That doesn't erase the fact that board training is important to organizational health. Board training covers a broad scope of topics, from basic govenance functions such as writing policies and bylaws, to skills and knowledge such as budgeting and finances, or to workshops and conferences related to the agency's mission and services. Boards may also benefit from training on more generative, resource-based functions, such as grant writing, fundraising, and resource acquisition.
It is up to the the CEO and/or the board to seek out opportunities that best fit the board's development needs. Considering the aforementioned common reactions to training in any sector, our class brainstormed a list of ideas for motivating board members to participate in training:
- Assessments - conducting needs and gap analyses and/or having the board take a self-assessment can generate data on skill/knowledge gaps that may be more convincing and motivating to the board.
- Consultants - bring in an outside expert/consultant to assess the board's development needs and offer training. Although more costly, is sometimes more readily accepted.
- Incentives - Is there a better motivator?
- Experiential learning - send board members to visit other high-functioning boards and/or similar agencies and programs.
- Mentoring - match new board members with current board members with at least a year of service.
How have you motivated your board to participate in training and development?
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