Inspiring Peak Performance from Your Volunteers Ohio Conference on - PowerPoint PPT Presentation

Inspiring Peak Performance from Your Volunteers Ohio Conference on Service and Volunteerism 2019 October 2019 Barry Altland, Facilitator Head, Heart and Hands Engagement Collective Winter Garden, FL http://HHHEngagement.com

Four Questions

Question #1: The Value of Feedback

Motivation: Only Two Types pp. 11- 13, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Rethinking Feedback; Rethinking Leadership

Question #2: How Do People React?

Feedback Defined Feedback is a series of informal, on-the-spot interactions with others to acknowledge work performance for the purpose of recognition or improvement .

Question #3: Connecting Feedback, Performance and Engagement

The Volunteer Life Cycle Attraction Discovery Engagement Sustainment Redirection

The R-B-I/B-I-F Feedback Model When delivering feedback for recognition : Capture attention with a superlative word Recognition Behavior Describe the behavior Explain the impact of the behavior Impact pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Your “Go - To” Superlative Word pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Recognition, Behavior and Impact in Feedback When delivering feedback for recognition : “Jose, that was fantastic (R) how you engaged that couple Recognition with smiles and a warm tone of voice (B) while you assisted them (B) with their tax return! Behavior They now have the peace of mind Impact that they have met their tax obligations (I), while also more deeply connecting to resources available to them (I) right here in their own community!” pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

The R-B-I/B-I-F Feedback Model When delivering feedback for improvement : Describe the behavior Behavior Impact Explain the impact of the behavior Provide guidance/recommendations Future pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Behavior, Impact and Future in Feedback When delivering feedback for improvement : “Joan, I noticed that you were late for two different appointments this week (B). Behavior Being on time helps our clients maintain their schedules Impact while also receiving the help they need (I). Future In the future, please contact the office as far in advance as possible if you are running behind schedule (F) .” pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Skill Practice: The R-B-I/B-I-F Feedback Model When delivering feedback for recognition : Capture attention with a superlative word Recognition Behavior Describe the behavior Explain the impact of the behavior Impact When delivering feedback for improvement : Describe the behavior Behavior Impact Explain the impact of the behavior Provide guidance/recommendations Future http://HHHEngagement.com > Leader Resources > Rethinking Feedback: The R-B-I/B-I-F Feedback Model

More Ways to Rethink Feedback Replace stale phrases with descriptive Feedback pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

More Ways to Rethink Feedback Consider the environment pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

More Ways to Rethink Feedback Positive and Negative? pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

More Ways to Rethink Feedback Ratio? pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

More Ways to Rethink Feedback The Value of Documentation pp. 106- 114, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Question #4: Feedback is Recognition; Recognition is Feedback

“When it comes to Recognition, one size does not fit all.”

“Extrinsic Motivation is effective only when it is in some way connected to a person’s Intrinsic Motivation.”

“One Intrinsic Motivation all people share is the desire to Make a Difference.”

“Feedback is Recognition; Recognition is Feedback.”

Redefining Volunteer Acknowledgement Appreciation Recognition Reward Incentive pp. 131- 137, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

1 for $15; Head, Heart and Hands . . . 2 for $20 Engagement happens one person at a time. p. 68, “Engaging the Head, Heart and Hands of a Volunteer,” The Peppertree Press, 2015.

Inspiring Peak Performance from Your Volunteers Ohio Conference on Service and Volunteerism October 2019 Barry Altland, Facilitator Head, Heart and Hands Engagement Collective Winter Garden, FL http://HHHEngagement.com