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Connect with an Expert: Melissa Casey, Casey Executive Coaching

Connect with an Expert: 3 powerful questions to help you get connected to experts that can help.

Volunteer Alberta is focused on supporting the professional development of nonprofit professionals.

As nonprofit network stewards we connect information, resources, programs, and opportunities with  nonprofit leaders to develop themselves and their organizations. We identify and collaborate with experts who have valuable programs and services to offer nonprofit professionals.

Expert: Melissa Casey (MEd, BA, BSc, PCC, CEC) President Casey Executive Coaching

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We connected with Melissa as she was planning to host her 2017 Leader as Coach programs, a developmental program for nonprofit leaders focused on building inclusive leadership practices and practical coaching skills. A leader-as-coach approach is centered around helping leaders, as well as staff, to develop to their highest potential.


VA: What leadership problems seem to be more common for, or specific to, nonprofit leaders?

MC: Common for leaders in all sectors, is the experience of being hired or promoted into a leadership roles without having the necessary leadership skills in hand. There can be an expectation that once a person is in a leadership role the necessary skills will automatically evolve, which, for many, is not true. The desire to be successful is there, but the knowledge and confidence in knowing how to be a leader is another thing entirely.

Another challenge, which is somewhat unique to nonprofit leaders, is the experience of leading team members who may bring incredible heart to their jobs but might lack the skills required to operate in a successful, effective, and sustainable manner. The additional demand on leaders to mentor and coach staff may be another skill that is expected and doesn’t develop magically on its own.

youngteamVA: How does a leader-as-coach-approach help nonprofit leaders?

MC: Research shows a leader-as-coach approach results in higher levels of empowerment, increased staff productivity, engagement, and, ultimately, retention. A leader-as-coach approach is centered around a leader’s desire to develop staff to their highest potential through a combination of active listening, thought-provoking questions, and examination of barriers and stuck-points.

Coaching compels people to take action. Coaching supports the development of a fresh perspective, identifies what is wanted (and needed), explores what may hold someone back, and helps create plans to eliminate barriers. Coaching for nonprofit leaders, or from leaders to staff, provides dedicated time to explore ideas in an “agenda-free” space – like having a thinking partner who will support you in examining a challenge from multiple perspectives.

VA: What are some examples of coaching questions leaders can ask?

MC: Asking powerful questions which come from a place of genuine curiosity is the base of good coaching. I encourage leaders to ask questions of their staff and of themselves, including:

  • What might be a possible solution or next step in this situation?
  • Where are you stuck? What will support you in getting to where you need to be?
  • What is one thing you could do to make the greatest difference?

I ask leaders to think about:

  • What kind of leader does my organization need today? How about in 5-10 years?
  • Am I clear about my core values? Where might I be out of alignment? What impact is that having?
  • What one addition to my leadership would make the greatest difference?
  • Where do you want (and need) your leadership to be? How might you be getting in your own way? What will support you in getting there?

More about Melissa:

melisa-circleMelissa believes that our capacity to experience limitless potential comes with being bold, daring, brave, original, authentic, and inventive. She specializes in developing visionary leaders who are invested in the principles of inclusion and want to take their organization (and their lives) to the next level.

With 16 years of experience in leadership roles, management, and results-focused strategic planning, Melissa is a Certified Executive Coach and an accredited Professional Certified Coach (PCC) with the International Coach Federation, holds a Master of Education degree and is trained in strategic visioning methods, facilitative leadership, team development, communication effectiveness, and conflict resolution.

Why we recommend her program: Continuous learning and development supports positive transformation in ourselves and our work. It can be challenging to implement change in our lives, work, and organizations, so we get excited about opportunities that build in time to have practical hands-on experience and provide transformative leadership learning.

Melissa is offering an incredible opportunity for leadership development for nonprofit professionals in the Calgary and Edmonton areas – check out more about her upcoming programs.

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Celebrate the people power behind volunteers on Volunteer Managers Day

 “Managers of volunteers work hard to make sure volunteer programs run smoothly. They care about keeping volunteers fulfilled and engaged.

And volunteers who feel fulfilled in their roles are more likely to stick to their volunteer commitments.

That’s something worth celebrating.”

-Volunteer Canada


ivmday16November 5 is International Volunteer Managers Day – an opportunity to recognize the people who make volunteering happen in Alberta and around the world.

About 2 million Albertans volunteer. That energy and commitment to our communities is astounding, and it’s important to acknowledge the Volunteer Managers who engage and lead Alberta’s volunteers to success.

Volunteer managers, by that title or another, are crucial to our nonprofit organizations. They are critical to events like charity runs, music festivals, and soccer tournaments. They ensure that food banks, hospital programs, and animal shelters run smoothly. They show young people how to get involved, connect newcomers, and keep seniors active in their communities.

Some celebration events coming up this week:

Volunteer Lethbridge is holding a Volunteer Managers’ Luncheon on November 4. All Volunteer Managers, Coordinators, and Supervisors are invited to attend, meet their peers, have a delicious meal, and enjoy some recognition for their important work!

Edmonton Chamber of Voluntary Organization’s (ECVO) is celebrating with an International Volunteer Managers Day Reception on November 4. Volunteer Managers, Coordinators, and those who engage volunteers in their professional role are invited to attend, feel appreciated, make new connections, and delve into the topic of balancing many roles within one job.

International Volunteer Managers Day was founded in 1999 in the United States, and was first celebrated on November 5 in 2008. As the day’s popularity grows, we hope an understanding and appreciation of the hard (not to mention necessary) work of Volunteer Managers grows too.

Find more on the day’s history and purpose on the International Volunteer Managers Day website.

How are you celebrating Volunteer Managers at your organization and in your community? We’d love to hear about your plans in the comments!

 

Sam Kriviak
Volunteer Alberta

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Guest Post: Ten things nonprofits want funders to know

This article originally appeared on the Ontario Nonprofit Network (ONN) blog October 17, 2016.


onnONN has heard a lot about what works and what doesn’t when it comes to funding. Through our policy work, and our outreach and engagement of our network and working groups of nonprofit leaders, we’ve heard from organizations of all sizes over the years from a variety of sectors and parts of Ontario. These ten things keep bubbling up.

So, we’re sharing them here to open a discussion about funding: how it flows, how it can be used, how it’s evaluated, and how data and information is shared. Whether it’s from government or non-government funders, what can be done to improve investment in the sector? Here’s what the nonprofit sector wants funders to know:

1. Budget flexibility: Rather than restrictions, help us innovate and invest in the essentials that we need to deliver on our missions.

2. Measuring success: Together, let’s find great ways to measure success. Focusing on overhead ratio is not an adequate way to measure our work or missions.

3. A resilient workforce: Your funding practices determine whether we can offer decent work and avoid losing our best and brightest to other sectors with better salaries, more secure employment, and benefits.

4. Meaningful evaluation: We want you to work with us to develop appropriate evaluation strategies that can help us to do our work better, while also leading to learnings for both of us.

5. Budget size: To foster healthy growth in the sector, let’s find alternatives to funding rules based on current budget size (aka Budget Testing– limiting funding based on an organization’s current budget size.) This can perpetuate existing inequities and hamstring growing nonprofits. How can an organization grow if it’s always pegged as “small”?

6. Applications: Help reduce costs to apply for funding- use a streamlined, fast-tracked application process and letters of intent.

7. Admin burden proportionate to funding: Adopt application processes, reporting requirements, and expected outcomes proportional to the level of funding provided (and vice versa).

8. Share what’s happening: Talk about the other projects or programs you fund. If you give us information and share data, we can build more effective partnerships.

9. Work with other funders: To streamline funding administration, create common granting guidelines, application forms, and reporting processes.

10. Matching funds: Do away with requiring matching funding as a condition of being approved for a grant; many rural, small, and newer organizations will especially benefit, including those serving marginalized populations.

Liz Sutherland
ONN

Header image: WOCinTech

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Guest Post: The New Volunteer

This article originally appeared in FuseSocial‘s September 27, 2016 newsletter.


Organizations need volunteers more then ever, and the good news is; people want to volunteer!

But volunteerism has changed and volunteer expectations have evolved. It’s no longer enough to just put out a generic “call for volunteers” and then treat them all alike when they show up. Today’s volunteers have an expectation to receive something in return for their time, talents and skills they offer.  A study from JoinInUK.org sums up perfectly what volunteers are looking for in their volunteers roles.

  • planG: Personal growth and well-being
  • I:  Increased sense of purpose, such as knowing just how they make a difference
  • V: Voice regarding how volunteers are asked to give their time
  • E: Easy to sign up, to get there, and to get the job done
  • R: Recognition. Being thanked, appreciated, and celebrated
  • S: Social opportunities like making new friends and working in a team

In ten very straight forward steps your organization can work all these expectations into your volunteer programs.

smiling-woman2Volunteers want and expect:

  1. you to be prepared for them
  2. to feel welcome
  3. good training
  4. to do interesting work
  5. to know up front the duration of their shift
  6. to be appreciated
  7. you to clearly communicate with them and often
  8. to know what they are helping is making the community a better place
  9. to be socially connected 
  10. to learn something new

For more information on using volunteers to strengthen your organization please visit www.NGOConnect.NET

FuseSocial

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Alberta is Strong – Do We Also Have Endurance?

In May, Alberta experienced an unprecedented natural disaster. The entire city of Fort McMurray, along with nearby communities, were deeply impacted by wildfires. People were evacuated, homes and neighbourhoods were lost, families were separated, and jobs were interrupted, some indefinitely.

alberta-strongAlberta Strong was our province’s response to the wildfires. People across Alberta in all sectors stepped up and demonstrated our shared strength. As residents began to return to the Wood Buffalo area to reconcile, reclaim, and rebuild, they too showed the world that Wood Buffalo is strong.

Nonprofit organizations in Wood Buffalo’s social profit sector have been in the middle of it all; responding to the wildfire, assisting with the evacuation, and the re-entry. These organizations have experienced both sides of this disaster – helping those affected and being deeply impacted themselves.

FuseSocial, Wood Buffalo’s nonprofit backbone organization, shared an update from the sector in August:

We are now nearing the end of month three of post-fire re-entry and even though an astounding amount of work and progress has taken place within our community, there is still a considerable amount of work to be done.

This is especially evident within the Social Profit sector in Wood Buffalo. Agencies are working tirelessly to get back to capacity and to continue their vital work in our community.

As a result of the wildfire, many of these organizations are faced with incredible challenges including funding issues, staffing vacancies, compromised infrastructure and even the challenge of not knowing what the future will hold. 

As part of their support and monitoring of the sector over this time, FuseSocial conducted a Social Profit Sector Wildfire Impact Survey.

The survey indicated that, as of July, 57% of nonprofits were fully operating. Returning to normal has been a slow process, with some organizations facing more barriers and delays than others, including relocation, lack of services, or limited human resource capacity.

People pulled together to help with the crises in May and now, nearly five months later, it is becoming a question of endurance for social profit organizations and their staff and volunteers. Survey results indicate that:

  • 75% of organizations have been negatively impacted by losses of board, staff, and volunteers.
    • 50% of organizations lost staff since the wildfire
    • 50% of organizations are unsure if volunteers will return
  • 1 in 3 organizations experienced building damage, 1 in 5 organizations experienced equipment damage, and 1 in 10 organizations lost data, including client and historical files.

Together

These concerns, expressed by participating organizations in July, are not short-term issues. Alberta was strong when disaster hit, but support from all sectors is needed for many months to come. Let’s continue to be strong together, and offer our ongoing support to continue to help Wood Buffalo as they need it!

For more information, visit FuseSocial’s website.

Sam Kriviak
Volunteer Alberta

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