Are you too young to serve on a board?

There is a common belief that you can not be too old to serve on a board, but can you be too young? This is a legitimate concern and why many young and talented people put off pursuing a board or committee role. However, in most countries and jurisdictions, as long as you are over 18, you can legally serve as a director.

Boards and committees can benefit from members of diverse ages. They bring diverse knowledge and experience and represent the attitudes and beliefs of different sections of the community and other stakeholders. For many organizations, this includes young people. So, if you are young and aspire to serve on a board, there are several things you can do to gain a board seat.

Aspiring young directors should address these three things

1) Know what you have to offer

Chairs take comfort in and commonly look for five things in board candidates: prior board experience, executive skills set, personal connection, passion, and cultural fit. However, if you are a younger candidate, you may not have board experience or extensive executive skills set, but this does not mean you do not have something to offer a board.

The key is to define what you have, not what you don’t, and articulate it clearly to pinpoint how you can help.

Passion

Passion is one of the five common things chairs look for in board candidates. Passion is not measured by age, so younger candidates should have no issues addressing it. Younger people are incredibly passionate about many causes, industries, and organizations, and many organizations focus on youth marketing, youth services, or youth causes.

One thing I can share from many years working in the field is that chairs know that serving on a board is more than attending meetings and making decisions; it requires commitment. This type of commitment comes from having a legitimate passion for the organization and what it does. I have often witnessed a board chair selecting a passionate candidate over someone with more knowledge and experience. They know that knowledge and experience can be acquired, but true passion can not.

Cultural Fit

Cultural fit is another of the five common things chairs look for in board candidates. Board members must be able to work together. Whilst they will not and should not always agree on everything, they must make decisions and lead as a group. So, cultural fit means everything to the chair. No matter what you can bring to the boardroom, if the chair fears that you may disrupt the board and risk the chair’s reputation, you will never be offered a seat. Age is likely to be a factor when they consider cultural fit. So, if you are a young director, you should avoid applying for roles on old-school boards that will likely be set in their way.

Having time to contribute

Serving on a board is time-consuming. It involves preparing for meetings, reading and analyzing reports, travelling to meetings, formal and informal communication with other board members and stakeholders, sitting on subcommittees, and representing the organization at business, industry or community events. Often, older directors find themselves overcommitted, juggling a demanding executive career and other board roles. Younger directors usually have more time and the ability to commit 110%. Not only will they turn up when needed, but they will also be fully prepared.

Specialist Skillsets

If you are under 40, you have grown up with ever-transforming modern technology and fast-paced consumer and service environments. If you are under 30, you will likely be entirely up to speed with most technology, modern selling platforms, all forms of social media and the world of influencers. For many older directors, this knowledge and skillset is something they can not get their heads around or simply do not have the time to do so. Organizations risk being left behind by not having these skills represented on the board.

In today’s business landscape, organizations must navigate the risks of cybersecurity threats alongside the diverse advantages and challenges posed by AI technology. These issues need to be addressed at the board level. To do so, many boards seek directors with knowledge of technology, cybersecurity, digital, and AI. These skills are often only found in younger directors.

Diversity

Research has shown that diverse boardrooms result in more robust corporate performance. This comes from bridging the gap between the organization, the customers, and other stakeholders. Diversity goes beyond just gender and ethnicity; it also encompasses age.

Diverse board candidates can offer valuable insights and skills vital for organizations’ growth and success. Many organizations have publicly committed to diversifying their boards. So, it is essential to consider the full spectrum of diversity, which includes gender, ethnicity, religion, sexual orientation, disability, and age. Know why your diversity is valuable and to whom.

Unique Insights

Younger professionals can offer unique insights into emerging trends, technologies and consumer behaviours. These insights can be instrumental to the strategic decisions and direction of the board, resulting in the development of new products, services, markets, income streams and customers.

If you are still stuck

I advise you not to focus on the negatives, such as I am too young or underqualified, but instead focus on the positives and why your skills and experience are valuable to the board. Study current and past board vacancy advertisements, paying particular attention to the selection criteria. You will notice that age or requirements for years of experience in a specific area are not mentioned. Make a note of any skills and experience listed that are relevant to you. Knowing which skills are of value to boards and organizations will help you develop your board profile and find suitable roles.

2) Know what organizations will value what you have to offer

Now that you know what you have to offer a board, it is time to make a list of the organizations and industries in which you can make a difference and add value to the board. This list will evolve as you learn more about where your true value and board fit lies. Starting and having a board target list will keep you focused on your goals.

According to the 2024 S&P 500 New Director and Diversity Snapshot, the average age for new independent directors in the US S&P 500 companies was 55.4 years. Even considering that there is some demand for New Age Directors (those under 50 years old), it is unlikely that top public companies are where the skills of young, inexperienced board directors will be valued. This is likely to be the same scenario regardless of where in the world you are located.

Consider different types of organizations and opportunities their boards and committees may offer. These include smaller public companies, small to medium private companies, family companies, not-for-profit organizations, community organizations, start-ups, advisory boards, state and local government boards, and fundraising committees.

3) Dont ignore the elephant in the room

If you have concerns about your age when considering or applying for an independent board or committee role, you can be assured that at least one of the appointment team, including the chair, will also have concerns. My advice here is not to ignore the elephant in the room.

Address any potential concerns about your age and experience when talking to the recruiter, writing your cover letter and during your board interview. Counter any concerns by emphasizing the unique value you can bring to their board and demonstrating why you are the ideal fit. By the end of your discussion, your age should simply be an afterthought.

Don’t give up

When individuals encounter repeated rejections after applying for independent board positions, it is common to dwell on negative and perceived obstacles to their success, such as age or lack of experience. They don’t consider other entirely legitimate reasons why they were unsuccessful, such as:

• • there was at least one other candidate who was stronger than them
  • they didn’t have the right skill set
  • they interviewed poorly
  • they didn’t provide a board resume
  • they didn’t have a governance qualification
  • they were located too far away

Asking for honest feedback is the best way to deal with obstacles, learn from mistakes and refocus your efforts.It starts with asking for feedback. You may also be surprised to identify things you did right and what skills and experience appeal to boards. You should also use the feedback to reflect on what roles and boards may better fit you.

In Conclusion

Boards and committees benefit from members of all ages who bring diverse knowledge, experiences and attitudes. So, asking yourself whether you are too young to serve on a board is the wrong question. Instead, focus on a new question, “Which organization will value what I have to offer?”. Stay focused by avoiding negative assumptions, as I believe there is a board, committee or governance role for everyone. It is never too early to consider a board appointment and benefit from the professional and personal experiences they can provide.

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