How to Join a Corporate Board

A Spencer Stuart report revealed that 72% of new board seats at S&P 500 companies went to first-time directors. Why? Because boards are prioritizing fresh perspectives over just tenure or seniority. They’re asking questions like: “Who understands digital transformation?” “Can we add expertise in ESG?” “Who knows how to protect us from the next cybersecurity breach?” Take former PepsiCo CEO Indra Nooyi as an example. Her board journey began years before stepping down as CEO, leveraging her global strategy experience to join Amazon's board. Today, she’s shaping the future of multiple organizations, not just a single company. It’s about being the right leader for the challenges boards face today. 40% of corporate boards now say they prioritize digital or technology expertise when filling seats (PWC Annual Corporate Directors Survey). This shift means traditional paths to the boardroom, like being a CMO or CEO, are no longer the only ticket. For example, think about someone like Katie Mullen, Chief Digital Officer of Neiman Marcus Group. Her expertise in digital customer experience was instrumental in her appointment to a corporate board, even though she doesn’t fit the traditional “board veteran” mold. Boards are recognizing that industry expertise alone isn’t enough. They want leaders who understand emerging areas, be it AI, sustainability, or navigating post-pandemic business scenario. So, if you’ve scaled a startup, championed sustainability initiatives, or driven a digital transformation, your skillset might be exactly what boards are looking for. The Path Isn’t Linear (and That’s a Good Thing): The journey requires intentionality and patience. 85% of board placements happen through networks, not job postings (Russell Reynolds). This means it’s not just what you know, it’s who knows you. Are You Board-Ready? If you’re wondering whether the boardroom is your next move, ask yourself these questions: > Have you built a network that includes current board members or recruiters? > Can you demonstrate how your expertise translates to governance and strategic oversight? > Have you explored opportunities to gain “board exposure” through advisory roles or committee leadership? Boards are no longer looking for just the “usual suspects.” They want leaders who are unafraid to ask hard questions, drive change, and see opportunities where others see risks. If you’ve been holding back, waiting for the “right moment,” here’s your sign: The time is now. Start by building relationships, sharing your expertise publicly, and seeking governance training to fill any gaps in your knowledge. What’s your next move? Let’s talk. #Leadership #CorporateBoards #CLevelExecutives #Governance

Your board documents are polished. Your governance knowledge is solid. You've identified target companies. But here's what most executives miss: No one knows you're interested. I see this constantly: accomplished leaders who've done all the "homework" for board service but stay silent about their aspirations. They wait to be discovered, assuming their track record speaks for itself. It doesn't. The most qualified candidates often lose opportunities to those who simply raised their hand and said, "I'm ready to serve." Board placement isn't a meritocracy—it's a relationship and visibility game. Nominating committees can't consider you if they don't know you exist. Search firms can't recommend you if you're not on their radar. Your action items this week: 📣 Tell your network you're seeking board opportunities 📣 Be specific about the types of boards that align with your expertise 📣 Connect with executive search firms that specialize in board placements 📣 Join board-focused organizations and events Stop waiting to be plucked from obscurity (as Debra Boggs says). Your next board seat starts with a conversation—but only if you're willing to start it. #BoardReadiness #ExecutiveVisibility #LeadershipDevelopment #BoardService #CorporateGovernance

For a while now, I’ve been talking to CEOs about taking their influence to the boardroom, and it’s not just about adding another title. It’s about impact. The kind that goes beyond the quarterly meetings and goes deep into shaping the future of an organization. Boards want leaders who are present, who bring real expertise, and who understand the weight of responsibility that comes with guiding strategy. Joining a board is for those ready to dig in, who can offer insights during calm and crisis, and who don’t just want the title, they want to make things better. They want to add value, build legacies, and yes, maybe even change the game a little. If you’re considering a board role, here are key actions to think about: ⚡ Get clear on the value you'll be adding: Boards today are looking for expertise in ESG, digital transformation, and risk management. Identify the areas where your experience could genuinely impact a company’s long-term strategy, and build a story around it. ⚡ Don’t wait for an invitation: Reach out to other board members, especially those in your industry or with governance experience. They can offer a realistic view of board responsibilities and might even open doors when the time’s right. ⚡ Prepare to be “on-call”: Know that board seats come with responsibilities that extend beyond scheduled meetings. Be ready to engage on strategic decisions or unexpected events, sometimes at a moment’s notice. It’s your duty as a trusted advisor. 👊 Strengthen your brand (you knew I was going to sneak that in there, didn't you?!). Update your LinkedIn to clearly showcase your board aspirations. Share thought leadership in areas that matter to today’s boards, such as corporate governance, sustainable growth, and leadership in times of change. 👉 Build your board portfolio: If you haven’t served on a formal board yet, consider joining a nonprofit board or committee (e.g., audit or governance). These roles are serious, hands-on, and give you a taste of real board dynamics, without the enormous time sink. If you’re thinking of stepping into a board role, ask yourself if you’re ready for the real work. Because the best board members don’t just take a seat, they bring all they’ve got to the table. #BoardLeadership #ExecutiveStrategy #CEO #BoardSeat #PersonalBranding

Common question: "I want to be on a board. Do I need a special resume?" Short answer: YES There is no one-size-fits-all guideline for board documents. - Board resumes are typically limited to 2-pages - They highlight an area of expertise & the role you'd play on the board - Less focus on talent management/ more emphasis on strategy 1. When writing, consider your audience. Is it a corporate or non profit? This may sound obvious, but corporate boards & nonprofit boards have different purposes. 2. Corporate boards are often looking for SUBJECT MATTER expertise when recruiting new members. Examples of highly sought-after experiences include: - cyber security - leadership succession planning - global market entry - ESG innovation - Digital transformation - Financial acumen/ audit Nonprofit boards are looking for highly engaged individuals who possess the 4 C's: - capacity (financial & time) - calling to the cause - connections/ influence - competence/business acumen 3. Corporate board positions are often filled by "who you know." A client of mine, a leader in digital transformation, regularly gets asked by industry peers for his expertise. ** He's well-networked & highly visible** Organizational consulting firms like Korn Ferry & Egon Zehnder have dedicated board recruitment teams. Nonprofit board recruitment is often done by the executive director in conjunction with the fundraising team. Larger local & regional boards (like United Way) often look to have leadership representation from the area's largest employers. Speaking from experience, sometimes board seats are given out to people who raise their hands. Some nonprofits are starved for engagement. 4. Boards are looking to diversify. According to a New York Times article by Peter Eavis, "Directors who are Black, Asian, Hispanic, Middle Eastern, or from another nonwhite ethnic group now occupy 4,500 board seats among companies in the Russell 3000 stock index, 25% more than they did at the end of 2020 & nearly 50% more than at the end of 2019." Women of all races have also made gains now accounting for 28% of all directors. 5. Not all board seats pay. The vast majority of people who serve on a nonprofit board of directors are u͟n͟p͟a͟i͟d͟. These charities also often have minimum giving requirements. Exceptions include government-nominated "board of trustees" or local utility boards. For example, the average employee salary for the Governor-appointed Board of Regents of The University System of Georgia in 2020 was $75,358 plus state health benefits. Corporate board seats, on the other hand, can be VERY lucrative. According to research firm MyLogIQ, the average S&P 500 BofD costs their companies $3.3 million in compensation, with the average per-board member pay hitting nearly $325,000 in the fiscal year 2020. 6. Board bios are different than standard corporate bios. Briefcase Coach: Executive Resume Writing, Job Search Strategies and Interview Coaching #boardofdirectors

A corporate board search is not like a job search. Here are a few reasons why (there are many more!): - Board roles are rarely advertised online. They rely on their trusted networks and executive search firms. Advice: Get your personal value proposition / personal pitch ready and go tell as many people as possible about your desire to join a board. - Recruiters do not cover all businesses. Generally the executive search industry cover only the top or largest firms. Advice: if you are not looking for a Fortune 1000 business you may be wasting your (and their) time meeting with the big exec search firms. - You don't apply with a resume. Often an application will require a board bio, an executive resume AND a cover letter - or maybe just a board resume - it is nuanced. Advice: The more formal the approach the better with boards. - LinkedIn doesn't need to be quirky. Forget everything you learned about jazzing up your LinkedIn with emojis and fun posts - boards are more refined and formal. Advice: Make sure your LinkedIn reflects your board-level skills and check your headshot is board-ready. There are more... Anyone else have any others to add?