• Increased Complexity in Business Environments: I have noted that the rise of global interconnectedness and technological advancements continue to create more complex business environments in return • Focus on Emotional Intelligence and Soft Skills: Although fellow author Daniel Goleman’s seminal book titled Emotional Intelligence (EQ) was published back in 1995, there continues to be a growing recognition of the importance of emotional intelligence and interpersonal skills in effective leadership. This shift emphasizes the need for leaders to connect with their teams on a more human level, fostering collaboration and engagement • Talent Management Evolution: The shift from employer driven to employee-driven job markets has made attracting and retaining top talent even more challenging • Focus on DEIB and Sustainability: There is a growing emphasis on diversity, equity, inclusion, belonging and sustainability, which has become crucial for organizational reputation and success You have held the position of a Nominating Committee Member on boards where you have a key part in choosing who they hire as executive, what goes into making that decision? I had the honor of serving for four years as a nominating committee member of the International Coaching Federation (ICF). A thoughtful, transparent, and independent nomination process is critical for building an effective governing body. Without getting into the actual details of how we measured candidates, here are some high-level considerations for an effective nominating committee member, whether it is for the ICF or generally speaking: • Board Composition and Balance: We must consider the overall composition and diversity of the board to ensure a variety of perspectives and skills are represented (especially for a global organization such as the ICF) • Nomination Process and Policies: We must adhere to a well defined nomination process and conflict disclosure policies to maintain transparency and integrity in our candidate selection process • Timing and Communication: We have to coordinate the timing of the nomination process and communicate decisions and rationales promptly to all stakeholders. (In my role at the ICF we always looked at the time window for the board of director candidates to be put on the ballot for ICF members to vote on, and then work the process and respective timelines backward) • Independence and Expertise: We must ensure that any nominating committee comprises of independent, non executive directors with the relevant expertise necessary to evaluate board candidates effectively and eliminate bias as much as possible by bringing in objective tools. (During my time at the ICF, we switched our interview methodology to competency-based interviewing and introduced the Hogan Assessment as an additional filter and date point). - 9 -
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