Last week, ASI hosted a transformative webinar as part of our “From the Ground Up” series. Sean Crawford, MBA, a seasoned nonprofit fundraiser, strategist, and freelance musician, delivered a presentation titled “Board Building 101.” His insights provided actionable strategies for creating a diverse and effective board. Here are the top five takeaways from his session.

  • Recruitment is a Cycle: This cycle ensures that board recruitment, especially diverse board recruitment, starts with getting the right people who feel engaged and valued from the early phases.

    • Identify: Ask yourself and your team “what do we need to accomplish”
    • Cultivate: Build relationships with potential board members
    • Recruit: Officially invite them to join the board
    • Engage: Orient, involve, and educate new members
    • Revitalize: Evaluate their contributions, rotate roles if necessary, and celebrate their achievements

  • Orientation Matters:

    • Preboarding: Once a new member is accepted, send a comprehensive board packet including budget, bios, pictures, and audited financials. Arrange a pre-board meeting for a personal touch. You want a new member to feel like they can contribute something from the very first meeting.
    • Onboarding: Implement a mentorship program to guide new members. Discuss how they prefer to be recognized for their contributions.
    • Cultivation: Align the new member’s skills with the appropriate tasks to ensure they are both challenged and engaged.

  • Inclusive Recruitment:

    Seek out candidates from diverse backgrounds by tapping into professional networks, affinity groups, and corporate ERGs. Ensure your job postings signal a culture of inclusion and clearly state the skills needed over degrees or agentic language.

  • Structured Interviews:

    Prepare candidates with questions in advance and involve the Executive Director and committee members in the process. Look beyond charisma to find candidates with the necessary skills.

  • Bias-Free Selection:

    Use a rated evaluation system during interviews to minimize unconscious bias. The selection process should involve a committee, with the Executive Director having veto power.

Meet the Presenter

Sean Crawford, MBA is nonprofit fundraiser, strategist and freelance musician living in the Buffalo-Niagara region. His approach to nonprofit success is simple, solid businesses stand on solid foundations. He encourages clients to look below the surface to uncover the roots of organizational shortcomings and design strategies for long-term growth and stability. If away from his desk, he’s spending time with Walter (his Great Dane), his partner David, or performing live around town. Sean is a BoardSource Certified Consultant with a focus on fundraising, governance and DEI recruitment strategies.