Skip to main content

What Does Your Board Recruitment Process Say About Your Organization?

This post is prompted by an email sent to me by my colleague Linda Norris, the inquiring mind behind The Uncataloged Museum.  The email included a link to a Craig's List listing from a nonprofit in search of board members.  The listing states, in part:
Board Members will commit to meeting once every 2 months. They will be involved in decision making and guiding the direction of the organization. They will assist in fund raising events by establishing committees to plan particular events and initiatives. 

Please respond by email with a little bit about yourself, where you live, and what interests you about [name of organization].  To learn more, visit [organization's website address].
  • Location: Hudson Valley, NY
  • Compensation: Volunteer Work
  • This is a part-time job.
  • This is at a non-profit organization.
Actually, that's pretty much the entire listing.

It got me to thinking that despite the listing's brevity, it speaks volumes about the culture of this organization. Indeed, this is a relatively new nonprofit founded and led by a visionary Gen Y woman. In fact, she named her nonprofit after herself -- which should give you a good idea that she is the singular driving force of her small organization.  Her vision for her work takes a very pragmatic, get-it-done, grassrootsy approach.  The Craig's List approach to board member recruitment fits the age and style of the founder and the nonprofit work she's doing, as well as the energy-level of a new organization. 

Contrast her example with some of the stuff I've been writing about on this blog, such as talent matrices and recruitment planning....stuff I believe is about consciously designing leadership for the long haul.  Sounds pretty rigid when compared to our Craig's Lister.  

What does your board recruitment process say about your organization?  

Photo:  pod meeting by Esthr


Popular posts from this blog

4 Nonprofit Resolutions for 2021

Even though 2020 will technically be in our rear view mirror soon, its ramifications will be with us for years to come. Make no mistake, there's a lot of work to do. So, here are my four really tough, but really important, resolutions designed to lay some solid groundwork for doing your best work in 2021. Aren't you glad there are only four? If you're interested in my resolutions from previous years, take a look here  and here .

4 Strategies to Pivot and Lead Through Disruption

Organizational Resiliency in This Crucible Moment

I am currently working with two colleagues from the cultural and heritage fields to think and write about organizational resiliency in times of upheaval and ambiguity. We believe resiliency in this crucible moment requires, first and foremost, nonprofit organizations activate equity and inclusion by embracing it as central to all their internal and external work. It begins when organizations commit the time to examine their own historical roots and practices as a critical step to ensure they “live” their most meaningful missions, visions, and values. Resiliency requires many organizations also renegotiate what it means to be valuable to their communities. The traditional idea of “value” has changed and is changing, and recognizing the extent to what our communities really value is key to being wanted, needed, and, thus relevant. All organizations must retool their financial mindsets, taking a hard look at their current financial realities and realigning the costs of doing business with