The chatter about how difficult it is to recruit "good" board members is pretty constant. The range of "needs" appears wide as boards try fundamentally to ensure that the by-law specified minimum number of members is in-place and subsequently, that the minimum number needed to reach a meeting quorum shows. And of course, there's the task of board members getting outside their comfort zone and own network to ensure that the voices of those served is seated. And finally, once the numbers are satisfied, there's the task of ensuring full participation, however that is defined.
A Governing Magazine article on the goal of finding "good cops" stopped me in my tracks in considering just how board recruitment and enhanced selection processes could better enhance bringing-in members who could best do the job of governing. Now I do want to acknowledge that the job of a board member is way different than that of a police officer. That said, there are some surprising traits required. As the article noted,
“Most of our screening tools weed out," says Beth Sanders, an associate professor at Bowling Green University who has spent 20 years studying police recruitment and 10 years looking at what it takes to be a so-called good cop. "We don’t use anything that weeds in."
Instead, rather than focusing on "reading comprehension, writing and arithmetic -- cognitive skills" the focus will be on assessing "interpersonal skills and decision-making". In Baltimore, based on months of surveys and interviews about the top qualities cops should have the conclusion: Interpersonal skills, honesty and commitment to service.
Uh, and are not these the same qualities we should consider for board membership: decision-making, interpersonal skills, honesty and commitment to service/mission?
Nonprofit board governance committees, please take note.