Tomorrow, our directors will meet to select two people to be appointed to fill vacancies on our board. It really is a wonderful opportunity. Each fall, our membership does a fantastic job of selecting outstanding lawyers to join our ranks. I have had the privilege of being able to work alongside existing friends and to meet several new people. Each has been extraordinary. But there is one challenge in that task. When a third of the board is being replaced and there is a fairly large field of candidates to choose from, there is sometimes difficulty in figuring out what the overall composition of the board will be.
When we have the opportunity to appoint somebody, that presents a different opportunity. We know who the other directors are. We know what their experiences are. We know what their skills look like. And we are able to sit back and consider what holes we might have. We are so fortunate to have a membership with such great interest in serving so that when we have such opportunities, we know that we have many exceptionally qualified people to choose from. So, our task is not so much about selecting a great person, but selecting who is the best fit for us at the time. I do not know who we will ultimately decide on, but I am confident that, given the breadth of outstanding options, the additions will be meaningful contributors for us, thereby benefiting our members.
In thinking about that, I was reminded about conversations that I have had with many firm leaders. When they select others to be part of a team, whether in joining a firm, a committee, or a leadership group, some consideration goes to whether somebody is qualified, but the most important part of the decision-making is how will that person fill a role that is not already being filled. It can sometimes be an elusive concept as it may be tempting to hire another associate who reminds you so much of another who has performed so well. But think of the best sports teams you have seen; you know what role each person brings, and it is seldom duplicative of somebody else.
So, next time you have the opportunity to select somebody, when considering who is the “best” person, remember to also think about what gaps you might have to fill. Even consider making a wish list of what your ideal candidate would be before reviewing any applications. That just might lead to an answer that winds up expanding the skills that your team aggregately brings to the table.
Yours,
David Majchrzak
2022 SDCBA President