A successful Chair was approaching the final year of their term and was determined to see a smooth transition to their successor. Ideally, that successor would be one of the directors already on the board.

Two directors indicated an interest in the role. While either was a potential successor, both had limited experience and some questions around whether it was a role they were well equipped to take on.

The board engaged Blackhall & Pearl to guide the development of those directors so they could decide whether the role was for them, and if so, to ensure they were ready for the role and had the full support of the rest of the board.

Gathering Feedback

We initially sought confidential feedback and insights from the Chair and other directors on each of the candidates. The feedback sought was framed around the important traits we typically see demonstrated by high performing Chairs.

The feedback was presented candidly and constructively to each candidate in separate, private half-day immersive sessions with senior Blackhall & Pearl partners. The immersives focussed in detail on the capabilities of high performing Chairs, as well as each candidate’s strengths, areas where development was needed, and their reaction to the feedback, and how best to proceed.

Feedback from peers also helped crystallise in the minds of the candidates whether they wanted the role, and if so, were willing to invest the time and energy needed for their own development and to then succeed in the role.

Tailored Development Programs

The immersives led to tailored development programs targeting the opportunities for each candidate to strengthen their skills. These program included techniques they could start using immediately in the boardroom, self-guided education and development opportunities, and coaching from an experienced Blackhall & Pearl partner. The plans were agreed and supported by the current Chair.

Ongoing Support & Coaching

Throughout their development programs, the candidates had access to senior Blackhall & Pearl partners to help guide them, as needed. At the end of the program, Blackhall & Pearl provided a confidential feedback report for the Chair.

Outcomes & Results

The programs resulted in both candidates strengthening their performance, with one candidate coming to a realisation that they were not yet ready or prepared to fully commit to the role. The other candidate remained committed and was duly appointed Chair, with the full support of the board, and a thorough understanding of what they will need to do to succeed in the role. Both candidates derived value from the program in different ways, and the board observed a noticeable uplift in each candidate’s performance as a direct result of the program.