Your board, like any other area in your organisation will need to replace or add new members; how you go about finding the right person, introducing them and helping them in their role will have an impact on how they do their ‘job’ and how long they’ll stay.
Like any other function in any organisation, a position description should be put together; outlining what the role is. From this you can’t write a person description, what type of person best suits the role – experience, contacts, abilities; what do they have to have?
Once you have done that, it’s time to start looking; your networks are the first place you should start. Ask around, someone knows someone.
And, like any other role you need to:
Introduce them to the organisation, whether this is possible face-to-face or through other means; ensure they are properly introduced.
Induct them into the organisation, explain the role and all expectations; meeting attendance, availability to attend events etc.
Bring them up-to-date, make sure make the time to tell them where things are at, mid-term goals etc; this will help them hit the ground running.
Some organisation team up a mentor, someone who has experience in the functions of the board and organisation; this is something worth considering especially in larger organisations.
Like all other roles in your organisation, you should be conducting reviews; these are an opportunity for two-way feedback on how the board member is doing, what their take on the role is, and what future plans, goals.
Keep all board members active, involved and encouraged to be part of the organisation; if you want to have a high turnover rate anywhere in the organisation, ignore their views, bore them with aimless tasks and ineffective meetings.
How do you manage new board members? Do you follow the above?
Does your board expect to be paid
Your board and trustees should be working
Are you supported by your board and staff?