Successful boards are built on a core of experienced professionals who share your mission and bring unique skills, such as in planning, fundraising, and finance.
Beyond that, the idea of having a set of people with varied backgrounds and different perspectives is a good one. When you’re only talking with people who know exactly what you know, or whom you value because they agree with you, you can be oblivious to major problems or to opportunities that are staring you right in the face. You don’t want to build an echo chamber.
Gary Burnison, whom I often reference, wrote recently that “diversity is a fact, inclusion is a behavior.” For nonprofits, the promise of a diverse board has become richer and more nuanced than just diversity of organizational or operational background. It brings to boards a wide range of cultures, experiences and insights that would have been rare even a decade ago.
Finding qualified candidates from different backgrounds to invite to your board can be a challenge. There are many very capable people with the potential to make outstanding board members but who do not have much (or any) board experience. It means you will need a well-thought-out written plan to recruit, onboard, and provide mentorship in the early stages. It may mean finding one new member who brings experience while working with another with strong potential. Careful implementation is a key part of the process.
You will soon see that the extra effort you make in board recruitment pays multiple dividends.
- Does your board currently include a diversity of cultures, experiences and insights?
- Identify two board candidates who could increase the board’s range and diversity.