John Scott

I have learned the difference of opinion, experience vs. wisdom, and the generational gap that causes conflicts with volunteers and their leadership. First of all, time stands for no one, and when tackling projects with volunteers that bring their energy and tenacity are much needed to drive an initiative home. The differences come from that experienced leader who has not moved with new ideas, and the youth have a different perspective; now, we have disagreements and a lack of respect, and both generations have the answers, wisdom, energy, and drive needed to meet at the intersection. I love that energy and differences to create a winning environment and build that bridge. The hourglass of sand will continue to pour.

I`m a strong relationship builder, and my crucial asset to my boss is that I can put our organization in any stakeholder situation to benefit our initiative to pave the way. My worth is a cost-effective measure because I`m a walking billboard in community engagement, political circles, and branding of my organization; so, when the leadership of an organization understands your worth in these circles, they will see how it benefits them in new business, relationships, and business development. Begin to see yourself as the shift for any organization that sees you as a valuable asset.

Volunteers are giving people once they give their time and money. You must gain their confidence that together we win! I`m always working with the cohort of volunteers because I understand their commitment and time. So, in political campaigns, you must not show defeat But have confidence with a capital C and build up the volunteer base, which is critical. I have relationships with volunteers who have helped me command a team and introduce candidates, new organizations, and education initiatives that will need an army in the campaign. So, I have a list of organizations and volunteers I can depend on to move an initiative. Get your volunteers involved immediately and create small wins and accomplishments that will grow, and your volunteers.

Your professional network is the first step in shifting, elevating, and jumpingstarting career moves and changes. My network is proven because of the trust factor in our careers in helping one another. Please take a moment and think about it: Whenever I have a job opening, my first call will be to my network of colleagues for a referral of someone they know who could fill that position. The trust factor of making sure everyone can achieve. As I shift in that latter part of my career to ensure growth and promotions, my network is a critical factor in wisdom and advice because our chessboard is mature in these moves.

Volunteers can be a revolving door if the commitment is not there. I always aim to have interns who want to learn, pair them with my more seasoned volunteers, and teach them the game. That's my farm league, as they realize they are waiting for the opportunity. I have a schoolhouse, Bell, and ring that bell and shout batters up!!!! That knowledge, training, and commitment is their time to shine, and we will walk with them as they hit that trail. The management of a volunteer force is to train with confidence and authority and make them part of the team. First of all, I tell them that if you're a great volunteer, you will know how to train and be on the lookout for others to help the organization.

My goals in the workplace have always been to collaborate with my colleagues. First of all, have a listening ear to their ideas and input. I have never been the most brilliant person in the room, and although I have the experience, I'm always learning from them. I ask for fresh ideas to gather their input to increase engagement to solve the problem and move forward. Develop that roundtable, and you will get more solutions together than apart. I call that develop skin in the game we are not in competition. Start together and finish together, which becomes a winning team.