The Below 40 Board Member

27Oct09

I’ve been asked to participate in a panel discussion about attracting and engaging the “40 below” board member and volunteer, and I thought this would be the best place to gather my thoughts.  I have a lot of them on this subject.

First, let’s try to avoid generational stereotypes as much as possible in this conversation.  I’m not entirely innocent from this, but it is something I am conscious of.  Second, recruiting anyone for anything solely because of their age is wrong.  Having a token board member for any reason—their age, race, gender, profession—is also wrong.

If its decided that having some “young blood” on your Board would bring in fresh ideas, rejuvenate current leadership, and challenge the status quo, great.  But keep in mind that not all young minds can do that, and there are probably a number of 60-year-olds out there that can.

That being said, I wholeheartedly support the idea of having passionate, driven, connected people on Boards—no matter their age.  So here’s the breakdown of getting some one like that who just happens to be below 40:

Recruitment
Recruit a 40-below board member the same way you would recruit a 40-above board member:  use your existing connections to find and meet some one who would be a good fit for the organization.  To build a relationship with that person, start small.  Get them acquainted with the organization, its mission and its people by inviting them to help out at an event or join a committee.  Actually listen to what they have to say about their experience.  Explore their passions.  Consider their skills and connections.

When making the ask, clearly outline the organization’s expectations.  Is there a required financial contribution?  Is there an attendance policy?  Will they be asked to call donors or speak publicly on behalf of the organization?  Then find out their expectations of the organization and board membership, what they’d like to see happen, and how they envision their involvement.  (See my last post on creating mutually beneficial relationships.)

Retention
Do not, do not, do not treat a below 40 board member as the token “young” person.  Don’t use the word “young.”  Don’t ask them to be a spokesperson for their entire generation.  Don’t just act like you value their contribution—actually value it.  Treat their thoughts, questions, concerns, time and money as equal to anyone else’s.

Recognition
The best way to recognize anyone effectively is to ask them how they like to be recognized.  Age isn’t the only factor in considering how some one should be thanked.  It’s obvious and a little weird, but asking some one “How do you like to be recognized?” is important, particularly if they don’t like public thank-you’s or accepting gifts.  Some board members would get a kick out of being photographed for marketing materials.  Others just want a hand-written thank you letter from the ED every year.  Better an appreciative volunteer than an embarrassed one.

I love that organizations are starting to recognize the value in having volunteers of all ages involved on a board level, including those 40 and below.  Young people have the passion and ability to make meaningful contributions to their communities, and the organization that taps into that resource will be better off for it.

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