Step 5: Team Building

Overview:

Team building focuses on recruiting and equipping the execution team to bring your strategic plan to life. The board leads by identifying roles, sourcing talent, and providing resources, while the founder supports the board in this process. This step ensures the board oversees execution without doing the day-to-day work, empowering a team to drive impact.

Instructions for Action:

Identify Team Needs (45 Minutes)

Collaborate with board members to review their action plans and identify specific roles needed for each area (e.g., marketing, programs, fundraising). Examples:

• Marketing: Social media manager, content creator, graphic designer.
• Programs: Program coordinator, community outreach volunteer.
• Fundraising: Grant writer, donor relations specialist.
• Create job descriptions detailing responsibilities, skills, and time commitment.

Action: Compile a list of roles and share with the board for approval within one week.

Recruit the Execution Team (1-2 Hours)

Work with board members to source talent using:

• Board networks for referrals.
  Platforms like LinkedIn,
• VolunteerMatch, or local community boards.
• Professional groups (e.g., marketing associations, nonprofit networks).
• Community volunteer recruitment events.
• Start with volunteers or contractors if funding is limited, transitioning to staff as funds grow.

Action: Assign board members to post opportunities and collect applications within two weeks.

Develop Materials and Training (1 Hour)

Support board members in creating branded materials for their teams, such as:

• Flyers, videos, portfolios, or digital tools (e.g., CRM access).
• Ensure consistency with your organization’s logo, colors, and mission.
• Provide training resources:
  • Workshops, webinars, or mentorship from board members.
  • Access to professional insights or online courses.
  • Action: Finalize materials and schedule training sessions within two weeks of recruitment.

Establish Board Oversight (30 Minutes)

Ensure board members overseeing each area:

• Set monthly goals for their execution team.
• Provide guidance and remove obstacles.
• Monitor progress and report to the board.
• Support board members with regular check-ins and resources.

Action: Create a supervision schedule for board members, including weekly team check-ins.

Set Up Accountability Processes (30 Minutes)

Implement accountability measures for the execution team:

• Weekly Check-ins: Monday for planning, Friday for progress reviews.
• Monthly Reports: Teams report progress during board meetings.
• Quarterly Reviews: Board development committee assesses team performance.

Action: Add a “Team Progress” section to the next board meeting agenda and schedule first check-ins.

Support Board Members as Founder (Ongoing, 30 Minutes/Week)

Act as a coach, not a doer, by:

• Providing resources, connections, and encouragement.
• Asking: “What support do you need to succeed?” “What obstacles can I help remove?”
• Model commitment by completing your own tasks (e.g., sharing resources) promptly.

Action: Schedule weekly check-ins with board members to ensure they feel supported.

Resources:

• Download job description templates, recruitment materials, and training resources.
• Use a shared document to track team roles, recruitment progress, and material development.

Next Steps:

• Complete team recruitment and material development within three weeks.
• Prepare for Step 6: Board Execution, by scheduling an Execution Kick-Off Meeting.

Mantra: “The board leads, the team executes, and the founder empowers both.”