Charity FAQs

Have you ever heard the timeless phrase, "You are only as good as the company you keep?" Well, this saying certainly holds true for the board of directors of your charitable organization. If your board is active, diverse, and well-connected, your organization is likely to thrive. Conversely, if your board is lackluster, it can have a negative impact on your financial and community support.

A survey conducted by Stanford revealed that a significant 27% of charity executive directors believe that their board members lack a strong grasp of their organization's mission and strategy. Additionally, 41% of charities face challenges in recruiting high-quality board members who are genuinely passionate about their cause.

The significance of selecting appropriate board members for nonprofits is emphasized by these statistics. Board membership should not be solely determined by financial capacity but rather by a candidate's expertise, awareness, and aligned principles.

If you're struggling to identify your optimal board member, here are some strategies to help you get started.

1. Assess your existing board

To create a robust board, it's important to seek diversity in skillsets, backgrounds, and lived experiences. The more diverse the board, the stronger the group will be as a whole.

To begin, it's helpful to evaluate your current board of directors and map out their individual strengths. This skills map will allow you to identify any gaps in skillsets, such as leadership, fundraising, or sector-specific knowledge.

To narrow your search, take a closer look at your nonprofit's goals. Are you seeking to develop a sturdy marketing approach? Do you want to cultivate stronger relationships with major donors? Or, perhaps you need to overhaul your operations? Having a clear understanding of your current requirements, you'll be more capable of recognizing the essential skills, knowledge, and experiences that potential board members should possess.

2. Identify potential channels for recruiting new members

When seeking new board members, you have two main options: opening the application process to anyone or selectively approaching potential candidates. While opening the process to all may yield a more diverse pool of candidates, it can be time-consuming to sift through applications and may result in unsuitable applicants.

If you choose to hand-select candidates, it's crucial to acknowledge any biases in the decision-making process and strive to bring on diverse candidates. This is an opportunity to address any lack of diversity on your board and identify candidates from a range of backgrounds.

3. Assess their compatibility with your organization's culture

In the past, a board member's networks and connections were highly valued. However, we now recognize that passion for the organization's mission is the most crucial factor. A dedicated board member is more likely to make strategic decisions that will drive success.

Once you've determined that a candidate has the necessary skills, it's important to evaluate their cultural fit. Consider asking questions such as:

• What are your most fundamental personal values?
• What motivates you to support our cause?
• Have you volunteered or donated to our organization before?
• What is your preferred mode of communication?

Establishing alignment in these areas is crucial to reducing friction and building a cohesive team. Consider taking this free quiz to identify your communication style and take the first step toward team alignment and nonprofit growth.

4. Evaluate any potential conflicts of interest

To minimize conflicts of interest, it's recommended that you avoid recruiting paid employees from your organization to join the board, even if they possess all the necessary qualifications. This is because serving in both capacities can lead to potential conflicts.

When considering candidates, take note of any pre-existing relationships they may have with your organization or key stakeholders. Assess the level of risk associated with any potential conflicts of interest and determine whether it's worth bringing them on board.

5. Examine current commitments

Merely expressing interest in joining a board and being able to commit fully are two distinct matters. Serving on a nonprofit board is a significant responsibility, and potential candidates may underestimate its gravity. Therefore, it's essential to assess all requirements before selecting a new board member.

During the selection process, examine the candidate's existing commitments. If they have multiple commitments, they may struggle to balance their responsibilities. It's your responsibility to clarify the expectations and commitments required to ensure your board operates effectively.

6. Maintain a roster of suitable candidates

Acknowledge that turnover is an inevitable part of board membership. Rather than starting the recruitment process from scratch each time a vacancy arises, maintain an ongoing list of potential candidates who possess the necessary skills and cultural alignment. This practice can help you save both time and resources in the long run.

By following these six valuable tips, you can effectively discover and enlist board members who will make a significant contribution to your mission. Despite the challenge of finding the ideal candidate, with a little preparation, you can simplify your recruitment process and improve your chances of success.

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