While lemonade and be made from lemons, a silk purse cannot be made from a sow's ear.  While great teamwork can produce more together than the sum of individual conflicting efforts, sustainability of a great board can only result from having a critical mass of capable members.  

NOW is the time to revisit recruitment strategy:  not the annual meeting, not at the end of the fiscal year but NOW.  How do you know it is the right time to change how you find and sign-up new board members?  If you don't already have a high performing board, you are already behind schedule for change.  Have you heard one of these two observations from any of your board peers lately:  1) "Gosh, we don't have enough workers to get things done" or 2) "Oh no, our board chair and one of our committee chairs want to step down!"  Yes, if this is what people are saying, then rest assured, the Universe is talking to YOU !!!

Please don't fight this.  Just think about what your board needs to produce to do its part in moving the organization forward.  That's right, make a list of talents/skills that you need from your players if you could custom design/build a dream team.  And then, the most important part, do NOT think about who you know who can fill these roles (or whom you can cajole to serve on the board).  Think instead about how to go about finding these kinds of people.  Get help from the best people you DO know if you could wave a magic wand and get them to leave their current fulfilling board assignments to serve on your under-achieving board.

There are many ways but please, take your time and research candidates and don't settle for anybody that cannot do great work for you the moment they sign their board performance agreement form.  By putting on only new members that can raise the bar and continually building a list of replacement players, you rarely have to worry about replacing poor performers and wondering if your team can ever win a game (make substantial progress towards your vision).

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3.22 Copyright (C) 2007 Alain Georgette / Copyright (C) 2006 Frantisek Hliva. All rights reserved."