EOA Board Role Structure
B. Recommendation to divide the roles among board members
Recommended EOA Board Role structure:
The intent of this document is to share best practices and support (incoming) EOA chairs in creating a sustainable EOA board as the program gradually grows over time.
This document includes three parts:
A: Suggested roles and corresponding responsibilities
B: Recommendation to divide the roles among board members
C: Recommended board size for each program stage
A. Suggested roles and corresponding responsibilities
A strong and well-organised board makes a program more sustainable over time. The table below outlines EOA board role for a specific member of the board and the Key Performance Indicators (KPIs) against each role. The KPIs will help each board member to plan their action items for program operations and growth and generate an ecosystem of accountability among the board.
| Roles | New Participant | Membership | Communication | Accountability | Learning | Chair |
| Recruitment | Onboarding followed by ongoing monitoring/engagement with participants interest and value in the program |
Social media | Identifying coaches, and training of coaches |
Scheduling and organising of LDs with placed EOA trainer |
Strategic Alliance identification and retention |
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| Test-Drives | Inclusion, diversity and sustainability friendly |
Assign EOA coaches to AG’s |
Tracking and monitoring quality of the LDs |
Financial housekeeping and streamlining |
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| Help to integrate EOA participants to EO |
Engaging with EOA coaches |
Organising events in collaboration with EO to add value to EOA participants |
a. Number of alliances retained per year and passed on to next fiscal year b. Separate bookkeeping for EO and EOA; a separate bank account for EOA c. Conduct quarterly monitoring of budget vs actual expenses to mitigate budget variance gaps |
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| Addressing gaps and sharing best practices |
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| Monitoring quality of AG meetings and progress |
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| KPI: | Number of new participants per year |
Overall quality numbers a. NPS b. Number of EOA graduates c. Number of EOA participants who reach a million but do not join EO d. Decrease in exit rates |
Number of social media posts per quarter on different platforms |
Accountability Group - rating |
Learning Day - rating |
B. Recommendation to divide the roles among board members
When a program has 3 to 5 EOA board members, we recommend EOA board members to take up more than one role where possible as mentioned below, to propel program operations, growth and to help bring stability to the program. When there are 6 members in the board, each member can take on an individual role. These recommendations are informed from best practices implemented by programs around the globe. It is also recommended to have a chair elect (Accelerator co-chair) as a part of the EOA board, for him/her to get an understanding of the chair’s role prior execution.
Three board members:
1. Chair + Accountability
2. Learning
3. New Participant+ Membership + Communication
Four board members:
1. Chair + Accountability
2. Learning
3. New Participant
4. Membership + Communication
Five board members:
1. Chair
2. Accountability
3. Learning
4. New Participant
5. Membership + Communication
Six board members:
1. Chair
2. Accountability
3. Learning
4. New Member
5. Membership
6. Communication
C. Recommended board size for each program stage
Programs between 10 to 14 participants: EOA board to have 3 members (This phase of the program is termed as soft launch. During this phase, it is crucial to generate momentum in recruitment and marketing efforts, planning learning events and
building accountability groups, thus, the recommendation to have 3 members in the EOA board)
15 participants: EOA board to have 3 members
25 participants: EOA board to have 4 members
35 participants: EOA board to have 5 members
45 and above participants: EOA board to have 6 members