School Business Insider

Episode: Inside the Governance Task Force: Transparency, Inclusion, and Leadership

Date: November 18, 2025
Host: John Brucato
Guests: Jim Rowan (Executive Director, ASBO International), Lynn Knight (Vice President, ASBO International), Sharon Bruce (Executive Director, Connecticut ASBO), Jordan Eli (CFO, Northwest Regional Education Service District, Oregon)

Episode Overview

In this episode, John Brucato brings together key members of ASBO International’s Governance Task Force to dive deep into the initiative's origins, challenges, and its impact on leadership and board structure. The discussion centers on transparency, inclusion, governance reforms, and leadership development following recommendations from stakeholder surveys and the Vision 35 Task Force. The episode explores outcomes such as the new Candidate Eligibility Matrix and Visibility Engagement Guide, and provides advice for members seeking greater involvement.

Key Discussion Points and Insights

1. Origins and Motivation of the Governance Task Force

• Ellipsis Report (2023) Catalyzed Change: Stakeholder surveys highlighted perceptions of a "good ol’ boys network" and barriers for candidates lacking resources for campaigning.

  “There was a perception of the ASBOARD being a good old boys network. So really just trying to address some of those perceptions and try to create greater opportunities…”
  — Jim Rowan [01:46]

• Vision 35 Task Force (2024): Recommended a critical look at governance, specifically election processes, board composition, committee structure, and decision-making to ensure effective and efficient management.
  — Jim Rowan [01:46-03:09]

• Project Timeline: The Task Force was active for a set period, concluding after a July report. It plans to reconvene in January 2030 to assess progress.
  — Jim Rowan [03:23-04:06]

2. Key Goals and Initial Focus Areas

• Fairness and Equity: Addressed inequities for affiliates with limited financial/state support, ensuring all members had an equal chance to run for the board.

  “We wanted to make sure that we gave a chance to all, anybody who wanted to run for the board of directors. Fairness and equity were very, very key parts.”
  — Lynn Knight [04:13]

• Regionalization Debate: Intent to consider regional board representation, but concerns over balancing U.S., Canadian, and international representation led to prioritizing a competency-based approach for now, keeping regionalization as a future option.

  “Regionalization doesn’t necessarily address that competency piece… It could, but it doesn’t necessarily solve for it.”
  — Jim Rowan [08:04]

• Inclusive Task Force Recruitment: Sought practitioners, past presidents, executive directors, and diversity in regions and size of affiliates to ensure robust, challenging, and representative discussions.
  — Lynn Knight [05:31]

3. Regionalization: Pros, Cons, and the Decision-Making Process

• Pros: Potential for direct representation from underrepresented areas (like the Southeast).

• Cons: Challenges of defining regions and if regionalization really brings the necessary competencies to the board, particularly given the international scope.
  — Lynn Knight & Jim Rowan [07:01-10:01]

• Result: Elected to focus on creating guidelines and encouraging underrepresented regions to step up, rather than formalized regionalization.

  “Rather than formalize it as regionalization, let's create some guidelines...to encourage members from underrepresented areas.” — Jim Rowan [08:04-10:01]

4. Impact on State Affiliates and Smaller States

• Clarifying and Leveling the Playing Field: Previously, Connecticut and other small states felt unable to nominate candidates due to cost and a lack of visibility. The updated process provides opportunity and clarity.

  “I always found the election process, how people got nominated, I found it very confusing. So I think this clears it up quite a bit.”
  — Sharon Bruce [10:27]

• New Opportunities: Greater visibility and a less expensive path for qualified candidates from small or less-resourced states to participate. — Sharon Bruce [12:11-12:59]

5. Inclusion, Equity of Voice, and Committee Process

• Diverse Perspectives Designed In: Representation across regions, race/ethnicity, roles (practitioners, executive directors, staff) were intentionally included both in committee formation and during the feedback process.

  “We tried to take a look at our footprint… Make sure we had representation… from small affiliates, practitioners, affiliate execs, board members…”
  — Jim Rowan [16:20]

• Feedback Loops: Report drafts were circulated to all executive directors and past presidents for input, which impacted the final version, ensuring it was not a top-down process. — Jim Rowan [16:20-17:41]

• Facilitated Dialogue: Meetings structured to maximize input, including targeted questions and breakout groups, under the guidance of facilitator Lou Applebaum.

  “You can invite the right voices… but if you don’t have an opportunity for every voice to be heard, and not just the first time… I honestly don’t really know how you all were able to accomplish dialogue in a group that large...” — Jordan Eli [19:38]

6. Key Challenges and Debates

• Regionalization remained a contentious yet respectful debate, with many members changing their thinking over time.

  “It was such a respectful way and it was one of those things. You threw an idea out there and you didn’t hesitate... gave me a chance to change my perspective…”
  — Sharon Bruce [22:03]

• Cost and Transparency of Campaigning: Debated control over campaign spending, receptions, and travel, ultimately deciding to focus on what ASBO could do to level the playing field (visibility, guidelines, collaboration) rather than micromanaging what could not be controlled. — Jim Rowan [23:27]

7. Surprises and Historical Perspective

• Governance Continuity: A 1988 report tackled similar issues. Regionalization challenges have persisted for decades, validating the ongoing relevance of the current work.

  “Their finding was pretty much what we came up with, that regionalization just didn’t make sense at that time. And that’s kind of our takeaway.”
  — Jim Rowan [27:49]

• Competency-Based Board: Shift from geographic quotas toward ensuring a board that reflects the broad competencies required to lead, rather than focusing solely on location.

  “ASBO isn’t just an accounting organization... We end up running the risk... that we become an organization that’s very myopic.” — Jordan Eli [28:31]

8. Deliverables: Candidate Eligibility Matrix & Visibility Engagement Guide

• Eligibility Matrix: Moves beyond basic membership and attendance to a point-based system for board candidacy, recognizing varied paths to leadership (e.g., committee work, article authorship, affiliate involvement).

  “We really tried to make it a well rounded experience... focus on a competency-based board that comes with a wealth and a very diverse background of leadership and participation.”
  — Jim Rowan [31:41-35:40]

• Visibility Engagement: Advanced filing deadlines and new opportunities for candidate visibility (onstage presentations, Q&As, digital engagement) reduce reliance on costly travel and enhance transparency. — Jim Rowan [35:49-38:42]

• Job Descriptions for Board Roles: Aims to clarify what’s expected of candidates and current board members. — Jim Rowan [39:00]

9. Changing Landscape for Board Candidacy & Volunteerism

• Reduced Barriers: Matrix and visibility tools reduce need for expensive travel, making service more feasible for those with family or job obligations.

  “I didn’t want to spend the time away from my family right now. My kids are in middle school. So I decided I’m just going to wait… But I very much appreciate the committee’s focus… around how we can create candidate visibility in 2025.”
  — Jordan Eli [42:08]

• Encouraging Diverse Paths to Leadership: ASBO aims to promote other service options (committees, presentations) for those not able to commit to board service.
  — Jim Rowan [46:39]

10. Advice for Getting Involved

• Just Do It: There’s no secret path—reach out to previous volunteers, executive directors, or ASBO International’s website for opportunities.

  “If you have that desire to serve, find a person who has served in the past… Once you start volunteering, then people will ask you to volunteer because they know that you’re ready to show up.”
  — Jordan Eli [47:38]

• Value of Networks: ASBO’s greatest strength is connecting professionals, broadening perspectives, and offering consistent support.
  — Lynn Knight [50:09]

• Building a Broader Perspective: Serving on committees at the national or international level helps members see beyond their region’s unique challenges. — Sharon Bruce [50:39]

• Commitment to Finding a Place for Everyone: Even if you’re not placed initially, ASBO is committed to engaging every volunteer.

  “If you want to serve and you want to apply, we will find a spot for you. It may not be the committee that you want ideally, but that doesn’t mean if you don’t get the first time, you won’t get the second time.”
  — Jim Rowan [51:45]

Notable Quotes & Memorable Moments

• “The more you dig into something, the more you understand that there's a reason things get done the way that they get done.”
  — Jordan Eli [13:08]

• “This is not a perfect plan. It never will be. It's a working document... There may be changes before [2030], but once you have a plan, the goal is always to improve on that plan.”
  — Lynn Knight [17:41]

• “What we need out of our board is not just geographic representation... as you start to try to articulate it too, you’re like, well, why would geography really even matter all that much?”
  — Jordan Eli [28:31]

• “The reason I'm serving is because I've made myself available to serve.”
  — Jordan Eli [47:38]

• “Everybody has something to offer. No matter who you are, no matter where you are, you always have something to offer.”
  — Lynn Knight [50:09]

• “If you want to serve, if in doubt, reach out to me. My email is jroann@asbointl.org and I will personally respond to you and we will find a place for you.”
  — Jim Rowan [51:45]

Key Timestamps

• Ellipsis Report & Formation of Task Force: 01:34–03:09
• Task Force Duration & 2030 Checkpoint: 03:23–04:06
• Fairness, Equity, and Regionalization Debate: 04:13–10:01
• Small State Perspective & Process Clarity: 10:27–12:59
• Committee Diversity & Process: 16:20–20:33
• Major Challenges & Collaborative Nature: 21:24–23:32
• Historical Perspective on Governance: 27:49–28:26
• Competency over Geography: 28:31–31:41
• Candidate Eligibility Matrix & Visibility Tools: 31:41–38:42
• Barriers to Candidacy & Inclusion: 39:00–47:28
• Advice for Engagement: 47:38–52:20

Conclusion

The ASBO International Governance Task Force has brought vital change by fostering transparency, inclusion, and thoughtful leadership recruitment. With new tools and an ongoing commitment to listening, the organization is well-positioned to nurture diverse, competent leaders into the next decade—while providing a robust, accessible network for all members.

Contact for involvement:
Jim Rowan (jroann@asbointl.org) — [51:45]