BroadView Talent Partners
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Founded in 2015, BroadView Talent Partners is a national executive search firm dedicated to placing
We provide clients with an unmatched national network, commitment to diversity, equity, and inclusion (DEI), and record of long-tenured placements.
Some of the best questions don’t have a “right” answer. They reveal how a leader thinks.
When a describes making the right — but unpopular — decision, listen closely.
Their answer can tell you a lot about:
➡️ Judgment: How did they weigh competing priorities and determine the right course?
➡️ Courage: Were they willing to make a difficult call when the stakes were high?
➡️ : How did they bring people along, especially those who disagreed?
➡️ maturity: Can they reflect on the experience, own the consequences and articulate what they learned?
At the level, leadership isn’t about always making the popular decision. It’s about knowing when to make the hard one — and having the judgment + credibility to lead through it.
What would you listen for in a candidate’s answer?
09/22/2026
🚪 A successful transition doesn’t begin when the new walks through the door.
It begins during the hiring process. 👇🏽
The conversations you have while interviewing + selecting a leader can help identify:
🎯 Where they’ll need support
🗣️ Which relationships they’ll need to build
📚 What resources will help them succeed
Once they’re hired, thoughtful onboarding should continue that work:
➡️ Connect them to your mission, culture + key stakeholders
➡️ Identify areas of support + development early
➡️ Establish clear expectations + regular check-ins
➡️ Give them time to listen, learn, build trust + plan
🛣️ And don’t stop at 90 days. The most successful onboarding programs extend through the leader’s first full year, with intentional check-ins along the way.
Finding the right leader is only part of a successful search. Helping them thrive once they arrive matters, too.
🔗 Read more about building an effective experience: https://conta.cc/3OOOpUj
planning shouldn’t start when a resignation letter arrives.
👉🏽 It should be part of your strategic plan.
Boards need to be thinking ahead about where the organization is going—and the it will need to get there. That means developing promising leaders internally, understanding where gaps exist + being aligned on what the organization will need from its next CEO.
Because leadership transitions aren’t just about replacing a person. They’re an opportunity to ask:
➡️ What does our next chapter require?
➡️ Do we have leaders internally who are ready — or could be developed?
➡️ What new experience, perspective or capabilities might we need?
A CEO departure may be unexpected. Your plan for what comes next shouldn’t be.
https://www.broadviewtalent.com/news-insights/reasons-your-board-needs-a-succession-plan-now?
⭐ Don’t leave it to Google to decide which voices you hear.
You can now choose the websites you trust as Preferred Sources in Google Search.
If you value our insights on , + , please make us a Preferred Source.
👉It just takes one click: https://conta.cc/4inzEa6
And thanks for following along! https://conta.cc/4rf2MCP
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09/10/2026
🤖 AI can make leaders more efficient. But could it also make them worse decision-makers?
New research highlighted in Harvard Business Review raises an important concern for the : When makes a recommendation—even an incorrect one—experienced professionals may be more likely to defer to it than trust their own judgment.
That matters because one of the most valuable qualities a leader brings to the table is original judgment: the ability to question the prevailing narrative, recognize what others may be missing + make thoughtful decisions amid uncertainty. 🧠
The authors point to two practices leaders can deliberately strengthen:
🔎 Structured curiosity — seeking out diverse perspectives, weak signals + information beyond the obvious.
💬 Intentional dissent — creating environments where assumptions are challenged + disagreement is welcomed.
The takeaway? AI should strengthen human thinking—not replace it.
https://hbr.org/2026/08/ai-is-undermining-leaders-judgment-heres-what-to-do-about-it?
AI Is Undermining Leaders’ Judgment. Here’s What to Do About It. As organizations gain more “intelligence” with AI tools, leaders are being trained out of the very capacity that creates competitive advantage—original judgment. Two interlocking capacities shape a leader’s ability to produce original thinking: breadth of perception (noticing weak signals an...
09/09/2026
🏠⚖️ What if your next role gave you the opportunity to help build an organization—and expand across an entire state?
We're partnering with the Ohio Justice Foundation to identify the founding Real Estate Attorney / Executive Director of Justice Built, a new law firm dedicated to helping nonprofits + groups create + preserve affordable housing throughout .
This is more than a legal role. It’s an opportunity to build an org from the ground up + shape its future.
The successful candidate will initially focus on transactional legal work involving + . As Justice Built grows, this leader will transition into the role—helping determine the organization’s strategy, team, reach + long-term impact.
🔑 We’re looking for someone who brings:
• 5+ years of real estate finance, development + community economic experience
• Admission or eligibility for admission to the Ohio Bar
• A commitment to expanding opportunity in low-income communities
• Strong relationship-building + community engagement skills
• An interest in working across Ohio, including rural communities
• An entrepreneurial mindset + excitement for building something new
For an passionate about affordable housing, community impact + organizational leadership, this is a rare opportunity to combine all three!
👉 Learn more + apply: https://conta.cc/4h3sGF4
🔟 10 steps. One goal: the right leader for what’s next.
A successful search is about much more than posting a position + reviewing résumés. Our 10-step process is designed to bring rigor, insight + human connection to EVERY stage of the search:
1️⃣ Define & Confirm — Understand the role, priorities, culture + must-haves.
2️⃣ Develop & Research — Build a comprehensive, customized search strategy.
3️⃣ Initiate Calling Campaign — Tap our networks + make real, human connections—not just rely on postings + technology.
4️⃣ Source & Recruit — Proactively identify + engage a deep pool of qualified candidates.
5️⃣ Evaluate & Assess — Dig into leadership style, experience, alignment, reputation + fit.
6️⃣ Present — Deliver a thoroughly vetted slate of top candidates.
7️⃣ Facilitate — Guide interviews, deliberations, finalist selection + pre-closing.
8️⃣ Mediate — Help craft a competitive, haggle-free offer while keeping options open.
9️⃣ Close — Manage the details through acceptance, contingencies + start date.
🔟 Onboard & Deploy — Support the new leader’s transition with a 270-day onboarding plan + follow-ups through Day 360.
Because the search doesn’t end when a candidate says yes. 🎯
It ends when the right leader is positioned to succeed. 🚀
09/03/2026
Ready to lead an organization into its next chapter? 🌟
YWCA Metropolitan Phoenix is searching for its next — a strategic, mission-driven leader who can build on more than a century of while positioning the organization for a strong, sustainable future.
This is an opportunity to:
🎯 Set a clear vision for what comes next
📈 Strengthen financial sustainability + organizational performance
🤝 Build trusted relationships with staff, funders, partners + the
💡 Expand resources + partnerships to deepen impact
At the heart of the work is a powerful mission: eliminate racism, empower women + promote peace, justice, freedom + dignity for all.
The next CEO will have the opportunity to turn that mission into meaningful, measurable impact across Greater .
📍 Greater Phoenix, Arizona
➡️ Learn more: https://conta.cc/4qz9T8V
Who in your network is ready for this opportunity? Tag them or share this post.
09/01/2026
We’re partnering with Insight Housing to recruit a who’s ready to lead with purpose.
This role goes beyond the balance sheet — overseeing finance + real estate development for a $31M+ multi-site organization advancing affordable + permanent supportive housing across Northern California.
If you’re a strategic, values-driven leader with experience navigating complex , capital projects, and impact, this is a chance to scale real change. 🏘️📊
Interested—or know someone who should be? Let’s talk. https://conta.cc/4xb3Mta
The strongest leader for your organization’s next chapter may not look exactly like the leader who got you here.
Too often, organizations build a candidate profile around what has worked in the past — same industry experience, familiar credentials, a predictable path. 🛣️
But your should start with a different question: What will this organization need from its leader next?
That might mean:
🔹 A different style
🔹 Experience navigating growth or transformation
🔹 New perspectives + relationships
🔹 Strengths that complement—not replicate—the existing team
The goal isn’t to replace the last leader.
👉🏽 It’s to find the right leader for what comes next.
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