Participants Workbook - media.specialolympics.org

VOLUNTEER TRAINING SERIES

Participant s Workbook

Volunteer Training Series

D E L E G A T I O N Par t ic ipant s Work book

Special Olympics Volunteer Training Series version 1,1 (January 2003) 2

Special Olympics

Volunteer Management Series

ACKNOWLEDGEMENTS

The Special Olympics Volunteer Management Series has been made possible with the help and dedication of the following:

Special Olympics staff

The Global Volunteer Resource Development Team

Program leadership, with special thanks to Nancy Sawyer and Janet Novak

We would like to extend a special acknowledgement to Betty Stallings for her guidance and expertise and for permission to use her work: Training Busy Staff to Succeed with Volunteers The 55 Minute In-Service Training Series, on which the following module is based.




PARTICIPANT WORKBOOK INDEX

Page

I. Introduction.............................................................................4

II. Slide Show/Notes Pages....................................................... 5

III. Additional Web Resources................................................... 20

IV. EvaluationForm......................................................................21




Introduction:

Special Olympics staff and key volunteers are faced with a similar dilemma: they need and want to produce results often well beyond their individual capacities and time availability. And so... they need to share work through delegation to volunteers.

Delegation is the accomplishment of the mission and goals of Special Olympics through the efforts of others. It is the supervisor s or manager s most important and basic tool. But, as all who are engaged in responsible delegation know, it is complicated, requires hard work and involves unavoidable risks.

Unless we examine our personal and professional barriers toward delegation and learn some effective procedures and techniques to counteract these tendencies, we will continue to experience dramatic turnover and exhaustion in our human service endeavors. Delegation helps maintain the consistency of help a Program needs in its games, sports and area management teams.

In many ways delegation is the art of letting go while staying in charge. A good delegator gives volunteers the needed tools and support to do a job, including clear responsibility and authority for decision making, while maintaining just enough control herself to ensure that the agreed upon results are being accomplished. Not an easy task!

Good delegation frees individuals to do other work while empowering volunteers to grow on the job. A staff member or key volunteer who is reluctant to release significant work to others or is dissatisfied with volunteers reliability and accomplishments, may find that the core of the problem lies with difficulties inherent in delegation.




My Suc c ess at Delegat ion is

? Magnificent

? Mixed

? Miserable

? Murky

? M

©2





Learning Objectives: Delegation

Discuss any resistance to delegation

Appraise values of responsible delegation

Explain differences between doing, directing, dumping and delegation

Name procedures and technical skills of delegation

Propose appropriate levels of authority when delegating

©E-3





Key Concepts of Delegation:

1. Many difficulties in delegation arise from:Attitudes toward releasing workNot understanding what delegation isLack of organizational rewards for effective delegation

2. It is important to understand and appreciate the potential benefits of delegation for you, for the volunteer and for the Program

3. Understanding and practicing the cardinal rules of effective delegation enhance your chance of success

4. The key to effective delegation often lies in deciding on the proper level of control to release when delegating a job or task to someone.

©E-4





Key Concepts #1

Many difficulties in delegation arise from:

Attitudes toward releasing work

Not understanding what delegation is

Lack of organizational rewards for effective delegation

©5





Why delegation is difficult

©6





Good Managers

Good Managers work through others to get the job done.

©7





Getting the Job Done

Doing

Directing

Dumping

Delegating

©8





Delegat ion involves

Assigning mutually agreed upon goals

An understanding of the authority given to each party

Needed support and training

A follow-up system which allows you to inspect what you expect

©9





Key Concept #2

It is important to understand and appreciate the potential benefits of delegation for you, for the volunteer and for the Program.

©E-10





Benefits of Delegation

For You:

For Volunteers:

For the Program:

©E-11





Key Concept #3

Understanding and practicing the cardinal rules of effective delegation enhance your chance of success.

©12





Cardinal Rules of Delegation

1. Assess the work requirements and the corresponding abilities/time availability of the volunteer.

2. Give assignment in terms of results, not activities.

3. Define the level of control/authority in the job.

4. Clearly communicate any guidelines and assess the volunteer s understanding of them.

©E-13





Cardinal Rules of Delegation(continued)

5. Make resources and training available.

6. Determine criteria for success how results will be measured.

7. Set up checkpoints, deadlines and systems for reporting.

8. Provide feedback and recognition.

9. Watch out for reverse delegation

©14





Key Concept #4

The key to effective delegation often lies in deciding on the proper level of control to release when delegating a job or task to someone.

©15





Levels of Control in Delegation

Level 4: Volunteer has NO authority for self-assignment

Level 3: Volunteer is allowed only the authority to recommend self-assignment

Level 2: Volunteer has the authority for self-assignment provided regular progress reports are received

Level 1: Volunteer is given the full authority for self assignment

©E-16





Web-based Volunteer Management Resources

On-Line Resources:

http://energizeinc.com Energize, Inc. is an international training, consulting and publishing firm specializing in volunteerism. Their goal is "to connect leaders of volunteers with resources, information and ideas generated from around the world."

http://www.iave.org. IAVE is "the only international organization with the mission to promote, celebrate, and strengthen volunteerism worldwide." The International Association for Volunteer Effort (IAVE) worked in close cooperation with the United Nations Volunteers and was a major contributor in establishing the International Year of the Volunteer.

http://e-volunteerism.com/ The "Electronic Journal of the Volunteer Community," e-Volunteerism is a quarterly online publication that caters to volunteer leaders and managers.

http://energizeinc.com

http://www.iave.org

http://e-volunteerism.com/




Participant Evaluation Form

Thank you for taking the time to share your evaluation of today s seminar. Your critique is valued and will be considered as we continually strive to improve our support to all personnel who team with volunteers.

The learning objectives in this workshop were: ___met __partially met __not met

1. Identify any personal resistance to delegation. .........................................................................................................

2. Appraise the values of responsible delegation. ...........................................................................................................

3. Explain the differences between doing, directing, dumping and delegating. ......................................................................................................................................

4. Name the procedures and technical skills involved in delegation. .......................................................................................................................................

5. Propose appropriate levels of authority when delegating.

Comments:______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

The session was: Yes No

helpful ___ ___ provocative ___ ___ practical ___ ___ well-paced ___ ___ too short ___ ___ too long ___ ___

Comments: ____________________________________________________________________________________________________________________________________________________________________________________________________________




The session was: Yes No

knowledgeable ___ ___ prepared ___ ___ organized ___ ___ enthusiastic ___ ___ good discussion facilitator ___ ___

Comments: ________________________________________________________________________________________________________________________________________________________________________________________________________________________ In what ways can you utilize this material in your work? ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

What, if anything, do you plan to do differently as a result of this training? ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

What additional information on this on any other topic dealing with volunteers would be helpful to you in your work? ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

What suggestions do you have to strengthen this workshop? ____________________________________________________________________________________________________________________________________________________________________________________________________________




_______________________________________________________________________________________

Further comments or suggestions: ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

This document was created with Win2PDF available at http://www.daneprairie.com.The unregistered version of Win2PDF is for evaluation or non-commercial use only.

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Participants Workbook - media.specialolympics.org

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