Start with asking what does your nonprofit need to advance its mission right now and in the future? A board member with financial expertise? Connections in the community? Someone familiar with the individuals served by the nonprofit? Once you have identified the skills and experience your nonprofit needs, you're ready to identify and recruit new board members. The recruitment process requires both "vetting" a candidate and “cultivating” the interest of a potential future board member until he or she is ready to accept an invitation to become an ambassador and advocate for the nonprofit. Some nonprofits find that asking potential board candidates to first serve on a committee or task force, or volunteer for the nonprofit in another way, is a good way for both nonprofit and potential board member to find a good fit.
Source: National Council of Nonprofits
Caveat: Experience requirements measures time, not skills. There is no positive correlation between work experience and skills, knowledge or success. Using work experience as a predictive model for future performance is highly unreliable.
The higher ordered thinking skills needed by board members and executive directors to effectively govern a Humane Society are analysis, evaluation and critical thinking. In 1956, Benjamin Bloom, educational psychologist, formulated the levels of cognitive processes. In 2001, a group of cognitive psychologists revised Bloom's Taxonomy.
In Thinking, Fast and Slow, Daniel Kahneman (Nobel Laureate) takes a groundbreaking tour of the mind and explains the two systems that drive the way we think. System 1 is fast, intuitive, and emotional; System 2 is slower, more deliberative, and more logical. Kahneman exposes the extraordinary capabilities—and also the faults and biases—of fast thinking, and reveals the pervasive influence of intuitive impressions on our thoughts and behavior. The impact of loss aversion and overconfidence on corporate strategies, the difficulties of predicting what will make us happy in the future, the challenges of properly framing risks at work and at home, the profound effect of cognitive biases on everything from playing the stock market to planning the next vacation—each of these can be understood only by knowing how the two systems work together to shape our judgments and decisions.
From a formal education prospective, we love learning and knowledge sharing. These attributes align well with the Developmental Style of Management (DSM), which aims to contribute to the long-term professional success of employees by coaching and mentoring them.
Elevate your organization with a talented, educated workforce.