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Beware of giving the following excuses to avoid delegating: "It takes too long to explain." "No one on my staff is capable of doing it." "If you want it done right, you have to do it yourself." "My people are already overworked. I can't dump anything more on them."

Step 1: Choose What to Delegate

Step 2: Choose the Right Person to Delegate to

Step 3: Communicate What You Want Done

WHAT do you want the employee to do? WHY did you choose them to do it?

direct invitation, not a Facebook post.)

clustering” – banding together to share resources or determining specialties.

Skilled volunteers can be integral to these developments, both to guide the learning management systems necessary and to present a wide array of professional development and public education programs.

support prevention rather than “bandages.” Point funders to volunteer work that brings about change and the finances needed to grow that work.  

screen applicants with experience solely in the corporate world for whether or not they also have a history of charitable giving and volunteering?

NPTimes foresees a surge in new training programs and certification opportunities, as well as nonprofits moving towards offering education to the general public to generate revenue.

Separate tasks that can legitimately be delegated to competent volunteers as their only role

Volunteers, however, can be advocates. They can speak out and be heard in more effective ways because (most of the time) they do not personally benefit from the outcome.

Marching and public protest are core activist tactics. But, the true potential for volunteerism is that many people are looking for how they can have a voice and affect decisions to come.