Startup Boards for CEOs Series: Post 5 of 9. You’d never hire a senior executive without putting together some kind of job spec or requirements document to guide the process, to get you from point A to point B. Hiring an independent board member is no different.
In a previous post, I shared the difference between CEO Mentors and CEO Coaches. I’ll share with you here how to select the Mentors and Coaches who are right for you.
How would you describe your professional value proposition? What about doing it in 15 seconds? Learn best practices from our event with Laura Allen.
Harry Potter was lucky. He had, in Albus Dumbledore, the ultimate wise elder, in his corner. Someone who could teach him how to be a better human being (er, wizard), how to be more proficient with his wand and spells, how to think strategically and defeat the bad guys.
Startup Boards for CEOs Series: Post 4 of 9. Some people, when looking back at 2020, will remark what a difficult, turbulent year it was. I’m hopeful that founding teams and startups will look at 2020 and say, “that’s the year we drew a line in the sand and started diversifying our board. It was the best decision we ever made.”
Startup Boards for CEOs Series: Post 3 of 9. Now that you’re committed to getting the size and composition of your board right as the foundation to develop your board as a strategic asset, you need to think next about board dynamics. This is particularly important as your company grows.
As an on-demand marketplace, we spend a lot of time at Bolster thinking about how CEOs can leverage interim, fractional, and project-based work to augment their teams and achieve scale faster. It's also the model we follow internally.
At Bolster, we believe that diverse and inclusive teams and boards are more innovative, drive better business outcomes, and are stronger than homogenous teams. We aren’t the only ones that think that way.
At Bolster, we believe that 2021 will mark the rise of the on-demand economy for executives. More than ever before, executives are seeking out roles that distinctly aren’t full-time for a variety of reasons...
Startup Boards for CEOs Series: Post 2 of 9. How large should your board be? That’s a pretty critical question every CEO contemplates at one time or another.
As we kick off a new year of planning, resource allocation, and headcount discussions, consider this new tactic to add to your 2021 CEO toolkit: On-demand executive talent.
Startup Boards for CEOs Series: Post 1 of 9. Any series of blog posts about boards should start with the basics. Why have a board in the first place? What do they do? How big should they be? Do you really even need one?
You may be wondering, what exactly is a fractional executive? A fractional executive is an up-and-coming type of executive gig role.
Our Board Benchmarking survey will shed light on the independence, diversity, and compensation of private company boards that’s never been available on a broad basis before.
Learn more about how to most effectively scale your board to support your company’s success
On-Demand Executives help CEOs and existing leaders, allowing you to scale from within your employee base instead of hiring externally, increasing your chance of success with the role.
Even before the Covid-19 pandemic, it was clear that there was a better way to connect high-end, experienced and vetted senior talent to startups. Kevin Lee with eMarketing Association sits down with Matt Blumberg to discuss the opportunity and learn more about Bolster.
Moving offsites to Zoomsites. I’ve attended two remote conferences recently. Both hold interesting lessons for how these kinds of events can work well.
The gig economy is a labor market where short-term, or freelance, roles are more prevalent than permanent positions.
Bolster was started to create a new way for startup and scaleup CEOs to think about growing their leadership teams. Why do CEOs need help with this?