CASE STUDY 2
An association in the Mid-west determined that the recruitment, search, and hiring phase of an executive transition was more than they had time for. It was also a transition from their first executive of 22 years, and they knew that it needed to be carefully handled. They were a highly engaged board and the association membership was tight-knit. Two association members indicated they planned to be candidates.
We established a transition team, laid out the process, and conducted a mini-assessment on the current strengths and challenges as well as the opportunities available under new leadership. Interviews of the board and staff were conducted by phone and the team meetings were held virtually. Based on the assessment, a search profile was written by Eos and edited by the team. Eos then conducted a full search — utilizing their local contacts, membership, field sources, and individual solicitations. Candidates were reviewed via a weekly call and a slate was selected to be interviewed. Eos facilitated first-round interviews in person; second interviews were conducted virtually to test the skills of the candidates in a virtual platform. The transition team members handled all hiring negotiations, and Eos conducted the reference and background checks. We also provided guidance to the board chair on structuring and overseeing a necessary — but tricky — overlap with the current executive and regularly checked in with both executives to mitigate challenges.
This streamlined approach resulted in a talented, emerging leader being hired — one with the skills to embrace a family-like membership, yet confident enough to bring a new vision to programming opportunities. She welcomed and honored the advice of the long-term, exiting leader and thrived under her guidance.
Read other case studies: Case Study 1 and Case Study 3