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there is still a job to be done and the manager needs to be flexible in identifying options and opportunities.

6. Excellent listening skills to enable them to understand the wants, desires, and needs of the volunteers. Volunteers want to add value and if they do not believe they are being heard and utilized effectively, they will move on to another organization.

7. Experience and skill in developing reward and recognition programs to reward volunteers for the contributions they make to the organization and the community. This includes verbal recognition as well as certificates and tangible rewards of different types.

8. Mentoring and coaching skills to support volunteer commitment. Volunteers may need additional training or coaching to effectively perform their job. The manager must be able to assess the skills and abilities of the individual, identify training needs, evaluate performance, and provide constructive feedback and coaching.

Volunteer management requires the core competencies of management combined with strong interpersonal skills and a flexible style. Individuals volunteer to make a difference in the world and add value to the community. The manager's job is to recognize those contributions and reward them appropriately.

As the need for volunteers increases, the need for experienced, successful, and flexible leaders will also increase. It's never too early or too late to start sharpening these skills!

Learn more about this author, Rhonda Day.
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