Skip to main content

Board Recruitment Process Poll Results


The informal poll running on the blog lately asked readers to characterize their board recruitment processes.  The poll follows up on my posts about board recruitment herehere and here.

Here's the breakdown:

33%   Loosey-Goosey:  informal and sometimes unpredictable
25%   A Last-Minute Scramble:  could be anybody's game
41%   Targeted:  we know who we want and we work hard to get them
1%   Multi-layered or Rigorous:  a full-blown, vetted process

The good news is that 42% of respondents put their recruitment process at the structured end of the spectrum.  A structured process matches institutional criteria to individual skills, which, in turn, fulfill mission, values and vision.

Nearly 60% of respondents, though, put their recruitment efforts at the unstructured (or nearly so) end of the spectrum.   An unstructured process may seem the more user-friendly for some; it can be anxiety-producing for others.

I suspect that a larger polling sample would even out the percentages between structured and unstructured, likely tipping the balance toward the structured end of the spectrum.  But, I do think that there are many nonprofits that struggle with board recruitment, give it short shrift or simply dismiss it altogether.   If your organization falls into one of these categories (and you want to do something to address it), here's a great resource by Hildy Gottlieb to share with your board to get the discussion going.

And this article is one of the most carefully laid out discussions of the recruitment process that I have seen.


Comments

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