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By Isabel Bulos, Associate Partner, LATAM
If you’re aiming for a seat at the board table, you’re not alone. Every year, many talented leaders wonder how to bridge the gap from senior management to board-level roles. Having worked closely with boards and executives across industries (and recently recognised as a LinkedIn Top Voice for insights in leadership and board readiness) I can tell you this: getting there requires more than just ambition. It takes a clear strategy, purposeful development and an understanding of what boards truly need in 2026 and beyond.
In today’s landscape, boards are no longer just stewards of governance, they are catalysts for transformation. They seek leaders who can navigate complexity, champion innovation and bring diverse perspectives to the table. Whether it's guiding digital reinvention, shaping ESG strategy, or responding to geopolitical shifts, board members must be equipped to lead with agility and foresight.
Here are some key steps to help you position yourself effectively.
Your personal brand isn’t about self-promotion; it’s about the reputation you build through your expertise, leadership style and values. Boards look for individuals who bring unique insights and align with their culture.
A critical tool for shaping and showcasing your brand today is LinkedIn. Make sure your profile is polished, up-to-date and tells your story clearly, not just as a resume, but as a reflection of who you are as a leader and person. Share insights, comment thoughtfully on industry trends and engage with relevant content regularly. Posting articles, updates, or short videos can raise your visibility and demonstrate your expertise in a way that resonates with board members and executive search professionals in and outside your existing network.
Authenticity and consistency on LinkedIn can turn a passive profile into a powerful personal branding tool that gets you noticed.
Top Tip: Schedule weekly time to update your LinkedIn profile, share relevant content, or comment on industry discussions. Focus on authenticity and let your unique voice and values shine through! To accelerate your visibility and learning, follow LinkedIn’s Top Voices and other recognised thought leaders in those areas. These individuals often set the tone for industry conversations and offer valuable insights. Don’t just follow, interact! Comment thoughtfully on their posts, share their content with your own perspective and engage in discussions. This not only helps you stay informed but also positions you within the same circles of influence that board members and executive recruiters monitor.
If you’re waiting for a major corporate board role as your first, you might be setting yourself up for a long wait. Consider smaller boards: non-profits, advisory boards or startups. These experiences are invaluable for learning governance, strategy and risk oversight. Such roles demonstrate your commitment to leadership beyond your immediate job and help you build a track record that boards respect.
Top Tip: Look for opportunities to join non-profits or advisory boards aligned with your interests or industry. Even volunteer roles provide crucial governance experience and allow you to expand your network.Use these roles to actively learn how boards operate: how decisions are made, how risk is assessed and how long-term value is created. Document your contributions and lessons learned; they’ll become part of your narrative when positioning yourself for larger board opportunities.Also, don’t underestimate the visibility these roles can offer.
Board members are ultimately responsible for an organisation’s financial health. You don’t need to be a CFO, but you do need to understand financial statements, budgets and key performance indicators. This knowledge enables you to engage in strategic discussions meaningfully and build credibility amongst fellow board members.
Pair your financial learning with exposure to investor communications, such as earnings calls, annual reports and shareholder letters. These sources reveal how financials are framed for strategic audiences. Practice analysing how companies explain their results, justify decisions and signal future direction. This builds your ability to contribute meaningfully to board-level conversations about value creation and risk.
Top Tip: Take a refresher course or workshop on financial fundamentals for non-financial leaders. You could also practice reviewing financial reports regularly to become comfortable with interpreting key metrics.
The business environment is constantly evolving: technologies shift, regulations change and stakeholder expectations grow. Boards want members who are adaptable, eager to learn and open to new ideas.
Seek out learning opportunities, stay informed on industry trends (think ESG, digital transformation, geopolitical shifts, etc.), and don’t be afraid to step outside your comfort zone (a particularly important one in my opinion!).
Top Tip: Commit to reading one article or report weekly on emerging trends in your sector. Join webinars or professional groups focused on innovation and change management.Advanced Tip: Once a month, explore a topic outside your core industry, such as behavioral economics, AI ethics or climate innovation. These adjacent fields often spark fresh thinking and help you connect dots in unexpected ways. Follow thought leaders who challenge conventional wisdom and engage with their ideas. Curiosity paired with courage to explore the unfamiliar is what keeps board members ahead of the curve.
Building genuine relationships is crucial. Focus on connecting with current board members, mentors and peers who can offer guidance and possibly open doors. Remember, networking isn’t about quantity, it’s about quality. Engage in professional associations, attend relevant events and be proactive in conversations, but always stay true to yourself and maintain your authenticity.
Top Tip: Identify 2-3 people you admire professionally and reach out with a clear, respectful request for a conversation or advice. Keep the focus on building a genuine relationship, not just on asking for opportunities.Micro-Habit Tip: Once a month, host a small, informal roundtable, virtual or in-person, with peers or mentors to discuss a key trend or challenge. These curated conversations build trust, spark insight and often lead to unexpected opportunities.
Boards look for leaders who think beyond daily operations and focus on long-term value creation. Show that you understand how market dynamics, competition and innovation impact the organisation. Position yourself as someone who can contribute to setting vision and navigating uncertainty.
Top Tip: Regularly set aside time (whether weekly or monthly) to review industry reports, competitor moves and emerging trends. Practice framing how these factors might affect your organisation’s strategy. Try discussing these insights with your leadership team or mentors to refine your strategic perspective and demonstrate forward-thinking.Micro-Habit Tip: Once a week, challenge yourself to write a one-paragraph “board memo” on a trend, risk or opportunity, framed as if you were briefing a board. This sharpens your ability to distil complexity into strategic clarity, a skill boards deeply value.
Mentors can provide valuable advice, while sponsors actively advocate for you. Both are vital in your board journey. Don’t hesitate to ask for support; these relationships can help you navigate challenges, expand your network and access opportunities that might not be publicly advertised.
Top Tip: Start by identifying leaders you admire (whether inside or outside your organisation) who have the experience and values you respect. Approach them with a clear, concise request: ask if they would be willing to share their insights or offer guidance as you pursue board opportunities. Be specific about what you hope to learn and respect their time. Remember, mentoring is a two-way street, so have a think about how you can add value to the relationship as well.Unexpected Tip: Don’t just seek mentors, build your own advisory board. Curate a small group of trusted thinkers from different industries, backgrounds and generations. Meet quarterly to exchange insights, challenge your assumptions and refine your board-readiness. Treat it like a personal think tank, because the best leaders don’t just get advice, they design environments that generate it.
You might be delivering strong results, but are you making sure key decision-makers know about them? Be prepared to articulate your achievements in terms of business outcomes and organisational impact. This clarity helps boards see you as a candidate who can add tangible value.
Top Tip: Keep a “success journal” where you regularly record specific achievements, quantifiable results and the challenges you’ve overcome. When preparing for conversations or interviews, use this to craft concise stories that highlight your impact, ideally linking your actions to measurable business outcomes like revenue growth, cost savings or strategic wins. Practicing this narrative ensures you can confidently share your value when it matters most.Unexpected Tip: Think like a documentary producer to craft a “highlight reel” of your career. Select 3-5 defining moments where your actions led to measurable impact. Use these stories not just in interviews, but in presentations, networking conversations and even on LinkedIn.
Boards in 2026 and beyond are prioritising diversity; not just demographic but also diversity of thought and experience. They are increasingly seeking expertise in areas such as technology, sustainability, cyber risk and global markets. Aligning your skills and experiences with these priorities can set you apart.
Top Tip: Regularly review the annual reports, governance statements, or public communications of boards you admire to identify the skills and focus areas they emphasise. Consider undertaking targeted professional development or certifications, such as ESG (Environmental, Social, and Governance) training, cybersecurity courses, or digital transformation workshops to build relevant expertise. Position these new skills clearly in your personal brand and discussions with recruiters.
Finally, partnering with executive search professionals can be a game-changer. We have a pulse on what boards need, what they’re looking for in candidates, and the nuances of the recruitment process. Engaging with a consultant early can help you tailor your approach, identify suitable opportunities and position yourself strategically.
Top Tip: Reach out to executive search consultants specialising in board roles early in your journey to get tailored feedback on your readiness and guidance on positioning yourself effectively.Unexpected Tip: Think of executive search consultants not just as gatekeepers, but as strategic co-authors of your board narrative. Share your career “thesis” with them: the unique value you bring, the kind of board you aspire to join and the impact you want to make. When they understand your story deeply, they’re far more likely to champion it in the right rooms.
Earning your place at the board table is a journey that requires intentional effort, continual growth and strategic relationship-building. It’s not a step you take overnight, but with clarity and perseverance (and I’ve seen it with my own eyes), it’s very achievable.
If you’re ready to explore what it takes to move into board roles and want guidance tailored to your unique strengths and goals, feel free to reach out to your Page Executive Principal or Partner.
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C-Level and Board Members Advisor specialising in Finance & Industrial Practice. Based in Monterrey, she is also a brand ambassador, guiding organisations towards optimal talent decisions.
