Set a reasonable and mutually-agreeable time table for the project or task. You can also protect your emerging leaders by spreading the responsibility. But don't make the mistake of insulting your emerging leader by delegating a task to him or her and then to another person as well to make sure it gets done. The opportunity to attend special training sessions, meetings, or conferences on behalf of the group can be a very powerful form of volunteer recognition. To be supportive of your emerging leaders, you must know what motivates them.
People volunteer to meet their needs, which are as varied and numerous as the volunteers themselves.
Job satisfaction for volunteers comes in the form of feelings appreciated for their efforts, that they are a part of the organization, that they are accomplishing something worthwhile, and that they are making a difference. Volunteers must believe that their contributions are taken seriously. Volunteers who receive positive reinforcement will strive to do their best work, and their energy and enthusiasm will be contagious. Paula Beugen, consultant on volunteerism for the Minnesota Office on Volunteer Services, notes that people enter into most new situations with a touch of enthusiasm and anticipation, hope and fear. To be supportive, we must be sensitive to the volunteer's feelings and needs at any given time.