The Board of Directors is responsible for measuring the overall performance of the organization in which their serve. According to BoardSource (2010 a) the board is mainly concern with outcome opposed to input and the board evaluation focuses on measuring the organization effectiveness; self - assessment of the board as a whole; assessment of individual members of the board; and evaluating the Executive Director performance is critical to the organization success. One of the most reliable ways the board can strengthen its performance as a governing body is to periodically assess its own performance. For evidence- based best practices is to schedule an appropriate time for the board to discuss the outcome of the assessment, review the assessment
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I find that “Ideas for Improving the Board (regular discussions) open communication is an effective informal evaluation in helping the board to focus on self-improvement. This type of informal evaluation will increase the board’s communication. BoardSource (2010) indicted that when members perspective is taken into account they morale and loyalty are much stronger. This is the key in staff retention and letting members know that their voices are heard will foster commitments from active board members. Also, in return will increase board effectiveness and ensure the organization’s success. We have learned in this course that internal and external strategical communication is vital to the success of the organization in which we serve. This begin among board members establishing effective communication. This will be a very valuable informal assessment tool for evaluating the overall board level of communication. I will use the training sessions as an informal and formal self-assessment tool for members to evaluate their roles and performance individually as well as collectively according to BoardSource (2010), this can assist in setting standards that the board can measure their own performance. Lastly, I would highly suggest that the board implement a Mini assessment, because this type of assessment will allow each board member to see how well the board is doing as a whole and what areas needs improvement from their perspective. Also, Andrews (2006), argue that it is important to describe exactly the procedure for the self-evaluation of the overall board performance by the board members and a self-assessment of each member individual performance and that this process needed to be designed to solicit each board member's opinion of his individual effectiveness as a board member and perception of the effectiveness of the full board. Therefore, the board needs to create a
I find that “Ideas for Improving the Board (regular discussions) open communication is an effective informal evaluation in helping the board to focus on self-improvement. This type of informal evaluation will increase the board’s communication. BoardSource (2010) indicted that when members perspective is taken into account they morale and loyalty are much stronger. This is the key in staff retention and letting members know that their voices are heard will foster commitments from active board members. Also, in return will increase board effectiveness and ensure the organization’s success. We have learned in this course that internal and external strategical communication is vital to the success of the organization in which we serve. This begin among board members establishing effective communication. This will be a very valuable informal assessment tool for evaluating the overall board level of communication. I will use the training sessions as an informal and formal self-assessment tool for members to evaluate their roles and performance individually as well as collectively according to BoardSource (2010), this can assist in setting standards that the board can measure their own performance. Lastly, I would highly suggest that the board implement a Mini assessment, because this type of assessment will allow each board member to see how well the board is doing as a whole and what areas needs improvement from their perspective. Also, Andrews (2006), argue that it is important to describe exactly the procedure for the self-evaluation of the overall board performance by the board members and a self-assessment of each member individual performance and that this process needed to be designed to solicit each board member's opinion of his individual effectiveness as a board member and perception of the effectiveness of the full board. Therefore, the board needs to create a