Understanding the many faces of poverty

by Anne Marie Burgoyne, Managing Director of Social Innovation

Board chairs often ask me what I think are the best practices of high performing boards. The list below is not exhaustive, but includes some practices that I find help to make boards work stronger and more effective.

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When people know what is expected of them they are much more likely to deliver value — or to acknowledge that a role is not the right one for them, and to not step up at all (which can be a good thing). Board member job descriptions could include expectations around meeting attendance and preparation, committee participation, financial giving, community outreach, event volunteering, and support of non-profit team members in fund development activity. Expectations could be the same for every person, or quite different for people of different skills or means. And expectations could include functions that are very much in the “governance” arena and require clear levels of engagement and focus, and others that are much more in the “volunteer” arena and are more at the discretion and pleasure of the staff, though valuable in their own right. But the key here is honest conversation, clear communications and transparent
expectation setting so that everyone can see the path to successful participation that moves the organization forward.

I believe that every form of funding is valid and, without a doubt, a long-term direct  investment could provide exponential growth in the third sector.

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When people know what is expected of them they are much more likely to deliver value — or to acknowledge that a role is not the right one for them, and to not step up at all (which can be a good thing). Board member job descriptions could include expectations around meeting attendance and preparation, committee participation, financial giving, community outreach, event volunteering, and support of non-profit team members in fund development activity. Expectations could be the same for every person, or quite different for people of different skills or means. And expectations could include functions that are very much in the “governance” arena and require clear levels of engagement and focus, and others that are much more in the “volunteer” arena and are more at the discretion and pleasure of the staff, though valuable in their own right. But the key here is honest conversation, clear communications and transparent expectation setting so that everyone can see the path to successful participation that moves the
organization forward.

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12 October 2020
We seek to build a culture that transforms human lives, a culture of solidarity.

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