Volunteer Coordination For Fundraising

Are you afraid of conflict? Many of us are, but it is something we are going to have to deal with. 😨   The good news is that it is possible to rewire our brains so we can learn to face conflicts, solve them, and even enjoy the process.   Six steps to managing conflict by IMD professor George Kohlrieser.   ➡️ Create and maintain a bond with your adversary.   Bonding diffuses conflict even in the most dramatic circumstances. We don’t have to like someone to form a bond. We have to find a common goal to work on.   ➡️ Establish dialogue.   Dialogue requires self-awareness and self-management. If we train our brains to view our adversaries as allies, we can approach them and establish a dialogue.   ➡️ Put the “fish on the table.”   A great metaphor is fishermen putting their catch on a table and doing the dirty work of cleaning the fish to enjoy a nice fish dinner later. A foul stench would arise if they didn’t all do their part to get this bloody, messy job done.   A similar thing happens when colleagues aren’t willing to put their fish on the table and clean it up together.   ➡️ Keep in mind the cause of the conflict.   A disagreement often arises from different goals, interests, or values. So, not only do we need to understand our own perceptions, but we also need to make sure we are aware of the other parties’ perceptions. Explore the roots.   Ask if your conflict is stemming from an interest or a need. Interests such as land, money, and jobs are transitory and more superficial. Needs run deeper, including identity, respect, or security.   ➡️ Reciprocity works.   We should strive to empathize and manage how we express that empathy verbally and non-verbally. Once we have made a concession, the other party will likely reciprocate. And when we recognize a concession has been made, we reciprocate with one of our own to move forward.   ➡️ Nurture a positive relationship.   Suppose we can help the other party maintain feelings of acceptance, value, and worth – all basic psychological needs – throughout a conflict negotiation. In that case, we will also help them stay focused on the goal of a mutually acceptable outcome.   When we disagree with them, we still need to demonstrate our acceptance of them as a person.   Illustration by me 😊   Extract from an article by IMD by George Kohlrieser. Link to the complete source in the first comment 👇   #leadership #conflict #relationships

What it really takes to run a volunteer organization in games People often ask how to start and sustain a volunteer initiative in our industry. I love seeing new community projects emerge, especially from folks inspired to help others in games. If you are thinking about doing this, here is the honest version of what it takes. 1. Time and persistence This work does not fit neatly into spare moments. I still spend 10 to 20 hours a week on ASGC, mostly nights and weekends, with full support from my family. If your job and loved ones come first, your free time becomes your building time. 2. Writing and organization High volume communication requires structure. Dozens of posts, updates, and resources each month only happen with systems and practice. Clarity is a skill you build over time. 3. Communication at scale When messages number in the thousands each week, you need processes to keep up while staying human. Relationships with other organizations matter just as much as one on one conversations. 4. Protecting your values and brand Set boundaries early. Decide what you will and will not allow. As you grow, people will approach you with mixed motives. Stay open hearted but firm. 5. Strength of character Not everyone will understand or support what you are building. Some criticism will be unfair or personal. As long as your family, employer, and community understand your intent, stay focused on the mission. 6. Showing up in person Online work is powerful, but in person presence builds trust in a different way. When people are excited to meet you, that moment matters. Consistency builds credibility. 7. Continuous iteration There will always be more ideas than capacity. Create, measure, refine, and sometimes remove. If you cannot explain the impact, reconsider the effort. 8. Clear and memorable identity Branding is not vanity. It helps people recognize, remember, and trust what you stand for. A consistent voice and look make a volunteer effort feel real and reliable. 9. Trusting others You cannot scale alone. Empowering volunteers can feel uncomfortable at first, but it is the only way to grow beyond a one person project. 10. Taking thoughtful risks At some point you must stand for something. Playing it completely safe limits impact. A clear voice attracts the right people. 11. Measuring what matters Good intentions are not enough. Track outcomes, share results, and be transparent. Data builds trust and helps you improve. 12. Caring about how people feel Metrics tell you what is happening. Listening tells you how it feels. A healthy community needs both performance and empathy. 13. Balancing openness and safety Let people express hard truths while protecting others from harm. Clear guidelines and consistent moderation are essential. 14. Service first The work is not about recognition. It is about helping people in games have better careers and better lives. When you lose sight of that, it shows.

When we're caught up in difficult interactions, our immediate reactions can often get the best of us. But with some practice, we can significantly improve our ability to respond more constructively - and improve our empathy while we’re at it. As we all know, two people can experience the exact same situation completely differently. And it’s often not what happens that matters most, but how each of us interprets it. And this is where the 3-perspective reframe comes in since it helps us: - Better understand and empathize with the other person. - Be better able to explain our experience of the situation. - Construct better arguments, solutions, or compromises. - And more. This 3-step exercise is simple: After your next challenging conversation, take 5-10 minutes to write down three different ways of looking at what happened. 1: Write your own experience down. 2: Write down what you imagine the other person’s experience might’ve been like. 3: Imagine what an objective third party might’ve experienced if they were watching it play out. You might be surprised at how differently things can appear when you consciously and with an open mind try to see them from new angles. And when you practice this regularly, this will start to happen more and more on its own, even often in-the-moment when tensions are rising. What used to trigger immediate emotional reactions can start to feel more manageable, and you’ll be better able to consider and understand different perspectives and respond more thoughtfully. This isn't just feel-good advice - it's backed by science. Our brains are incredibly adaptable, and the more we practice seeing different perspectives, the better we get at it. Do you do this, or anything similar to it? Please share your approach in the comments so others can learn and benefit from it! --- Want to learn more about conflict management? This link will give you free 24-hour access to my course "How to Resolve Conflicts" on LinkedIn: https://lnkd.in/gvpxD4zF

Nonprofits, if I had to turn volunteers into revenue-generating brand ambassadors from scratch today, here’s the real playbook: 1. Stop “showing up.” Start co-owning. Never open with: “Could you help us at the event?” Instead say: “You’ll captain the impact station that powers every donation in real time, ready?” Give them a role with P&L vibes, not a task list. 2. Draft a “Skill-Swap” Roster, fast. Run a 24-hour survey: three questions, zero fuss. • Superpower? (Design, data, negotiation, TikTok, etc.) • Corporate day job? • Hours they’ll trade monthly? Auto-tag skills into a Trello board. That board is your on-demand agency, free and fanatical. 3. Launch the 7-Day Micro-Influencer Challenge. • Hand each volunteer a Canva template + 20-second reel script. • Goal: share one mission story per day, tag two friends. • Track reach on a public leaderboard (everyone loves friendly rivalry). Average volunteer network: 400 people. Ten volunteers = 4,000 warm impressions, no ad spend. 4. Build “Give & Get” Affiliate Links, yes, really. Every volunteer gets a unique URL: • When a donor gives through it, donor receives a 10-minute virtual tour. • Volunteer earns impact credits redeemable for exclusive swag, leadership coffee chats, or a spot on your next field visit. Gamified altruism converts like e-commerce. 5. Host a Quarterly Fail-Fest, Not a Thank-You Brunch. Invite volunteers to roast your bottlenecks: “What slowed you down last quarter?” Reward the sharpest critique with a “Fix-It” micro-grant they control. Solution-hungry cultures trump cupcake-fueled gratitude. 6. Turn “Volunteer of the Month” into LinkedIn Case Studies. Write each spotlight like a mini Harvard Business Review piece: • The problem they solved • The metric they moved (revenue, reach, retention) • A quote about why they serve Tag their employer, watch HR and CSR teams slide into your DMs. 7. Offer a Zero-Friction Upsell Path. Every volunteer receives a digital wallet pre-loaded with $25 of giving credits. One tap lets them top-up or gift to friends, Apple Pay style. Remove every barrier and impulse donations happen on Tuesday lunch breaks. With purpose and impact, Mario

Nonprofit tip of the day: wanna increase revenue? Forget about fundraising (for a sec) and focus on your volunteers. I once chatted with a very experienced and successful Executive Director who shared that her leadership team (staff and Board) made a conscious decision to prioritize volunteers and the volunteer experience over everything else.     Why? Their volunteers were closest to the clients, the heartbeat of the mission. These were the folks who were committed to doing the work, and they were (or could become) their biggest advocates and most generous donors. So the team focused on the 3 R’s of volunteer engagement: ▪️Recruitment ▪️Retention ▪️Reward They ran every decision through the lens of 𝘷𝘰𝘭𝘶𝘯𝘵𝘦𝘦𝘳 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦, and here’s what happened: ✅ Volunteer interest skyrocketed: everyone wanted to be part of the team ✅ Revenue grew: people closest to the mission gave more and brought others along ✅ Client impact increased: more hands, more reach, more good Bottom line: Start with the people already showing up for you. 𝐓𝐫𝐞𝐚𝐭 𝐲𝐨𝐮𝐫 𝐯𝐨𝐥𝐮𝐧𝐭𝐞𝐞𝐫𝐬 𝐥𝐢𝐤𝐞 𝐠𝐨𝐥𝐝. They might be the best fundraising strategy you never planned.

Here are 10 principles on conflict resolution that I have picked up on as an Ombuds for the past 3 years. Sharing them today on National Ombuds Day. Many I’ve also learned from practicing law for over 30 years and as a leader in law firms, corporations, and in the Navy. 1️⃣ Address conflict early. Problems rarely get better with time. Conflict is not like fine wine. It doesn’t age well. It festers over time. 2️⃣ Handle tough issues in person with face-to-face conversations or by the phone, not by email or IM. Unless you’re saying “I’m really sorry,” or “I’ll give you a call,” avoid email for conflict resolution. 3️⃣ Assume the other party’s intentions are positive. Start by giving others the benefit of the doubt. Don’t assume everyone is purposely and intentionally against you. 4️⃣ Focus forward. Acknowledge the past and learn from it, but look to the future and let bygones be bygones. You’ll sleep better. 5️⃣ Listen first. Let the other person speak without interruption. 6️⃣ Stick to facts and data. Avoid rumors, innuendo, assumptions, and scuttlebutt. 7️⃣ Separate emotion from the issue. Address the problem, don’t criticize the person. And bring solutions. 8️⃣ Agree on ground rules and next steps. Find common ground and build on areas of consensus and agreement. 9️⃣ Be patient. Some conflicts take time to resolve, perhaps weeks or even months. Don’t give up. 🔟 Bring in a neutral when needed. An Ombuds or mediator can confidentially help when you’re stuck. Unresolved conflict drains workplace performance and morale. It can destroy families. Early, in-person resolution builds trust, restores relationships, and accelerates performance. It also makes the workplace and home a much better place for everyone.

Are you a fan of the Thomas-Kilmann conflict management model? It can really help if you find managing conflict a bit icky! Most people think they’re “bad at conflict”. But in reality, they’re just using the wrong style for the situation. Conflict isn’t about winning, avoiding, or keeping the peace. It’s about choosing the right approach at the right moment, something most of us were never taught. Here are the five common conflict styles and what they really mean: -> Competing This is the “stand your ground” style. Useful when something really matters, the stakes are high, or a quick, firm decision is needed. But if you use it too often, people stop listening because they feel pushed, not heard. -> Accommodating This is when you put others first to keep harmony. It’s helpful when the issue is small or the relationship matters more than the outcome. But if you overuse it, you end up silent, stretched and resentful. -> Avoiding This is stepping back to let things cool down or to avoid unnecessary drama. Fine for trivial issues. But if avoidance becomes your default, problems don’t disappear — they just build pressure in the background. -> Collaborating This is the “let’s solve it together” style. It takes the most effort, but gives the best long-term results. Great for complex issues where you need both clarity and commitment. -> Compromising This is the quick, middle-ground solution. Ideal when time is short and you just need something workable. But compromise can also mean no one gets what they really want. The key point? Every style is useful, just not all the time. If you want healthier conflict, focus on building these everyday habits: -> Use “I” statements They stop conversations sounding like attacks and help people understand your experience, not your accusations. -> Stay neutral early on Get curious before you get defensive. Most conflict escalates because someone “assumes the motive”. -> Focus on solutions, not stories Ask: “What would improving this actually look like?” It keeps conversations moving forward. -> Manage emotions If things get heated, take a pause. Calm minds solve problems; agitated minds create new ones. -> Be patient Not every issue gets solved in one sitting — and that’s fine. -> Set boundaries Clear limits keep conversations respectful and on track. Conflict is not a sign something is wrong. It’s a sign something needs attention. Handle it well, and it becomes a catalyst for clarity, connection and growth. Are you a fan of this model? ----------------------- Follow me at Sean McPheat for more L&D content and and then hit the 🔔 button to stay updated on my future posts. ♻️ Repost to help others in your network. 📄 Download a high-res PDF of this & 250 other infographics at: https://lnkd.in/eWPjAjV7

You're pushing for better productivity, but you're missing the foundation that makes everything else Belonging. When people feel they truly belong, productivity follows naturally. Here's why: People are far more generous with their time, energy, and creativity toward those who actually know and value them. When someone feels seen beyond their role, they stop seeing their contribution as a transaction and start treating it as an investment. Your board members show up prepared. Your staff moves on to the next thing without being asked. Your volunteers stick around for years. But when people feel like just another set of hands - like they're easily replaceable, they give you the bare minimum. They disengage. When belonging is missing, even the best systems fail. After 30+ years in the nonprofit sector, here's what I've found creates belonging in nonprofit teams and boards: 1. Have one-on-one conversations with the goal of actually knowing people. Not just check-ins about deliverables. When someone feels seen beyond their job description, they bring more of themselves to the table. 2. Include people in decisions that affect their work. Not every budget line item, but the program changes that impact their daily reality. When your development coordinator has input on donor stewardship approaches, they own the results. 3. Acknowledge different perspectives openly. Your longtime board member brings institutional knowledge. Your newest staff person brings fresh ideas. Both matter. When you say that out loud, both contribute more. 4. Create space for people to contribute their unique strengths. Don't just assign the same committee roles year after year. Ask your quiet board member what energizes them. Let your detail-oriented volunteer tackle the project planning they love. The irony? When you stop pushing so hard for productivity and start building belonging, Productivity improves on its own. When people care about each other and the mission you're building, the outcomes naturally follow. Share this post with other nonprofit leaders who are ready to try a different approach to team performance. Follow Carrie Gray, D.B.A. for insights on leading high-performing nonprofit teams that actually want to be there. Check out my Breakthrough Bites for more on building teams that thrive, not just survive -> https://lnkd.in/eQJwg4Gt

85 % of project delays are born in whispered side-conversations no one dares to surface. Would your team tell you before the deadline slips… or let it explode in silence? I’ve learned conflict is raw data about priorities colliding. ☑ Mistake #1 – Gossip > dialogue ↳ Correction: Talk TO people, not about them. One 7-minute huddle saved my team 40 hours last quarter. → Benefit: trust rebounds faster. ☑ Mistake #2 – Dodging the elephant ↳ Correction: Name the tension. State the issue neutrally, then shut up. Clarity beats guessing. → Benefit: hidden risks surface early. ☑ Mistake #3 – Picking winners ↳ Correction: Be the facilitator, not the judge. Frame the shared goal, let the data decide. → Benefit: decisions feel fair, morale stays intact. ➟ Key takeaways: ☑ Schedule conflict checks at each sprint review ↳ prevents surprise flare-ups. ☑ Use a “one-breath rule” → each voice speaks uninterrupted once. ☑ Document the resolution in the RAID log ↳ accountability lives on. ☑ Praise public, debrief private → reinforces psychological safety. 💬 What surprised me most? The quietest engineer often holds the missing piece—if the room feels safe enough to listen. What’s your go-to move when tensions spike? Drop your tactic below—let’s build a conflict-toolbox together. 👇 #ProjectManagement #Leadership #TeamCulture #PMO #ConflictResolution

🤝 Conflict Resolution Supports Conflict is part of learning. With clear language and a calm process, we can turn tense moments into lessons in communication, perspective-taking, and responsibility. Practical Supports: 🔹 Slow it down: “Let’s pause. One person talks at a time.” (Models turn-taking; reduces escalation.) 🔹 Name perspectives, not blame: “Tell me what happened from your point of view.” (Keeps communication open.) 🔹 Plan the next step: “How will we share it and for how long?” (Builds problem-solving and compromise.) 🔹 Coach active listening: “Repeat what your partner said before responding.” (Strengthens empathy.) 🔹 Set safe boundaries: “Hands down. Step back. Use words, not hands.” (Protects safety and models regulation.) 🔹 Shift from insult to need: “Those words are hurtful. What do you need instead?” (Teaches needs-based language.) 🔹 When stuck, co-create options: “Let’s list two solutions and choose one together.” (Ownership + decision-making.) 🔹 Honor regulation needs: “Take two minutes of space; then we’ll finish this.” (Respect + accountability.) 🔹 Normalize repair: “This keeps happening—let’s set a plan so tomorrow goes differently.” (Focus on restoration.) 🔹 Promote inclusion: “Everyone belongs here. How can we invite them in?” (Builds social responsibility.) When we teach students to pause, listen, and repair, we’re building skills that outlast any single conflict—self-control, empathy, and community. — Marc L. Esposito, LMSW Coaching & Support for Neurodiverse and Neurotypical Communities 🌐 https://lnkd.in/em_gkhTf | 📩 Guide2Empower345@gmail.com | IG: @SteppingStone2Milestone #ConflictResolution #RestorativePractices #ClassroomManagement #NeurodiversityInEducation #SocialEmotionalLearning #StudentSupport