Larkin street youth services board member onboarding and leadership development
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Larkin Street Youth Services Board Member Onboarding and Leadership Development. 2010 Board Assessment Results : Thematic Overview. Engage. Involve. Sustain. Fewer reports and more discussion at meetings More insight into EC deliberations

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Larkin street youth services board member onboarding and leadership development

Larkin Street Youth ServicesBoard Member Onboarding and Leadership Development


2010 Board Assessment Results:

Thematic Overview

Engage

Involve

Sustain

Fewer reports and more discussion at meetings

More insight into EC deliberations

Increased dialogue on potential new opportunities

Allow for/encourage more dissention

Improve on-boarding of new members

Increase/broaden Board participation

Reach out to members that are less involved

Provide more opportunities for exposure to day-to-day operations

Broaden Board diversity

Develop next generation of Board leadership

Clarify risk management practices/reporting


Skills mix planning overview
Skills Mix Planning - Overview

Past Process

  • Limited transparency into desired vs. existing skills

    • Little transparency into who will be leaving the board in coming years and how that will affect the board’s skills composition

    • Limited ability to focus on specific skills needed when looking for new candidates

  • Unclear ownership of this responsibility

Future Process

  • Board memberinformationmanaged through an Excel tool that visually shows:

    • Gap analysis: Desired skills mix vs. current skills mix

    • Attrition impact: Board skills mix in future years as members roll off

  • Owned by Board Development Committee Chair

  • Supported by senior staff administration

  • Skills mix targets determined by Executive Committee annually





Onboarding overview
Onboarding - Overview

Past Process

  • Generally informal

  • Dependent on initiative of board buddy

  • No systematic process to determine if new members feel engaged, connected, and well integrated

Future Process

  • New members are still assigned a Board Buddy

  • Board Buddies are given clearer direction regarding their role and responsibility

  • Board Development Committee member(s) assigned responsibility to

    • make sure that new members are engaged

    • assure that the Board Buddy is fulfilling their responsibility


Onboarding new member onboarding template
Onboarding - New Member Onboarding Template

Purpose

  • Creates a consistent onboarding experience

  • Provides guidance to the Board Buddy on their role

  • Incorporates a periodic check in by the Board Development Committee


Board Member Engagement

  • Goal: Assure that the talents and interests of Board members are benefiting the Agency as fully as possible

  • Ongoing informal dialogue between Board Chair/EC and individual Board members, with at least one annual check-in

    • How has your experience on the Board, and on the committees or events that you participate in, been this year?

    • What has been particularly helpful in facilitating your involvement? Have there been any impediments?

    • Has your ability to contribute your time to the Agency changed?

    • Are there additional ways that you think your skills could help the Board/Agency?


Leadership development
Leadership Development

Purpose

  • Intended as a tool for the Board Chair and EC in guiding future leaders

  • NOT intended as a set of prerequisites or requirements

  • Facilitate identification of gaps in prospective leaders’ experiences vs. potentially desirable breadth of skills

Sample Screen

Shot


Leadership Path: Board Chair

  • Board Experience

    • Experience chairing at least two committees

    • At least two years on executive committee

    • At least one year on finance committee

    • At least 6 years total experience on the board

      Leadership Ability

    • Displays strong leadership skills

    • Takes initiative when issues arise

    • Universally respected by board members

    • Fair and apolitical

    • Ability to identify and cultivate future leaders

Skills

  • Strong fundraising record

  • Familiarity with/ability to cultivate major donors

  • Productive relationship with executive management of agency

  • Engagement

  • High level of engagement

  • Displays interest in pursuing increasing levels of leadership on the board

    Performance

  • Consistently meets personalcommitments

  • Committees led by candidate consistently meet committee goals


Leadership Path: Executive Committee

  • Board Experience

    • Experience chairing at least one committee

    • At least 3 years total experience on the board

      Leadership Ability

    • Displays strong leadership skills

    • Takes initiative when issues arise

    • Universally respected by board members

    • Fair and apolitical

    • Ability to identify and cultivate future leaders

  • Skills

  • Strong fundraising record

  • Familiarity with/ability to cultivate major donors

  • Productive relationship with executive management of agency

  • Engagement

  • High level of engagement

  • Displays interest in pursuing increasing levels of leadership on the board

    Performance

  • Consistently meets personal commitments

  • Committees led by candidate consistently meet committee goals


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