Speed up your Board meetings and get to the juicy stuff!

One of the most common complaints I hear about nonprofit Board meetings is that they are long, dull, and boring.  I’ll have to agree.  I’ve sat through a few that were mind-numbing.  Meetings like this will run off good Board members in a flash.

So how do you change it?

First, use a consent agenda.  This is a way of structuring your meeting so that you can handle the routine things quickly.  For example, on your consent agenda, include things like minutes, finance report, committee reports, and Executive Director reports.  All these things must be in writing and should be sent to Board members several days before the meeting.  It is each Board member’s responsibility to read the items before the meeting.  At the meeting, all these items are voted on at once.  If anyone wants to discuss a particular item, that item is pulled off the consent agenda and placed on the table for discussion.  Otherwise, there’s only one motion to approve (instead of individual motions for each item) and one vote.  This can save you tons of time!

The rest of your Board meeting should include

1. Items needing conversation among Board leaders, Board members, and staff

2. Items needing a decision or a vote

3. Big-picture thinking and planning

If you can stay focused on those things that matter to Board members (like big-picture thinking) and make sure each Board member is involved in the conversation, you’ll have a much more satisfying experience at your Board meetings.

When your Executive Director is not a strong leader

I had an amazing conversation with a client this week.  He’s the Board President of an organization that is facing many challenges.

They’ve been around for years but have relied too heavily on government grants. (Can you feel what’s coming?) Over the past few years, the state has cut their budget repeatedly, so this organization’s funding is shrinking.  They finally realized a couple of years ago that they were going to HAVE to do some fundraising if they were going to maintain their service level, so they hired their first Director of Development.  She’s doing a good job – writing grants, running events, sending out newsletters and appeals, etc.

One of the biggest problems in this organization is the Executive Director.  He seems to get in the way of progress more than he helps.  At a recent Board meeting, it was clear that the ED wasn’t on the same page with his Development staff.

Back to my conversation with the Board President.  Great guy.  Trying hard to do the right thing.  He took the ED to lunch and told him, in a supportive way, that he should be supportive of his Development staff’.  Basically, he gave the ED an attitude adjustment!  I was so proud of him for that, but also in the way he did it.  He was firm and supportive at the same time.  I’ve been really concerned about this organization for a while, but they seem to be moving in the right direction (however slowly).

As the Board President and I talked, I realized yet again how important – no, how CRITICAL it is to have a strong leader in the Executive Director role.  In order to really be successful, you MUST have someone who can hold a vision, motivate staff, and do the right thing.

I recently led a call for the Get Fully Funded Support Club on strong leaders.  I talked about the 10 characteristics of a strong leader, what to do if you are the leader, and what to do if you’re not the leader.  If you’d like to listen to the audio, simply become part of the club and you’ll have access to this audio plus many more.  It’s just $17 for your first month.  www.getfullyfundedsupport.com/benefits.html.

How a small shift can change a whole Board

I led a short training last night for a small nonprofit Board facing some pretty serious yet pretty common problems.  Less than half the Board members showed up for the training.  They have a history of attendance issues, lack of participation, apathy, and so on.  Their leadership isn’t the greatest.  But their mission is very compelling and there’s a small group of committed Board members who want to change things and make them better.

So, I spent some time helping them understand basic roles and responsibilities of Board members.  Then we focused on one problem they’re having programmatically and developed a structure for a plan. 

By the time I left, they were excitedly talking about how they were going to change the culture of their Board and they had already set a date to flesh out the rest of the plan for the solution to the program problem.  The Executive Director had a smile on her face I hadn’t seen in a while and I could feel the new energy in the room.

So what caused the change? 

They bought into the belief that they CAN change if they want to.  Individually they believed it and collectively they believed it.  Basically, I helped them shift their thinking.  Now, instead of being held back by the status quo, they are dreaming about what they want their Board to be.  And the sky’s the limit!

I’ll be meeting with them again in a few weeks to see how they’re doing and to help them take the next steps in developing their Board.  I love seeing Boards make this kind of dramatic change!  It has an impact on the entire nonprofit and ultimately helps them serve more people.

I love my job! :)