Management committee (MC) members are the drivers of your club, elected by members to steer the club’s direction, to make important decisions on behalf of the club and to focus on governance. Attracting the right people is about thinking ahead, building relationships, fostering trust and tapping into people’s intrinsic motivations.
Management committee members are elected rather than appointed so there is no guarantee on who ends up in the role. The following steps will help ensure a good outcome.
Start early
Don’t wait until the AGM to start looking for new MC members – begin your search early, tapping potential candidates on the shoulder and fostering relationships. Even if they say no this year, they might be interested next time.
Building a skilled and diverse team
The MC makes informed decisions that guide the club’s strategic direction. This requires a variety of skills and experience, including financial acumen, marketing expertise, strategic planning and community engagement.
It’s a good idea to regularly conduct a MC skills audit to identify what might be lacking at any given time. Although there’s no guarantee they’ll be elected, aim to recruit people who can bring the experience needed to address any identified shortfalls.
Folding gender balance and diversity into this strategic approach ensures your MC has a well-rounded skill set and broad-ranging perspectives.
Clarifying roles and expectations
Clearly define the roles and responsibilities of MC members so potential candidates understand what would be expected of them and whether they’re a good fit. Be realistic about the responsibilities and the time commitment required. Refer to the Roles and responsibilities section to help define MC roles.
Empowering with information
An information package including your annual report, strategic plan, constitution, membership form and position descriptions will help potential MC members when considering joining the committee.
This information pack should also highlight the benefits of becoming a MC member, such as the impact they can make, the training opportunities available and testimonials from past MC members.
Investing in training
Incorporating funded training into the role can bolster the confidence of potential nominees, assuring them of the club’s support and thereby increasing the chances they’ll nominate. Training opportunities are a direct reflection of the club’s commitment to the personal growth and professional development of its members and helps your club’s quality assurance.
Training keeps everyone aligned with consistent performance standards, ensuring smooth and efficient operations, while encouraging the best candidates to nominate.
Leveraging networks
Word of mouth is a powerful recruitment tool so ask around your personal and professional networks if they know anyone who might be suitable to join your MC. Raising your club’s profile in the community and on social media can also help expand your network.
A solid membership base also gives you a larger pool of potential MC members. Circulating upcoming opportunities to your membership ensures that they are informed and can actively participate in or promote the recruitment process.
Effective advertisement
Advertise upcoming MC positions in newsletters, local social media groups, at special events and on your website. Highlight the impact that MC members can have and the fulfilment they can enjoy by being part of your club leadership.
UQ Sport reinvests all profits into services, facilities, and programs, and is supported by funding from the Student Services and Amenities Fee (SSAF) to benefit UQ students.
UQ Sport Ltd is a division of UQ Holdings.
