While every board is a little different, one thing is universally true: form follows function...
There’s no magic number when it comes to board size—but there are a few guiding principles that can help you avoid the dreaded “too many cooks in the kitchen” (or in this case, the boardroom). While every board is a little different, one thing is universally true: form follows function. And without a solid structure, even the most well-intentioned boards can veer into dysfunction, wasting time and losing sight of what really matters—leading the organization forward.
For faith-based nonprofit organizations, especially those serving in health and human services, a competent and engaged board isn’t just nice to have—it’s essential. With the growing complexity of today’s challenges, governance that’s both faithful and functional can be the difference between thriving and just surviving.
One of the biggest risks? A board that’s out of balance.
Too small, and your board members may feel stretched thin—overloaded with tasks and headed straight for burnout. Too large, and it becomes harder to engage everyone in meaningful ways. People miss meetings, stay silent, or begin to coast.
So, what’s the sweet spot?
Most experts agree that somewhere between eight and thirteen members strikes the right balance. That gives you enough hands on deck to populate key committees (Finance, Governance, etc.) while still keeping conversations focused and productive.
But it’s not just about size—it’s about who’s at the table. Effective succession planning helps ensure that your board brings a mix of ages, perspectives, lived experiences, and skillsets. Without intentional recruitment, it’s easy to end up with a board that thinks alike, sees alike, and… doesn’t really stretch itself. Over time, that kind of sameness can quietly drain a board’s energy and effectiveness.
Think of it like a recipe: the best boards have a blend of ingredients—financial acumen, community insight, strategic vision, spiritual grounding, and yes, a healthy dose of curiosity. When you know what you’re missing, you can recruit with purpose.
As board members rotate off, take time to reflect on what the board needs next. Who can bring fresh eyes? What skills or perspectives will help the organization navigate the road ahead?
Remember: Board meetings should be spaces of thoughtful dialogue—where discussion, debate, and discernment shape the mission. When your board is intentionally structured and right-sized, amazing things can happen.
And if there are too many cooks in the kitchen? It might be time to revise the recipe.
Board Reflection Questions: Right-Sizing for Impact
- Do we have the right number of board members to do the work well—without burnout or disengagement?
(Are our meetings productive, or are voices getting lost—or stretched too thin?) - Is our board composition diverse in terms of perspectives, lived experiences, and areas of expertise?
(Are we missing critical voices that could broaden our understanding and deepen our strategy?) - Do our current members actively contribute and engage in meaningful discussion and decision-making?
(How do we encourage all members to show up prepared and present?) - Are our committees appropriately staffed with the right mix of knowledge and interest?
(Is the work getting done—or are we relying on the same few people every time?) - Do we have a plan for board succession that considers both who’s rotating off and what qualities we’ll need next?
(Are we recruiting with purpose—or defaulting to familiarity?) - How well do our board meetings foster healthy debate, spiritual discernment, and strategic direction?
(Are we stewarding this time with intention—or just reporting out and moving on?)