Does your board have a process in place to find new members? By Leisa Goodman
Does your board have a process in place to find new members? Renewing and refreshing your board is key to keeping it high performing, according to board expert Les Wallace, Ph.D., president of Signature Resources, Inc., and facilitator of CUES’ recent Board Chair Development Seminar. “One of the challenges often cited by board chairs is in locating competent board members and officers. Having a strong nomination committee is certainly one key,” he said. But your efforts don’t have to end there. Wallace also suggests these five easily implementable tips.
1. Every board member should be keeping their eyes open for potential new members in their everyday lives. Regularly cultivate relationships with colleagues or other community leaders you meet, being mindful of those who might make good board volunteers. “Board members are usually networked in the community,” said Wallace. “Encourage your board to bring the names of at least two possible candidates when the time comes.”
2. Direct business experience isn’t needed. “Maybe you know someone who is the treasurer for a Girl Scout troop, or who volunteers in a leadership role at your church. Don’t discount someone just because they don’t have corporate experience,” said Wallace.
3. Consider sponsoring a governance “lite” workshop in your community. “Every community served by credit unions has a robust not-for-profit community. Board volunteers frequently struggle to find board development resources. Many larger communities have ‘non-profit’ organizations who do some of this training,” said Wallace. Credit unions can sponsor a workshop, or partner with a non-profit to conduct a day of governance training. Then, either have their own competent board members conduct the training, or bring in a professional.
4. Once you have someone in mind, invite potential board members to serve on committees. “This is an excellent way to size up the person’s fit within your board culture, and get an idea of what they’ll be like on the board,” said Wallace.
5. Make the requirements to serve on the board competency-based. Have a job description in place, one that includes the number of hours directors on your board usually serve, and an application that goes beyond simply asking people why they want to serve. “A job description can scare away the people who are just resume building, the looky-looks,” said Wallace. Then, interview potential volunteers, making it a pressure interview. “The process shouldn’t just be about passion,” said Wallace. “You need to have competency along with passion.” Wallace suggests the job description and application reside right on your credit union’s website. When determining if someone should make the short list of potential new directors, keep in mind that your board is an extension of your credit union’s brand. You want to select people who will be good brand representatives in the community. “Expect the recruitment cycle to take about 18 months,” said Wallace. “Remember you are recruiting for the future, not for right now.”
Leisa Goodman is a CUES marketing specialist. CUES has two director seminars coming up in June. Supervisory Committee Development Seminar will be held June 16-17 and CUES Director Strategy Seminar will be held June 18-20, both in Nashville, Tenn. Members of the Center for Credit Union Board Excellence can get more on board governance on the CCUBE section of the CUES website. Not yet a member? Email us for a 30-day free trial. Read Les Wallace's bi-monthly "Good Governance" columns from the online edition of CUES' Credit Union Management magazine.
