Knowledge Based Article
How To Make Your Board Reflect Your Company Culture
Hiring a talented board is one thing, but making sure they’re aligned with the culture of your company is the key to maximising their success. We’ve compiled the top 9 things that you can do to get the most out of your team.
1. Define & Articulate Your Company Culture
Start by clearly defining and articulating your company culture. Identify the core values, mission, and vision that guide your organisation. Ensure that these cultural elements are well-documented and communicated throughout the company.
2. Align Board Selection Criteria With Cultural Values
Develop board selection criteria that align with your company’s intended culture. Consider the desired values, behaviours, and expertise that should be represented on the board. Look for individuals who demonstrate a strong alignment with the company’s cultural values and can contribute to fostering and promoting that culture.
3. Evaluate Cultural Fit During Board Member Selection
During the board member selection process, assess candidates for their cultural fit. Look beyond their qualifications and expertise to evaluate their alignment with the company’s values and cultural aspirations. Consider their past experiences, leadership style, and personal values to determine if they can contribute positively to your intended culture.
4. Conduct Thorough Interviews & References
Conduct in-depth interviews with potential board members to gauge their understanding of and commitment to the company culture. Ask questions that specifically address cultural fit and values alignment. Contact references to gain insights into the candidate’s behaviour, working style, and their ability to thrive in a similar cultural environment.
5. Orient & Educate New Board Members
Once new board members are appointed, provide a comprehensive orientation that includes an overview of the company’s culture, values, and expectations. Educate them about the intended culture and its significance in achieving organisational goals. Share any relevant cultural value statements and the company’s mission and values statement and provide opportunities for open discussion.
6. Foster Ongoing Board Education
Continuously educate the board on the company’s culture and its importance. Offer periodic training or workshops that reinforce the cultural values, provide updates on cultural initiatives, and discuss the impact of culture on business performance. Encourage board members to share their insights and experiences related to promoting the intended culture.
7. Evaluate Performance Against Cultural Objectives
Regularly assess board performance in relation to cultural objectives. Include cultural alignment and contributions as part of the board evaluation process. Seek feedback from board members themselves on how they perceive the board’s adherence to the intended culture and ways to enhance cultural alignment.
8. Continually Reinforce the Culture
Incorporate discussions about the company culture into board meetings and strategic discussions. Review and update cultural initiatives, if needed, to ensure they remain aligned with the company’s evolving goals and values. Recognise and celebrate board members who consistently exemplify and promote the intended culture.
Remember..
Fostering a strong company culture is an ongoing effort that requires commitment from both the board and executive leadership. By consciously selecting board members who align with your intended culture, orienting them to the cultural expectations, and reinforcing the culture through ongoing education and evaluation, you can ensure that your board reflects and actively contributes to the desired company culture.