I'll leave the organization name and location out of this quick story but tell me if you can relate.

John had been a board member of the local nonprofit serving his community for over a year, but during board meetings, he would often remain silent and disengaged. He rarely contributed to discussions, and when he did, he seemed uninterested and distracted.

During one board meeting, I noticed that John was staring out the window and checking his phone throughout the meeting. When it was time for him to provide feedback on a critical issue, he was unprepared and disengaged, unable to give much of an opinion, let alone a recommendation.

I knew John's lack of engagement was detrimental to the board's productivity, the organization's mission, and John himself. He wasn't getting anything out of his board commitment, either. So after the meeting, I asked to speak with him one-on-one. 

During their conversation, I expressed concern about John's lack of engagement and asked for feedback on improving the board's productivity, not just his own. John acknowledged his disengagement and admitted that he struggled to find a meaningful way to contribute to the organization.

After listening to a few more of his concerns, here's what I did:

• I gave him a clear description of the board member's roles and responsibilities and suggested areas where he could contribute more actively.

• I encouraged him to participate in the organization's events and connect with a few of our donors to understand their passion for the organization better and why it matters so much to them. 

• I also asked him to attend every board meeting monthly with at least one new idea to share or topic to lead. 

This approach didn't solve all my board engagement problems, but it did help put us on a better path. 

Many nonprofit organizations need help with disengaged board members like John. Whether this lack of board engagement results from recruiting the wrong board members, having board members that serve on multiple boards (and therefore are stretched too thin), or directly reflects on the nonprofit organization itself (rarely), there are options for improving engagement. 

Before we get any further, let's talk about what board engagement really means:

In the context of a nonprofit board, board engagement refers to the level of involvement and commitment that board members have to the organization's mission, vision, and strategic objectives. Engaged board members are committed to advancing the organization's mission and actively participate in board meetings, decision-making processes, and organizational activities.

Board engagement includes several key elements, such as:

1. Active participation in board meetings and decision-making processes

2. A willingness to take on leadership roles and responsibilities

3. Commitment to the organization's mission and vision

4. A proactive approach to fundraising and donor stewardship

5. A dedication to the organization's values and culture

6. A willingness to learn and grow as a board member

7. A commitment to diversity, equity, and inclusion.

Engaged board members bring a wealth of expertise and experience to the organization and play a critical role in advancing its mission. They provide strategic guidance, ensure financial stability, and help build strong relationships with donors, stakeholders, and the broader community.

So, are your board members engaged? 

If not, let's look at seven reasons why nonprofit board members may not be engaging with you and ways to improve their engagement.

Lack of clarity in roles and responsibilities

Board members may not be engaged if they are unclear about their roles and responsibilities. It is ultimately the responsibility of the Executive Director to ensure that each board member has a clear understanding of their role and what you expect of them. You can begin by providing a job description, outlining the specific tasks and expectations, leading a robust board member orientation process, providing a thorough board member welcome guide, and ongoing training by the greater board membership. 

Hold regular orientation and training sessions to improve engagement further to ensure board members are familiar with their roles and responsibilities. It is essential to review these periodically to ensure that they remain relevant and meaningful. For a new board member to move from awareness of your nonprofit to being fully engaged, they must have the information to understand your expectations and meet them fully. Involve others in the process, too - your staff, fellow board members, the executive committee, and even a volunteer. 

Ineffective communication

Poor communication can lead to disengagement. Board members need to know what is happening in the organization and receive regular updates on progress and challenges. If communication is ineffective, board members may feel disconnected and uninvolved.

Sometimes this starts with the Executive Director Board Report, but it goes deeper than that. Establish clear communication channels and regularly update board members on the organization's progress. Encourage board members to ask questions or provide feedback on complex topics like your policies, procedures, and long-term planning goals. Where possible, tailor your communication channels to the board member's preferred channel.

For example, if your board members are not reading your emails, try sending shorter text messages instead. Using a board portal on your website is also a great way to link all the necessary documents in one place without them getting lost in multiple emails. 

Just like you have to find your staff's preferred learning styles, the same approach works well for your board of directors. 

Lack of enthusiasm and passion

Board members who lack enthusiasm and passion for the organization's mission are unlikely to become engaged board members. For board members who have been around a while, remind them of why they joined in the first place. Celebrate their board member anniversary date, drop a note in the mail from a program participant that demonstrates the organization's impact, or ask them to join you at a high-level donor event where the organization's impact will be front and center. 

Failure to establish a culture of engagement

Creating a culture of engagement that values collaboration, open communication, and participation is essential to improving overall board member engagement. For example, if your nonprofit has traditionally limited board member feedback or ignored the advice or counsel of board members, it's unlikely that new board members will suddenly feel inspired to contribute in meaningful ways. Likewise, if as the Executive Director you are prone to asking for help and then moving forward to "do it yourself," you've already sent a message that you don't actually value engagement at all. 

Take an honest look at your organization's culture and ask yourself if it promotes engagement. Using a board assessment tool in your strategic planning sessions or at any board meeting can also help. 

Lack of appreciation and recognition

Board members who do not feel appreciated are less likely to be engaged and committed to the organization's mission. Let's be honest - those board members who regularly do it all and never expect anything in return are getting rather rare.

For the most part, board members expect you to recognize them for their work, and they want that work to reflect positively on their employer or organization. In many ways, it's a game (that's a whole other post), but it doesn't have to be a negative experience for the Executive Director. 

There are some relatively easy ways to show board members how much you value their commitment of both time and money. Beyond the standard board member gifts, consider these five recognition ideas:

• Acknowledge the board member's accomplishments publicly, such as in your annual report, newsletter, social media, or website.

• Consider giving them an award or appreciation certificate to show their efforts are valued and celebrated.

• Ask a fellow board member to call them directly and thank them for their work - often, peer recognition is more meaningful.

• Write a personal note or letter to the board member thanking them for their contributions. Be specific about what they have achieved and how it has helped the organization. 

• Use a section of your Executive Director Board Report to shout out board members who have gone above and beyond since the last meeting. 

Inadequate training and development

Board members may not be fully engaged if they do not have the necessary skills and knowledge to be effective. Your board members may feel unprepared and uncertain about their role without adequate training and development opportunities.

I can't overstate this enough - you must train your board members. And sometimes, you have to untrain your board members. In some cases, you may have inherited a board of directors that is different from what you actually need. Or perhaps you were in a pinch for board members at some point and brought a new board member in who wasn't a great fit. It happens. 

Regardless of how the board member came to you, it's now your job to ensure they know what you expect from them and to hold them accountable. For example, telling your board at the meeting that you need them to promote the upcoming fundraising campaign will not work. 

What does promote mean? Can they tell a spouse and call it done? Can they mention it on the golf course and expect a pat on the back for promoting the effort? You'll need to be specific if you expect an individual board member to take your organization's mission, translate that into something your ideal audience can relate to, and then make a fundraising ask on your behalf. 

Give them a script. Provide concrete examples of what they can say and who to approach. Let them know you expect each of them to talk to at least five family members, friends, colleagues, or community contacts on your behalf. Most importantly, make it clear that you'll follow up at the next board meeting and ask for an update. And then ask!

Board service is about doing - not being - so make it count. Nonprofit boards expect you to lead them in the right direction, and a nonprofit leader will show them how to do the job well while giving them the support and guidance they need. 

To improve engagement:

1. Provide regular training and development opportunities for board members.

2. Offer training on topics such as fundraising, governance, and leadership development.

3. Provide opportunities for board members to attend conferences and workshops to develop their skills and knowledge.

Related Article: How to get your board to help you fundraise for sponsorships

Lack of diversity and inclusivity

A lack of diversity and inclusivity can lead to disengagement among board members. In addition, if the board is not representative of the community it serves, it may be challenging to engage all members fully.

To improve engagement:

1. Prioritize diversity and inclusivity on the board.

2. Ensure that board members represent a diverse range of backgrounds, experiences, and perspectives.

3. Encourage open and honest dialogue about issues of diversity and inclusivity, and seek input and feedback from all board members.

This is another place where your board inventory assessment (find this inside the Nonprofit Template Library) and board assessment tools can really help nonprofit directors understand who is missing on the board and how to find them. 

Better board engagement starts with better board recruitment

It might sound obvious, but you current unengaged board member - they were once a prospective board member. And if you recruited them by using any of the "it's a small commitment" or "we just need you one hour a month" jargon that many nonprofits throw around, you got exactly what you recruited. 

I don't say this to be harsh - I know it's a struggle to recruit talented, skilled, engaged board members. But don't be surprised when you take shortcuts up front and find yourself in the cycle of "why aren't they helping" over and over again. 

I've already written a pretty lengthy article on board recruitment, so you can read that here. But in short, better board engagement starts at day one with recruiting the right board members for your goals and then having a process in place to train those board members through a robust board orientation and welcome guide. 

Tell me about your board engagement struggles and how I can help in the comments below. 

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