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    • Tobi Johnson
      Post count: 17

      Post your questions and comments for Lesson 3 below.

    • Barb Sheffer
      Post count: 10

      When reviewing the data of our current volunteer exit survey, I struggle with interpreting some of the input or maybe how to share the information? When a volunteer gives specific input about the site’s culture and or Director’s leadership style, is it ever appropriate to share a redacted version of the information? We said we would share big picture input periodically. Directors say they cant fix what they don’t know. If this is something we will discuss later or in a different setting please let me ask the question later. If not, I’m interested in better understanding the navigation of this feedback piece of reporting.

    • Tobi Johnson
      Post count: 19

      @Barb: Great question and perfect to discuss in more detail during one of our Q&A calls. I think it can be very enlightening for leaders to understand their impact on volunteers, both positive and negative. So, I would share both kudos and suggestions for change. Before sharing info randomly, it might be wise to set up a system for this — perhaps you share the feedback on a monthly basis with individuals who are mentioned — it depends on how often these types of comments occur. If you see general organizational patterns, then perhaps its time to discuss as a group. As with all feedback, the “praise in public, critique in private” maxim holds. Your gaol it to help colleagues see themselves from others eyes rather than shame them into change. So, go gentle and bring resources and ideas that can help them adjust. I”ll be sharing more about how to report result sin Module 4, so thanks for the kick off!

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