Executive Director Search - Revision history

Marcin: Redirected page to Recruiting Executive Director

2012-02-16T19:27:52Z

Redirected page to Recruiting Executive Director

← Older revision		Revision as of 19:27, 16 February 2012
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	~~=Strategy for Executive Search=~~		#Redirect [[Recruiting Executive Director]]

	~~When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities.~~

	~~So I firmly believe, always first seek to hire someone who knows the E.D. job, even if they don't know your programs very well.~~

	~~That is, if you have a choice between 1) someone who knows your programs but has never been an E.D. versus 2) someone who's been an E.D. but doesn't know your program, then hire the latter.~~

	~~Obviously, you want someone who knows both the E.D. job and your programs, but that's like asking for the Second Coming of Christ.~~

	~~Regarding finding possible candidates, most of the nonprofits I know that found good E.D.s got them from:~~
	~~1. asking collaborators for ideas~~
	~~2. the local unemployement office (especially in a weak economy, like ours)~~
	~~3. local networks of E.D. professionals, e.g.,~~
	~~http://coloradononprofits.org/~~
	~~http://www.denver.org/metro/features/charities-nonprofits~~

	~~(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)~~

	~~'''Source:'''~~

	~~''Carter McNamara, MBA, PhD''~~

	[~~http://www.authenticityconsulting.com Authenticity Consulting]~~

	[~~http://http://managementhelp.org/ Free Management Library]~~

	~~Blogs: [http://www.managementhelp.org/blogs Management Help]~~

	~~[[Category:~~Recruiting]]

Aaron Makaruk at 19:14, 16 February 2012

2012-02-16T19:14:26Z

← Older revision		Revision as of 19:14, 16 February 2012
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	(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)		(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)

			'''Source:'''

	''Carter McNamara, MBA, PhD''		''Carter McNamara, MBA, PhD''

Aaron Makaruk: /* Strategy for Executive Search */

2012-02-16T19:13:55Z

Strategy for Executive Search

← Older revision		Revision as of 19:13, 16 February 2012
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	(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)		(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)

			''Carter McNamara, MBA, PhD''

			[http://www.authenticityconsulting.com Authenticity Consulting]

			[http://http://managementhelp.org/ Free Management Library]

			Blogs: [http://www.managementhelp.org/blogs Management Help]

	[[Category:Recruiting]]		[[Category:Recruiting]]

Marcin at 18:44, 16 February 2012

2012-02-16T18:44:48Z

← Older revision		Revision as of 18:44, 16 February 2012
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			=Strategy for Executive Search=

	When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities.		When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities.

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	(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)		(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)

			[[Category:Recruiting]]

Marcin: Created page with "When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities. So I firmly believe, always first seek to ..."

2012-02-16T18:44:19Z

Created page with "When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities. So I firmly believe, always first seek to ..."

New page

When someone struggles -- or excels -- in the E.D. job, it's usually with the E.D. responsibilities, not with the program activities.

So I firmly believe, always first seek to hire someone who knows the E.D. job, even if they don't know your programs very well.

That is, if you have a choice between 1) someone who knows your programs but has never been an E.D. versus 2) someone who's been an E.D. but doesn't know your program, then hire the latter.

Obviously, you want someone who knows both the E.D. job and your programs, but that's like asking for the Second Coming of Christ.

Regarding finding possible candidates, most of the nonprofits I know that found good E.D.s got them from:
1. asking collaborators for ideas
2. the local unemployement office (especially in a weak economy, like ours)
3. local networks of E.D. professionals, e.g.,
http://coloradononprofits.org/
http://www.denver.org/metro/features/charities-nonprofits

(Don't ask Board members for ideas -- too often, that sets up a conflict of interest on the Board, and don't ask funders for ideas -- they don't give ideas and they might think you're naive to ask :-)