May 15, 2017
Building Volunteer Systems
Leading volunteers begins with having a fundamental system. One quick acronym to remember as you supervise volunteers within the 4-H program is ISOTURE.
I – identify the needs within the program. Are more volunteers needed? What tasks need to be completed? Are you willing to allow a volunteer to work in a specific area? What are the expectations for the volunteer? Start with brainstorming the tasks, type of person needed and end with a written position description or role.
S – selection who is the best person for this role? Knowing the role description and matching the right person with the role increases success. But where do you find the “right” person? Start with a plan by developing a list of potential volunteers; make a personal contact by asking and sharing the position role; and answering questions. Selection also includes the required Volunteer Screening process.
O – orientation is a welcome to 4-H. What is the big-picture of K-State Research and Extension? It’s the opportunity to share the vision, mission, goals and values of 4-H. Orientation is an opportunity for asking questions.
T - training includes sharing the specifics of the task or role the volunteer has accepted. What are the expectations? How long will it take to complete the task or role? Where can the volunteer get assistance or back-up if needed? Training is skill building.
U – utilize is summed up in a phrase “we use the volunteer’s talents” for extending the 4-H program. Utilization is allowing the volunteer to teach youth educational lessons or guide adult volunteers within the 4-H program. It’s about supervising a work force that contributes to “making the best better.” Bottom line – the supervisor must be willing to delegate roles and tasks for effective utilization.
R – recognition is vital as everyone deserves a pat on the back for a job well done. One of our deepest emotional needs as people is for recognition and approval by others. Volunteers need to know that their contributions made a difference and as agents we appreciate their work. Recognition is giving credit where credit is due.
E – evaluation simply answers the question, “how am I doing?” The evaluation is feedback on whether expectations were acceptable from the pre-arranged task specified in position and/or role description. Was the volunteer role a good fit? The evaluation can be formal or informal but don’t forget committed volunteers find value in their experiences.
Investing in the ISTOURE model can strengthen any volunteer program. Getting started takes time and dedication, but it can have rewards for extending 4-H programs.