I know, I know.  The BOARD…we all seem to cringe when we hear that word.  The board is the way the board is because…

Perhaps the board is the way the board is because… we haven’t done our jobs.

Whether as executive directors or development professions, we do have a job to do you know!

Are you shocked yet??!!!

Are we developing and setting expectations for board members INCLUDING expectations for fund development?

Do they have position descriptions?

Are we asking them to apply and then screen them properly?  (Heck it is THE most important job in an organisation, right?  Why would we treat it any less, duh!)

Are we choosing the right board board members or do we just take folks on recommendations of other members or because we need to fill empty slots?

Are we as Simone Joyaux saying “thanking and releasing?”  Do we properly assess their performance to their job description and expectations.  And then do something about it?

How many of us have actually let a board member go for not performing?

It is time to add “ban under performing” boards to our to-do list or perhaps even to our job descriptions and I can assure you that once you do, your performance will sky rocket.

I want to hear about your board!  And, oh, email me for a sample board diversity and skills composition inventory form I created this week.  I will gladly share with you!