The Roles and Responsibilities of the Board Search Committee

Transcription

1 The Roles and Responsibilities of the Board Search Committee Dennis C. Miller Managing Director The Nonprofit Search Group

2 The Nonprofit Search Group is a partnership between Dennis C. Miller and The Angeletti Group Executive Search Division (TAG). We specialize in executive search projects representing a wide variety of industries for national, regional or local nonprofit organizations, including independent and higher education, healthcare, and community building and social impact organizations.

3 The Board and Leadership Institute is a program of The Nonprofit Search Group, created to provide enhanced performance educational tools and coaching for Boards and Leaders through a series of board and organizational assessments, workshops, retreats, blogs, webinars and books. Today, more than ever before, nonprofit boards and leaders have to be performance and results driven. Performance coaching can be very beneficial to those who would like to improve their leadership results.

4 As a Nonprofit Leadership Coach, Dennis has advised hundreds of nonprofit organizations across the country on how to unlock their true potential by working with them to improve the integration of board governance, leadership development, strategic planning and philanthropy. He is a sought after motivational speaker, retreat facilitator, leadership coach, and executive search consultant.

5 Topics of Discussion Understanding the Search Process Defining the Strategic Vision Identifying the Right Leadership Competencies and Values How to Organize and Activate the Search Committee How to Identify and Screen Candidates Key Tips for Conducting Interviews Best Practices for Checking References Negotiating the Offer Onboarding the Candidate

6 Understanding the Search Process Who on the board/executive team has experience recruiting a CEO? Who can identify the skills and experience for effectiveness as a CEO? Can we attract candidates who are happy in their current positions? Who will do the actual work of the search? Should we hire a professional search firm? What will the search cost if we do? What will it cost if we do it ourselves? Can we use the search process to help us become a better organization?

7 Defining the Strategic Vision What comes first, the chicken or the egg? Strategic Goals Mission and Vision Organizational Infrastructure Fundraising and Development Board and CEO Relationship Impactful Programs and Services

8 Identifying the Right Leadership Competencies and Values Visionary Thinker Entrepreneurial Spirit Relationship Builder Emotionally Intelligent Brand Builder Collaborator Inspirational Motivator

9 How to Organize and Activate the Search Committee The Role of the Search Committee The main purpose of the search committee is to: Develop a process to recruit, screen and interview candidates Recommend a list of final candidates to the board

10 How to Organize and Activate the Search Committee Questions for the Search Committee The Search Committee should come to consensus on: The required competencies/expectations of the next CEO The strategic vision Whether or not to retain a search firm The salary and benefit package for the new CEO When/how to publicly announce the search

11 How to Organize and Activate the Search Committee Questions for the Search Committee (cont d) Consensus is also required regarding: The frequency of meetings The number of candidates to interview Timeframe for making an offer and selecting a start date for the new CEO Process and how to keep the full board informed/involved

12 How to Organize and Activate the Search Committee The Responsibilities of the Search Committee Chair Communicating to the board and board chair Recruiting and selecting members of the committee Establishing a committee structure Developing agendas and timelines Creating a system for candidate recruitment, screening, interviewing, selection

13 How to Organize and Activate the Search Committee The Responsibilities of the Search Committee Chair (cont d) Ensuring that reference checking is thorough and terms of compensation are approved Ensuring that final candidates who were not selected are contacted and thanked Developing a transition plan for the new CEO

14 How to Organize and Activate the Search Committee Should the current CEO or founder or members of the senior management team serve on the search committee?

15 How to Identify and Screen Candidates Talent mapping Candidate outreach Resume screening Phone Interviews

16 Key Tips for Conducting Interviews Ask the same initial questions of all candidates Use a final candidate evaluation matrix or scoring system Limit questions to the role and expectations of your next CEO Do not ask questions about race, nationality, gender, birth date, spouse, disabilities or children Ask open-ended questions Ask some thought-provoking and challenging questions Make sure you are listening!

17 Sample candidate evaluation matrix questions. Access the full matrix at thenonprofitsearch.com/candidatescore/.

18 Sample candidate evaluation matrix Summary score page. Access the full matrix at thenonprofitsearch.com/candidatescore/.

19 Best Practices for Checking References Request that the candidate provide specific types of references Prepare a list of questions for each reference; some questions will be the same, others will differ based on the relationship (i.e., questions for a former supervisor will differ somewhat than those for a former employee) Confirm education credentials by contacting the institution directly (they may refer you to a clearinghouse)

20 Negotiating the Offer Present Your Best Offer Up Front Try to build an attractive compensation package beyond salary. Consider: A signing bonus Potential annual bonuses Retirement plans Vacation time/holidays Car or moving allowances

21 Negotiating the Offer Negotiation is a Two-Way Street Make sure that the person who handles this part of the process has experience in this area If you have retained a search consultant, s/he can handle this for you

22 Onboarding the Candidate Prepare your new CEO for the social, cultural, and professional components of their new role How does the board expect the CEO to communicate with them? How often does the board chair want to meet/speak with the new CEO? What are the most important first items for the new CEO s calendar? What are the most pressing strategic issues the board wants addressed? What are the key cultural issues facing the organization?

23 Onboarding the Candidate Prepare your new CEO for the social, cultural, and professional components of their new role Which senior team members have performance improvement issues? Which key external stakeholders should the new CEO meet with ASAP? What does the CEO need from the board for a successful transition? What are the CEO s performance measures/milestones for the first year? The next 3 to 5? How will the CEO be evaluated by the board?

24 Onboarding the Candidate Prepare your new CEO for the social, cultural, and professional components of their new role Thoughtful onboarding will help ensure that your organization benefits from the new CEO s expertise, experience, and knowledge, for many years to come.

25 Books by Dennis C. Miller:

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