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The Organization

This 35 year-old food bank serves a region experiencing rapid population growth. Recently the organization completed the construction of a 50,000 square-foot warehouse that incorporates the best food banking practices, and supports the distribution of more nutritious food than ever before

Last year the food bank distributed more than 14 million pounds of food regionally, and their plan is to continue to bridge the gap between hunger and abundance by distributing millions of pounds more of food in each of the next 10 years. The organization’s 15 member Board was beginning to question the strategy. New Board members wondered if there were other strategies the organization should employ beyond the distribution of more food.

After completing the most significant capital campaign in their history, and realizing the long-term dream of opening a state-of-the-art food distribution center, the CEO resigned and relocated. The organization was posed for transformational change in its impact on the food bank’s services

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The Transition

The Search Committee, headed by the Chairman of the Board was very clear on the need to re-examine the organization’s strategic direction. The Board understood their role in setting the organization’s vision and the CEO’s role in advancing the food bank’s outcomes. Like many organizations facing a leadership transition, they identified the need to engage advice and input from a consultant. The Search Committee wanted an experienced leadership transition consultant who routinely works on CEO searches to review the interview and selection process, and provide input and coaching on how to make all aspects of the process more effective. The Search Committee realized their goals for this process and the search outcome required guidance from an objective source.

In addition, the Search Committee wanted the consultant to review all the applications submitted and then identify and interview top applicants prior to presenting those vetted candidates to the Search Committee. Working as partners the Search Committee and consultant identified the individual who should be invited for interviews with the search consultant. Key questions were developed for written responses from the candidates prior to the interviews.

Preparing for the future

The Outcome

After screening all the submitted resumes, 10 individuals were selected for telephone interviews, and four were identified as candidates who would interview with the Search Committee. The individual who was eventually selected as the next CEO had no prior food banking experience, an outcome the Search Committee did not originally consider. The new CEO brings all the skills and attributes the organization requires at this phase in its development, as well as a wealth of experience within the nonprofit sector. The new CEO also has experience in strategic planning and reframing organizational outcomes.