How can you ensure continuity of leadership on your board?

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Board leadership is crucial for the success and sustainability of any organization. However, many boards face the challenge of ensuring continuity of leadership, especially when board members have limited terms, busy schedules, or unexpected changes. How can you ensure continuity of leadership on your board? Here are some tips to help you plan ahead, develop talent, and communicate effectively.

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Alvaro De Julian

Buy, growth, and sale business. @Wokiseo Venture Founder & Family Office Partner | Tu socio de inversión y estrategia…
Ifeyinwa Chime, MBA
Josiane Novais, CEA, PECB??, CNEP-E??

Gerente de Negócios Empresariais | Sisprime do Brasil Cooperativa de Crédito | Especialista em Investimentos ANBIMA CEA…

1 Assess your current situation

The first step to ensure continuity of leadership on your board is to assess your current situation. You need to know the strengths and weaknesses of your board, the skills and experience of your board members, and the gaps and opportunities for improvement. You can use tools such as a board matrix, a board evaluation, or a SWOT analysis to help you with this process. By assessing your current situation, you can identify the areas where you need to focus your efforts and resources.

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Ifeyinwa Chime, MBA
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It always pays to start from the very beginning... A very good place to start is to assess the current situation. A situational analysis will answer questions on knowledge gaps of the current board leadership as well as the strengths and weaknesses of the board. Dialoguing with the board members to get an evaluation will go a long way to analyze the entire board leadership process and determine continuity or not.

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2 Plan for succession

The second step to ensure continuity of leadership on your board is to plan for succession. It is important to have a clear and realistic strategy for recruiting, training, and retaining board leaders, as well as a contingency plan for handling emergencies or transitions. This includes having a board profile that defines the roles, responsibilities, and expectations of board leaders, a board recruitment policy outlining the criteria, process, and timeline for selecting and appointing new board leaders, a board orientation program providing necessary information and guidance for new members, a board development plan offering ongoing learning and mentoring opportunities, and a board recognition and retention plan that acknowledges and appreciates board leaders.

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Ifeyinwa Chime, MBA
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What I have found helpful in both employee and board leadership continuity is to plan for succession. Different scenarios can play out and people leave! So planning recruitment strategies as well as onboarding processes for board leadership members is a step in the right direction. Every process should have a planned outline and timeline for execution. Documenting the process will also help for continuity purposes.

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Josiane Novais, CEA, PECB??, CNEP-E??

Gerente de Negócios Empresariais | Sisprime do Brasil Cooperativa de Crédito | Especialista em Investimentos ANBIMA CEA | MBA PECB Programa Empresas e Corporate Banking
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Crie um plano de sucess?o que identifique os cargos-chave no conselho e estabele?a um processo claro para a transi??o de lideran?a. O plano deve incluir critérios de sele??o, um cronograma para a transi??o e a identifica??o de possíveis sucessores.

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3 Develop your talent pipeline

The third step to ensure continuity of leadership on your board is to develop your talent pipeline. You need to have a pool of potential board leaders who are ready and willing to take on leadership roles when the time comes. To do this, you should identify and nurture high-potential board members who have the necessary skills, experience, and interest. You can provide them with opportunities to learn from and work with current board leaders, such as through shadowing, mentoring, or co-chairing committees. Furthermore, it is important to encourage them to take on more responsibilities and challenges like leading projects, initiatives, or events. Finally, make sure to give them feedback and recognition for their contributions and achievements.

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Alvaro De Julian

Buy, growth, and sale business. @Wokiseo Venture Founder & Family Office Partner | Tu socio de inversión y estrategia para contruir y desarrollar empresas rentables | W&W Community coming soon
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Según mi experiencia liderando equipos, una de las cosas más complicadas es el desarrollo de talentos que tengan la capacidad de liderar. Hay personas capaces de desarrollar tareas de gran complejidad, pero les cuesta liderar. Es importante durante la formación del equipo detectar que personas tienen capacidades de liderazgo, desarrollarlas y llegado el momento darles la libertad para qué empiezan a tomar decisiones de forma autónoma. Me gusta la frase de José Elías, reconocido empresario espa?ol con más de 180 empresas. BLV: Búscate la vida, cuando promocionas a un líder directivo, lo que pretendes es que alguien asuma su responsabilidad de forma completa y sea capaz de tomar buenas decisiones sin la aprobación de terceros.

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Ifeyinwa Chime, MBA
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Always identify and nurture high-potential board members who have the skills, ethical experience and interests in serving in such capacity. Opportunities to learn from the current board is priceless as this gives them a hands-on guide as to how things work. A lot can be achieved with shadowing, mentoring and bringing about opportunities to co-chair on committees where the work load can be delegated or responsibilities shared.. It's always great to know there's a pool of tested and trusted candidates for leadership succession.

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Josiane Novais, CEA, PECB??, CNEP-E??

Gerente de Negócios Empresariais | Sisprime do Brasil Cooperativa de Crédito | Especialista em Investimentos ANBIMA CEA | MBA PECB Programa Empresas e Corporate Banking
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Identifique membros do conselho com potencial de lideran?a e ofere?a oportunidades de desenvolvimento para eles. Isso pode incluir treinamentos, mentorias e a atribui??o de responsabilidades adicionais para desenvolver suas habilidades de lideran?a.

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4 Communicate effectively

Communication is an essential fourth step to ensure continuity of leadership on your board. To maintain clear and consistent communication among board members, staff, stakeholders, and external partners, you should create a board communication policy that outlines the purpose, frequency, mode, and content of your board communication. Utilize a variety of channels and tools, such as email, phone, video, social media, newsletters, or reports to share information, updates, and feedback. Additionally, create and maintain a board portal or repository to store and access important documents like board policies, minutes, agendas, reports or plans. Lastly, have regular and productive board meetings to discuss, decide and delegate matters related to your board leadership and governance.

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5 Review and adjust

To ensure continuity of leadership on your board, you should review and adjust your board leadership performance, progress, and impact. This can be done by setting SMART goals and indicators, collecting and analyzing data from board members, staff, stakeholders, or external partners, conducting periodic reviews and audits of your board leadership and governance practices and outcomes, and making necessary changes based on your findings. Continuity of leadership on your board is a continuous process that requires planning, action, and evaluation; investing in your board leadership will ensure the long-term success and sustainability of your organization.

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Josiane Novais, CEA, PECB??, CNEP-E??

Gerente de Negócios Empresariais | Sisprime do Brasil Cooperativa de Crédito | Especialista em Investimentos ANBIMA CEA | MBA PECB Programa Empresas e Corporate Banking
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Tenha um plano de contingência em caso de ausência ou indisponibilidade do líder atual. Isso pode incluir a designa??o de um vice-presidente ou a identifica??o de um membro do conselho capaz de assumir temporariamente as responsabilidades de lideran?a

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Josiane Novais, CEA, PECB??, CNEP-E??

Gerente de Negócios Empresariais | Sisprime do Brasil Cooperativa de Crédito | Especialista em Investimentos ANBIMA CEA | MBA PECB Programa Empresas e Corporate Banking
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Implemente um processo de avalia??o de desempenho para os membros do conselho, incluindo os líderes. Isso ajudará a identificar áreas de melhoria e fornecer feedback construtivo para o desenvolvimento contínuo.

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How can you ensure continuity of leadership on your board?

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3

4

5

6

1 Assess your current situation

2 Plan for succession

3 Develop your talent pipeline

4 Communicate effectively

5 Review and adjust

6 Here’s what else to consider

Business Management

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How can you ensure continuity of leadership on your board?

1

2

3

4

5

6

1 Assess your current situation

2 Plan for succession

3 Develop your talent pipeline

4 Communicate effectively

5 Review and adjust

6 Here’s what else to consider

Business Management

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