by Randall CraigFiled in: Associations, Blog, Insight, Make It Happen Tipsheet, StrategyTagged as: Governance, Onboarding, Planning, Strategy
Have you ever considered why some boards (or senior management teams) are more effective than others? While the usual reasons may include individual skills and knowledge, attitude, strong staff support, and infrastructure, one of the most powerful drivers of board performance – and also one of the most overlooked – is the onboarding process.
Consider: how is it possible to get exceptional performance when a new board member shows up at the first meeting after having – at best – a short conversation with the chair, and a quick review of the meeting’s agenda and materials? While an orientation meeting is better than nothing, the board member still will not hit the ground running.
If a high performance board is what is required, then so is an investment in time to make sure that this happens. Consider the following onboarding process:
When should all of this work happen? Clearly it takes time, so if the goal is to have a high-performance board right from the get-go, the real work must begin 2-3 months before the mandate even starts.
This list is just as applicable to any team: a management group, a workplace taskforce, or a volunteer committee. This week, consider the next group you will be leading: have you thought through each of these points? And if you are an individual joining a new group and the leader doesn’t have a formal onboarding process, what can you do to walk yourself through each step? Your success – and the organization’s – is determined as much before you start than on day one.
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