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Executive Eye-Opener 4Q23

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Happy Fall

Here at Broadview, we have taken full advantage of the fall conference season to connect with valued partners and friends from coast to coast. Our stops have included annual events for the National Black MBA Association, Minnesota Council of Non-Profits, National Council of State Housing Agencies, Opportunity Finance Network and AfroTech. We were also proud to be a part of NCCJ's Human Better Appreciation Celebration and the Congressional Black Caucus' Fire & Focus Scholarship Fund evening, honoring Congresswoman Joyce Beatty. 


Apparent in many of our conversations along the way are the recessionary pressures causing organizations to be more cautious in their approach to sourcing talent. Just one more reason why there is no better time than now to revisit your organization's succession plan, which can serve to diminish future talent costs while avoiding regrettable losses. Learn why a well-structured talent pipeline in particular plays a pivotal role in developing strong and diverse leadership for your c-suite.


Equally as important as building a talent pipeline is supporting those already at the top. CEOs, in particular, often find themselves in a paradoxical position of both power and isolation. The weight of high-stakes decisions, constant scrutiny, and the burden of steering a company's course can easily create a sense of solitude in this leadership role. It's a problem that boards of directors should address to empower their CEOs.


Lastly, we are thrilled to share that BroadView has been granted admission into the Association of Executive Search and Leadership Consultants (AESC). This milestone and achievement was a bucket list item of mine, taking on particularly special meaning. Over 25 years ago, I was a rookie in retained executive search when my then employer, Carrington & Carrington, Ltd., was the first Black-owned executive search firm granted admission into AESC. I am humbled and honored that now my own has been admitted.


We will leverage this prestigious affiliation to not only drive our firm's continued growth but also to uphold quality standards for the executive search and leadership consulting profession as a whole. We hope to connect with you soon along our promising journey forward.


Warmly,

Tracy McMillan, CEO & Managing Partner

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Your Pipeline to the C-Suite Starts Here

By Steven Hatchett, Vice President, Senior Associate


ο»ΏIn the fast-paced world of corporate leadership, the journey to the coveted C-suite begins long before talented individuals reach the executive level. This article is designed to highlight the pivotal role that a well-structured talent pipeline plays in developing strong and diverse leadership. As we navigate the challenging landscape of talent acquisition and retention, it becomes apparent that embracing a philosophy and culture that prioritizes pipeline development strategies is not merely a choice but a necessity.


Exceptional Value

A strong leadership pipeline ensures a continuous flow of capable individuals who are ready to step into critical roles when necessary, helping companies avoid stagnation and disruption. It represents a key component of succession planning! Investing in leadership development not only prepares these individuals for the top, but also helps engage and motivate them to reach their highest career goals and aspirations (HCGA). This reduces turnover and regretted losses which is particularly important for the younger generations. Millennials and X-Gens must be proactively retained or they will grow bored and move on.


Those who have grown within a company also tend to be more aligned with its values and mission, and as companies invest in the skill and development of their employees, they also boost their own competitiveness, tapping into new insights, adaptability and problem solving capabilities. It costs two-to-three times salary to replace executive talent, taking away both time and momentum from the organization and, worse, leading to low morale and unstable organizational leadership. A pipeline of talent fixes that.

Read More
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It’s Lonely at the Top: How Boards can Empower their CEOs

At the pinnacle of their organizations, CEOs often find themselves in a paradoxical position of both power and isolation. The weight of high-stakes decisions, constant scrutiny, and the burden of steering a company's course can easily create a sense of solitude in this leadership role.


To complicate matters, the hierarchical structure of organizations can make it challenging for CEOs to forge genuine connections with their subordinates, as their authority might inadvertently create a barrier to open and candid interactions. Additionally, a CEO's unique vantage point can make it difficult to confide in colleagues or share concerns without the fear of undermining their own authority or causing panic among employees. 


The relentless demands of their role, combined with the perception that vulnerability is a luxury they cannot afford, often leads to a sense of isolation that is overlooked amidst the external trappings of success.

Read More
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Meet our Team

Please Welcome Wayne Knight,

Vice President, Senior Associate


Wayne has served in the executive and agency search space for more than twenty years, matching senior professionals with the clients who need them, including those within the Fortune 100 sector. An ADP Certified Diversity Recruiter, he embraces a passion for diversity, equity and inclusion to identify top talent among underrepresented groups.


Wayne takes pride in expertly navigating all steps of the recruiting life cycle, from intake strategy sessions with hiring managers to supporting candidates on the first day of orientation post-placement. His high emotional intelligence prompts a white glove experience throughout the process, ensuring empathy for both the clients and candidates he is engaging.

Learn More About Wayne
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Active Searches

Senior Vice President, Affordable Housing

Wallick Communities  |  New Albany, OH (Columbus Metro)


Director

CDFI Friendly Tulsa | Tulsa, Oklahoma


Director

Columbus Community Information Exchange | Columbus, Ohio


Chief Financial Officer

Capital for Change | Wallingford, Connecticut


Executive Director 

ABLE (Advocates for Basic Legal Equality)  |  Toledo/Dayton, OH


Chief Finance and Operations Officer

YWCA Minneapolis  |  Minneapolis, MN


Chief Operating Officer

Columbus Urban League  |  Columbus, OH


Director of Operations

BoulΓ© Foundation  |  Atlanta, GA


President & CEO

Propel Nonprofits  |  Minneapolis, MN


Executive Director

HUB Augusta Collaborative  |  Augusta, GA


Chief Operating and Strategic Initiatives Officer

Florida Community Loan Fund  |  Orlando, FL

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Submit Your Resume

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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.
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ο»Ώwww.BroadViewTalent.com

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