Our objective counsel constructively widens your board’s view of potential new directors.

We use our psychometric assessments to gain insight into your board dynamics.

This allows CHA to review and assess the strengths and development areas of current directors from a cultural perspective, as well as to identify where there might be a particular skill or gap within personality traits. High functioning boards have a variety of competencies and roles that directors play that allow them to function; if you are over indexed in one area, it can cause inefficiency and conflict.

In addition to our Talent Q Assessments, we engage the whole board in conversations to explore relationships, interactions, and behaviours; with a focus around the cultural and overall integration of prospective new directors.

This allows us to recommend potential board candidates that will add value and enhance the current culture of the board. This is supported by a review of skill-sets and experience, ensuring a diverse and efficient board.

Board structure and governance requirements are changing, so in order to have a modern and effective board, the selection and attraction of new directors must evolve as well.

To ensure your board’s ongoing success and effectiveness, you need to creatively tap into new, more diverse talent pools. We encourage nominations committees to think outside their networks and partner with us to create a shortlist of qualified and diverse candidates.

Identifying and cultivating leaders to enable sustained business success is an on-going process.

Development of a board or executive leadership team begins with defining and hiring the right people. It then continues with developing and maintaining a robust succession pipeline that can face market changes, challenges and opportunities.