What Strong Boards Do To Actually Support Fundraising
“If we could just get the board more engaged in fundraising, everything would be easier.”
And yet, when you look closer, what board engagement often translates to is:
Pressure.
Vague expectations.
Guilt-driven asks.
And board members who quietly avoid development conversations.
Strong boards do not operate that way.
They do not rely on guilt.
They do not default to “everyone must bring five friends.”
They do not assume fundraising equals cold-calling strangers.
Strong boards are clear.
They are practical.
They are aligned.
Let’s talk about what they actually do.
1. They Have Clear Expectations — Before the Year Begins
Strong boards do not “hope” members will fundraise.
They define it.
Not in abstract language like:
“Support development”
“Be an ambassador”
“Participate in fundraising”
But in concrete behaviors.
For example:
Attend two donor cultivation events.
Make three personal thank-you calls per quarter.
Host one small gathering (with staff support).
Open doors to two aligned prospects.
Make a personally meaningful annual gift.
Clarity removes anxiety.
When expectations are unclear, board members either:
Overstep.
Underperform.
Or freeze.
When expectations are defined, people step into them with more confidence.
If you’re an ED or board chair reading this:
Your job is not to pressure.
Your job is to define.
2. They Separate Governance From Staff Work
Strong boards understand something critical:
Staff manage.
Boards influence.
Boards are not writing appeal copy.
They are not building the CRM.
They are not chasing RSVPs.
They are:
Opening doors.
Telling the story.
Thanking donors.
Lending credibility.
Making introductions.
When roles blur, frustration rises.
When roles are clear, fundraising gets lighter for everyone.
3. They Fundraise in Ways That Fit Their Strengths
Not every board member will:
Ask for money face-to-face.
Speak publicly.
Host large events.
That’s fine.
Strong boards offer structured lanes for participation, such as:
Connector – Introduces prospects
Storyteller – Shares mission impact
Steward – Makes thank-you calls
Host – Brings people together
Advocate – Amplifies publicly
When you give people roles that fit their personality and capacity, participation increases dramatically.
One-size-fits-all board fundraising is lazy leadership.
Strong boards require better.
4. They Normalize Discomfort — Without Weaponizing It
Fundraising involves vulnerability.
Strong boards acknowledge this openly.
They don’t shame members for being uncomfortable.
They coach them.
They practice conversations.
They role-play asks.
They provide scripts.
They debrief after meetings.
The message becomes:
“This is a skill we’re building together.”
Not:
“If you cared more, you’d do better.”
There’s a difference.
5. They Model Commitment at the Top
Board culture is set by:
The Board Chair
The Governance Committee
The Executive Director
If leadership avoids fundraising conversations, the board will too.
If leadership shows up prepared, follows through, and reports results transparently, the board gains confidence.
Strong boards are built intentionally.
They do not emerge by accident.
Practical Guidance for EDs + Board Chairs
If you want a stronger fundraising board this year:
Rewrite your board fundraising expectations in behavioral terms.
Introduce defined participation lanes.
Schedule short fundraising skill-building moments into meetings.
Track and report board engagement (not just dollars).
Have one-on-one alignment conversations with every board member.
This is leadership work.
And it is worth doing.
Strong boards don’t fundraise because they’re pressured.
They fundraise because they understand their role, feel supported in it, and see the impact of their participation.
If your board is struggling, it’s not usually a motivation issue.
It’s a clarity issue.
And clarity is fixable.
