Interviewing for a board position is serious business. Strong, effective governance is essential to successful nonprofits. The capacity of a board to govern effectively is the result of careful selection, orientation, and education of members. Those seeking to contribute to organizations through board membership have a responsibility to interview prospective organizations—to make sure the fit is right for them and to make sure their time, talent, and treasure will be effectively used. Best-practice nonprofits seek out savvy candidates who ask good questions and enjoy the opportunity to engage in such conversations. By interviewing effectively, you are actually helping nonprofits improve their processes.
First, visit the website and review the programs and activities before you interview members of the board or staff so that you are well-informed. Make sure you speak with either the board chair (preferably) or the chair of the recruitment committee and the CEO. Take time to ask good questions. If you are serious about an organization, ask to speak with at least one other board member and the director of development.
I’ve developed this set of questions to help you on your quest. Ask them and you will learn a lot; and you’ll have a good sense whether it is the right match for you.
1. What is the organization’s vision? Its mission? Its core values?
These are the basics. Can they recite clearly and articulately top of mind?
2. What is the cause you are championing? Why are you passionate about it? What’s the big deal? Why do this? What are your most essential programs? How do they impact the community?
These questions will tell you whether they are passionate about the organization and understand how to express its value proposition.
3. What are the specific expectations you have of your board members?
Best practice boards will have something in writing that they can share with you.
4. What are the strengths of the current board? What are areas you are seeking to strengthen through recruitment?
This is further evidence of how much attention and care they are giving to recruitment.
5. How large is the board? Who else serves on the board?
You want to know who you will be working with.
6. How much board meeting time is spent on reports? On strategic thinking? On brainstorming? On mission impact? On major gifts fundraising?
This will tell you how well your time will be spent. Best practice organizations use consent agendas and expect board members to read materials in advance. Most usual and customary reports are placed in the consent agenda. Most board time should be spent on strategic, generative, high-level thinking.
7. What committees are in place? Do they have work plans?
This will tell you whether they use committees effectively to supplement board meetings.
8. Can you describe your board orientation and education process?
Both are critical to effective boards.
9. Do you have conflict of interest policies in place? Is there a strong sense of ethics in place?
Transparency is critical to effective governance today.
10. Is the board focused on outcomes and impacts? Are there good dashboard indicators and metrics of success?
Constituents and donors expect pragmatic success measures.
On top of this do your homework. Ask the CEO for a copy of the budget. Ask about the sources and distribution of revenue, cash reserves, and endowment. Ask about (or look up) the backgrounds of other board members and what they bring to the organization. Read the bylaws. Do a Google search to see if anything interesting pops up.
The more you pay attention to your selection process, the happier and more effective you will be.
Cheers,
Jim
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