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CLARB Leadership Expectations

CLARB’s core purpose is to provide uniform standards of competency to practice landscape architecture. 

Our core values include integrity, collaboration, stewardship and protection of the public’s health, safety and welfare. CLARB’s leaders support this by:

  • Providing direction for the organization
  • Ensuring that sufficient resources are allocated to accomplish its goals
  • Ensuring that adequate progress is being made toward its goals
  • Serving as an ambassador for the organization

 

There are many benefits of CLARB leadership:

  • Pride and satisfaction of meaningful service to the public and the profession
  • Broadening/deepening of leadership skills
  • Satisfaction of investing time and energy to ensure a bright future for the organization
  • Enjoyable experience with a smart, dedicated, diverse collection of professionals
  • Recognition for contributions
  • Pride of helping to lead an organization that has a growing global reputation for excellence and leadership

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What a leader can expect from CLARB:

  • Good information – volunteers and staff work hard to ensure that the CLARB leadership has access to timely, accurate and relevant information on which to base decision making
  • Supportive environment – staff and leadership work collaboratively in a supportive environment
  • Professional staff – CLARB’s dedicated staff is available to support the leadership and implement its decisions
  • Access to best practices – the CLARB leadership has access to best practices in governance, strategic and financial planning
  • CLARB covers expenses – the organization covers all expenses associated with travel for Board-related purposes

What CLARB expects from its leaders and volunteers: 

  • Prepare for and attend all meetings
  • Engage in dialog and deliberation with an open mind
  • Make decisions in the best interests of CLARB 
  • Publicly support the actions and decisions of the Board



 

 

Desired Competencies for Volunteer Positions

Based on guidance from the Board of Directors, the following criteria are used to evaluate for candidates for volunteer positions: 

  • Think Strategically/Analytically: Valuing long-term success over short-term “relief” from pain, the Board spends the lion’s share of its time thinking about the future, establishing direction and vetting a strategy for how to get there. LAC members and volunteers will also have to be able to think long-term for what is best for the future leadership of the organization. 
  • Effectively Communicate: The Board/LAC works as a team and needs to understand each members’ thinking. All volunteers need to be able to share information and perspectives.
  • Work Collaboratively: Working together through dialogue to come to consensus on key issues and decisions; collaboration is a core organizational value.
  • Oversight vs Supervision: The Board provides oversight to the organization which emphasizes resources and their wise use with an emphasis on accountability and discipline, as well as addresses where the organization is going, what its priorities are and how it responds to an ever-changing environment. Staff manage the day-to-day operations (the "how").
  • Emotional Maturity/Personal Integrity: These are foundational traits that support effective teamwork and ambassadorship.
  • Foresight: Looking forward to determine the best course of action for the organization
  • Open-minded: Volunteers need to be open minded to thinking differently, considering different opinions from their own and adjust to new strategies/ideas when it is best for the organization. Engages in dialog and deliberation with an open mind and curiosity; open to new thinking concepts; ability to adjust to quickly changing topics.
  • Learn and Grow: Volunteers don't necessarily have to know everything about CLARB and their new role, but they have to be willing to learn and grow into what is needed for their role. 

Diversity

In addition to the above mentioned competencies, CLARB is committed to seeking a diverse group of leaders for the organization. This includes diversity in perspectives, demographics, geography and experience.