1. Sourcing and Securing the Very Best Board This is how we roll! North Dakota EMS Association June 6-7, 2016

2. Talented People Can Be Found

3. Introduction “You are one of the top leaders in our community – We DON’T want you on our board!” Changing the paradigm of how boards identify board prospects will build the caliber of board membership How the “ask” is made can fundamentally change the commitment and quality of individual board service

4. Step 1 – Know Your Collective Strengths Assign leadership within the board to manage board quality Structure systems for (at least annual) full board assessment Report findings without edits Implement resources to build on the strengths of the board while addressing the soft spots Keep the spotlight on the quality of the board’s work

5. Executive Committee Key Responsibilities Board Leadership Liaison to the ED Leadership of Strategic Planning Recruitment, Selection and Evaluation of the ED Crisis Management Grievance Process Membership: . EFFinance Committee Key Responsibilities Investment Strategy Financial Records Management Budget Development Asset Management Fiscal Oversight Audie Federal 990 Compliance Board Education on Finance Issues Membership: , Chair . Governance Committee Key Responsibilities Board Roles and Responsibilities Board Recruitment and Nominations Succession Planning Board Policy and Procedure Board Orientation Board Education Bylaws Revision Board Member Recognition Board Member Standards of Behavior Membership: , Chair . Sample Board Organizational Chart Marketing, Public Relations and Development Committee Key Responsibilities – Fund Development Fund Development Planning Fund Development Policy Evaluation of Regular and Major Giving Capital Campaign Planning and Execution Fund Development Marketing, Communications, and Recognition Key Responsibilities – Marketing and Public Relations Oversight of Marketing Message Oversight of Web Site Content and Message Branding and Positioning Consultation Membership: , Chair .  Community Members (optional) DRAFT PROPOSED- 2012 Program Committee Key Responsibilities Staff Salary Review and Planning Personnel Policy Oversight Hiring Oversight Program Development Planning Program Evaluation Grants Planning and Oversight Master Facilities Planning Membership: , Chair .  Community Members (optional)

6. Assess the Current Membership

7. Step 2 – Know Strengths of Individual Members Make individual board self-assessment part of the board assessment practices Create opportunities for individual members to declare their interests, strengths, and goals for their work Consider the desired members who could round out the team –Knowledge –Skills –Experiences –Personal characteristics –Temperament –Availability/Engagement with mission –Connections

8. Things to Assess Age Gender Race/Ethnicity Resources Community Connections Qualities Personal Style Areas of Expertise

10. Step 3 – Know Where Your Organization is Going Direction of the organization will drive the structure of the board Strong clear declaration of mission, vision, values, and strategic direction ease the task of retention and recruitment Board members require a dose of the passion and meaningful work to contribute to their maximum potential

11. Program/ Quality BrandSustainability Circle 1 – Program Delivery and Quality – Understanding what your organization stands for and delivers as its core mission Circle 2 – Brand – Understanding what your organization is known for and can uniquely contribute to the people it touches, better than any organization on the planet. Circle 3 – Sustainability – The capacity to gather diverse resources to continue delivery of the work. A Healthy Nonprofit with Balanced Structure

12. Program/ Quality Brand Sustainability Circle 1 – – Program Delivery and Quality – Understanding what your organization and delivers as its core mission Circle 2 – Brand – Understanding what your organization is known for and can uniquely contribute to the people it touches, better than any organization on the planet. Circle 3 – Sustainability – The capacity to gather diverse resources to continue delivery of the work. A Look at the Brookings Humane Society

13. Sustainability Time – the ability to attract people (both staff and volunteers) to build success Money – sustaining sufficient cash flow to support operations and pursue mission Deep Relationships – cultivating a deep well of emotional goodwill and mindshare of potential supporters

14. Know What You’re Looking For

15. Step 4 – Write Your Profile Based on the needs of the organization and its direction: Knowledge Skills Experiences Personal characteristics Temperament Availability/Engagement with mission Potential for leadership Connections

16. Step 5 – Identify “Influencers” Seek long-time veterans for your cause Seek top-level leaders in the areas of profile knowledge needed Look for influencers who already have a connection to you – if possible Look for influencers with a history of community engagement and contribution Declare that you are seeking their counsel in organizational leadership

17. Have a Plan

18. Step 6 – Make the Ask Be declarative up front – you don’t want them! Using your profile as a guide – seek their counsel regarding someone in their “shop” who is a “rising star”. Seek names of someone for whom board service would be beneficial in building overall leadership skills and community engagement experiences Be considerate of the entire profile of desired characteristics Make NO promises

19. Look for Fit

20. Step 7 – Verify the Fit and Reputation Using the short list provided by the influencers, meet with potential recommended candidates Be true to the profile Be thorough Seek counsel of board members and others to determine suitability for engagement in leadership

21. Step 8 – Bring New Members On Cultivate potential members Secure their engagement Implement a strong orientation process for board service Assess to determine a baseline of board skills new members will need Assess interests and hopes for experiences as part of board service

22. Step 9 – Thank and Engage Influencers Thank the influencers for bringing candidates forward Encourage influencers to feed back information regarding the board service of individuals they have recommended Encourage new board members to thank the leaders who have recommended them for board service

23. Target Your Work

24. “Nothing would get done at all if a man waited until he could do something so well that no one could find fault with it.” John Henry Cardinal Newman

25. Tools Board Profile Tool Board Profile Summary Chart Board Organizational Chart Board Member Job Description Board Orientation Others To get these – send request to: margaret@sumptionandwyland.com

26. Thank You! 818 S. Hawthorne Avenue Sioux Falls, South Dakota 57104-4537 (605) 336-0244 or (888) 4-SUMPTION www.sumptionandwyland.com