The Recruitment of Board Members

Bringing in a new director or Chairman demands consideration, reflection, and sometimes speed of action – while minimising risk.

Please contact us here if you are looking for new resources for your board. Maybe we know someone who would fit. We meet a lot of board professionals.

First, take a moment to reflect on what profile you are looking for.

[ box type = “info “] The Chairman’s Profile: Leadership capacity and management philosophy in the boardroom. Experience, personal qualities, approach, personal network. Match with the business situation and ambition – now and in a few years. Read more here. [ / Box ]

[ box type = “info “] Member’s Profile : Experience, personal qualities, approach, personal network. Match with the business situation and ambition – now and in a few years. Match with other directors. Read more here. [ / Box ]

The nomination committee should continually create profiles for members of the board based on

  • Ownership directive. What is the mission? (The owners’ ambitions, intentions, constraints and operational situation.)
  • Board and geography of the business
  • Actual situation and ambition of the business
  • Competency requirements going forward
  • The strategic direction
  • The surrounding world’s speed of change
  • Succession of the Board
  • Complement other directors, including the Chairman

A succession plan is a good tool, in order to in due time acquire new members and sometimes proactively phase out current ones.

As Chairman, you should maintain a continuous dialogue with the Nomination Committee on these tasks and ensure that they have the relevant data to fulfill their task.