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Presented by Dr. Patty EmordCollaborative Solutions Consulting
June 16, 2011
Find your ‘Other Half’ Share your name and your organization Tell the 3 things about your board that you
are most proud Name 3 ways you would like to see your
board move or grow
Personal characteristics of a good board member
2 Broad Areas of Responsibility◦Planning/Policy Development◦Community/Organizational Development
Determining the Mission and Vision with Strategic Planning
Monitoring performance of programs and services
Broadening the base of support within the community
Interacting with the community◦New issues, opportunities, and community
needs Training and developing current and new
leaders within the board and committees
Ineffective use of time Ineffective Nominating Committee No process for evaluating board member
effectiveness and removing unproductive members
Too small a board, too large a board Lack of functioning committee structure No strategic plan No plan to orient old and new members
Informal Assessments◦Conversations, discussions
Formal Assessments◦Scaled Board Assessment◦Board Matrix
What categories do you consider important? What categories would you delete? How does your Board measure up?
Year-round process with a long range focus that involves prospecting, contacting, orienting, supporting, on-going training, and evaluating board members
Recruitment aligned to the strategic plan Profile your current board Focus your priorities Develop a written job description
What needs to be included in the Job Description?
Needs identified…now who meets those needs?
Letters The ‘Ask’ and who should be doing it
Board Member roles Mission, vision, major goals and strategies
of the organization Detailed manual with bylaws, articles of
incorporation, description of programs and services, list of board members and contact information, committee structure, and list of staff persons
Options for Committee Involvement
Bring the right people together Create a relaxed and informal atmosphere Choose different strategies to get your
message across – discussions, small group exercises, case studies, etc.
Clearly communicate the expectations of the training
Focus less on organizational details than on how to be a good board member
Have either of these situations ever happened to you or in your organization?
What factors might contribute to this case study? Why might this situation be happening?
Possible solutions? How could these situations be resolved?
