Board Development Course

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Board Development Course

  1. 1. BOARD DEVELOPMENT COURSE 3 SESSIONS | WEDNESDAY AUG. 27, SEPTEMBER 3 & 17 |10 – 11:30AM INSTRUCTOR ANNE ACKERSON This program is made possible with support from American Express Foundation and the New York State Council on the Arts, a State Agency
  2. 2. Leading by Design : Building Your Board’s Human Capital <ul><li>The Cycle of Board Recruitment and Management </li></ul><ul><li>The Board Development Committee </li></ul><ul><li>Needs Assessment </li></ul><ul><li>Identification </li></ul><ul><li>Cultivation </li></ul><ul><li>Recruitment </li></ul><ul><li>Orientation and Engagement </li></ul><ul><li>Training </li></ul><ul><li>Evaluation and Rotation </li></ul><ul><li>Ongoing Training </li></ul>1
  3. 3. Board Recruitment and Management Cycle 2
  4. 4. Board Development Committee <ul><li>What is its role? </li></ul><ul><li>What are its specific tasks? </li></ul><ul><li>Who needs to be on it? </li></ul><ul><li>How often will it meet? </li></ul>3
  5. 5. Needs Assessment <ul><li>SWOT </li></ul><ul><li>Vision-Values Discussion: Vision and Mission Statements, Strategic or Long Range Plan </li></ul><ul><li>Skills/Experience Inventory of Current Board </li></ul>Identifying Your Organization’s Board Current Strengths and Future Leadership Needs 4
  6. 6. Skills/Experience Inventory of Current Board 5 Board Member Name Diversity M/F Ethnic/Racial Age Profession/ Avocation Areas of Expertise Active with our organization in the following ways… Has ability to help our organization do…
  7. 7. Identification <ul><li>Matching needs to potential candidates </li></ul><ul><li>Characteristics to think about: forward-looking, optimistic, comfortable with risk or uncertainty </li></ul><ul><li>Using existing and new networks to identify potential candidates </li></ul>www.managerfactory.com “ I recently challenged my board to think more creatively about the nominating process by cultivating individuals who are interested in things that may not seem immediately relevant to our museum mission. This included people interested in preserving open space, fair trade enterprise and micro loans to poor people who want to start a business, the growing interest in &quot;simple living&quot; or &quot;green lifestyles,&quot; character education for children, encouraging public/private partnerships, etc.” Starlyn D’Angelo, Director, Shaker Heritage Society How can you identify new and different board members for your organization? 6
  8. 8. Cultivation <ul><li>A process that may require several interactions over varying lengths of time </li></ul><ul><li>Tailored to an individual – Could Include: </li></ul><ul><li>Multiple Conversations by phone and in person </li></ul><ul><li>A tour of the facilities and meeting of staff </li></ul><ul><li>Sitting in on board meeting </li></ul><ul><li>Meeting board members </li></ul><ul><li>Attending an event </li></ul>Museum of Modern Art 7
  9. 9. Cultivation <ul><li>Based on the Needs Assessment and Identification exercise, describe why a prospect is wanted and needed. </li></ul><ul><li>Explain expectations and responsibilities – this is where a board member job description comes in handy </li></ul><ul><li>Is the prospect interested and ready to serve? </li></ul><ul><li>Does the prospect need more cultivation? </li></ul><ul><li>What if the prospect says “no”? </li></ul>8
  10. 10. Orientation & Engagement <ul><li>Make orientation of new board members (or prospects) a formal activity </li></ul><ul><li>Orientation should include: </li></ul><ul><ul><li>Overview of the organization – its history, programs, pressing issues, finances, facilities, strategic or long-range plan </li></ul></ul><ul><ul><li>Overview of the board and staff – committees, board member responsibilities, bylaws, organizational chart, board and staff lists; resumes of key staff </li></ul></ul><ul><li>Board Member Handbook – a handy reference for new and veteran board members </li></ul><ul><li>Pair up new and veteran board members to lessen the learning curve </li></ul><ul><li>Involve all board members in committees or task forces; hold them accountable and thank them often </li></ul>9
  11. 11. Check List of Items to Include in a Board Member’s Orientation Packet/Handbook 10
  12. 12. Training <ul><li>Training is your opportunity to align the board around the organization’s culture and purpose </li></ul><ul><li>Formal </li></ul><ul><li>Conferences, seminars or workshops </li></ul><ul><li>In-house speakers (staff or outside expertise you bring in to board or committee meetings) </li></ul><ul><li>Field trips – tours of your own facilities or of others to examine an issue in depth or to benchmark </li></ul><ul><li>Retreats </li></ul><ul><li>Joint meetings with boards of other cultural organizations around a common topic </li></ul><ul><li>Set aside 10-15 minutes at every board meeting for a short “tutorial” in some aspect of the organization </li></ul><ul><li>  </li></ul><ul><li>Informal </li></ul><ul><li>Distribute mission/issue-related articles for board members to read at their leisure; follow up with a </li></ul><ul><li>post-board meeting discussion at the local watering hole </li></ul><ul><li>Offer drop-in opportunities to observe programming </li></ul><ul><li>Devote a section of your website to board member only news and information; keep it updated </li></ul>11
  13. 13. Evaluation <ul><li>Who and What Needs to be Evaluated? </li></ul><ul><li>The board as a whole – for its effectiveness as leaders, stewards and decision-makers </li></ul><ul><li>Committees – for their ability to carry out their charge </li></ul><ul><li>Individual board members – for their ability to meet the organization’s expectations </li></ul><ul><li>  </li></ul><ul><li>What are the tools? </li></ul><ul><li>Assessment forms </li></ul><ul><li>Strategic or Long-range Plan </li></ul><ul><li>Annual workplans </li></ul><ul><li>Board member job description </li></ul>12
  14. 14. Two Words about Board Member Rotation 14
  15. 15. NYS ARTS BLOG www.nysarts.typepad.com <ul><li>Webinars on the BLOG! </li></ul><ul><li>Ask questions </li></ul><ul><li>Review Topics </li></ul><ul><li>Share information </li></ul><ul><li>Explore new ideas </li></ul><ul><li>Next Session Wednesday September 3rd </li></ul><ul><li>“ Maintaining Momentum with Training” </li></ul><ul><li>On to the Blog! </li></ul><ul><li>“ I recently challenged my board to think more creatively about the nominating process by cultivating individuals who are interested in things that may not seem immediately relevant to our museum mission. This included people interested in preserving open space, fair trade enterprise and micro loans to poor people who want to start a business, the growing interest in &quot;simple living&quot; or &quot;green lifestyles,&quot; character education for children, encouraging public/private partnerships, etc.” </li></ul><ul><li>  </li></ul><ul><li>What in your organization’s vision or mission statements could jumpstart a totally new conversation about talent identification, cultivation and recruitment? </li></ul><ul><li>  </li></ul><ul><li>What do you see as the one or two steps you’d like to take immediately to make change in how you attract or engage new board talent? </li></ul>14

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