Combating Imposter Syndrome as a Leader of Volunteers

Entering Volunteer Management

I’ve been managing volunteers for over 10 years—a job I fell into (like many of us volunteer coordinators). It was a “learn as you go,” “fake it until you make it,” “trial and error” career journey. I began to attend webinars and opportunities to join calls with other volunteers across the world through Better Impact and Volunteer Management Professionals of Canada (VMPC). Through which I was suddenly surrounded by people who understand this work, who understood the unique dynamics that come with supporting people and managing people who give their time and are “paid” with invisible compensation.

Joining VMPC & First Board Impressions

In an attempt to build my skills and to engage more with these amazing people, I applied to volunteer on the Board of Directors of VMPC. I was ecstatic to get to be around other volunteer leaders and support this work on a national level. I entered my first board meeting and listened to all the amazing work they are doing for volunteer leaders across Canada. I got to learn about the teams they lead in their day jobs and bask in the passion they have for leaders of volunteers in the country. Yet, with all that inspiration, camaraderie and common ground I found myself doubting myself more than ever before. I thought to myself, I am WAY too underqualified to be here, I know nothing!

When Imposter Syndrome Shows Up

Imposter Syndrome—that quiet, nagging voice that says, “You only manage volunteers; it’s not that hard,” “Look what everyone else is doing in their programs; you don’t know what you’re doing,” “You’re not doing enough,” “You don’t have your certification—shows what you know.” It’s a nasty, cruel gremlin of doubt that surges up, pushing you into silence and crippling fear that you’ll be “found out” as a fraud in the field. That voice that will grab onto any evidence it can find to confirm that you shouldn’t hold the title or lead the team you have.

Shared Challenges Among Leaders

In gatherings with other leaders, I learned that we all seem to struggle with similar challenges. I would hear the struggles of how volunteer management can be undervalued and misunderstood. That the amount of work it takes to adequately support a thriving team of volunteers is not seen. I listened to colleagues struggle to get a budget to really celebrate these selfless people in the way they deserve. Yet, in the face of these challenges, they are still amazing at their jobs. I see the many different hats leaders wear and then on top of that, these leaders also volunteer in their own circles. Leaders of Volunteers are incredible and so I decided to share about my feelings of inadequacy with a few volunteer leaders I trusted. Turns out, the very people whom I felt intimidated by because of their greatness had experienced that same nagging voice.

Setting the Intention to Quiet the Voice

So, I am here to share some ways you can quiet that voice and tell that Imposter Gremlin to take a hike and step into the amazing role you’ve been trusted with.

Strength in Community & Learning

One of the most incredible parts of bringing Leaders of Volunteers together is our instinctual nature to support others to succeed. In trainings and meetings, you will notice that we LOVE to share tips and tricks on ways to do this work, share how to hold those many hats with more ease, and to celebrate the big and little wins with one another. We have a hunger for learning and collaboration, and it’s in this nature that Imposter Syndrome drowns.

Collaborating With Our Teams

Along with collaborating with others, we have a unique default of collaborating with the teams we lead as well. This allows us to create systems and programs that are enjoyable and effective. We match people with their desire and skill and foster growth in our teams. In many ways, volunteer leaders are paving the way and are the north star of engaging teams effectively.

Stewarding the Volunteer Lifecycle

Many of us see the life cycle of a volunteer from their application to the interview, to placement, to training, to coaching and all the way to their exit. We get to witness growth and have access to a barrage of people who are doing the roles and have the best ideas on what works and what doesn’t work. We get the freedom to listen to their ideas and make fast improvements. We get to engage with the best parts of humanity: People who want to give their time for others without expectation of return. The honor of supporting these people cannot be overstated.

Look to Your Team When Doubt Returns

So, when that nasty voice shows up, making you question your suitability for your role in leading volunteers, look at your team. Look at all they do and remember that it’s YOU who is leading the way to have these incredible people give to your community. It’s YOU who is creating a space where people want to invest their time and if you are open to learning and celebrating with your teams, if you have people show up and share how they love to volunteer, then you ARE well suited for this work. Not every moment will be a slam dunk, and this work is hard in many ways, but look at the people on your team, I promise you, this will help. And remember you’re not alone. Talk about it and I bet you’ll find other leaders who have experienced that same thing and inevitably will encourage and support you, because that is what Leaders of Volunteers do.