Lecture: Selecting a Chief Executive for Non-Profit Boards

Introduction

• Speaker: Susan Meyer
• Position: Vice President of Consulting and Training at BoardSource
• Topic: Steps to select a chief executive, a critical responsibility of non-profit boards

Importance of Succession Planning

• Succession planning is crucial in boardrooms today.
• Often, boards do not take this activity seriously.
• Objective: Not to groom a specific successor, but to have actionable guidelines ready for when needed (e.g., when the chief executive resigns).

Steps in Hiring a Chief Executive

• Search Process: Mirrors steps in a succession plan.

Formation of Search Committee

• Appointed by the board, usually comprising board members.
• Decision to hire an executive search firm is crucial and should be considered.

Search Scope

• Can be national, regional, or local.
• Strong internal candidates should be considered.

Key Processes in Search

1. Review Mission Statement: Ensure alignment with organizational goals.
2. Clarify Organization’s Strengths and Weaknesses: Understand current position.
3. Conduct Inventory of Needs: Focus on current and emerging needs.

Objectives and Expectations

• Set clear objectives for the first year.
• Establish long-term priorities and goals.
• Define desired characteristics, skills, and leadership style for the new executive.

Job Description

• Developed by the search committee, potentially with an executive search firm.
• Full board should review before the search begins.

Onboarding and Supporting the New Chief Executive

• Responsibilities of the Board:
  • Ensure the new leader starts well.
  • Provide consistent support and conduct annual performance assessments.
  • Set performance goals and areas of focus for future improvements.