Macro conditions around a COVID workforce
As a CEO I learned that the best way to help people grow and develop, and to further develop a better understanding of each other, is to engage with them in a mix of work and non-work settings.
The usual approach for finding candidates is to search for people who have some things in common with us, or have some experience that resonates with us, and that we can more easily put in a box
Hiring on-demand executives can help ensure that there’s a good fit between the candidate and the company. Want to save time and money in the interviewing and onboarding stages, and ensure high performance post-onboarding?
Register today for 4 panels designed to give you unprecedented access to experienced CEOs, leading investors and critical data you need to inform your next big business and board decisions. Links below to register!
Since launching Bolster’s marketplace officially in April, we’re starting to learn a lot about how CEOs and company leaders think about building out their executive teams.
Over the past several months, we’ve published a series of posts designed to help CEOs better understand how to build, diversify, and scale their boards of directors.
On many boards there isn’t a formal review process for board members.
How can Bolster members make sure their profile is the best it can be?
Advisory Boards can be great sources of help for entrepreneurs. They can also be great things to participate in for people who want to understand and become involved in startups
Insights from four DEI experts on how to craft a DEI(B) plan at your company.
Bolster’s partner, Ascend, hosted a panel discussion about the path to on-demand executive work.
Here is a presentation from a webinar I did today on Key Strategies for Increasing Board Diversity.
Last week, we released results from our Board Benchmarking Study, which uncovered that only 1 in 3 companies has an independent director on their board.
Once you’ve selected a Mentor or Coach, here are some tips to get the most out of your engagement.
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.
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.
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.