There is often a large difference between where leaders would like their Boards to be and where they actually are. In order to make boards more functional, organizations need to put time into board development.

To do this, harm reduction leaders recommended other leaders to:

• Think about what style of board you want and need – first, think about what you’d actually like to get your board to do – is it fundraising? community relations? basic governance? decide what you need and then…
• Recruit strategically – pick people for your board who you believe will bring skills or contacts that benefit your participants.
• Be smart about size – try to pick a number of people for your board that is “right sized”- remember that more people do not always get more done.
• Do not take people just because you are friends or you respect their work.
• Do not be intimidated to vet – many harm reduction leaders expressed the importance of vetting people you might ask to put on the board and not simply taking anyone who volunteers. This may even include a formal application and interview process.
• Express expectations and needs – be clear about the time commitment and let potential board members know exactly what the agency needs.
• Feel free to say “no, thank you” – it is better to gracefully refuse someone before they have started than to wait until problems arise.

Organization leaders should always:

• Expect to train board members – about the agency, its history, bylaws, and finances.
• Seek out development opportunities for board members.

It is especially important to support board members who come from marginalized backgrounds to ensure that they are represented at the table and routinely have a real voice in decision making for organizations that provide them with services.