About the Author: Rebecca Youngerman is a consultant and leadership coach with a passion for partnering with non-profits, philanthropies, and businesses who wish to make bold change through their organizational culture. American born, she has built and managed multiple international nonprofit boards. She is an international member of Mensch’s Social Change Learning Curriculum, The Mensch Academy
THREE WAYS TO MAKE THE MOST OF YOUR NON-PROFIT BOARD
Our boards are often composed of the smartest and most successful leaders in our communities. They have experience navigating complex challenges across sectors and around the globe. They are the board leaders we so deeply need at a time defined by both crisis and possibility.
But what happens when we do not set up these volunteer leaders to make the most of their skills and talent? Over the nearly 25 years that I have spent staffing, consulting to and serving on nonprofit boards, I have noticed that organizations do not regularly invest enough time, care, and intentionality to shape healthy and productive board cultures – and board roles – that enable lay leaders to work productively, efficiently, and joyfully.
When a board of directors is at its best, there is clarity in what is expected of each member of the team, there are different skills and experiences represented around the table, there is an investment in the training needed to set up everyone up for success, and there is a culture that represents the living values of the organization.
Here are three tips for how to strengthen board leadership:
1. BE CLEAR ABOUT WHERE YOU WANT TO GO AND WHO CAN HELP YOU GET THERE
As you determine the direction you want to lead the organization, it is essential to consider the existing alignment between your strategic priorities, resources, desire for growth and your organization’s appetite for change. Whether through a strategic plan or simply by writing down your organization’s core priorities, the board will be more clearly positioned to make decisions though universally understood goals and criteria when they are on the same page.
2. ASSEMBLE THE RIGHT PEOPLE
Effective board leadership requires a commitment to the work that drives the mission and a commitment to the people who make it happen together. Having the right team in place positions the organization for more meaningful work, greater impact and growth, and a more joyful experience advancing the mission.
As you think about recruiting new board members, consider both the skills and expertise that are currently represented, and notice if there are gaps. Does your board draw on the expertise of leaders with diverse knowledge, lived experiences and identities who together can help the organization solve challenges in new ways? Identify people who will make your organization one of their top three philanthropic commitments, who can give in different ways, of their time, talent, treasure and ties (to others).
In addition to communicating expectations of board members, take the time to develop and nourish your board’s sense of trust and their identity as a team. It can be tempting to jump right into the work, but slowing down to understand the strengths of your fellow board members will give your team the ability to work together more successfully, especially as moments of uncertainty and challenge arise.
3. FOCUS ON COMMITTEES
Committees serve a dual purpose – they are both where much of the work of an organization actually happens, and committees also serve as a place where you can see rising leaders shine and identify their next role within the organization.
Having fewer committees with the right scope allows board members to put their attention on the organization’s highest priorities, positioning them to contribute where it is most needed. Committees such as finance, governance and nominating also allow the board to serve the organization at a more strategic level, giving the staff space to run programs and focus on the day-to-day work required to fulfill the mission.
When you have the good fortune to recruit the community’s best leaders to your board, don’t take their abilities and intelligence for granted. Create the time to set them up with intention and channel their talent in the way that means the most to your organization’s mission and success.