Developing the Right Board

Many nonprofit organizations are struggling because they cannot seem to attract nor retain board members who can help oversee the organization during this downturn economy. It may be time for these boards to step back and create a system by which they identify, recruit, and orient new board members to their mission.

An effective organization creates a strategic plan outlining goals, tactics and timetables for its future. One of the hallmarks of this same effective organization is the use of the strategic plan as an outline for identifying the future talent it will need on the board in order to accomplish its goals. Typically, this organization’s Governance Committee will create a board nominating grid. The set of skills needed to accomplish the strategic plan goals are outlined. Each person currently on the board is assigned one area of primary knowledge. This allows the organization to identify and recruit according to skills needed and to recognize those skills that are no longer needed.

This same effective organization would also conduct a demographic overlay, considering race, gender, age, geography. They will also identify the ideal candidate profile. As an example, they may say they want the number two or three person in a corporation with more than 50 employees and would ideally have the ability to authorize a donation of $10,000 or more from corporate giving.

Once the set of skills and profiles are identified, the Governance Committee will then ask existing board members to identify potential candidates who fit the criteria. This same committee will also reach out to targeted corporations and businesses to help identify new candidates.

Once a candidate is identified, the Governance Committee will schedule an appointment with this person. At this meeting, the set of expectations will be discussed. These expectations will include attendance, committee participation, giving, and identification of donor prospects. The expectation at this meeting is to confirm the candidate’s interest and ability to participate fully as well as to satisfy the candidate’s concerns and questions.

When the candidate has expressed an interest in serving and a willingness to sign the expectations document, this candidate will be placed in nomination at the next board meeting. The candidate is not present for this election. However, a member of the Governance Committee will call the candidate the next day and extend a welcome. During this call, the orientation process will be described.