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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.

Recently, I was speaking with a close friend who made a bad hire when filling a development position.  "I ultimately went with someone I know, not someone who knew."

You approach an intersection as the light turns yellow. What’s your response?

This is a question I often get in my travels and days spent with clients. Of course, the ideal answer to this question is, “you develop a good development officer.” Some of the very best that I have worked with through my years have been homegrown. But that’s not always possible. So what is the key? Fit.

One of our core beliefs is that you’re only as strong as the team you surround yourself with. That’s true for the Donor By Design team, and we see it over and over again in the staff and volunteer teams we work with.