a.. Great boards understand their role is different from the CEO/managers. a.. Two ladders, not one. a.. Board/CEO partner, not compete. 1.. Great boards adopt, own and measure success against a compelling mission/goals. a.. Focus on results: Which benefits? For whom? What cost/priority? a.. Monitor/measure/adjust 1.. Great boards hire the right chief executive for the right cycle of the ministry. a.. Define type of leader first; then recruit a.. Evaluate, nurture, compensate 1.. Great boards elect the most talented chair willing to manage them. a.. Managing a board of volunteers is a gift a.. Evaluate chair (all board members) for re-election 1.. Great boards define criteria for board service, then find/keep those who fit. a.. Create board profile (the dream team)

b.. Term limits are good; but never lose a great board member 1.. Great board members give time, talent and treasure: all three. a.. Governance hat first; but then the volunteer hat as well b.. Every board member an annual donor of record 1.. Great boards have great meetings (events within which business is done). a.. Educate, inspire, plan, fellowship, analyze, do something great 1.. Great boards have executive committees, but with limited roles. 2.. Great boards which have other committees have them do governance work. a.. Good reports, agendas, clear policy recommendations to board 1.. Great boards move their ministries into the right strategic alliances. a.. Leverage own strengths to attract others' strengths b.. If it is not win-win, don't waste time on the idea ~~ Dr Robert C. Andringa, President of the Coalition of Christian Colleges & Universities in Washington D.C.