Many companies put off the task of
assembling an effective board until they run into trouble.
Behind every great CEO is a great
board, and I’ve noticed that startup founders tend to put off the task of
building strong boards. Consider successful tech companies like Amazon and
Google that built their boards early on. They’re more an exception than the
rule, however; more often than not, companies find that there are few, if any,
consequences until they run into trouble.
Many boards have gotten into trouble
when they think they answer only to the CEO.
After years of advising startups on
board management and executive search, I believe that the only true role of the
board is to hire and fire the CEO. After all, great boards understand that they
are accountable to each other and to company shareholders. Also, great boards
are diverse – in thought, background, and perspectives. The statistics bear
repeating: Just 10% of Silicon Valley directors are women, and the percentage
of VC-backed startups with a female founder or CEO is even lower.
So here are some practical tips for
assembling a great board.
Know the company’s vision. Where do you want the company to go? Define what you need
the board to do to achieve those goals. Keep that in mind as you consider and
define the attributes, skills, and experiences that you need of your board
members.
Seek the right skills. Create a simple grid combining attributes that actually
exist in the market. Draft a table with all the desired aspects of a “final”
board. Fill in the table with prospective ideas for each director, ranking each
in terms of depth or fit and whether that person can be recruited. Keep this
list current, fresh, and ongoing, and make it an active item of discussion at
board meetings.
Develop role and responsibilities
for members. As Jim Collins says, “Do you have
the right people in the right seats on the bus?” It’s never too early to have
committees or key areas of responsibility. Do you have the best head of audit,
compensation etc.? Who are the lead directors that you as CEO can rely on in
each critical area?
Build a culture and invite debate. Foster a culture of open feedback and independence. You
want different opinions and perspectives to help you consider alternatives.
Consider the culture and interaction you want from your board: passionate and
intense debate, or cerebral and deliberative? You want to recruit a board that
pushes you, makes you uncomfortable and challenges conventional wisdom. At the
same time, you want a board and not an operating committee – so setting
boundaries is important.
Break through your comfort zone. Boards tend to reach for what’s familiar and comfortable,
which results in homogeneity. Knowing that, you should strive for diversity of
opinion and not be afraid to go against the grain. Keeping that top of mind
will help you be open-minded to alternatives you would not have considered in
the first place.
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