Agile Styrerekruttering

Board evaluation that shows what the board needs next

A board evaluation provides an objective picture of how the board actually works – and a clear basis for both development and the right recruitment. It reveals what creates value today and what is missing.

Let's talk about your needs About board recruitment
An adviser at Agile Gruppen at the meeting table

An objective picture of the board

What we assess
  • the board’s composition and expertise
  • working methods, meeting structure, and decision-making processes
  • the interaction between the board and management
  • the board’s strategic contribution and value creation
What you get
  • an objective assessment of the board’s actual effectiveness
  • clear recommendations for further development
  • a factual basis for owners and the nomination committee
  • a precise starting point for the next recruitment
A good board knows what it is missing. An evaluation makes it visible.
Ⅲ

When should you evaluate?

Annually, as standard practice Before recruiting new members When the strategy changes During a change of ownership or generational transition After growth, a merger, or an acquisition

An evaluation is most valuable before major decisions – when it becomes a basis for action, rather than just a look back.

How we carry it out

A structured, confidential process – from mandate to practical recommendations the board can act on.

Mandate

We clarify the purpose and scope with the board chair and owners.

Data collection

Confidential interviews and questionnaires with the board and management.

Analysis

We assess expertise, working methods, and board dynamics.

Report

Findings and clear recommendations presented to the board.

Follow-up

We support further development – and any subsequent recruitment.

Ⅴ

Frequently asked questions

What is the difference between board recruitment and board evaluation?

Board evaluation assesses how your current board actually works. Board recruitment involves finding and appointing new members. The two are often connected: An evaluation reveals what is missing and provides the basis for the next recruitment.

How long does an evaluation take?

The scope is tailored to the size of the board and the purpose. An initial evaluation can be started quickly, and we clarify the timeline in the mandate.

Are responses treated confidentially?

Yes. Interviews and questionnaires are treated confidentially, and findings are presented in a way that builds trust within the board.

Do we need to recruit after an evaluation?

No. Many evaluations lead to further development of the current board. If an evaluation reveals a clear skills gap, we are happy to help with recruitment – but the choice is yours.

Your contact
Portrait of Hilde Lekven

Hilde Lekven

Managing Partner

Let’s have a no-obligation chat

You don’t need to have the answer ready. Tell me what you are facing, and together we will work out the right next step – with no obligation.

Call Hilde directly +47 952 82 591

Or ask me to call you

Takes less than a minute. I reply within one working day.
  • Full confidentiality
  • No obligation
  • Reply within one working day