Sam Bright has had a varied career, moving from a business incubator to advisory roles at Forrester and in tech investment banking, to operational roles leading business development, general management, and eventually serving as a senior executive at eBay. He later joined Upwork as Chief Product and Experience Officer before becoming the head of Google Play. His board journey began during his eBay days when he served on the board of the nonprofit Benetech for 6 years. He later joined the Smithsonian National Postal Museum Advisory Council.
He actively prepared for corporate board service by joining groups like the National Association of Corporate Directors and networking with other board members and mentors. He was intentional about understanding what skills he could offer, such as his Silicon Valley experience with digital transformation, being a digital native, advising on M&A, and representing younger and more diverse perspectives. When the opportunity at TIAA arose, he carefully evaluated fit, impact, board culture, and more over an extended interview process. As a new board member, he immersed himself in on-boarding and orientation, while also observing dynamics and seeking feedback on contributing the right questions and insights vs. listening.
He notes the importance of finding allies through committee work, one- on-one interactions, and demonstrating his expertise. He prepares extensively for meetings to determine what unique, high-impact questions he can ask. Sam feels he can be authentic by selecting the right board fit, preparing thoroughly, and choosing contribution moments carefully given finite board time. For those who feel imposter syndrome when they join a new board, he suggests managing through it by finding opportunities to sharpen board governance skills, seeking out experienced mentors from within the Board, and focusing on moving up the learning curve as quickly as possible. Most importantly, diverse candidates need to choose the right board in the first place – one that appreciates the diverse perspectives they bring to the table but values their holistic contributions as well.
Looking ahead, Sam sees increased black board representation due to growing training programs but slower progress than ideal due to diversity backlash. He advises aspiring candidates to be intentional about skills, build networks, understand the board role commitment, and believe in yourself.
