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When we do a search at Armstrong McGuire as part of our Executive Transition Management offering, we work collaboratively with clients putting together a detailed position announcement that outlines the opportunity, as well as the primary responsibilities and related candidate qualifications. I’ve been reviewing a lot of resumes and applications as part of these searches and lately I have been struck by a few things.
I recently asked my husband to confirm whether I am an introvert. In an artful dodge characteristic of a long marriage, he replied “you’re on the spectrum.” His rationale: I like people a lot but only certain people and not always in large groups.
During my corporate career I found the most successful and rewarding work was done as a member or leader of a small team. I’ve advocated for the redeployment of successful teams in masse to new challenges, but routinely found leaders undervalued the existing team.
Diversification on the Board of Directors is a key to the success of any nonprofit. For instance, if a board’s members look the same, are all the same age and gender, their influence on the organization’s leadership, vision, and strategic direction might be similar. Input from board members with varying backgrounds, locale, age, gender, and ethnicity creates a more nuanced vision. It’s also important for a board to look like the communities it serves.
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