If a board decides to hire an individual member https://boardthrough.com/ the process typically involves a formal interview. Board candidates must be prepared to answer questions ranging from what their talents and abilities will benefit the organization to the reasons why they would like to join the board. They should also have a good idea of the amount of time they can commit to the job.
Garland McLellan is the founder of Board Ready. A board consulting firm. Boards are seeking strategic insights rather than executive thinking. This means that the interviewer is looking for a candidate that can engage in high-level discussions with good questions and challenge the thinking process of the company.
A good board member will be willing to speak their own opinion on the challenges and strategies of a potential employer but will also be willing to hear the viewpoints of other interviewers. They should be able give fair feedback, even if a company’s performance was not up to standards.
The interviewer may also ask candidates to assess the culture and collegiality of the boardroom. This is particularly relevant for a public company where the board’s relationship with shareholders could be at stake. Additionally, the board could ask candidates to consider whether they have conflicts of interest that could hinder their ability to enhance the value of their work. An unearthed conflict of interest can derail a board’s strategy and can have serious legal implications in the worst-case scenario. If the answer of a candidate is to be taken into consideration to be considered, they must be prepared to declare all relevant relationships and affiliations.
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