Feature article from Cooper Coleman

CEO Search Committees: A How-To for Nonprofit Board Members

by Kathy Kraushar, Vice President of Executive Search, Cooper Coleman

As nonprofit founders and long-term leaders retire, boards are increasingly taking on the responsibility of designing and leading executive searches for their next leaders who will guide their organizations' growth and progress.

For many organizations with retiring long-time leaders, this will be the first search the board undertakes. Here are a few crucial steps to take and key considerations to make when designing a successful CEO search. For the complete list of recommendations, read the full article at:  https://www.coopercoleman.com/post/search-committee-how-to.

• Appoint the Search Committee and Designate Its Chairperson. The Search Committee should represent a range of stakeholder perspectives and expertise among the Board and throughout the community. It is important to identify a Search Committee Chair who can clearly define expectations and align the Board on its expectations for the next CEO to achieve the desired results. The Board must also grant the Search Committee Chair the proper authority to manage and maintain the process.
• Establish a Charter. The Search Committee is typically established by the Board as an ad hoc committee with a defined charter. Their responsibilities and the recruitment process should be clearly outlined and voted on/approved by the Board for a universal understanding of the Committee’s charge.
• Define the Search Process. The Search Committee will work with its chosen Search Firm to design and conduct a comprehensive, equitable search process. The firm will help to determine the appropriate participants in the interview process, the format of interviews, and establishment of clear criteria for evaluating the candidates that directly aligns with the position profile.
• Develop the Position Profile. Developing a competitive, realistic, mission-focused position profile is the cornerstone to attracting and securing a highly talented, aligned leader. To achieve a comprehensive understanding of the organizational context and mission, the search firm should conduct a rigorous discovery process with internal and external stakeholders. Learnings from these key stakeholders inform the Search Partner and the Committee of the crucial areas of focus, which will ultimately lead to the best candidates for consideration and an optimal final selection.

Read the full article here.