A good board chairperson is hard to find. Is that because it is tough to be a board chair or is it because it is hard to know what makes a good board chair? Of course, it is both. We know there are good people waiting to serve. With better search criteria, the nominating committee will be more successful.

Of course, that last sentence is the starting point. Without a search committee, it is hard to justify creating selection criteria.

Does a formal search process seem like overkill? The board chair is an important job. Think of all of the lives (students, family members, teachers, donors, referral sources, volunteers, and alumni, to name a few) that are touched by a parochial school. The Christian school experience permanently changes students’ lives. The board chair is a job that justifies a formal search process.

What are the key selection criteria?

Collegial – Works well with others and is a team and consensus builder. In addition, everyone should respect the person. It is especially important that the principal and board chair work well together. They are the co-leaders of the school.

Discerning – Has something meaningful to say and listens well to what others have to say before making a proposal.

Proven Leader – The person has successfully led a board committee and has held a leadership position in their professional life. The professional leadership position should include hiring, promoting, compensation changes, and firing subordinates. Without those experiences, it is hard to mentor, review, and guide the principal.

Passionate – The person is passionate about the school, mission, and the students as well as interested in the position. Self-nomination is critical. Only those with a sincere interest and time will self-nominate.

Problem Solver – The person is able to envision a solution and successfully implement the plan.

For many schools expecting candidates to self-nominate seems like the most unrealistic expectation. In some cases, it is because the board members are unaware of the need to self-nomination. In other cases, it is because the expectations (different from qualification or selection criteria) are vague. A sensible person is unlikely to agree to a job without feeling confident they will be successful. Reputation of the school and past treatment of board chairs are also factors.

Next Step:

Formalize the selection criteria

Formalize the selection process

Formalize the expectations the board has of its chair

Make sure the board members understand that self-nomination is a requirement

One of the implied selection criteria is that the candidate is a current board member. It is the best way to know if he or she is able to listen to all of the members, work with the principal, has experience chairing a committee, and solves problems while working with the current members. Ex-board members may have been very good in their time, but times are different.

The board chair and principal are the key individuals when one is thinking about sustainability.