Sourcing and Securing the Very Best Board This is how we roll!

1. Sourcing and Securing the Very Best BoardThis is how we roll! North Dakota EMS Association June 6-7, 2016

2. Talented People Can Be Found

3. Introduction • “You are one of the top leaders in our community – We DON’T want you on our board!” • Changing the paradigm of how boards identify board prospects will build the caliber of board membership • How the “ask” is made can fundamentally change the commitment and quality of individual board service

4. Step 1 – Know Your Collective Strengths • Assign leadership within the board to manage board quality • Structure systems for (at least annual) full board assessment • Report findings without edits • Implement resources to build on the strengths of the board while addressing the soft spots • Keep the spotlight on the quality of the board’s work

5. Executive Committee • Key Responsibilities • Board Leadership • Liaison to the ED • Leadership of Strategic Planning • Recruitment, Selection and Evaluation of the ED • Crisis Management • Grievance Process • Membership: • . • . • . • . Sample Board Organizational Chart DRAFT PROPOSED- 2012 • Marketing, Public Relations and Development Committee • Key Responsibilities – Fund Development • Fund Development Planning • Fund Development Policy • Evaluation of Regular and Major Giving • Capital Campaign Planning and Execution • Fund Development Marketing , Communications, and Recognition • Key Responsibilities – Marketing and Public Relations • Oversight of Marketing Message • Oversight of Web Site Content and Message • Branding and Positioning Consultation • Membership: • , Chair • . • . • Community Members (optional) • Governance Committee • Key Responsibilities • Board Roles and Responsibilities • Board Recruitment and Nominations • Succession Planning • Board Policy and Procedure • Board Orientation • Board Education • Bylaws Revision • Board Member Recognition • Board Member Standards of Behavior • Membership: • , Chair • . • . • Program Committee • Key Responsibilities • Staff Salary Review and Planning • Personnel Policy Oversight • Hiring Oversight • Program Development Planning • Program Evaluation • Grants Planning and Oversight • Master Facilities Planning • Membership: • , Chair • . • . • Community Members (optional) • EFFinance Committee • Key Responsibilities • Investment Strategy • Financial Records Management • Budget Development • Asset Management • Fiscal Oversight • Audie • Federal 990 Compliance • Board Education on Finance Issues • Membership: • , Chair • . • .

6. Assess the Current Membership

7. Step 2 – Know Strengths of Individual Members • Make individual board self-assessment part of the board assessment practices • Create opportunities for individual members to declare their interests, strengths, and goals for their work • Consider the desired members who could round out the team • Knowledge • Skills • Experiences • Personal characteristics • Temperament • Availability/Engagement with mission • Connections

8. Things to Assess • Age • Gender • Race/Ethnicity • Resources • Community Connections • Qualities • Personal Style • Areas of Expertise

10. Step 3 – Know Where Your Organization is Going • Direction of the organization will drive the structure of the board • Strong clear declaration of mission, vision, values, and strategic direction ease the task of retention and recruitment • Board members require a dose of the passion and meaningful work to contribute to their maximum potential

11. A Healthy Nonprofit with Balanced Structure • Circle 1 – Program Delivery and Quality – Understanding what your organization stands for and delivers as its core mission • Circle 2 – Brand – Understanding what your organization is known for and can uniquely contribute to the people it touches, better than any organization on the planet. • Circle 3 – Sustainability – The capacity to gather diverse resources to continue delivery of the work.

12. A Look at the Brookings Humane Society • Circle 1 – – Program Delivery and Quality – Understanding what your organization and delivers as its core mission • Circle 2 – Brand – Understanding what your organization is known for and can uniquely contribute to the people it touches, better than any organization on the planet. • Circle 3 – Sustainability – The capacity to gather diverse resources to continue delivery of the work.

13. Sustainability • Time – the ability to attract people (both staff and volunteers) to build success • Money – sustaining sufficient cash flow to support operations and pursue mission • Deep Relationships– cultivating a deep well of emotional goodwill and mindshare of potential supporters

14. Know What You’re Looking For

15. Step 4 – Write Your Profile Based on the needs of the organization and its direction: • Knowledge • Skills • Experiences • Personal characteristics • Temperament • Availability/Engagement with mission • Potential for leadership • Connections

16. Step 5 – Identify “Influencers” • Seek long-time veterans for your cause • Seek top-level leaders in the areas of profile knowledge needed • Look for influencers who already have a connection to you – if possible • Look for influencers with a history of community engagement and contribution • Declare that you are seeking their counsel in organizational leadership

17. Have a Plan

18. Step 6 – Make the Ask • Be declarative up front – you don’t want them! • Using your profile as a guide – seek their counsel regarding someone in their “shop” who is a “rising star”. • Seek names of someone for whom board service would be beneficial in building overall leadership skills and community engagement experiences • Be considerate of the entire profile of desired characteristics • Make NO promises

19. Look for Fit

20. Step 7 – Verify the Fit and Reputation • Using the short list provided by the influencers, meet with potential recommended candidates • Be true to the profile • Be thorough • Seek counsel of board members and others to determine suitability for engagement in leadership

21. Step 8 – Bring New Members On • Cultivate potential members • Secure their engagement • Implement a strong orientation process for board service • Assess to determine a baseline of board skills new members will need • Assess interests and hopes for experiences as part of board service

22. Step 9 – Thank and Engage Influencers • Thank the influencers for bringing candidates forward • Encourage influencers to feed back information regarding the board service of individuals they have recommended • Encourage new board members to thank the leaders who have recommended them for board service

23. Target Your Work

24. “Nothing would get done at all if a man waited until he could do something so well that no one could find fault with it.” John Henry Cardinal Newman

25. Tools • Board Profile Tool • Board Profile Summary Chart • Board Organizational Chart • Board Member Job Description • Board Orientation • Others To get these – send request to: margaret@sumptionandwyland.com

26. Thank You! 818 S. Hawthorne Avenue Sioux Falls, South Dakota 57104-4537 (605) 336-0244 or (888) 4-SUMPTION www.sumptionandwyland.com