They are more attuned to thinking about their life in phases rather than completely around work.

Finding directors of any kind is more difficult than ever. Active CEOs, who are most wanted, are often not available for board duty. Boards need a well defined process to find directors they need.

We used to get a response in two or three calls. Now we can call 10 CEOs and not get a response.

Some have made more money than they expected. Some have been merged out of a job. Some have been as successful as they could have imagined and feel it's time to move to the next phase of their lives.

CEOs and directors realize that board discussions are richer when individuals with diverse backgrounds and perspectives participate. The challenge is finding qualified women and minority candidates. Boards have a responsibility to shareholders to align the composition of the board with the business strategy by appointing directors who add value to the board and company. But, there is still only a small number of women and minorities among senior corporate executives, and they are in high demand.

Most people, if they can put together a portfolio of activities, find it's very interesting rather than going back to a full-time job.