Be Intentional with Board Solicitation
April 3, 2018
How does your organization communicate its opportunities for leadership nominations? The recruitment process must be intentional. Look to these examples for inspiration.
Welcome to Hardy Smith’s blog, where he shares experience and insight learned through decades in the corporate world and advocating on behalf of nonprofits and associations across America.
Hardy’s mission is to help maximize the performance of nonprofits and associations and their essential leadership teams.
If you’re seeking to triumph over communication challenges, bring meaningful and manageable solutions to, and realize measurable results of your organization, this blog will give you more than ideas — it will maximize your team’s performance like never before.
How does your organization communicate its opportunities for leadership nominations? The recruitment process must be intentional. Look to these examples for inspiration.
When it comes to attracting new, quality board members, knowing up front what brings them to YES will save valuable time.
Recruiting the right board members is critical to a nonprofit’s success. However finding prospects who are a good match is difficult for many organizations.
When someone declines an invitation to join a nonprofit board, it could be for more reasons than the organization might assume.
Volunteers who sign up for involvement in a nonprofit or an association are anticipating a positive experience.
Is your nonprofit one that assumes it knows the preferences of those who support your activities? If so, how certain are you that your assumptions are correct?
Deciding to be different in the New Year can position your nonprofit to overcome challenges that other organizations will continue to experience.
Recognizing the difference between difficult and different can be a tremendous benefit for your organization. Follow these tips to help make the different board member a valuable part of your board.
Every position should have a job description as well as performance expectation. Have an honest conversation about expectations and amount of time required. Make sure each individual is comfortable about the task at hand, and is satisfied that he or she can meet the obligations they are signing up for.
Properly vetting board candidates up front to determine if they will be a good fit will help prevent involvement issues later.
How does your organization communicate its opportunities for leadership nominations? The recruitment process must be intentional. Look to these examples for inspiration.
When it comes to attracting new, quality board members, knowing up front what brings them to YES will save valuable time.
Recruiting the right board members is critical to a nonprofit’s success. However finding prospects who are a good match is difficult for many organizations.
When someone declines an invitation to join a nonprofit board, it could be for more reasons than the organization might assume.
Volunteers who sign up for involvement in a nonprofit or an association are anticipating a positive experience.
Is your nonprofit one that assumes it knows the preferences of those who support your activities? If so, how certain are you that your assumptions are correct?
Deciding to be different in the New Year can position your nonprofit to overcome challenges that other organizations will continue to experience.
Recognizing the difference between difficult and different can be a tremendous benefit for your organization. Follow these tips to help make the different board member a valuable part of your board.
Every position should have a job description as well as performance expectation. Have an honest conversation about expectations and amount of time required. Make sure each individual is comfortable about the task at hand, and is satisfied that he or she can meet the obligations they are signing up for.
Properly vetting board candidates up front to determine if they will be a good fit will help prevent involvement issues later.
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EMAIL: HARDY@HARDYSMITH.COM
