The NEW Board of Directors

In 2020 our whole world changed. Incoming Covid, sexual assault in Canberra, #march4justice and a renewed conversation about a woman’s role in our world. I’m not suggesting it was anything new but it all occurred new in a very interesting way - it was overwhelmingly powerful and I felt it intensely.

Welcome to a new era for boards. What exactly are they supposed to do? Set the strategy, hire or fire the CEO, assess risk and deal with governance issues. Getting into operational issues is not their job. Does not stop them and I’ve seen that happening first hand.

Gone are the days when it was that simple for boards. We used to look for the accountant, the lawyer, someone who knew about IT. The same number of blokes hold those precious few board roles across many organizations.. No big deal. Then along came Covid-19 and all that changed. There is a lot more required of directors now. 

Boards are now seeking something very different from directors. They are being called to address diversity and inclusion, the impact their business has on climate change, data protection and social issues as well as the best models for business growth. Government departments are not getting everything right. They are outsourcing and clever organizations are ready for the business.

Organizations are having to consider the impact of extended lockdowns from a business and a social impact. How will we emerge from all this? What impact will it have on the mental health of our children? Domestic violence? We can’t pretend it’s not happening. Its is.

2021 is the year for women to get active and apply for board roles. Using our gift of feminine power is a huge asset to boards right now. Women understand the social impact well. We have higher levels of empathy and EQ. The woman who seeks a board role has lived a bit. She has the courage to enter the room, take a seat and speak up. She knows she has earned it.

Women have great strength and value to add to boards and smart organizations know that they can’t keep recruiting pale, stale males. They don’t want to miss out on the gold a woman has within.

Here’s the kicker … she tends not to apply because she thinks she is not qualified.  Sounds like a confidence issue to me. Forbes have more to say about that in this. Men don’t think like that. They apply and then are more likely to get the role. If women applied, boards would appoint them. They want her insights.

Time for her to step up, don’t you think?

MY TIPS FOR YOU:

Get your notepad and coloured pens out. Time to think ……..

Do this with a mate who knows you well. You are likely to leave something out. They won’t.

1. Take stock of your business and personal experience to date. School and kinder committee counts. Make a thorough and honest account of your experience.
2. Take an inventory of how you think differently. Boards are looking for your skills. They are not seeking more of the same.
3. Get some clarity on the legacy you wish to leave. What issues are you really cheesed off about? You know what it is.
4. Click on the link here and take the quiz to see how board ready you are right now.

Curious to hear your thoughts?