Matters leadership, human resource financial administration and governance are all dear to me. I love expanding my knowledge not only in matters ICT, Sports, Youth, Management and Entrepreneurship but also more importantly leadership, human resource and governance are all within the sphere of my personal development.
Come to think of it one of the success or failure of any organization starts at the board level who inspires a set of culture and provide directions to which will allows the organisation achieve its strategic plan and arrived at a desired vision.
Here are ten questions you should ask yourself either you are start up NGO or established organization.
- How are the board members elected, selected or constituted?
- Should the board members be part of your fundraising team.
- Should they also commit to some amount contributed to the organization?
- How long should a board member serve?
- What is their passion and motivation?
- What is their background?
- How is decision making at the board level?
- How do they related with the management team and other levels of the organization?
- How is their relationship with the founding team?
- How often should the board be trained? And are the policies that guides the boards operations?
Related Good read online source @https://betterboards.net/governance/reshaping-boards-role-organisational-culture/
Reshaping the Board’s Role in Organisational Culture
Culture is a crucial driver of any organisation's success and a critical lever in its performance. It shapes and influences an organisation’s internal environment, as well as its interactions with and success in the external environment. In an organisation, culture is the way people behave, what they believe, and the values they hold – on the whole generally without thinking about any of it.
These behaviours, beliefs and values are passed through the organisation via communication and imitation, from one employee, volunteer or even director to the next. Get culture right and it can drive innovation and growth, promote ethical behaviour, increase customer satisfaction and create strong employee engagement. In essence, culture builds and makes it easy to maintain a healthy and strong organisation that can flourish – as the saying goes “Culture eats strategy for breakfast”. But get culture wrong and it can destroy organisational performance, kill employee engagement, provoke customers to leave in droves and worst of all cause key strategic initiatives to stall, fall short or outright fail. In time, a culture that is allowed to become toxic will cause an organisation to wither and eventually die.
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