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How do you identify and develop future board leaders?

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Non-profit boards play a vital role in advancing the mission, vision, and values of their organizations. However, many non-profits struggle with finding and nurturing the next generation of board leaders who can provide strategic direction, governance, and advocacy. How do you identify and develop future board leaders who can sustain and grow your non-profit's impact? Here are some tips to help you create a board succession plan that works for your organization.

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Pamela King

Supply Chain and Project Management Professional

1 Assess your needs

The first step in board succession planning is to assess your current and future needs as a non-profit. What are the skills, experiences, and perspectives that your board needs to fulfill its responsibilities and goals? How diverse and inclusive is your board in terms of representation, background, and viewpoints? How well does your board align with your non-profit's vision, values, and culture? Conducting a board self-evaluation, a SWOT analysis, or a gap analysis can help you identify your strengths, weaknesses, opportunities, and threats as a board and as an organization.

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Pamela King

Supply Chain and Project Management Professional
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Assessment of needs is very important. Those needs however neec to not only include the right now but also strategically address the organization future plans. Identifying leadership that can take the organization where it wants to go is critical to future development.

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2 Cultivate your pipeline

The next step is to cultivate a pipeline of potential board leaders who can fill the gaps and add value to your board. This involves proactively reaching out to your existing and prospective stakeholders, such as donors, volunteers, staff, partners, clients, and community members, and inviting them to get involved in your non-profit's activities, events, committees, or advisory groups. By engaging them in meaningful ways, you can build relationships, trust, and loyalty, as well as assess their interest, commitment, and fit for board service.

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Pamela King

Supply Chain and Project Management Professional
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Development of non traditional ways of building your board pipeline builds a strong board roster. Looking at a mix of both experienced and fresh board members keeps perspectives open and develop skills on both sides. Often our boards look and feel the same year after year because if we are only looking at our own networks it can become carbon copies of the same people year after year.

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3 Mentor your prospects

The third step is to mentor your prospects and prepare them for board leadership roles. This involves providing them with opportunities to learn more about your non-profit's mission, vision, values, programs, finances, governance, and strategic plan, as well as the roles and responsibilities of board members. You can also assign them to specific projects, tasks, or initiatives that align with their skills, passions, and goals, and give them feedback, guidance, and recognition along the way. By mentoring them, you can develop their skills, confidence, and readiness for board service.

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4 Recruit your candidates

The fourth step is to recruit your candidates and invite them to join your board. This involves following a clear and transparent process that ensures a fair and diverse selection of board members who meet your criteria and expectations. You can use a nomination committee, a board matrix, a board profile, or a board application form to help you screen and evaluate your candidates. You can also conduct interviews, check references, and verify credentials to ensure their suitability and compatibility for board service.

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5 Orient your newbies

The fifth step is to orient your newbies and welcome them to your board. This involves providing them with a comprehensive and engaging orientation that covers the basics of your non-profit's history, mission, vision, values, programs, finances, governance, and strategic plan, as well as the expectations, policies, and procedures of board service. You can also introduce them to your staff, other board members, and key stakeholders, and assign them a board buddy or a mentor who can support them during their transition and integration.

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6 Retain your stars

The final step is to retain your stars and keep them motivated and satisfied as board members. This involves creating a positive and productive board culture that fosters collaboration, communication, respect, and trust among board members and between the board and the staff. You can also provide ongoing training, development, and evaluation opportunities for board members to enhance their skills, knowledge, and performance. Additionally, you can recognize, appreciate, and celebrate their contributions, achievements, and impact as board leaders.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you identify and develop future board leaders?

1

2

3

4

5

6

7

1 Assess your needs

2 Cultivate your pipeline

3 Mentor your prospects

4 Recruit your candidates

5 Orient your newbies

6 Retain your stars

7 Here’s what else to consider

Non-profit Leadership

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How do you identify and develop future board leaders?

1

2

3

4

5

6

7

1 Assess your needs

2 Cultivate your pipeline

3 Mentor your prospects

4 Recruit your candidates

5 Orient your newbies

6 Retain your stars

7 Here’s what else to consider

Non-profit Leadership

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