It saddens me how many people see the leader of volunteers role as either a dead-end job, or as a stop-gap until they can get a “real” career. Part of the misconception, I suppose, is because of how many organisations see it that way themselves, and how they go about filling the role. “Oh, you’re the fundraiser; why don’t you schedule the volunteers in your spare time?” Or “It’s an entry level position; grab someone right out of high school.” In reality, the role can be the start of a highly successful career path.
Leading volunteers is not a dead-end job, and the skills and experience gained from serving in that position can take you to high level positions both within and outside of the sector.
It starts with understanding that the leader of volunteers is, first and foremost, a leader. And in most organisations they lead more people directly than anyone else in the organisation, including the Executive Director or CEO. Hardly an “entry level position!” And, as all of you can attest, the responsibilities involve a lot more than simply scheduling shifts. To do it well involves learning and mastering a wide range of specific – and transferable – skills.
So what is the career path that a leader of volunteers can follow?
Well, if you’re wanting to stay in the sector, here are the steps for one you can aspire to, based on your skills and experience (leadership, organisation, conflict resolution, project management, crisis management, etc., etc., etc.)
1: Manager of Volunteer Resources
2: Head of Human Resources
3: Executive Director/CEO
Granted, not all organisations have a manager of volunteer resources or head of HR but, hey, that just means you have fewer rungs to climb – though they’re spaced a lot farther apart!
How do you start climbing the ladder?
Well, if your organisation does have a manager of volunteer resources, let them know that you would like to learn to be their back up. Like everyone in the sector, the MVR would love to be able to take vacation without worrying about what isn’t getting done and the growing pile of work waiting on their return. Be tactful; don’t tell them you’re aiming for their job! Unless, of course, they’re already planning their retirement, in which case go for it.
Learn budgeting or the other tasks that the MVR does that you don’t. Offer to help with board presentations. This will give you experience with the data that boards are looking for. It may even give you a chance to build relationships with individual board members. Once you’ve filled in for the MVR a number of times, you will become the obvious person to step into that role when it becomes vacant. Or you can take your new knowledge and experience to that role in a different organisation.
Once you are a MVR, and have gained enough experience in that role to feel completely comfortable, you can look to the next step.
Head of HR is a bigger step than the previous one, but the general process is the same. Offer to serve as a backup. Learn about how leading staff is different than leading volunteers. Generally, if you are a good leader of volunteers, you’ll be a good leader of staff. Volunteers aren’t handcuffed to you with a paycheque! You’ll need to learn about labour laws and maybe about union rules.
One difference to making this next step is education. Most organisations require their Heads of HR to have a Bachelor of Arts or Science in HR or Business Administration. Larger organisations may also require a certain number of years in the field, although serving as MVR should cover that. Finally, many ask for a professional accreditation.
From there, it is only one more rung to Executive Director.
At this stage, you may need to change organisations. While some prefer hiring from within, other organisations feel that a new person will bring more authority. You may feel that yourself! Are you comfortable leading people who used to be higher than you in the organisation’s hierarchy? You will also likely need to be willing to serve in a small, grassroots organisation until you’ve gained enough experience to try for the position in larger organisations.
Aiming for a career path in a for-profit or corporate position can be more complicated. By keeping track of the skills and experience you gain in your current role, though, you can build a resume that will stand out in any job application.
All of this may sound far too simplistic – and you’re right. It is. In any career path there are many smaller, intermediate steps that need to be taken. This is the best I can do, though, in under 1,000 words!
Mostly, I just want you to know that the role of leader of volunteers, whether you choose to advance or not, is far more than an entry level, dead-end job. It’s a highly skilled role that brings an amazing amount of value to the organisation. Even if they don’t recognise that, you should!
