Introducing a volunteer mentoring program By Deanna Lynn Cole www.ivolunteerUNIVERSITY.com When engaging volunteers it can be difficult to ensure that each volunteer receives the time, attention, and training that they need to be successful - this is where a volunteer mentoring program can help! Mentoring improves success in volunteer placement, increases recruiting and retention rates, engages seasoned volunteers and creates a sustainable practice for your organization. By encouraging a learning culture through mentoring, you can ensure that volunteers take an active role in spreading knowledge and best practices throughout their organization. In the first part of this two-part session, you'll learn how a mentoring program can benefit your volunteer engagement program and your organization, and some key steps and best practices for creating a mentoring program. Part II will cover building and managing a team of volunteer mentors. While it is strongly encouraged and extremely beneficial to attend both Part I and Part II of this series, attending both is not required. What You'll Learn: How a volunteer mentor program can positively impact a volunteer engagement program. The benefits of mentoring to volunteers and the organization. How to structure a mentoring program. Best practices for introducing a volunteer mentoring program into an organization. Who Should Attend: Volunteer Program Managers Those responsible for managing or engaging volunteers FMI contact Deanna Lynn Cole at ivolunteerUNIVERSITY@gmail.com

1. Deanna Lynn Cole, CVA
CEO - Founder
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Introducing a
Volunteer
Mentoring
Program
- Part 1 -
VolunteerMatch.org Webinar 18NOV2014

2. What we will cover
• How a volunteer mentor program can impact a volunteer
engagement program.
• The benefits of mentoring to volunteers and the organization.
• How to structure a mentoring program.
• Best practices for introducing a volunteer mentoring program
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3. Impact
• Experience. Retention, advocate
• Builds morale & enhances image
• Less turn over rates; Cost savings
• Growth/expand; synergy, skill force-multiplier
• Awareness & recognition
• Future legacy
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4. © 2014
Benefits
• Attracting talent
• Developing talent
• Supporting diversity initiatives
• Succession planning initiatives

5. Structure
• Design
- Focus, matching process, training, guidelines,
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accountability
• Matching competencies in areas of:
- Learning vs teaching, roles, personality types,
expectations
• Training
- What it is & is not, obstacles & bridges, cycle
• Support
Formal
vs.
informal

6. Mentor Top 10 Mentoree
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1. Facilitate
2. Be yourself
3. Consistency
4. Be honest, don’t fake it
5. Empower, don’t solve
6. Share responsibility
7. Believe in your value
8. Mentor, not coach
9. Know limits
10.Listen more
1. Do your own work
2. Be yourself
3. Commitment
4. Be there, engage
5. Realistic expectations
6. Share responsibility
7. Give back
8. Be receptive; listen
9. Assumption check
10. Pay it forward

7. Objectives of a mentoring program
• Retention, engagement, empower
- Support and reward high performance
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• Succession Planning
- Creation of talent pool
• Development of professional relationships
• Create culture of continuous learning
- Individual development
- Knowledge transfer
• Career growth and development:
- Cultivate individual career planning ownership
• Mentor to gain better perspective of individual /
organizational issues

8. When it isn’t working
• Structure/Design flaw
• Mis-match/fit between mentor & mentoree
• Lack of trust/commitment
• Pre-existing disappointment by earlier experiences
• Some volunteers may avoid or quit
• The mentor may feel burdened by the relationship
• Communication barriers, technology, verbal/non verbal
• Leadership distancing, non-supportive
• Poor training
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9. Today’s take-a-ways
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✓ Remember information is key
๏ Identify formal/informal needs
๏ Strategic plan, survey, train internal/outsourced
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✓ Prepare for ‘road blocks & bridges’
๏ Identify key issues, goals, resources, or things to highlight
๏ Create mentor agreement plan; outline, goals, mission, outcomes
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✓ Invite volunteers to participate
๏ Think tank, training, evaluation & feedback
๏ Ask, review feedback/AAR (or begin feedback/AAR process)

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Deanna Lynn Cole, CVA
CEO - Founder
@iVolunteerU
iVolunteerUNIVERSITY@gmail.com
www.facebook.com/iVolunteerUNIVERSITY
913.777.4488