Many employers, particularly in the nonprofit community, now talk a good game regarding their commitment to diversity. They have policies in place prohibiting discrimination and enthusiastically acknowledge the virtue and utility of a diverse workforce. It’s been ten years since University of Michigan Professor Scott E. Page published mathematical modeling and case studies showing how…
You’ve been through an exhaustive (and somewhat exhausting) executive search, and your new leader has accepted your offer. It’s time to celebrate or, at least, breathe a big sigh of relief! While you are certainly entitled to both, the board needs to appreciate that what happens over the next several weeks, if not months, can…
When faced with a nonprofit leadership transition, it isn’t surprising that the board of directors will rush to get the job posted and the search underway as quickly as possible. While it may feel like time is of the essence, our recommendation is to take time upfront to consider together—as a board—what your vision for…
Once you’ve posted your job, collected the résumés, and identified the most promising applicants, it will be time to begin the interview process. But where to begin? Phone interviews as a first step – As search consultants, we often conduct phone interviews with promising candidates. In a call we can quickly get a read on…
One of the initial questions board members ask when faced with a leadership transition is, “How much is this going to cost?” While the response is likely to be, “That depends,” here are the kinds of expenses you might anticipate: Search consultant – It is not unusual for search consultants to charge 25% to 33%…
“Should staff serve on the search committee?” It is a question we hear at the start of every search for a nonprofit leader. If a board member doesn’t ask it, a staff member is sure to. Having advised multiple boards as they embark upon the search process for an executive director (president or CEO), here’s…
How familiar is the firm with the landscape in which we work? If you are hoping to generate local or regional candidates, as well as applicants from other states, you’ll find it very helpful to engage a firm or consultant who is familiar with your competition, as well as your partners, knows the geography in…
If you are fortunate, you’ve grown the talent you need within your organization—you have someone who is ready for leadership, who has the experience required and the support of the board, staff, and key stakeholders. Well-planned succession of leadership is certainly the ideal, but rarely is it reality. While large corporations may have the luxury…
Searching for a new leader and ensuring a smooth transition from one leader to the next are two different things. While some search committees end-up being called the “transition committee,” and may even find that their work extends beyond the search, we recommend nonprofit boards consider having one committee for the search and a separate…
No board chair I’ve ever met has taken on the role of chair with the hope of leading a search process for a new executive director or CEO. The chair’s job can be demanding enough without the prospect of handling all aspects of a leadership transition and executive search. Yet transition is a reality, and…
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