Leadership – why do we experience a dearth of volunteers?
I don’t know about you, but I’ve seen a reluctance to take on Leadership roles and responsibilities—more so at the Club level. There seems to be a struggle to find people ready and willing to be Officers. Ironically, the organization has differing educational materials for leadership; we even have Pathways dedicated to Leadership development. Yet when election (or selection) time comes, we struggle to find the next set of officers.
In the 90s, when I first joined Toastmasters, this would have been a bit more understandable – Toastmasters, the organization, was more focused on Communication, and Leadership seemed to be a by-product of having greater competence and confidence with one’s self. But back then, it also seemed like the Wild West. Whoever led had to rely on what little they knew – or relied on past Governors to be their role models.
Now? The organization has accumulated a lot of materials for anyone to learn to be a leader. Just by visiting the website, one can browse through a lot of materials. Yet, it seems that despite this, many are called to lead – but so few answer. Result? We see the same faces being asked to volunteer their time for another six months or a year.
Why so?
FEAR:
Perhaps it is because many fear failure. That would be the number one reason. After all, it’s frightening enough to fail for something that affects you – but failing to lead means you affect others as well. What’s worse, given how close we can relate to each other, one can imagine how fast news of these failures spread.
Then there is Reluctance because I’m not confident. I’m doubtful of my capabilities. It still stems from the concern of failure – of making a huge mistake… maybe having to live in infamy after. Naturally, I exaggerate. It does sound ridiculous when mentioned that way. I’m not ridiculing the fear – just the worry, or fear of something bad that has yet to happen.
When addressing these fears, I normally look at it in three aspects – Knowledge, Skills, and Attitude.
KNOWLEDGE:
If the concern is a lack of knowledge, then reading, attending leadership training, or even listening/watching TED Talks or YouTube videos might help. Self-assessment tests may also be helpful. These people need to be pointed at the right resource to learn about leadership. Our Pathways even offers a speech to assess one’s leadership type – so that’s a good start. From watching these videos and taking assessments, it is hoped they feel more empowered to try leading.
SKILL:
If it is a lack of skills, volunteering for small projects may help the member get a feel of their Leadership styles. Pathways allows a Toastmaster to work on Leadership skills with guidance (and feedback). But one must feel these out – know what may work for them or what may not. They can also ask for help from their Mentor, who is more experienced in such concerns. Hopefully, the project they choose is small enough and safe enough so that any mistake can be caught by their Mentor or Club officers. The Mentor and Officer(s) should ensure the member learns properly.
Leadership is not something you read about and know… it’s a skill one develops – just like swimming. After reading on how to do it, one does not dive into deep waters. They have to test their knowledge and try things out – adjust where they need to… and try again. That is how any skill is built… swimming, communicating, and, yes… even leading.
ATTITUDE:
Attitude may be a trickier aspect to tackle. What attitudes may preclude not leading? Well, for starters, the attitude of always thinking negatively. Thinking the worst will happen, a mistake will be made, and disaster will arrive because of what they tried doing. These can be self-fulfilling prophesies.
If the Mentor or Coach is willing, because this will be a long journey, and success is not guaranteed to happen at once… the attitude of failure has to first be tackled. Show why the thought of failing is not a truism. Failure is not a given… it can happen due to a lack of preparation and action, a lack of a plan. So… as long as they plan – then failure can become less likely.
What should happen here is a substitution of the habit of thinking I’m a Failure, with I can try – and who knows? I might get things done. Just remember, it takes at least 30 days to change a habit (so they say).
Building leaders takes time. We need to invest time to develop leaders. If we are having difficulties finding the next set of leaders, then it is because we did not invest in the development of leadership skills for our members.
Another attitude example? Not liking authority – in this case, the wielding authority for fear of making an unpopular decision. People need to know that there will be times when the Leader will need to make an unpopular call – but this has to be based on Integrity. Using one’s moral compass to know for certain that although unpopular, what is being decided IS the right choice. Being a Leader is not a Popularity exercise.
Then there is the trickier situation – the person is confident, competent, and capable – but… they have other priorities. Let’s face it. Any volunteer-based organization will experience the fact that certain members prioritize work, career, or life over joining Toastmasters meetings. They need to work to earn for themselves and their families or find a different purpose in life.
Unless you can show that their being an officer can somehow align with their work or purpose, it will be difficult to convince them to volunteer as a Leader.
Lastly, they don’t want to lead because it isn’t fun.
People join to learn, grow, and have fun, and leading doesn’t seem to do any of the three… or so you think. The Leadership track has its own set of lessons to be learned. It has a lot of challenges. It can feel like a thankless job at times. Many who jump in thinking it is easy, pretty soon jump out. Others who miss the fun just quit the role – especially when they feel abandoned by other officers and members. Others get burned out and refuse to take on another role in the next phase.
It may be true that Toastmasters leaders are a breed unto themselves… selfless, patient, understanding, sacrificing personal time – and, in some instances, even their family’s time. It may be that they are paying it forward… having gained so much from the organization, they now wish to give something in return.
For those who stick it out… those who can find help, support, leader mentors, and a team to work with – and perform great capabilities that they would not accomplish alone, the feeling of fulfillment can be great. Maybe even addictive – they need to do more.
It's important to note that everyone has their own reasons for why they are hesitant to lead, and it's not necessarily a bad thing if someone is not interested in taking on a leadership role. Others may just be biding their time… knowing they need more time to ripen into a good leader. I’ve known Toastmasters who declined Leadership roles and invites – only to later accept these when they felt better prepared to handle the role and responsibilities.
Below are a few tips to help nudge reluctant members to take on Leadership roles:
Emphasize the benefits: Highlight the personal and professional benefits of being a leader, such as increased self-confidence, improved communication skills, and the opportunity for career advancement.
Show the need: Explain how their unique skills and experiences make them the best fit for the leadership role, and how their participation will help to fill a critical need within the organization.
Offer support: Let the person know that they will have access to resources and support to help them succeed in their new role. This might include mentorship, training, and access to information and tools.
Create a sense of community: Leadership can be isolating, so emphasize the importance of community and collaboration, and highlight how the person will connect with others who share their interests and goals.
Address any concerns: If the person is reluctant because of specific fears or concerns, address those directly and offer solutions and reassurance.
Remember, leadership is a journey, where everyone starts at different levels of comfort and confidence. Be patient, understanding, and supportive as the person begins to explore this new role.
More importantly, help them succeed!
Don’t be the leader or member who suddenly disappears after one term, thinking ‘Done! Now I can hibernate.’ No… the new leader will need all the help they can get – and an experienced leader… one who knows the traps, tips, and techniques of the organization, and its processes, will be an invaluable resource.
Maybe... just maybe... your next role will be that of a Mentor to this new Leader.
In the 90s, when I first joined Toastmasters, this would have been a bit more understandable – Toastmasters, the organization, was more focused on Communication, and Leadership seemed to be a by-product of having greater competence and confidence with one’s self. But back then, it also seemed like the Wild West. Whoever led had to rely on what little they knew – or relied on past Governors to be their role models.
Now? The organization has accumulated a lot of materials for anyone to learn to be a leader. Just by visiting the website, one can browse through a lot of materials. Yet, it seems that despite this, many are called to lead – but so few answer. Result? We see the same faces being asked to volunteer their time for another six months or a year.
Why so?
FEAR:
Perhaps it is because many fear failure. That would be the number one reason. After all, it’s frightening enough to fail for something that affects you – but failing to lead means you affect others as well. What’s worse, given how close we can relate to each other, one can imagine how fast news of these failures spread.
Then there is Reluctance because I’m not confident. I’m doubtful of my capabilities. It still stems from the concern of failure – of making a huge mistake… maybe having to live in infamy after. Naturally, I exaggerate. It does sound ridiculous when mentioned that way. I’m not ridiculing the fear – just the worry, or fear of something bad that has yet to happen.
When addressing these fears, I normally look at it in three aspects – Knowledge, Skills, and Attitude.
KNOWLEDGE:
If the concern is a lack of knowledge, then reading, attending leadership training, or even listening/watching TED Talks or YouTube videos might help. Self-assessment tests may also be helpful. These people need to be pointed at the right resource to learn about leadership. Our Pathways even offers a speech to assess one’s leadership type – so that’s a good start. From watching these videos and taking assessments, it is hoped they feel more empowered to try leading.
SKILL:
If it is a lack of skills, volunteering for small projects may help the member get a feel of their Leadership styles. Pathways allows a Toastmaster to work on Leadership skills with guidance (and feedback). But one must feel these out – know what may work for them or what may not. They can also ask for help from their Mentor, who is more experienced in such concerns. Hopefully, the project they choose is small enough and safe enough so that any mistake can be caught by their Mentor or Club officers. The Mentor and Officer(s) should ensure the member learns properly.
Leadership is not something you read about and know… it’s a skill one develops – just like swimming. After reading on how to do it, one does not dive into deep waters. They have to test their knowledge and try things out – adjust where they need to… and try again. That is how any skill is built… swimming, communicating, and, yes… even leading.
ATTITUDE:
Attitude may be a trickier aspect to tackle. What attitudes may preclude not leading? Well, for starters, the attitude of always thinking negatively. Thinking the worst will happen, a mistake will be made, and disaster will arrive because of what they tried doing. These can be self-fulfilling prophesies.
If the Mentor or Coach is willing, because this will be a long journey, and success is not guaranteed to happen at once… the attitude of failure has to first be tackled. Show why the thought of failing is not a truism. Failure is not a given… it can happen due to a lack of preparation and action, a lack of a plan. So… as long as they plan – then failure can become less likely.
What should happen here is a substitution of the habit of thinking I’m a Failure, with I can try – and who knows? I might get things done. Just remember, it takes at least 30 days to change a habit (so they say).
Building leaders takes time. We need to invest time to develop leaders. If we are having difficulties finding the next set of leaders, then it is because we did not invest in the development of leadership skills for our members.
Another attitude example? Not liking authority – in this case, the wielding authority for fear of making an unpopular decision. People need to know that there will be times when the Leader will need to make an unpopular call – but this has to be based on Integrity. Using one’s moral compass to know for certain that although unpopular, what is being decided IS the right choice. Being a Leader is not a Popularity exercise.
Then there is the trickier situation – the person is confident, competent, and capable – but… they have other priorities. Let’s face it. Any volunteer-based organization will experience the fact that certain members prioritize work, career, or life over joining Toastmasters meetings. They need to work to earn for themselves and their families or find a different purpose in life.
Unless you can show that their being an officer can somehow align with their work or purpose, it will be difficult to convince them to volunteer as a Leader.
Lastly, they don’t want to lead because it isn’t fun.
People join to learn, grow, and have fun, and leading doesn’t seem to do any of the three… or so you think. The Leadership track has its own set of lessons to be learned. It has a lot of challenges. It can feel like a thankless job at times. Many who jump in thinking it is easy, pretty soon jump out. Others who miss the fun just quit the role – especially when they feel abandoned by other officers and members. Others get burned out and refuse to take on another role in the next phase.
It may be true that Toastmasters leaders are a breed unto themselves… selfless, patient, understanding, sacrificing personal time – and, in some instances, even their family’s time. It may be that they are paying it forward… having gained so much from the organization, they now wish to give something in return.
For those who stick it out… those who can find help, support, leader mentors, and a team to work with – and perform great capabilities that they would not accomplish alone, the feeling of fulfillment can be great. Maybe even addictive – they need to do more.
It's important to note that everyone has their own reasons for why they are hesitant to lead, and it's not necessarily a bad thing if someone is not interested in taking on a leadership role. Others may just be biding their time… knowing they need more time to ripen into a good leader. I’ve known Toastmasters who declined Leadership roles and invites – only to later accept these when they felt better prepared to handle the role and responsibilities.
Below are a few tips to help nudge reluctant members to take on Leadership roles:
Emphasize the benefits: Highlight the personal and professional benefits of being a leader, such as increased self-confidence, improved communication skills, and the opportunity for career advancement.
Show the need: Explain how their unique skills and experiences make them the best fit for the leadership role, and how their participation will help to fill a critical need within the organization.
Offer support: Let the person know that they will have access to resources and support to help them succeed in their new role. This might include mentorship, training, and access to information and tools.
Create a sense of community: Leadership can be isolating, so emphasize the importance of community and collaboration, and highlight how the person will connect with others who share their interests and goals.
Address any concerns: If the person is reluctant because of specific fears or concerns, address those directly and offer solutions and reassurance.
Remember, leadership is a journey, where everyone starts at different levels of comfort and confidence. Be patient, understanding, and supportive as the person begins to explore this new role.
More importantly, help them succeed!
Don’t be the leader or member who suddenly disappears after one term, thinking ‘Done! Now I can hibernate.’ No… the new leader will need all the help they can get – and an experienced leader… one who knows the traps, tips, and techniques of the organization, and its processes, will be an invaluable resource.
Maybe... just maybe... your next role will be that of a Mentor to this new Leader.
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