Managing talent in volunteering

As part of our work through the European Year of Volunteering here at VC Warrington, we are doing some research into the concept of Talent Management in engaging volunteers.

Linking in with lots of the previous debates and discussions about volunteer managers as ‘leaders’ and ‘enablers’ and referencing these key skill sets as opposed to traditional management approaches, I am really interested to hear about the view and experiences of GUM members.

So, with this in mind – if you have a few minutes to consider the following I would love to hear from you – either via the group or off list:

  1. How do we manage talent when it comes to volunteers?
  2. What do we think we are already doing around ‘enabling and empowering’ volunteers, rather than ‘managing’, that works well?
  3. How do we know it’s working well?
  4. What stops you from ‘letting go’ when it comes to involving volunteers and going with what they can bring, as opposed to fitting volunteers into a clearly defined role and structure?
  5. Do you have any proven approaches for identifying talent in your volunteers and developing individuals to make the most of this?

Looking forward to hearing from people. Many thanks.

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