Have you got what it takes to be a board member?
If you’re a full member of APM you won’t have escaped the annual election process that is undertaken in order to compile the new board. If for some reason you have, then you can find out a good deal more here.
As board members, we are directors of the company and trustees of the charity. What does that mean in practice? Well, there are many wide-ranging roles and tasks but we are charged with safeguarding the assets of the charity to begin with. Just as importantly, we work to set the overall strategy and business plans and we play an important role in assuring and scrutinising the process to make sure these are delivered. We keep out of the day-to-day business but are involved in all of the really important issues facing the association. Chapter and verse on the role and how it all works can be found in the APM regulations.
How are board members chosen?
In true democratic style, the board is almost entirely elected by the members and from the members. This is important to us and we have a good record here; both in terms of encouraging people to stand and in our voting turnout. We very much want this to continue. I have been on the board since 2014 and have found it to be hugely rewarding. The aspects I have enjoyed most are building the strategy for the APM, chairing the nominations and advocacy committee, and organising the annual conference. I wholly recommend the role and if you are interested, take a look at my video here.
Who do we want?
The key requirements for board member applicants are enthusiasm, commitment and a passion for APM and our profession. That will take you a long way to being a good board member, but we really do also need the very highest calibre individuals. Those with a successful track record of performance at senior management and board level would be an asset to us. We also want to be a diverse board and this is an area where improvements can always be made. A diverse board brings different perspectives, approaches and thinking. This leads to better debate and challenge and better decisions. This can only be a good thing. By diversity we don’t just mean ‘equal opportunities’ and differences in age, gender, ethnicity etc. Although that is clearly very important, we also want to see a broad range of skills, experiences and sectors on the board.
Details of the current board can be seen here.
What do I have to do next?
If you have any queries please read the briefing pack first and then approach the Company Secretary. I also welcome comments and questions on the blog, below.
I truly hope you will think hard about this opportunity and put yourself forward if you believe you have what it takes to help drive APM forward.
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Agile refuses to analyse requirements beforehand – and thus declines to provide an initial certainty. This will probably always scare any stakeholder trying to understand whether or not they can show results to the board with the budget that they are granted.
You have a choice. You can either muddle on, stand firm and fix it – or look elsewhere.