Nonprofit Boards

Expedition Behavior

In the 90’s I enrolled in a semester course with the National Outdoor Leadership School. A part of the ‘hidden curriculum’ focused on the concept of expedition behavior. At the most basic level expedition behavior is defined as a way of acting and taking personal responsibility that takes in mind your own needs but also those of the group. If you are on an extended expedition there are certain sacrifices that you are going to need to make in order to deal with personality differences. Your personal choices will need to take into consideration the consequences of your actions and how they might effect the entire group. Your risk-management decisions, ability to jump-in and support the group by taking on the tasks that need to be done, anticipating opportunities to encourage and support other members of the group are all part of the ‘team first’ philosophy.

The consequences for the group in selecting the right members for an expedition can be dire. One my first NOLS course we had an individual who was not completely committed to be being in the wilderness for 30-days. The individual ended-up getting injured multiple times and finally required a helicopter evacuation due to the extent of their injury. It completely changed the remaining itinerary of the course.

What critical questions do you ask potential board, staff, and volunteers? How do you communicate your organization’s culture and expectations? Is the honor for a potential team member being asked to serve or in the act of serving the organization? Is the individual going to add more value to your organization or take value from the organization?

Like a High School Senior

I was sitting at the bagel shop for lunch yesterday and watched a number of Seniors from the local high school assembled for a quick lunch. The energy in the room was palpable. This was their final week as high school students and they were about to graduate to the next chapter of their lives. The conversation was energetic. It made me consider the following: how can students get so invested in their graduation and accomplishments and yet nonprofit board members typically roll off a board in an exhausted heap?

Sandra Hughes, a master nonprofit consultant and trainer with BoardSource once recommended that you ‘whack them and plaque them’ in celebration of a board member’s service. I agree that a great recognition event and meaningful memento is a vital ingredient to feeling appreciated. When this step is forgotten or done poorly it can leave a lasting impression, even if unintended. I once received a customized pottery plate with my name misspelled. I had served the organization as Board Chair for four years so it was an humorous but awkward final farewell.

How do you allow board members to reach a crescendo instead of falling off a cliff during their final weeks on the board? A couple ideas:

  • Personal Goals: Give a new board member a blank piece of paper somewhere early in their tenure. Have them write down some key accomplishments and goals they wish to fulfill while serving the organization. Track this at least two to three times a year and recognize the appropriate successes in front of the board and staff. This gives great insight into what is personally motivating to each board member.
  • Be flexible: Far too often we hold term limits as the mandatory finish line. Sometimes board members come with a specific talent that they fulfill on behalf of the organization and then they are ready to be released to another project. We keep individual board member’s locked-up in a bizarre volunteer agreement. If a board member is ready to go, it may be best for the organization to celebrate them at their zenith. No reason everyone has to run the same distance on behalf of the nonprofit, sometimes sprinters bring great results despite our marathon mentality.
  • Communicate: Either prior to their service or after completing a period as a board member, many individuals miss the ‘insider’ information that comes from being in the boardroom. No all of it is appropriate to share with your potential and past board members but I have found a couple well crafted releases of information can do a tremendous amount to keep individuals close to the enterprise.
  • Strategic Planning: A great planning process provides one of the richest opportunities to engage the broader community. Focus groups, online surveys, task forces, interviews, research, etc. There are many possible fields of engagement and nothing is more rewarding than being asked for advice.

Can you envision your organization with board members who celebrate their final month of board service with the same enthusiasm as a high school senior? A genuine feeling of accomplishment and participation. A small bit of trepidation about playing a new role. Imagine seeing a board member walking around in a t-shirt declaring their graduation and accomplishments from your nonprofit organization?

Diveristy of Ideas

A friend reminded me of the importance of doing business with people who believe in accountability and professionalism. If you build a team that is simply composed of friends, the ability to shift between being peers to business associates or fiduciaries can be a complicated process. One of the benefits of having a diverse group of individuals serving on a board is to gain additional perspectives but also to avoid the trap of not wanting to upset a friends when expectations edge towards performance. There is never one person who can embody all the attributes and viewpoints but a team of individuals with unique perspectives brings a lot to the board room.

Who is going to ask the question that needs to be asked?
Who is going to ask for a clarification when not everyone in the room understands the data but are too polite to ask for a clarification?
Who will make sure that the organization meets the ‘best practices’ standards?
Who will speak for the small segment of customers who are easily forgotten?
Who will say ‘slow down’ if the group needs a moment?
Who will reposition the board’s message so it is easily communicated?

Who do you need that helps your team excel? Who do you currently have on your board that may be there simply as a friend-of-a-friend?