Are you looking to make the move to a Non-Executive Director position but are finding it harder than expected to get your first role? You are not alone.
In fact when I attended the WB Conference earlier this year, one of the speakers said the average person takes 2 years to get a Board role, and that’s when they are proactively looking and making an effort. It is very competitive and requires tenacity and resilience.
I regularly speak to seasoned leaders looking to make the step from Executive to Non-Executive Director positions who are struggling. Typically, they are senior leaders who’ve held a range of Director and MD roles, have many years of experience and regularly interact with the Boards of their own organisations.
Let’s take one of these as a case study – David. David had assumed that his executive leadership experience and proximity to Boards would be enough to land him a NED role. He soon realised that this isn’t the case and gaining your first NED role is as competitive as an Executive position, but the process is different. He updated his LinkedIn profile and CV to focus on his board experience. He also began to be more proactive in applying for positions. A survey I conducted into leaders gaining their first NED role, showed only 13% of respondents were approached by a headhunter about the role, and 54% either applied directly or were introduced directly by someone in their network, so being proactive is key – both by applying for roles and also talking to your network about what you are looking for.
David asked me what else he could do. I read through his LinkedIn profile, the content he was sharing on LinkedIn and also reviewed his CV, which was visible on his LinkedIn profile. These are the tips I shared with him:
- Your application needs to stand out for all the right reasons to be in the top 6-8 and get invited to interview. It should include a bespoke Board CV (different to your chronological Executive CV) and a high quality covering letter. Both should be tailored for every application, taking the key requirements of the role in turn and giving a concise example of when in your career you have demonstrated it.
- Include your specific strengths and experiences. An application won’t stand out if it is along the lines of ‘I am a very experienced Executive Leader who can do everything’. Refer to the advert and see what it asks for. Consider the challenges and goals of the organisation currently. Review the current Board composition and identify what you can bring that is different. Specificity is key here. By pinpointing your unique strengths, passions and skills you can set yourself apart from a peer in a similar role. If you find this hard, speak to five trusted individuals in your network and ask them these questions:
- What do you see as my greatest strengths?
- How do I differ to other people?
- How would you describe me in one word or phrase?
- What do you think of me for (when you need help)?
- Showcase your experience of influencing without authority. It’s not enough to have been the MD of a business where you’ve got results by being a strong leader of teams. Board roles are different. They are advisory and hands off, and you aren’t a line manager. The focus is more about governance than operations. Think about your committee experience both in and out of work, and times you’ve won people over when you weren’t their boss. Consider times when you have empowered others and when you have harnessed your relationships, perhaps in matrix structures.
- Maximise your LinkedIn profile. Ensure you have strong Recommendations visible. Consider inviting the individuals you have listed on your application as referees to write a testimonial here too. I suggest you ask them offline first before sending them the request via their LinkedIn Profile (Go to their Profile, ensure you are connected, then hit ‘More’ then ‘Request a Recommendation’). Read your profile with fresh eyes: Are you using your ‘About’ summary section to tell your unique story and ensure people will remember you for relevant things (aligned to your goals now)? Does it set you apart from another experienced leader in your field? Also don’t forget to be explicit that you are open to a Non-Executive opportunity and what you would bring to a Board.
- Aim to move from being a LinkedIn ‘lurker’ to someone who visibly engages with their professional network and has a has a voice. This will really set you apart because so few people do it! If you find it hard to share your experience, think about how this can help others or what you would’ve liked more of earlier in your career. By sharing content visibly you will be seen more regularly by your connections who are more likely to think of you when relevant opportunities arise.
My earlier blog shares ten tips for breaking into the NED / Trustee world, and there are a range of resources on my website. If you are looking to invest in an Executive Career Coach, this shares more about my programmes.
If you need help creating your Board CV then this blog post will be helpful: Seven learnings from writing my Board CV to save your time and sanity