Leadership Volunteers vs Employees

A communications text from the 60's - I believe by S Hayakawa, discussed the phenomena that Cow 1 is not Cow 2. People though similar are not clones of each other. This got me to thinking about  leadership in a for profit organization vs. leadership in a volunteer setting. 

Asked to assume a leadership role in a community service organization, the selector said " you have the necessary skill sets " to make a difference.  Is that really accurate.

Certainly organizational skills, identifying opportunities for service/markets, making presentations to groups , budgetary matters, yes, these are common.   But what about the human relations side of the equation? Are the skill sets for motivating participants the same as those for motivating employees?

Theoretically, volunteers are motivated to participate and give of their time to a cause because they are a believer, a follower of a particular philosophy etc. Logically these individuals should raise their hands at every available opportunity and participate as needed.  Ah, there is the rub.  Volunteers often have their own agenda... they will participate if and when the activity coincides with their needs.

I would suggest that while "listening" is a well known requisite for leadership in the workplace, it's even more essential in leading volunteers. Volunteers who feel a leaders is being nonresponsive to their agenda vote with their feet -or through passive nonparticipation.  Having said that " empowering employees" is also about listening. With generation x'ers and zer's looking askance at hierarchal leadership concepts, convincing them of project needs, processes etc.

The skill types are the sames -- but the tenor of the motivational/empowerment  medium are very different