Board Development Training - Module 3 - Board Accountabilities

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To Whom?
For What?
	Mission & Planning
		The Destination
		The Route
	Transparency
		Transparency Test
	Structures
		Structural Snags
	Understanding Its Role
		Know the Job
		Uphold Trust
		Crush Conflict of Interest
	Fiscal Duties
		Scavenger Hunt
	Human Resources
		HR Challenge
	Assessment & Control Systems
	Future Boards
		Succession
		Diversity
		Plan for the Prospects
By What Means?
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Board Processes

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Plan for the Prospects (exercise)

An effective non-profit board prepares future leaders to assume the governance role. It also ensures that people of varied perspectives and backgrounds become involved in the organization's activities and decision-making. Test your understanding of your board's succession and diversity planning responsibilities by considering potential solutions to the following common dilemmas:

It is one month before the end of your board's fiscal year. The annual general meeting will be held shortly after year-end, and a new board is to be elected then. Four of your board's ten members have completed their terms and are resigning from the board. No one has taken on the task of recruiting new members to the board yet. Who should have this responsibility?

(A) The Executive Director

(B) A nominating committee

Your community has a large population of a particular ethnic group but your organization has no board members and relatively few volunteers and clients from this ethnic community. Yet, needs assessments have indicated that many people from this ethnic group would like to participate in your organization's programs. What could your board do to begin to address this diversity dilemma?

(A) Do an organizational assessment to determine what barriers in your organization may be preventing people of this ethnic group from participating in its services.

(B) Recruit board and committee members from this ethnic community to offer their skills and cultural perspective to your leadership group.

(C) Conduct focus groups, informal meetings, surveys, town hall meetings, or other feedback opportunities with members of this ethnic community to get input as to how your organization may be able to involve them more effectively. Then act on that feedback.

(D) Ask the one service delivery volunteer you have who possesses this ethnic background to sit on the board.

Your board president's term is coming to a close, and the nominating committee is struggling to find a suitable candidate for board president. Whose name should the nominating committee put forward to assume the president's position on next year's board?

(A) Whoever is available or willing to take on the duties.

(B) Whoever is the current vice president.

(C) Whoever has the skills, experience, leadership ability and other qualities required to guide the organization to achieve its goals.

Did you solve these dilemmas? If not, look back at Succession and Diversity.

If you are ready to move on, consider the ways by which your board can be held accountable.

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