We work collaboratively on setting personal goals and create consistent check in to measure whether or not the volunteers feel like they are headed in the right direction. This is a pretty general way of handling this.

Working in an international community culture, my role was to lead. I love finding new ideas and generating enthusiasm. I would remind them how valued they were. And to remind them that as a person *who was depended on*, to please advise their colleagues about other time restraints to be respectful for when event tasks were scheduled. We also allow people to be people...a person from Italy may not express their excitement in the same way as someone from Canada. Some cultures are just louder than others! Because I am aware that some people do not know how to say No. If they were invested? I'd manage it. To meet them where they were at, gives them a chance to take part. A little effort on my part could be a deal breaker later.

We are extremely fortunate to have a vast amount of enthusiastic volunteers in our learning community. In our fail forward growth mindset, we have learned to create specific dates, hours, placement, and task outlines that have assisted immensely in success for all involved.

Some volunteers think they can handle more than they can, because they actually can and others because of their enthusiasm or other factors. Volunteers generally want to go over and beyond. They want to make a difference. They may stretch themselves to the maximum from time to time. As someone who manages volunteers, it is important to: - acknowledge the important work that is being done voluntarily - have an open conversation about what is expected and set boundaries collaboratively - facilitate training that covers important topics such as setting realistic goals, overcoming challenges, preventing burnout, communications etc

Os voluntários mais entusiasmados são novatos tendo a sua primeira experiência ou veteranos apaixonados pela organização. Nos dois casos, o excesso de autoconfiança vem junto com o entusiasmo, e pode levar a frustrações ou sobrecarga de trabalho voluntário. Gerenciar essa entusiasmo é tarefa da pessoa que coordena o programa. É crucial dar o exemplo no equilíbrio entre as expectativas e a realidade. E garantir uma experiência de voluntariado que seja excepcional e movimentada na medida certa. Na gestão do entusiasmo, é preciso moderar expectativas sem desmotivar.