Volunteer Coordination For Fundraising

One simple Salesforce configuration transformed how my client manages volunteers. The Problem: Google Forms is a quick and easy way to collect data, but for long-term data management, it often creates more work than it saves. A client of mine used it to gather volunteer contact info and consent forms, but the data ended up isolated from their Salesforce system. This meant duplicate effort, manual updates, and missed opportunities to use that information effectively. The Solution: Salesforce Experience Cloud is a great alternative for organizations that want to collect data directly into their CRM. Here’s how I approached this: 1. Start with a Custom Object - I created a custom object in Salesforce to store volunteer information and consent forms. This keeps the data structured and easy to manage. 2. Build a Public-Facing Site - Using Experience Cloud, I built a simple, branded site where volunteers could fill out their details and consent forms. 3. Leverage Salesforce Flows - The site is powered by a Flow behind the scenes. When a volunteer submits their information, Salesforce automatically creates a record in the custom object. No administrative intervention required. The Benefits: --Volunteer data is no longer siloed. It’s stored directly in Salesforce alongside other organizational data. --Manual data entry is eliminated, reducing errors and saving time. --The system is scalable and reusable for future campaigns. Why It Matters: Solutions like this don’t just save time—they lay the foundation for better data management, reporting, and insights. If you’re a Salesforce admin or CRM professional, consider how Experience Cloud and Flows might help you reduce silos and automate processes for your organization. Here's a screenshot of what the Flow looks like inside Salesforce:

Have you heard of the 5As framework for embedding accessibility and inclusion? Originally developed by the TV Access Project (TAP) to ensure Disabled talent can fully participate in television, the 5As provide a strong foundation for accessibility in any industry. They move beyond compliance, embedding inclusion into everyday practice. The 5As stand for: Anticipate – Accessibility isn’t an afterthought. We expect to work with Disabled people and proactively design inclusive environments, staying informed on best practice. Ask – We don’t assume. Everyone is regularly and sensitively invited to share their access needs, focusing on adjustments rather than conditions or impairments.   Assess – We reflect and improve. Accessibility information is easy to find, our culture is open and safe, and we regularly review and update our policies. Adjust – We take action. Adjustments are planned in advance to ensure full inclusion and wellbeing, with expert input and proper funding. Advocate – Inclusion is a long-term commitment. We champion Disabled talent, challenge discrimination, and support career progression into senior roles. The 5As help build workplaces, events, and industries where accessibility is standard. They don’t solve everything, but I do find them a useful tool for things to consider in creating accessible environments. Do you have any other frameworks like this you can recommend? Find out more: https://lnkd.in/dx7QwvBZ ID: graphic from the Creative Diversity Network highlighting key steps to drive inclusivity: Anticipate, Ask, Assess, Adjust, and Advocate. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

What It Really Takes To Run a Volunteer Organization in Games I get asked all the time: how do you create and run a successful volunteer initiative within our industry? I have been so pleased to see many of you, inspired by what Amir Satvat's Games Community does, launch your own projects. Our community started from nothing less than three years ago, and I promise you: if you believe in yourself, you can make an impact too. Here are the most important lessons I have learned: 1. Time and persistence. It takes serious commitment. I still spend 10–15 hours a week on this work, late evenings and weekends, with full family support. If family and work always come first, you will need to stay up late, tiredness your ally. As Chris Melissinos says, a project like this is not just about you. Your loved ones sacrifice too. 2. Writing and organization. 100+ posts a month do not just happen. It takes clarity, practice, and structure. You will improve with practice. 3. Communications with others. I get 1,000 to 1,500 notes a week. You need systems to manage volume while staying authentic. Relationships with other organizations are just as important. 4. Protecting yourself and your brand. Decide early on what your boundaries are. I protect ours ferociously: no intolerance, no hate speech, no profiting, no opportunism. As you grow, many will want in, some for their own gain. Stay cautious, yet positive. 5. Strength of character. People will say things that are false, hurtful, or personal. Some will not like you or will mock what you are doing. Ignore the noise as long as your employer, family, and community understand. 6. Being out in the community. If you want to do it right, you need to show up and be authentic. At events, I know some people may have looked forward to meeting me for a long time. I try never to let them down no matter how tired I am. 7. Always iterating. There will always be more resources you could offer than you should. Create and curate regularly. Prune if you can't prove impact. 8. Strong, identifiable branding. Our community branding was chosen by vote for impact. With help from my friend Desirée R., we built a presentation style that is fun and memorable. 9. You cannot do it alone. Trusting volunteers was hard at first, but they are outstanding. Empower others if you want to scale. 10. Take some risks. Safe is not enough. Over time, you must share your beliefs and define your voice. 11. Ground everything in metrics. Impact must be measured. That is why I share results every two weeks. If it is not measurable, why do it? 12. With that said, environment matters too. I ask often how our community makes people feel. Support and care are as important as data. 13. Balancing expression and toxicity. Give people room to share hard opinions while preventing harm. Clear guidelines and consistency are essential. 14. You are here to serve. Never lose sight of why you are here: to make gamers' lives better. It's not about you.

Conflict in teams isn’t the problem. The real issue? How it’s handled. When emotions run high, our instinct is often to argue, defend, or shut down. But there’s a far more effective approach—one used by FBI negotiators to de-escalate high-stakes situations. 💡 Try the ‘Looping Technique.’ Instead of reacting, reflect back what the other person is expressing before you respond. Example: A team member says: 🗣️ “No one ever listens to my ideas in meetings.” Instead of dismissing or debating, you may say: 🗣️ “So you feel like your input isn’t valued?” This simple shift reduces defensiveness and makes people feel heard. It also creates space for real problem-solving and psychological safety, followed by higher engagement and productivity. 🔎 In my work with high-performing teams, I see this technique transform tense moments into breakthroughs. It leads to stronger collaboration, not deeper divides. P.S.: What other tips do you use to handle conflict in a team? Drop your thoughts in the comments!  --------------------------------- Hi, I’m Susanna. I help leaders and organizations build high-performing teams through psychological safety and inclusive leadership. 🚀 Visit my website to book a free discovery call!

I once had a volunteer bristle when I used the term "volunteer management." I mean, he was *bothered*. That one term caused some VERY strong emotions. Because in nonprofits when we talk about "volunteer management," what we should really be talking about is volunteer *engagement*. We all know that running effective nonprofit volunteer programs isn't as simple as sending a quick email to volunteers and expecting them to show up. No. That's not how it works. If you want your volunteers to stay motivated and committed, there are two things you need to focus on: 1. Clear communication: Communicate your vision and expectations with them. Be transparent about what you expect and give them a clear idea of the time commitment involved. Clearly define roles, responsibilities, and decision-making authority. 2. Volunteers as stakeholders: Understand that volunteers are more than just tools to get work done. They're stakeholders, who deserve to be heard, valued and appreciated. If you can create a culture of mutual respect and understanding, and not treat them like just another random warm body filling a role, your volunteers will be more committed and deliver better results. So, if you're struggling with volunteer management, remember these two things. And next time, instead of trying to "manage" your volunteers, try to engage and inspire them instead. This is a valuable lesson that I learned the hard way. #VolunteerEngagement #NonprofitVolunteers #Volunteerism #CommunityImpact #NonprofitLeadership #VolunteerManagement #MakingADifference #NonprofitSupport #VolunteerOpportunities #EngagedVolunteers #MissionDriven #NonprofitImpact

“Just brush it under the carpet!” Do that, and you’ll see your organisation turn into an Ekta Kapoor TV serial, where everyone gossips about each other behind their back! Avoiding conflict might feel peaceful in the moment, but make no mistake... it builds frustration and creates invisible walls within the team, and that leads to gossip, groupism, politics, and at the end of it all, the business suffers. The right way to deal with conflict is to address it and have a mature conversation. Here’s how you do that: Step 1: Root Cause Analysis Dig deeper. Understand the situation. Ask each person why they feel the conflict started. The best way to do this is to use the ‘5 Whys’ technique. Ask “Why?” five times. Example: A & B are arguing over who’s at fault for a delayed project. Ask: 1) Why do you think the project got delayed? → B didn’t send the file on time. 2) Why didn’t B send the file on time? → The client delayed the project update. 3) Why was the update delayed? → Because C delayed the MVP delivery to the client. 4) Why did C delay it? → Because the timeline wasn’t documented, so everything was in the air. By the 4th “Why,” you realise: A & B are fighting over blame, but the real issue is the lack of a formal documentation process like CRM updates or email records. Step 2: Have a 1-on-1 Conversation Talk to each person privately. Just listen, without judgement. Listen not to respond, but to understand. This helps defuse emotions before the joint discussion. Step 3: Act as a Mediator Don’t be a ringmaster - be a mediator. Bring all parties together and facilitate the conversation. Don’t lecture or dictate. Focus on finding the solution, not figuring out who’s right. Step 4: Win-Win Solution Encourage them to find a resolution where all parties win, by solving the real problem together. Step 5: Action Steps & Follow-Up Close the conversation with clear next steps on the process and workflow going forward. Follow up after a few weeks to check if the solution is working. Share this with your network and help a business owner resolve team conflicts the right way.

Fear stems from a lack of knowledge. Our visually impaired team member faced a daunting challenge upon arriving in Bombay to join the team. Despite having booked a paying guest accommodation, the owner initially refused to accommodate him solely based on his visual impairment. It took half a day of patience and persistent convincing to change the owner's mindset. Why did this happen? Well, it seems like the PG owner wasn't familiar with how to handle situations involving individuals with different abilities. It's not about being mean, but rather a lack of knowledge. If you ever come across people who have disabilities, here’s what you can do: (something that we follow at Lawyantra) 𝟭. 𝗕𝗲 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 Include individuals with disabilities in conversations and activities, ensuring they feel part of the group. 𝟮. 𝗔𝘀𝗸, 𝗗𝗼𝗻'𝘁 𝗔𝘀𝘀𝘂𝗺𝗲 If unsure how to assist, ask the person directly about their preferences or needs instead of making assumptions. 𝟯. 𝗔𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗹𝗲 𝗦𝗽𝗮𝗰𝗲𝘀 Advocate for and create accessible environments, considering mobility aids, signage, and other accommodations. 𝟰. 𝗨𝘀𝗲 𝗥𝗲𝘀𝗽𝗲𝗰𝘁𝗳𝘂𝗹 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 Choose words that respect individuals' dignity and focus on abilities rather than limitations. 𝟱. 𝗢𝗳𝗳𝗲𝗿 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲, 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗜𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝗰𝗲 Offer help when needed but respect their independence and autonomy in daily activities. The unfortunate incident highlights the need for more awareness. When people know how to interact with others who have different abilities, situations like this can be avoided! It made me think about the importance of education and awareness regarding inclusivity. I believe employers, educators, and society at large must take steps to bridge the knowledge gap and promote understanding. It's crucial to emphasize that differences should be celebrated, not feared! #fear #visuallyimpaired #empathy

Disability Pride does not end with the end of July. Even more importantly, organizational responsibility to create fully accessible, genuinely inclusive environments, talent processes and #HumanResources systems does not end with the end of July. Disability and neurodiversity should be important considerations in making organizations talent-rich environments year-round. Inclusion and accessibility should be built into the totality of organizational processes and practices. That also means physical and digital neuroaccessibility, with sensory-friendly environments and accessible communication tools. That also means ensuring disclosure safety and enforcing anti-discrimination policies. That also means taking down barriers to growth opportunities - and yes, growth includes leadership opportunities. Statements and celebration are not enough. The totality of organizational action should be inclusive. #neurodiversity #disability #inclusion #DisabilityPride #talent #leadership

“Why are you doing this?” vs. “How can this move us forward?” One shuts people down. The other sparks progress. A few months ago, I sat in on a tense team meeting. A deadline had been missed, and frustration filled the room. The manager, arms crossed, looked directly at one team member and asked, “Why are you doing this?” Silence. One looked down, scrambling for an answer. Others shifted uncomfortably. The energy in the room had shifted—from problem-solving to blame. I’ve seen this happen countless times. When conflict arises, our instinct is to question, defend, or assign blame. But what if, instead of shutting the conversation down, we opened it up? Now imagine if the manager had asked instead: “How can doing this progress us forward?” The impact is immediate. This simple shift in words changes the energy from defensive to constructive, from looking at the past to focusing on the future. Conflict isn’t the problem, it's how we approach it. Teams that handle conflict well don’t avoid it—they reframe it. They shift from blame to solutions, from frustration to collaboration. This approach is backed by research—high-performing teams aren’t the ones with zero conflict, but the ones that use conflict to drive clarity, alignment, and better decisions. Try this the next time conflict arises: 1️⃣ Pause before reacting – ask yourself: am I looking for blame or a way forward? 2️⃣ Reframe the question – instead of “Why are you doing this?” try “How can we solve this together?” 3️⃣ Turn conflict into clarity – use tension as a signal that something needs adjusting—not a reason to divide. This is part of the COMBThrough series, where we help teams untangle real challenges and turn them into opportunities for collaboration, agility, and performance. So, the next time frustration builds in your team, ask: Are we stuck in the problem, or are we working toward the solution? Would love to hear—how does your team handle tough conversations? ********************************************************************************* Hi! I’m Cassandra Nadira. I help teams unlock their potential to increase performance with proven tools and practices. 🚀 Let’s elevate your team: ✅ Workshops & Trainings – Build self-awareness and leadership agility ✅ Custom Programs – Enhance team dynamics and performance ✅ Speaking Engagements – Inspire with actionable insights 📩 Message me to explore how we can work together! #team #humanresources #workforce #challenges #leadership #learn #development #cassandracoach

I was having team with my neighbors who is Director at a reputed consulting firm. He has seen me facilitate teams for bring clarity through Sketchnotes 📝 He promptly asked me to suggest some way to resolve conflicts in his team. He said “they are always on fire, waiting to put each other down”. My eyes lit up and rolled up 🧠remembering what I did in my team few years ago. In high-performing teams, conflict is inevitable. When collaboration 👥is frequent and stakes are high, differing working styles, communication gaps, and behavioural patterns can often spark friction. But rather than letting these conflicts fester, what if we turned them into opportunities for clarity and growth? One powerful ritual I’ve found useful is something called a Behavioural Retrospective 🙌— a structured conversation that helps teams reflect on behaviours causing friction and co-create better ways of working together. Let’s break it down 🧩 What is a Behavioural Retrospective? Unlike project retrospectives that focus on processes and outcomes, a Behavioural Retrospective dives into the interpersonal actions and behaviours that impact team dynamics. It guides teams to safely surface frustrations, understand the root causes, and collectively agree on more constructive behaviours. Here’s a simple four-step framework to run one: ⸻ 1. Get Frustrations on Paper Start by asking team members to quietly write down actions or behaviours of peers that are frustrating them. Encourage specificity — focusing on actions, not people. ⸻ 2. Take Turns Sharing Create a safe, non-defensive space where team members can take turns sharing what they’ve written. A crucial mindset here: listen to understand, not to defend. Everyone deserves to be heard. ⸻ 3. Ask Revealing Questions Encourage the team to ask revealing, open-ended questions to uncover what’s beneath the surface. This helps build empathy, as people often act from unseen pressures or intentions. ⸻ 4. Make Suggestions for Alternate Behaviours End the session by inviting the team to suggest constructive, alternative behaviours. Focus on actions that can replace the problematic behaviours moving forward. Capture these as actionable, specific agreements. ⸻ Why This Works Behavioural Retrospectives promote empathy, mutual respect, and a culture of continuous improvement within the team. ⸻ If your team has been experiencing behavioural conflicts, this might be a good ritual to introduce in your next cycle. It’s a simple but transformative way to realign as a team — not just on what you build, but how you work together. Have you tried something similar? Would love to hear how you handle behavioural conflicts in your team. #TeamCulture #Leadership #Retrospective #ConflictResolution