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Leadership Takes Many Forms

The Casey Executive Coaching Leader as Coach Program is a developmental program for nonprofit leaders focused on building inclusive leadership practices and practical coaching skills. A leader-as-coach approach helps leaders, as well as staff, to develop to their highest potential.

In a unique partnership, Volunteer Alberta was given a spot in the program at a reduced cost in exchange for sharing the program with others. Our Serving Communities Internship Program (SCiP) Coordinator, Tim Henderson, signed up for the program to develop his mentorship style. Tim found the concepts, theories, and techniques, introduced by Melissa Casey, helped him to understand what kind of leader he is and how he can use his skills to better help others.

We asked Tim what he learned from the course. If you choose to take the Leader as Coach Program you may learn something similar, or you may focus on your own learning goals instead!


VA: What did you experience from the course?

TH: It was fascinating to hear from the other participants in the group and get a sense of the roles they play in their own organizations. We discussed what leadership meant to each of us and found each person in the group had completely different strengths and weaknesses. What was interesting to see was how those traits shaped their respective leadership styles.

Hearing the stories of others helped me appreciate my own strengths, but they also helped me understand the steps I can take to improve my weaknesses and become a better leader.

Throughout the program we were given a number of opportunities to practice ‘active listening’ in both one-on-one and group scenarios. This type of listening helped us build trust amongst ourselves and ended up paving the way for more fruitful conversations as the course progressed.

VA: What did you take away from the course overall?

TH: Overall, I learned that leadership takes many forms. Every personality is different, but through active listening, anyone can provide leadership in their organization. We all have something different to bring to the table and, if given the tools, we are all capable of stepping into leadership. Through this program, Melissa (our host), provided these tools. Coming back to my organization after finishing the course, I found that I was able to connect and communicate with my colleagues more effectively.


Leader as Coach is designed for the nonprofit sector. Continuous learning and development supports positive change in ourselves and our work. Implementing change in our lives, work, and organizations can be challenging, so we get excited about opportunities that build in time to have practical hands-on experience and provide transformative leadership learning! Tim would recommend this course for anyone who is looking for personal or professional development related to leadership.

Do you want to sign up for Leader as Coach? Register to participate in the fall session beginning in October. This program is offered in both Calgary and Edmonton. Find out more about this program on the Casey Executive Coaching website.

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Becoming a 21st Century Nonprofit

In the 21st century, nonprofits are under increased scrutiny and competition. It might feel like you are facing off against other charitable organizations – for funding, for volunteers, and even for clients who utilize similar programs and services. So what can you do to make your nonprofit stand out? How can your organization be successful in the 21st century?

Below are the top four traits of successful nonprofits who are embracing the changes, challenges, and opportunities of the 21st century:

1. They engage in collaborative relationships:

To thrive, nonprofits need relationships. They must connect and collaborate with other nonprofits, as well as work across sectors – with government and business.

Collaboration offers the opportunity to better understand our work and our sector. We can see the areas that need improvement, the gaps in service delivery, and the potential avenues for partnership when we look at the big picture.

Understanding that everyone, regardless of their background, has ideas and perspectives to bring to the table is the first step to engaging in collaborative relationships.

Organizations open to collaboration with other like-minded organizations create meaningful workspaces and deep, systemic change in their communities!

 

2. They build trust:

Organizations are more likely to be trusted by their stakeholders when they are well connected and communicate clearly. So how can your organization build trust for those they serve, engage, and work with?

A consistent brand:

Organizations with integrity are consistent – in their marketing, in their words, and by living up to the expectations of their clients, stakeholders, funders, volunteers, staff, and community. They have a strong sense of vision and purpose. They are unified and the entire organization both believes in and works to support the overall goals.

In understanding their brand and their role, these nonprofits are better able to actively promote their organization and work with other organizations to maximize shared goals.

Having a consistent brand makes a stronger organization.

They know their audiences:

Part of building a successful brand is knowing your audience. Your brand is democratic – it isn’t just chosen by your organization, but also by your funders, donors, clients, volunteers, and other supporters. Organizations will build more trust when they communicate with each of these audiences in a responsive, understanding, and connected way.

Awareness and engagement build relationships and support

 

3. They are innovative and purpose-driven:

Organizations that invest in branding, building trust, and being open to collaboration exude a sense of purpose and relentless innovation. Purpose-driven organizations don’t wait for opportunities to fall into their lap – they seek out opportunities for growth. They tap into the latent energy of the organization and encourage others to be passionate and purposeful.

Employee engagement is key to success! An employee is engaged when they believe in the overall purpose of an organization. They will strive for success and will be passionate about meeting goals.

 

4. They support a passion for growth:

Part of being a purpose-driven organization is not pigeon-holing your staff. Employees are highly skilled and have a variety of interests. Development – personal and professional – is key to overall success because it taps into staffs’ passions and drives.

Employees in the nonprofit sector want to make a difference and are passionate about their work, but the sector experiences high turnover. It is easy for staff to burnout from heavy workloads, move onto higher paying jobs, or seek out workplaces with better benefits.

One way to keep employees engaged throughout their career is to invest in professional development. Encourage staff to pursue their interests and learn a new skillset – their professional and personal development will bring passion and purpose to their work. Staff will be more likely to be engaged, contribute, and stay with your organization.

 

What are some other characteristics of successful 21st century nonprofits? What is your organization doing already? Let us know in the comments!

Daniela Seiferling
Volunteer Alberta

Thinking Woman

What does volunteering mean to Canadians?

Ahead of National Volunteer Week, Volunteer Canada, IPSOS Public Affairs, and Investors Group released their study “Recognizing Volunteers in 2017.” At first glance, we thought the study would be about volunteer recognition: how organizations can celebrate and recognize their volunteers in new and meaningful ways. Instead, this study identifies common trends in Canadian volunteerism.

As an organization who promotes the value of volunteerism, we understand how difficult it can be to capture data and share the value of volunteering for community. This study gave us some food for thought and some valuable takeaways that we want to share.

Common Definitions

Volunteer Canada offers four categories of volunteering and giving:

  • (Regular) formal volunteering: Giving unpaid help (at least once a month) through groups, clubs or organizations to benefit other people or the environment.
  • (Regular) informal volunteering: Giving unpaid help (at least once a month) as an individual to people who are not relatives.
  • Social action: Giving unpaid help to support a community event, campaign or project.
  • Charitable donation: Donating money to charitable causes.

These categories are helpful for distinguishing the different ways someone might support your organization or community; however, they are not all widely used by Canadians:

There is momentum building globally to expand the definition of volunteering to include informal volunteering, organic movements, and the many ways that people put their values into action. Canadians continue to perceive volunteering as a vital part of communities, and while they engage in community in diverse ways, they do not necessarily consider informal activities to be volunteering.

Canadian Opinions on Volunteering

So what do Canadians think about volunteering? For this report, IPSOS Public Affairs surveyed 1200 Canadians aged 16 and over in 2016. The poll found that Canadians greatly value volunteering: 87% felt that our society would suffer without volunteers, and 75% felt the economy would suffer without volunteers. At the same time, respondents considered helping family, random acts of kindness, and improving one’s community as more important than volunteering.

Some other interesting findings from the survey include:

  • 75% of Canadians view volunteering as an easy activity.
  • 75% of Canadians are very willing to volunteer in times of crisis.
  • 68% would be more motivated to choose an employer with a strong volunteer culture.
  • 82% of Canadians believe that all Canadians have something to offer.
  • 72% of Canadians agree that communities thrive when people know each other.

This is a great foundation of passion and interest for nonprofits to continue to build on!

The survey also explored the barriers to greater involvement that Canadians face. The main barrier is lack of physical or social opportunities (ex. lack of time and resources; friends and family not volunteering), followed by lack of physical or psychological capability (ex. lack of skills or knowledge). These insights provide opportunities for nonprofits to be flexible and meet volunteers where they are at. For instance, from the poll:

  • 60% agreed people would volunteer more if it was organized by their employer.
  • 68% agreed people would volunteer more if they could do it as a family.

Does your nonprofit currently offer employee-supported volunteering (ESV) opportunities or volunteer work that could be done as a family? Volunteer Canada has more resources on both styles of volunteer engagement on their website.

Find out more about “Recognizing Volunteers in 2017” – read the full report for more statistics and insights about volunteering in Canada.

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From the Vault – Microvolunteering: the benefits and drawbacks

April is a busy month for volunteerism! April 23-29, communities across the country will be celebrating volunteers and volunteerism for National Volunteer Week.

volunteer-lethbridgeBut first, Saturday, April 15 is Microvolunteering Day – an opportunity to learn more, get involved, or offer microvolunteering opportunities.

Last year, Volunteer Lethbridge promoted Microvolunteering Day as part of their National Volunteer Week celebrations, and shared with us some the benefits and drawbacks of Microvolunteering.

We originally shared the following post April 6, 2016.


From the Microvolunteering Day website:

“Microvolunteering is bite-sized, on-demand, no commitment actions that benefit a worthy cause.”

Some examples of microvolunteering include:

  • Tweeting about an organization or event
  • Baking a cake, knitting a hat, or writing a card for a cause
  • Picking up garbage in your community
  • Participating in a survey or research project
  • Signing a petition
  • Helping a senior with their groceries or yard work

I talked to Chelsea Sherbut, Volunteer Lethbridge’s Development Coordinator, to learn more about microvolunteering and what Volunteer Lethbridge has planned for the day.

Sam Kriviak: How is microvolunteering different from traditional volunteering? What are the benefits and drawbacks of microvolunteering?

Chelsea Sherbut: Unlike most normal volunteer opportunities, there is no application process, no screening, and no real commitment with microvolunteering. Usually you don’t have to go to a specific place to do it. It can often be done for home on your own time. You can see that there can be a lot of benefits!

Some drawbacks are that volunteers might miss out on making some of the “real life” connections that you get with traditional volunteering, and it’s not the kind of volunteer opportunity that improves your résumé. It still can be tremendously impactful, though, and is a fantastic option for people who feel like they are too busy to volunteer.

SK: What about for volunteer-engaging organizations?

CS: For organizations, microvolunteering offers a way to create more engagement and an easy platform for people to get to know your organization better. It’s a good opportunity to expose people to your mission and slowly build an ambassador for your work!

It can also be a lot easier to attract volunteers for these kind of opportunities. We often talk about eliminating barriers to volunteering and this is one great way. If you can create an opportunity that requires as few barriers as possible you’ve made it almost impossible for a prospective volunteer to say no!

Creating microvolunteering opportunities isn’t without challenges, but if you are creative, there are a lot of potential ways to use volunteers on a micro-scale: research and data collection, citizen science, online petitions, donations of specific items, brainstorming (i.e. naming your new exhibit/campaign), social media marketing, clean ups, etc.!

SK: Along with many other community celebrations, Volunteer Lethbridge is recognizing Microvolunteering Day as part of National Volunteer Week. What are your plans for the day?

CS: Yes we have a very busy week, so this one is a bit low key. Our main plans are:

  • to highlight a different microvolunteering opportunity each hour throughout the day on social media;
  • to complete some microvolunteering actions in our office.

SK: Why did you feel it was important to celebrate Microvolunteering Day? How does microvolunteering benefit Lethbridge?

CS: We want everyone in Lethbridge to consider themselves a volunteer. Microvolunteering is one super simple, super fast way to get involved that EVERYONE has time for. We’d also like to start building an awareness of how agencies can be creative when they are coming up with ways to engage more volunteers.

SK: If people are interested in microvolunteering, where can they go for more information or to get involved?

CS: For people outside of Lethbridge, check out the Microvolunteering Day website. In Lethbridge, check out our Facebook page on Friday, April 15th for a ton of great ideas and opportunities all day long! We would love to hear what micro-actions others in the province are doing too!


Thank you so much to Chelsea from Volunteer Lethbridge for sharing with us!

Do you have plans or ideas for Microvolunteering Day? Let us know in the comments! Places to find out more:

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To Mentor or Coach: That is the Question

Volunteer Alberta is proud to promote Creating People Power’s Mentor Coach program, a unique opportunity for cross-sector, experiential learning to build your leadership skills and your network! In this post, Linda Maul from Creating People Power shares some of her insights on leading as both a mentor and a coach.


The best leader I ever worked for was a gentleman by the name of Aubrey Liddiard at Mid-West Paper, and he has been my role model over the past thirty some years. Whenever I am not sure of what to do as a leader, I ask myself ‘What would Aubrey do?’ 

What Would Aubrey Do?

Aubrey definitely had high expectations for his staff. He was my biggest cheerleader when I got things right. He always approached a conversation by inviting my ideas first, believing I had a piece of the puzzle he was unaware of, that I knew something he didn’t. When I did make a mistake, he would invite conversation to ensure I understood what had happened and then expected me to correct it. If I missed a deadline, the conversation always focused on my accountability to myself and the organization to meet commitments. He taught me how to manage expectations if there was even a hint of being late with an assignment. He was my mentor and my coach, sometimes telling me what to do if it was something new for me; other times asking questions, taking a coach approach, so that I came up with my own solution.

Today employees expect leaders to show up like Aubrey: to support others to be their best and to develop the next generation of leaders. Aubrey maintained control and achieved results – in fact he exceeded overall objectives year after year. However, he didn’t command employees to deliver. Instead, he inspired, motivated, and supported us to meet his expectations. He was a masterful coach and wise mentor who knew how and when to share his ideas and when to invite our input. His approach was always to start with a question first to understand what we already knew in any given situation.

What is the Difference Between Mentoring and Coaching?

To understand the difference, we need to know the definitions of mentoring and coaching:

MENTORING occurs when more experienced individuals share their wisdom and experience with staff or volunteers on a one-on-one basis. Mentoring often addresses topics like workplace culture, career growth, political savvy, specific skill development, or professional networking.

COACHING is based on the premise that the answers lie within the staff member or volunteer. Coaching is focused on the solutions the team member can create, not the answers the mentor brings. A coach will use questions to invite the volunteer or employee to tap into their own knowledge, experiences, and wisdom to move forward. Through coaching, the ability to develop and build on ideas is supported and practiced for successful execution today and in the future.

To Mentor or Coach?

Not sure whether to mentor or coach? Ask first! Always approach any potential mentoring situation with a question or series of questions to see if your employee or volunteer can solve their own dilemma or challenge. They may have insight into pieces of the puzzle that you are unaware of. Step in as their mentor only when you know the answers don’t lie within.

Still not sure about mentoring or coaching? Ready to learn more? Join Creating People Power’s Mentor Coach program, or get in touch.

Linda Maul
Creating People Power

Linda is a Professional Certified Coach, founder of Creating People Power with over twenty years of professional leadership development, eight years of executive coaching, and co-author of two books.  Her coaching practice includes a diverse group of senior leaders who are hungry to grow. If you have not experienced coaching, book Linda today for a complimentary session….you are one click away! 

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