One of the challenges in board governance is strong recruitment. Join us for this session to learn tips, tricks, and tools for recruiting new board members.

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BUILDING THE BENCH
BOARD RECRUITMENT & RETENTION
Habitat for Humanity Colorado
Camp Colorado
Emily Davis, MNM,
President, Emily Davis Consulting
Senior Governance Consultant, BoardSource

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TURN ON YOUR TECH
@AskEmilyD
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A LITTLE ABOUT ME…

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30 seconds or less
Name &
Organization
1 Challenge
Outcome
A LITTLE ABOUT YOU…

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WHO HAS…
q A defined recruitment process?
q A regular recruitment schedule?
q A governance and/or nominating
committee leading the process?
q The ED/CEO leading the process?

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BOARD ROLES & RESPONSIBILITIES

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1. Determine mission &
purpose
2. Select the chief executive
3. Support & evaluate the
chief executive
4. Ensure effective planning
5. Monitor & strengthen
programs & services
6. Ensure adequate financial
resources
7. Protect assets & provide
financial oversight
8. Build a competent board
9. Ensure legal & ethical
integrity
10. Enhance the organization’s
public standing
10 BASIC BOARD RESPONSIBILITIES

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RECRUITMENT
Great board
member
retention
begins with
a great
recruitment
process!

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Why do
we join?
What
scares
us?
Why
would
we
leave?
Why do
we stay?

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• Passion for mission
• Organizational lifecycle stage
• How many boards will you sit on?
• Board terms
• Type of board
• Board size, demographics
• Financial support
• Clarity of expectations
PERSONAL PLANNING

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LEADING THE PROCESS

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Identify
Cultivate
Recruit
Orient
Involve
Educate
Evaluate
Rotate
CELEBRATE!

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STEP BY STEP
Evaluation Application Expectations

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EXPECTATIONS
• Board descriptions
• Terms & term limits
• Time commitment
• Financial commitment
• Recruitment process
• Orientation
• Committee roles
• Ongoing education
• Board activities
• Evaluation

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REVIEW BOARD JOB DESCRIPTIONS
• Member at Large
• Chair
• Vice Chair
• Treasurer
• Secretary

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ALWAYS SHARE…

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STEP BY STEP
Evaluation Application Expectations
Outreach

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WHERE DO YOU FIND CANDIDATES?

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NEXT GENERS
Millennials
Gen X

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STEP BY STEP
Evaluation Application Expectations Outreach
Vetting
Candidate
Approval
Wrap Up Debrief

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TIMELINE
• Review docs & past recruitment
• Design self-eval
Month 1
• Conduct self-eval & demo matrix
• Design application, interview questions & outreach messaging
Month 2
• Add to website
• Share with networks
Month 3
• Schedule & conduct interviews
• Invite to board meeting
Month 4
• Host at board meeting
• Make recommendations
Month 5
• Inform candidates
• Schedule orientation
• Intro board buddies
Month 6
• Debrief process
• Gather feedback
Month 7

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ENGAGEMENT

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FINDING SUCCESS
Success!
Joyful
leadership
Accountability
Expectations
ArtScience

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WHAT MAKES ‘EM TICK
•Always YES
•Wants to help
everyone &
everything
•Caution!
OVER-COMMITTED
•Needs lots to
stay engaged
•Don’t let them
sit around
BUSY, BUSY, BUSY
•Verbal &
print
•Use titles &
acknowledg
ment
LIKES RECOGNITION
•Stays focused & on track
•Great for events
•May get discouraged by
others’ lack of support
ORGANIZER
• Lots of ideas for
improvement
• Pair with an Organizer
to keep things moving
CREATIVE
*Abigail Harmon

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GOVERNANCE AS LEADERSHIP
GOVERNANCE
EXCELLENCE
FIDUCIARY
MODE
(tangible
assets)
STRATEGIC
MODE
(partnership
with
management)
GENERATIVE
MODE
(organizational
leadership)
“When boards
overemphasize one
mode to the exclusion
of others (a common
problem), the net
results are worse, not
better, governance.”
*Governance as Leadership

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ORIENTATION

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BOARD CULTURE

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PROFESSIONAL DEVELOPMENT
Trainings
Associations
Practice
leadership

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MEETING PREPARATION

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BOARD MEETING TIPS
Governance
• Board reports
• Strategic
priorities/goals
• Mission moments
• Ask questions
• Avoid
micromanagement
Facilitation
• Consent agendas
• Shared
responsibilities
• Giving
accountability
• Follow up
Participants
• Guests, Staff
• CEO
• Board members
• Honor time

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IT’S NOT ABOUT YOU
How does this serve the mission?
Does it fit our strategic goals?
What’s our capacity?
What does success look like?
Keep it high level!

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COMMUNICATION
“Change happens by listening and
then starting a dialogue, with the
people who are doing something
you don’t believe is right.”
- Dr. Jane Goodall

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RECOGNITION

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TAKE AWAY & COMMITMENT

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Emily Davis, MNM
Emily Davis Consulting
(720) 515-0581
emily@emilydavisconsulting.com
emilydavisconsulting.com