1. Ask face-to-face.
  2. Be sincere.
  3. Be realistic about the expectations of the job. If the recruit understands the scope of the committee and the time and skills required, she can better decide whether she’s the right person to do it.
  4. Provide assistance as needed, but don’t run the committee. One sure way to turn off future leaders is to second-guess every committee decision. Give committee chairs room to apply their own creativity and to lead their committees themselves.
  5. Pass along old files. Keep a photocopy if you’re concerned that something important might be lost in the transition.
  6. Approach new members. While it’s easier to rely on “regulars” to lead PTO committees, capable volunteers are waiting tentatively in the wings. Spread the work around by urging new members—the future leaders—to get involved.