The presentation was a workshop at Evolve 2014: the annual event for the voluntary sector in London on Monday 16 June 2014. The presentation was given by Ian Joseph, Chief Executive (Trustees Unlimited) and Nigel Kippax, Consultant (NCVO). In this workshop decision making issues facing the board are discussed and appetite for risk. Find out more about the Evolve Conference from NCVO: http://www.ncvo.org.uk/training-and-events/evolve-conference

1. Workshops
AM5: The board’s role in risk: it’s
all about minimising, right?
Ian Joseph, Chief Executive, Trustees Unlimited
Nigel Kippax, Consultant, NCVO

2. 1. What are the issues your Board is facing that
are asking questions about risk?
2. How would you gauge your Board’s appetite for
risk?
Introductions - Ian

3. Section 1 - Nigel

4. Charity Commission
Charities & Risk Management

5. 2. Avoid
3.
Mitigate
4. Accept
(Insurance)
1.
Transfer
Risk strategies

6. What’s the underlying assumption?

7. What’s the underlying assumption?
Risk = Bad

8. Sir Terrance Conran
Control & Innovation
What could be the benefits of Risk?

9. Board
PerformanceCompliance
The role of the Board
&

10. Board
PerformanceCompliance
The role of the Board
Limit risk
Control
Protect
Manage risk
Innovate
Change
&

11. What will you leave
behind?
Hand Back
“Better”
Hand Back
“Safely”
A Question of Legacy

12. Sir Clive Woodward
Performance & Fear

13. Context: The “S” curve
Impact;
£
Time
Organisations follow a similar curve
as they evolve/grow

14. Context: The “S” curve
Time
Stagnation?
Growth – High Performance
Initiation – Period of high risk
Impact;
£

15. Group Work 1: Questions
1. How would you know if your organisation
has stagnated?
2. What are the greatest barriers to moving
beyond stagnation?

16. Section 2 - Ian

17. Recruiting the right trustees

18. The Landscape
FWD Charity Research May 2012
• Fewer than 12% of trustees are under 45
• Less than a third have been in their post for more than 5 years
• 50% charities struggle to recruit (48% top 300)
• Biggest reason is time commitment (46%) and lack of commitment (20%)
Charity Commission Research 2012
• Estimate 1m trusteeships
Trustees Unlimited Research November 2012
• 20% trustees say their board lacks a diverse range of skills
• 51% believe a more diverse board would enhance their charity’s effectiveness

19. First Principles
• Are we working well together?
• Mem & Arts – purpose/recruitment e.g. terms
• Engage the whole board
• Skills audit
• Personality audit! Not all risk averse!

20. Role Description/Person Specification
Outline responsibilities
• Legal/fiduciary
Clear on expectations
• Time commitment
• When are the board meetings?
• Sub committees
Experience/skills sought
Values
• Nolan principles/others

21. The Process
• Create a compelling reason but be honest
• Recruitment pack
• Options
• DIY – Your own network
• Free service – Such as NCVO Board
• A little more – TU/Reach/advertising
• Blow the budget - Headhunters
• Application process
• Interviews
• References
• Meeting board and seeing the services
• Induction!

22. Tips for improving diversity
• Use alternative recruitment methods – not just word of mouth
• Make use of specialist job boards/ explore advertising on LinkedIn groups
• Organise board meetings at times that are convenient to all
• Have a set policy in place for expenses such as travel and childcare
• Make sure the venue in which you hold your board meetings are accessible
• Have arrangements for sign language or audio, Braille or large print
• Set limits for trustee terms

23. Summary tips for recruiting
• Conduct an audit of the competencies, knowledge and/or experience
• Create a role description
• Engage the whole board in the process
• Think about why someone would be interested in coming to you
• Write a punchy advertisement!
• Prepare an information pack for candidates
• Use social media to promote your opportunity
• Consider using a professional recruitment firm with a track record of
recruiting trustees
• Be clear about who is making the decision
• Have a clear process for informal meetings, tours of services and
interviews
• Interviews should be evidence and behavioural based
• Take references – always verbal
• Have a good induction process in place

24. Section 3 - Nigel

25. Board
PerformanceCompliance
The role of the Board
Limit risk
Control
Protect
Manage risk
Innovate
Change
&

26. 2. Avoid
3.
Mitigate
4. Accept
(Insurance)
1.
Transfer
Risk strategies

27. 2. Avoid
3.
Mitigate
4. Accept
(Insurance?)
1.
Transfer
The 5th Strategy
5. Embrace

28. Further growth/impact
The Challenge
Continued stagnation
?
Impact;
£
Time

29. Group work 2: Question
What one thing will we do differently as a
result of this session?

30. Actions to consider
Fresh insight – Facilitated review of the
Board
Recruitment – Fresh faces on the Board
NCVO support Board Reviews
Trustees Unlimited support recruitment

31. Thank You
Nigel Kippax – NCVO
nigel.kippax@ncvo.org.uk
Ian Joseph – Trustees Unlimited
Ian.joseph@trustees-unlimited.co.uk

32. Evolve 2014