Organizational Creativity
In This Section
Guide to Sustaining Organizational Change
Section 2.2: Governance
Talent Processes
Section 2.2: Questions to Ask Yourself to Select the Right Individual
Guide to Sustaining Organizational Change
2.2 Governance
To put the strategy in place and sustain it in the long-term, governance and oversight is needed.
1. Consider how governance structures can support the organization in achieving its vision and long-term strategy.
- Who should be part of the structure? What does the board structure look like? Are there other committees within the organization focused on EDI?
- Where are the lines of communication? In what ways are they formalized?
- What does accountability look like? Are different pieces of the strategy owned by members across the organization?
- Is the EDI strategy embedded within the overall strategy and viewed as a cultural shift/transformation?
- How do leadership and the board interact? What kind of interactions exist between leadership and the board with employees?
2. Within the overall governance structure, consider all layers of an organization, and their interactions with the strategy, particularly focusing on the following functions:
- Organizational Structures: Different functions and teams that make up the organization
- Decision-Making Processes: Processes and approvals required to make decisions
- General Roles and Responsibilities: Staff, People Leaders, Executives and Sponsors
Key Action
Considerations for Non-Profit Organizations
Talent Processes: Questions to Ask Yourself to Select the Right Individual
2.2 Internally Source Candidates: Questions to Ask Yourself to Select the Right Individual
1. What qualifies an internal candidate to be a successful leader in this role?
2. Are the skills and criteria I am looking for achievable by all internal candidates?
3. What process am I engaging in to fill this role internally? Is this process equally available to everyone?
- Appointment: Are all qualified candidates being considered before a leader is appointed?
- Nomination: Am I ensuring that all leaders who nominate a candidate have equal say?
- Selection: Am I considering all qualified candidates instead of just relying on those who apply?
4. Am I ensuring that the leader will bring in diverse perspectives currently not present on my leadership team?
5. Am I ensuring to use a uniform and consistent interview guide that assesses all candidates equally?