The Subtle Art of Attracting and Keeping Engaged Board Members

By Cynthiana Sweeney, CD Funding Solutions

The nonprofit sector has never needed strong, engaged boards more than it does right now. And yet active board engagement remains an ongoing challenge for many organizations.

According to the University of San Diego’s 2024 State of Nonprofits and Philanthropy report, 63% of nonprofit leaders say they struggle to engage their board members effectively, and 62% report difficulty recruiting skilled members in the first place. With economic uncertainty, mission pressure, and heightened public scrutiny, many boards are stuck in survival mode, focusing on fiduciary oversight while neglecting their equally critical roles in strategic visioning, fundraising, and community leadership.

The result? Burnout. Not just among staff, but among board members, too.

What Board Burnout Looks Like

Board burnout doesn’t always show up as conflict or dysfunction. Sometimes, it looks like:

• Long silences during meetings

• Missed opportunities to champion the mission

• The same few members doing all the heavy lifting

• An overemphasis on compliance over creativity

• Little to no engagement outside of formal meetings

When this happens, it’s not because your board members don’t care. It’s because they’re underutilized, under-supported, or unclear on how they can meaningfully contribute.

If your board feels stuck, or stretched, here are a few ways to reinvigorate and retain the leadership your organization needs.

1. Clarify the Roles and Broaden the Vision

The USD report found that boards are generally confident in their fiduciary responsibilities, but far less so in their strategic and generative roles. That’s a missed opportunity.

Board members need clear, documented expectations, but also a sense of purpose beyond governance. Help them see themselves not just as overseers, but as stewards of vision, advocates for impact, and ambassadors of community trust.

Invite them into forward-thinking conversations:

• Where are we headed?

• What will our legacy be?

• What risks are we willing to take for deeper impact?

2. Engage Board Members Between Meetings

Expecting board members to show up four times a year and feel fully connected doesn’t work. Create smaller opportunities to plug in based on their interests and expertise.

That might look like:

• Hosting donor stewardship calls or events

• Serving as a mentor to new board or staff members

• Attending a program site visit to better understand the work

• Collaborating on storytelling, advocacy, or strategic planning

The key is to build relationships, not just manage attendance.

3. Prioritize Recruitment for Alignment, Not Just Skill

Recruitment is one of the most overlooked drivers of board health. Rather than chasing resumes that “check boxes,” focus on values alignment, mission connection, and leadership potential.

Ask:

Does this person believe deeply in our work?

Do they bring lived experience or a lens we’re missing?

Will they strengthen our culture, not just our budget sheet?

When recruitment is intentional, engagement becomes organic.

4. Invest in Orientation and Ongoing Development

Board service isn’t intuitive. Even seasoned professionals need time to understand the nonprofit sector, your organizational history, and the unique expectations of board governance.

A thoughtful onboarding experience paired with occasional learning opportunities signals respect and builds confidence. Consider annual board retreats, peer mentoring, or short trainings on fundraising, equity, or advocacy.

Board members want to be effective. We just have to give them the tools.

5. Make Room for Joy, Recognition, and Connection

Board service can be serious work, but that doesn’t mean it can’t be joyful. Celebrate wins. Express gratitude. Find moments for your board to laugh together, reflect together, and see the impact of their leadership.

People stay where they feel useful and seen.

The Bottom Line

High-level board engagement is possible! With intentional culture-building, inclusive recruitment, and meaningful engagement, your board can become a source of momentum rather than maintenance. Not every member will be your next fundraising champion or strategic guru, but every board deserves the chance to be curious, connected, and contributing.

And when they are? That’s when real mission-driven leadership begins.