How to Craft a Nonprofit Board Orientation Strategy

Board orientationPlease don’t leave your new (or old for that matter) board members dangling!

Being a board member is not something we’re generally taught. In fact, it can be a complete mystery. Folks feel proud to have been recruited to join your board, and excited to begin their service, but… what happens next can mean the difference between a fulfilling experience and a disappointing one.

Do you have a board orientation strategy?

I don’t just mean in a dusty handbook somewhere on a shelf or in a file no one can find. I mean a vibrant orientation approach that kicks in the moment your board candidate says “yes” and, subsequently, as soon as they’re voted in by the full board.

Recruitment is just the tip of the iceberg of building an effective board.

It’s an important “tip,” don’t get me wrong. And all too often it’s handled poorly, leading to nothing but problems down the line. One of the most common complaints I hear from nonprofit staff is their board won’t help with fundraising. And the most common reason is the board members tell me: “I wasn’t told I’d have to help with fundraising,” or even worse “I was told I didn’t have to fundraise.

Don’t put yourself in the bait and switch mode.

From the get-go, explain to prospective board members what’s expected of them. All should be involved in some way in giving and getting. Once they sign on, solidify this agreement and their critical role as ambassadors, advocates and askers during the orientation process.

What to Include in a Board Member Orientation

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Fundraiser Job Tips: How to Hire/Get Hired + Top Interview Questions

Wanted signIn my last article I talked about how to pitch yourself for a new job. My focus was on fundraising jobs, but it’s a paradigm you can use for any time you’re trying to make a persuasive case for yourself.

Today I’d like to get to the part where you’ve transitioned from “selling” to the interviewer, and have arrived at the part where they sell to you.  In other words, it’s your turn!

It’s important to prepare for this part of the interview. And, if you happen to be wearing the interviewer hat, you can use these tips to listen for important questions that will tell you a lot about your potential hire.

The Purpose of Question Time

Definitely come prepared with what you want (and need) to know to make a wise, informed decision.  You’ll want to ask about this organization’s history, its programs, its culture (don’t overlook this one!), this position, and the person(s) for whom – and with whom — you’ll be working. Think about what success would look like for you, and probe to assure the pre-conditions to achieve that success are in place.

The interview is as much an opportunity for the candidate to get to know the hirer as it is a chance for them to get to know you. There’s little point in selling yourself for a job you ultimately don’t want and won’t enjoy. Where you’ll just be spinning your wheels. Where you won’t have a chance to grow professionally. Life is too short.

POINT OF PERSPECTIVE: I’ve interviewed a lot of candidates in my day. And, truth be told, if they don’t avail themselves of this opportunity to ask questions I really wonder about them. How can they be so lacking in curiosity? Did they not prepare for this conversation? How are they going to learn things on the job so they don’t just do things the right way, but do the right things? If it’s a front-facing fundraiser position, how are they going to be when faced with the opportunity to build a relationship with a donor?

When I’m in hiring mode, I don’t need a broadcaster as much as a relationship builder. I don’t need someone who boasts ad nauseum about themselves as much as need someone who probes for my interests, needs and challenges. So, if you’re the hirer, listen to see how many of these questions your candidates ask; be prepared to answer these questions.

Top 20 Interview Questions

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