1. Unearth their "Why"

With a hat tip to Simon Sinek, start by understanding their motivations. Why did they join the board in the first place? Was it genuine interest in your chamber’s mission, a desire to network, or simply a resume boost? A one-on-one conversation can reveal hidden passions or skills you can leverage for the better of the chamber and the board member.

• Example: "John, I was so excited when you joined the board. What were you hoping to achieve during your time here?"


2. Connect to their Passions
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Align their interests with chamber activities. If they're passionate about education, involve them in workforce development initiatives. If they're skilled in finance, invite them to join the budget committee. Maybe they love to write or create, helloooo marketing maven.

• Pro Tip: Create a skills inventory for your board members to identify hidden talents and interests.


3. Provide Meaningful Engagement

Don't just assign busy work. Give them responsibilities that make a real impact. Lead a project, chair a committee, or mentor a new member. You want high caliber board members who are using their business acumen to drive high level business strategy, not help with administrative work.

In fact, you don’t want them involved in daily tasks. Their feedback is needed at a much higher level. Board members should contribute to setting ambitious yet achievable goals for the chamber, such as membership growth, advocacy initiatives, or community development projects. Their expertise is instrumental in formulating effective strategies and action plans to achieve the chamber's goals. Leverage what they’re best at on a strategic, not operational level. Notice in the example below, you’re asking the board member to oversee the subcommittee, not do daily posts for you. While there may be exceptions to this, it’s generally best to keep them out of the everyday activities.

• Example: "Maria, your marketing expertise would be invaluable to our membership drive. Would you be willing to lead the marketing subcommittee?"


4. Recognize and Appreciate

Everyone loves a pat on the back, your board included. Publicly acknowledge their contributions, no matter how small. Feature them in your newsletter, thank them at events, or present them with a small token of appreciation.

This is important not just because it makes your board members feel appreciated. This type of public acknowledgement can also make it easier to recruit new members. When others see you valuing your board, they will want that type of adoration too. Don’t be surprised if you notice an influx of interest in what it takes to be a board member.

• Pro Tip: Create a "Board Member Spotlight" on social media to highlight their achievements.

Additionally, sometimes that extra bit of thanks makes the ambivalent board member want to do more to live up to your appreciation.

But if they don’t…


5. Address Concerns Directly (But Diplomatically)

If an ambivalent member isn't pulling their weight, address the issue promptly. Start with a private conversation, focusing on specific behaviors rather than personal attacks.

• Example: "David, I've noticed your attendance at recent meetings has dropped off. Is there something preventing you from participating fully?"


6. The "Chamber Champion" Buffer

Navigating board dynamics can be tricky. A trusted board president or executive committee member can act as a buffer, providing support and reinforcing expectations by giving the board member a choice to recommit or recuse themselves.

• Example: "Sarah, I'm a bit concerned about David's engagement. Could you have a conversation with him about the importance of board participation? Find out if he’s still interested or whether his commitment level has changed."


7. Focus on Solutions, Not Sanctions

Bylaws provide a framework for removing members, but it's often a last resort and can create unnecessary drama. Instead, focus on corrective measures and support. If a board member acknowledges their shortcomings but wants to retain their seat, assign them a finite, important project they can succeed at.

• Example: Offer mentorship, provide additional training, or adjust their responsibilities to better suit their availability.


8. Celebrate Successes

When an ambivalent member steps up, celebrate their success! This reinforces positive behavior and motivates others. Additionally, provide opportunities for board members to present their work and "strut their stuff" at board meetings or other appropriate occasions.

These are solid ways to spark interest in an ambivalent board member but how can you safeguard yourself from having to deal with this in the first place?

Here are some tips when onboarding new board members: