You Have a New Board Member - Now What?

You’ve recruited a new board member - congratulations! 

But now what?

Too often, nonprofit leaders work hard to identify and recruit new board members, only to feel disappointed when those new members don’t dive in with energy and initiative. The truth is, board members - especially those new to your organization - need more than a seat at the table. They need orientation, engagement, and clarity about what success looks like.

This post is a companion to my earlier piece, “You’ve Joined a Nonprofit Board - Now What?”, which offered guidance to individual board members. This one is for those nonprofit staff and leaders who want to set their board members up for success from day one, increasing the efficacy of the board as a whole.

Before You Invite Someone to Join Your Board

Setting a board member and your organization up for success starts during the recruitment process.

Provide a job description. Set clear expectations upfront. Share a board member job description that outlines:

• How often and when the board meets, including attendance expectations (e.g. 75% of meetings)

• Any expected work outside of meetings (committee work, event volunteering, etc.)

• Fundraising expectations, including whether a personal gift is expected and any suggested minimum

• Major events board members should attend or support

• Other key responsibilities unique to your organization

Ask what motivates them.

Learn why they want to join. Is it your mission, a personal connection, or professional alignment? Understanding their "why" helps you better engage them.

Identify their potential contributions.

Consider what skills or expertise they bring to the table. Create a board matrix to map skills and gaps.*

Assess culture fit.

Schedule a conversation to see if the individual aligns with your organizational values and board culture.

It may be tempting to wait until they have joined the board to do this, but setting up expectations before they commit helps ensure that your board will be comprised of folks who are there for the right reasons, and understand what is expected of them. 

When They Say Yes

Hooray! You have a new board member. Now it’s time to make them feel welcomed and set them up for success.

Set the Stage

• Reach out before their first meeting to walk them through what to expect, and answer any questions they may have..

• Invite them to see the work in action. If they haven’t already, ask them to tour your facilities or offices, or watch a program in action. 

• Facilitate introductions at the first board meeting - or ask a fellow board member to do so. Don’t assume board members know one another. 

Keeping the Momentum Going

Providing a great start is only the beginning. Ongoing engagement is what keeps board members connected and effective.

Tips to Keep Board Members Engaged

• Tap into their expertise. I have been active on several boards in my community. Each one of them made it clear they were recruiting me in hopes of accessing my fundraising expertise. I am most excited and engaged in my Board work when they are actively asking for my help in this area. The more specific (i.e.”Can we meet to talk about this specific foundation?”) the better. 

• Make your asks really specific - it may be hard for a board member to understand what to do with the blanket statement “We need everyone to introduce us to local businesses so we can recruit more sponsors.” However, a very specific request such as “We would really like to get to know ABC Company, 1,2,3, Organization and XYZ Enterprises. If you know someone at these businesses, can you connect with me?”

• Make really tangible requests - again, be specific and clear. “We are trying to gather 50 $25 grocery gift cards to distribute to families in need. Here is how you can help.” is so much more tangible than “We need your support for our Thanksgiving campaign.” Or, “We are looking for 3 volunteers to write 10 thank you notes to donors. Here’s a description of the process.” is much better than “We need support with stewardship.”

• Be willing to send reminders. I totally get that we want to respect volunteer time that our Board members give to us and not ‘pester’ them when we need something. On the other hand, my experience is that I leave a board meeting excited and ambitious to help, then go about my life and easily forget what I said I’d do. A gentle reminder now and again helps keep me on track. 

A Real-World Example

I recently facilitated a board retreat for a small nonprofit in Boston. Leading up to the retreat, staff expressed frustration - board members weren’t showing up the way they had hoped. Staff assumed they had joined only because they were asked to by the influential board chair. But during the retreat, something surprising emerged: these board members really wanted to help. They were excited and passionate. The problem? They weren’t clear on their roles, didn’t understand the organization’s programs, and weren’t sure how to plug in. Once we uncovered this, the staff and board leadership were able to understand how they could provide more clarity and structure in order to engage these very willing volunteers.

Final Thoughts

Getting your board members engaged and active isn’t about luck - it’s about preparation, intention, and follow-through. When you take the time to onboard thoughtfully and communicate clearly, you’re setting both your board and your organization up for long-term success.

*A Board matrix examines the skills and expertise needed to run your organization, and where there are gaps. For example, many smaller organizations do not have a Human Resources expert on staff, so they may want to recruit a Board member from the field of HR to serve as an expert in this area. Or, an organization that serves youth may want a pediatrician or youth psychologist on the board to support decision making around policies concerning youth health. 

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