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Board Succession
 

Board Succession

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    Board Succession Board Succession Presentation Transcript

    • BOARD SUCCESSION PLANNING
      Bill Taylor
      Northeast Community Development Educator
      UW Cooperative Extension Service
      1
      The University of Wyoming is an equal opportunity/affirmative action institution.
    • REVIEW THE PURPOSE
      Revisit the mission statement and objectives of the board
      Identify challenges, opportunities, priorities
      Evaluate degree of past success
      Evaluate the position against a set of job expectations determined in the review
      Are objectives aligned with evolving priorities and directions?
      Develop a realistic and current job description, outlining expectations for the position
      A few definable, measurable criteria
      2
      UW Community Development Education
    • PLANNING
      Evaluate organizational performance
      Focus on key questions related to mission, customer values, results, implementation
      Use an assessment tool that focuses on effective leadership, management, fiduciary responsibilities
      Review current job profile/position description and clarify priorities
      Prioritize objectives – what do you need to achieve the mission?
      Identify environmental conditions compared to last search, differences in requirements, budget issues, constituent requirements
      3
      UW Community Development Education
    • Develop a job description
      Specify what has to be done and what it will take to do it
      Give position description to candidates during search
      Describe skills and experience necessary
      Accountability to whom?
      Accountability for what?
      Attendance requirements
      Committee structure and membership requirements
      4
      UW Community Development Education
    • RECRUITMENT
      Don’t allow search committee to be hijacked by special interest groups, whether community leaders, internal constituents, board members, or advisory members
      Make role requirements clear from the beginning
      Mailed invitations may not produce committed members
      Seriously cultivating interest in persons who may be vested in the process or committed to the need often produces better results
      5
      UW Community Development Education
    • Recruitment (cont.)
      Use an application form
      Will help gather information on interests, background, skills
      If someone contacts organization and asks for application, this is excellent time to start serious communication about their interests and skills
      Willingness alone does not always make the best board member, but genuine interest should not be ignored
      Take the interested party through the entire application and interview process – no shortcuts
      6
      UW Community Development Education
    • Interviewing
      Don’t let a shining star blind you from checking for core competencies
      Some people interview better than others – the interview may not be a true indication of skills
      Follow a formal protocol
      Treat every candidate equally
      Ask each the same questions in the same way
      7
      UW Community Development Education
    • Interviewing (cont.)
      Don’t waste time selling the board or position
      Focus on fit
      While looking at skills, don’t forget characteristics and attitudes
      Commitment, motivation, enthusiasm, consensus building, leadership skills must reside within the organization
      Use behavioral based interviewing
      Determine past behavior in various situations
      Using past behavior, predict performance in future situations
      8
      UW Community Development Education
    • Some possible interview questions
      Why are your interested in the issues addressed by this board?
      Why are you interested in serving on the board?
      Do you have any previous board service, leadership, or volunteer experience?
      Are you presently serving on any boards?
      What kinds of skills or expertise can you offer?
      How will the organization benefit from your participation?
      How do you think we could best take advantage of your expertise?
      9
      UW Community Development Education
    • Some possible interview questions (cont.)
      What do you expect us to do for you so that your experience is satisfying?
      What kind of time and financial commitment will you be able to make?
      Are you willing to serve on committees and task forces?
      Can we expect you to come to board meetings regularly?
      10
      UW Community Development Education
    • selection
      Don’t select on likability
      Do a careful background check on all candidates
      Match core competencies with real needs of the board
      Know what is needed and look for it
      If you can’t find the ideal fit, adjust accordingly, but do not think of the final choice as second best
      If the search criteria are too narrow, the search will probably fail
      11
      UW Community Development Education
    • Orientation
      Spend as much time on orientation as on the search
      If available, outgoing board member may provide valuable assistance in getting new member up to speed
      One or two present board members can be assigned to see that new member learns the ropes
      12
      UW Community Development Education
    • Give performance feedback early
      Boards should do regular self-assessment of board and individual performance
      Explain how decisions are really made.
      Identify cultural landmines and current expectations from group to group:
      Board
      Constituents
      Special interest groups, etc.
      UW Community Development Education
      13
      Orientation (cont.)