Deputy Chair: Is It the Path to Chair?
Deputy chair is one of the least understood roles on a board.
Some boards have one. Many do not. Where it exists, the role can mean very different things. In some boards, the deputy chair is the chair-in-waiting. In others, it is a role for a senior director who will never chair. In some, it is mainly about covering when the chair is away.
If you are offered the role, or hoping for it, it helps to understand what it really means on your board. This article covers what a deputy chair does, when it leads to chair and when it does not, working with the chair, stepping in during a crisis, signs you are being lined up and how to show it on your board CV.
What a deputy chair does
The role varies, but commonly includes:
Chairing meetings when the chair is absent
Supporting the chair on board matters
Acting as a sounding board for the chair
Leading the board’s review of the chair’s performance
Being a point of contact for directors with concerns about the chair
Stepping in if the chair leaves suddenly
Sometimes chairing a key committee
Some boards define the role in a charter. Others leave it informal. Ask what it means on your board before you accept.
When it leads to chair and when it does not
When it often leads to chair:
The board has a clear succession plan with the deputy chair as the likely successor
The current chair is nearing the end of their term
The deputy chair has the skills and relationships the board needs in a chair
When it often does not:
The deputy chair is close to the end of their own term
The role was given for seniority or recognition, not succession
The board plans to look externally for a new chair
The deputy chair lacks key skills, such as industry knowledge or chairing experience
Do not assume the role is a guarantee. Ask the chair and the nominations committee how they see it.
Working with the chair
The relationship with the chair is central. A good deputy chair:
Supports the chair, publicly and privately
Gives honest advice in private
Does not compete with the chair for influence
Keeps confidences
Steps in smoothly when needed
If the relationship is poor, the role becomes difficult. Talk openly with the chair about how you will work together.
Stepping in during a crisis
One of the most important parts of the role is being ready to lead if the chair is suddenly unavailable. Illness, a conflict of interest, a resignation or a crisis can all put the deputy chair in the chair’s seat.
Be prepared:
Stay well informed about major issues
Know the CEO and leadership team well
Understand the board’s key risks
Keep strong relationships with all directors
Directors who step in well during a crisis often become the next chair.
Signs you are being lined up
The chair involves you in more decisions
You are asked to chair meetings or committees more often
You are included in conversations with major stakeholders
The nominations committee discusses chair succession with you
The chair asks how you would approach the role
If you want the role, tell the chair. Ask what you would need to show.
Your board CV
Show the deputy chair role clearly, with what it involved.
Example: “Deputy Chair, Regional Health Service (2023 to present). Supports the chair, chairs the Audit and Risk Committee and led the board’s annual review of the chair. Acted as chair for three months during the chair’s leave.”
That line shows leadership, not just a title.
When you do not become chair
If someone else is appointed chair, support them. Your conduct will be noticed. Many deputy chairs go on to chair other boards, even if not the one they deputised on.
Interview preparation
If you are interviewing for chair roles, expect questions about your deputy chair experience:
What did you learn about chairing?
Tell us about a time you stepped in for the chair.
How did you support the chair?
See your first meeting with a board chair for related preparation.
Common mistakes
Assuming the role guarantees the chair
Competing with the chair
Not preparing to step in
Leaving the role off your board CV, or describing it as a title only
How search consultants view deputy chair experience
When I was in executive search, deputy chair experience was a strong signal for chair searches, especially when the candidate had actually chaired meetings or stepped in during a difficult period. It showed the board had trusted them with leadership.
Your profile
Example: “Director and Deputy Chair with experience chairing an audit and risk committee and acting as chair. Seeking a first chair role in health or community services.”
A quick self-check
Ask your chair: “How do you see my role as deputy chair, and what would I need to do to be considered for chair?” The answer will tell you a lot.
Building chairing skills
If you want to become a chair, build chairing skills wherever you can. Chair committees, working groups or not-for-profit boards. Chairing well is a skill: running meetings, managing different personalities, building consensus and making sure decisions are made. Deputy chair experience is strongest when backed by real chairing experience elsewhere.
The chair’s performance review
In many boards, the deputy chair leads the annual review of the chair’s performance. This is delicate work. Gather views from directors fairly, share feedback constructively and support the chair to improve. Handling this well builds trust across the board.
When directors come to you
Directors sometimes raise concerns about the chair with the deputy chair. Listen carefully, keep confidences and, where appropriate, raise issues with the chair in a constructive way. Avoid becoming the centre of a faction.
A quick tip
Ask the chair for a short description of what they expect from you as deputy chair. Writing it down avoids confusion later for you, the chair and the other directors.
Common questions
Should I accept a deputy chair role if I do not want to be chair? Yes, if the role adds value and you can support the chair well. But be honest with the chair about your plans.
When the chair leaves suddenly
If the chair resigns or becomes unavailable, the deputy chair often becomes acting chair. This can happen with little warning. Use the time well: keep the board steady, support the CEO and work with the nominations committee on a permanent appointment. How you handle these weeks often decides whether you are offered the role.
Your LinkedIn
List the deputy chair role clearly on LinkedIn, with any committee you chair. Search consultants filling chair roles often search specifically for deputy chair and committee chair experience.
Your next step
If you hold a deputy chair role, add a clear description to your board CV, including any time you acted as chair.
If you want a board CV that positions you for chair roles, my board resume writing is built for senior leaders across Australia and New Zealand.
If you are planning your path to chair, book a complimentary Clarity Session.
