Circles of involvement: increasing levels of engagement as you head inwardsIn my last post on this subject, we had got as far as feeling sympathy for people who don't volunteer for jobs to keep the choir running, as part of an understandable desire to husband one's energies and attention. Now we need to figure out how inveigle them into making the effort.
I should add that one of the reasons I am finding this a valuable subject to write about is because it is one that doesn't come naturally to me. I have phrased it as 'daring' to delegate, because my first instinct has tended to be to hope people won't mind my asking. I am much better at this than I used to be, but I still feel like this is a work in progress in my own life. So I am writing to consolidate and develop what I have learned as much as to help those who find themselves in similar situations. But then, you knew already that's why I keep a blog, right? It's not just for you...
Our goal, then, is to create a culture of volunteering, that encourages people to move inwards on our diagram of involvement. It is worth revisiting Kotter's model of organisational change here, as this is a classic case where you need something to build urgency to motivate the change before the transformation can happen.