|
 Although
board members are usually elected only once a year at the annual general
meeting, planning for the board's succession is actually a year round
activity. By approaching board recruitment in a systematic, proactive
manner, your board will avoid scrambling for new members at the last minute,
and will ensure that all the necessary skills, backgrounds, knowledge
and perspectives are represented at the board table.
How can your board ensure that the organization will inherit
the leadership that it requires? Here are some ideas:
- A nominating committee or board development committee
should have the responsibility for developing and executing a succession
plan.
- The committee should determine what qualities it
requires in the next year's board members, considering:
- The profile of the current board's composition
- The gaps in skills, knowledge, and representation
that will exist upon the completion of current members' terms,
- Special skills or qualities that will be required
to achieve the organization's strategic plan and goals.
- The committee ought to search broadly for prospective
members that meet the criteria it has established. It could consider
personal contacts and suggestions from within the organization, and
it could actively recruit and advertise externally as well.
- The committee should meet with prospective candidates
to provide information to them regarding the responsibility they are
being asked to take on, to answer their questions and to thoroughly
research their background, goals and needs.
- The committee's list of nominees ought to consist
of candidates whose assets and goals complement the organization's needs
and opportunities.
- The organization could provide opportunities for
"grooming" prospective board members and officers. For example,
potential future leaders could be invited to serve on a committee or
in other volunteer capacities. Budding leaders should be encouraged
to take on a variety of roles and increasingly responsible assignments.
- The board should provide thorough orientation,
ongoing development activities,
and recognition for all its board members.
- The board should have an evaluation
process in place whereby members who have not fulfilled their responsibilities
can be identified, and either supported to improve their performance,
or asked to resign.
Now let's look in more detail at how your organization's future can be strengthened
through diversity planning.
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