When it comes to board success, culture is the most critical factor.
We consult with boards to help ensure that their company and board cultures are the best they can be: fully inclusive and open to new ideas and challenges.
Key areas we look at are:
Openness to change
Most people when challenged will agree that increasing female representation on boards is a good idea. And yet, it is improving at a snail’s pace! We need a change in mindset – a real commitment coupled with a sense of urgency to make this a reality. This means ensuring that there is diversity in those being considered for promotion, prior to making those promotions. Every. Single. Time.
Cultivating a diverse / female talent pipeline
Nurturing high-potential female leaders for the future is key. Boards need to ensure this is part of their strategy, with development programmes and mentoring in place to actively support this commitment.
Appreciating the benefits of diversity
Obviously in terms of gender, but just as importantly, ensuring that the make-up of the board is diverse in all senses – social diversity (race/ethnicity/background) and professional diversity. The more perspectives around the table, the better quality the discussions and outcomes.
A more diverse board will also help attract the best talent as well as motivate existing staff. When looking for fresh talent, boards want to be drawing from 100% of the top talent pool, not 50%! For this to happen, women need to see female role models holding positions to which they aspire.
Ensuring systems & processes are in place to support diversity
There are relatively simple processes that will help companies to understand how their culture is viewed from the inside. Exit interviews are important. I have coached several female executives who have left companies because of the predominant “old boys” culture, but because no exit interviews were conducted those companies are none the wiser! Getting perspective on how your culture is experienced from other viewpoints is fundamental to the mindset change that needs to occur.
“Sarah judged what we needed and adapted incredibly well. She formed fantastic relationships with the whole board and we will want her back as soon as possible. Thank you!”
Samantha Hansard, Fish Brothers Ltd