177 - Manage Volunteers Like a Pro: 7 Rookie Mistakes and How to Avoid Them

August 28, 2025

Episode #177: Manage Volunteers Like a Pro: 7 Rookie Mistakes and How to Avoid Them 

In this episode of the Volunteer Nation Podcast, Tobi Johnson dives into the 7 common rookie mistakes non-profits make when managing volunteers and shares practical strategies to help volunteer managers reduce stress and rediscover the joy in their work. 

Tobi highlights the power of maintaining a positive mindset, setting clear boundaries, and focusing on community-building over paperwork. She also shares actionable tips for creating effective systems for delegation, engaging episodic volunteers for long-term impact, and prioritizing warm, relationship-driven recruitment strategies. 

Whether you’re a seasoned volunteer manager or just starting out, this episode is packed with insights to make volunteer management more effective and more enjoyable. 

Manage Volunteers – Episode Highlights 

  • [03:45] – Rookie Mistake #1: Not Minding Your Mindset 
  • [07:53] – Rookie Mistake #2: The Department of One Mentality 
  • [13:00] – Rookie Mistake #3: Choosing Paperwork Over People 
  • [16:39] – Rookie Mistake #4: Not Building a Community Before Asking for Volunteers 
  • [22:41] – Rookie Mistake #5: Not Setting Clear Boundaries 
  • [26:39] – Rookie Mistake #6: Focusing on Cold vs. Warm Recruitment 
  • [28:27] – Rookie Mistake #7: Not Building and Documenting Clear Systems 

Manage Volunteers – Quotes from the Episode

“Set clear boundaries on your time, your energy, and what you’re willing to listen to. People cannot emotionally dump on you. If that’s bringing you down or taking your energy, then you need to set boundaries with that.” 

“It’s people’s relationships that determine whether they’re going to be loyal to your organization, be productive or if they’re going to continue to come back. This is really about relationships. It has nothing to do with your paperwork.” 

Helpful Links

About the Show

Nonprofit leadership author, trainer, consultant, and volunteer management expert Tobi Johnson shares weekly tips to help charities build, grow, and scale exceptional volunteer teams. Discover how your nonprofit can effectively coordinate volunteers who are reliable, equipped, and ready to help you bring about BIG change for the better.

If you’re ready to ditch the stress and harness the power of people to fuel your good work, you’re in exactly the right place!

Contact Us

Have questions or suggestions for the show? Email us at wecare@volpro.net.

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Episode #177 Transcript: Manage Volunteers Like a Pro: 7 Rookie Mistakes and How to Avoid Them 

Tobi: Hey everybody. Welcome to another episode of the Volunteer Nation Podcast. I’m your host, Tobi Johnson, and today I want to help you manage volunteers like a pro. At Volunteer Pro, we spend our time and energy helping our members, our students, the folks we share information with to help you all manage volunteers with greater joy and less stress. Really, it’s all about that because what’s worth doing if it’s stressful all the time, and there are so many things you can do to reduce the stress by not taking on things that you don’t need to take on. By setting up systems that help you do things more calmly and make it easier to delegate by staying within your own boundaries. 

There are so many things by building a following. Instead of asking volunteers cold to help, there’s so many things you can do to make your life easier that today I want to help you do that. Help you manage volunteers with ease. And so I’m going to share seven rookie mistakes and how to avoid them. Now, these are the mistakes that I wish I would’ve known when I started leading volunteers and managing programs. 

These are things, these are leadership and. As well as management tactics that can make your life so much easier. I’ll also share along the way other podcast episodes that we have posted in the past that you might want to listen to get more information or a deeper insight into some of these rookie mistakes. 

Whether you are a brand-new volunteer coordinator or are someone who’s season pro. You might get some help from this, this episode. It might just remind you of some of the things that you may have forgotten whether you’re working full-time or part-time on volunteer coordination, whether you’re being paid or not paid for, volunteer coordination, any of those situations. 

I think this episode is really going to help you. Just manage volunteers with more ease, more joy, and spend the time doing the things that are going to get you the most benefit, get you the biggest bang for the buck. Sometimes there are best quote unquote, I will put these in quotes. You can’t see me, but I’m putting air quotes best practices that have been around so long that we take them as truth. 

And I must tell you that things have changed so much in the last few years, that it is time for a reboot and some of those best practices we call into question here, and I’m going to call them into question today as well. So, I hope this’ll be helpful. I hope it’ll give you at least one thing you can take away and start using right away. 

Let’s get started. So, this is my favorite. Mistake, which I don’t know if you can have a favorite mistake, but it is my favorite strategy. It is the most important of all strategies. It is the number one, but it’s a big mistake that we all make at some point when we start working in nonprofits or start working with volunteers. 

And that rookie mistake is not minding your mindset. So essential for leadership. When we manage volunteers, our mindset has so much to do with where we see opportunity for what we see as possible and for how we manage our energy and time. Our mindset is so important. Checkout Volunteer Nation, episode three, where I talk about moving from a scarcity mindset to an abundance mindset. 

Now, this is the one of the number one mindset that we all must really check ourselves on because it’s such a prevalent. Mindset. There’s this poverty or scarcity mindset that there’s less out there for everybody. There are not enough pieces of the pie that we must grab as much as we can get, or that we’re just not going to try to build resource because we just accept that there are no resources available and that’s just patently untrue. 

There is plenty out there. Even in these harsh economic times, the difference between organizations that see abundance and organizations that are stuck in a poverty mindset is going to become more the differentiator between those or that are sustainable and those that are not. If you accept things as scarce, then you’re not going to be out there looking for things. 

You’re not going to be a positive force. But if you accept that there is an abundance of support out there in your community amongst people who care about what you do, you will go out and seek this abundance. You’ll be grateful for it when it comes to you. So, you know, whatever our minds think our bodies do, and so that for new leaders and seasoned leaders alike, I like to remind everybody that your mindset is your most important asset. And so if you don’t mind your mindset, and by that I mean really not only recognizing what your mind is saying and what your, your habits of mind are when, especially when challenges come your way, but also if you’re not minding your mindset in terms of taking care of your body, your mental health, your fatigue levels, your, it’s going to be difficult to maintain a good mindset when you’re burned out. 

It’s just hard when your body is tired. It’s very hard to work on your mind, and so there’s some things you’ve got to do to make sure that you are minding your mindset. So that’s the first mistake, is not minding your mindset and just the other thing is allowing people around you to complain and to ruminate on injustices around volunteer managers like we are not given the respect that we deserve, et cetera, et cetera. 

I’ve heard this from the beginning of when I started working with volunteers and in nonprofits. And when we set up the Volunteer Pro Impact Lab, our membership community, one of my first things was this community is going to be a no whining zone. And we didn’t have to say that to our members. They just, the way that we lead inside that community, it just naturally flows that we don’t see challenges as barriers to getting things done. We see challenges as opportunities for growth and opportunities for innovation. I’ve been around folks who are spending a lot of time complaining. You could spend equal amount of time complaining, or you could spend that equal amount of time figuring out a way to solve your problems. 

Now, occasionally, we all must vent with our friends, but if it’s a way of life, it’s just not that helpful. So again, mind you not minding your mindset. Rookie mistake number one, it will take you down. It will not make your job fun. It will not make, give you relief. Rookie mistake number two is the department of one mentality. 

Many of you are technically a quote unquote department of one, there’s only one of you, and doing volunteer engagement across your organization, that is very common, and you often have multiple hats to wear. That’s true. So, taking that on. It really, we really start to think that if we are a department of one, then somehow, we must fill in all the roles that should be in our department. 

We should be doing the tasks of more than one, but that’s not the way it is. The do more with less is such a fallacy. You cannot do more with less. It’s not possible unless you become more efficient. That’s basically the only way, because we can’t clone ourselves so often. Volunteer managers who are departments of one are trying to do the work of a department of three or two or five and not taking on that department of one mentality. 

Instead thinking about, okay, I am the only the sole person responsible for this, however, I’m going to only plan for. What I have budgeted for in terms of my time, it’s really important, first of all to think about that when you manage volunteers, that you don’t have to do it all, that you don’t even have to plan for it all, and when it, when you can create a very succinct plan. 

And if leadership wants more, then you can say. Hey, great. Give me more time. So, take some of these other tasks off my plate or hire more staff. That’s the only way we’re going to reach these really, they’re ambitious goals. So, I think that’s, it’s a boundary issue, right? It’s about clearly understanding what’s doable and what’s not doable. 

You could check out Volunteer Nation. Episode 168 where I talk my note to nonprofit. This is my love. Letter to nonprofit executives. Note to nonprofit execs. Supporting volunteers is everyone’s job. So, the second part of this, first, being clear about what you can realistically commit to if you are a department of one. 

The other thing is assuming that you’re the only person in the organization that should have, and as you’re assuming responsibility for every action that involves volunteers across your organization. Now that doesn’t make sense either. For example, if you’re involved in a volunteer recruitment campaign, why isn’t your marketing and communications department working with you closely on that? 

If you are not working with your volunteer, fundraising or development department, then you should be working with them because volunteer appreciation. Is there a way to combine donor and volunteer appreciation? Make life easier for everybody, right? Could do one event instead of two. Right? So, there’s lots of ways. 

What about welcoming volunteers when they first come in Your doors Are the people at your reception desk trained to both welcome volunteers, but also help people who are interested in volunteering? Understand, the volunteer opportunities that are available and help them get connected with your website and where your information lies. 

So, why does everybody just send people directly to you? Here’s another example. When you place volunteers in other departments, then your own are those folks trained, train to supervise volunteers and manage performance so that every performance issue doesn’t get sent back to your desk. Right. So supporting volunteers is everyone’s job. 

So, when you have a department of one mindset versus a volunteerism is everyone’s job mindset, then you tend to be more. Open, or I would say inclined to take on all those roles and to take on more work and to take on all the responsibility, and it’s just not the case. Volunteers are meeting all kinds of people, staff in your organization, as well as other volunteers. 

So, that department of one mentality is not helping you. You don’t need to be a superhero. You don’t need to be a savior of the organization. You don’t need to be a martyr. There’s no, none of that is helpful. So that’s another sort of mindset but also think thinking and being clear. About what other people’s responsibilities are when it comes to volunteer supervision at volunteer. 

In the Volunteer Pro Impact Lab, we teach people how to develop a chart of accountabilities, so it’s very clear who’s ultimately responsible for each task when it comes to volunteer engagement. All right, let’s talk about rookie mistake number three when we manage volunteers. And that is choosing paperwork over people. 

Now the pendulum has really swung. It used to be, was all about casual bring people in. Most nonprofits early in their days, early in their history were started by a group of volunteers and it was sort of anything goes list like in it to win it, and organizations survived. But we live in a much more complicated world now. 

So. Things swung to a more human reach. The pendulum swung to a more human resources approach, and that human resources approach is really about paperwork. And people thought that by developing strong HR systems, that would automatically mean that they would have more volunteers, and volunteers would be better prepared, and volunteers would offer better services. 

Now, there’s some truth to that, but. The pendulum has swung back, and I think we must balance that with the fact that community building is where, is where it’s at. It’s people’s relationships that determine whether they’re going to be loyal to your organization, whether they’re not going to, they’re going to be productive, whether they’re going to continue to come back. 

That is really about relationships. It has nothing to do with your paperwork. Now, if your paper, if your organization is not. Organized in how and paperwork can help us with that. But it’s not always that. That’s not always the thing. But if it’s not organized, then people will leave as well. So, check out Volunteer Nation episode 164 where I talk about moving from volunteer compliance to community where I talk about building community. It’s something we must focus on now. It’s different than it was before because you can have not so great paperwork. But you can have strong community and relationships but just having perfect paperwork and not having those volunteer relationships and that more transformational and relational type of community building in place, that perfect paperwork is not going to get you very far. 

What you do behind the scenes is more for you. It’s more to help you now clarity and communications around. Policies, procedures, et cetera, that can also replace paperwork if you don’t have it in place. Now, don’t get me wrong, I do a lot of training on developing standard operating procedures inside our community, inside our courses. 

I talk about the different types of systems we want to have in place, all that good stuff, but that does not replace the people connection. It just doesn’t. And we’ve been kind of led to believe that over the years, but the pendulum swinging back, y’all, even in community fundraising fundraisers have come to understand the role of a transformational relationship, the role of relational communications when it comes to fundraising. 

It’s a thing in the development side as well. So, really want to make sure we are not choosing paperwork over people. We’re not hiding behind our paperwork either. If we’re introverts, we’ve got to get out there. This is a people facing job. But again, if we’re not, if we don’t have a department of one mentality, then we get other people involved in helping us. 

All right. Let’s talk about rookie mistake number four, not building a community around your work before making the ask. Now, this is around community building in terms of lead generation, what we call lead generation in marketing, but it’s building a mailing list, building an email list of people who you are having conversation with, you are sending out. 

Let’s say your monthly newsletter, you are sending out success stories. You’re asking for their feedback. You’re setting up info sessions that they can join online and just get some info about what you’re doing. You’re inviting them to events at your organization. You’re keeping them in the loop. You’re sending out emails that are around celebrations, and when the time comes, you’re sending out a call to action where you’re inviting them to become a volunteer and to join you for an upcoming training. So, when we don’t build a community first, we just out there recruiting volunteers cold. We must rely a lot on volunteer matching websites like Volunteer Match Now, an Idealist and others, but those can only take you so far. 

And yes, they can help you find volunteers, but if you, it’s much easier to convince someone who already knows about you if they know, like, and trust you, and you make an ask and it’s very specific and they understand why you’re making the ask. They’re going to be more likely to say yes than someone who doesn’t know you. 

Right, and so you much more heavy lifting with a volunteer matching site than with your own email list that of people who’ve been learning from you. So, check out Volunteer Nation episode two. It was that important that I, that was the second episode I did after the first introductory episode of this podcast. 

It was that important that I posted this, recorded this episode, volunteer Nation, episode number two, how to Recruit volunteers by building a following First. So essential to today’s marketing. You own your email list. Your social media is controlled by an algorithm. Your organic search on Google is controlled by an algorithm, but your email list will always be yours. 

And social media, organic social media in particular, but even paid social media is just not working like it used to. I know I’ve just recently did some paid Facebook ads did not work. And your organic posts on social only reach a limited amount of your total follower base. Don’t stop posting on social, but it’s not going to be your only thing. 

Email is much more effective, and you’ve got to warm people up to what you’ve got on offer. Because people are busy, and they got to fit you into their lives. So, they may be thinking about it for a while. All right. Let’s take a quick break from my seven rookie mistakes and how to avoid them so that you can manage volunteers with greater ease. 

After the break, I’m going to share three more rookie mistakes and what to do instead, as well as links to some podcast episodes where you can dig in deeper. All right, so don’t go anywhere. I’ll be right back.  

VOLUNTEER PRO IMPACT LAB 

Hey, are you looking to upgrade and modernize your volunteer program or maybe you’re building one from scratch and you’re just not sure where to start? 

If so, we’ve got the perfect resource for you, the Volunteer Pro Impact Lab. Having built several direct service programs from the ground up, I know that it doesn’t happen by accident. It’s a clear process that takes careful attention with a focus on impact. In the end, you need a system in place that’s clear, standardized, efficient, and that gets results. 

In addition, and maybe this is the most important, you need a volunteer program design that directly contributes to your organization’s most critical goals. That’s where the Volunteer Pro Impact Lab comes in. When it comes to effective volunteer engagement, our bespoke volunteer strategy Success path model, which is the heart of our resources and strategic advising, will help you transform your volunteer strategy from fundamental to a fully mature what’s working now approach and all in less time with our online assessment, you’ll quickly gain clarity on precisely where to focus your efforts, and we’ll provide recommendations for the exact steps needed for sustainable growth regardless of how large or small your organization is or what your cause impact area or focus. 

Our program development and implementation support model will help you build a strong foundation so volunteerism can thrive at your good cause. If you’re interested in learning more, go to volpro.net/join and we’ll share how to get started and what’s involved. 

Hey everybody. Welcome back. We’re talking about how to manage volunteers like a pro, and I’m covering seven rookie mistakes and how to avoid them. We talked through three, or four rookie mistakes before the break, and I’ll just remind you what they are. 

Rookie mistake number one was not mining your mindset. Rookie mistake number two. The department of one mentality. Rookie mistake number three was choosing paperwork over people and rookie mistake number four was not building a community around your work before making the ask to volunteer. So, let’s look at three more rookie mistakes that I’m hoping you’ll learn something from. 

Rookie mistake number five, not setting clear boundaries. Particularly with your time, attention, maybe your spirit sometimes, but boundaries are so important in the work we do when we’re, for example, I was talking earlier about the department of one mentality. When we think we must own it all and we must fix things for everybody, it is a one-way ticket to burnout. 

And increasingly you’ve got to have very clear boundaries. And like Brene Brown says, clarity clear is kind, and you’ve got to help both your coworkers and volunteers as well as community partners and anybody else that you’re not here to fix everybody else’s problems, that you want to stay in your own lane. 

Because you can start to expand and expand and people have taken on the job of leading volunteers often because they are, uh, a person who loves being in the helping profession. A helping profession is a noble way to spend your time, but it also will burn you out if you are trying and stretching to fix everybody and everybody’s problems. 

That’s not your job. As a person who manages volunteers, your job is to resource humans, people who want to help and make sure they’re helping, they’re being leveraged to meet your organization’s goals. You’re not there to fix everybody’s problems. And so, we’ve got to set clear boundaries. And I feel so strongly about this, that I posted an episode a while ago called episode number 126. It’s called eight ways to empower not rescue nonprofit employees and volunteers. And I talk about this boundary setting. I give you actual scripts of what to say, and I talk about why it’s important to set boundaries. Because if you don’t empower. Your fellow coworkers and your volunteers, you’re not giving them the opportunity to learn and grow. 

And if everybody’s coming to you for help and you’re not pushing back when it, you’ve delegated and you’re taking that delegation back, you’re not helping people grow. I also have along the same topic. I’ve heard from a lot of people who take their work home and they work on weekends, and you know what? 

I gave up? That is a fool’s errand to be working on weekends. I’m telling you right now, your body needs rest. I know this from personal experience, and I gave up working on weekends. A while ago, and I own my own business, and I can tell you it’s counter to my productivity to burn the candle at both ends. 

Now, it’s not that I don’t work hard. I do. I’m a very hard worker, but I reserve my weekends for my family, my personal health, to have some fun. To have some light. Now, once in a blue moon, I’ll work on a weekend or sometimes I need to travel home or travel to on a weekend day. But other than that, no. And if you’re taking home and you’re not accounting for those hours, then you’re letting your organization know. 

That you can do increasingly. And there is no limit to what you can do. And we know human beings; there is always a limit Set. Clear boundaries on your time, on your energy, on what you’re willing to listen to. People cannot emotionally dump on you if you don’t. If that’s bringing you down or taking your energy, then you need to, you know, set boundaries with that. 

So, it’s not setting clear boundaries with your time and in other ways is rookie mistake number five. Rookie mistake number six is focusing on warm versus cold, or focusing on cold, I’m sorry, versus warm recruitment, focusing on cold versus warm recruitment. Now I talked about that around not building your list right before the break, not build building community around your work. 

But I want to talk about some other ways you can really focus on warm recruitment, and that is by focusing on your episodic or your one-time volunteers. So, I posted a. An episode a while ago called Volunteer Nation episode or episode 86. It’s called Converting Episodic Volunteers into long-term supporters, not having a strategy in place to convert those one-time volunteers into longer term supporters, whether they’re donors or volunteers is a huge mistake because it’s, as I said before, it’s much easier to convert somebody who is a one-off volunteer and who knows you and has caught the bug than converting somebody who’s never heard of you before. And so, make sure that you have a clear strategy in place. For how to make sure, number one, that those volunteers, those episodic volunteers have a fantastic time in their short amount of time that they’re with you, that they stay on your mailing list, that with your permission and that you talk to them about the other needs in your organization and how they might support those other needs. 

It’s okay to make a soft ask at the end of the day. It’s okay, right? So really come up with a strategy for that, and I’ve got that strategy in that episode, episode 86. Okay. My final rookie mistake, not building and documenting clear systems. And then those clear systems are so that you can delegate to others. 

Again, we are not a department of one. If you are a department of one and you have not recruited any volunteers to help you with volunteer management, shame on you because you are supposed to be the champion of volunteerism at your organization. So, lead with your walk your talk. So, lead with action. So, to do that, you need to build and document clear standard operating procedures, clear systems that they don’t have to be complicated, but they do need to be documented so that you can train and delegate others, so they know what the standard is. 

Now this is a little bit different. Then the paperwork approach where I’m just talking about the volunteer facing paperwork, like your applications, your volunteer waivers, et cetera, et cetera. That’s not what I’m talking about. I’m talking about the systems and the documentation of the system. So if you’re new and you’re building a volunteer program from scratch, I would do that as I would build those systems and I would document those systems as you build them, because later you’ll run out of time, and you won’t be able to. 

If you’re renovating time to start adding and creating those systems. If you’ve been around for a long time and you still don’t have those, or if you’re brand new to the job and you don’t have them, spend some time, just give yourself a day, a week, or half a day a week to start building and documenting. 

The cool thing is ChatGPT. Is so helpful and I’ll put a link to ChatGPT, it’s so helpful to write policy. You just tell it what the policy is, why it’s important, and then it will give you a policy and procedures and then you can tweak it from there. Of course they don’t, it doesn’t pump out exactly what you need, but it gets you started. 

And so, start with the most important inside the Volunteer Pro Impact Lab community, and in our fundamentals course, we teach about risk management and risk assessment. And when you go through that process of assessing risk, that helps you, we have a process for figuring out which are the highest priority policies that you want to develop first, because the priority policies are the ones that have the highest RI for, they’re for mitigating the highest risks. 

So check out Volunteer Nation, episode 46 called Save Time with Better Volunteer Management Systems. And I talk about some of these systems that you want to build. So, anything you’re doing, whether it’s how you run a volunteer orientation training, or how you respond and process volunteer applications, standards for customer service. 

Creating email templates, all the things so that you can start to delegate some of these tasks to others, including volunteers. I’m a huge fan of volunteer welcome teams. There’s no reason you can’t delegate the processing of new volunteers and the welcoming of new volunteers into your organization to a volunteer team. 

There is absolutely no reason. My mom and stepdad last year, we moved them into a retirement community, and this is a for-profit retirement community, and my mom is on the ambassador team that helps welcome new residents to the building, and they have meetings once. A month. And so it is that simple. And I saw her, I was visiting my mom last weekend and I saw her recruiting her neighbor for that activity. 

So, people want to do this and they want to get other people involved in it. I also saw, my stepdad got involved with his floor safety committee. He’s recruiting people for his group. So, people like to help, but you’ve got to give them avenues to help. And sometimes it’s through traditional volunteer roles and sometimes it’s through these other types of ways. 

Welcome team or training team. These are great ways to involve volunteers. So that’s that last rookie mistake, number seven, not building or documenting clear systems so that you can delegate to others, right? So let me review these one more time, our seven rookie mistakes so that you can manage volunteers with greater ease and more joy. 

That’s my goal for you. So rookie mistake number one, not minding your mindset. Rookie. Mistake number two, the department of one mentality. Rookie mistake number three, choosing paperwork over people. Rookie mistake number four, not building a community around your work before making the ask to volunteer. 

Rookie mistake number five, not setting clear boundaries on your time. Rookie mistake number six, focusing on cold versus warm recruitment. And rookie mistake number seven, not building and documenting clear systems that you can delegate to others. If you are interested in learning more, these are just some of my key takeaways, but we have an entire system called the Volunteer Strategy Success Path that we train our students and our volunteer Pro Impact lab members on, and we help them build maturity across the five pillars of our system. 

And our training is built over years and years. I’ve been in the field for decades and I want to make your life easier. I also want to make sure you’re not spinning your wheels on things that don’t matter. Again, there, there are, quote unquote best practices out there that people are touting and they will have absolutely no impact on your results. 

And I want to make sure that you have as many people as possible helping your organization. Meet its mission. People who are passionate, people are committed. People who are dedicated. So, I’ve got an offer for you. I’ve got an idea for you. If you’re interested. Join us inside the Volunteer Management Fundamentals course on September 16th. 

I will be kicking off a five week. Coaching program with that course called Volunteer Management Fundamentals Live. This is the first time I’ve done this, but I know people are needing coaching, so all, yes, you heard me. All people who have enrolled in the Fundamental Court fundamentals course to date will give, get access to these coaching calls if you join now, we’ve had 727 people take this self-paced course so far. And if you haven’t taken it yet, if you’ve already taken it, I look forward to seeing you in the coaching cohort. If you haven’t enrolled in the course, now’s the time to do it because with this program, it’s going to be the same price. It’s not any different than our normal price for the Volunteer Management Fundamentals course, but you’ll get access to five group coaching calls with me so that. 

I can help answer your questions. Of course, I answer all the questions that get posted inside the course, but people have evolving challenges and complicated challenges that they want to talk through with an expert, and they want to get that expert’s advice. They want a guide. And so, I’m going to be that live guide with you for five weeks. 

If you’ve started the course in the past and couldn’t finish, this is a great time to hold yourself accountable and join us for the course if you’re ready. To learn the core foundations so you’re not stuck spinning your wheels and you’re not able to get off the ground and you’re stuck in the paperwork versus people grind. 

Let’s learn a system so that you feel confident and focused, that you’re doing the right things, you’re focusing on the right tactics, and you’re not spinning wheels on things that aren’t going to work for you. So, join us. Go to volpro.net/begin. That’s Vol Pro. Do net slash begin Enroll in the course and you’ll be enrolled in the Volunteer Management Fundamentals live cohort. 

We start September 16th and we go every Friday for five weeks until October 17th. And if you’re in another country in another time zone or you’ve got things going on Fridays, no worries. We post the replay recordings right inside the community. You can ask questions inside, and I’ll cover them live during these coaching calls. 

So, I hope you’ll join us! Let’s not make any of these rookie mistakes anymore and learn to manage volunteers with. Ease and joy. Alright, take care everybody, and I hope to see you next week. Same time, same place on the Volunteer Nation.