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Building the Leadership Pipeline

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YNPN Chicago's presentation to the 2010 National YNPN conference

YNPN Chicago's presentation to the 2010 National YNPN conference

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  • Yesenia
  • Yesenia
  • Yesenia
  • Yesenia
  • Yesenia
  • Yesenia
  • Yesenia Talking points: Find the teams and then the board Personality fit Mentor/Mentees / Committee Chairs
  • Yesenia JOSH – IF YOU WANT ME TO SHARE A “TESTIMONIAL” ON THE BOARD SOCIAL AND HOW THAT AND THE INTERVIEW PROCESS WENT, I CAN, BECAUSE THAT WAS MY FIRST MAJOR INTRODUCTION TO YNPN CHICAGO AND I THOUGHT IT WAS GREAT
  • Yesenia J
  • Kelsey Engage ask what interests them Empower let them take an idea and run with it Interact Set and manage expectations
  • Josh Building relationships with potential board members KEY Provide strong guidelines for what you’re looking for and what the application and board commitment entail A formal interview process provides a professional introduction to the board and promotes self-selection of responsible, committed board members
  • Kelsey
  • Yesenia
  • Yesenia
  • Transcript

    • 1. Building the Leadership Pipeline YNPN Chicago April 2010 Josh Dickson Kelsey Horine Yesenia Sotelo
    • 2. What are your issues? Notes
    • 3. Ideas!
      • “ Can’t recruit the right people”
        • Committees
        • Recruitment calendar
        • Roles & responsibilities document
      • “ Can’t recruit a diverse board”
        • New definition of diversity: gender, age, sector, race
        • Tap your network!
        • Ask partner organizations
      • “ People quit the board” or “People are not good board members”
        • Orientation
        • Mentors
        • Socials
        • Check-in calls
        • Manuals
        • Board development programming
    • 4. Ground Rules
      • Ask questions!
      • Interrupt us!
      • Share your ideas!
      • Don’t take notes! (unless you want to)
      • Highlighted items are great for emerging chapters
    • 5. YNPN Chicago - Past Founded: 2001 Board 1.0 = FAIL
    • 6. YNPN Chicago - Now 4,700+ Members Working board, committee, ex-oficio structure Members Ex-Oficio Committees Board
    • 7. YNPN Chicago - Board As described in our by-laws: 15 – 20 board members 2 year terms, 6 year limit 75% under age 35 75% work in nonprofits
    • 8. YNPN Chicago - Areas Areas with 2 chairs overlap in terms Executive (2) Communications (2) + committee Programming (2) + committee Technology & Membership (2) + committee Finance (1) (considering 2) + committee Fundraising (1) (considering 2) + committee Secretary (1) Special: Annual Celebration (1) (considering 2) + cmte Special: National Representative (1)
    • 9. YNPN Chicago - Calendar Every 3 years, strategic planning! May Nominate new Executive Co-Chair, Form nominating committee June Elect Executive Co-Chair, Open nominations for remaining positions July Fill remaining positions August Open call for board members, Board social , Applications and interviews September Approve new board slate, Final check-in calls October New board begins, Board orientation, Board mentor assignments November Ongoing technology training, Meetings with chairs as needed December Determine committee needs, Open call for committee members January Executive Co-Chairs organize committee members, Ongoing board mentor meetings February Committee orientation event, Board check-in calls (exec too!)
    • 10. YNPN Chicago – What Didn’t Work
      • Separating social and professional development areas
      • Waiting too long in the year to recruit committee members
      • Not having committee job descriptions
      • Not orienting committee members enough
      • Having finance, fundraising, celebration (?) only have 1 chair
      • One-year terms for at-large board members
    • 11. The Bigger Picture… Organizational Culture
      • Why do we care: …organizational culture is the personality of the organization. So how can your YNPN board cultivate and manage a positive personality?
      • Engaging
      • Empowering
      • Interacting
      • Integrative thinking
      • Setting and managing expectations
    • 12. Solutions for: Recruitment Empower them
      • Invite all your members via email
      • Tap your network for diverse or specialty board members
      • Set an application deadline, interview schedule
      • Use job descriptions
      • Form a nominating committee
      • Note: Keep a balanced board
    • 13. Solutions for: Retention Engage them
      • Board agendas & reports
      • Board mentors
      • Board orientation
      • Check-in calls
      • Co-chairs with overlapping terms
      • Board socials
      • Board manuals
      • Quarterly Communications/Programming/Technology meetings
      • Encourage at-large board members to serve on a committee
      • New: Board development programming
    • 14. Solutions for: Building the Pipeline Interacting
      • Ex-oficio: discrete, specialty projects
      • Committee members
        • Lower level of involvement
        • Orientation important
        • New: job descriptions
    • 15. YNPN Chicago – Resources Setting and Managing Expectations Board Application Board Information Sheet (Roles & Responsibilities) Board Questions & Evaluation Forms Board Orientation Agenda Memorandum of Board Involvement, Committee Involvement Committee Application Committee Orientation Agenda Board Self-Assessment Form Available via email on the leaders listserv!