• A brief background of the organization in which your LDP will be used.
• A brief description of the symptoms that suggest that leadership development would be beneficial to the organization and its members, as well as the benefits that leadership development would bring to the organization. You can identify organizational benefits, human relations benefits, strategic benefits or even financial benefits.
• The benefits that leadership development will bring to the leaders who are developed.
• Requirements: Four pages two references in addition to the Bible and the text. One of the additional references must be peer-reviewed. Use these references to support ideas such as why the symptoms suggest that leadership development is necessary and the benefits that leadership development can have.

DEVELOPING VOLUNTEERS

Abstract

The purpose of this paper is to reveal the vital need of leaders in the nonprofit organization. Nonprofit organizations have a challenge when it comes to recruiting leaders to work in the organization. The major deficiency is the retention rate of the employees' attractiveness of working in a nonprofit organization has not been popular. The dilemma is choosing to work for an organization that may not provide the opportunity for raises or career advancement due to a lack of funding. Equally, the applicant can work for a major corporation that will provide bonuses and higher salaries due to a business that profits based on sales. Therefore, the leadership development plan will tactic to implement future leaders that are willing to remain in the nonprofit sector and train the future volunteers to become dynamic leaders that impact the organization. A volunteer program will be created. The program will be identified as the next generation leadership program. The objective of the leadership development program is to provide education and experience for the newly hired and current volunteers. In addition, the key competencies that will be introduced to the volunteers are:

Understanding fundraising and navigating the organization Leading others by effectively communicating The volunteers that graduate from the next generation leadership program will be given the opportunity to advance in the organization. Upon completing the program, the volunteers will be prepared to take on leadership responsibilities in the communities. The volunteer will have the training on building and monitoring relationships to fundraisers for the organization. The next generation leader will possess the human capital of listening skills and feedback. For the most part, the next generation volunteer will have experienced a mentor that have exposed he or she to volunteer directors' duties. The program structure will consist of an application process, interview, orientation, mentorship, assessment, and graduation. In conclusion, the program will assess and monitor the volunteers by a performance appraisal and surveys to receive feedback to ensure the program is effective in providing competent leaders.

Introduction

The leadership development plan will discuss the noticeable symptoms of leadership success in the services organization. The benefits of leadership development plan will be identified. The writer will elaborate on the advantages of the leadership plan to the staff members. All in all, the writer will converse on how leadership development will enhance the service organization. Background of the Organization Stewpot Community Services is a nonprofit organization located in Jackson, Mississippi. The organization was created back in 1981 by seven churches in the community. The organization purpose is to provide assistants to citizens that are homeless or poor. The nonprofit consists of 10 ministries that serve the Hinds County. The ministries where created by Calvary Baptist, St. James Episcopal, Galloway United Methodist, St. Peter's Catholic, Capital Street Methodist, St. Andrew's Episcopal, and Central Presbyterian Churches. The nonprofit originated from West Capital Street that started as a mature service station. In 1992, the Stewpot Community Services was the Central Presbyterian Church that was located on West Capitol Street. Due to the Central Presbyterian Church closing, the organization was donated to Stewpot Community Services. Thereafter, the organization was named the Central Urban Ministry Center.

In addition, Stewpot Community Services consist of 15 staff members and 19 board members. The executive director is the top manager in the organization. For instance, the director of volunteer services manages all volunteers in the organization. Also, the organization has frontline employees such as security and the accounting staff. Stewpot Community has 15 departments varying from corporate, women services, facilities, teen services, and an opportunity center. Diagnosis According to Tishman and Miner, "Volunteers help with fundraising, administrative tasks and operations, and they help spread the word about the mission of the organization" (2013). Thus, the volunteers are the pillar of the nonprofit organizations. Therefore, the ere is a need to develop the volunteers to ensure that the organizations have longevity. Stewpot Community Services does not have a volunteer program. The volunteer director, Mrs. Lindsey states "that one of the areas of opportunity is to create a volunteer database to manage volunteers". The database will allow the director to select the volunteers based on his or her qualifications. The database will service as an application in the beginning of the recruitment process. This will allow the organization to select volunteers that are competent and that have a long-term interest in serving the organization. Recognizing the lack of organization in the volunteer unit the development program will provide structure to the volunteer program. In addition, planning events to raise funds each year determine if the organization may spread the funds to the volunteer department program. Recalling the interview with the volunteer director of the Stewpot Community there is a need for a human resource department. The Stewpot Community does not currently have a human resource department that will produce the leadership suggested in the next generation volunteer. Human resources will recruit and train the new hires to attribute the communication skills that are sought by the nonprofit organization. Furthermore, implementing a volunteer program will generate the funding and leadership that is vital for the organization. The Stewpot Community volunteers are often court order by the judge to complete community service. Classifying the volunteers as short-term employees that may not be interested in a career base on the circumstances. Director Lindsey states, "The retention rate infer that 50% of the volunteers are consistent employees". Critiquing the volunteers in the organization it is vital that the department promote empowerment and areas of opportunity. Recognizing the need for training the new hires to understand the Stewpot mission and vision the program will generate the skills by implementing the HR unit. Respectively, the volunteers will be trained, in being innovated and contributing to focus groups to create new departments. In other words, Romans 12 is a blue print for leaders that are seeking to build leadership competencies. Verse 2 reads, "And be not conformed to this world: but be ye transformed by the renewing of your mind, that ye may prove what is that good, and acceptable, and perfect, will of God" (New Living Translation Version). Exemplifying leadership skills such as innovation will execute the results that the organization is seeking. Volunteers must have a servant hear, be relatable, and a role model. Summarizing, the need for development, the volunteer director of Stewpot recognize that many volunteers come to the organization without the expected competencies to impact the organization such as compassion, urgency to serve, and the mind to innovate. Thus, the volunteer leadership program will produce the types of volunteers required to impact change. Identification Applying the knowledge gained in the leadership development program the candidates will be identified as (Appendix A): Next generation volunteer leaders- the candidates are new volunteers that have completed the orientation. The candidates will be selected to advance to the next career path based on his or her expertise. The candidate has 1 year or more experience working at Stewpot Community Services. This volunteer must complete the mentor program to move to the next career level. Volunteer subject matter experts- the candidate is identified as a veteran volunteer with at least 2 or more years with Stewpot Community Services. The candidates have graduated from the mentor program with the competencies to facilitate change in the organization. Discovery of communication skills and fundraising techniques has been mastered by the volunteer. Collaborating with current volunteer directors are prevalent. The candidate qualifies to advance to a long-term position with a salary in the organization. Evaluating each candidate is a task that will be completed by the volunteer director. The next generation volunteer and SME volunteer will have an interview with the executive board in the organization to administer the career advancement graduation. Program Values and Purpose The purpose of the leadership development plan is to create a volunteer program to transform future leaders. The plan will identify superb leadership skills to thrust on the volunteers in the nonprofit sector. Values play a central role in one's overall psychological makeup and can affect behavior in a variety of situations (Curphy, Ginnett, & Hughes, 2015, pg. 152). The volunteers will be given the opportunity to take the survey and share their top terminal values. For example, In the mentoring process the volunteer will have the ability to identify his or herself and collaborate on ways to increase values. The volunteer program will provide a focus on self-respect, happiness, and salvation. Also, the values of the plan are to support the Stewpot Community Service mission to provide volunteer opportunities to servant leaders. The instrumental values will be executed in the plan to achieve goals. The mentor will utilize the instrumental values to teach the volunteers to lead with a purpose. For instance, the program will focus on servanthood, honesty, and humility. The instrumental values will service as the cornerstone of the Stewpot Community Services code of conduct that the volunteers must practice in the daily activities. Illustrated in table 5.1 Rokeach Values Survey are utilized to classify terminal values to identify the desired end state or condition. The survey will be utilized in the development plan to aid volunteers in identifying areas of opportunity and identifying his or her values. Figure 1 Table of Rokeach Values Terminal Values Instrumental Values Self-respect Servant hood Happiness Humility Salvation Honesty Equality Independent Wisdom Responsible (Curphy, Ginnett, & Hughes, 2015, pg.153) Competencies Mission: To develop education and experience strategies to develop long-term volunteers in the Stewpot Community Services. Reproducing competent leaders with a servant leadership mentality to impact the community is vital to the organization success. Vision: To provide leadership opportunities to each volunteer selected to work at Stewpot Community Services. Mentoring and training the volunteers to obtain higher level management roles in the organization will be top priority.

Key Objectives: The key objectives are listed to utilize as a blueprint to train volunteer leaders: 1. Develop a leadership development plan that will assist in the education and training in enhancing the communication skills of the volunteers. Incorporate technology as a tool to support the learning process. 2. Enable others to act by taking online assessments on active listening. Encourage the volunteers to increase knowledge by attending leadership development workshops. 3. Model the way by challenging the volunteers. activities to build volunteers critical thinking skills. 4. Inspire a shared vision by educating the volunteers on fundraising techniques. Train the volunteer on increasing the profits in the organization to expand. 5. Encourage the heart by recognizing the volunteer's accomplishments. Organizational Benefits Fundraising in the Nonprofit Sector The nonprofit organization is different from a business organization. The nonprofit organization receive funding by networking and partnering with corporations to ensure the longevity of the community services. A leader must possess communication skills and business skills to ensure the departments can service the community. The directors in the organizations must have the tenacity and eagerness to increase funding for the organization. Nonprofit organizations will not survive without the leader advocating for the organization. The leader must be developed and trained on communicating his or her commitment to the organization.