Executive Eye-Opener 4Q21
Welcome

As the holidays approach and the end of 2021 nears, we at BroadView Talent are busier than ever meeting a high demand for diverse candidate outcomes. We have shifted our approach to meet this need, more cognizant than ever of the competitive candidate marketplace that both we and our clients must navigate.

Each search requires a careful dance between firm, client and candidates. Clients must be honest with themselves about what it will take to remain competitive while we must increase our pace and remain vigilant in our quest for candidates who are honest with both themselves and us. We cover this and more as we explore how to design fast, efficient searches to meet demand for DEI talent.

Considering a search for new talent provides the perfect opportunity to address your organization's succession plan. The pandemic has worn out senior leaders, many of whom are retiring early. Meanwhile, the best and brightest of GenerationX and experienced millennials need to be engaged as future leaders or you will lose them to the current candidate market. With that in mind, we delve into the reasons why your board needs a succession plan now.

We wish you a happy holiday season and a healthy start to the new year. Whether volunteering your time, spending it with family and friends or all of the above, we hope you find time to appreciate the season's best moments, dancing whenever the opportunity arises.

Warmly,
Tracy McMillan, CEO & Managing Partner
Reasons Your Board Needs
a Succession Plan Now
In the past 20 months, we have seen a trifecta of reasons why boards can no longer delay succession planning. For starters, the pandemic has worn out senior leaders mentally, forcing many to retire earlier than they may have originally conceived. In addition, the racial reckoning of 2020 post George Floyd’s murder has forced boards to reassess and reevaluate whether or not their leadership truly reflects and embodies the communities they serve. Lastly, the best and brightest of the XGens and experienced millennials need to be engaged as future leaders or you will lose them to the current candidate market.

In short, you can’t afford to wait. With demand for talent currently outpacing supply, organizations need to build a cogent succession plan now that is in line with their overall mission and strategic plan to support future stability.

Pandemic Enhances Urgency
There’s no denying it: remote work is here to stay and money talks. People are moving to organizations where they fit better, where they have more work/life balance and where the pay is competitive. If there’s one thing we know, it’s that the 5-year strategic plan is passe.
Designing Fast, Efficient Searches to Meet Demand for DEI Talent
Extremely high demand for diverse talent has never been greater, becoming acutely competitive in the aftermath of George Floyd’s murder. Since May of 2020, we have observed a marked increase in diverse board appointments as well as mandates for searches that deliver not only a diverse candidate pool but also a diverse candidate placement outcome. Our clients are doubling down on this trend because they are motivated and driven to re-establish trust within the communities they serve by placing executive leadership that is representative of its demographics.

These trends have contributed to a particularly strong market for diverse leader candidates. In fact, many diverse leaders are weighing two to four offers at one time, even before we call them about one of our retained searches. With this increased demand, there is considerably more pressure on search firms to deliver the desired diverse talent and to do so in a more efficient and timely manner.
Five Must-Read Articles from 2021
Active Searches
Homeless Prenatal Program: San Francisco, CA

Housing Partnership Network: Boston, MA

Affordable Housing Trust for Columbus & Franklin County: Columbus, OH

Idaho Housing and Finance Association: Boise, ID

Washington State Housing Finance Commission: Seattle, WA

Washington State Housing Finance Commission: Seattle, WA

National Conference for Community and Justice: Windsor, CT

Carhartt: Lexington, KY

Opportunity Communities: Boston, MA

Kiva: Portland, OR / San Francisco, CA / New York, NY / U.S. Remote

Mercy Housing California: San Francisco/Sacramento, CA

IPA: Duluth, GA

Southeast Effective Development (SEED): Seattle, WA

Linc Housing: Long Beach, CA

YWCA Minneapolis: Minneapolis, MN

Carhartt: Lexington, KY
Submit Your Resume
To submit your resume/CV and stay connected to BroadView Talent Partners, please click here to access our data partner, Not Actively Looking.

NotActivelyLooking is a confidential and secure platform that allows you to manage the information you provide to us, including up-to-date career information, key achievements, skills and future aspirations. For more information, please contact us at info@BroadViewTalent.com.