Break the network habit, start with just one external candidate.

In Sweden, nearly 80% of board recruitments still happen through personal networks. It’s fast, familiar and often practical, especially in smaller companies.

• But it’s no longer enough.

If we want to build boards that think differently, make sharper decisions, and meet the future with confidence, we have to do something simple and uncomfortable: invite someone you don’t already know.

We believe real board diversity starts with diversity of thought, different ways of thinking, questioning, leading, and solving problems. It’s not only about gender or background. It’s about the perspectives in the room, and the ones we’re missing when we only recruit from within our own circles.

Broadening your pool is about taking the process seriously.

You don’t need a formal nomination committee to make thoughtful decisions. But you do need to treat the process with intention.

Ask yourself:

• What kinds of thinking and experience do we need next?

• Are we open to someone we don’t know personally?

• Do we have more than one real option on the table?

By consciously including candidates outside your own network, you signal that board selection isn’t just routine, it’s strategic leadership.

deb. tips:

• Make it a rule: always include at least one external candidate.

• Evaluate how people think: not just whether you know them.

• Be open about seeking fresh perspectives.
  

Same network, same thinking.
Want something different? Invite someone new to the table.
Not because they look different, but because they think differently.