Developing Volunteer Leaders: Let Their Intentions Guide the Way

Abstract

As more citizens choose to volunteer in local and national groups, volunteer organizations and leadership educators have recognized a need to identify who has intentions to develop their leadership as a volunteer. By identifying these intentions, leadership educators may more accurately target those individuals who would like to develop their leadership in a particular organization. For this purpose, the Volunteer Leadership Development Questionnaire (VLDQ) was developed using the theory of planned behavior to guide the collection of qualitative and quantitative data. This pilot study provides evidence the VLDQ may accurately measure an individual's intentions to develop their leadership as a volunteer.

ECO-LEADERSHIP AMONG COUNTY 4-H ORGANIZATIONS: Relationship to Programmatic Success and Best Practices for Eco-Leaders

“…Even still, members described the association as largely an advisory body, and they asserted final decisions were best left to the agents. One participant developmental opportunities (Fuller & Friedel, 2017).…”

“…First, themes from the qualitative strand of the study were sorted as they related to Wielkiewicz and Stelzner's (2005) four factors of ecological leadership (Table 1). as they work to tailor and align programming with developmental opportunities (Fuller & Friedel, 2017).…”

“…From an ecological perspective, organizations must continue to learn and adapt by either bringing in new members or educating existing members. The role of leadership educators is to support this effort through targeted programming that develops volunteer leaders(Fuller & Friedel, 2017).ResearchQuestion 3: How do the volunteers' sought to sort themes from the qualitative strand (RQ2) by the quantitative county index score data (RQ1) in order to determine any distinction between high and low scoring county programs. Here, we focus on two key distinctions uncovered: (a) low scoring county 4-H associations are more inwardly focused and connected, and (b) high scoring county 4-H programs attribute success to a greater number of factors.…”

Valuing volunteers: emerging trends in the training of Volunteer Police Cadet Leaders

“…Of those who stated they had not received the course, three believed they would have benefited from completing it. Fuller and Friedel (2017) report how with appropriate leadership training, mentoring and skills development, volunteers were better able to develop their leadership ability. With O’Higgins (2013) also reporting the importance of training in providing leaders with the confidence to undertake their voluntary youth leadership role, this being echoed by Sapin (2013).…”

“…The training provided for such a range of volunteers varies from the limited to extensive (Wolf et al , 2017). However, the negative impacts of insufficient training (along with other aspects such as poorly organised institutions) can lead to frustrations and burnout of the volunteers (Fuller and Friedel, 2017). Of the training and development that is conducted for volunteers, it is unclear how much is being delivered in order for them to carry out their roles to the fullest and develop the individual’s ability or to only to meet organisational requirements.…”