Digital expertise comes in many forms: proceed with caution, and think beyond the board.

• Author: Davis, George L., Jr.
• Position: DIRECTOR RECRUITING

THERE IS A GROWING CONSENSUS among clients and observers in the corporate governance world that boards are lacking the digital and technological expertise needed to keep pace in today's ever-changing cyber-connected world. Current headlines reinforce the "demand spotlight" placed on the digital darlings appointed to leading board positions and highlight the ever-dwindling supply of top-tier digital talent. Boards are reacting with overeagerness to recruit and seat digital directors for fear of being left behind.

But before jumping on the digital bandwagon, ask a fundamental question: Do you really need to add a new director with digital skills to your board? You may open up a host of creative solutions to your digital dilemma if you think beyond the board, first carefully assessing what digital-related skills you actually need.

If you decide to recruit a director with digital expertise to fill one of your limited board seats, proceed with caution and make sure you are doing so for the right reasons. While many boards have added excellent directors with crucial digital skills as part of a well-thought-out board assessment and recruiting process, others seem drawn merely to recruit the director du jour. The latter approach is no panacea for what the board may be missing and can, in fact, create unanticipated complications for the board.

Think it through and consider your options. One excellent alternative and growing trend is to form a digital advisory board. This solution provides the board access to digital expertise without the complexities of creating a new director position or filling an open slot (possibly better reserved for broader operating or financial expertise). An advisory board provides access to high-caliber talent, allowing these specialized executives the opportunity to contribute and enhance their own experience without jeopardizing their career climb by making the commitment serving as a director requires. Leading companies at the head of the digital advisory board curve include Procter & Gamble, Unilever, L'Oreal, Pozen, McGraw Hill, and Mandalay, to name a few.

With many of the digital superstars already committed, those boards that wish to recruit digital expertise will have to be more discerning and insightful about exactly what they require. Consider the following to ensure you recruit the right talent for the right role:

1. First, define what you need. Are you seeking technological expertise or perhaps product or...