Posted 7/26/00
Submitted by Pam THompson, Alabama Federation of Women's Clubs,
Birmingham, AL, USA
I thought this article was going to be about the people in the middle,
the Boomers who have careers and no time for volunteering, like their
mothers did. How can we reach them to replace the seniors when they
are no longer here?
Posted 7/26/00
Submitted by Kate Rhodes
As a generation xer I have experienced this first hand. When I started
volunteering with a local women's charity I was all but ignored because
I was the youngest person there. I felt that what ever I said was
disregarded. I think many of the ladies there expected that I would
eventually stop coming to the meetings. Fast forward 4 years later,
I am still actively involved and chair of the volunteer committee.
I still ocassionally get the feeling that because of my age my opinions
are not as highly regarded. But that's fine with me. My experience
has taught me that no matter who the person is, if they are willing
to volunteer and help you, you should make every attempt to work with
them. Who knows, they may end up being an active volunteer with your
organization!
Posted July 22, 2000
Submitted by Elizabeth Paquin
Last week, I downloaded information on my local American Red Cross
while I applied for a volunteer manager position. As I 'edited' the
web page, my reaction was just as you've addressed in your article.
I wondered why they use the word "seniors" instead of "adults"
in their many volunteer job descriptions. There are some positions
applicable to youth and those could be explained better too. In my
current position, I do have to remind volunteers that "it takes all
kinds" and everyone has contributions to make. And that people are
here because they are having fun so they need to get over their petty
objections and accept each other. As volunteers who sort, price and
arrange merchandise for a rummage sale, we need the various opinions
because we are selling to a variety of shoppers...
Posted July 22, 2000
Submitted by Helen Rusich, Volunteer Services, Terra Assn., Edmonton,
Alberta, Canada
I haven't seen much bias for generational volunteers. I agree that
maybe as volunteer managers that we do tend to segregate ages for
some programs. In my own situation we have a rocking grannies program
that allows senior to hold, feed and play with babies in a child care
setting. The child care, however is for parenting teens. Fortunately,
not only seniors volunteer but other age groups as well. To my knowledge
we haven't had any male volunteers. I would like to believe that we
can get beyond the stereotypes of ages, cultures, genders, etc. when
we think about people who volunteer and concentrate on what their
skills, experience and talents are, as well as what they hope to gain
from the experience. There is some truth to these stereotypes but
I don't dwell on them. Thanks.
July 18, 2000
Submitted by Sharon Brizendine, Manager, North Kansas City Hospital
Volunteers, North Kansas City, MO USA
I have read with interest all of the feedback received from members.
I am working on a paper for my Senior Project that has focused on
the aging issue of Boomers. Will they be willing volunteers? If statistics
prove true and 80% of them continue to work past 65, will they have
time to volunteer? It seems we will need to study the "Boomer lifestyle
and really focus our energy/recruitment efforts on two things: 1)
What type task will they be interested in and 2) how will we retain
them if their interest are short term?
July 18, 2000
Submitted by Rick Hyman, VolunteerGifts.com, Boca Raton, FL
USA
Ineresting topic and one I have noticed as a vendor speaking to a
large variety of volunteer groups (from some hospital V-organizations
with the average age probably being 60 or older to AmeriCorps and
AmeriServe V-leaders to corporate V-program leaders, usually "30-somethings".)
I have noticed a consistent pattern in younger volunteers to tackle
tougher issues and a wider range of social issues and cultural diversification.
As in the "old economy" and the "new economy", both entities are
important but it's only natural (maybe even biological) that we 60
somethings just can't see it through the same eyes of the 20's and
30's group. But bad is bad and good is good. And Volunteerism is GOOD.
As it takes new forms (more corporate emphasis, more government assistance
and encouragement, etc.) it will probably get BETTER. I think it's
just like video games or the Internet right now -- it's morphing!
July 14, 2000
Submitted by Tina Branco, Director,Volunteer Support, Navy-Marine
Corps Relief Society , Arlington VA USA
The issue of generational diversity (and it IS a diversity issue)
will become more important as demographics shift and our population
ages. We will not be able to design volunteer opportunities or develop
resources with only a single generation in mind. Exploring these differences
now, training staff and volunteers to recognize, value and celebrate
the strengths of each group will enable us to incorporate and retain
volunteers who can work as a multi- and cross-generational team to
provide services to our clients, who are themselves generationally
diverse.
In the past year, we held several workshops on this topic for staff
and volunteers throughout our organization. Everyone who attended
has said "I never thought about that before." "I want to learn more."
"This will really help me be a better member of the group." From these
sessions have come much organizational food for thought:
Training. We must incorporate a variety of learning styles
to meet the expectations and skills of different generations. For
instance, the World War Generation and many Baby Boomers are comfortable
in a traditional classroom, but are often uncomfortable with role-plays,
small groups, and "touchy-feely" training. They require constant feedback
if given self-directed training. On the other hand, Gen Xers and "Dot.comers"
want much more interaction if in a classroom setting, enjoy computer
based or audio/video training, and welcome instruction that is self-paced.
This is the generation that grew up with Nintendo and the "reset"
button.
Recognition. We know that meaningful recognition depends
on a volunteer's motivation for coming to the job, but generational
differences also impact the volunteer's perception of whether he or
she is appropriately recognized. Generations raised to believe that
sacrifice and duty are paramount want that aspect celebrated with
formal awards, dinners, pictures and handshakes with board members,
etc. Silent generation (the Depression era) volunteers often don't
want anything expensive, and don't want donated funds used to purchase
"trinkets." Those of other age groups, who put personal development
first, may want recognition in the form of more responsibility and
recommendations to employers.
Recruiting. Studying generations quickly makes us aware of
how different groups access and respond to information. The term "targeted
recruitment" takes on new meaning when we realize that research has
uncovered one generation who are "news junkies" and favor print media,
while another wants everything in download format. It is reassuring
to note that everyone still responds best to a personal invitation
whether by phone or in person.
Supervision. Getting to know how each generation perceives
the other, providing communications skills training, and fostering
respect for generational diversity are imperative if our programs
are to work. Busy staff cannot just be trained in "how to supervise."
They need to recognize the very real differences among age groups
in how they respond to directions from someone older or younger.
Posted July 10, 2000
Submitted by Marsha Riddle, Western Carolina Center, North
Carolina USA
As volunteer program managers, we all have a responsibility to carefully
create those opportunities which are not discriminating and age bias.
We must be aware that service to others, is not about young or old.
It is about meeting needs of others. As we all know, finding the match
that is right for the volunteer and the recipient is much more important
than the age of the volunteer or the recipient. As long as we and
organizations foster the concept that there are senior programs that
support the young or the frail elderly rather than giving the volunteer,
regardless of their age, the supports they need to provide service
to others, then we are not truly working to eliminate age discrimination
and bias.
Posted July 10, 2000
Submitted by Jayne Cravens, Virtual Volunteering Project, Austin,
Texas USA
A great topic! It's true that there are some conflicts between seniors
and youth when it comes to volunteering -- but the generation sandwiched
between those two generations (Baby Boomers) also have a lot of prejudices
to contend with. Some research shows this generation as volunteering
the most, yet I heard more than one person at the SeniorCorps preconference
say this generation isn't "as dedicated" and that they don't want
to work with them. I listened as two people condemned this entire
generation as potential volunteers -- which is going to make it really
tough for these folks when their current senior volunteers pass on
and baby boomers become seniors.... I think all volunteer managers
and volunteers need to realize that there's no one definition of any
generation, and we are all defined by a variety of factors, not just
age. I'll add this sad note -- I have heard things said about a particular
generation/age group (all of them, at one time or another) that, were
they said about an entire ethnicity, religion or region, would be
considered outrageous and racist. Ageism can be just as nasty as racism.
Posted July 6, 2000
Submitted by Dave Kneessi, Volunteer Coordinator/ Children's Resource
Center, Ohio/ USA
This is almost too easy, too simplistic to say. But it is true, I
think, that there is a simple reflection of the general society differences
in the two generations of volunteers. Basic worldviews are vastly
different between the groups in terms of priorities and values. This
has always been true and may be more so in a time when technologies
seem to change quicker than most of us can keep up. The populations
just don't have much interaction naturally with the possible exception
of familial connections. If our fundamental goal is to get the two
groups together in intragenerational work we need to define common
interests and do our best to create an environment that emphasizes
commonalities and not difference. The discussion of which group is
more valuable reminds me of two hometown baseball team fans arguing
over whose team is best - it is all bias with very little reason.
Posted July 6, 2000
Submitted by Kathy Cunningham, Manager, Office of Volunteer Service,
The Johns Hopkins Hospital, Baltimore, MD USA
The Office of Volunteer Service has an Advisory Council to address
issues relevant to volunteers. On the Advisory Council we have one
Junior Volunteer (high school), one College student volunteer, and
a volunteer who is sponsored by Foster Grandparents. We make sure
that all the members profit by having these groups report on their
programs in the hospital. Older volunteers are amazed at the lab skills
the high school students have and are using in the hospital during
the summer program. "What is Foster Grandparents" was an agenda item
at the last council meeting. This led to the council project of identifying
other organizations in the community like Foster Grandparents. This
process will certainly educate all members of the council about what
seniors are doing in the community.
Posted July 6, 2000
Submitted by Don Rhodes, Employers Advocate. Otago Southland Employers
Assn., Dunedin. New Zealand.
The observations you make regarding the generation gap, are a concern
here in New Zealand as well. What I have been encouraging volunteer
organisations to do, when we help them with personnel issues, is to
actively pursue the people they want. In other words, Headhunt. In
the process they identify the folk they believe will be of most benefit,
and simply go and recruit them. As for any normal employment situation,
it is vital to obtain a mix of skills and in the process they mostly
end up with a good mix of ages as well as skills, experience, expectations
etc.
The most difficult part of this process is identifying the specific
skills they need, and keep the age thing out of the reckoning. Next,
they are encouraged to identify those who have the capability to learn
skills leaving them to concentrate of the characteristics. Here they
must recognize it is easier to train someone into new skills if they
possess the right characteristics, than try to train them out of old
habits. Next, they must set specific performance standards for the
tasks they are to perform. This enables the new volunteer to be shown
exactly what will be required, and when they come on board their progress
is much easier monitored and managed. Again, concentrating on performance
helps lessen what can sometimes be an "overemphasis" on the age thing.
Maybe some help.
Posted July 6, 2000
Submitted by Michael Baker, Dorothy Garske Center, Arizona, USA
I have worked in the field of aging for twenty years and now direct
an outdoor volunteer program serving all ages. I notice the stereotyping
of elders by youth much more than the reverse, though it is rarely
malicious. We have all ages working well together, but our culture
is so age stratified that conflict is unavoidable. Rather than make
a big issue of it, just push on. Ignoring behavior is one way of helping
extinguish it.
Submitted by Phyllis Onstad, VRS Director, Volunteer Center
of Sonoma Co., California, USA
I was intrigued about this topic. During the Orlando conference, three
staff members from our Volunteer Center - one in her 50's, one in
her 30's and one in her 20's -- had a fascinating conversation about
the differences in styles and outlooks among our different generations.
This is a question that will have impact on volunteer management paid
staff as well as volunteers.
Posted July 6, 2000
Submitted by Sonya Watson, Co-ordinator of Volunteer Services, Winnipeg
Child and Family Services, Manitoba, Canada
Back to the notion of family volunteering: I'm thinking about a mom
and her 16 year old daughter who visit two preadolescent sisters together,
on a weekly basis. The daughter shares her "cool" interests with the
girls, and mom brings the mature judgement needed. Positive family
interaction is also modeled. It's a great way to help our teens gain
an awareness of how to reach out to others, without overwhelming them.
Posted July 5, 2000
Submitted by Gingie Hunstad, Student Vol Coord St Luke's Hospital,
Cedar Rapids Iowa USA
One of the most successful volunteer ventures this summer has been
scheduling student and adult volunteers together during the busy shifts
at our information desk. One of our elevators has been out of service
during some construction which has necessitated escorting or taking
patients in wheelchairs to Radiology, MRI and the lab. This entails
lots of additional steps that could exhaust our older volunteers but
provide our high school students with the activity they want. It has
been a wonderful solution to a construction problem. I really think
the adults will miss the students when school resumes this fall!
Posted July 5, 2000
Submitted by Barbara Silvestri, Assistant Executive Director for Special
Projects at the American Lung Association of Metropolitan Chicagoo,
Chicago, IL USA
In response to this month's Hot Topic, I submit the following information.
I strongly recommend that those interested in volunteerism access
Dr. Gambone's website for further information on the subject of intergenerational
relationships and how it relates to volunteerism. In May 2000, I attended
the Illinois Conference on Volunteer Administration where I heard
Dr. James Gambone speak on Intergenerational Relations as it relates
to volunteerism.
Dr. Gambone from Points of View, Inc. (http://www.pointsofviewinc.com)
presented these four foundations to consider:
1) We need to accept our own aging.
2) We need to live a more balanced lifestyle. If we can't get people
to do this, it will be very difficult to get people to volunteer.
3) We need to recapture the idealism that we had as younger people.
Idealism comes with a new way of thinking about our own aging.
4) We need to live intentionally intergenerationally.
Each generation brings a different perspective, gifts and values.
The more generations you can involve in your volunteer work in the
community and create an intergenerational consciousness, the better
volunteer program you will have.
Posted July 5, 2000
Submitted by Alex Cofield, Assistant House Manager, Wexner Center
for the Arts, Columbus, OH USA
One of our volunteer programs at the Wexner Center for the Arts is
our usher corps. This group of 120 people run the range of ages, from
a 16 year old high school student and many college students to many
people over 60 years old. There are no distinctions in job duties
based upon age. The only distinctions we see are availability and
methods of socialization. Many of the retired people contribute more
hours than the college students because they have more free time.
Also, when we assign ushers to locations for events, we try to make
an effort to mix older and younger ushers so that people get to know
each other and to break down barriers. Before events, the college
students tend to chat with their college friends and the older people
tend to chat with the older people. This method of socialization is
common among groups of people.
Posted July 5, 2000
Submitted by Cheryl Morehouse, Manager, Volunteer Services Department,
Nebraska, USA
In the past, it seems the various volunteer "groups" at our hospital
were somewhat divided. In an effort to bring these age groups together,
recently we have begun to combine our recognition events to span all
age groups: teens, college students, adults and senior citizens. I
am endeavoring to create more opportunities for inter-generational
interaction amongst our volunteers. Most of our older volunteers get
quite a kick out of working along side, or interacting with our teen
volunteers, and vice-versa. The teens bring a spark of enthusiasm
and energy, and the retirees demonstrate and teach a rare work ethic.
Some beautiful, enduring friendships have evolved. I am in the process
of developing a Volunteer Advisory Council with representation from
each volunteer age group and category to assist in tackling our recruitment
and retention challenges, and to foster an even greater sense of "ownership"
for our volunteer with their program.
Posted July 3, 2000
Submitted by Naomi Chamberlain, Coordinator of Volunteer Services,
Kaiser Diablo Service Area, California, USA
I have a very divided program as the adults work in our hospital and
clinics during the daytime hours and our students work after 4 p.m.
During the summer months, we try to have students come in to work
along side the adults to cover vacations and for the most part this
seems to bridge the generational gap. I think some of our older sdults
are a little afraid of the high schoolers as they are so quick to
learn and to do things. I think working along side of each other helps
the lines of communication between both the parties.
