But First . . .
My new book is out The Secret to Fundraising; It's NOT About Asking for Money. Click here to view and purchase it on Amazon.com.
Now, back to board engagement
1st Step to Getting More From Your Board Members
STOP COMPLAINING ABOUT THEM!
I was intrigued because in my work with nonprofits, schools and churches, helping board members feel inspired and confident to share their organization's story is critical to the organization's sustainability.
As I read the comments, though I began to feel YUCK, because the comments were more like venting and dumping on board members. The comments were supposed to be humorous, but they felt disrespectful and judgmental. I shared my perspective on the matter, offering this comment:
I know that this is supposed to be humorous,
but I have learned something really important about this over the past 10 years.
I have found that when staff people are frustrated with their boards,
it is more a function of lack of direction and clarity about what you want
board members to do. Board members are volunteers who have taken
time to attempt to make a meaningful contribution.
It's not their job to figure out how to help you. They need what I call a "shopping list."
It's not fair for you to assume they should know HOW to help you.
What you might not realize is that while you are frustrated, your board members
probably feel guilty about not making the kind of contribution they had hoped to make.
Everything works when your board members not only know EXACTLY what you
expect of them but also have the tools and training so they have the confidence
to go out and do what you need them to do. If they're not promoting your orgnaization's
story, likely they are not comfortable or confident about doing it, which means YOU
have not provided the tools and training they need to feel confident.
Seeking First to Understand Will Provide Solutions
What I remember most from reading Stephen Covey's books is this principal: Seek First to Understand. I naturally have a lot of empathy for other people's perspectives, PLUS I have served in all of the roles related to nonprofits - board president, board member, director, development manager, volunteer - so I can quickly put myself in someone's shoes. I think this is part of why I've been able to facilitate change that would otherwise be very difficult. When I'm observing a conversation between staff people and board members, and I start feeling YUCK, I immediately know there's a lack of empathy happening that will stand in the way of moving forward.
I recently worked with an organization where this was going on. It's was an organization full of passionate people, many of whom did not understand or sometimes respect each other's perspectives. The organization thought the issue was finding the right marketing message, but really what was holding them back was a lack of common vision and understanding of their respective roles.
If you're feeling like your board members are not giving their all, begin first with YOU and the message you are sending. Are you even open to their contributions? I know that sounds ridiculous, but sometimes we hold back because we don't believe we will get what we expect. Our own thoughts about board members doom us.
Conduct a Confidential Survey & Identify Themes
One thing I've learned is that group dynamics often stand in the way of identifying the real issues that are holding the group back. When I do a seminar with board members and ask: "How many of you are comfortable sharing your organization's story?" only a third of the hands go up.
Those board members will never admit this though because they feel that this is something they should know how to do. You should just assume the board members that aren't contributing what they could be know it and they feel great GUILT about it. They are likely feeling embarassed about it and don't know how to get themselves out of the situation.
A really great way to find out what's going on in the head's of your board members - if you are brave enough to hear it - is to conduct a confidential survey. To get the most authentic feedback, you may want to hire someone to conduct the survey using something like SurveyMonkey.com and have that person generate a report that captures what was said in a way that makes it impossible to "out anyone" for specific comments.
When I do these surveys, I ask four open-ended questions because I want to hear people talk in their own words. Multiple choice surveys assume that you know what the possible answers are, and I want to get into people's heads and hearts. My questions include:
- Please share your perception of the organization. What do you love? What frustrates you? Feel free to share specific examples and stories to help us understand your perspective.
- What is your understanding of the organization's goals and priorities?
- What do you think has to happen in order for the organization to reach its goals and priorities?
- What is your vision or dream for the organization? What does the world look like if the orgnaization is wildly successful?
I use these same questions to get the perspectives of community stakeholders, teachers, parents, etc.
For boards specifically, sometimes I add these two questions:
- Ideally, what should the board look like in order to achieve the organization's goals and priorities? What kinds of people, with what kinds of talents and skills? How should the board members spend their time on behalf of the organization?
- What do you need personally and professionally in order to help the organization achieve its goals and priorities?
I guarantee you will get a lot of JUICY insights into how to be more effective with your board members. THEY WANT TO MAKE A MEANINGFUL CONTRIBUTION! That should be your first assumption. You shouldn't make them feel STUPID for whatever they say. Your goal should be to figure out how to get their unique talents out of them and working for your organization.
As always, let me know if you try this and if you see a difference. CHANGING YOURSELF ALWAYS RESULTS IN PEOPLE RESPONDING TO YOU DIFFERENTLY.
Deb
