How do you plan Board Composition & Succession
How do you plan the ideal board composition and succession?
Each organisation will have different requirements for effective board composition on which to base the selection and appointment of new board members. Succession of long-standing board members risk the loss of key skills and leaders well planned during the selection of new board members.
Key considerations:
- When reviewing your board composition, consider what the future skills your board will need for its planned growth, expansion and any potential threats such as a loss of a major contract or government legislation change for example.
- Approaching an experienced person in the area of need before that need arises as a sound move to prepare your board for the future.
- Consider the size of the Board that will provide the maximum efficiency and effectiveness plus a balance of skills and experience needed to achieve the optimum performance of the Board.
- Review the expertise and balance needed for your sector operations on your board.
Against this list of school desired skill sets identify existing variants and skill of the current board and define the gaps that require filling. These can be prioritised in importance and value so that you can approach the appropriate people with a combination of skills and experience to provide these missing attributes.
Check that you have allowed for a sound balance of internal connected and external members who can provide a depth of knowledge plus independent judgement along with outside experience and objectivity.
The effectiveness of your composition and succession plan can be reviewed against the success of the board in providing the organisation with dynamic leadership, and giving it sound strategic direction and that enables the board to function as a top level board for the most effective way for the benefit of the organisation.
Our tutorial will be of interest to you if:
- your board needs fresh thinking around the board table
- the current needs of your organisation are not being met by the skill set and experience of the present board
- a succession plan would be of assistance to the board for the potential departure of a current board member
- an external non-executive or non-connected board member would give a better balance to the views and discussion at board meetings
For multiple use rights of our solutions including associated policies we have packages of 5 tutorials inclusive of initial training available. The investment is NZ$6,000.00 plus GST.
The investment for single use rights of this tutorial solution is NZ$620.00 plus GST and for the each policy by itself is NZ$120.00 plus GST. Supportive training is an additional investment above the individual pricing of the tutorial solution or policy.
Please contact us to discuss your needs so we can ascertain that they will be met by the individual tutorial you are purchasing.
GOT QUESTIONS?
If you aren't sure if this tutorial is the right one for you, please feel free to send us an email and tell us about your current situation. We'll send you a reply within 24 hours and let you know if it's the right one for you, and if not, which tutorial would better solve the issues you're currently experiencing.