Mission Monday ~ The Exodus Road

According to the latest report from the International Labour Organization there are currently 50 million enslaved people in the world. Of those, 22 million are in forced marriages, 21.3 million are in forced labor, and 6.3 million are in commercial sexual exploitation. These numbers represent an increase of 10 million people over the last 5-years. The Exodus Road is combating this global crisis with their vision of a world where humans are never bought, sold or exploited. 

Through programming focused on training/education, intervention, and aftercare this agency is battling human trafficking in Brazil, India, Latin America, the Philippines, Thailand, and the US. In the 10-years that The Exodus Road has been operating – 1,814 children, men and women have been freed from trafficking. 1,543 survivors have been supported with aftercare; this is significant as 80% of those trafficked end up being re-exploited.

Training and education serves to help increase awareness and understanding of law enforcement, nonprofit partners, and the local communities on human trafficking. To date 1,246 officers and citizens have been trained on the realities of human trafficking and how to fight it in their own countries. Education is one of the most powerful and crucial weapons in the fight for freedom. You can take their digital course – TraffickWatch –  to learn facts, stories and action steps you can take. 

In speaking with Sonia Meeter, Director of Partnerships, I learned that small efforts can have an impact on this big problem. Monthly donations of even $19 truly helps make a difference and advance this work. You can also engage with The Exodus Road via social media to learn more about their work and share with friends and colleagues. Links, as well as a sign-up for their newsletter, can be found at the bottom of their website.  

After 10 years of fighting to eradicate human trafficking, it’s time to celebrate the impact The Exodus Road community has made over the past decade. Their Anniversary Celebration is coming right up on Thursday, October 6th at Lumen8 Rooftop Social. If you are moved to get involved in the fight against human trafficking, consider joining this insider’s look into the work. Details and tickets can be found here, TODAY is the last day to purchase!

Kim Stewart

Kim is a mom, lover of being active and the outdoors.
She empowers nonprofit organizations to help make the world a better place.
kim@athena-coco.com

Should You Start a Nonprofit?

You see a problem. It could be for a specific group of people, for a community, or for the world. Or maybe a personal challenge leads you to want to help others in your situation. You have an idea for a unique and creative way to make the world a better place. And you think you might want to start a nonprofit. What’s next? 

A Forbes article states that 50% of nonprofit organizations will fail within their first year. A lot of energy and emotion goes into launching an organization. Before you make the decision to travel down this path there is a lot to consider. 

Who else is addressing this problem?

An unfortunate commonality with nonprofits is that there is a lot of duplication. Many agencies serving the same cause in a similar way creates confusion for clients/constituents, donors, partners and the community. It leads to unnecessary competition between organizations that could probably do more good by working together. 

As you are considering starting a nonprofit, you first need to get crystal clear on what problem you are working to solve. Then look around and see who else is working to fix that problem. Check out their methods for addressing the problem. Is your idea similar to some other agencies out there? If so, you may be better off trying to partner with those agencies and work together. However, if after researching you find that you have a unique and creative way to address the problem, you may want to move forward. 

What is your commitment level? 

Starting a new business is a LOT of work. When you start a nonprofit organization, you have the additional challenges of extra government paperwork, developing and leading a Board of Directors, and fundraising. Not only that, oftentimes the founder ends up contributing a significant amount of personal time and financial resources in order to get the agency up and operating. Before launching a nonprofit, critically evaluate how much time and money you are motivated to put into it. 

It’s definitely worth noting that not all nonprofits require significant personal investment. Those with narrow scope and size can be launched with less backing and involvement. Which brings us to the next question you will want to consider. 

What is your long game? 

Nonprofits are often started as a result of a loss or trauma. For example when a child is lost, family and friends come together to channel their grief and desire to “do something” to honor their loved one. This is a great reason to start a nonprofit organization. It provides an instrument for managing grief, directing energy and routing funds. It can raise awareness and give people an opportunity to feel a connection to the child. Often these projects have a shorter lifespan. They serve their purpose and at some point are put to rest. And that’s okay. 

In other cases, the loss leads to something much bigger. Susan G. Komen is a great example. Susan’s sister Nancy started the organization in memory of Susan, with the purpose of ending breast cancer. Nancy had a long-game vision in the promise she made to her sister. 40-years later the organization is still working to eliminate breast cancer through research, education, screening, and treatment.

So, what’s your long game? Is your idea something you want to expand, and have live on long after you are gone? Do you want to keep it small and local? Your long-game can change as your organization evolves. Formulating a clear vision for where you want to take the agency can help you think through the previous question of your commitment level. 

Who will want to support your cause? 

Lastly, think about who will want to come alongside you and help you advance the work of your agency. Any successful nonprofit requires community engagement. Volunteers are needed to govern the organization as the Board of Directors. Donors or funders are almost always needed to provide operational resources. And community volunteers are generally needed to deliver programming or services, and to help with fundraising. 

When starting a nonprofit, one of the first things I always recommend is that the founder(s) get out in the community and talk to people about the problem and their solution. From there they find out who is excited about the work. Those are your potential donors and volunteers. If no one is interested in the project, it might not be a very good idea to go the nonprofit route. 

This article might sound like I’m trying to talk you out of starting a nonprofit organization. That’s not entirely true. What I really want to do is make sure that you make a good decision for you, for the people you want to serve, and for the nonprofit sector. This is another good article to read as you’re considering if the nonprofit model is right for you and your cause. 

Thinking about making the world a better place with your great idea? I would love to visit and talk through your options. Email me at Kim@Athena-CoCo.com, let’s connect!

Kim Stewart

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

Mission Monday ~ The Voices of Grief Support and Education Center

A recent study conducted by The Voices of Grief Support and Education Center, in partnership with psychology professor Dr. Rachel Weiskittle, revealed that 84% of respondents had experienced significant grief. And yet, what does society teach us about dealing with grief? Generally, we are taught to suppress our feelings of loss, despite it being so prevalent. This is concerning because grief can affect us physically, mentally and socially.

The Voices of Grief Center exist to combat this critical social issue. With a mission to transform the way people encounter grief, the organization is working to shift the narrative around grief. The agency’s vision is to create supportive spaces to honor the natural process of grief and to educate our community in healthy expressions of grief and mourning. Strategies include support, partnerships, and education.

In visiting with Program Director, Sarah Lee, I learned that the grief network in our community is very disconnected. Their strategy around partnership is intended to fill the gaps and create coordination. The previously mentioned survey also unveiled that 33% of those surveyed were unaware of any resources for grief support in our community. Educating the community on the resources available; as well as promoting the importance of healthy grief and mourning is key to advancing this work.

Currently, the Voices of Grief Center is providing support groups using the Companioning Model to come alongside folks and give them space to grieve. This method provides a safe place where participants can be heard, accepted, and their grief can be acknowledged. The agency is building their foundation through expanding their facilitator team and increasing the opportunities. Additionally, they are building their support network through sponsorships.

Like many young nonprofit organizations, their biggest challenge they are facing is getting the word out about the resources available. Next month the Voices of Grief Center will publicly launch their work with two community programs. World renowned author, educator and grief counselor, Dr. Alan D. Wolfelt will speak on Exploring the Need to Grieve and Mourn and Exploring Grief After Suicide. Details on the workshop and registration can be found here. You can also learn more about this important work by checking out their website or reaching out to info@vociesofgriefcenter.org. 

Grief is a Consequence of Love
 ~ Stephen Levine ~

Onboard New Board Members

When you are a busy nonprofit leader, securing a new board member might seem like an item to check off your “to do” list. And it is, to an extent. However, if you stop there, you are jeopardizing all of the hard work that you have put into finding and recruiting qualified board members. 

I am frequently asked about how to retain board members. As if there is one thing that you could do to keep a good board member. The reality is that retaining board members takes the culmination of many things. Some of them are within our control, and some are not. A board member being transferred out of state is not something that we can control. Treating board members respectfully and valuing them is totally within our control. 

In this article we’ll look at what to do once someone agrees to join your board. A professional onboarding process can work wonders in helping a new governance volunteer to feel welcomed, comfortable and valued. All key components in retaining a volunteer long-term. 

When someone agrees to join your board, there are the logistical things to do:

  • Add them to your board roster
  • Order them a name tag (if that’s something you provide)
  • Ensure they have all meeting dates and other commitments
  • Complete any necessary paperwork
  • Etc. 

After you get those tasks handled, then it’s time to think about the experience you create for your new board member. Consider putting an onboarding plan together that includes: an announcement, personal support, and education. 

Announcements

Does the new board member just show up to the first meeting? Or do you send a notification out to the board and staff announcing the new member? Needless to say, an advance notice is preferable. Other ways of making a newbie feel welcome could include a sign as they enter your facility, put their name on a marquee, or an announcement in your newsletter, on your website, or in the local paper. 

Take into consideration the personality and the culture of your board/agency as you send out the announcement. Should it be strictly professional and highlight the new volunteer’s accomplishments? Do you want to make it playful with fun facts? Does it make sense to share personal attributes about the new addition to your board? The answer will be different for each agency and each board. It may even tie to your mission. For example, if you promote reading, maybe the announcement shares the new board member’s favorite children’s book. 

Personal Support

Joining a new group of any kind can be daunting. It’s even more intimidating when everyone but you seems to know what’s going on. There are several ways to mitigate that uneasy feeling of walking into a room of strangers. Assigning a veteran board member as a mentor or a “board buddy” can help with the transition to a new group. 

This can be as informal or as formal as you and the board would like for it to be. The pair can meet prior to the new board member’s first meeting, so there’s a friendly face when they arrive. They can sit together during the meeting, to help with clarifying any questions that arise. And they can connect afterwards to explore how the experience was and continue to help answer questions. 

You can also assign a staff or volunteer to serve as the new volunteer’s personal host. Their job may be to introduce them around, and give context to the different players involved in the meeting.

Education

There is a lot to learn when joining a new board. Many describe it as drinking from a firehose. Finding the balance between giving them what they need to know in order to be effective, and not overwhelming them and scaring them away, is a tricky balance to find. Again, this will be different for every agency, and you will need to figure out what is right for yours. Here are a few ideas for methods of educating your new volunteers. 

  1. Orientation: If you bring in a new “class” of board members all at the same time, it may make sense to do a formal group orientation. It can range from a couple of hours to half a day. Involving staff and volunteers; as well as stories and activities, can reinforce learning and make it an impactful experience.
  2. Series of Conversations: When you bring new members in individually, it can be a little more difficult to keep it from being a total information-download. Think about breaking it up into different sessions, and again involve other staff and volunteers in the delivery. Spreading it out over a month or two can give the individual the opportunity to absorb all the new information.
  3. Self-guided Content: Another option is to create a series of emails, videos, or even podcasts that the new volunteer can consume over a period of time. This option is going to be less personal, and there’s the risk that the new person will not commit the time to review the materials. A board manual (print or online) that you give them to read would also fall in this category.

Some things you may want to include in your new board education are:

  • Why you exist – what is the critical social issue your agency addresses
  • How you help solve the problem for your community
  • What programs and services you deliver
  • The impact that your agency provides to the community
  • Key messaging
  • Review board expectations again
  • Duties and purpose of the board
  • How your board operates
  • Logistics – staff and board contact information, key dates, access to any portals or technology the board uses, and any other materials they will need

Finally, you might consider putting together a goodie bag for when they come to their first meeting. The goodies could include an agency t-shirt, their name tag, a notepad and pen, candy, and other swag. (This would be a great project for a board member who really loves to help with recognitions and appreciations.) 

How you bring a new person into your organization sets the tone for their experience. Want to retain your board members? Put intentional thought into all aspects of the experience you are providing for them. If you would like help putting together an on-boarding process that’s right for your agency, I would love to visit. Email me at Kim@Athena-CoCo.com, let’s connect!

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

 

Engaging Prospective Board Members

In this article I talked about where to find prospective board members. (Incidentally, the sources for finding board members are also a great place to look for good donors.) Then, in this one I talked about the importance of clarifying your board expectations. Afterall, you wouldn’t take a paid job without knowing what the company was expecting from you. Similarly, no one wants to get into a volunteer position and be caught off guard by what is expected of them.

Today’s article is going to look at those crucial next steps. Once you know what you expect from your board members, and you have some ideas about where to look for and recruit them – you need to be ready with a plan for what to do with them once you start attracting them. 

I have observed leaders who meet someone – who has a little bit of interest in their organization – and they ask them to join their board right away. Finding, recruiting, and keeping good board members is hard work. It’s understandable that leaders may want to try and capture those interested as quickly as possible. However, slowing this process down is a much better approach. Let’s explore why. 

Recruiting Your Boss

Often, especially in younger nonprofits, the Executive Director does a lot of the work of recruiting the board. It often becomes just one more of the millions of things that she or he needs to work on. The very top reason to slow down the board recruitment process is because, as the ED, you are essentially recruiting one of your bosses. It’s safe to say that you probably want to make sure that you bring on someone who you trust, who you know will make decisions with the best interest of the organization in mind, and who is volunteering for your organization for the right reasons. 

Relationships Drive the Work

The work of a nonprofit organization is highly relational. Successful organizations engage more and more people in the important work of making the world a better place. Strong and healthy boards help to share the story of the organization, connect to partners, recruit more people to engage, and ensure impact and sustainability. Discovering how a prospective board member might contribute in an effective way takes time. It requires multiple interactions to develop a relationship and understand how their involvement can be mutually beneficial. 

Good Decisions Take Time

Just like you want to make a good decision for your agency, you also want to be sure that the prospect makes a good decision for themselves. They need to make a connection to your cause; determine if they have the time, energy and capacity to serve; and decide if your board is a good fit for them. It can be very disruptive to bring on a new board member, have them stay only a few months, and then lose them. 

For these reasons and many more, I recommend that organizations put a recruitment process in place. Having a process doesn’t mean that you cannot deviate from it, it just means that you have a plan for how to develop a relationship with a potential board member. 

Every organization needs to determine how their process looks. Many factors will determine what is right for each agency. An organization’s size, maturity, current programming, current board health, needs, and challenges are just a few of the things to consider. 

When working with agencies I recommend a minimum of 3 to 4 interactions prior to inviting someone to serve on the board. In the generic example below I’ve outlined some basic elements to include.

Board Recruitment Process

  • You get a Lead. This can come from networking, through your programming, a name presented by a volunteer, etc. 
  • Qualify that the Lead seems like a good prospect. Start (or continue) the relationship-building process. Take them out for coffee or lunch. Begin to share the idea of them serving on your board. 
  • If appropriate, invite them to observe a program or operations. Help them get a feel for the work that you do. During the observations make sure that someone hosts them. You want to clearly explain the methodology of your work, what sets your agency apart, and the intentional things you are doing to make a difference. 
    • Agencies that serve highly vulnerable populations may have to find different ways of educating a prospect about their work. 
  • Again – when appropriate, have them visit and observe a board or committee meeting. This is a good way for them to get a feel for the culture and how they might fit into it. 
  • Follow-up with the prospect to answer any questions, review expectations in detail, and explore how they are feeling about the possibility of getting involved. 
  • If they are interested, present to the board for a vote.
  • Officially invite them to join – OR – thank them for going through the process. 
    • A future article will talk about what to do with them once you invite them to join and they say: “Yes!” 
    • If you need to turn them away, share honest feedback. If the door is open to future involvement, let them know. If they are not a match, be clear about that too. 

As you consider who to bring into your organization, there is a lot to think about. Are they a good fit? Do they have skills that your agency needs? Can they help with connections, open doors, or raise money? These are all important questions you need to ask. I believe the most important thing to look for is passion. Do they care about the issue your agency is addressing and your strategies for solving it? If not, they may not bring their best self to the table and they may not contribute consistently. 

When you have a great first “date,” do the next logical step and ask them to get together again. Bringing someone on your board is not as significant as getting married. So after a few good “dates” it may make sense to start talking about taking the relationship to the next level; ie: getting them involved as a volunteer. Just as you should hire slowly and choose a life partner slowly – take your time bringing on new board members. 

If your organization needs help creating a recruitment process that is right for you, I would love to help! Email me at Kim@Athena-CoCo.com to learn more. Let’s connect!

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

 

Mission Monday ~ Reigning Hope

Growing up with her brother Chuckie, Kesti Suggs knows first hand the challenges families with special needs children face. That experience has shaped her values system and given her a sensitivity and compassion to reach out to other families dealing with tough issues. Together with her husband Randy, they believe the Lord has given them this time and place to provide services to the special needs community.

That passion, calling, and understanding has been channeled into creating Reigning Hope Therapy Services. There are a wide variety of programs provided at the farm located south of Falcon. Therapeutic services include occupational therapy, physical therapy, speech therapy, and mental health services. In addition to traditional treatments and tools, Reigning Hope’s Therapists use a variety of unique modalities unique to the farm. Physical Therapist Amanda Huckstep shared that the best thing about serving children at Reigning Hope is that the holistic, natural environment makes it fun. Using animals and the land makes it feel less clinical and sterile. She believes that they get better results because kids don’t realize they are doing work.

It’s important to note that Reigning Hope is not just about therapy. It’s so much more! With a commitment to supporting the whole family, programs include siblings groups, summer day camps, family mixers, family weekends (coined Chuckie’s Place Weekend), recreational therapy, and special events. With a goal of helping families feel supported, encouraged, connected, and providing opportunities to create lifelong memories, Kesti and Randy feel privileged to provide programs that enhance the lives of this unique community.

As if all of that isn’t enough, horsemanship, adaptive riding, and volunteerism are also available opportunities at the farm. These programs give participants the chance to connect individually with their horses, gain unique skills, and to form a special bond with these amazing animals. Learn more about all the services and programs offered through Reigning Hope by checking out their website.

Like most nonprofit organizations, Reigning Hope relies on the generosity of donors to ensure they are able to provide high quality, impactful programming. Insurance covers many of the therapeutic services offered, but the recreational programming is offered free or at a very low cost to families. If you would like to support a family, program, or camp, donate here or reach out to Kesti to discuss how your gift can have the most impact. Additionally, Reigning Hope is currently seeking passionate volunteers to serve on their Board of Directors. Find out what that entails by reaching out to Kesti. By getting involved you can play a role in enhancing the lives of children and families dealing with special needs.

The Real Value of Nonprofits 

Most people have a general idea that nonprofit organizations “do good things”. And they are correct! 501(c)3 designated nonprofit organizations exist to address a critical social need. They have identified a problem and created a unique way to solve it. The work they do helps to make our world a better place. But I think there’s more to it than that.

We are living in some crazy times right now. Between social, racial, and political unrest, an uncertain economy, and a major war going on, we are a nation divided. Stress, anxiety, social isolation, and depression are at an all time high. As adults, many find it difficult to make friends. And people struggle to have civilized conversations with those on “the other side” of their beliefs. All of this is why I believe that nonprofits are more important than ever. 

In addition to working on solving a specific problem, the real magic of nonprofit organizations is how they bring people together. First, they give people something to care about. Rallying people around a problem and engaging them in the solution brings them together. The more people who care about their community and their neighbors, the better. 

Second, when people come together and work side-by-side with others who care about the same thing, they form relationships. Different backgrounds, points-of-view, and beliefs come together to work towards a common goal. This means exposure to individuals that one might never experience. Which builds understanding and compassion for people who are different from us. 

Finally, helping others helps us. According to the Mayo Clinic, volunteering reduces stress and increases positive, relaxed feelings by releasing dopamine. By spending time in service to others, volunteers report feeling a sense of meaning and appreciation, both given and received, which can have a stress-reducing effect. In addition, it connects people to being part of a solution, which can reduce anxiety. And it improves feelings of connectedness, growing their social network and improving relationships. 

Nonprofit organizations are in a unique position to connect people to important issues in their community. Agencies that do not see their role in bringing people together are missing their opportunity to really save the world. Many nonprofit leaders struggle with asking people to volunteer or donate to their cause, feeling like they are creating a burden. I believe that we need to flip that script and view it as providing opportunities for everyone to make a difference in their community and their world. 

Imagine if everyone chose a cause that they cared about and gave even just a little bit of their time and/or money to help solve the issue. Think of the impact it would have on our world and our mental health! Currently, 25% of adults in the US volunteer in some way in their community. Most people do not donate or volunteer because they have not been asked. 

None of this is to imply that managing volunteers is easy for organizations. To effectively utilize volunteers the agency must develop meaningful and engaging opportunities. Similar to leading staff, these roles require leadership and connection to the cause. Engaging volunteers is not meant to just be “free labor”. It takes dedication, thoughtfulness and intentionality. And it’s definitely worth the effort, both for the organization and for our world!

This is why I believe nonprofits are more important than ever. The work they do bringing people together and giving them something to care about can help save our world. Does your organization need help developing your volunteer engagement? If so, I would love to help! Email me at Kim@Athena-CoCo.com or set up a Discovery Call to learn more. Let’s connect!

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

Mission Monday ~ Sarah’s Home

Over 300,000 children are trafficked in the United States every year. This isn’t a “somewhere else” problem, it’s right here in our communities. 85% of children rescued were born in the US and the average age of children when they are trafficked is 11 or 12. This is a huge and devastating problem that requires multiple approaches to combat it. Here in Colorado, Sarah’s Home is fighting the problem by serving rescued girls and helping them in their recovery.

Sarah’s Home provides sanctuary for girls ages 12 to 18 to help them realign with the life they were meant to have. In addition to being a residential facility, services include an accredited school catered and individualized for each girl, mental health support, medical, vision, and dental care. A mentoring component teaches girls how to have healthy and trusting relationships with adults. Girls are taught life and relationship skills. In addition, for kids who have had their childhoods stolen from them, they are given the opportunity to have fun and be kids again.

Currently this organization is in the process of developing and opening Daniel Academy. Approximately 35% of children rescued from trafficking are boys. Community Engagement Coordinator, Jillian Winters, tells me that they believe theirs will be the only facility in the country serving boys recovering from trafficking. In order to meet this tremendous need they have received a donation of land and are currently in a season of growth and evolution as they figure out this next challenge.

I asked Jillian what they wished more people knew about Sarah’s Home. Her reply was focused on the problem. She would like to see more awareness of sex trafficking. The more people know, the smaller the world becomes for sex traffickers. Education is not the primary focus of Sarah’s Home; however, they work to empower people to be part of the solution through education. Ideally they would love to be forced to close their doors because there is no longer a need.

There are many ways that you can get involved. Check here for upcoming trainings to learn more about the problem and what to look for. You can also host a Fireside Chat to educate you and your friends or family. And if you would like to financially support the work of Sarah’s Home or Daniel Academy you’ll find a variety of opportunities here.

Board Expectations

A few weeks ago I wrote about the challenge of finding volunteers to serve on boards of directors. In that article I mentioned that an important component in finding and recruiting board members is clarifying the expectation your organization has for them. After all, it’s hard to commit to something when you don’t know what it entails. Clarifying your agency’s board expectations is a foundational piece of developing a strong board. 

An organization can set any expectations that are relevant and important to them. They can be as simple or as complex as needed. Personally, I like to outline board expectations into these seven categories:

  • Attendance
  • Executive Director Support
  • Community Conduit
  • Fiduciary Governance
  • Intellectual Contributions 
  • Mission and Outcome Focus
  • Fundraising and Storytelling

Organizations that take the time to clarify each component for their board will have a great tool for recruiting, managing and accountability. Because of the unique nature of nonprofits – where the Executive Director often directs the work of the board, which is also their boss – this tool can be crucial to ensuring that the board can hold itself accountable. Let’s explore each of these categories and what can be included. 

Attendance

In the simplest of terms, attendance means showing up to board meetings. You may want to set a percentage of meetings they are expected to attend. It is a good practice to have set board meetings, held on the same day each month and at the same times. 

Frequency of board meetings should be set based on the needs of the organization and the work of the board. That being said, I generally recommend monthly or every other month. When a group meets less frequently it can be difficult to maintain engagement and connection. However, sometimes geographic constraints or the work of the organization may require fewer meetings. In those cases it might make sense to have longer meetings. 

In addition to attendance at board meetings, an organization may want to set expectations around attending committee meetings, special events, trainings, programming and more. Some agencies require a minimum number of hours from their volunteers each month. 

This category is also where you can define your board terms. Spell out when terms begin and end, how long they are, the ability to serve consecutive terms, and maximum length a board member can serve.

Partner with Executive Director

Running a nonprofit is a big job! Supporting the Executive Director is one of the most helpful things a board can do. When given projects or tasks it should be an expectation that the board member executes them completely and on time. Often if a board member doesn’t follow through, that work falls on the Exec. That puts the Exec in a very awkward position of having to hold one of their bosses accountable or just doing it themselves. 

Secondly in this category, there should be the expectation that the board drives the strategies of the organization. The more that the governance volunteers can focus on this aspect of the organization, the more the Exec can focus on the operations. Looking outward and focusing on strategies to advance the work of the organization is an expectation of the board. 

Lastly, no one knows everything or can have their finger on the pulse of what is going on in the community all the time. Board members should be available to the Exec when they need advice, insight or special expertise. Volunteers must give their input with the best interest of the organization as their top priority.  

Conduit to the Community

Having a board of directors multiplies the number of eyes, ears and voices in the community on behalf of an agency. Board members should be out, seeing what is going on in the community related to the work of the organization, listening to what people are saying about it, and sharing about the outcomes and impact. In addition, they should be bringing information back to the board to discuss and help with decision making and strategizing. 

Some organizations utilize their volunteers to promote their work. This can involve expectations around attending networking groups or service clubs, or even hosting house parties to educate the public on the organization. Other agencies have their board submit names for “friend raising.” This involves bringing more people into their circle of organizational advocates, to nurture them into volunteers, donors, or even future board members. There are organizations that require a board member to secure their successor before their term expires. These are all options to consider when developing expectations.

Fiduciary Governance

This component is a little more tricky to quantify and measure. The board is responsible for the financial and legal integrity of the organization. Generally the Treasurer takes the responsibility of reviewing financial statements and interpreting them for the larger board. The expectation of the board is that they make decisions that are in the best financial and legal interest of the organization. It is expected that they led from a place of selflessness. 

Intellectual contributions

Every board meeting should include some sort of generative discussion. It is best if the discussion is around strategy and organizational advancement; however, sometimes the input of volunteers on operational topics is important. That being said, board members should be prepared for discussion and ready to contribute their thoughts, perspectives and ideas. 

Not everyone is comfortable sharing in large groups. That doesn’t mean that they don’t have valuable input. Some volunteers may submit their thoughts in writing after they have had time to process the discussion. When measuring board effectiveness it can be important to recognize and honor these differences in contribution styles. 

Mission and Outcomes Focused

Every governance volunteer should take the time to understand the critical social issue that the organization is working to address; as well as the unique way they are tackling it. They should be familiar with and support policies. And they should understand the organization’s needs. 

The staff (whether paid or volunteer) are responsible for the operations and program/service delivery. It is the board’s job to make sure that the programs/services are fulfilling the mission. They are the ones who need to be driving the measurement of program impact and connecting it to the purpose of the organization. 

Lastly in this section, the board is responsible for ensuring clarity around the values of the organization. Clarifying values helps with decision making, recruiting staff and volunteers, and communicating who you are and what you do. Board members are expected to be the ones setting the example of how the organizational values look in action. 

Fundraising and Storytelling

Board members should be expected to give a personally meaningful financial donation to the organization. This is important for so many reasons! Why should anyone else give to a nonprofit if the governance board doesn’t feel strongly enough about the cause to give? Why would a grantor award a funds to an organization that doesn’t have a passionate and committed board? It must start with the board. 

In addition to giving, board members should be expected to use their network, connections, and circle of influence to advance the organization. This includes asking them to contribute. I believe that this is one of the most valuable aspects of the nonprofit sector. They are compelled to tell people how they are making the world a better place and asking them to come alongside and help. 

This can be challenging for young nonprofits, or organizations that attract volunteers who have never served on a board. That’s where the phrase “personally meaningful” or “personally significant” can be helpful. An agency may set their initial expectation at $10/month, then ask those with greater means to consider an additional personally significant contribution. Special events can be a good place for volunteers to practice their storytelling skills and work on “friend raising” before they advance to fundraising. 

If the cause is important and the organization is making a difference, every board member needs to be giving. Period. 

You may notice that none of this is about daily operations. That’s because that is not the board’s role. However, with very young or very small nonprofits, there can be some cross over. As you develop your board expectations, I recommend you keep them focused on the governance side of the organization. This keeps it clean, and if/when the organization grows, the board will know what is expected of them in their role. 

Once you and your board have established their expectations, create a tool for tracking. Quantify as much as you can and put it in a spreadsheet. Put each board member’s name down the side and regularly evaluate how everyone is doing. At a minimum the board president/chair should look at it quarterly. You can also include it into your board packets. That way everyone knows where they stand and they can help hold each other accountable. One less awkward job for the Exec to do! 

Does your organization need help establishing expectations. These can be challenging conversations. It can help to have someone from outside facilitate the discussion. If so, I would love to help! Email me at Kim@Athena-CoCo.com to learn more. Let’s connect!

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

Autism Vision of Colorado

The mission of Autism Vision of Colorado is to educate the community on autism and autism awareness; and to create a safe place for individuals on the spectrum and their families to meet one another, support one another and advocate within the community. Founded in 2019, this all-volunteer organization provides a variety of services and events. 

Support Groups are a significant means for connecting people, and connecting people to resources. Autism Vision of Colorado facilitates groups for Teens, LGBTQIA+, Artist and Crafters, Care Givers, and more. These groups provide a safe place for vulnerability, exploration, support and education. 

Sharon Starkey is the founder and Board President. Her personal connection of supporting family members on the spectrum drove her to want to help others who are struggling. She wishes that more people understood that Autism is not a bad thing. Through education, awareness and exposure, Autism Vision of Colorado is working to create a community where all people feel safe and welcome. 

Like many organizations, raising money is their biggest challenge. The good news is, you can help! If you would like to support this amazing cause with your time, money or connections, go to their website. They even have opportunities to sign up for the Amazon Smile or King Soopers Community Rewards programs. These businesses offer third party support from your regular spending. It’s a great way to help, for those who cannot give additional time or money right now. 

Here are two upcoming events where you can learn more and have fun:

  • Pokemon Go event ~ May 21st, 10:00 am to noon at Cottonwood Creek Park
  • Autism Vision of Colorado Annual Picnic ~ June 11th, 10:00 am to 2:00 pm at Nancy Lewis Park

Watch here for more information.