I know way too many nonprofit execs who look at their boards as headaches waiting to happen. It’s like people who put vinegar on their French Fries; it makes me scratch my head and think “Huh?” It doesn’t make sense.
In my view, board members are prized possessions. In the best of circumstances, they are smart, dedicated people who bring ideas, connections, and resources to a nonprofit, ask important questions, and take pride in the work of the organization.
My guess is that nonprofit leaders who don’t appreciate their board members don’t have the right people on board.
Sometimes it’s the case that nonprofits have a small group of terrific board members that burn out because there aren’t enough of them. Other times amazing board members work alongside no-shows which is a recipe for deflating spirits. And of course, there are boards where not enough people look like the communities they serve.
Before I launch into board member search strategies, I’m going to start with the premise that your organization has its ducks in a row. That is, your description of board duties is clear, your policy manual is comprehensive, and your bylaws are neat and tidy. Think of it like inviting guests over to your house; if you’ve got dirty laundry scattered around and unwashed dishes in the sink, it’s not very inviting.
Prospective board members will want to know:
1. What is expected of them?
For example: How often do you meet? Does every board member serve on a committee? Is there a give- or-get requirement? What part of their brain do you want to have engaged – is their role to oversee compliance, ensure programs are tied to the mission, monitor outcomes, provide new perspectives…?
2. What can they expect from you?
For example: What kind of orientation do you provide? What kind of information do you send to board members in advance of meetings? Are the financial statements up-to-date? Is the 990 current? Is your organization in compliance with its legal filings?
3. How do meetings function?
For example: What is the culture? Do you start and end on time? Eat? Do meetings mostly involve staff presentations or are there opportunities to discuss critical issues? Are there opportunities for board and staff to get to know one another?
When you’ve got all that covered, then it’s time to figure out which pieces of the puzzle are missing.
That means having meaningful discussions about what kind of talent you need to steward your nonprofit. This step is really important and requires a lot of thought and discussion. For instance, if your organization is dedicated to making sure people in every neighborhood in your city know how to twirl a hula hoop then you need to make sure that you have board members who represent each of the biggest neighborhoods without access to hula hoops. It might also be helpful to have a physical fitness instructor and someone who is in a related field like a chiropractor, physical therapist, or nutritionist.
So how do you find those folks?
1. Do some sleuthing on LinkedIn.
I love LinkedIn. It provides me access to a gazillion people I don’t know who are serious about networking. Their profiles allow me to find out a lot about them – where they’re based, what they do (or did, if they’re retired), and how long they’ve been in that field.
LinkedIn also allows me to reach out to people. 99 times out of 100, I can look at someone’s profile and find other people I know who know them. Then I ask those contacts, what do they know about this person. Do they think they’d be open to joining a board dedicated to spreading the gospel of hula hooping? If your network of contacts is thin, identify the folks you want to target and ask your board if they know those people or are connected to anyone else who does.
2. Talk to people.
Networking can be fun! The best way to reach out to people is to say something like “I know you love hula hoops. Our nonprofit is dedicated to ensuring that everyone has one and knows how to use it. We’re looking for people to serve on our board. Now, I’ve heard that you’re super busy but I wondered if we could meet to talk about it. If you don’t have the time, maybe you can suggest someone as awesome as you are who is into hula hooping and might be interested in joining us.” By using that approach, I ALWAYS come up with connections. Ideally those meetings should be with the top staff member and a current board member.
3. Keep your eyes open.
Nonprofit people tend to go to a lot of events where they meet other good-hearted folks. Talk about your work and your need for board members. If you see a sparkle in someone’s eye, ask if they would be interested in a follow-up conversation. It works most of the time. I’ve recruited neighbors and friends as board members for many nonprofit clients. You just have to know what interests people.
4. Post the position on “connector” organizations.
Most cities have connector organizations that help link prospective board members with nonprofits. In the San Diego area, The FieldStone Leadership Network, and the United Way are the places to go.
Treat the process of finding board members as a treasure hunt. If you’re successful, the result will be treasured volunteers.
Pat
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Pat Libby is a change management consultant working principally with nonprofit corporations. She is author of The Empowered Citizens Guide: 10 Steps to Passing a Law that Matters to You, Oxford University Press, The Lobbying Strategy Handbook, second edition, Oxford University Press, and Cases in Nonprofit Management, SAGE. She has served as an academic, senior executive, board member, and consultant to innumerable nonprofit organizations and foundations for more than three decades.
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