Superhero Volunteer Management part one: Why we should be recruiting superheroes

Superhero Volunteer Management part one: Why we should be recruiting superheroes

I am really pleased to give my latest blog post over to guest contributor, Carol Carbine. I’ve know Carol for many years and you are in for a real treat with her first ever article. Oh, and in case you were wondering, part two will be published here in late September.


Ok, before I start, there are hundreds of articles out there about the psychology of superheroes: what superheroes can teach us about marketing; what your kids can learn from superheroes; leadership lessons from superheroes; what superheroes can teach us about investment strategy; the list is endless.

So you may be asking yourself why I feel the need to talk about volunteer management and superheroes. Simple answer, why not? I mean let’s look at it from the perspective of the individuals we are trying to recruit into volunteering – who hasn’t wanted to feel like a superhero at some stage in their life (even if you were only 6 years old)?

There are some brilliant volunteer managers but many of us still worry about being too demanding, asking too much of our volunteers and managing too rigorously. After all, we’re not paying these people are we so we shouldn’t expect too much? Sadly this means that all too often the results of our recruitment efforts don’t meet our aspirations and we end up with volunteers that are OK, but not brilliant. More sidekick then superhero.

So let’s time travel back to 2012. If I’m honest like many, I didn’t know what to expect from the London Olympics volunteer programme. At the time we heard about teething troubles recruiting (and retaining) great volunteering specialists, the fact that McDonalds were being brought in to manage volunteer recruitment and induction, plus the tens of thousands of people who pre-registered their interest and didn’t get a reply – yes, I was one of them. And, if we are really honest, loads of us thought that Danny Boyle seemed a bit of an odd choice to direct the opening ceremony.

How wrong were we!

Universally when you talk to people who became ‘Games Makers’ (they never think of themselves as ‘only a volunteer’) the immense passion, pride and sense of having been part of something extra special shines through, even six years later.

A while ago I had the opportunity to talk in detail to some of the Pandemonium Drummers who featured at the 2012 opening ceremony about the rigorous recruitment process they went through. This process led to a genuine pride that they were the best of the best – the high expectations, absolute secrecy, attendance at an extremely high percentage of practise / rehearsals or you didn’t get to perform on the day, and so on.

Ok so back to superheroes, think of your favourite superhero what is it that makes them super? Here are a few suggestions to get you started:

  • A high level of passion for the cause that inspires them to take action
  • Great skills and talents
  • A clear vision of what needs to be done
  • A clear identity – who they are, what they stand for and usually a natty costume!
  • A willingness to tackle challenges head on, learn from their mistakes and keep going till the job is done

Let’s be honest, who wouldn’t want people like this as volunteers?

Before anyone starts complaining about my high standards radically reducing the pool of available people, being elitist or not being inclusive, remember that superheroes come in all shapes and sizes from Ant Man to Ego (who’s a living planet) and from a range of socioeconomic backgrounds including an ex-convict, an orphaned college student and a millionaire philanthropist. They also include a green one, a blue one, a blind one, a deaf one, a couple of wheelchair users, one who appears to have been genetically imprinted by a cat and a living tree!

So next time you’re recruiting you might just want to raise the bar and consider what super talents your superheroes need to have. Or then again you might just want to do it the same way you have always done it and settle for sidekicks.

PS. According to the Oxford English dictionary in 1899 when the word ‘superhero’ first appeared it meant ‘an exceptionally skilful or successful person’.


What do you think? Share your thoughts in the comments below.

If you’d like to contact Carol direct, here are her details:

Website: www.carolcarbine.consulting

Email: carolcarbine@icloud.com

Twitter: @carolcarbine

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All Volunteer Managers are liars

All Volunteer Managers are liars

Yes, you heard me right, all volunteer managers are liars.

OK, not all of them. But those who I hear saying that people don’t want to volunteer, they are liars. They perhaps don’t realise they are lying, but they are.

People today do want to volunteer. They just don’t want to volunteer to do the things we are offering them.

Look at the latest data from NCVO. It highlights two key things.

First, one of the most common reasons why people volunteer is because they had time (28% of respondents).

Chart showing 2016-17 on why people say they volunteer
Chart showing 2016-17 on why people say they volunteer

Second, one of the biggest barriers to volunteering is people having other things to do with their spare time (35% of former volunteers and 36% of those who have volunteered once a month).



Chart showing 2016-17 on the abrriers people say exist that stop them from volunteering
Chart showing 2016-17 on the abrriers people say exist that stop them from volunteering

Why this contradiction? Simple. Plenty of people do have time to give, they’d just rather spend their spare time doing anything other than volunteering1. They would rather spend their precious leisure hours with their family, seeing a movie, going on a city break, reading a book, going out for a meal, watching their favourite sports team – anything but volunteering.

Our job as leaders of volunteer engagement is to try and market volunteering to people in such a way that they want to spend some of their spare time volunteering with us.

Which brings us back to the idea of all volunteer managers being liars.

I don’t really think they are at all. It’s a headline that got your attention. And it isn’t original. I stole it from Seth Godin and his excellent book, “All Marketers Are Liars”. I’ll let Seth explain:

“I wasn’t being completely truthful with you when I named this book. Marketers aren’t liars. They are just storytellers. I was trying to go to the edges. No one would hate a book called All Marketers Are Storytellers. No one would disagree with it. No one would challenge me on it. No one would talk about it.”

Seth Godin
Seth Godin

Seth goes on to explain why stories are so powerful in marketing:

“All marketers tell stories. And if they do it right, we believe them. We believe that wine tastes better in a $20 glass than a $1 glass. We believe that an $80,000 Porsche Cayenne is vastly superior to a $36,000 VW Touareg, even if it is virtually the same car. We believe that $225 Pumas will make our feet feel better – and look cooler – than $20 no names. . . and believing it makes it true.”

In other words, as recruiters of volunteers, we need to get a lot better at telling compelling stories that make people believe that volunteering is great and make them want to give us some of their spare time. Over to Seth again:

“Marketing is about taking something people may or may not want and telling a story to turn that something into a thing people definitely want.”

Here are two things I think leaders and managers of volunteers can learn about volunteer recruitment from “All Marketers Are Liars”.

1 – Don’t try to change someone’s world-view

You do not have the time or resources to convince someone who firmly believes they don’t have time to volunteer that, in fact, they do. A much better approach is to identify a population with a certain worldview and frame your story in terms of that worldview.

Consider this example. A divorced father sees his children for a weekend every two weeks. He thinks he doesn’t have time to volunteer because of the demands of his job and his desire to spend his spare time with his children. This dad also wants to do interesting and exciting things with his kids when he has them.

The smart volunteer recruiter tells the dad a (true) story about how their organisation’s family volunteering scheme is a great way to have fun and spend time with your children doing something meaningful. This message will likely resonate more with the father – increasing the chances of him signing up to volunteer with his children – than a message asking him to spare a few hours he doesn’t think he has.

2 – Make the most of influencers

“You have no chance of successfully converting large numbers of people to your point of view if you try to do it directly. But if you rely on the nearly universal worldview that people like being in sync with their peers, you are likely to find those who believe your story will share…with their peers. If your story is easy to spread, and if those you converted believe it’s worth spreading, it will.”

This observation from Seth Godin is really important. It’s a validation, at least in part, of the power of word of mouth advertising, one of the most effective forms of volunteer recruitment. It suggests a belief that I have long held about how to influence people to volunteer: instead of encouraging people to volunteer through stories about and images of people in the public eye – typically celebrities – we need to show potential volunteers that people just like them volunteer.

Let’s go back to our divorced dad. A message from a celebrity dad in a similar situation isn’t likely to win him over to volunteering. But if we can show the dad someone like him, someone he can identify with, someone who probably faces the same pressures he does, someone who despite all that still manages to find time to volunteer and has a good time doing so, then that might go some way to convincing our dad to think about volunteering.

Instead of turning to people in the public eye, let’s turn to our existing volunteers. Let’s get them to share their volunteering stories with their friends and families. Maybe see if some of them are willing to be featured in your organisations bigger marketing efforts? It can’t hurt to try and chances are it’ll be more effective than another poster campaign saying, “Help! We need volunteers”.

Front cover of "All Marketers Are Liars"
Front cover of “All Marketers Are Liars”

So all volunteer managers aren’t liars. But we are wrong if we think people today don’t want to volunteer. To get them involved we need to create opportunities that match people’s interests and availabilities. We need to provide a great volunteer experience. We need to tell stories about those great experiences we have available in a way that resonates with the people we want to recruit.

All of this can be a big challenge for us but it is also an amazing opportunity.

Let’s get started.

  1. In fact, the top barrier to volunteering is work commitments (59% and 61% respectively) which is another way of saying people have other things to do with their spare time.

Two reasons why another pledge to volunteer won’t transform volunteering

Two reasons why another pledge to volunteer won’t transform volunteering

2018 was just two days old when the almost inevitable pledge to volunteer was issued. This time, the International Voluntary Service (IVS) launched a volunteer pledge, calling on the public to say they will volunteer this year. As Civil Society Media reported:

“IVS is running the campaign, with a budget of £20,000. The campaign aims to combat the decline in volunteering after figures published last year by the Office for National Statistics that show that volunteering levels have declined by 15 percent over a decade.”

A number of high profile charities are supporting the pledge, including Oxfam, Royal Voluntary Service, PDSA, Leonard Cheshire, Volunteer Scotland and Sense Scotland. Knowing these organisations, I am sure the pledge is well intentioned – they would not support it otherwise. But it isn’t what we need if we want to see a transformation of volunteering in 2018.

Here are just two reasons why.

  1. Pledges do not necessarily result in action. The great British public are ever generous with their time and money, but both of those resources are harder and harder to spare. So, when asked to consider volunteering, many people say yes and then struggle to turn their good intentions into action.In the coming weeks we will no doubt hear how many people have responded to this pledge and, on one level, that will be a good thing. But past experience teaches that the number of those who actually go on and give their time will be far lower.

Which brings me to my second point…

  1. Asking people to give time isn’t the answer. Many already do, we are a generous nation with volunteering written into the fabric of our society, however invisible that may be on a day-to-day basis. What we need is a shift in the attitude and approach of Volunteer Involving Organisations.A shift that doesn’t blame the public for not volunteering, recognising instead that people don’t want to give some of their precious time to do what so many organisations are offering.A shift which recognises the experience people have and what they achieve is more important than how many people volunteer and how many hours are given.

    A shift that sees volunteer involving organisations creating new, different roles that meet the availabilities, interests, skills and passions of today’s volunteers.

    A shift that sees proper investment in volunteer engagement, not merely platitudes and lip-service from sector leaders, politicians and funders.

In conclusion, I commend IVS and their partners for giving volunteering some attention as 2018 gets underway, but call on everyone in the sector to use this year to recognise that change will not come from campaigns like this.

If we do what we’ve always done, we’ll get what we’ve always got.

If you’d like to find out how Rob Jackson Consulting Ltd can help your organisation change to meet the demands of 21st Century volunteers then get in touch. We’d love to hear from you and work with you to engage and inspire your people to bring about change.

Participation branding – three takeaways for leaders of volunteers

89% of advertising is not noticed or remembered. Of those who do notice advertising, more and more people then take steps to actively block it. In other words, most of those adverts for volunteers you’re putting out are being ignored by people.

When you think about the amount of advertising organisations do for volunteers, and how much that costs, it’s shocking to think how little impact you’re apparently having in getting people to want to volunteer.

So, when I read this article from nfpSynergy, ”Comic Relief: How the brand connected with Millennials and Generation Z”, the term ‘participation branding’ caught my eye. That lead me to this article, ”Participation pays: Study from Iris reveals how major brands are harnessing ‘people power’”.

Here’s what I took away from these two articles and the little bit of additional research I did online.


Creative innovation network Iris believe that the most potent and efficient brands in the world today are being built with people, not for them. A new breed of brand is not just surviving, but thriving. They are outperforming the competition without outspending them. They are getting their market to do their marketing. These are what Iris calls Participation Brands.

These brands are thriving by activating the power of people to build their brand and creating content and conversations that people want to actively participate in.

Ben Essen, executive planning director at Iris, says:

“Brands no longer influence people. People do. With the Participation Brand Index we wanted to understand more deeply why people are choosing to get involved with certain brands and what the secret is for those brands who manage to get their market to do their marketing.”

“It’s become ever easier for consumers to shortcut the media-driven decision making process and access beliefs, behaviours and new ideas directly from other people. Communities can now live on their own terms and agendas without the need for organisations telling them what to do and what to buy. Participation Brands are those who have responded to this change by designing content and experiences that positively disrupt the networked lives we now live.”

The brands who top the Iris The Participation Brand Index study are those seen to not just have a positioning, but a passionate purpose at their heart. They are the ones felt not to just respond to culture but actively shape it. They are the brands creating content, conversations and experiences that people want to get involved in.

For example, the number one brand globally was Apple, who excelled against all these aspects. The number one brand amongst a millennial audience was Netflix, for whom there is a stronger sense of anticipation in ‘what the brand is going to do next’ than any other brand in the study.

The effectiveness of participation branding is generally measured in term of return on involvement (rather than investment).


I’m a big fan of taking ideas from outside our field and applying them to our work. For example, see my article about how organisations can adapt their approach to volunteer recruitment in light of what’s called influencer marketing.

So what does participation branding mean for those of us leading, managing and recruiting volunteers? Here are my topthree thoughts.

Get your market to do your marketing

Word of mouth has always been an effective way of recruiting volunteers. I am more likely to support a cause if someone I know and trust asks me than if I see a poster or leaflet saying I should get involved.

Remember the quote from earlier, “Brands no longer influence people. People do”? Put simply, participation branding is just a fancy new term for word of mouth. It recognises that a personal ask is more powerful than an impersonal advert.

How can we get more of our volunteers to talk to people they know about volunteering with us? Here are two simple tips to get started:

  • Ask your volunteers to ask their friends and family if they consider volunteering. You’d be surprised how few organisations actually do this.
  • Help volunteers to ask others. For example, tell them what your current recruitment needs are, give them some information about that, and perhaps create a hashtag they can use on social media when talking about volunteering.

Be passionate about your purpose

According to Iris, the brands who top theThe Participation Brand Index are those that have a passionate purpose at their heart. That may be hard for some corporates to find but it shouldn’t be an issue for non-profits who, by their very nature, are driven by a passionate purpose.

Yet so many volunteer recruitment messages don’t really address they purpose. They talk in a dry way about what the organisation wants people to do, but not why.

Review your recruitment messages. Do they sell the cause before they sell the organisation or role? Do they inspire people to action by showing how they can change the world with you?

Measure return on involvement

I love the phrase Iris use, “The effectiveness of participation branding is generally measured in term of return on involvement (rather than investment).”But what does it mean?

Perhaps the most helpful definition I found online was from this article:

”Return on investment to me is something lucrative that you put into a company with the purpose of getting more value back, than the money you put in.”

”Return on involvement is some engagement that you put into a company and you get more value back, because you engaged in the company.”

In volunteering we’ve traditionally tried to measure the return on investment for volunteering in a purely financial sense. Whilst this can be helpful when arguing for more financial resources to support volunteer engagement, speaking about volunteers in financial terms can cause problems.

With return on involvement we could start to look at how building relationships with volunteers brings a return for us in ways that benefit our organisation. For example, if we invest time in our volunteers, do they have a better experience and so are more predisposed to talking to others about our organisation, making recruitment easier and cheaper?

Return on involvement is a new concept to me and one I want to look into further so I can develop my thinking on this. I’d love to hear your ideas and any suggestions you might have for how it could apply to our work as leaders of volunteers.


Over to you. What do you think about participation branding and how it might apply to volunteering. Share your thoughts below.

Is Giving Tuesday good for volunteering?

Is Giving Tuesday good for volunteering?

Two years ago the Charities Aid Foundation (CAF) imported the American concept of #GivingTuesday to the UK. The concept has got bigger each year but does #GivingTuesday do anything positive for volunteering or is it another example of charities preferring gifts of money to gifts of time?

Next week #GivingTuesday will once more be marked in the UK. Originally conceived in the USA, #GivingTuesday is celebrated on the Tuesday following Thanksgiving and the popular shopping events, Black Friday and Cyber Monday. The idea is simple – #GivingTuesday starts the charitable season, when many people consider some kind of support for good causes1.

The Charities Aid Foundation (CAF) describe #GivingTuesday like this:

Whether you bake good stuff, make good stuff, donate good stuff, tweet good stuff or even say good stuff ‐ whatever you do, we want you to do good stuff for charity this #GivingTuesday. You’ll be joining thousands of people in the UK in committing to doing good stuff all on the same day, including some of the UK’s biggest brands, charities and celebrities.

Volunteering is one way that people can support #GivingTuesday. Others include: donating money, clothes or food; tweeting; and, apparently, simply saying nice things about charities! Yet I believe the emphasis is on people giving money. Why? Consider this statement on the #GivingTuesday UK website:

We [CAF] brought #GivingTuesday to the UK two years ago and last year we raised £6,000 a minute for UK charities and broke the world record for most amount of money donated online in 24 hours!

Despite all the ways to give, the celebration is of donated money.

I don’t find this emphasis surprising. I frequently come across the word ‘giving’ in the non-profit world to only describe people giving money. When I hear of someone making a gift to an organisation it is usually a gift of money. Why? Because in my view many non-profits value donated money far more than donated time.

This isn’t an article railing against what I believe is a misguided, cash obsessed approach to non-profit management. I’ve written about that before – see this blog post from 2012 for an example. No, my purpose for writing this article is to discover what you are doing to make the most of #GivingTuesday when it comes to volunteering? For example:

  • How have you harnessed the potential of the day over the last two years to get more people to give you their time?
  • Did your efforts connect with those of your fundraising department or are you both working in isolation from each other?
  • What lessons have you learned?
  • Was the effort worth it?
  • What plans do you have for this year?
  • How are you planning to measure success?

I’d love to hear from you. I am genuinely interested in learning how people are making the most of #GivingTuesday when it comes to volunteering. I hope it isn’t just a concept that is being used by charities to ask the public to part with more of their cash.


See also Susan J Ellis’ November Hot Topic article, “What Volunteer Recruiters Can Learn from #GivingTuesday”. If #GivingTuesday is a new concept to you, or you never knew it included volunteering, then Susan’s article could help you consider how to get the most from #GivingTuesday in 2017.

  1. Of course the timing doesn’t exactly work for the UK coming, as it does, just a few days after the annual Children In Need fundraising campaign. IS there a risk that we are over-asking the ever generous but increasingly fiscally challenged British public? The topic for another blog post perhaps?

Six ideas from online dating to help with volunteer recruitment

One of the things I’ve noticed in the last few of years is the increasing use of dating as an analogy when people talk about volunteer recruitment and retention. So, when in 2012 I found myself back in the single life once again, I thought that I might have an opportunity to use this change in circumstances to write my own blog on dating and volunteering.

After being with my ex-partner for nearly twenty years, getting back into the dating game was a daunting prospect, not least because one of the common ways to meet new people these days is through online dating sites. Not only did they not exist the last time I was single, the internet didn’t even exist, at least in a form accessible to the general public in the always-connected way it does now. So my take on dating and volunteering is to look at six things I think online dating sites can teach those of us recruiting, engaging and leading volunteers.


Sites get to know people first and then using processes to match up people

When you sign up for dating sites you are prompted to tell them all about yourself. For the bigger sites this includes quite extensive questioning about your interests, tastes, preferences in a partner and so on. For me there are three takeaways for volunteer management arising from this extensive questioning by the site:

  1. Dating sites use a process to help learn about the individual. They then use that knowledge to help match the person to others. Critically, the process supports the person, helping to learn about them and their motivations. Sadly, many people who are volunteering encounter bureaucratic, impersonal processes that seem to ignore the individual, partly because their purpose is to cover the organisations backside if things go wrong. How much more attractive volunteering would be if we focused on getting to know the potential volunteer and their reasons for giving their time more than whether they’ve filled our forms in correctly.
  2. People are not averse to filling in forms because they expect the payoff at the end of it will be worth it. Those who use dating sites have a bigger purpose and if we view the process as an inconvenience then they will put up with it because they hope the results of doing it will be worth the time spent. Is that the experience volunteers have of giving their time to your organisation, or do they just give up when faced with your processes and go off and do something less boring instead?
  3. The whole process can be done easily online. If you can’t finish the form on a dating site in one sitting — and some are rather long — you can save them and come back later. It is a seamless, joined up and easy process. It might almost be said that filling these forms in is a pleasure (see my last point about payoff) — would that this were true for volunteer applications!

Selling yourself online

One of the most difficult things about online dating is writing a pithy personal advert. Aside from the fact that we Brits are not the best at speaking about or promoting ourselves, many people really seem to struggle with this task. In fact, cast your eyes over many such personal adverts on dating sites and you’ll notice that many follow the same format, make the same kinds of points and don’t really stand out.

One that caught my eye back in 2012 — out of professional rather than personal interest! — started, as many of these statements do, by saying that the lady concerned had no idea what to write about herself. Her solution? She gave it to a friend to write instead! A brave move but an inspired one.

Sadly, many volunteer recruitment adverts — both online and offline — resort to the the same formula, making them hard to stand out to prospective volunteers. What’s more, they invariably advertise the volunteer opportunity by stating what the organisation seeks to gain from someone volunteering, not what the volunteer might gain. Imagine that on a dating site — how going out with someone would make their life better but no regard given to your experience, feelings or interests. Or going on a date with someone who only talks about themselves. Both those scenarios sound like a shortcut to lifelong solitude.

So, how can we write more engaging and distinctive personal adverts for our organisations and our volunteering opportunities? How can we come across as engaging, interesting and worthy of someone’s precious time? Would you be brave enough to hand this task over to someone else — an existing volunteer perhaps — and see what they write about you?


The power of pictures

When I was single I never responded to an online dating profile that contained no pictures. It’s not that looks were everything to me in a potential date — they’re not — but they are a crucial element of the wider ‘sell’ of someone’s profile. If I couldn’t see the person then all the words in the world won’t make a difference because I felt like I was missing a key element of the wider picture, of who they are.

Pinterest and Instagram show the value in volunteer recruitment of visual storytelling. By uploading images of happy volunteers enjoying their work, organisations are seeing interest from others who ‘want some of what they’re having’.

So when we recruit volunteers, perhaps we should give some serious thought to the imagery we use. Do we show engaging images, images that show that real people volunteer here and have a great time doing so? Or do we rely on lots of text or, heaven forbid, job descriptions to try and hook people in? Even worse, do we use attractive images to hook people in that bear no relation to the reality they actually experience volunteering with us?


Levels of engagement

One thing dating websites understand is that you don’t want to rush into a date with a total stranger without having built some rapport first. Making first contact with someone and instantly asking them out for a meal risks coming across online as desperate or making people run in fear that you may be some complete nutter.

Dating sites get round this by providing different ways to engage with people. You can simply ‘like’ or ‘favourite’ a profile to signify your interest. Or you give a digital ‘wink’, although personally I found this a bit creepy — would you wink at a stranger in a bar as your first contact? Then you can email and/or instant message with someone, developing that rapport to the point that you both might feel comfortable to meet face-to-face for a date.

There’s a definite parallel with volunteer recruitment here. Often our recruitment efforts come across like asking someone to marry us the first time we meet. We ask for a long term intensive commitment from day one. Then we wonder why people run for the hills! Instead, could we provide a scale of engagement, giving people easy, no/low commitment ways to try us out, see if they like us, build rapport and perhaps move to a point in the future where they feel comfortable making a longer term commitment? It may take longer to get people to make the commitment we want, but investing that time early in the relationship with our volunteers will yield dividends later on.


Not knowing where you stand if people don’t reply

One of the most frustrating experiences I had with dating sites was finding someone you really like the look and sound of, plucking up the courage to drop them a line a say hello, and then never hearing back from them. Did they get my message? Did they not like my profile?

The same applies to volunteering. Someone plucks up the courage to get in touch and enquire about volunteering with you. And they hear nothing back. Did you get their email or voicemail? Were they not suitable? Why not? What could they have done that might have caught your attention?

Too many organisations seem to think that it is totally acceptable to respond to people within a few days or weeks — or even never — after their enquiry. Yet we live in an immediate world. People expect a reply, even just a holding reply, within a few hours at most. 28 days delivery might have met consumer expectations twenty years ago but next day delivery is the benchmark now.

How can you ensure you respond quickly to enquiries from potential volunteers? Can you use email ‘out of office’ messages to provide instant holding replies? Perhaps you could involve volunteers to help you manage the prospective volunteer enquiries?


Advice on how to get the most of the experience

One thing I liked after being on a certain dating site for a couple of weeks was that they sent me an email giving me suggestions for how to get the most from my membership. OK, it was a template, impersonal email but the advice was really good and helped me to find my feet in this new online world I had entered.

Do we, should we, or could we do something similar for volunteers? Do we help people new to our organisations to find their feet, settle in and feel at home? Or do we just drop them in at the deep end, let them get on with it and then get frustrated when they don’t do what we want them to?


So there you have it, my thoughts on what volunteer managers can learn from dating websites. Now I’d love to hear your thoughts, preferably about what leaders of volunteers can learn, how have you dealt with these issues, what’s worked and what hasn’t worked.

Oh, and if you’re interested, I’m not single anymore and no, I didn’t find my now wife online.