USRA board recruitmentretentionmay2014

/AskEmilyD /emilydavisconsulting

#nonprofit #governance #leadership

BOARD RECRUITMENT &

RETENTION THAT ROCKS!

Emily Davis, MNM, CGT Emily Davis Consulting

May 5th, 2014

①  Your name

②  Organization & role

③  1 challenge re:

recruitment &

retention

LET’S GET STARTED…

30 SECOND CHALLENGE!

•  Unclear expectations •  Lack of commitment •  Low engagement •  Work load issues •  Under valued •  Under utilized

•  Commit adequate resources

•  Adopt a mutually-beneficial mindset

•  Conduct assessments •  Provide regular and

appropriate recognition

BOARD CULTURE

•  How would someone new experience your board culture?

•  What do you want your board culture to be?

•  How can you model great leadership?

•  Do others inside and outside of the organization see great leadership?

RECRUITMENT PLAN

Preparation •  Job descriptions •  Letter of commitment •  Board assessment •  Prospect lists •  Language (application,

invitations) •  Point person •  Outreach efforts

Application •  Prep application •  Deadlines •  Call to action •  Notification •  Meeting invite •  Board buddies •  Decision making

BOARD ASSESSMENTS

•  Skills & expertise •  Demographics – age,

ethnicity, gender •  Networks •  Wealth & access to wealth •  Relationship to mission

APPLICATION ELEMENTS

•  Contact info •  Professional role(s) •  Education •  Nonprofit experiences •  Skills, background, expertise •  Interest in the org •  Leadership role(s) •  Committee interests •  Board leadership knowledge •  Motivation(s) for joining

REACH OUT

•  Current & past board members’ networks

•  Staff •  Volunteers •  Donors •  Individual, corporate, &

private donors •  Government officials •  Foundations

INTERVIEWS

•  Prepare consistent questions •  Interview in teams of two •  Education about organization •  Dialogue to determine fit •  Identify any conflicts of interest •  Answer candidates’ questions •  Follow up on application •  Confirm commitment (time,

treasure, talent) •  Explain next steps

CANDIDATE DUE DILIGENCE

•  Match candidate with assessment

•  Discuss with board development committee / entire board

•  Learn about work ethic, past work

•  Trust your gut! •  Invite final candidate(s) to a

board meeting. •  Seek complete board approval

NOTIFICATION

•  What language will you use for notification?

•  How will you notify declined candidates?

•  How will you notify recommended candidates?

•  Explain next steps

EVALUATION

•  Feedback from board candidates

•  Debrief among entire board

•  Debrief in board development committee

•  Make necessary revisions / improvements

GREAT RETENTION = GREAT ORIENTATION

•  Overview & History •  Philosophy & Values •  Programs & Resources •  Fundraising Overview •  Board Structure & Resources

–  Description & Expectations –  Communications –  Board manual

•  Letter of commitment •  Committees •  Board Buddies

10 BASIC BOARD RESPONSIBILITIES

1.  Determine mission & purpose

2.  Select the chief executive

3.  Support & evaluate the chief executive

4.  Ensure effective planning 5.  Monitor & strengthen

programs & services

6.  Ensure adequate financial resources

7.  Protect assets & provide financial oversight

8.  Build a competent board 9.  Ensure legal & ethical

integrity 10.  Enhance the organization’s

public standing

ROLES & RESPONSIBILITIES

1.  Set Organizational Direction 2.  Provide Oversight 3.  Ensure Necessary Resources

Legal Hat

Ambassador Hat

Volunteer Hat

HATS WE WEAR

Board Leads

Shares values thru policies that put mission into action

Hires, supports, assesses ED

Opens funding resources in community

Oversees financial due diligence

Recruits & retains new board members

ED Leads

Develops/ Proposes policy questions

Hires, supervises, motivates staff

Develops & implements programs

Shared Leadership

Strategic plan

Fundraising plan & strategies

Evaluations

Prep board meetings

SHARED LEADERSHIP

EFFECTIVE MEETINGS

•  Time to socialize – have fun! •  Mission moments •  Board reports & consent agendas •  Rotating responsibilities •  Financial & volunteer accountability •  Follow up action plans •  Minutes distributed within one week •  Remote meetings (with guidelines) •  Always snacks, food!

BOARD REPORTS

•  Keep focus on governance

•  Save meeting time •  Share planning

responsibilities •  Committee and project

reports one week in advance

•  Committee name & month

•  Necessary votes, board discussion items

•  Goal progress related to strategic plan

•  Summary of meeting discussion

•  Timeline & important dates

•  Next meeting

SHARED RESPONSIBILITIES

•  Roberta’s Rules

•  Mission moment

•  Facilitation, time keeper

•  Minutes

•  Devil’s advocate

•  Other?

PROFESSIONAL DEVELOPMENT

•  Critical for success •  In-services or required professional development

•  Hire outside facilitator

•  Examples: o  Financial management

o  Communications o  Fundraising

o  Leadership

GOVERNANCE COMMITTEE

•  Improve the overall quality of board service & experience

•  Recruitment process

•  Professional development •  Manage strategic planning •  Organize social activities

•  Evaluate

RECOGNITION

•  Share successes •  Connect successes to

board efforts •  Highlight individual

board member accomplishments

•  Proper recognition at term’s end

•  Stay connected

RESOURCES

•  BoardSource •  4Good •  David LaPiana •  The Policy Governance

Model (Carver) •  Council of Nonprofits •  Roberta’s Rules of Order •  A Fundraising Guide for

Nonprofit Board Members

•  Nonprofit Board Answer Book

•  Creating Caring and Capable Boards

•  10 Basic Responsibilities of Nonprofit Boards

•  The Board Building Cycle •  The Nonprofit Policy

Sampler

Emily Davis, MNM Emily Davis Consulting

(720) 515-0581 emily@emilydavisconsulting.com

emilydavisconsulting.com emilydavisconsulting.com/blog

USRA board recruitmentretentionmay2014

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