A Win-Win Opportunity for Nonprofits and Volunteers
We thank Jill Friedman Fixler and Beth Steinhorn of JFFixler & Associates for writing this issue of
Nonprofit Tools You Can Use.
Nonprofits face increased demand for services despite decreased budgets. Meanwhile, more than 78 million Baby Boomers have work experience and talent to spare. Furthermore, newly retired Boomers are interested in leaving a social legacy through volunteerism. In recent months, Boomers and generations that follow are flocking to nonprofits with new, unexpected motivations: these “newly unemployed” have a desire to learn new skills and remain competitive in this tough job market. They want to share their skills and make meaningful contributions during unemployment or retirement.
This convergence is an unparalleled opportunity for organizational capacity-building through the utilization of Baby Boomers’ skills, talents, and circles of influence. When nonprofits shift to a skills-based approach, they can negotiate powerful agreements with volunteers who already share a passion for their mission. These volunteers are often happy to contribute their talents in marketing, technology, organizational development, strategic planning, human resources, finance, program evaluation, and more.
Match Volunteer Skills to Strategic Goals
Nonprofits have the opportunity to access the abundant resources of the Boomer generation—and right now is the time to do so. If we turn away these talented individuals because we cannot imagine how to engage them within our organizations, we will lose a generation of volunteers and potential donors as well. We encourage all nonprofits to consider what would be possible if they asked every volunteer, donor, client, and participant, “What skills do you have that you would gladly share with our organization if we could make it possible for you to do so—and if they align with our strategic goals?” Imagine the abundant resources that would surface that we never before dreamed possible even in this environment of scarcity.
To build your organization’s capacity beyond what staff alone can accomplish, follow these tips for shifting to a culture of volunteer engagement that utilizes the skills and talents of Baby Boomers and the generations that follow.
Nine Tips to Make the Most of Boomer Skills and Talents
Tip 1: Know your target audience
Research the Boomer generation and understand your target market for skilled volunteers. Boomers have unique skills and a passion for meaningful work. Understanding Boomer motivations and desires in terms of volunteerism will help you effectively harness their talents for your mission fulfillment.
Actions:
- Read up on the Boomer generation. See recommended reading.
- Connect with local volunteer centers to explore Boomer research relevant to your nonprofit’s local region. See volunteer centers.
- Engage a Boomer volunteer to summarize the copious research that is available.
Tip 2: Know yourself
An important step in organizational transformation is to assess current practices of volunteer engagement and identify areas of need and opportunity for skills-based volunteer positions.
Action: Identify key stakeholders who can champion a volunteer engagement approach. Review your current circles of influence, including donors, vendors, clients and their families, program alumni, board members, current volunteers, corporate partners, and organizations with whom you partner.
Tip 3: Structure your organization to support innovation
Whether organizational change originates from the top or bubbles up from below, it does not happen overnight. To be successful, board and executive leadership must embrace the initiative for change, model the collaborative approach of Boomer volunteer engagement, and hold staff accountable for a new way of partnering with Boomer volunteers.
Action: Establish a Task Force, including key agents of change, and empower it to assess your needs and identify one concrete area of need that can be addressed through a partnership between staff and a skilled Boomer volunteer. Then, use this opportunity as a pilot project to learn new skills in volunteer engagement and demonstrate the potential of Boomer volunteer engagement.
Tip 4: Map out your initiative
Pilot programs can transform organizations gradually, intentionally, and effectively by creating learning opportunities and leveraging internal champions.
Action: Develop a comprehensive work plan to achieve your vision, including action steps, resources, and measurable outcomes. Your plan should include all who are involved, so they can see both their roles in the project and the impacts of their efforts. See planning resources.
Tip 5: Create meaningful opportunities
The skills and abilities of Boomer volunteers can increase a nonprofit’s reach through high-impact volunteer positions. Innovative volunteer roles and flexible structures for volunteer positions are especially appealing to Boomers.
Action: Develop position descriptions that are carefully planned and have an outcome focus. A well-written description of a Boomer volunteer position description is the reference point for negotiation, support, accountability, and evaluation. See job descriptions.
Tip 6: Network and cultivate from within your existing circles
Engaging Boomers in high-impact positions requires intentional cultivation. Cultivation is a broad process, directed both internally and externally, and aims to develop existing and potential volunteers.
Actions:
- Develop a powerful case statement for Boomer volunteer engagement and share it with your potential volunteers.
- Ask your existing volunteers, donors, participants, clients, and other stakeholders, “What skills do you have that you would gladly share with our organization? How do your skills align with our strategic goals?”
Tip 7: Find the right fit for each volunteer and invite Boomers to collaborate
An effective interview helps both the interviewer and the volunteer determine if the volunteer has the appropriate skills, motivational style, and fit within the organizational culture. A positive, professional contact between a potential Boomer volunteer and a nonprofit increases the chances of his or her future engagement as a volunteer. Remember, Boomers pay close attention to customer service.
Actions:
- Engage experienced volunteers in the process of interviewing potential volunteers.
- Strategically plan your interviews to ensure that they reveal the information you – and the candidate – need to know.
- Be prepared to customize a new position description as one way to engage a talented Boomer in high-level work, even if no relevant position exists.
Tip 8: Support, don’t supervise
Boomer volunteers seek support for their work, not supervision. They want collegial relationships with staff.
Actions:
- Negotiate with your Boomer volunteers in order to establish powerful partnerships in which staff and volunteers come to agreement on accountability, timelines, communication, outcomes, and milestones.
- Develop Individualized Volunteer Plans to establish a personalized career track for Boomer volunteers that will keep them motivated and engaged for the longer term.
Tip 9: Develop a sustainable culture of volunteer engagement
Successful Boomer volunteer engagement pilot programs can be replicated to institutionalize the initiative and build the organization’s capacity.
Action: To maintain a sustainable Boomer volunteer engagement model, measure feedback and progress, identify your champions, share your stories with others in the organization, and communicate throughout the process to inspire others to become part of the collaborative culture.
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