carol weisman, msw, csp, [email protected], , 314-863-4422 [email protected] a few...

Carol Weisman, MSW, CSP, [email protected], www.BoardBuilders.com, 314-863-4422

1

A few things to think about:

A few things to think about:

There are currently around 1,600,000 nonprofits

The IRS estimates another 40,000 nonprofits are emerging each year

Which means you’ve got some competition.


2

According to the consulting firm,

Boose Allen, there are approximately 1.3 million unfilled board positions at

any one time in the US.

According to the consulting firm,

Boose Allen, there are approximately 1.3 million unfilled board positions at

any one time in the US.


3

What is keeping your board and

staff up at night? You will need to recruit your members accordingly.

What is keeping your board and

staff up at night? You will need to recruit your members accordingly.


4

Why would someone want to serve on your board if they did not have a child in your

center?

Why would someone want to serve on your board if they did not have a child in your

center?1.2.3.4.5.6.7.8.


5

Do you need or want a diverse

board?Pros:_______________

____________________

Cons:___________________________________


6

How are you going to define

diversity?

How are you going to define

diversity?


7

7

What would a truly diverse board look like?


8

Write out a board grid

Write out a board grid


9

Name 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

Area of Expertise

Parent

Educator

Psychology/MSW

Pediatrician

Accounting

Investments

Fundraising

Govt. Regulations

Law

Marketing

Personnel

Strategic Planning

Public Relations

Real Estate

Entrepreneur

Digital technology

relative

Full time volunteer

Other

Age:

Under 35

From 35-50

From 51-65

Over 65

Gender

Male

Female

Race/Ethnic

Asian

African American

Hispanic

Caucasian

Native American

Other


10

Board Commitment Letter

Board Commitment Letter

Attendance policyFinancial expectations

(donation, meals, travel etc. Who pays?)

Committee assignmentRole in special eventsEducational opportunities

and expectationsSend two copies, one for

board member, one for office


11

The Generational Divide:

The Generational Divide:

Greatest Generation: Born 1901-1924

Silent Generation: Born 1925-1945

Baby Boomers: Born 1946-1962

Gen X: Born 1963-1980Gen @: Born 1981-

2002


12

Recruiting the Under 35 Board Member: What do they need to say yes?

(These are the parents of your kidos)

Recruiting the Under 35 Board Member: What do they need to say yes?

(These are the parents of your kidos)


13

Brain storm to create a strategy to find folks who are different than you. Do your research!


14

What is the gender and ethnic split of you organization?

Do you have a variety of life stages represented?

What would this look like?


15

A few places to look for great board

members …

A few places to look for great board

members …

The society pagesThe Business JournalHuman resource directorsThe Army TimesAt special eventsIn your news letter on on-

line with very specific requirements


16

More places to look for folks

More places to look for folks

Focus groupsChildren of current

membersInternal publicationsOrganizational websitesSocial networking tools


17

Possible Routes

onto the Board

Possible Routes

onto the Board

Serve as an advisorWork on a special

project Join a board committeeRemember, some folks

are happier staying on committees


18

Do Not tell the “Big Lie”

Do Not tell the “Big Lie”

Hint: It is not the check is in the mail or you can wear this bridesmaid’s dress again!


19

When you interview a potential

board member, lead with their skills

and your opportunities.


20

Be honest about the state of your organization. If you’ve had problems,

remember, some people actually like to do

turnarounds!


21

The purpose of orientation:

The purpose of orientation:

For the new member to know the organization

For the organization to know the new member

To discover how to work effectively together

To clarify roles and responsibilities


22

A Lofty Goal:I challenge you to develop an orientation program that is so interesting, so engaging and so powerful that current board members want to come and that once someone has been through it, wants to bring their family and friends!

A Lofty Goal:I challenge you to develop an orientation program that is so interesting, so engaging and so powerful that current board members want to come and that once someone has been through it, wants to bring their family and friends!


23

Board Orientation Should Include:

Board Orientation Should Include:

A warm welcomeA mission moment the leads to a

story to tellGood food (even if just a snack)A sincere interest in getting to

know the new membersA glossary of terms (nobody

loves acronyms more than credit unions with the possible exception of the Army.)

An introduction to key leaders


24

Questions to ask new members (even if asked

during the interview process)

Questions to ask new members (even if asked

during the interview process)

What boards have you served on before?

What did you like about your previous service? Dislike?

What experience do you have with arthritis?

Tell us about your time challenges/availability.

What skills would you like to share with our organization?


25

Board manual for the the board should

include (if available):

Board manual for the the board should

include (if available):By-laws Organization ChartStrategic plan Board job

descriptionsAnnual calendar Glossary of termsCertified audit Fundraising PlanAnnual report List of board

members Newsletters (highlight how

people prefer to be contacted i.e.

which e-mail, phone etc)


26

Many people do not perceive a room full

of strangers as a great social

opportunity

Many people do not perceive a room full

of strangers as a great social

opportunity


27

Assign a Board Mentor

Assign a Board Mentor

Call in advance of meeting to welcome

Offer ride to meeting

Introduce new member

Sit together in meeting


28

Additional Mentor Responsibilities:

Additional Mentor Responsibilities:

1. Call after second meeting to ask if the organization is a good fit and if the new trustee has any questions.

2. Call at 6 months to ask if the new person is being used effectively.

3. Call at 10 months to ask what the new board member would like to tackle the next year.


29

What happens if someone does something she promised to do?What happens if

she doesn’t?

What happens if someone does something she promised to do?What happens if

she doesn’t?


30

Find ways to model caring behavior at the board

level, or as we said in the

sixties, walk your talk.


31

You can sign up for Carol’s free e-zine

that includes tips on:Governance,Fundraising Philanthropy

Volunteerism And marketing your

nonprofit atwww.BoardBuilders.co

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carol weisman, msw, csp, [email protected], , 314-863-4422 [email protected] a few...

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