Board Member Onboarding
Board Member Onboarding
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NASHVILLE CHAPTER: The Platter: A Recipe for Board Alignment
NASHVILLE CHAPTER: The Platter: A Recipe for Board Alignment
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SUMMARY: The Nashville Chapter developed “The Platter,” a collaborative board onboarding and alignment framework to establish shared expectations, accountability, and working norms as the board nearly doubled in size. Introduced during the chapter’s December 2025 board retreat, the activity engaged all board members in co-creating three key areas: required responsibilities, opportunities and benefits of board service, and commitments for working together effectively. Rather than serving as a one-time onboarding exercise, the platter is revisited throughout the year and updated to incorporate the perspectives of new board members. The initiative resulted in stronger alignment around board expectations, a shared language for collaboration, and a repeatable onboarding process that promotes accountability and continuity. By emphasizing collective ownership and ongoing reflection, the chapter created a practical framework that strengthens board cohesion, supports effective governance, and provides a sustainable model for future leadership teams.
SUMMARY: The Nashville Chapter developed “The Platter,” a collaborative board onboarding and alignment framework to establish shared expectations, accountability, and working norms as the board nearly doubled in size. Introduced during the chapter’s December 2025 board retreat, the activity engaged all board members in co-creating three key areas: required responsibilities, opportunities and benefits of board service, and commitments for working together effectively. Rather than serving as a one-time onboarding exercise, the platter is revisited throughout the year and updated to incorporate the perspectives of new board members. The initiative resulted in stronger alignment around board expectations, a shared language for collaboration, and a repeatable onboarding process that promotes accountability and continuity. By emphasizing collective ownership and ongoing reflection, the chapter created a practical framework that strengthens board cohesion, supports effective governance, and provides a sustainable model for future leadership teams.
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YEAR: 2026
YEAR: 2026
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SAN DIEGO CHAPTER: Bringing Board Roles to Life: Video Guides for Onboarding & Recruitment
SAN DIEGO CHAPTER: Bringing Board Roles to Life: Video Guides for Onboarding & Recruitment
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SUMMARY: The San Diego Chapter developed a series of short, role-specific video introductions to support board succession planning, onboarding, and recruitment. To improve continuity and effectiveness across board transitions, particularly for mid-year vacancies, the chapter implemented a sustainable approach to documenting key processes, files, and resources. Current board members recorded 5–10-minute videos providing overviews of their roles, walkthroughs of responsibilities, and reflections on lessons learned. These videos now serve as a reusable resource to accelerate time to productivity for new board members, preserve institutional knowledge, and offer prospective candidates a warm, firsthand introduction to board service, strengthening continuity and long-term board effectiveness.
SUMMARY: The San Diego Chapter developed a series of short, role-specific video introductions to support board succession planning, onboarding, and recruitment. To improve continuity and effectiveness across board transitions, particularly for mid-year vacancies, the chapter implemented a sustainable approach to documenting key processes, files, and resources. Current board members recorded 5–10-minute videos providing overviews of their roles, walkthroughs of responsibilities, and reflections on lessons learned. These videos now serve as a reusable resource to accelerate time to productivity for new board members, preserve institutional knowledge, and offer prospective candidates a warm, firsthand introduction to board service, strengthening continuity and long-term board effectiveness.
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YEAR: 2025
YEAR: 2025
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BATON ROUGE CHAPTER: Board Installation Script: Welcoming New Leaders
BATON ROUGE CHAPTER: Board Installation Script: Welcoming New Leaders
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SUMMARY: The chapter’s board installation process was designed to enhance visibility and strengthen the connection between members and their elected leadership. During the installation, members were formally introduced to the names and faces of those who would represent them in the upcoming term, thereby reinforcing transparency and trust. Following implementation, the chapter reported strong outcomes, including increased psychological safety, higher board retention rates, and greater member engagement. Members felt more comfortable approaching leadership, board members reported feeling valued, and often sought a second term. Vacancies were consistently filled from within the membership, demonstrating a healthy leadership pipeline and strengthened chapter community.
SUMMARY: The chapter’s board installation process was designed to enhance visibility and strengthen the connection between members and their elected leadership. During the installation, members were formally introduced to the names and faces of those who would represent them in the upcoming term, thereby reinforcing transparency and trust. Following implementation, the chapter reported strong outcomes, including increased psychological safety, higher board retention rates, and greater member engagement. Members felt more comfortable approaching leadership, board members reported feeling valued, and often sought a second term. Vacancies were consistently filled from within the membership, demonstrating a healthy leadership pipeline and strengthened chapter community.
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YEAR: 2025
YEAR: 2025
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GREATER LAS VEGAS CHAPTER: Sharing Chapter Programming Among Chapters as an Added Member Benefit
GREATER LAS VEGAS CHAPTER: Sharing Chapter Programming Among Chapters as an Added Member Benefit
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SUMMARY: In January 2024, the Los Angeles, Las Vegas, Orange County, San Diego, and Arizona ATD chapters partnered to launch a cross-chapter programming initiative aimed at expanding professional development access and strengthening community connections. Before rolling out the collaboration, participating chapters aligned on event sharing, communication practices, and reciprocal member pricing. Throughout the year, each chapter promoted one another’s programs, giving members the opportunity to attend high-quality learning events hosted across the region at no additional cost. After events, chapters exchanged feedback to refine offerings and ensure continued member value. This collaborative model broadens access, deepens engagement, and supports a more connected ATD community.
SUMMARY: In January 2024, the Los Angeles, Las Vegas, Orange County, San Diego, and Arizona ATD chapters partnered to launch a cross-chapter programming initiative aimed at expanding professional development access and strengthening community connections. Before rolling out the collaboration, participating chapters aligned on event sharing, communication practices, and reciprocal member pricing. Throughout the year, each chapter promoted one another’s programs, giving members the opportunity to attend high-quality learning events hosted across the region at no additional cost. After events, chapters exchanged feedback to refine offerings and ensure continued member value. This collaborative model broadens access, deepens engagement, and supports a more connected ATD community.
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YEAR: 2025
YEAR: 2025
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MEMPHIS CHAPTER: From Capability to Commitment: Installing Our Chapter leaders
MEMPHIS CHAPTER: From Capability to Commitment: Installing Our Chapter leaders
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SUMMARY: In 2025, the Memphis Chapter launched a formal Officer Installation Ceremony to strengthen leadership continuity, celebrate service, and align the chapter’s governance practices with ATD’s Talent Development Capability Model™. Designed as a meaningful and inspiring event, the ceremony honored outgoing leaders, welcomed incoming officers, and underscored the importance of each role in advancing the chapter’s mission. By making the installation a visible and celebratory occasion, the chapter fostered a stronger sense of pride, belonging, and inspiration among members while encouraging greater participation in future leadership roles. Establishing this ceremony as an annual tradition elevated the chapter’s professionalism and credibility, ensuring smooth leadership transitions while strengthening member engagement, organizational identity, and long-term growth.
SUMMARY: In 2025, the Memphis Chapter launched a formal Officer Installation Ceremony to strengthen leadership continuity, celebrate service, and align the chapter’s governance practices with ATD’s Talent Development Capability Model™. Designed as a meaningful and inspiring event, the ceremony honored outgoing leaders, welcomed incoming officers, and underscored the importance of each role in advancing the chapter’s mission. By making the installation a visible and celebratory occasion, the chapter fostered a stronger sense of pride, belonging, and inspiration among members while encouraging greater participation in future leadership roles. Establishing this ceremony as an annual tradition elevated the chapter’s professionalism and credibility, ensuring smooth leadership transitions while strengthening member engagement, organizational identity, and long-term growth.
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YEAR: 2025
YEAR: 2025
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PUGET SOUND CHAPTER: Ramped and Ready! Preparing Your Volunteers for Success
PUGET SOUND CHAPTER: Ramped and Ready! Preparing Your Volunteers for Success
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SUMMARY: The Puget Sound Chapter developed and implemented a comprehensive onboarding program for chapter volunteers using the free resource, Good Classroom. This initiative standardized the onboarding process and automated several tasks, addressing previous inefficiencies and reducing the administrative burden on the chapter. As a result, volunteer engagement and satisfaction increased, and the onboarding experience became more streamlined and effective, ensuring volunteers were better prepared and integrated into their roles.
SUMMARY: The Puget Sound Chapter developed and implemented a comprehensive onboarding program for chapter volunteers using the free resource, Good Classroom. This initiative standardized the onboarding process and automated several tasks, addressing previous inefficiencies and reducing the administrative burden on the chapter. As a result, volunteer engagement and satisfaction increased, and the onboarding experience became more streamlined and effective, ensuring volunteers were better prepared and integrated into their roles.
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YEAR: 2024
YEAR: 2024
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METRO DC CHAPTER: Board Member Technology Onboarding
METRO DC CHAPTER: Board Member Technology Onboarding
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SUMMARY: One of the Metro DC Chapter’s 2020 goals was to establish a formal onboarding process for incoming board members. Through this effort, the chapter created a self-paced and comprehensive technology onboarding section of toolkits. The toolkits are also used as a repository of technology information that can be referenced throughout the year. The toolkits cover securing a board account, setting up a Google account, setting up a Slack account, getting to know Wild Apricot, and accessing other technology tools (such as Zoom, Google Meet, Google Forms, Google Analytics, Doodle Poll, etc.). Twenty board members were onboarding using the self-paced structure and 80 percent of board members strongly agreed and 20 percent agreed that “the course has helped prepare me for the board service.”
SUMMARY: One of the Metro DC Chapter’s 2020 goals was to establish a formal onboarding process for incoming board members. Through this effort, the chapter created a self-paced and comprehensive technology onboarding section of toolkits. The toolkits are also used as a repository of technology information that can be referenced throughout the year. The toolkits cover securing a board account, setting up a Google account, setting up a Slack account, getting to know Wild Apricot, and accessing other technology tools (such as Zoom, Google Meet, Google Forms, Google Analytics, Doodle Poll, etc.). Twenty board members were onboarding using the self-paced structure and 80 percent of board members strongly agreed and 20 percent agreed that “the course has helped prepare me for the board service.”
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YEAR: 2021
YEAR: 2021
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ORANGE COUNTY CHAPTER: New Board Member Orientation Experience
ORANGE COUNTY CHAPTER: New Board Member Orientation Experience
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SUMMARY: The chapter designed and developed a total of 26 microlearning modules to onboard new board members. The topics were determined by interviewing current and incoming board members. The modules were grouped into four sections to be completed in sequential order by incoming board members. However, navigation was left open so any board member could easily access a specific topic if they needed a refresher on ATD and/or chapter knowledge. The onboarding delivered through microlearning will help the chapter reduce meeting times by 50 percent and the cost of year-end meetings by 75 percent, while increasing the effectiveness of arriving at strategic conclusions by 90 percent and board member onboarding engagement and socialization by 95 percent.
SUMMARY: The chapter designed and developed a total of 26 microlearning modules to onboard new board members. The topics were determined by interviewing current and incoming board members. The modules were grouped into four sections to be completed in sequential order by incoming board members. However, navigation was left open so any board member could easily access a specific topic if they needed a refresher on ATD and/or chapter knowledge. The onboarding delivered through microlearning will help the chapter reduce meeting times by 50 percent and the cost of year-end meetings by 75 percent, while increasing the effectiveness of arriving at strategic conclusions by 90 percent and board member onboarding engagement and socialization by 95 percent.
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Orange County - Interactive Demo and Screenshot
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YEAR: 2021
YEAR: 2021
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BATON ROUGE CHAPTER: Board Buddies
BATON ROUGE CHAPTER: Board Buddies
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SUMMARY: The 2020 executive board had an equal mix of new board members and returning board members. The president paired board members and allowed the board buddies to connect, ask questions, and have an extra support system. The partnership between board members developed an additional level of support for new board members and helped create a cohesive executive board.
SUMMARY: The 2020 executive board had an equal mix of new board members and returning board members. The president paired board members and allowed the board buddies to connect, ask questions, and have an extra support system. The partnership between board members developed an additional level of support for new board members and helped create a cohesive executive board.
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YEAR: 2020
YEAR: 2020
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DETROIT CHAPTER: Respect and Professionalism Policy and Protocol
DETROIT CHAPTER: Respect and Professionalism Policy and Protocol
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SUMMARY: To serve as a guide for communications, behavior, and interactions among the board, the chapter developed a respect and professionalism policy and a virtual meetings protocol. The chapter’s work established a written policy that defines and describes respectful behavior expected of all board members and volunteers; described examples of disrespectful and unacceptable behavior; explained expectations of board members during board meetings, when conducting board business, and when handling written communications for board and chapter business; stated the ground rules and the protocol applicable to virtual board meetings; and provided a structured format for achieving efficiency and effectiveness in chapter leadership/operations. The documentation resulted in a more respectful atmosphere during board meetings, prevented a loss of 20 percent of board members due to other board members’ behaviors, and increased participation of the board by 30 percent.
SUMMARY: To serve as a guide for communications, behavior, and interactions among the board, the chapter developed a respect and professionalism policy and a virtual meetings protocol. The chapter’s work established a written policy that defines and describes respectful behavior expected of all board members and volunteers; described examples of disrespectful and unacceptable behavior; explained expectations of board members during board meetings, when conducting board business, and when handling written communications for board and chapter business; stated the ground rules and the protocol applicable to virtual board meetings; and provided a structured format for achieving efficiency and effectiveness in chapter leadership/operations. The documentation resulted in a more respectful atmosphere during board meetings, prevented a loss of 20 percent of board members due to other board members’ behaviors, and increased participation of the board by 30 percent.
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YEAR: 2020
YEAR: 2020
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CENTRAL NEW YORK CHAPTER: Leadership Team Onboarding—On Your Own
CENTRAL NEW YORK CHAPTER: Leadership Team Onboarding—On Your Own
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SUMMARY: In need of strong onboarding for new chapter leaders, Central New York developed an asynchronous PowerPoint approach to be reviewed by new leaders on their own time. The deck requires about 20 to 30 minutes for review and includes slide notes to guide the learner through an overview of the chapter’s mission, history, membership base, key programs and related activities, and roles. The approach was supplemented with one-on-one meetings with the managing director to discuss each board member’s role, responsibilities, and expectations. As a result, the chapter achieved 100 percent participation and created a stronger leadership team.
SUMMARY: In need of strong onboarding for new chapter leaders, Central New York developed an asynchronous PowerPoint approach to be reviewed by new leaders on their own time. The deck requires about 20 to 30 minutes for review and includes slide notes to guide the learner through an overview of the chapter’s mission, history, membership base, key programs and related activities, and roles. The approach was supplemented with one-on-one meetings with the managing director to discuss each board member’s role, responsibilities, and expectations. As a result, the chapter achieved 100 percent participation and created a stronger leadership team.
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YEAR: 2018
YEAR: 2018
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METRO DC CHAPTER: New Director Orientation
METRO DC CHAPTER: New Director Orientation
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SUMMARY: To address the challenge of having to onboard new board members in a relatively short time, the chapter developed a formal board orientation. The program helped ensure that all board directors received consistent messaging about the chapter culture, norms, expectations, and that they could sufficiently navigate within the chapter's critical software applications.
SUMMARY: To address the challenge of having to onboard new board members in a relatively short time, the chapter developed a formal board orientation. The program helped ensure that all board directors received consistent messaging about the chapter culture, norms, expectations, and that they could sufficiently navigate within the chapter's critical software applications.
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YEAR: 2014
YEAR: 2014
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CENTRAL IOWA CHAPTER: Team Building
CENTRAL IOWA CHAPTER: Team Building
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SUMMARY: This Central Iowa event was an opportunity for the entire board to learn about each other on a personal basis, meet the new board members, have fun, and learn a little more about the operational side of the board to jump start and energize all to get a head start with the 2011 year.
SUMMARY: This Central Iowa event was an opportunity for the entire board to learn about each other on a personal basis, meet the new board members, have fun, and learn a little more about the operational side of the board to jump start and energize all to get a head start with the 2011 year.
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YEAR: 2011
YEAR: 2011
