Today’s question comes from Lisa who asks:
What is the most successful model for the board give or get policy? How do you set the amount? Is it: ‘Give until it hurts?’ And how do you reinforce the policy you set?
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Video Transcript
Great questions, Lisa!
As you know, give and get refers to how much board members are expected to give as part of their service on their board — and of course, the “get” part refers to how much they help raise.
I want to be clear that the expression used to be “give OR get”, but for many years now, we’ve been talking about give “and” get, because it’s not an either/or proposition. Board members need to make a personal gift as well as help with fundraising, not one or the other.
Should you set a Minimum Requirement?
I’ve recently had a change of heart on the subject of having a set minimum requirement for board members.
I used to feel that it was better not to have a set amount, because I felt that I enabled some board members to give less than they could, while at the same time discouraged capable people from being board members if they could not meet the minimum gift level.
That being said, I’ve recently come to the conclusion that organization do better when they have a set minimum, as long as it’s not too low. I think it tends to raise the sights of the entire board and creates a standard.
So, I strongly encourage you to set a minimum level of board giving, and then expect them to raise funds on top of that as well. This will help with accountability, and changing the culture of your board.
However, I also believe that every rule is made to be broken, so if you have an amazing person on your board, who can’t personally financially give the minimum amount, you’ll want to make a private exception for them.
The important thing is that everyone gives and gets!
Giving Should Never “Hurt”
On a somewhat unrelated note, when Lisa asked the question, she used the phrase, “give until it hurts”, and I want you to really think about what that phrase means for a minute and then banish it from your vocabulary forever!
Using the words “giving” and “hurt” in the same sentence does exactly the opposite of what we want to do at our organizations — which is associate giving with joy and pleasure.
In fact, as a professional fundraiser, I never want giving to hurt, but to bring pleasure to people who are fortunate enough to be in a position to help others. If we are going to change the culture at our organizations and of fundraising and giving in general, we need to change the language we use.
Reinforcing Your Give and Get Policy
In order to reinforce the policy and hold people accountable, I like to use a one-page board member expectation form, which can be the starting point for an annual meeting between the board president and each board member to review their roles and responsibilities.
Do you have a give and get policy at your organization? What’s worked for you and what hasn’t? Share your comment below.
This post is part of my Year of the Fundraising Board series. Check out the entire series to learn how to create a stronger, smarter, and super motivated nonprofit board.
Excellent advice all the way around! I think sometimes people just don’t know what to give, so a minimum can be helpful. At my organization, we state the average board gift is $x in our board responsibilities. Exceptions are smart but I would worry a bit that Boards/EDs might say outright, “Oh, don’t worry, if you can’t do that, we can work with you.” Maybe include a parameter that exceptions must be “approved” by development staff? I’m also thinking there may be creative ways that person can fulfill that amount. Could they “get” the remainder from a corporation or peer to peer? I also love the annual meetings with each board member. I’ve encouraged that for years here without success so any tips to get the ED “on board” would be appreciated. Finally, maybe instead of giving until it hurts…how about…give until your heart is bursting with joy. 🙂
Yes! Give until you burst with joy! Hooray!
Amy, I always read your blog with interest. You may have an interest in our Count Me In form which we use annually when we begin a new fiscal year. We do this individually and confidentially but provide an aggregate report to the board regarding the responses. It covers all the ways that board members can participate in advancement activities including their pledge for unrestricted support for the organization. I’d be happy to send it to you, if it would be helpful. Our board’s unrestricted and restricted support has grown significantly using this tool.
Holly – I would love a copy – please send it my way! And, I love the title – Count Me In! Thanks for sharing.
Holly, I would also appreciate a copy of your Count Me In form! Thanks!
Hello Holly, I would love a copy also, if you’re willing to share. Thanks 🙂
I would love a copy! working on one for our organization now.
Holly, I would love a copy of the Count Me In form as well, if you’re willing to share.
Holly, would you please send me a copy of your policy? Thank you!
I’d love to have a copy of your Count Me In form. Thank you so much.
Hello Holly,
Would you be able and willing to share a copy of this policy with me? Thank you.
Amy, sometime in the past month or so, I read about how to select a Board member, not just because they are willing. It spoke of things to consider, etc. It spoke of several different aspects to be considered.
I put it “aside”, and now I can’t find it as hard copy, computer, nothing. Was that you, and if so, could you resend it?
Thank you; I am development director for a Domestic Violence Shelter, and enjoy your approach.
Hi Ken,
I’ve written a lot about board members, but not specifically about how to select one… that I recall. It’s a great topic and maybe something to write about in the near future. Stay tuned!
Hooray! With Amy’s dedication, there’s hope for the fundraising profession.
Please send me a copy of the Board Member Expectations form
I’d love a copy of the Count Me In form. Can anyone forward it to me?
Amy,
Thank you so much for this valuable information. I have a question, do boards generally have a line item in their accounting system to track board member gives? We are currently writing a policy for our board but it seems board members scrutinize this line on our financials, I serve on several boards and I have only seen it on a line item in financials on this one board. In my other boards it’s tracked by governance in a board member participation report card and not a line item in the financials. Any feedback on this matter is greatly appreciated.
If Holly is still reading this, I would like a copy of the Count Me In policy too. My email address is sstwin@aol.com. Thank you!
This is perfect info for those of us setting up things the right way for our nonprofit. I referenced you in something I wrote for new fundraisers, if that’s ok: https://fundraisingclarity.com/blog-post-3 ~ Thank you!
How does this work for boards of say, a sports team where board members volunteer 15-30 hours a week on top of their full-time job? One of the board members is in charge of fundraising so he or she would have to also give or get a set minimum on top of that? Aren’t positions voluntary? I’m interested in the idea and would love to hear what you mean by a better board culture? It seems like you would dissuade parent volunteers from joining the board if it’s going to hurt