Q: I'm looking to expand the board. Should I find the best person for the job or should I go for diversity?

A: Why don't you achieve the former by doing the latter?

First, why are you looking to expand? Have you lost several members or do you find yourselves surrounded by "yes men" or, maybe even worse in your eyes, "no men". Think about how you would like your board to look, not only from your point of view but from other stakeholders and the benefits that could be created.

The strength of a board generally occurs where there is a diversity of views. What you mean by diversity? Is it because you want to tick a box or because you actually want someone to argue from a different experience.

In my opinion, you should only recruit the best person for the job. Don't invite someone in just to satisfy your diversity policy, your HR and the political correctness brigade if not good enough, don't touch.

Remember, though, never to underestimate the richness of diversity. Other viewpoints can make all the difference to your company, and the ability to outpace your competitors is in making sure all options are debated, not just those that come from middle-class, middle-aged and middle Britain.

Q: I've been offered a much bigger and more challenging role in another company and I'm very excited at the prospect. My problem is I am terrified of resigning from my current job.

A: The key message when resigning is to leave on the best terms you can. It may be a cliché but it is a small world and when you look back you'll be amazed how often your past catches up with you career-wise. Sometimes much sooner than you expect. I worked with one director who chose to leave very acrimoniously to go to a competitor only to discover soon after his new-found employer was an acquisition target of his previous.

The best way to resign is to first have a quiet work with your boss. You never know they may want to trump your offer, and even if they don't, your boss will want to choose the timing and style of your departure. I have no doubt that your boss will be concerned about the response from your teams as well as external players such as customers and shareholders.

Don't forget your boss may feel he has failed publicly by losing you, so don't rub his nose in the dirt. Behave like a professional adult with him and your team and be careful not to bad-mouth them to future employers.