Como você gerencia as expectativas e a prestação de contas do conselho?

To nurture a strong bond between the board and the organization's senior executive, keep in mind that the board functions as a united body despite its individual members. Consistency in conveying your message, including its weighted importance, is key. Effective communication extends beyond words, encompassing intonation, non-verbal cues, and formatting. No doubt, it's far more complicated to communicate with a group than one-on-one, and it requires a deliberate approach with a level of artistry developed over time. Whenever feasible, opt for dialogue rather than one-sided communication, whether addressing individual board members or the board as a whole, to enhance shared understanding.

A clear understanding of associated roles and responsibilities and constant reinforcement thereof through insightful training, no surprises, clear and unambiguous communication and respect for different opinions.

Ensuring your board members have an accurate understanding of the organization's risk landscape in cybersecurity is going to be key for securing the proper budget and resources, and this starts by communicating in a language they actually understand. For CISOs who are used to speaking in the more technical terms of cyber, it can often be difficult to facilitate effective discussions with non-technical board members. However, leveraging on-demand cyber risk quantification (CRQ), they can easily translate this more complex vocabulary into a language key stakeholders tangibly understand: event likelihoods and potential financial loss. When CISOs use this broader business language, boards can more easily align spending decisions with reality.

Key to the communication is the reminder that each of us are only 1/xx as powerful as we think we are; we are pieces who make up the whole board of directors. Each Board Member must be valued and seen as valuable.

🎯 Setting clear, SMART goals and metrics aligns the board with organizational objectives and fosters accountability. Involving the board in goal-setting ensures shared ownership and commitment to success. Defining roles and responsibilities clarifies expectations and promotes effective collaboration. Regular progress tracking against benchmarks enables informed decision-making and course corrections. Transparent communication of goals and metrics cultivates trust and engagement among stakeholders. Additionally, providing regular updates on performance enhances transparency and demonstrates progress towards fulfilling the board's strategic vision.

Set Clear Goals: Collaborate to establish SMART goals specific, measurable, achievable, relevant, and time-bound. Define Metrics: Agree on KPIs aligned with these goals for progress tracking. Regular Updates: Provide periodic reports and dashboards to highlight progress, challenges, and deviations. Transparent Communication: Keep open channels for questions and feedback, ensuring the board remains informed and engaged. Accountability Mechanisms: Implement protocols like performance reviews and action plans to address underperformance. Through clear goals, defined metrics, regular updates, transparent communication, and accountability, you can manage board expectations and drive success.

Define specific, measurable objectives that align with the organization’s strategic vision, and make sure the board understands what success looks like. Establish key performance indicators (KPIs) to track progress, and regularly report on these metrics to keep the board informed. When goals and metrics are clearly defined, it creates a shared understanding of priorities and allows for objective evaluation of performance. This transparency not only helps manage expectations but also ensures that accountability is built into every step of the process.

Having clear Roles and Responsibilities agreements is critical. These documents can be co-created with a lead volunteer or unilaterally decided upon by the organizational leaders. Further, it should be abundantly clear whether there are giving expectations for board membership. If so, a clear process and timeline should be established.

Post mortem after each board meeting to be more effective and synch with both the boards and the companies expectations. You might also want to calibrate what is an update and which can be send as email and what really needs decisions and guidance from the board.

Business feedback is a process in which managers and employees provide feedback that allows positive changes to be made in the work of different departments that help achieve the organization's objectives. This process is carried out together, so each member of the different departments must be willing to collaborate and offer true feedback that helps everyone's development. ☕

La junta requiere a su vez una evaluación estricta sobre las decisiones y el rumbo del negocio. En que se acertó y en que se falló para tomar aprendizajes. En el desempeño de roles y la gestión de riesgos. En la claridad del norte estratégico y en la misma definición de que es valor para la organización. El acompañamiento del gobierno corporativo, en si, establece estos elementos para garantizar que se tienen las personas idóneas que guíen el rumbo de la organización

Algunas recomendaciones para tener una mejor relación con la junta: 1. Alinear expectativas. 2. Informar. 3. Hablar menos, escuchar más. 4. Involucrar a los miembros. 5. Fortalece tu reputación.

Ask the difficult questions, the board should and needs to have an opinion on topics and held the companies founders accountable, if they don’t ask the difficult questions they are not the right board members.

From my point of view, I think it could be added... 1. Foster collaboration: After all, nothing says "teamwork" like working together… unless everyone is pulling in different directions. 2. Manage long-term expectations: Short-term goals are great, but let’s not forget the future is always around the corner, constantly looming. 3. Maintain transparency in times of crisis: Because hiding the problems doesn’t make them disappear... even though we might wish it did. 4. Promote flexibility: Plans are like elastic bands; it’s better if they stretch without snapping. 5. Celebrate achievements: Celebrating success is a must because nothing eases the stress like a well-earned “we did it… finally!"

1. Share the numbers without tricks. 2. State how it affects positively/negatively your vision narrative. 3. Define clear next steps. 4. Be clear on what are your blockers and how your Board can help. 5. Define 1 strategic topic to be discussed by quarter to help you achieve your mid term vision. Always be centered, positive, consistent, transparent when dealing with your Board.

Explicitly consider what are the elephants in the room, the sensitive issues that people hesitate to raise, and think about who could help you figure out how to best raise it.