Board Blueprint Module e-Lesson #2

Board Blueprint Module e-Lesson #2 ViSTA Blueprint 1.0 Series

Hello, Beth Chase here.Welcome to e-Lesson #2of the Board Modulefor ViSTA Blueprint.

In this e-Lesson, you’ll learn about the three “must haves” and the seven guidelines forimplementing an executive director performance review.

THE 3 ‘MUST HAVES’

There are three documents that you ‘must have’ before implementing a performancereview on your Executive Director.



• Should be written to benefit and protect both the organization and the Executive Director.• The National Institute of Family and Life Advocates has a good one for pregnancy center organizations.

• Is your organization’s annual revenue over or under $400,000?• Does this job description outline what your Executive Director is REALLY doing?

SHOULD BE:• Agreed upon between board & executive director• Measurable not subjective• Reported upon regularly – assuring no surprises at the end of 12 months

Performance Reviews For Executive DirectorsEIGHT COMMON PITFALLS TO AVOID

#1 Too Vague

#2 Board Interviews Staff

#3 Recency EffectThis is a psychology term for when weoverly focus on the most recent event asthe basis for analyzing the entire pastyear’s performance.

If you have some mistake happen toyou very recently and it ends up beingthe entire topic of your performancereview even if you’ve done a great job the rest of the year, you’ve been a victim of the ‘recency effect’.

#4 Wrong Tools



#5. Never Happens Did we forget your performance review again?

#6 No Recognition• We are running a significant deficit so far.• We have fewer volunteers than last year.• Two staff members resigned this year.• We are behind on the new facility completion.• Oh yeah, good job on the exceeding the goals for the banquet last April…

#7 Not Being TruthfulIf it’s truthful, most people can take negativefeedback — even lots or constant negativefeedbackMost people can handle the truth; they justcan’t handle inaccurate perceptions.

EVERYTHING’SFINE – UNTIL IT’S NOT & YOU’RE FIRED.

#8 No Discussion About Career Ambitions

Everyone wants to get better at what they do.

Have you asked your executivedirector about areas where they would like to get training?

Or perhaps, they would like to have six months of formal leadership development training.

Asking your executive directorabout their leadership goals can be a win – win proposition.

This concludes the seconde-Lesson for the Board module.

In the next module, you’ll learn more about the two “Hand in Glove” principle. One’s not goodwithout the other.

See you in e-Lesson #3.