Executive Eye-Opener 👁️

Executive Eye-Opener 2Q23

Happy Spring

As the grass turns green and the northern hemisphere transitions into warmer weather, we’re starting to see an economic slip within the financial services and tech sectors but not within the nonprofit sector. The playing field within remains a candidate's market and is competitive enough that organizations must offer a total benefits package that sets the bar high.

The steady demand for CEO and executive leadership talent is driven in large part to Baby Boomers continuing to retire in record numbers. For this reason, board governance has never been more critical, with the spotlight landing squarely on effective succession and leadership transitions. When faced with replacing a long-tenured leader in particular, the task can be challenging. It’s a topic that we’ve covered in the past, but this month, we dig in even deeper. From timing and communication to key stakeholders and potential internal candidates, these do’s and don’ts will ensure that the process of replacing your long-tenured leader goes as smoothly as possible.

While Boards of Directors with whom we partner often lean on us for advice, candidates also benefit from coaching, regardless of their level of experience or professional aptitude. This is especially true when it comes to references. Here’s the truth: reference reports can make or break a candidate’s chances of achieving their highest career goals and aspirations. Whether you are a candidate seeking to identify and prepare your reference or you are a colleague tasked with providing one, this article delves into getting and giving references that count.

However you or your organization is growing this spring, we hope you take the time to evaluate where opportunities may exist. From succession planning and smooth leadership transitions to interview and reference best practices, there is opportunity for all of us to improve during this season of renewal. We hope you agree!

PS: We will have some exciting news to share with you in May. Stay tuned to learn how BroadView Talent Partners is continuing to learn, grow, and thrive!

Warmly,

Tracy McMillan, CEO & Managing Partner

Replacing a Long-Tenured Leader? Do this, not that.

Replacing a long-tenured leader or founder in a non-profit organization can be a challenging task for any Board of Directors. It’s a topic we’ve already touched upon here, but is important enough that we’re digging in deeper. That’s because most favorable outcomes occur when a Board keeps the best interests of the organization’s current and future strategic direction in mind. Ultimately, their goal is to hire or promote the right leader for the right phase of the organization’s growth cycle and maturity. From timing and communication to key stakeholders and potential internal candidates, these do’s and don’ts will ensure that your process goes as smoothly as possible.

Do this

Start the transition process early. It is essential for the Board to provide ample time to find a suitable replacement. Leadership Succession or Transition Committees are most effective when they have at least nine-to-twelve months to accomplish their objectives. This assumes that they have substantive discussions with the long-tenured leader (LTL) about both the desired timing and the overall orchestration of transition. Now is when you must also have a candid conversation about whether there are strong internal candidates for the role.

Refrain from a search if you have a legitimate strong internal candidate. A strong internal candidate (SIC) successor to LTL is defined as one who has had significant exposure and access to the Board and its committee leadership; they boast a preponderance of knowledge, skills and abilities for the CEO role and have been strategically and thoughtfully groomed by the LTL in partnership with the Board. If the SIC meets these qualifications, then it makes no sense to do a full-blown executive search. You have already invested in the SIC’s future and they have demonstrated to you that they meet the conditions for succession. Thrusting them into a competitive search process may alienate them, resulting in departure and, ultimately, a regretted loss.

“ That’s a Great Question:”

Getting & Giving References that Count

By Elizabeth Keyser, Associate

Here’s the truth: Reference Reports can make or break a candidate’s chances of getting their dream job. It’s a crucial part of the 10-Step Engagement Process by which BroadView helps our clients and their Search Committees home in on their next, great leader. Our team has spent decades developing and refining a specific series of questions that get to the root of why a position is the right one for a candidate.

These interviews, conducted by an in-house Associate and firm leadership, occur between interview rounds one and two, keeping the search process moving forward in a timely manner and eliminating surprises further down the road. Scheduled for at least 30 minutes, they delve into both a candidate’s hard and soft skills. After conducting and writing hundreds of Reference Reports for candidates over the years, we’ve identified vital tips for both the candidates tasked with submitting references and the respondents who agree to be interviewed on their behalf.

Meet our Team

Robyn Quinn

Vice President, Senior Research Associate

Robyn is an experienced research and recruiting professional with a demonstrated history of accomplishments within the executive search and corporate recruiting sectors. Her areas of industry expertise include non-profit, healthcare and fundraising/development. Prior to joining BroadView, Robyn served as a contract Research Associate at Diversified Search Group. Prior to that, she served as a Senior Sourcer at Tri-Search, an international, full-service talent firm headquartered in Denver, CO.

Learn More

Active Searches

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Archway Communities | Lakewood, Colorado

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Carhartt | Dearborn, Michigan (Hybrid)

Director Sourcing, Western Hemisphere

Carhartt | Dearborn, Michigan (Hybrid)

Senior Vice President, Housing and Real Estate Development

Community HousingWorks | San Diego, California

Chief Executive Officer

REACH | Portland, OR

Executive Director

Sigma Pi Phi Fraternity | Atlanta, Georgia

Chief Administrative Officer

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Chief Operations Officer

Real Estate Executive Council (REEC) | Remote

Regional Director, Real Estate Development

Mercy Housing California | Sacramento, CA

Submit Your Resume

To submit your resume/CV and stay connected to BroadView Talent Partners, please click here to access our data partner, Not Actively Looking.

NotActivelyLooking is a confidential and secure platform that allows you to manage the information you provide to us, including up-to-date career information, key achievements, skills and future aspirations. For more information, please contact us at info@BroadViewTalent.com.

www.BroadViewTalent.com