Key Terms
Tool
A board recruitment needs grid (Table 8 in source).
Process
The governance (nominations) committee fills out the grid, identifies gaps, and uses those gaps to drive the recruitment
Two common approaches
1. Keep prestige members as a small percentage of the board; accept minimal involvement as the cost of their credibility
Why diversity matters
A non-representative board increases the risk that the organization will serve non-mainstream communities poorly. Expand
Benefit
Promotes "bringing the outside in" and "taking the inside out" — the board hears from those directly affected and commun
Risk
Representatives may prioritize the interests of the group they represent over the interests of the organization as a who
Solution
A planned system of board orientation, development, and evaluation.
When business specialists ARE selected
Train them to understand their role is advisory or implementation — NOT decision-making.
Two important points
1. There is no empirical research evidence that a unanimous board donation record actually increases external donations
How to assess these
Check past behavior through references. The key is asking about specific actions, not general impressions.
Weak method
"X is a wonderful person" (one board member's opinion)
Strong method
Oral reference conversations using behavior-specific questions — e.g., "What role did this person play in your strategic
Carried out by
Governance (or Nominations) committee.
Steps
1. Assess strengths of existing board; identify gaps using the needs grid.
Best approach
The "grow-your-own" method.