WHAT TO ASK & QUESTIONS TO EXPECT
Interviewing candidates for a board of directors is a very specific process. Not too dissimilar from interviewing a prospective CEO, it involves evaluating a wide variety of criteria, and at the same time educating the candidate and convincing them of why they should join your company — should they ultimately be invited. However, there is one fundamental difference between interviewing someone for an executive position as opposed to a board directorship.
When interviewing a candidate for a senior executive role he or she will most likely be a subordinate, or a peer, but nonetheless an employee. Personal chemistry and cultural fit within the company are of course very important. However, a director is not an employee, nor are they necessarily a peer. They could potentially exceed the CEO’s own level of accomplishment in one area or another. And it is not always mandatory that they are a good fit with the company culture — still, of course, that is desirable. In general, they will not be working side-by-side, or socializing with, employees. That said, they are required to understand, appreciate, and respect the company culture. On the other hand, the culture of the board, their personalities, and the dynamics between the directors are critical. READ MORE HERE...
Thank you to Dennis Cagan, board expert & consultant at Caganco, Inc. for providing us with this article.
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