Crowdsourcing conference program selection

I love it when a few unrelated things happen close enough together that they get to have an unexpected synergetic result. The most recent occurrence of this for me happened over the course of the past week but I only put it together while out running yesterday. The three things at play were:

1. I read Beth Kanter's and Allison Fine's new book, The Networked Nonprofit, on my flights to and around Australia (I highly recommend the book even if you think your organization is already working well with social media)
2. Three presentations were cancelled at the last minute at the Volunteering Australia conference.
3. I was asked about helping organize a conference and that got me thinking about what I thought worked well an not so well at the VA conference

1. The Networked Nonprofit has a variety of examples of organizations that have recognized the benefits of giving up a little control to stakeholders and in doing so end up better addressing their mission. These organizations have also found that this type of engagement can help raise the participation level of it's stakeholders.

2. Cary Pedicini (CEO at Volunteering Australia) told me that they were so overwhelmed with offers to fill the cancelled sessions that they could not consider them all and were as a result just going to leave sessions as cancelled. (They were after all in the middle of running a conference.) Far too late for it to be of value to the conference I had the idea that we could have used Twitter to crowd source a selection from the numerous people that offered to fill the slots. (V.A. did a great job of incorporating Twitter into the conference for the benefit of onsite and offsite participation.)

3. Although some of the sessions were quite interesting, I felt that some of the workshops missed the mark in delivering content of real interest and value to leaders of volunteers. In his closing remarks Cary acknowledged this had been some of the feedback that they had received and reminded us that where this happened it was not for a lack of trying on the part of the V.A. team. ( I am not being particularly critical of the V.A. conference here. I imagine this to be a challenge of the selection committee of any conference.) That they tried hard to make the program as good as it could be is a important point though. If trying hard is not the only requirement for success, what else could help?

So as a variety of thoughts bounced around in my head while running, when the three above happen to collide, this what came to mind...

Why not let the people who are planning to attend a conference (or even the one hoping to but awaiting approval) be the ones to select the majority of the conference program? There are a few reasons why I suspect that the conference committee should still have the capacity to add ones they see as particularly relevant to the the conference theme or anything else. But even this idea might end up getting challenged in time as conferences experiment with this concept.

Session proposals could be entered online and then those who plan on coming to the conference could register their intention to do so, even if still awaiting approval, and then vote on the sessions they would like to attend. Session proposals could include a field indicating the minimum number of participants required for the proposer. Although I have not yet thought through all of the logistics yet, I can easily envision cases where even though a presentation is only of interest to a few people that the presentation could still go on, even if over a coffee in a cafe rather than in a traditional meeting room. Give that most of this is distributed data entry (proposers rather than conference committee) that could be used on the real conference registration form as well, and also given that the conference participants rather than the conference committee make the program selection, this would reduce the amount of work required by a conference committee while potentially creating a conference program more in line with what the conference participants seek. This does put another task on managers of volunteers who are already busy but it's an optional one and it does give people a real voice in the conference agenda.

Please offer your comments on other possible challenges and/or on what you like about it. Given the nature of participant involvement that is at the root of this, your feedback on this concept would be greatly appreciated.

Social Networking advice from N-TEN, Chicago

Today's post is a collection of thoughts from, or inspired by, the keynote presentation of an N-TEN meet-up I was at in Chicago.

Geoff Livingston was the keynote presenter and as we are seeing more often these days, he presented to us from the comfort of his home via Skype. This is becoming common enough that it barely deserves mentioning, but I do so because it underscored one of his key points. The way we do things in the world today is changing... and changing fast.

The changes related to mobile technology and the evolution of social networking are going to have the biggest impact on us. Individually they will be large: combined they will be enormous! One of the many challenges nonprofits face is keeping up with the changes in technology. They have to move with the social networking flow to new platforms as easily as their constituents do. The issues of "who has time" and "our IT department won't let us" simply have to be broken down to be a successful nonprofit in the future (and the future is now).

When you consider the popularity of iPhones and other smart phones along with iPads and the competitive versions that are already hitting the market, people are simply going to be able to connect to the internet more often and form more places. It is forecasted that by 2013, mobile devices will overtake PCs as the most common Web access device worldwide. You might like this or not like this, but you cannot ignore it for it will have an impact on your organization.

When it comes to using social media Geoff's advice is to avoid using it only to tell people what you are going to do. Use it first to learn from your constituents. They might have some good insights on the things you could do to help accomplish your mission. They might have questions or concerns worth addressing. Use it to let people know what you have done recently. Be specific through the use of stories, pictures and videos. Show volunteers making a difference: show the result of the volunteers' efforts. Encourage your volunteers to tell stories. They will likely anyhow but if you offer some encouragement, they will tell more stories and better stories.

The combination of the growth of mobile technology and the evolution of social media are creating a world of broad reaching, decentralized and speed-of-light communications. It makes it easy to envision a situation where by the time you even get back to the office from one of your events, volunteers from the event have already posted stories, pictures and videos describing their experience and their accomplishments.

Let the volunteers' stories be part of your organization's stories and be certain to pay attention to them. If you have not already, start telling your own organization's stories. A plenary presentation delivered via Skype attests, the future has arrived.

If you would like to get some of Geoff's thoughts straight from him (and I encourage you to do so) you can follow him on Twitter @geofflivingston or check out his blog at www.geofflivingston.com.

Top 100 Wish List for the Volunteer Management Sector

DJ Cronin began blogging on volunteer management last March and has just posted his 100th entry. To mark his 100th post he came up with his personal top 100 wish list for volunteer management sector. Others have added to it already.

The list has numerous items that will make you stop and think. Comments to the post are welcome so if you agree, disagree or have something to add you can be part of the conversation and DJ’s commemorative 100th post.

Read more at djcronin.blogspot.com

Volunteer Management Software Security (or lack thereof)

At each of the last two volunteer management conferences I have been at there has been another new volunteer software vendor. Upon looking into each of these packages I found something quite frightening.

Both software systems let a user’s password sit exposed on the user’s profile page. While this might appear to be convenient for the volunteer, it represents a security vulnerably that cannot be overstated. If it gets displayed on the page then it can be read directly from the database. In one of the two systems the page was not even using SSL (the encryption technology that should be used when sending private information over the internet). This means that the password (along with anything else) could be intercepted in transmission. Even with SSL in place passwords should be encrypted while stored on the database. This ensures that even if other security measures should fail, the passwords (which are often the same passwords used for other sites such as banking) are protected. It is not that the other systems are prone to failure but good security looks to protect from more than one angle.

If you are looking at new volunteer management software, be certain that SSL encryption and password encryption to your “must have” list.

Engaging Volunteers in Role of Higher Responsibility Throughout a Community

In the opening morning of the Advanced Volunteer Management Institute (#AVMI) at the National Conference on Volunteer Service (#NCVS) there was a support circle session. In groups of four, one person got to bring up a challenge they are currently facing. The others then offer whatever insights they can that might of assistance. In subsequent sessions each of the others get their turn in seeking advice related to their own challenge.

In our first session the challenge revolved around a region’s need to cultivate the nonprofits ability to deal with volunteers who are interested in applying the professional or special skills. Their research showed that there is large pool of people that are not only ready, willing and able to volunteer, but also to take on roles of greater responsibility. Their research also showed that most organizations were only prepared to work with volunteers helping in roles of minimal responsibility.

Given that this a common challenge I’m offering a couple of the suggestions that surfaced from our support circle conversation.

• Seek out volunteers who have the skills required to act as one-on-one coaches with nonprofits interested in learning more about how this shift can help them achieve their goals and how to go about implementing it. Those volunteer with experience in organizational change, senior management or organizational structure etc. and a desire to volunteer in this professional capacity will have a very fulfilling volunteer experience and more organizations will be ready to take on more volunteers interested in taking on roles with a higher level of responsibility.
  
• Rather than the job of managing volunteers being given to the E.D., or some other non-volunteer management focused position in the very small nonprofits, subcontract out the volunteer management to a person who works with a few nonprofits and has considerable expertise in volunteer management. Deploying volunteers in roles that involve a higher level of responsibility requires a higher level of expertise in the volunteer manager.

Is your organization ready for the mobile internet boom?

If your organization is similar to most, over the past ten years, it launched a website and started using email. Recently it might have launched a blog, a Facebook presence, started using Twitter or somehow begun using various forms of social media. So what’s next? The indications are pretty clear that a mobile strategy is the way of the future. Mobile devices are taking over and will soon replace the desktop computer as a leader in devices connected to the internet.

Apple claims it sold 300,000 iPads in the United Sates on its first day of sale and announced that it sold its one millionth iPad on Friday, April 30, just 28 days after the device’s release.

The total number of mobile internet users is expected to reach 134 million by 2013.According to the research firm, eMerketer, the USA can expect the number of mobile internet users to reach close to 45% of the population by 2013.

And looking at the global picture, IDC's Worldwide Digital Marketplace Model and Forecast, tells us that the from a base number of 450 million mobile internet users worldwide in 2009, that number is expected to double by the end of 2013.

So what does this mean to your organization? For one thing, it means that your efforts in social marketing will grow to have more exposure. The typically short bursts of information in social media are well suited for the quick updates one can so easily get on a mobile device while riding the train or standing in a grocery store line.

According to Merkle (a customer relationship marketing agency), “consumers with an Internet-enabled phone are one-third more likely to be active on top social networks. This natural affinity of mobile and social networking, both in demographics and ease of use, speaks to the importance of both within an integrated digital strategy”.

It also means you could benefit from focusing on current news bites and information that is particularly useful to your readers in the present, today rather than three weeks from now. From Mark Donovan of comScore's "Over the course of the past year, we have seen use of mobile Internet evolve from an occasional activity to being a daily part of their lives. This underscores the growing importance of the mobile medium as consumers become more reliant on their mobile devices to access time-sensitive and utilitarian information." This does not need to be an overly difficult shift in what you are already doing. Simply keep in mind that your message might be read in an environment where the reader will only have a few moments to internalize your message. News writers have always included the most important information first so that if people only read a portion of the article they would still get the key message. Think of that way but at hyper-speed.

The growth in adoption of mobile access to the internet will affect more than how you communicate general news.

Think of how a mobile internet device can help you fill shifts when the originally scheduled volunteer has had to cancel. Here is a possible scenario. You are out for lunch or anywhere out of your office and a volunteer cancels a shift for tomorrow morning. Through your mobile access to the internet you to learn of the cancellation and from wherever you are you access your volunteer management software and broadcast an email and text message to those volunteers that are qualified to fill the shift. From wherever your volunteers happen to be at that moment, they receive your message and the first one able to fill the shift responds directly into your scheduling software. Other volunteers who would be willing to fill the shift see that it has already been filled. All of this can happen without any of the participants sitting at their desks.

Years ago organizations had to rely on the post office and telephone to communicate. The post office was slow but it delivered eventually and the phone, although great when you reached the right person without having to leave a message, led to a lot of back and forth calls. An internet presence and desk to desk email dramatically decreased the timelines required for organizational communications. Now we are well into an era where we can make another leap in improving the lines of communications which will have a direct impact on reaching organizational goals.

The mobile internet is upon us. How will you make it work in your organization?

Using photo sharing websites to support your volunteer training

I am working with Volunteering England this month and decided that a great way to get over the jet lag as fast as possible was to run in a half marathon race which I did last Sunday. Out of it (along with some sore legs) came an idea of how photo sharing websites could be used to augment your volunteer training. It was a very well run race and I’d like to say thank you to the organizers and all of the volunteers. Among many other tasks, the volunteers kept us on course and well hydrated. I usually observe the workings of volunteers a little whenever I get the opportunity and given the amount of time I spent plodding along the race course, I got to think about my observations a little more than usual.

The saying about a picture being worth a 1,000 words came to mind while thinking about how some of the volunteers were fulfilling their role. It occurred to me that given how easy it is to put illustrative photos online and distribute the link to all (or at least most) volunteers that this would be worth adding to the training processes for some organizations.

In the case of this race, there were two occurrences where I thought photos demonstrating preferred practices would have helped the volunteer, and in turn the race participants. Both involved course marshals directing us around two different corners. Rather than standing on the outside of the corner, they had moved in closer to the inside corner. Both were enthusiastically cheering us on as we passed and I imagined that it was this enthusiasm that drew them closer to the action. This would not have likely caused a problem for the elite runners who got there long before me and would have been running with few, if any, other runners next to them. The race had over 3,000 participants so the majority of us who were not leaders in the race ran in very large groups based on our common running paces. When these groups got to these particular corners, we had to jostle unnecessarily for a position in which to navigate the corner.

If those volunteers could have seen a picture demonstrating exactly where to stand, that would have reinforced any verbal or written instructions. Even better, if that volunteer could have seen a picture of a volunteer standing at any tight corner of a race WHILE a previous race was going on and a crowd was trying to get around the corner, the volunteer would have more likely understood the ramifications of positioning and been less likely to even need to remember an all-encompassing set of instructions.

Two of the big names in photo sharing sites that are certainly worth looking are www.flickr.com and picasa.google.com.

A picture can indeed tell a thousand words. Where could you put them to use in your volunteer program? If you do already, please add your suggestion here.

Volunteer Recognition Luncheon vs Credit Card Rewards Points

So AMEX has jumped on the volunteer bandwagon. I think its great news. They are offering their members up to 10,000 AMEX rewards points per year for volunteering up to 100 hours (New York Times). Reading of this brought me back to a session at the U.K.’s Institute for Advanced Volunteer Management last October where there was much discussion over Disney offering tickets to their park to people who volunteered at specific organizations.

Some participants voiced a concern that it would water down what it is to be a volunteer. Some thought it could cause problems because volunteers would come to expect it. One person said they were just doing it to make money.

One person however made a very interesting point that volunteers were regularly rewarded for their efforts long before Amex started this program or Disney started giving away tickets to their parks. Volunteers at theatres often get free or reduced price tickets. Volunteer recognition luncheons come at a price. Volunteers at the Winter Olympics in Vancouver received a significant uniform to keep. In the grand scheme of things, the monetary value of the potential 10,000 points (~US$100) is not that much different than the monetary value of some of the ‘rewards’ traditionally offer to volunteers. Another person observed that the rewards in programs such as Amex’s and Disney’s are looked at differently by many because they are offered by… (play the scary theme music in your head)… corporations… rather than by the nonprofit themselves.

People volunteer for a wide range of reasons. Sometimes the reason they start is not the reason they continue. If a program such as this kick-starts someone into giving volunteering a try or gets them back into it after a long absence, all the power to it.

Web Based vs Desktop Volunteer Management Software

There has been some conversation on the CyberVPM discussion board recently about the key differences between web based and desktop run volunteer software. It has prompted me to throw in my two cents worth in.

Given that we provide web based volunteer software there is a bias of course, but it is a natural one. The reason we offer a web based solution instead of a desktop solution is because of our bias that this is a better way to go. We could have developed something of either type.

Like everything else in life, there are pros and cons to both types of systems: those that store data locally on a nonprofits computer and those that store the data on a supplier’s servers. When we began developing our software ten years ago, we looked very closely at these issues and for a while considered building software that had both options available. After careful consideration we recognized the world and the way we live were moving online and that this was the sole direction that would benefit the sector the most.

When I am speaking to groups on volunteer management software I often pose the following two questions and ask for a show of hands.

1. How many of you bank online? (Most or all hands go up)
2. How many of you who bank online would move to a bank that does not allow you to bank online. (Rarely does a hand go up.)

I have found it to be an effective analogy because:

1. When we bank online we are doing the administrative work that used to be handled by the bank staff and when volunteers update their information or sign up for a shift online, they are doing the administrative record keeping that the volunteer manager would otherwise have to do.
2. Our preference for banks that let us bank online suggest that even though we are doing the work that used to be done by the bank, we consider online banking a higher level of service. Volunteers have told us (through their managers of volunteers and through a feedback survey on the site) that they look at it in a similar way.

Reduced time on administrative record keeping for the manager of volunteers and a preference of most volunteers (and a growing number each year) to have a rich communications interaction where they volunteer are two solid pros for utilizing a web based system. Although it is true that a nonprofit could host its own web based solution, the total cost of ownership and the risk of data exposure though security loop holes suggest it is not the way to go.

All of this does not mean that you do not do all that you can minimize the potential challenges of storing data with your supplier.

• Make your own backups. Companies that provide data storage as part of their volunteer management software should include a mechanism that makes it easy for you to download volunteer profile anytime you’d like.
• Choose a company with a broad and solid reputation for trying to help the volunteer sector. No matter what you have in a contract, a team that is committed to the volunteer sector is not going keep you from your data, even in the worst case scenarios.

"Coopetitioning" for Volunteers

I have long been interested in how nonprofits, like companies can achieve more through strategic alliances, even if those alliances are with the 'competition'.

Thanks to @johnhaydon on Twitter, I read a great article (Nonprofit Collaboration: Doesn’t It Make the Pie Bigger? by Debra Askanase) on the topic that I want to recommend. You can read it at http://bit.ly/cwUdEd. It inspired me to think about how it applies differently between the for-profit and nonprofit sectors and then (further down) how the concept can be directly applied to improve volunteer programs.

I have often found it unfortunate how some in the nonprofit sector have been more reluctant than the business sector to embrace coopetition. In the business sector coopetition must lead to a bigger pie being shared positively by ALL parties to call it a real cooptetition success. In the nonprofit sector however, coopetition ought to be considered a success if the pie gets larger even if some players lose some of the pie they had.

Consider the differences in following two basic scenarios.

1. Through coopetion the number of clients in a business sector went up. As a result, the number of clients at Business A went up by 75% but at Business B it went down by 10%. Business B is not likely going to call this a success.

2. Through coopetion the number of clients that were able to be served at foodbanks in a city went up. As a result of working together though, Foodbank A's clientele went up by 75% but Foodbank B's clientele went down by 10%. Foodbank B should still call this a success given that their mission is that "fewer people go hungry" and not that "fewer people go hungry because we fed them".

The point is that for nonprofits with a mission that is truly anchored on the greater good, the risk of coopetition is even less than it is the corporate world where it already embraced by a large number of successful organizations.

How can you apply this to your volunteer program?

How would you feel if a volunteer at your organization also volunteered at a competitive organization? Hopefully you would love it because they will acquire new experiences that can benefit your organization. Maybe you could even get in touch with a 'competitive' volunteer program and establish a volunteer exchange for that very purpose. Yes, you might lose volunteers to the other organization permanently but you might also gain some permanently. In the ends it sounds like a better alignment volunteer-organization and therefore a happier volunteer. A happier volunteer is usually a better performing volunteer and a volunteer willing to offer more hours.

A bigger pie is a tastier one too!

Evaluating Volunteers

I saw the comment quoted below posted to to the Cyber VPM group and liked is so much I asked it contributor, Susan Peacock Reehl, Program Director for WestArk RSVP if she mind if I blogged on it. Thanks Susan.

"Many volunteers don't look kindly on being evaluated - especially if as much effort is not put in to letting them have input on their volunteer assignment. If you must evaluate, couple it with an opportunity for the volunteer to self-assess their volunteer activities and your operation. Be aware that if you handle this clumsily you will lose volunteers. Make it as positive as possible and as unlike an employee performance evaluation as possible."

As much as a really like Susan's advice, I don't agree with her comment about making in it as 'unlike an employee performance evaluation as possible'. I understand the kind of employee evaluation that she is referring so I understand what she is trying to convey. However, not all employee evaluations are like that. Leading edge employers are taking an approach similar to what Susan describes initially.

Susan's advice in simply great management advice and can be applied, like so many things, to both a paid worker environment and the volunteer worker environment.

Keeping Your Volunteer Program Current in Today's World

• 15 years ago (if you are old enough to have even cared) you probably didn’t imagine banking online.
• 10 years ago you probably didn’t imagine keeping up to date with your friends and family on a website such as Facebook.
• 5 years ago you probably didn’t imagine that anyone could easily post a video online for anyone else to see and for some to become famous almost overnight because of it.
• 2 years ago you probably didn’t imagine that a large portion of the world would care what you were doing or thinking at this moment in 140 characters via Twitter.

Somewhere in this timeline some people began to wonder what the possibilities might be if volunteers were able to access their own volunteer information and information about an organization’s volunteer needs. Out of this online volunteer management software was born. This story (you will need to scroll down to the section on The Extraordinaries) makes me think that we have only begun to see the tip of the iceberg related to how innovative management practices and technology can unleash enormous volunteer effort that are, to society’s detriment, currently held back by those afraid to step forward.

What can you do? Go off into a nearby park (or however you can create a creative state of mind) and ask yourself, “If there were no rules I needed to play by and if there were no boundaries I needed to worry about, what great things could my volunteers accomplish for my organization?”. You might need to reel your ideas in a little due to any number of constraints but…

• 1 year ago could you have imagined how episodic volunteers from almost anywhere around the world would be able to help families get through the struggle of learning about the fate of loved ones in the midst of a huge disaster? (The story linked above.)

Everyone recognizes that the world around is changing at a rapid pace; technologically, socially, financially and more. Is your volunteer program keeping pace? Take some time to imagine the possibilities and have the courage to give them a try. Who knows? Bloggers in the volunteer sector might be writing about your great idea some day. And the whole sector will be better of for it.

The World of Volunteer Management Keeps Getting Smaller

Technology keeps making our world a little smaller and the volunteer sector is no exception. The internet is making it easier to find volunteer opportunities abroad and I know of volunteers who now keep in touch with other volunteers they met half way around the world. Over the past decade leaders of volunteers have turned to the internet more each year in seeking information related to their job. And as of today, the OurSharedResources.com website is available for use in English, Spanish, Portuguese, French and Chinese. This has me very excited.

Although I am thrilled about this website being accessible to volunteer managers of non-English speaking languages for the exchange of information within their language, I am even more excited about how the site has the potential to facilitate a greater level of global sharing in the sector. Resource contributors can, if they wish, include their resources in the pool of resources available for translation. Bilingual users of the website will then be able to translate any of that content into another language. This will make it possible for all managers of volunteers to learn from the unique experiences of their peers, around the world. I don’t think it’s unusual to get caught up in the way we do things to the point that we come to believe that these are the only possibilities. I am truly looking forward to learning of some of the new approaches that get adopted through this global exposure to the volunteer sector.

Resource contributors can also indicate that they give permission for us to use Google’s translation software on their resources. Although we have just launched in the other languages, the use of translation software has enabled us to have twenty resources in each language already. More will get translated each week. The translations are not perfect but they certainly have the ability to share experiences, knowledge and resources across language barriers. These contributions are noted as translated by Google and are still be available for human translation or correction.

The idea shows early signs of catching on. We have already had one volunteer translate an article by Andy Fryer from Australia into Spanish. The link to Our Shared Resources was the most frequently clicked link in People First – Total Solutions’ last newsletter among the newsletter’s 6,000+ subscribers around the world!

What do you have that you would like to share with your peers around the corner and around the world? Go to www.OurSharedResources.com and add something today. It’s quick. It’s easy. And it helps bring the world of volunteer managers even closer together.

Volunteer² is proud to offer this free service to the sector as one of our ways of giving back. It is not associated with our volunteer management software and is open for all in the sector to use.

Orientation and Training Are Different

In our work with a wide variety of volunteer management databases, ranging from simple spreadsheets to custom designed programs, we often come across cases where there is a field labeled ‘orientation/training’ or other cases where a field is labeled ‘orientation’ but there are no fields to record trainings. Given this, when I saw Susan Ellis’ tip of the month “Orientation and Training Are Different”, I knew right away it would be a useful addition here for some of the blog readers. Thank you Susan.

Susan's Tip of the Month: Orientation and Training Are Different
In casual conversation, we often link "orienting and training" together and, of course, they are related - but they are not the same. They are sequential, with orientation (British colleagues say "induction") coming first. Read the entire article here.

What Volunteer Managers Want

In preparing the OurSharedResources.com website we surveyed leaders of volunteer to ask them what resources of their peers they would like access to. The percentages next to each of the items indicate the percentage of the respondents that would like to have access to such resources.

• Examples of volunteer manuals 80.0%
• Examples of volunteer policies 77.0%
• ‘How-to’ articles / advice - training / orientation 70.9%
• Examples of forms such as photo releases, confidentiality, parental permission for youth, etc. 69.1%
• Volunteer position description templates 66.7%
• ‘How-to’ articles / advice - recognition 66.1%
• Examples of volunteer position descriptions 60.6%
• ‘How-to’ articles / advice - strategic recruitment 59.4%
• ‘How-to’ articles / advice - supervision / evaluation 58.2%
• ‘How-to’ articles / advice - current trends 53.9%
• ‘How-to’ articles / advice - communications 52.1%
• Volunteer manager position descriptions 50.9%
• ‘How-to’ articles / advice - screening 45.5%
• ‘How-to’ articles / advice - strategic planning 43.6%
• ‘How-to’ articles / advice - working with other staff 43.6%
• ‘How-to’ articles / advice - technology 41.8%
• ‘How-to’ articles / advice - reporting 40.0%
• ‘How-to’ articles / advice - generational influences 33.3%
• ‘How-to’ articles / advice - budgeting / financial implications 31.5%

If you have developed any of these types of resources that you would like to share with others, or if you are looking for something to help you avoid "recreating the wheel", please go to www.OurSharedResources.com.