Vision Statement

Should be understood & shared by members of the community

Broad, encompassing many perspectives

Inspiring & Uplifting

Easy to communicate

What the group will do & why

Concrete & action-oriented

Overarching Outcomes

Can include guiding principles

Specific measurable results of broader goals

Community-level Outcome

Process

How you'll reach the objectives

Range of strategies involving different community sectors

Greatly detailed

The framework around which the group is organized

Clear guidelines

Structure is inevitable - make it intentional

Early in organizational development

As the group grows & changes

Envisioning desired changes

Transforming the community

Planning for integration

Supporting the efforts of those working to promote change

Governance

Rules (explicit & implicit)

Distribution of work

Initial steering committee

Determine level of formality

What's the common purpose?

Advocacy or service oriented?

Entirely volunteer, or also paid staff?

New organization or part of an existing structure?

How old is the organization? How long do you envision it lasting?

First impressions & long-term commitment

Think through your plan & philosophy

Makes hiring & training much easier

Show funders, potential employees, community you'r legit

Better prep, fewer bad surprises

More likely to find & keep the right people

What kind of people are you seeking?

What will the hiring process look like?

Co-workers & outside partners

Day-to-day routine

Community & context

Employment of existing skills

Training is an ongoing educational process

Release time or financial support for external courses

When will employees be trained?

What forms will training take?

What materials are needed?

How/who will evaluate training?

How will evaluation be used?

How do you plan volunteer involvement?

Save $

Bring needed skills

Bring energy & excitement

Increase community ownership

Run things smoothly & easily

Stop potential problems before they start

Organizational leaders

Prospective volunteers

Volunteer coordinator or director

Have reasons & rationale for wanting volunteers

Develop job descriptions

Screen potential volunteers

Conduct orientation

Evaluate your program

Pay attention to jobs given - match skills

If people feel important, they're more likely to stay

Awards, celebration, media attention, gratitude, offer any paid positions

What types of training already exist?

General training

Mission-specific training

When a need isn't being filled

To best suit organization's needs

Pass on experience & expertise

Give staff/volunteers experience in training design

Offer staff/volunteers additional opportunities for professional growth

Probably 6-7 people

Future learners

Learn about who you'll be training

Determine needs of target audience

Consider the scope of needs & resources

Decide who's running the training

Different mindset - "first among equals"

More of a state of mind

Promoting teamwork over individual decision-making

Enhance problem-solving skills

Take care of yourself along with helping others, not after

External

When the situation is changing or unstable

When something new is about to start

Wants to improve the community

Has something to contribute

Doesn't wait around for someone else to do the things

Make a difference

Always!

Jump in & practice

Remember that leaders haven't always been leaders

Create a personal vision & dream big

Listen to people

Propose programs & policies

Integrity

Ability to care about others

All leaders need support

Set up a regular date/time for a group

Communicator

Audience is the key

Decide what you want, prepare for that audience

Blueprint for how the org is run

Clarify roles & responsibilities

Decide a management model

Prepare carefully to hire the right people for management

Informal