How do you find the right board members for your non-profit?

Diversification of your board is extremely important, as a board that doesn't reflect your community doesn't make much sense. Make sure that diversity includes not only ethnicity and gender, but also economic background, profession, particular knowledge, age and more. Choosing board members solely based on financial capacity is short-sighted and doesn't work long-term.

This is excellent as very often it is not the first step that nonprofits take to grow and maintain their boards. When working with our nonprofit clients on board development, these are the types of questions we have them address.

Identifying your needs is a crucial step when searching for new board members, as it helps align the board's composition with your nonprofit's mission, vision, and strategic objectives. Key Considerations for Identifying Needs: Skills and Expertise: Evaluate the current board's capabilities. Are there skills like financial literacy, fundraising, or strategic planning that are lacking? Network and Influence: Assess if the existing board members have the networks—both professional and community-based—that can benefit the organization. Diversity and Inclusion: Consider demographics, perspectives, and lived experiences that might be missing or underrepresented on your current board.

Don't just fill your board with friends or people you know. I've seen this end in disaster - lack of governance, lack of strategy, the board just becomes a 'loose' sounding board, if that. You need a good mix of key skills - Finance, HR and legal being the most important.

The role of nonprofit governance is to advance the core purpose of your organization. So your board needs the right mix of expertise to be able to lead the organization toward that core purpose. Too often, we look for professional expertise (HR, legal, fundraising) in board members. This kind of expertise can be helpful, but it's not sufficient for a strong board. To lead on purpose, your board needs people who can understand your organization's core purpose and theory of change. This might include capacities like: community-based insight, monitoring and evaluation, understanding of the nonprofit sector and nonprofit management, advocacy, etc. And if these skills are present in staff, the board can lean on their expertise as needed.

Most of my Board roles have been through contacts. I would recommend people broaden their networks and specifically reach out to experienced nonprofit Chairs because these are often the individuals that have good recommendations for people with the right skills.

To diversify board members, organizations must take deliberate actions. Firstly, they should clearly define the required skills and perspectives for board positions. Secondly, organizations should actively publicize board recruitment through various platforms to reach a wider and more diverse pool of candidates. Lastly, organizations should explicitly communicate their commitment to diversity and inclusion, ensuring that diverse candidates feel welcomed and encouraged to apply. These efforts will lead to a more diverse board, fostering better decision-making and benefiting the organization and its communities.

Expanding your network is crucial in finding diverse and qualified board members for your nonprofit. Relying solely on word-of-mouth and personal references will often lead a board to a need for more innovation. Forging partnerships with academic institutions, local business associations, cultural groups, and foundations can tap into a network of potential board members who bring varied perspectives and expertise. Leveraging these connections can lead to discovering candidates who might not be in your immediate circle but share a deep commitment to your cause. This strategy ensures a more inclusive and dynamic board reflective of the diverse community you serve. U

Where possible, I have found that partnering and collaborating with an executive search firm broadens your outreach when looking for specific skill sets in the board members. It also establishes an impartial process for screening and assessing candidates from the diverse channels.

Motivation is super important. Ask why a person wants to work on your board. This question highlights where your firm's values align with the potential board member and most importantly where they differ. Core values should align to find the 'right' board members

I always liked to do something with potential board members before signing them up. I’d see how they play with others, whether they deliver on their commitments, and if they are really passionate about our cause. The old adage “hire slowly, fire quickly” would apply but it’s hard to fire board members. That means we need to be even more careful about who we take on.

For nonprofit Boards, you don't want the process to be too onerous but the selection process does need rigour. You also need to be aware that some people want Board roles to 'collect badges' or get kudos so really delving into why they want to join your particular Board is key.

Meetings between short-listed board director candidates and staff members, organizations can facilitate effective communication and collaboration. These meetings provide an opportunity for both parties to exchange ideas, align expectations, and gain a deeper understanding of each other's perspectives. Board directors can learn about the challenges faced by staff members, their pain points, and potential actions to help the organization achieve its mission and vision. Simultaneously, staff members can express their expectations and concerns, ensuring that their voices are heard and considered. This collaborative approach fosters unity, trust, and shared responsibility, leading to more informed decision-making and a positive work culture.

A few changes to our board and volunteer interviewing process have helped us make better recruitment decisions: interviews include 2-3 people to get different viewpoints, a standard interview guide ensures each candidate is treated the same, and a scorecard focusing on core competencies keeps us aligned. We then discuss the scorecard's outcome and make a decision. This added rigor is well worth the time invested upfront.

In addition to a board orientation packet and assigning a board buddy, regular follow-ups are essential to ensure new volunteers/board members feel they know what is going on with the organization, that they feel like they are able to contribute (if not, how can you remove a roadblock), and how we can continue to improve onboarding.

The best way to onboard new Board members is to get them out into the organisation talking to key members of staff, but not forgetting frontline operational employees. The most important thing is that new Board members understand what the organisation does and the social impact it has.

An annual evaluation conversation should be sufficient but setting clear standards of what is expected e.g. how many meetings they need to attend and how much time or participation is required is key. It helps to avoid awkward conversations when someone doesn't pull their weight.

Setting aside designated time for self-relfection can be helpful, along with providing specific questions for board members to consider. Sometimes simple gestures can go a long way, such as bringing in lunch or homemade goodies to a board meeting or sending handwritten notes of appreciation.

Identifying board members for your non-profit organization can be a challenging, yet it is an achievable goal. It's imperative to seek individuals who share a fervent commitment to your organization's mission and vision. One approach is to participate in local volunteer activities and engage in networking events. Engage in meaningful conversations about your organization, gauge their interest, and ascertain their alignment with your objectives. Extending invitations to potential board members to attend your nonprofit's events, community gatherings, and social functions can offer further insights. When you encounter individuals who resonate deeply with your organization's cause, you are likely to have identified a prospective board member.

Indigenous representation on nonprofit boards holds immense significance, both in terms of governance effectiveness and social impact. When Indigenous voices are included in these decision-making bodies, it brings a wealth of Indigenous knowledge systems and worldviews that are essential for the holistic development and implementation of programs and policies. This representation ensures that the needs and aspirations of Indigenous communities are heard. Including Indigenous members on nonprofit boards goes beyond fulfilling a diversity quota; it's about recognizing and valuing Indigenous peoples' deep connection with the land, culture, and traditions. Moreover, Indigenous representation can enhance credibility and authenticity.

Invest into an external board consultant taking you through the board recruitment and best board practice process to create a diverse & inclusive board. Ideally, have the external consultant assist with finding board members to avoid cooptation. It’s money well invested and will set up future board developments for success.