The most suitable candidates for your board of directors should be those who are passionate about the goals of the organization and are willing to put in the time. The selection process must be thorough. Don’t select one based on the fact that they’re a family member or friend. You should check the background of your candidates, request for references and conduct a conflict-of-interest review.
Board members should have prior experience in the field, and be able to utilize their expertise to assist the board with making informed decisions. They must also be innovative and be able to challenge the status that is in place. Boards should be balanced – you do not want a board over-weighted by visionaries and does not have enough execution people.
The ideal board member will have prior experience on other boards, but that’s not always feasible. If they don’t have board experience, it’s important to consider how many other boards they sit on and what their roles are. Too many boards could result in burnout or a lack of focus.
One mistake that leaders make is to surround themselves with “yes people.” They only select those who support them and are not willing to challenge their strategies or decisions. This is dangerous for the capital of http://www.boardmanagementsoft.net/5-tips-for-managing-an-existing-team-of-employees/ investors, their employees’ livelihoods and the future of their business. It is essential to stimulate lively discussion and offer fresh perspectives to boost your company’s chances of success.