guidance. It is relevant to all volunteer leaders and managers and will address a broad range of potential situations, with both seminars and interactive workshops. Attendees will have plenty of opportunity to share their own experiences and discuss solutions.

Click here to book.


Other AVM events:

There are still some places left for “New approaches to involving and engaging volunteers, 12 June 2018, BRISTOL.

Click here to book or for further details.


Save the date: 18th October, 2018, AVM Conference.

This year’s conference will be the biggest and best yet! Look out for announcements about speakers and early-bird tickets.

Volunteer management and HR: a marriage of convenience or a match made in heaven?

Where should volunteer management sit within an organisation? Should it be front and centre of an operations department, firmly placed in a people directorate or simply be overseen by HR?logoPrint

What are the similarities and differences between managing volunteers and paid staff and what can HR learn from volunteer managers and vice versa?

We have teamed up with the CIPD to offer you an interactive session to explore these questions. Join Elizabeth Wigelsworth, Branch Development and Volunteer Manager of CIPD and Ruth Leonard, AVM Chair and Head of Volunteering Development, Macmillan Cancer Support on the evening of Wednesday 20 June in London.

The panel of speakers from a variety of backgrounds will address these thorny issues and answer your burning questions on the relationship between volunteer management and HR – no question is barred so hopefully we’ll be in for a lively debate!

If you have questions you would like to submit for the panel, please contact the organisers before the night. You’ll also have the opportunity to put your question forward on the evening where we have time.

Secure your ticket by visiting: https://www.eventbrite.co.uk/e/hr-and-volunteer-management-a-marriage-of-convenience-or-a-match-made-in-heaven-tickets-45405459953

It’s a Date! – 18 October 2018, AVM Annual Conference

Just seven months to go until we come together for the sector-leading AVM annual conference, we’re asking you to keep the date – 18th October – firmly held in your diaries.

This year’s conference promises to be bigger and better than ever before. We’re working hard pulling together an exciting programme for the day including inspirational and challenging keynote speakers, networking opportunities and topical seminars/workshops. These will address topical issues and areas for development for all of us who help people donate their time and talents.

We’re delighted that the conference will again be held at the Royal National Hotel, London, close to Euston and Kings Cross stations. Early bird tickets will be released shortly so be sure to keep an eye on your emails for further news. Last year’s event sold out in record time, so we’d strongly encourage you to book as early as you can – and enjoy an early bird discount!

Don’t take our word for it, here are a few things people said about last year’s conference:

  • “Great networking, really friendly participants and organisers. Very professionally run in a great venue”
  • “There’s a really great energy and camaraderie amongst volunteering folk which made for a great atmosphere. I also enjoyed the good variety of sessions and keynotes”
  • “It was really well organised. With a great choice of workshops and a busy, buzzy atmosphere. Lunch arrangements made great opportunities to talk to new people”
  • “Really great keynote speakers, individually and good variety across them. Great to have peers in the sector sharing learning in workshops. Always good to hear what others are up to and have a chance to discuss challenges candidly and support each other”
  • “The networking was great, the standard of speakers was high, I felt stretched by the discussions”

What people liked about the event:

  • “What did I like about the event? – All of it! -this was my first AVM conference and I thought it was efficiently run and well delivered. The speakers and workshop leaders were professional, knowledgeable and topical. It is important to have professionals representing who are not a formal part of the third or voluntary sector but who demonstrate leadership and have a keen interest/buy in to our profession and work”
  • “The varied programme and the wide range of workshops available. The knowledge of speakers and the opportunity to share expertise”
  • “Networking, exchanging ideas, free range to think outside the box – not always possible in a work context!”

Save the Date

So make sure to keep 18th October free and watch out for more news on the conference in the coming months on the Association of Volunteer Managers website and by email.

Remember, members enjoy a 50% discount on conference places when bookings open, so now is the time to renew your membership or invite colleagues to join. Click here

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Join the AVM Membership Team!

Join UsThe Association of Volunteer Managers (AVM) is an independent membership body that aims to support, represent and champion people in volunteer management across the UK. It has been set up by and for people who manage volunteers and has been growing for over a decade.

Our membership now stands at over 400 people across various fields, disciplines and sectors. Joining us ensures that those who manage volunteers are part of an active network of volunteer management professionals across the country, where they can give and receive support, exchange ideas and learn from each other.

Through AVM, volunteer managers have the chance to join together, speak with a louder voice, and influence volunteer management policy makers and funders.

AVM also runs a vibrant programme of learning events throughout the year, as well as our popular annual conference. In addition to the excellent discounts members on these events, all have the opportunity to contribute to or to lead various elements, enabling them to develop their leadership skills and strengthen their reputation within the volunteer management sector.

So, we are proud of the services we offer our members.

However, we also know we could do a lot to improve things. We think many members might not be fully aware of the range of benefits we offer, and we suspect our members have needs that AVM is not meeting.

Our Membership Sub-committee is made up of three Board Members and our Membership Administrator. We would like to invite our members to join us, to help us improve our services, and ultimately, the support and leadership available for volunteer managers across the UK.

We are recruiting to three volunteer roles, all of whom would form part of our Membership team. These roles are as follows:

  • Membership Development Officer
  • Membership Services Evaluation Officer (X2)
  • Membership Benchmarking Officer

All of these roles will be managed and supported by the AVM Director leading Membership services – Angela Wilson. 

If you would like to find out a bit more about any of the roles, you can contact Angela at: angela.wilson@volunteermanagers.org.uk

The closing date for applications is 27 April 2018.

Continue reading

Encourage, Support, Improve: Effective use of Rewards and Recognition

Volunteers need to feel valued and appreciated, and an effective programme for reward and recognition can achieve so much more. Join us on 15 May 2018, at Hanbury Hall,  London E1 6QR, to learn what others are doing and get some inspiration for your own programme.

Click here to book a place.

This L&D event will look at examples of effective reward and recognition programmes from organisations such as: Battersea Dogs and Cats Home; Age UK Camden and British Red Cross. There will also be presentations from: Team Kinetic, looking at using data to assess rewards and incentives; Value You, explaining their free discount card and gift voucher programme for volunteers, and a Committee member from the Queens Award for Voluntary Service, giving some insight into this most prestigious form of recognition.

Recognising volunteer’s efforts and dedication clearly shows that they are supported by their organisation and helps to encourage and motivate. Volunteers who are satisfied and well-motivated are more likely to improve and progress, which in turn leads to a more productive volunteer team. Modern volunteers are often keen to improve CVs or UCAS applications by displaying skills and experience gained from volunteering. Such volunteers may be more responsive to certificates or other visible awards.

There are many different ways to recognise and reward volunteers, and each organisation needs to develop a programme that suits its resources and it’s volunteers’ needs. This event brings together a range of presenters and delegates from organisations of all sizes, to compare and contrast different approaches to this vital issue. There will also be group discussions and networking opportunities.

Click here for full information or to book a place.

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Reward and Recognition: Encourage; Support; Improve! 

15 May, Hanbury Hall, London      E1 6QR.

Click here to book.

 

 

There are also still tickets available for:

Time is Money: Investing in Volunteer time drives income. 24 April, London.  Click here.

New approaches to involving and engaging volunteers. 12 June, Bristol.   Click here

 

New approaches to involving and engaging volunteers: AVM in Bristol, 12 June 2018

AVM steams in to Bristol on 12th June, aboard the SS. Great Britain , may God bless her and all who volunteer aboard her!  Click here to book.

This will be a specially reduced -price event, thanks to the support of English Heritage, SS. Great Britain and South West Museums Development Programme, and as an introduction to AVM.

Continuing our commitment to bringing AVM Learning and Development Days to some of the key centres of volunteer activity outside of London and following on from the exciting opening event in Manchester last week, AVM will now be in Bristol in June. This event will look at some new and innovative approaches to both traditional and new challenges in volunteering. This will include looking at attracting and working with younger volunteers: research clearly shows that actively engaged young volunteers are likely to continue volunteering throughout their lives, for a variety of organisations.

We will look at how research can be an excellent starting point for initiating change. It can provide the data and numbers necessary to convince stakeholders outside of volunteering departments of what those inside volunteering instinctively know already: volunteering is still a largely untapped resource. We will also consider how best to present this information to CEOs and other senior directors, and how volunteer managers can take the lead on convincing and converting boards to the true value of their volunteer departments.

There will be lively group discussions and networking opportunities to allow everyone to share their own opinions and experiences. Lunch is included, as will be a tour of the museum and ship at the end of the main L&D event.

Click here to book

Frank Newbould. Bridlington. LNER (2)

New approaches to involving and engaging volunteers. 12 June 2018, SS. Great Britain, Bristol

 

Click here to book

 

 

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Places are still available for the 24 April event: Attracting new volunteers and breaking down silos – retail volunteering faces the same issues as much of the sector, and the Charity Retail Association identify good volunteer management as a key issue for retail volunteer organisations. Join Rob Jackson, Liz Reed of Blue Cross, Roy Clark of Barnardo’s and Robin Osterley of CRA.

Click here to book.

Aside from his full time role at Barnardo’s and speaking for AVM, Roy Clark is also running in the London Landmarks Half Marathon on 25 March. If you wish to support Roy, please visit: https://www.justgiving.com/fundraising/roy-clark4

Finding a mentor…like going to the movies?

Movie-popcornBy Angela Wilson, AVM Director.

Soon after I joined the Association of Volunteer Managers (AVM) Board of Directors, the Chair, Ruth Leonard, rang me up to ask what I wanted to get out of volunteering, what was it that motivated me? I said I hoped to learn from the diverse experience of other AVM members: I wanted to progress in my career, and so it would be great to learn from others how they had gone about developing theirs. We then got to talking about mentoring, and how it would be wonderful if AVM could set up a scheme where members could learn from each other, much as I was describing.  Top volunteer management marks to Ruth: she had identified my own motivation, and matched it with a strategic aim of AVMs. Thus it was agreed I would lead the setting up of AVMs mentoring scheme, and use the learning for the search for my own mentor to inform and facilitate the project. Great! I was excited to get going. But where to begin?

Fortunately, I was not alone: fellow Director Jo Gibney agreed to join forces with me. So, we met, drank coffee, and did a lot of brainstorming. Jo also wanted to find a mentor…so we started by thinking about what we wanted to get out of it. Discussing it helped us to think through our aims, which made it easier to consider who might be a good person to help me to achieve those aims.Reading up on it, I found out that the mentoring relationship works best when there’s a high level of trust between both parties, and this is most likely to occur when the mentee chooses their own mentor. It should be someone with whom you are not too familiar (e.g. a friend) as you are unlikely to really be challenged in your thinking or to learn very much. Also the experience gap is important: if it is “too narrow, mentor and mentee will have little to talk about. If it is too great, the mentors experience will be increasingly irrelevant to the mentee” (Clutterbuck, D. 2014).

Where would I find such a person? And how would I make the approach? I felt quite awkward about the whole thing, it reminded me of the bashfulness I felt when I was in my late teens, about to ask a guy if he wanted to go to the movies! So it took me a while to work up the courage…

After a fair bit of umming and ahhing, I took a deep breath, and called a colleague I really respected in the volunteer management field, who had experience within the area I wanted to move into. It was great to catch up with him, and talk through some of my aims and hopes. In the end I sort of blurted it out – “would you have any interest in mentoring me…of course no worries at all if you can’t…” [in my head: “EEEEEEEEEK!”] sadly, this colleague had just changed jobs himself, and just didn’t have the time right now. Oh. Oh well, not to worry. I didn’t take it personally. Onwards!

There was one other person I knew who I’d thought for some time, would make a wonderful mentor, but I’d never plucked up the courage to ask. She was talented and very experienced, and probably very busy. I didn’t think I had much chance, but I thought I’d give it a shot anyway – nothing ventured and all that. And she said yes! I was more delighted than when the guy agreed to go to the movies with me. Having someone I really respected agree to invest their time in ME seemed incredibly generous: I was very grateful.

Meanwhile, Jo and I have been busy working up our ideas for the AVM Mentoring Scheme. We’ve been learning from others, designing registration forms and a project plan for how it all might work. We hope that the scheme will make it much easier for mentors and mentees to find each other and pair up.

Since just last week, 29 people have approached AVM to say they’d like to sign up as a mentor, mentee, or both…so we’re well on the way to making it easier (and a bit less like asking someone to go to the movies?!) for members who want to find mentors. We want to bring people together, both in person and online, and facilitate links between people in similar geographic areas. But those are just some of our ideas.

We are really keen to hear from AVM members who would be happy to help us shape the scheme and test out the tools (such as the registration forms) that we’ve developed. If you’re interested in getting involved, please do leave us your details here – we’ll get back to you.

Edited 16.03.2018