In Part 1 of this 2-part blog series, we explored the value of a Board Assessment as a tool for enhancing the health and performance of your Board.  In Part 2, we will look at various methods of Board Assessment and address frequently asked questions to maximize the impact on your Board.

As with any project, when contemplating a Board Assessment, it is importnt to begin with the end in mind -- namely, what are you hoping to achieve through the effort?  Generally speaking, assessments fall into one of two categories:

Individual Assessment

In an individual assessment, Board members reflect on their own performance as a member of the team.  This provides an opportunity for members to consider questions such as:

• Where have I made the most impact on the Board?

• What experiences have I found most rewarding?

• What aspects of governance have I found most challenging?

• How do I feel my talents could be better utilized to benefit the team? 

Often, you will find that Board members evaluate themselves far more critically than anyone else, but there is value in the enhanced self awareness.  The benefit of an individual assessment is that Board leaders and the CEO gain vital insights into how best to put each member of the team in the best position to succeed.  

Team Assessment

In a team assessment, Board members reflect on the performance of the team as a whole.  This provides an opportunity for members to consider their view of the Board’s performance and effectiveness in key governance areas such as:

• Policymaking

• Planning

• Fundraising

• Ambassadorship

• Financial and Programmatic Oversight

The Board can also weigh questions such as:

• How do we feel about the size of the Board?

• Do our meetings make good use of members’ time?

• Is our committee structure aligned with our strategy?

Often, the greatest value of this process lies not in the instrument itself, but in the discussion that follows, as Board members take greater ownership of the leadership and functioning of their team.  The Team Assessment also serves as a great tool for Board members to establish clear, actionable priorities and focus their efforts on defined opportunities for greater effectiveness.  

Next, let’s address some frequently asked questions relative to Board Assessment:

How often should a Board undertake this assessment process?

I am a proponent of Boards undertaking a reflective or evaluative exercise of some kind on an annual basis, or at least every other year.  Remember, there are different types of assessments, so you can vary it up and do an individual assessment one year and a team assessment the following year.

When is a particularly good time for a Board Assessment?

An annual Board retreat or the outset of a strategic planning process each represent a great opportunity to check-in on the health and performance of the Board.  However, there is no bad time to step back and reflect on the effectiveness of the team!

How much time and effort should I spend researching various Board Assessments?

While you will find some meaningful differences between the various nonprofit Board Assessments available, you will find far more similarities.  In my view, the greatest value of the assessment process lies in the facilitated discussion whereby the Board reflects on the results and establishes priorities.  Therefore, time and effort is often better spent identifying a facilitator or trusted partner to guide your Board through this process in an effective way.   

Whether you choose an individual or team assessment, your Board will find value in exploring ways in which they can tangibly improve their performance and culture as a team. If you have additional questions about Board Assessment, or would like to explore bringing the Nielsen Training & Consulting Signature Board Champions Assessment to your organization, please reach out to us at gregory@nielsenconsults.com.