This is the fourth blog in a series focusing on creating informative, impactful, and welcoming processes for nonprofit board member recruitment, engagement and development.
The role of nonprofit boards needs to continually evolve. While many organizations start with hands-on, operational boards, as the organization grows a shift to governance-focused leadership becomes valuable.
This shift ensures better long-term strategic oversight, financial responsibility, mission alignment and the opportunity to build a strong leadership team. This in turn can better support the organization and sustain it as it moves into the future. But making the change isn’t always easy.
Here are some strategies to help your organization navigate this transition.
Operations vs. Governance: What’s the Difference?
Boards often begin as working groups, stepping in where needed to fulfill the organization’s mission and operations. However, as organizations expand, this structure can become a bottleneck to further growth and sustainability. Governance boards focus on:
- Strategic direction – setting long-term priorities and vision
- Oversight – ensuring financial and legal responsibility
- Risk management – addressing challenges proactively
- Resource allocation – ensuring sustainable growth
- Organizational leadership – building a strong leadership team
A governance board does not run daily operations; it guides and supports those who do.
Board Styles
There’s no one-size-fits-all model. Different board types exist depending on an organization’s stage, structure and needs. The three common styles are:
- Operational/Working Boards – hands-on involvement with programs, often in smaller nonprofits
- Management Boards – directly oversee staff and operations but delegate some responsibility
- Governance Boards – focus on strategy, policy, and oversight while empowering leadership teams
Overcoming Resistance to Change
Shifting to a governance model can be met with hesitation. Board members may feel disconnected or worry about losing influence. To ease the transition:
- Clarify roles and expectations – ensure members understand governance responsibilities
- Provide training – equip board members with skills and knowledge
- Update policies and bylaws – reflect the governance model in written guidelines
- Encourage engagement – use committees and action-oriented board meetings to keep board members active in key areas
The Role of Strong Leadership
A high-performing board depends on its leadership. Great board members:
- Serve as ambassadors for the organization
- Focus on listening and learning rather than micromanaging
- Balance trust and oversight when working with executive leadership
- Ask thoughtful questions that drive strategic thinking
Additionally, ensuring a smooth onboarding process, fostering mentorship, and prioritizing ongoing development are critical to strengthen board performance.
Engagement Beyond Hierarchy
Good governance doesn’t mean disengagement. Effective boards remain actively engaged through:
- Committees – Allowing members to work on specific projects, roll up their sleeves and get into the action.
- Action-oriented board meetings – Board meetings should go beyond just reviewing reports; they should include an agenda, clear tasks and responsibilities. When board members leave meetings with a sense of ownership and specific actions to take, they stay engaged and productive.
- Collaboration with staff – Encouraging participation beyond formal meetings via committees, social and learning events and other creative methods assures a more level playing field that is still respectful of the board/management/staff relationship.
- Transparent communication – Both within the board, between board members, and also between the board and leadership by fostering an honest and open board / senior management collaborative partnership.
Key Takeaways
- All boards must govern – Even small working boards need to provide strategic oversight.
- Clear communication is critical – Well-defined roles and lines of communication prevent confusion.
- Transitioning takes time – Creating buy-in and then providing education and support ensures success. And check in regularly to see how the shift is going.
- Strong boards build strong organizations – Building a board culture of respect, honesty, clear communication and Investing in board governance training pays off.
What’s Next?
If your board is ready to move toward a governance model, start with small steps:
- Assess where your board currently stands
- Identify training needs
- Review and update board policies and bylaws if needed
- Foster a culture of strategic thinking and clear communication
- Roll out your formal plan! And check in regularly with those affected by this shift
Shifting to a governance board isn’t just an administrative change—it’s a transformation that can lead to greater impact and sustainability.
P.S. If you think it’s valuable, feel free to share this with others who might find it useful. Let’s help more boards thrive.
Stay tuned for next month with the continuation of the board brilliance series and more good stuff to better your board and organization.
Frank
