You might know the feeling: some folks at the board meeting seem checked out, or that awesome new board member is suddenly gone after just a couple of sessions.

Sadly, this happens to a lot of nonprofits. Keeping board members involved is key to building a strong fundraising culture, and it starts way before the first official board decision is made.

A strong culture of philanthropy begins with how you bring people onto your board and how you equip them to show up well.

In this article, we’ll walk through how to recruit board members who actually support your mission, set clear expectations from the start, and create a culture where giving, participation, and ownership are the norm, not the exception.

Mission Alignment First

It’s tempting to prioritize prestige when recruiting a board member. They’re a generous donor. A recognizable name. A potential door-opener.

But, in the long run, that’s not enough.

“I encourage people to prioritize mission alignment as the first and most important factor in recruitment,” one AmPhil consultant said. “Then consider time and talent. What skills or capacity does this person bring that you actually need?”

The best boards are made up of people who really care about the mission and want to help, not just have their name listed. When everyone feels like they’re part of something important, they stick around and work together to get things done.

Clarity Prevents Disengagement

One of the biggest reasons board members disengage? They didn’t know what they were signing up for.

“I’ve seen people brought on because they’re important or well-connected, only to have them leave months later because no one told them meetings were four hours long or that fundraising was expected.”

It’s not that anyone did something wrong; it just means expectations weren’t clear.

Make sure expectations are clear before someone says "yes." When you’re bringing on a new board member, be up-front about:

• Time commitment and meeting frequency.
• Participation expectations (committees, events, giving).
• How fundraising fits into their role.
• A respectful off-ramp if they need to step down.

Even a simple, 1-page expectations document can make a big difference. At AmPhil, we help nonprofit leaders clarify their board structure, expectations, and leadership culture through strategic planning and organizational consulting.

If you’re not sure what to include, BoardSource has helpful guidelines to get you started.

Use a Time, Talent & Treasure Matrix

Many boards believe they just need more people focused on fundraising. In reality, what they need is a clearer understanding of each member’s strengths and what everyone contributes.

That’s where a simple time/talent/treasure matrix comes in.

Take stock of:

• Who has available time to contribute?
• Who brings specialized skills (legal, finance, media, program insight)?
• Who has the ability or network to give generously?

“This helps clarify gaps,” said another advisor. “Then you can recruit based on actual need, not just who says yes.”

Build a Culture of Philanthropy Between Meetings

You can’t build a true spirit of philanthropy in just one meeting. It takes consistent effort all year long. Everyone on the board should see fundraising as part of their own role, not just something for the development team.

Here are some practical ways to make that mindset stick:

• Invite board members to help with thank-you calls or donor introductions.
• Share short success stories monthly so they can spread the word.
• Celebrate board generosity, not just financial, but visible advocacy.
• Make giving part of the rhythm, not just the year-end ask.

When your board members really care about the mission and understand what’s needed, they’re ready to give, support, and step up when it matters most.

Make Exit Paths Clear and Respectful

Life happens. People move, take on new jobs, or experience personal changes that make board service difficult.

“There should be a clear, respectful process for stepping down early,” said one AmPhil expert. “Sometimes that’s all that’s needed to keep the door open for future involvement.”

Add this information to your board’s onboarding materials. It shows that your organization is thoughtful and trustworthy.

Culture Is Built with Intention

Picking the right board members isn’t just about who gives the most money. It’s about finding people who really care about your mission, know what you expect from them, and are willing to give their time, skills, and even money to help your organization succeed.

When everyone is on the same page and works well together, your organization can do great things.

Want to take a step in the right direction? Start by creating a simple, clear board expectations document and make it part of every recruitment conversation.

For more ideas on nonprofit strategy and leadership, explore our blog.