What to Ask Prospective Board Members
An initial interview with a prospective boardmember is critical to seeing if the individual willbe a good match, but what exactly should bediscussed? Here a few questions to consider:
1. What do you know about ourorganization? Use this as anopportunity to briefly share your mission,vision and major initiatives.
2. What interests you about our missionand the work we do?
3. What motivates you as a volunteerboard member? Which boards you’veserved on gave you the greatestopportunities to contribute, which didn’t,and why?
4. Do you have any particular goals oraspirations for your work on this board? (It’s not essential for a candidate to havegoals in mind, but look for an answerthat conveys enthusiasm but notzealotry for a narrow constituency.)
5. How much time could you give us? (Becandid about how much time isrequired.) What are your othervolunteer and professionalcommitments?)
6. What are your expectations ofmanagement? (Does the individualunderstand the difference betweengovernance and management? Is his orher understanding consistent with your
board’s desired board-CEO relationshipand culture?)
7. Would you feel comfortable advocatingfor our organization with community,political or business leaders you know?
8. Do you have any conflicts of interestthat might be viewed as limiting yourobjectivity as a board member?
9. Would you be willing to participate inboard orientation and education? (Describe your board’s requirements.) Are you willing and able to attend socialand community events with other boardmembers?
10. Would you be willing to make aphilanthropic contribution to theorganization? (Describe the
expectations, whether it’s a suggesteddollar amount or simply giving withinone’s self-determined means.)
11. Would you be willing to participate in theself evaluation of the board, including an
evaluation of your performance as anindividual? (Describe your board’sevaluation process.)
12. Based on our conversation today, if wehave a vacancy on the board and ourGovernance Committee believes youare a good fit, how interested would yoube in serving? If not, why – and couldyou recommend anyone else we shouldtalk with?
Every interview will be different,of course, and can’t follow a rotepattern. However, by having
specific question prepared, you’llincrease the chances thechances of interesting goodcandidates and assessing howwell they fit the board’s selectioncriteria and desiredcompetencies.
Barry S. Bader
Publisher, Great Boards