Compensation or Service
Board work is work. It may not come with a timesheet or a corner office, but it demands time, judgment, and real responsibility. And yet, it often sits at the crossroads of service and compensation especially in sectors like non-profits, start-ups, and Crown corporations where expectations are high, and resources may be limited.
So how do you find your own line between doing this work as service and being paid for your time, value, and risk?
This question isn’t just philosophical, it’s strategic. And knowing your boundaries before you start knocking on boardroom doors will help you avoid resentment, burnout, or mismatched expectations.
Three Questions to Ask Before You Go Looking for Board Work
1. Board Portfolio or Passion Project?
Are you thinking about this as a one-off or as part of a strategic portfolio?
What’s your mix of non-profit vs. paid, local vs. national, sector-specific vs. cross-industry? Are you building visibility in a particular field or deliberately diversifying?
Be intentional. Too many similar roles can lead to burnout. Too many unpaid seats can create imbalance. A mix can help you stay energized, relevant, and resilient.
2. What’s in Your Backpack?
What are you really bringing to the boardroom and how much can you realistically carry?
Time is one piece, but your lived experience, network, leadership style, and governance strengths are the others. And don’t forget the “off-script” work: emergency calls, chairing a committee, mentoring the CEO, dealing with reputational risk.
Know what’s in your backpack before you volunteer to carry someone else’s.
3. Volunteer, Donor, or Director?
These roles sound similar but they come with wildly different expectations.
Some boards want you to give time and money. Others want your strategic oversight over hundreds of millions in assets and risk. Understand what fiduciary responsibility means and whether you're being treated as a true governance partner, or just a name on a letterhead.
Clarity here protects your integrity, your time, and your reputation.
Compensation ≠ Conflict
Being compensated for your board service doesn’t make you less committed. In fact, it often enables deeper engagement. But the key is clarity. Ask early about the pay structure, reimbursements, insurance, and time expectations. If they dodge the question, that’s a flag. Not just about money, but about the board’s maturity and culture.
On the flip side, some of the most rewarding roles may be unpaid but still worth it. If you’ve got a clear “yes” to your own boundaries, you’ll know when to lean in and when to walk away.