Guest post written by Michael Sessions, Senior Vice President, DDJ Myers
Someone recently said to me: “Recruiting board members? I thought recruiting is what boards did when they looked for a CEO. I had never thought about finding new board members as ‘recruiting.’” But boards are responsible for more than filling the CEO position — they are responsible for finding and training new board members.
Board succession planning is a process that requires intention, attention and effort. It’s about putting systems in place to ensure that the right people are in the right place at the right time. It means aligning the strategic and governance needs of the board with the talent required to carry out those needs. This is the duty of the board, not staff or management.
It’s not enough to find good people. Board members must be educated so that they understand the credit union, policy and governance before they begin voting. The transition should appear seamless and not disrupt the credit union or board’s function. This requires forethought and planning to ensure that recruitment and new member orientation policies remain active.