I have often heard governance experts say that you cannot have a healthy organization if you do not have a healthy board. The longer I worked with and for charitable and not for profit organizations, the more I agreed with those words of wisdom. Many of us are asked to assist organizations by taking a volunteer position on a committee or board, and sometimes we walk into situations that are extremely stressful and potentially harmful in many ways. We may be drawn to the cause and the service to the community, but there are several things that we should consider before agreeing to serve on a board.
On a personal level, consider whether the organization’s mission, vision, and values are in alignment with your interests, knowledge, and skills. You should join an organization’s board because you feel drawn to the work, moved by the role the organization plays in the community, and because you feel strongly enough about the organization that you would gladly promote the organization within your networks, give of your valuable time, and be prepared to make personal financial contributions to the organization. Perhaps most importantly you must ask yourself if you have enough time, energy, and good health to make a contribution at this time. Sometimes it is worth expressing interest in an organization but deferring your participation by a year or two to make sure that you are not overcommitted to different responsibilities. Even when these initial items seem positive, there are still several questions you should ask the representatives of the organization.
One of the first signs of a healthy board is related to the way you were approached to join the board. A healthy organization is very aware of the importance of the board nomination process. As a person who has been approached to serve on a board, you should have confirmation that this is part of an organized board process of recruitment for specific skills and expertise needed for the board. If you are approached to serve on a board just a very short time before the organization’s annual general meeting, be wary of this opportunity.
A thoughtful board recruitment process will take place months before the start of a new board term. There should be an opportunity to meet with a group of board members to discuss the current status of the board, the skills that are needed on the board, the current projects, and concerns. You should have the opportunity to review current financial reports and determine the financial health of the organization. You should look over past annual reports and program documents. You should also inquire about any outstanding legal issues the organization may be facing at the current time or in the recent past. You should ask about the board meeting times, expectations of serving on a sub-committee, the current status of the organization’s strategic plan, expectations that the organization has of board members, and any basic expectations of financial contributions by board members. You don’t want to join a board and find out later that there is an expectation of a large financial contribution that does not feel comfortable for you.
Most organizations have a policy for board members roles and responsibilities. This will cover items like attendance expectations, communications protocols, confidentiality, media relations, conflict of interest guidelines, safe workplace policies, harassment policies, meeting protocols and practices, and other items that may be specific to the organization. This all sounds very dry and bureaucratic, but these are the organizational underpinnings of a healthy organization. If you are approached to serve on an organization that seems to be lacking interest in the organizational foundation, be cautious in your agreement to become involved.
There is much joy and satisfaction in helping a community institution develop and continue to serve your community, but some thoughtful conversations before you jump into board membership is a very wise approach to engagement in what may be a six-to-eight-year journey of learning and contribution.
