Some experiences make you pause and rethink what you thought you already understood. Attending the Policy Cafe on “Reimagining Nonprofits: Leadership, Community, and Volunteer Power” was one of those moments. As someone who has volunteered for several years, I believed I understood how leadership and service fit together. However, listening to experts and practitioners discuss the development of volunteer leaders and their retention in a volunteer-led nonprofit organisation opened my eyes to the immense potential and responsibility that each volunteer truly carries.

Here are the three lessons that stayed with me:

1. Volunteers Can Lead—If They’re Given the Space and Structure

I’ve often seen volunteers take on roles far beyond expectations, yet their potential is sometimes underutilized. At the Policy Cafe, Dr. S.P. Kothari (Professor of Accounting and Finance at MIT Sloan School of Management) shared an insight that resonated deeply: “Nonprofits must create and clearly spell out a ladder of growth for volunteers.” That ladder, he noted, can be built through deliberate succession planning. And this, as Geoff pointed out, “is often the biggest challenge for volunteer-led nonprofits.”

Listening to these perspectives made me reflect on my own experiences: the moments when I was trusted with leadership roles were the moments when I grew the most.

2. Building Volunteer Leadership Through Culture and Connection

Another key takeaway was the importance of intentionally harnessing volunteer power. Volunteers thrive when organizations create a supportive environment and, as Mike Young (Executive Director of California EnviroVoters) said, “when they see how their contributions fit into the bigger vision and culture of the organization.” Combined with the deep connections they build in the communities they serve, this approach, as Dr. Nair noted, can spark real social change.

Dr. David Renz (Director Emeritus of the Midwest Centre for Nonprofit Leadership at the University of Missouri–Kansas City) captured this beautifully: “Volunteer’ is a label for a relationship, and relationships only work when there’s reciprocity, authenticity, mutual appreciation, and value.” In my own journey, the times I felt most capable and empowered were always within organizations that prioratized culture, connection, and purpose.

3. Volunteers Thrive When Organizations Provide Structure and Support

I realized that even the most motivated volunteers need systems, structure, and resources to lead effectively. Luis (Partner and Head of Practice at La Piana Consulting) emphasized the importance of planning for capacity and complexity in nonprofits.

Monisha suggested that one way to achieve this is through a hybrid model where staff and volunteers are supported by training and clear processes. But even with the right structures, volunteers can only thrive if organizations, especially smaller ones, have the resources to sustain them. As Ade explained, “Foundations need to increase indirect costs to 25% and/or offer multi-year funding.” With the right support, volunteers can focus on leading and creating impact rather than getting weighed down by coordination challenges.

My Reflection

Seeing how individual leadership, a supportive culture, and thoughtful structures all interact made me appreciate that the impact of a volunteer depends on all three. I walked away with a renewed sense of both the responsibility and the potential inherent in volunteerism.

For me, the most powerful takeaway was recognizing how thoughtful relationships and resilient structures transform service into leadership and into meaningful, lasting impact.