Understanding the Unique Needs of YOUR Board

If you don't know what it is you're looking for, you're never going to find it.

When a company is looking to hire a new employee, they often go through a rigorous process to find the right person. They craft a thoughtful, specific, and intentional job description, clarify the needs and expectations of the role, and reach out to colleagues and various platforms to post the job opening. There is usually an exhaustive screening, interviewing, evaluating, and vetting process. Finally, an onboarding and support system is put in place to help the new hire succeed. 

Ideally, all this effort pays off, and the new employee is a great fit for the organization. They feel appropriately challenged and supported and become a vital member of the team.

No one questions putting this much effort into hiring staff, even for part-time or entry-level positions. This is simply what you do to get the right person for the job.

Yet, when it comes to recruiting a new governance volunteer for a Board of Directors, there is often little to no process. Some organizations have an open application on their website and accept anyone interested. Others rely on informal coffee meetings, where a pleasant conversation leads to an invitation to join the board. 

Beyond needing warm bodies, not much thought is given to the specific skills, knowledge, experience, connections, temperament, or leadership abilities required to effectively guide the organization. Given that these individuals are responsible for the vision, strategy, impact, and financial stability of the nonprofit, this lack of intentionality is concerning. 

This article is the first in a six-part series on Building a Better Board. To start, we must get crystal clear on who and what your board truly needs.

Getting Specific: Why Narrowing Your Search Helps

It may seem counterintuitive to narrow your search. If you’re struggling to find board members, how could limiting your criteria make it easier? And if you’re willing to take anyone, why refine your focus at all?

The reality is that the more specific you are, the easier it becomes to identify suitable candidates. If you tell people you’re looking for “anyone willing to serve,” that doesn’t provide much direction. However, if you articulate exactly who you’re looking for—what skills, experience, or background they should have—it gives people a clear framework to help you find the right match. 

When I started my business, I kept things broad. With 30 years of nonprofit leadership experience, I could help a variety of clients. But when I told people I could do “a lot of things,” no one knew what to refer me for. My services were too vague.

So I narrowed my focus to working with small-to-medium nonprofits (under 15 years old) that needed help developing their Board of Directors. The result? More referrals and clearer connections because people understood exactly how I could help.

This doesn’t mean I turn down every client outside my niche—it simply helps me prioritize. The same applies to your board recruitment. Define what you need first, and then decide case by case whether to make exceptions.

Identifying Your Ideal Board Prospect (IBP)

In marketing, businesses define an Ideal Client Profile. Similarly, we will explore your Ideal Board Prospect (IBP) throughout this series.

Some key factors to consider when defining your IBP include:

  • Tasks that need to be managed
  • Skills and expertise
  • Education and lived experiences
  • Representation and community ties
  • Special interest groups
  • Connections and fundraising capacity
  • Temperament and personality styles
  • Comfort with risk
  • Board role (hands-on, fundraising, governance, etc.)

This is not an exhaustive list, but it provides a strong starting point. What else do you need to consider? Who would fit well with where your organization is in its development? Are there other factors that are unique and specific to your organization’s needs?Once you identify the traits that matter most, you may want to categorize them into “must-haves” and “nice-to-haves.” 

These discussions can be incredibly valuable for your current board. If your volunteers have not had these discussions before, be patient—shifting to a more strategic approach takes time and encouragement. 

Beyond Skills: The Importance of Personality in Board Composition

Beyond expertise and experience, how board members interact can significantly impact effectiveness. That’s where personality styles come in.

Personality differences often go unnoticed until conflicts arise. But by considering them in advance, you can build a more cohesive and functional board.

Many personality assessments exist—Myers-Briggs, DISC, StrengthsFinder, and more. While each categorizes people differently, they tend to group individuals into four general types:

  • Process-minded, people-focused
    • Nurturing and great listeners
    • Prefers to work behind the scenes
    • Deliberate in decision-making
  • Quick-minded, people-focused
    • High-energy and idea-driven
    • Great connectors
    • Often juggling multiple initiatives
  • Process-mined, task-focused
    • Detail-oriented and precise
    • Prefers structure and procedures
    • Prone to analysis paralysis
  • Quick-minded, task-focused
    • Thrives in fast-paced, high-pressure situations
    • Decisive and action-oriented
    • May overlook the human impact of decisions

There is great value in doing an official personality assessment. However, based on these very brief descriptions, you can probably already start to identify people in your life or on your team who fit into the different styles. This may help you understand why certain people can’t seem to work together. Or why some team members drive you crazy. 

No style is inherently better than another. The key is balance. A high-performing board benefits from diverse perspectives and decision-making approaches.

How to Leverage Personality Insights for Your Board

Thinking about your board composition, you may want to consider what kinds of personalities are needed. Do you need take-charge people or good listeners? Do you need to develop processes or visionary ideas? What combination of personalities will help drive your organization into the future? 

Taking personality styles into account during board recruitment can help:

  • Build a well-rounded leadership team
  • Improve communication and collaboration
  • Assign board members to roles that suit their strengths
  • Anticipate and mitigate conflicts before they arise
  • Ensure better decision-making in high-stress situations

A personality assessment is just one more tool to refine your IBP and shape a board that effectively supports your nonprofit’s mission.

Final Thoughts: Be Intentional in Board Recruitment

While this might all seem overwhelming, it doesn’t have to be! You don’t need to tackle every factor at once. Start small—focus on one or two key attributes that matter most to your board.

The main idea is to be intentional about who you invite to lead your organization. And remember that you probably won’t find what you are not looking for! 

By being intentional about board recruitment, you set your organization up for stronger leadership, better collaboration, and greater impact. Start small—define your IBP and see how it transforms your board’s effectiveness.

Every nonprofit is different and has unique needs and challenges. Email me at Kim@Athena-CoCo.com, or schedule a Discovery Call if you would like to discuss ways to advance your Board of Directors and the work of your agency.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders. 

kim@athena-coco.com

Board Service Should be a Two-Way Street

When people learn that nonprofit organizations are led by all-volunteer Board of Directors, they often wonder why anyone would do that. Like, people just give their time away, and get nothing in return?!?!? And when people (or organizations) think like that, it’s hard to imagine how nonprofits exist at all!

Yet, for centuries, nonprofits have thrived with volunteer-led boards. So, what’s the secret to keeping them engaged? The key to successfully recruiting and engaging volunteer board members is rooted in a different way of thinking. 

Organizations that approach board recruiting with a “we need you, please come help us” mentality often struggle to find people willing to serve their organization. No one wants to give their precious time to an agency that is only looking to take from them. Beyond that, they don’t want to serve an organization that doesn’t even know what they need from their volunteers or how to effectively involve them. 

On the other hand, nonprofits that are clear about what they need from their board members, have healthy and well-run boards, and view the relationship as a two-way street, tend to be much more successful in recruiting. By two-way street I mean that the volunteers get meaningful value from serving the organization. 

Some of the benefits that volunteers share about their experience include:

  • Training & Education
  • Mentoring & Networking
  • Personal & Professional Growth
  • Recognition
  • Board & Leadership Experience
  • Intrinsic Value

Training & Education

Well run boards train their new board members on a wide array of topics. Educating them on the history and impact of the organization is a great place to start. Training on duties, roles, and responsibilities; as well as expectations and how to be a great board member are also good topics. On a larger scale they may provide opportunities to learn about the broader industry and advocacy efforts. 

Mentoring & Networking

In addition to formal training, serving on a board can provide a venue for informal learning. Serving side-by-side with those with more experience provides rich opportunities to observe, ask questions, and garner support. Board work is a great place to build relationships with other leaders in your community. 

Personal Growth

Are you new to leading meetings? Building consensus? Speaking in front of others? Leading initiatives? If so, nonprofit governance is a great place to develop or sharpen these skills. And it’s a super safe setting to do it in. The other people you are serving with are probably working on the same skills, or they remember being in your shoes. Not only that – you’re there to help, so you get a lot of grace as you are finding your way. 

Recognition

Serving on a board is a wonderful way to become known in your community. By being willing to step up and help, you are viewed as a leader. Additionally, many organizations have recognition programs to acknowledge and celebrate their most engaged volunteers. Things like awards, public acknowledgements, and media spotlights are not uncommon.

Board & Leadership Experience

Gaining experience in nonprofit governance—understanding board operations, parliamentary procedures, teamwork, and problem-solving—makes you a valuable asset to other boards and organizations. By establishing yourself as a confident leader who takes initiative and gets things done, you create new opportunities for yourself. Over time, you’ll have the ability to choose the causes that matter most to you and shape your impact in the community. Plus, the leadership skills you develop through volunteer service often translate into valuable professional opportunities.

Intrinsic Value

Many people are drawn to board service by an intrinsic motivation—the deep fulfillment that comes from helping others, giving back, and strengthening the community. Being part of something bigger than yourself is a powerful experience. Organizations that effectively communicate their mission and connect board members to their impact can tap into this motivation, fostering passionate and committed volunteers.

Board service should absolutely be about volunteering based on passion to advance the nonprofit, not for personal gain. Not only that, volunteers get out of the experience what they put into it. That doesn’t mean that nonprofits shouldn’t provide value back to the volunteers.

Organizations that want to recruit quality board members may want to think about the experience as a two-way street. That means knowing what you need from your volunteers, setting clear expectations and holding them accountable, running quality meetings, respecting their time, providing feedback, educating and supporting them, and much more! In short, the best way to recruit and retain amazing volunteers? Run a high-functioning, well-structured board that values and supports its members.

Saving the World is Hard Work, But You Don’t Have to Do It Alone

Community is the foundation to success

Leading a nonprofit is a labor of love, but let’s be real—it’s also incredibly hard work. You’re out there making an impact, solving problems, and strengthening communities. The truth is, you shouldn’t have to do it alone.

That’s why I’m thrilled to introduce the Nonprofit Leaders Lounge, a space designed just for cause-driven leaders like you.

What is the Nonprofit Leaders Lounge?

The Lounge is a community created to support nonprofit leaders in tackling the unique challenges of governance, leadership, and sustainability. It’s more than a resource hub—it’s a place to connect with others who’ve been in your shoes and are just as committed to creating change.

Here’s why I believe this space is so important:

  1. Leadership Shouldn’t Fall on One Person’s Shoulders
    The purpose of a Board of Directors is to distribute the workload and ensure diverse perspectives are heard. But building a high-impact board doesn’t happen by chance—it takes intentionality, tools, and time to establish a strong culture and shared mission.
  2. It’s Lonely at the Top
    Let’s face it: being the leader of a nonprofit can feel isolating. When you’re trying to figure out how to recruit board members, lead your team, successfully run operations, plan for the future, and deliver impact, it’s tough to find someone who “gets it.” The Lounge connects you with peers and experts who understand your challenges and can help you work through them.
  3. Your Board is the Key to Your Success
    As a nonprofit founder or executive director, when you recruit board members, you’re essentially hiring your boss. That’s a big decision! For board chairs or members, the stakes are just as high—you’re taking responsibility for a mission, a business, and the people your organization serves.

Curating a thoughtful, healthy board is the cornerstone of a sustainable nonprofit.

Why I’m So Passionate About This Work:

  1. No one should have to save the world alone.
  2. When you engage volunteers effectively, your impact is amplified. Their knowledge, skills, and connections accelerate your mission.
  3. Working together strengthens communities. Bringing diverse perspectives to solve critical social issues builds lasting change.

What You’ll Find in The Lounge

The Lounge offers three levels of engagement to meet your needs:

  • 🥰 Free Resources:
    This level is perfect for anyone looking for tools, quick tips, bite-sized learning opportunities, networking, and answers to your most burning questions. You’ll get access to downloadable resources, mini Knowledge Nugget courses, and online tools that make leading a nonprofit just a little easier.
  • 😀 Community Membership:
    For a small monthly fee, you’ll unlock deeper resources, live office hours, and courses that focus on board development skills. This is your chance to ask questions, share your challenges, and grow alongside other nonprofit leaders.
  • 😍 Grow and Learn (Coming in the New Year):
    For those ready to take a deep dive, this a la carte section offers coaching, consulting, and advanced coursework. It’s designed to help you transform your Board of Directors into a high-performing team and create lasting change for your organization.

Outcomes You Can Expect

When you invest in your board and leadership skills, the results ripple across your organization:

  • A stronger, more sustainable nonprofit.
  • A board aligned with your mission and values.
  • The confidence and tools to tackle your biggest challenges.

And here’s the best part—you’re not just creating change for your organization; you’re building a foundation that strengthens your community and amplifies your impact!

Join the Movement

The Nonprofit Leaders Lounge has officially launched, just in time to be your early holiday gift! 🎁

If you’re ready to:

  • Build the board of your dreams,
  • Grow your leadership skills, and
  • Connect with like-minded peers…

…this is your invitation to join us here. 

Let’s Do This Together

Saving the world is hard work, but your efforts don’t go unnoticed. By investing in yourself and your board, you’re paving the way for even greater impact.

Let’s connect for a quick Discovery Call if you’d like to learn more. I can’t wait to hear your thoughts and ideas. In fact, I’m so interested in what you would like to see included, if I use your suggestion to improve The Lounge, you’ll get a free month of full access to the paid community!

Because no one should have to save the world alone.

Expect More, Get More: The Key to Energizing Your Nonprofit Board of Directors

Nonprofit boards are essential to the success of any organization, yet leaders often tell me that they find themselves frustrated when board members don’t seem as engaged or proactive as they’d like (or need). 

If you’ve ever felt like your board isn’t living up to its potential, you’re not alone. Many nonprofit leaders struggle with the same issue. However, the key to transforming a disengaged board into an active force for good may lie in one simple yet often overlooked factor: expectations.

Are Your Expectations Clear?

One of the most common reasons for board underperformance is a lack of clear expectations. Nonprofit leaders frequently tell me that their governance volunteers are not doing what they want or need them to do. But when I dig a little deeper, it becomes apparent that the root cause is often that these expectations were never properly communicated.

In fact, many nonprofits are grappling with board engagement issues. Improving board recruitment, engagement, and effectiveness has become a major priority for nonprofits, yet organizations still struggle with outlining clear roles and expectations for their board members. 

Without clarity, board members may either pursue their own paths or contribute very little to the organization.

“Clarity breeds mastery.” — Robin Sharma

Setting and communicating expectations upfront is the foundation for a successful board. Most people wouldn’t take a paid job without a clear understanding of their responsibilities, and we shouldn’t expect any less for our volunteers. They deserve the same clarity and support as paid staff.

So how can nonprofit leaders begin to create clarity around the expectations of their board members?

Step 1: Define What You Need from Your Board

Before you can communicate your expectations, you first need to define what your organization truly needs from its board members. This involves taking a step back and evaluating your nonprofit’s current needs, challenges, goals, and long-term vision.

Nonprofits that take a strategic approach to board recruitment and governance report better engagement and higher board effectiveness. 

For example, developing clear criteria for board candidates, including aligning their skills with the organization’s mission, has proven to be a key strategy in filling gaps and enhancing board performance. In fact, periodic reviews of board composition help nonprofits identify where additional skills or diversity may be needed to drive their mission forward.

Questions to guide this process:

  • What skills or expertise do we need on our board to achieve our mission?
  • What specific roles should board members play in fundraising, strategy, and governance?
  • How can board members contribute to addressing critical issues?

Once you’ve identified these needs, you can create detailed descriptions for board roles that align with your organization’s mission and goals.

Step 2: Strengthen Board Onboarding and Orientation

How comprehensive is your onboarding process? Boards that invest in thoughtful onboarding tend to experience higher levels of engagement. This can include training sessions that cover not only the nonprofit’s history and goals but also best practices for governance and risk management.

Consider these elements when onboarding:

  • Board orientation sessions: These can include briefings on the nonprofit’s history, mission, and current challenges.
  • Board manuals: Provide a resource that outlines expectations, responsibilities, and the roles each member is expected to play in governance and decision-making.
  • Mentorship opportunities: Pair new members with experienced ones to ease the transition and encourage immediate engagement.

By investing in a structured onboarding process, you give new members the tools they need to hit the ground running, ensuring that they’re not only aligned with your mission, but also prepared to contribute effectively.

Step 3: Build a Culture of Engagement and Accountability

“The strength of the team is each individual member. The strength of each member is the team.” — Phil Jackson

Keeping board members engaged is just as important as bringing them on board. Disengagement across a board will only get in the way of you achieving your goals. Regular communication, opportunities for development, and meaningful tasks are essential to keeping board members motivated and invested in the organization’s success.

Here are some ideas for how you can build stronger engagement:

  • Offer continuous learning opportunities: Provide training on governance best practices and offer workshops that address sector-specific challenges, such as rising concerns over climate-related risks or governance oversight.
  • Conduct annual evaluations: Evaluate both individual contributions and the collective performance of the Board of Directors. These evaluations can help identify gaps and provide opportunities for board members to refocus on areas that need attention.
  • Encourage open dialogue: Foster a culture where board members feel comfortable sharing their ideas and concerns. This open communication creates a sense of ownership and responsibility for the organization’s success.

Additionally, be sure to recognize and celebrate the contributions of your board members. Acknowledging their impact not only strengthens their connection to the mission, but also fosters a positive board culture.

Step 4: Retain and Renew Board Energy

Recruiting new board members is important, but retention is equal to this. To keep your board vibrant and engaged long-term, it’s important to continually refresh its composition and energy.

 This strategy is echoed by many nonprofits, who report success when conducting periodic reviews of their board’s makeup to ensure they are recruiting individuals with diverse skills and perspectives. Boards that focus on succession planning and rotate leadership positions regularly avoid burnout and inject fresh ideas into the organization’s governance.

Here are some ways to keep your board thriving:

  • Conduct periodic reviews: Regularly assess the board’s composition to identify areas where additional skills or new perspectives might be needed or helpful.
  • Encourage succession planning: Ensure that leadership positions on the board are regularly rotated, allowing for fresh ideas and preventing burnout.
  • Cultivate a culture of service: Make sure board members understand that their contributions are making a real difference. When their work feels connected to the mission, they’re more likely to stay engaged and committed.

One of the biggest contributors to retaining board members is quality leadership. A healthy culture and mindful leadership makes people want to stay. Not only that, it attracts others who want to be part of a strong organization! 

Bringing It All Together

Nonprofit boards have the potential to be incredible assets for organizations, helping to guide strategic direction, expand networks, and drive fundraising efforts. However, to supercharge this potential, expectations must be clear from the start, and engagement should be fostered continuously. 

You’ll then be well on your way to creating a powerhouse board that is aligned with your organization’s mission.

Every nonprofit is different and has unique needs and challenges. Email me at Kim@Athena-CoCo.com, or schedule a Discovery Call if you would like to discuss ways to advance your Board of Directors and the work of your agency.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com

Thinking About Starting a Nonprofit? Here’s Why You Should Think Twice!

Here’s my dirty little secret. When people tell me they are thinking of starting a nonprofit, I usually try to talk them out of it. As a nonprofit consultant, I’ve seen it all: the excitement, the dreams, and unfortunately, the harsh realities. So, why would I, someone whose livelihood depends on the success of nonprofits, advise against starting one? Because starting and running a nonprofit isn’t just hard work; it’s an all-consuming commitment, and it’s not always the right choice.

People start nonprofits for various reasons. Some are passionate about a particular cause and want to make a difference. Others believe they can make money while enjoying tax benefits. Some think they’ve hit upon a truly unique idea that no one else has considered. And then there are those who are grieving a loss and see a nonprofit as a way to honor a loved one. While these reasons are understandable, they are often not enough to sustain a successful nonprofit.

A successful nonprofit needs to:

  1. Address a critical, compelling social issue
  2. Have a genuinely unique solution to that problem and/or address an under serviced piece of the problem
  3. Understand that running a nonprofit is akin to running a business (with the added complexity of IRS regulations)
  4. Accept that the board of directors, not you, will ultimately control the organization. 

Mission and Passion: Is It Enough?

Being passionate about a cause is essential, but passion alone won’t sustain your nonprofit. You must have a clear mission and the resolve to stick with it, even when things get tough. Running a nonprofit is a long-term commitment that demands unwavering dedication. 

Consider what happens when a nonprofit is serving a community and helping people, then it goes away. It’s unfair. Both to the people who no longer are being helped, and to the community that has depended on the agency to solve a problem. 

So ask yourself: can you sustain this level of passion over the years it will take to fully establish the organization?

Need and Impact: Is There a Genuine Demand?

Before starting a nonprofit, it’s crucial to determine whether there’s a real need for your organization. Conduct thorough research to ensure another organization isn’t already effectively addressing your cause. The last thing the nonprofit sector needs is duplicated services and direct competition for resources. 

Many of the issues facing our communities are very big, complex problems. Generally, one agency cannot address all the aspects of the issue. Which pieces of the problem need addressing? What are the unique ways you can help solve them? As a new agency, what gaps can you realistically fill and do better than anyone else out there? 

Skills and Resources: Are You Prepared?

Running a nonprofit requires leadership, fundraising, management, and strategic planning; all in addition to doing the thing that the organization does. Do you have these skills, or can you assemble a team that does? Furthermore, consider the financial resources needed. Securing funding is one of the most challenging aspects of running a nonprofit, and you’ll need a solid plan for sustainable income.

Creating a business plan is just as important for a nonprofit as it is for any other small business. Being clear and honest about the skills you bring to the table, and the ones you need to find support for, can help make your plan realistic. 

Legal and Administrative Hurdles: Can You Navigate Them?

Many people launch into creating a nonprofit without the understanding that it is a business and as a nonprofit business, there are legal requirements that need to be followed. These include creating by-laws, establishing articles of incorporation, obtaining tax-exempt status, maintaining financial transparency, and filing of specialized IRS forms. You’ll also need to establish a Board of Directors who share your vision and are committed to leading the organization. 

Alternatives: Is There a Better Way?

Sometimes, the best way to achieve your goals isn’t by starting a new nonprofit. Partnering with or working for an existing organization can be more effective. When visions align, bringing a new program or service to an existing agency may just be the piece they are missing! By combining efforts with existing agencies it’s possible to amplify the impact and better work towards solving the problem. 

Another option is to form a social enterprise, which might offer more flexibility and sustainability. This for-profit business model is less complicated and they give back to the community in unique ways. Bombas is a great example of a for-profit company that is commited to making the world a better place through their business structure. 

Conclusion: Think Twice, Then Think Again

All of this is not to say that no one should start a nonprofit. There are really great reasons to go down this path. It’s intended to ensure that the decision is made thoughtfully and intentionally.

Starting a nonprofit can be an exciting and noble endeavor, but it’s not for everyone. Before diving in, make sure you’ve thoroughly considered whether this path aligns with your goals, abilities, and long-term vision. The answer to “Should I start a nonprofit?” might be “No,” but that’s okay. There are many other ways to make a meaningful impact.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com 

Passive to Powerhouse: Transform Your Board of Directors and Enhance Your Impact!

Picture a passionate nonprofit leader sitting at her desk, head in hands, wondering how to get her board more engaged. The last meeting barely made an impact, and when it came time to discuss fundraising strategies, most board members suddenly became very interested in their phones. 

Sound familiar?

I’ve seen this scenario play out countless times in my years working with nonprofits. One executive director said, “I feel like I’m herding cats, not leading a board.” It’s a common frustration, but it doesn’t have to be this way!

The truth is that an effective Board of Directors can be the rocket fuel that propels a nonprofit to new heights of impact and success, but boards often become passive observers rather than active partners in furthering the organization’s mission.

The Nonprofit Board Dilemma

When nonprofit leaders come to me for help, their concerns often revolve around a few key issues:

  • Disengaged board members who show up for meetings, but contribute little else
  • Lack of strategic direction from the board, leaving the staff to navigate complex decisions alone
  • Difficulty in recruiting board members with the right skills and passion
  • Boards that don’t understand their roles in fundraising and community outreach

These challenges don’t just create headaches for nonprofit leaders; they can significantly hinder an organization’s ability to fulfill its mission and serve its community effectively.

The Path to a Powerhouse Board

So, how do we transform a passive board into a powerhouse of leadership and impact? It starts with a strategic approach to board development.

Every nonprofit is unique, and so are its board development needs. One size does not fit all. I often start by helping organizations conduct a thorough assessment of their current board composition and the specific skills and perspectives they need to drive their mission forward.

Vague responsibilities are a recipe for disengagement. I’ve seen the light bulb moment when board members finally understand what’s expected of them. Suddenly, they’re not just attending meetings, they are actively contributing their expertise and connections.

Gone are the days of recruiting board members simply because they’re willing to serve. We need to be strategic, identifying individuals whose skills, networks, and passions align with the organization’s needs. And once they’re on board, a robust onboarding and engagement process is crucial.

A Six-Month Journey to Excellence

Recognizing the need for a structured approach to board development, I’ve created a six-month program designed to guide nonprofits through this transformative process. Each month builds on the last, addressing critical areas of board functionality and engagement.

We start by assessing your unique needs and setting clear expectations. Then, we dive into strategic recruitment, effective onboarding, and fostering meaningful engagement. By the end of the six months, you’ll have the tools and strategies to cultivate a board that doesn’t just show up but is ready to drive your mission forward!

Is This Program Right for You?

As someone who’s been in your shoes, leading nonprofits and grappling with board challenges, I understand the hesitation to invest time and resources in board development. 

But ask yourself:

  • Is it easy to keep your board engaged beyond monthly meetings?
  • Is your board actively contributing to fundraising and strategic planning?
  • Do you have a clear, effective process for recruiting and onboarding new board members?

If you answered “no” to any of these questions, this program could be the game-changer your organization needs.

Ready to Transform Your Board?

Imagine having a board that not only understands your challenges but actively works alongside you to overcome them. A board that brings diverse skills, connections, and resources to the table, propelling your nonprofit towards greater impact.

This isn’t just a dream; it’s an achievable reality. And it starts with a single step.

I invite you to book a call with me to discuss your organization’s unique needs and explore how this six-month journey could transform your board from passive to powerhouse. Together, we can build a board that doesn’t just support your mission – but supercharges it!

 

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com

Board Games: Building an Engaged and Effective Nonprofit Board

"Great boards are created deliberately and thoughtfully. They don't just happen by accident."

Your nonprofit organization’s success hinges significantly on your board’s effectiveness. 

I’m probably not telling you anything new by saying that your Board of Directors plays a critical role in the governance, decision-making, and steering of your organization toward achieving its mission. However, a huge proportion of my work is helping nonprofit leaders to work through the challenges they have with their boards, and these challenges typically have to do with one or more of three things: engagement, fundraising, and strategic planning. 

If left unaddressed, these challenges can impede your organization’s effectiveness and impact . This article will give you practical solutions to overcome these challenges. By implementing these strategies, nonprofit leaders can build a more engaged, efficient, and strategic board, ultimately improving the impact that your nonprofit can make – which is the whole point right?! 

KEY CHALLENGES

Cathy A. Trower, author of “The Practitioner’s Guide to Governance as Leadership” says, “An effective board of directors is a must-have, not a nice-to-have, for all organizations – nonprofit and for-profit alike.”

I agree with Cathy. However, before creating an effective board of directors, we need to try to understand the challenges.

Engagement and Participation

One of a nonprofit leaders’ most common challenges is ensuring board members are actively engaged and participative. 

I hear from my clients about low meeting attendance, lack of preparedness, and passive board members who do not contribute to discussions. One client was frustrated because she wasn’t able to hold a vote at their last board meeting because they did not have enough board members for a quorum. Another jokingly (but not really) called her board meetings the “sit & get” meeting. This disengagement can significantly affect decision-making processes and your organization’s overall direction.

Poor engagement from board members can lead to missed opportunities, inadequate oversight, and a lack of strategic vision. We need our board members fully involved, prepared, and committed to their roles to guide the organization effectively. I’ve experienced firsthand how a board’s lack of oversight led the organization to being in debt tens of millions of dollars. 

Fundraising Expectations

Traditionally, board members are expected to lead fundraising efforts, but many feel uncomfortable with this responsibility. This discomfort can stem from lacking experience, training, or confidence in requesting donations. 

Consequently, there is often a disconnect between the organization’s fundraising needs and the board’s capabilities. This gap can result in inadequate funding, which hampers the nonprofit’s ability to achieve its goals and sustain its operations. 

Therefore, it is essential to align board members’ skills with fundraising tasks and provide them with the necessary support. It’s imperative to educate our volunteers on the fact that fundraising is so much more than asking for money. It’s about identifying people who do or should care about the mission. It’s building and nurturing relationships with those folks. And it’s about providing meaningful appreciation and recognition. These are things that usually fall within any passionate volunteer’s comfort zone. 

Strategic Planning and Oversight

Your board provides high-level guidance and oversight, to ensure your organization remains aligned with its mission and long-term goals. However, balancing strategic focus with operational involvement can be challenging. 

If your board becomes too involved in day-to-day operations, it can lead to micromanagement. Conversely, your organization may lack clear direction and oversight if your board is too hands-off.

Finding the right balance will ensure effective governance and strategic planning. Your board must focus on the big picture while empowering the staff to handle operational details. This requires a partnership between the Executive Director and the Board Chair/Governance Committee. 

SOLUTIONS

Improving Engagement and Participation

It is so important for nonprofit organizations to clearly define and communicate what they need from their board from the outset, of course this will likely evolve over time. By establishing clear expectations, board members will fully understand their roles and can contribute effectively. This clarity helps align board activities with the organization’s mission and strategic goals, nurturing a more productive and engaged board. 

After establishing needs and clear expectations, improving nonprofit board engagement and participation begins with selecting members who are passionate about the cause and have the necessary skills and experience.

A comprehensive onboarding process helps new members understand their roles, responsibilities, and the organization’s expectations. I would go as far as to say that it is essential to clearly define these roles and provide a handbook that outlines meeting schedules, preparation requirements, and participation expectations.

Effectively utilizing board committees can also increase involvement. Committees can focus on finance, fundraising, or governance for example, allowing members to contribute where they are most effective. 

And of course, regular training and development opportunities, such as workshops, webinars, and retreats, can help board members stay informed and engaged. 

“Great boards are created deliberately and thoughtfully. They don’t just happen by accident.”
~ BoardSource.

This is the fundamental truth about the governance of both nonprofit and for-profit organizations. It requires an intentional effort to build an effective board of directors. 

  • Deliberate Creation: Building a great board is not a passive process. It involves strategic planning and active decision-making to assemble a group of individuals whose skills, experiences, and values align with the organization’s mission and needs.
  • Thoughtful Consideration: The composition of a board should be carefully considered. This includes diversity in expertise, background, and perspective to enrich decision-making and strategic planning.
  • Continuous Improvement: Great boards don’t merely form and maintain their excellence automatically. They require ongoing education, self-assessment, and revitalization to remain relevant and effective in changing environments.
  • Commitment to Governance: All board members should maintain high governance standards through conscious efforts to uphold their duties and responsibilities, ensuring the organization’s long-term success and integrity.

Recognizing board members’ public and private contributions and providing opportunities for personal and professional growth can create a more engaged and effective board.

Addressing Fundraising Challenges

To address fundraising challenges (which is most certainly a topic for another article), board members really do need to be provided with fundraising training. 

This training can include workshops on how to make donation requests, understand donor motivations, and build relationships with potential donors. 

Developing a variety of fundraising strategies that leverage board members’ unique skills is also important. Some may excel in direct fundraising, while others might be better suited for organizing events or engaging in advocacy.

Strategic Planning and Oversight

Improving strategic planning and oversight involves conducting regular strategic planning sessions with board involvement. These sessions can help ensure your organization stays aligned with its mission and adapts to changing circumstances. 

I love it when an organization commits to annually taking time away to strategically think about the direction of the organization. Businesses used to do 3 to 5 year planning, but things change so quickly that a cadence like that becomes irrelevant in no time. One agency I work with takes an annual retreat to reflect on what has happened or changed in the past year and what they need to focus their energy on for the coming year. From this they determine the initiatives the board will focus on and I help keep them on track throughout the year. 

Delineating the responsibilities between your board and staff is also important. Your board should focus on governance and strategic oversight while your staff manages day-to-day operations.

Using dashboards and other tools to monitor critical organizational metrics allows your board to stay informed about your organization’s performance without getting bogged down in operational details. 

Nonprofit organizations face significant challenges that can impact the organization’s effectiveness and success. However, nonprofit leaders can build stronger, more effective boards by proactively addressing these issues leading to engaged, strategic, and supportive boards that drive organizations toward more significant impact and sustainability. This is where you will build the board your organization deserves.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com 

 

5 Signs You Might Be Leading a Toxic Organization

In the United States, the prevalence of toxic work cultures is not confined to any single sector, but it is notably high in nonprofit organizations. 

According to the 2023 Work in America Survey, 26% of nonprofit employees characterized their workplace as toxic, a significant concern given that toxic environments can severely impact mental health. 

The survey also revealed that employees in nonprofit and government organizations are more likely to experience a toxic workplace than those in the private sector (25% and 26% vs. 17%, respectively). 

This high rate of burnout, characterized by chronic fatigue, cynicism, and a sense of ineffectiveness, is exacerbated by the demanding nature of nonprofit work and often limited resources. Thus, it emphasizes the need for better employee support and resources in these environments. 

As an executive leader or a board member, you will most likely be trying to work out how to ensure that the environment you foster is positive, inclusive, and empowering. However, recognizing the signs of a toxic organization can be challenging, especially if you are deeply involved in the day-to-day operations or fairly removed. 

In this guide, I’m exploring five critical signs that may indicate you are leading a toxic organization and provide actionable tips to address and rectify these issues.

What Are The Signs An Organization is Toxic?

Here are the top signs I look out for when identifying if an organization is toxic.

1. High Employee Turnover 

High employee turnover is a significant red flag that suggests deeper organizational issues. 

When staff frequently leave, it points to poor management, lack of support, or an unhealthy work culture. Employees may feel undervalued, overworked, or unsupported, leading them to seek opportunities elsewhere.

Actionable Tip: Conduct exit interviews to gather honest feedback from departing employees. Identify common themes and areas for improvement to address the root causes of turnover.

2. Low Employee Morale 

Low employee morale is a clear sign of a toxic work environment. The board of directors should be working closely with the executive director and setting expectations to foster an open and supportive atmosphere.

Disengaged and unmotivated staff can lead to decreased productivity and enthusiasm, this is particularly troubling in the nonprofit sector, where passion for your mission is critical.

Actionable Tip: Foster an open and supportive atmosphere. Regularly acknowledge and reward employee contributions to boost morale and engagement. Create opportunities for staff to voice their concerns and suggestions.

3. Poor Communication 

Ineffective communication can create confusion, mistrust, and frustration among staff. When messaging is inconsistent, vague, or lacking transparency, it can lead to a chaotic environment where employees feel left in the dark.

Actionable Tip: Establish clear and consistent communication channels. Ensure that important information flows freely and accurately throughout the organization. Encourage open dialogue, transparency, and feedback to build trust and clarity.

4. Cliques and Exclusionary Behavior 

Cliques and exclusionary behavior can divide your team and create a hostile work environment. Favoring certain groups or individuals over others can lead to feelings of resentment and alienation.

Actionable Tip: Promote inclusivity by encouraging collaboration and team-building activities. Create a culture where all employees feel valued and included, regardless of their position or tenure.

5. Lack of Work-Life Balance 

An unhealthy work-life balance is a common issue in toxic organizations. Employees who are consistently overworked and unable to balance their professional and personal lives can experience burnout and decreased overall well-being.

Actionable Tip: Implement policies that promote work-life balance, such as flexible working hours and regular breaks. Encourage employees to take time off and prioritize their health and well-being.

Addressing Workplace Toxicity Issues

The first step in fixing a toxic environment is being aware and wanting to improve. 

Awareness requires a candid and thorough evaluation of your organization’s current state. Begin with an organizational assessment that can identify areas of concern. 

This assessment can take various forms, such as employee surveys, focus groups, or external audits. The goal is to gather comprehensive data on the organizational climate, communication patterns, management practices, and employee satisfaction.

As an organizational  leader, acknowledging these signs and committing to change is essential to creating an atmosphere of trust and transparency where employees feel safe to voice their concerns. 

Start by communicating your commitment to improving the workplace environment. Transparently acknowledging issues can foster a sense of trust and openness. 

Next, clearly articulate the steps to address these concerns and how you will involve staff. Engage with your team to understand their perspectives and involve them in creating solutions. 

Employee input is invaluable in shaping a positive organizational culture. Form committees or working groups with diverse staff members to brainstorm and implement solutions. 

Update the team regularly on progress and be open to feedback. This collaborative approach empowers employees and ensures that implemented changes are practical and widely accepted.

Leadership training and development are also vital components of addressing toxic environments. 

Equip your leaders with the skills to manage effectively, communicate transparently, and support their teams. Investing in leadership development programs can have a ripple effect throughout the organization, promoting a culture of respect, inclusion, and continuous improvement.

Creating a Positive and Productive Environment

Creating and sustaining a healthy organizational culture is essential for the success and impact of any nonprofit. 

Nonprofits are mission-driven, and employees frequently go above and beyond to support their causes. If not managed properly, this can lead to unsustainable work practices. A toxic culture not only affects employee well-being but also hampers organizational effectiveness. High turnover rates can lead to losing institutional knowledge, increased training costs, and decreased overall productivity. 

Recognizing and addressing the signs of a toxic organization is essential for creating a positive and productive work environment, which truly enables and supports nonprofits’ beneficiaries. 

As a leader, your proactive efforts can transform the culture and enhance the overall effectiveness of your nonprofit. For a more comprehensive guide on identifying and fixing toxic organizational cultures, download our full guide or schedule a free consultation today. 

Your commitment to improving your organization’s culture will benefit your staff and amplify the impact of your mission.

Download the Full Guide & Book a Free Consultation

By taking these steps, you invest in a healthier, more effective organization that can better serve your community and constituents.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com 

 

How can we Empower more Women to Lead our Major Nonprofits?

In the nonprofit sector, it is generally men who are the execs, CEOs or Board Leaders of larger organizations. Women tend to be execs of smaller organizations and fill the non-officer roles on boards. This dynamic begs the frequently discussed question: How can we shift this balance to ensure greater gender equity in nonprofit leadership roles?

Nonprofit Leadership in Numbers

The latest statistics reveal a stark reality: although women comprise as much as 48% of nonprofit executive board members, they are significantly underrepresented in leadership positions, with only 42% serving as executive board chairs. Moreover, a staggering three-quarters of employees in the nonprofit sector are women, yet when it comes to larger organizations, men predominantly assume the role of CEO.

Despite these disparities, there is undeniable evidence of women’s profound impact in the nonprofit sector. Notably, women often spearhead the inception of nonprofit organizations, with approximately 90% of nonprofits in the United States with budgets under a million dollars being led by women. These grassroots initiatives demonstrate women’s innate compassion and commitment to addressing local issues and fostering positive change within their communities.

Representation at Leadership Level 

Many nonprofits exist to improve the lives of women, children and other disadvantaged groups. For me, this is exactly why it’s so important to have women at the table where decisions are being made. 

Similarly, having a board that includes at least some representation of the people the organization serves can be really powerful. So how do we empower more women to ascend the career ladder to executive roles in larger nonprofits, while encouraging men to address the issues affecting their direct communities?

At Athena, I work with nonprofits of varying sizes – rather than entering into a binary gender debate, I believe we need to focus on fostering collaboration and inclusivity to drive meaningful change.

Allyship and Inclusivity 

One key strategy is to promote greater visibility and recognition of women’s contributions within nonprofit organizations. Highlighting the invaluable skills and expertise that women bring to the table can help shift perceptions and break down barriers to advancement. Additionally, implementing targeted mentorship and leadership development programs can provide women with the support and resources they need to thrive in leadership roles.

Furthermore, it’s crucial to encourage men to actively engage with local issues and advocate for gender equality within their organizations. By fostering a culture of inclusivity and allyship, men can play a pivotal role in dismantling systemic barriers and promoting gender equity in nonprofit leadership.

The Athena mission is to make the world a better place by strengthening cause-driven organizations through the development of dynamic Boards of Directors. Through collaborative efforts and a commitment to diversity, equity, and inclusion, nonprofits can harness the full potential of their leadership teams to help drive positive social change.

Embrace Diversity to Empower a Positive Change

While the gender gap in nonprofit leadership may seem a daunting one, it also presents an opportunity for growth and transformation. Advancing women leaders in nonprofit can have a ripple effect on advancing leaders in all business sectors. By embracing diversity and empowering women to take on more leadership roles, nonprofits can cultivate more inclusive and effective organizations that are better equipped to address the complex challenges of our time.

As we scratch the surface of this topic, I would love to have you share your thoughts and reflections to this conversation.

Check-in from Kim

About once a year I do a check-in with my contacts. I like to let folks know what I’m up to, and I love it when I get a response with an update on YOU! Would I prefer to sit down and have coffee with every single one of you? YES! Do I need that much caffeine in my system? No, no I do not.

It’s been just over a year since life’s circumstances led me to move back to Des Moines, Iowa from the Colorado Springs area. Overall, it’s been a great change for my family and me. I’ve been able to reconnect with my network, as well as family and friends. In 2023 I rode my bicycles more than the previous 5 years combined! My son is enjoying his senior year in high school, and my daughter is back in Colorado taking classes at CU Boulder. I so appreciate all of the support I received throughout my transition!

When I started my business I was doing consulting and coaching with just about anybody. Any of you who have a small business probably knows that doing anything often means doing nothing. As my journey continued, I narrowed my focus to nonprofits. Then getting even more specific, I now spend most of my time supporting nonprofit organizations with their volunteer governance boards, also known as their Board of Directors.

During my long career with the YMCA, I gained a LOT of knowledge and expertise in developing, leading, and empowering boards. What I didn’t realize at the time is that most nonprofit leaders do not receive any education on how a board should function, how to grow it, what to do with the volunteers once you have them, or what it means to have a healthy board. And those are the clients who I most love to help. A strong Board of Directors is vital to the long term sustainability and impact of an organization. Helping them get there is an honor!

Many people commit to new year’s resolutions this time of year (yes, I’m still considering this a new year, we’re only about 15% into 2024). In addition to trying to eat more green stuff and swear less, it’s also a great time to consider taking on a new role with a nonprofit Board of Directors. This kind of resolution is a win-win-win! You win by generating endorphins that come from doing good things for other people. The agency wins through gaining all your knowledge, passion, skills and expertise. And the community wins when you commit to making it a better place. If this is something that you are thinking about trying, check out my article on red flags to watch for, so that you can have the best experience possible.

If you are already serving on a board (thank you!), the new year is also a great time to take a good hard look at how it is functioning. Governance boards are often made up of business men and women. Sometimes we assume that since the people involved are all successful in their work life, they will be great in this role. Just like any other team or group – sports, staff, Girl Scouts – a board needs intentional thought put into getting, and staying healthy. To start a conversation about the health of your board, check out this article on conducting a board evaluation.

If you, or someone you know sits on a board that is not currently spending 80-90% of their time on governance work – I’d love to chat with the Chair/President or Executive Director. Governance work = visioning and planning, creating strategy, ensuring long-term sustainability, growing governance capacity, and partnering with the Executive Director in the leadership of the organization.

Below is a general list of the services that I provide to nonprofit agencies. One of the cool things about working with me is that I customize each contract package to meet the unique needs of the organization. Using listening and Motivational Interviewing skills I am able to create learning and growth experiences that advance the work of the organization.

Services:

  • Board evaluations
  • Executive Director and/or Chair/President coaching
  • Agency Consulting
  • Fractional support (part-time or temporary executive support)
  • Customized trainings
  • Strategic/Planning retreats

The nonprofit sector exists to make our world a better place. I love that I get to help these agencies get organized and build a healthy foundation. When you have your ducks in a row, saving the world is a lot more fun!

Respond to this email or schedule a Discovery Call if you would like to catch up, or discuss ways to improve the health of a Board of Directors you know and love.

Kim is a mom, lover of being active and the outdoors, and helper of nonprofit leaders.
kim@athena-coco.com