How to Recruit the Right Board Members for Your Organization
A collaboration with John Dinkel & Ann Quinn
A strong board is more than just a collection of experienced professionals—it’s a dynamic group of leaders who are engaged, accountable, and committed to the organization’s mission. But finding the right people, setting expectations, and keeping board members actively involved is no small task.
In a recent conversation, Ann Quinn and I discussed what makes a board successful, the challenges that come with governance, and how leaders can build a high-performing board. Drawing from our own experiences, we explored everything from recruitment to engagement and accountability.
Recruiting the Right Board Members
Recruitment is the foundation of board success. The best board members aren’t just those with impressive titles or industry connections—they are the ones who truly believe in the mission of the organization.
"If someone doesn’t feel personally connected to the work we’re doing, they’re never going to be an engaged board member," Ann pointed out. Passion drives participation, and participation is what makes a board effective.
That’s why an intentional recruitment strategy is so important. Instead of filling seats with whoever is available, strong boards take a strategic approach. They assess what skills, experiences, and perspectives are missing, and they actively seek out individuals who can fill those gaps. A board matrix—a tool that outlines the skills, competencies and networks of the current board—can be incredibly useful in identifying where new talent is needed.
Experience matters, but it’s not the only factor. Many organizations focus solely on recruiting individuals who have served on boards before. While prior board experience is valuable, Ann and I agree that willingness to engage is just as crucial.
"I’d rather have someone who’s brand new to board service but eager to contribute than a tenured board member who sits on five different boards and never has time for ours," Ann said.
It’s also helpful to engage current board members in the recruitment process. Asking them to cultivate a list of potential candidates from their professional networks can yield high-quality prospects who are already familiar with the organization’s work.
Balancing Collegiality and Accountability
One of the trickiest aspects of board leadership is creating a culture that is both collaborative and accountable. Boards need to foster a sense of teamwork, but they also need to ensure that every member is contributing.
"The friendliest boards aren’t always the most effective," Ann noted. "I’ve seen plenty of boards where everyone gets along, but no one is holding each other accountable. That’s when things start to slip."
Accountability starts at the top. The board chair plays a critical role in setting expectations and reinforcing them. Without clear leadership, board culture can drift into a space where underperformance is tolerated simply to avoid conflict.
Having one-on-one conversations with disengaged board members can be an effective way to reset expectations. A direct but constructive discussion can help determine whether someone is truly committed or if they need to step aside.
Long-tenured board members can also pose challenges. When a board has members who have been involved for years, changing expectations can be difficult. "I’ve worked with boards where long-time members resisted new ideas simply because ‘this is the way we’ve always done it,’" Ann shared. "That’s where leadership needs to step in and guide the board toward growth."
Keeping Board Members Engaged
Recruiting the right people is only the beginning. Keeping board members engaged over the long term is where many organizations struggle.
One strategy that has worked well is regular education and updates. Instead of assuming board members will stay informed on their own, successful boards make it easy by providing updates, industry insights, and structured learning opportunities.
"Board service isn’t just about showing up to meetings," Ann said. "It’s about being an advocate for the organization in between those meetings."
One way to encourage this is by making it easy for board members to spread the word. Providing them with pre-written social media posts, talking points, or email templates can remove the friction of engagement.
Team-building activities can also help strengthen board cohesion. When board members have opportunities to connect outside of formal meetings, they develop stronger relationships, which in turn leads to better collaboration.
"You can’t expect board members to hold each other accountable if they barely know each other," Ann pointed out. "Creating opportunities for connection makes those difficult conversations easier when they need to happen."
Holding Board Members Accountable
Of course, not every board member will be equally engaged. Some will be hesitant to take on responsibilities, and others may even cause issues. Addressing these challenges early is key.
One of the most common issues we’ve both seen is board members who are reluctant to use their platforms to promote the organization. Many fear that, as board members, their professional reputation is on the line.
"I had a board member tell me once, ‘I’m hesitant to post about this on social media because it feels like my name is attached in a different way than when I just support an organization,’" Ann recalled.
The solution? Set clear guidelines. When board members understand what’s expected of them, they are more likely to participate. A simple roles and responsibilities document that outlines what’s required—whether it’s fundraising, event attendance, or advocacy—can make expectations clear from the start.
If a board member isn’t contributing, leadership needs to take action. It’s always best to start with a conversation, but if the issue persists, it may be necessary to ask whether that person is the right fit for the board.
"It’s not personal—it’s about what’s best for the organization," Ann said. "And sometimes that means having tough conversations."
The Future of Board Leadership
As boards continue to evolve, one thing is clear: the best boards are those that embrace professionalism, structure, and accountability.
The days of casual, unstructured board service are behind us. Strong boards are intentional in their recruitment, clear in their expectations, and proactive in their engagement. They build relationships not just among themselves, but with the broader business community, ensuring they have the right leaders in place to move the organization forward.
"A high-performing board doesn’t happen by accident," Ann said. "It takes effort, strategy, and a willingness to hold each other to a higher standard."
From recruitment to engagement and accountability, there’s always room for growth. If you’re involved in board leadership and looking to build a stronger team, we’d love to continue the conversation. What challenges have you faced with your board? What strategies have worked for you?
Partner with Dinkel Business Development, LLC Today
If you want to learn more about how we can help you develop a metric-driven business development plan to reach the corporate community, high net worth individuals and more plus tackling your board recruitment and engagement challenges, please call us at 443-226-0163 or reach us via email at john@dinkelbd.com to get started.
If you want to learn how to enhance your board governance and engagement, please call Ann Quinn at 410-458-2600 or via email at ann@quinnstrategygroup.com. Ann Quinn is Founder and CEO of Quinn Strategy Group.
