BOARD REACTIVATION: FOUNDER INSTRUCTION GUIDE
Resetting Your Board with Clarity and Ownership
WHY THIS STEP IS NECESSARY
Most founders carry the entire organization on their shoulders because their board is unclear, inconsistent, or disengaged.
This isn’t always because board members don’t care.
It’s usually because:
• no one ever told them what their role should be
• the founder has been doing everything by default
• expectations were never clearly defined
• people don’t know if they should step up or quietly step aside
• no strategic direction was set to unite the group
This reactivation step solves all of that in one simple process.
By calling each board member personally, you:
1. Reset the relationship
2. Establish clarity and expectations
3. Give them a choice to recommit or transition out
4. Match each committed member to a role that fits their skills
5. Immediately see your board’s strengths and gaps
This one step creates the foundation for a stable, functional, effective board.
You will walk away knowing:
• Who is staying
• Who is stepping down
• What each remaining member will contribute
• The roles you need to recruit next
This clarity is priceless.
YOUR GOAL ON THE CALL
For every board member, you need to walk away with two pieces of information:
1. Their commitment level
Are they stepping up?
Or stepping down?
2. Their contribution area
If they are stepping up, where do they want to play a meaningful role?
Those two answers will determine the future of your board.
THE ROLES YOU CAN OFFER
Many founders get stuck because they don’t know what roles a board member can take.
Here is a simple, flexible list you can use during the call.
A board member can choose to lead or support in any of these areas:
Strategic Roles
• Strategic Planning Lead
• Governance & Compliance
• Secretary / Meeting Management
• Board Development (recruitment + onboarding)
Fundraising & Partnerships
• Fundraising
• Donor Relations / Stewardship
• Corporate Partnerships
• Grant Strategy Research Support
• Program/Organizational Partnerships
Programs & Operations
• Program Oversight (lead or co-lead one program area)
• Community Engagement
• Volunteer Management & HR Support
• Monitoring & Evaluation Support
Visibility & Communications
• Marketing & PR
• Social Media Oversight
• Brand Positioning
• Event Visibility & Outreach
Finance & Administration
• Finance Oversight
• Budget Review Support
• Accounting Support
• Audit Committee
QUESTIONS TO ASK DURING THE CALL
Once a board member says they want to step up, ask:
1. “Which specific role or area would feel meaningful and satisfying for you to contribute to?”
If they struggle to answer, follow with:
2. “What skills or experiences do you have that could be useful to the organization at this stage?”
Then you connect the dots for them:
“Based on what you just shared, a role in ______ might be a good fit. Does that feel aligned for you?”
Let them choose.
Let them feel ownership.
People support what they help create.
THE BOARD REACTIVATION CALL SCRIPT
(Founder reads this script word-for-word if needed. Keep it short, calm, and confident.)
STEP 1: OPEN THE CALL
“Hey [Name], thank you for making a little time to speak today. I’m reaching out because we’re entering a more structured phase as an organization, and I wanted to reconnect with each board member before we move forward.”
STEP 2: SET THE TONE
“This isn’t a difficult call. Nothing is wrong. We’re just tightening up our structure as a board so everyone can contribute in a clearer and more meaningful way.”
STEP 3: EXPLAIN THE NEW DIRECTION
“We’re focusing on strengthening our board, setting clearer expectations, and making sure every member has a defined role that aligns with their skills and availability.”
STEP 4: GIVE THEM THE TWO PATHS
“So I’m calling each board member to ask one simple question, and there’s no pressure either way:
Option 1:
You want to recommit and play an active role as we move into this next phase. That means showing up, taking responsibility for a specific area, and being part of our strategic work.
Option 2:
You feel your time or interest isn’t aligned right now, and stepping down would be better for you and for the organization. And that’s perfectly okay. We can transition gracefully.”
STEP 5: ASK THE QUESTION
“Based on where you are now, which option feels right for you?”
(Stay silent. Let them speak.)
STEP 6A: IF THEY SAY THEY’RE STEPPING UP
“Great. I appreciate that. And to make sure you’re in the right place on the board, let me ask:
Which specific role or area would feel most meaningful and satisfying for you to contribute to?
Or how do you see yourself supporting the success of the organization?”
If they’re unsure, ask:
“What skills or experiences do you have that you feel could really support us at this stage?”
Then match their skills to a role.
STEP 6B: IF THEY SAY THEY’RE STEPPING DOWN
“Thank you for being honest with me. I appreciate the time and energy you’ve given already. We’ll make this transition simple and respectful. And if you ever want to support us as a volunteer, advisor, or donor, the door is open.”
STEP 7: CLOSE THE CALL
“Thanks again for your time. I’m having this same conversation with every board member so we move forward with clarity. This has been really helpful.”
FOUNDER NOTE-TAKING TEMPLATE
Use this for each call:
Board Member Name:
Step Up or Step Down:
Skills They Shared:
Preferred Contribution Area(s):
Recommended Role Based on Skill:
Any Additional Notes:
After all calls, you’ll have a full picture of:
• your active board
• the roles each person will take
• the skills available
• the gaps you need to recruit for
This becomes the backbone of your recruitment and your strategic planning session.
EMAIL SCRIPTS AFTER CALL
Here are two clean, human, steady emails the founder can send immediately after each call.
They restate the decision, confirm the role (if stepping up), and close the loop with clarity.
You can use these exactly as they are.