The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table
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The Board Makeover : What HR & Marketing Professionals Can Bring to the Board Table

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We think it's time to build the marketing and HR literacy of your board.

Can anyone argue that the reputation and the employees of a nonprofit are assets on par with its financial assets? Nobody knows better than you that nonprofits need great boards to help them with their strategic direction, ensure they have the resources to take the organization in that direction, and oversee their progress.

This presentation will review the ways that HR & Marketing professionals can drive impact for a nonprofit board.

For more information, check out: http://www.taprootfoundation.org/leadprobono/board_service.php

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  • Stacy Proctor spoke on our panel at the BoardSource Leadership Forum in San Francisco, representing an HR professional who serves on a nonprofit board. As the Human Resources leader at ATPA, she is responsible for 400 employees who work in 15 sites, across 5 states, with 7 union contracts. The Arc of San Francisco -- an organization that serves people with developmental disabilities by promoting self-determination, dignity, and quality of life – recruited Stacy to be on their board, specifically for her HR background. She had already served on their Business Advisory Council – one onramp to recruiting board members – and they knew what she could do.Serving on the board has given Stacy an outside perspective. She enjoys the camaraderie of working with people with different backgrounds – by bylaw, one-tenth of the board must be actual clients, or their relatives. She told us her board service takes her outside of her normal realm: she challenges herself to determine her HR strengths outside of her company, and she brings back those experiences to her “day job.”Stacy helped us clarify where the line is between what an HR person should do on the board, versus the staff: “Board service is really about serving in an advisory capacity and fiduciary responsibility. Optimizing human capitalization is definitely a staff capability, and they would be offended if it was a board member overseeing that.” We also spoke to Tim Hornbecker, the CEO of the Arc, and he said virtually the same thing – “it’s a thin line, but very important to distinguish. You have to differentiate between the governing level and staff level.”We asked Stacy whether her company values her nonprofit board service and we’re happy to report that all the companies she has worked at have been supportive of her board role. Then she went beyond that: “I believe a company should be promoting board service for visibility for their company, but they don’t do that enough. HR leaders, and even chief operating officers, should be promoting this sort of service. Maybe in this economy it’s a hard sell to have employees spend some time away from the core business of the company, but it’s something that should be done in the future.”
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