As your state nonprofit association, we are here to provide resources to strengthen your organization.
As your state nonprofit association, we are here to provide resources to strengthen your organization.
Derived from Strategic Plan Goals
This example can be used in a variety of ways to help the board via the board development committee to recruit “the right people at the right time” on purpose for board service.
A matrix is not simply a generic listing of characteristics, styles, backgrounds, etc., it is about being specific and aligned to the core purpose and values of the organization as well as clarifying what critical actions of the board need to be addressed by board members based on the strategic and operating plans. It is also based on the constellation of skills, attributes, lived experiences, and demographics that it will take to make a high-performing board team ready to take on the strategic work of board service. Ultimately, recruitment should result in a diverse mix of board members who together provide the wisdom and work to steward the organization’s goals toward excellence and mission impact.
A board matrix is not a one-size document. It can be used for one of three things:
If you use the same matrix that you have always used, you will get exactly what you have – the status quo. This is not necessarily a bad thing, but it may prove frustrating for those who want to see a change, for example in diversity. Many organizations don’t want the status quo. They want to recruit people who will take them into the future, not keep them where they are. Be “on purpose” in your choices and your process. A board matrix has many advantages including the ability to recruit beyond the “usual prospects.” To read more about the advantages and cautionary notes of the board matrix and the three ways to focus its use, check out our blog post: Rethinking the Board Recruitment Matrix.
While there are many steps to working a matrix, the aim is to get beyond a person picking another person, or any other haphazard process that too often becomes the norm. Commit to all the steps listed in the next section.
Who does this work?
These steps refer to a board development committee. You can find a job description for this committee on the Resources page of our website. The responsibility for this activity rests primarily with the committee and the board as a whole. We understand that the executive is likely to be involved but ideally should not lead or be the sole instigator or implementor. Every team is different in staffing and committee structure – lean into the team’s strengths to do this work.
The matrix is one part of a larger plan
The steps assume that the board matrix is part of a larger Board Succession Plan. If you are new to that document, reach out to us for information on how to create a holistic plan that focuses on strategic recruitment, thoughtful engagement, and graceful exit of board members.
Creating the matrix
See the related file below for a Sample Brainstorming Template to Capture Criteria for Board Composition & Sample Matrix Form.