When a nonprofit leader (generally a development director or CEO/ED) contacts me about fundraising, some of the first questions I ask are about their board members. They include:
- Do all of your board members give an annual gift?
- Are they generous with their time, resources, and connections?
- Do your board members have capacity, networks and connections?
- Are they willing to help raise money?
- Do you have the board members you need to accomplish your mission?
I never expect an organization to have a “perfect” board, but I do look for a few key indicators that board members are engaged and involved.
First and foremost, all board members should be giving their own personal gift. In addition, most board members should be generous with their time and resources. And at least some (if not all) should be willing to help with fundraising in some capacity.
That being said, most boards are a work in progress. I’ve never encountered any organization with a perfect board. Not yet, anyway.
Unfortunately, as much as your organization needs volunteers, there are some volunteers you simply can (and should) do without. And just because they’re volunteering (i.e., free) doesn’t mean you should take anyone who walks through the door.
The WRONG Approach to Finding Board Members
In the theatre world, there’s a popular expression:
It means to sell tickets or “fill the house.”
The same can be said for the philosophy of many nonprofit boards — just getting butts in seats. In other words, get as many people around your board table as possible.
However, that often leads to haphazard board member recruitment without really taking the time to attract the individuals you want and need on your board.
7 Board Member Types You Should Avoid
You might be wondering how to screen for “bad” board members. The key is to work them on a committee for a year (or even two) before considering them for your board. That way, you will quickly learn how they work with others, whether they volunteer and step up for assignments, and if they show up on time (or at all).
If you dread board meetings due to specific board members, they probably embody one or more of the seven toxic characteristics that plague nonprofit boards.
1. The Saboteur
This member runs around before and after board meetings stirring up trouble in private conversations. You know the ones!
2. The Worrywart
Too nervous to try anything new. This board member wants to play it safe when it comes to programs, services, and especially fundraising!
3. The Naysayer
For every new idea discussed, this member has five reasons why it simply won’t work.
4. The Hanger-On
Maybe they’ve served on the board for decades and don’t know when it’s time to move on. They keep you stuck in the mindset of “because we’ve always done it this way”
5. The Pesterer
Although well-intentioned, this person simply can’t let go. They constantly demand your attention and want to know what’s going on this minute.
6. The Micromanager
This board member doesn’t understand the difference between board and staff, because they want to be involved in day-to-day management and decisions.
7. The Penny-Pincher
You know the ones. No investment is good enough. No ROI high enough. They want to hold the budget tight no matter what, even if it prevents growth.
How to Purge Toxic Board Members
The way to get rid of some of your toxic board members is by implementing and enforcing annual board member expectations.
Each year, board members should be expected to commit to basic requirements to serve on your board, and also complete a board member expectation form. This annual ritual enables the board president to sit down with each board member, individually, to discuss their continued service on the board for the following year.
In addition, you ought to enforce term limits for all board members. That way, it’s easier to weed out anyone who might put a drag on your organization down the road.
Be Strategic When Growing Your Board
So how can you grow your board the right way? Be strategic!
Start by making a list of all the qualities, characteristics, and professional skills of people you DO want on your board. They can include things like:
- Kind and generous
- Smart and thoughtful
- Philanthropic
- Being a team player
- A lawyer (every board should have one)
- An accountant
- A marketing or PR expert
- CEO’s and business leaders
- Community leaders
- An expert in your field (medical organizations should have a doctor, educational organizations should have a teacher, etc.)
- Consider diversity — race, gender, age, sexual orientation, political affiliation, religion, etc.
Then keep this list in mind as you choose who will serve on your nonprofit board.
Here’s the Bottom Line
Don’t just get “butts in seats.” Choose your board members carefully and consider what they bring to the boardroom table. You’ll be much better off in the long run when you invest time and thought into assembling a strong board, as opposed to just settling for warm bodies.
Have a story about a wonderful or toxic board member? Please share in the comments.
I have a counter to some of these (I’m paid to be Director of Income Generation for a UK charity, and I also volunteer as a trustee for a small international development charity)
As a trustee, I am often asked by the CEO to become involved at a level that I feel is more like being a staff member (drafting fundraiser job descriptions, writing direct mail copy etc). I have limited time available for volunteering, and could be far more useful as a lead generator, network builder and strategic income generation advisor.
So, as well as being careful about what type of people you have on your board, also be careful about how you work with them
One type of Board member I think you missed is the “lack of follow through”. They promise to make contacts for a campaign, send you contact information for a potential donor, or invite people to the event, but then they don’t follow through. Particularly bad if they say they do it for a long time, wasting time and energy on your follow up.
My question would be, operating without a board? I started a non profit, between the grant writing, social media, marketing and the community organizing necessary to launch, this can’t be done alone.
Sometimes you do have to put butts in the seat to launch. Without the outreach and bandwidth how do you launch at all?
The board member type that I’d add is the Racist or Sexist Jerk! This. is similar to the naysayer, only it’s directed at POC and/or women. Thanks for the post, Amy!
Having a semi-literate board member is the worst thing. Secondly, having one who is only interested in sitting allowance is a nightmare. And third having a member who sits in other boards of your competitors.
Due to the nature of nonprofit board service, people who fill board seats of nonprofit organizations were never intended to be permanent fixtures. With every person who joins or leaves the board, board dynamics are sure to change — sometimes for the better, and sometimes for the worse. When a board director is causing more issues than helping move the nonprofit’s mission forward, other members of the board may recognize that it’s time for the problem board member to leave. There are several effective approaches for removing a board member. Depending on the situation, some options may be more viable than others. It’s important to follow the organization’s bylaws before making any firm decisions, to avoid any legal difficulties. Removing a board director or asking them to step down leaves a mark on everyone. It’s best to think the situation through carefully, and not rush it. Whenever possible, it’s a good idea to help the director exit with grace by letting them resign on their own accord. This approach helps the director save face and may leave the door open for future involvement if the person’s situation changes.