Leadership Strategies for Modern Boards

If I had to rebuild a nonprofit board from scratch today, I wouldn’t start with donations, instead I would start with: Decisions. Because most boards aren’t underperforming due to lack of funding. They’re underperforming due to lack of firepower. Here’s exactly how I’d build a board that acts more like a founding team: 1. Recruit for wisdom, not wallets Stop saying: “We need help fundraising.” Start saying: “We’re assembling a strategy team to scale [your mission].” You’ll attract operators, not spectators. Mission-obsessed thinkers instead of passive check-writers. 2. Treat them like co-founders, not cheerleaders Forget the tired “give, get, or get off.” Do this instead: • Assign 90-day micro-committees • Match board seats to real functions (finance, policy, partnerships, etc.) • Give them a problem to solve, not a deck to watch People join boards to build. Not just vote. 3. Build range, not just representation Diversity isn’t only about background. It’s also about capability. Your dream board includes: • A CFO who’s saved a company from collapse • A founder who’s scaled under pressure • A comms expert who can turn your work into headlines • A policy insider who’s worked the system from the inside That’s how you make your board crisis-proof. 4. No more status updates Board meetings should feel like war rooms, not weather reports. • Send a pre-read • Ask one bold question: “What’s blocking our growth this quarter?” • Leave with actions, not applause People thrive when they’re pushed to think, not just sit. 5. They don’t need to raise money. They need to open doors If your plan is “ask their friends for $500”… you don’t have a plan. Instead: • Train them to broker strategic intros • Have them host private briefings • Leverage their name in the room • Get them active on LinkedIn Smart boards don’t just support your work. They scale it. 6. Culture over bylaws The best boards run on: • Candor over comfort • Curiosity over control • Momentum over perfection You can’t build a high-impact board on politeness and PowerPoints. In 2025, a board should feel less like a committee. And more like a startup team. Not a group of donors. A circle of builders. Comment “Board” and I’ll send you a free resource to help you build one. With purpose and impact, Mario

Boards often fail at human capital because they treat it as a talking point, not a strategic lever. If a board wants to drive performance, it must stop making these five mistakes: First, they focus on cost-cutting, not value creation. Every earnings call includes headcount reductions as a lever for efficiency. But research shows that investing in high-performing teams yields far greater returns than slashing jobs. Instead of asking, “Where can we cut?” boards should ask, “Where can we invest in talent to drive growth?” Second, they treat CEO succession as the only talent priority. Most boards have a robust CEO succession plan. But ask them who will run product, sales, or operations in five years, and they have no answer. The failure to develop next-generation leadership is why companies scramble when key executives leave. Boards must demand visibility into leadership pipelines at every level, not just the top. Third, they ignore toxic but high-performing leaders. Boards tolerate executives who hit numbers but destroy culture, assuming short-term results matter more than long-term impact. The truth: toxic leaders drive attrition, kill innovation, and create hidden liabilities. Boards must hold executives accountable for how they lead, not just what they deliver. Fourth, they get human capital reporting wrong. Traditional HR metrics—turnover, engagement scores, and headcount, are backward-looking. Leading companies measure talent mobility, succession readiness, and productivity per employee. Boards must demand human capital analytics that predict risk, not just report it. Finally, they wait too long to act. If a board only talks about talent when there’s a crisis, it has already failed. Human capital should be a standing board agenda item, with clear KPIs and action plans. The best boards treat talent as their top strategic priority, because it is. Learn more at https://buff.ly/436C31e

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗟𝗲𝘀𝘀𝗼𝗻𝘀: 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗬𝗲𝗮𝗿 𝗔𝗵𝗲𝗮𝗱 As we step into 2025, the role of board leaders is more crucial than ever. Beyond #governance, it’s about inspiring others, fostering resilience, and guiding organizations through uncertainty with clarity and purpose. This year, geopolitical shifts, an active M&A market, and rapid technological #transformation are opportunities to lead with vision and impact. Serving as the Lead Director on the KPMG US Board has reinforced for me the importance of strategic leadership in driving long-term #value. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘄𝗶𝗹𝗹 𝗱𝗲𝗳𝗶𝗻𝗲 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗯𝗼𝗮𝗿𝗱𝘀 𝗶𝗻 𝟮𝟬𝟮𝟱: 1️⃣ 𝗦𝘁𝗮𝘆 𝗔𝗴𝗶𝗹𝗲 𝗶𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆: With so much disruption, boards must be flexible while remaining grounded in long-term goals. Embracing scenario planning and stress-testing assumptions can help organizations navigate uncertainty confidently while remaining open to new opportunities.   2️⃣ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗶𝗻 𝗠&𝗔: M&A focuses on driving meaningful transformation within organizations. The most successful boards set a clear vision for value creation, align key stakeholders early in the process, and ensure risk management frameworks are in place to navigate the complexity of #deals.   3️⃣ 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝗘𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 𝗥𝗶𝘀𝗸 𝗢𝘃𝗲𝗿𝘀𝗶𝗴𝗵𝘁: Enterprise risks can materialize and impact an organization’s operations and objectives. Boards must take a fresh look at their oversight responsibilities. Effective governance requires breaking down silos, facilitating cross-committee collaboration, and ensuring #risk oversight structures remain fit for purpose.   4️⃣ 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗧𝗮𝗹𝗲𝗻𝘁 𝗮𝗻𝗱 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: The future of leadership lies in adaptability and #innovation. Boards that focus on building a diverse pipeline of leaders, integrating #technology like AI, and fostering a culture of growth and learning will position their organizations for long-term success.   At its core, leadership is about setting the tone—modeling accountability, inspiring trust, and ensuring everyone understands the path forward. Reflecting on these lessons, it’s clear that great leadership empowers teams to thrive, even amid disruption.   𝗪𝗵𝗮𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝘀𝘀𝗼𝗻 𝘄𝗶𝗹𝗹 𝗴𝘂𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝗯𝗼𝗮𝗿𝗱 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿? I’d love to hear your thoughts.   #LeadershipLessons #BoardLeadership #Strategy2025 #Governance #MergersAndAcquisitions