Bert Ruiz

A typical executive search usually takes a few months from start to finish with key steps throughout the process. As the committee does its work, it’s important to communicate the status of the process to key stakeholders and applicants. It may seem simple, but many organizations skip these basic steps. And when you don’t share your progress, both candidates and your board can be left feeling that the process is cold and disorganized.

As your organization prepares for an executive search, an important consideration is how to engage community stakeholders (along with board and staff) in the process.

Why engage community stakeholders? This group can provide an external perspective on how the community views your organization, as well as challenges and opportunities facing the community. Board members and staff are typically focused on internal priorities, while this group applies an outward-facing lens.

As a board member, you may experience a leadership transition at your organization during your tenure. When that time arrives, you have a responsibility as a board to take the necessary steps to ensure a successful transition. All board members will have some role in the process, but the development of a strong Search Committee is the first step.