Do You Have A Boss? How Do You Know?
Nov 07, 2023
No, that is not your Executive Director or Chief Executive Officer. It is likely your Board Chair. Yes, I know. Your Chair is not your “boss”. It's more like a “primus inter pares” or first among equals (and still likely male). But you have willingly given that position some power and authority.
According to Dan Pink, in When: The Scientific Secrets of Perfect Timing, timing affects our ability and desire to get things done, and focuses on the when -- as much as someone like Simon Sinek looks at the why. It’s an interesting read, based on evidence, and I recommend it.
The final chapter offers three questions that any group should ask themselves to ensure that everyone is motivated and aligned.
The Three Questions
These are quite simple and straightforward but quite important.
They would be interesting to incorporate in a board evaluation instrument.
1. Do we have a clear boss—whether a person or some external standard—who engenders respect, whose role is unambiguous and to whom everyone can direct their initial focus?
2. Are we fostering a sense of belonging that enriches individual identity, deepens affiliation, and allows everyone to synchronize to the tribe?
3. Are we activating the uplift—feeling good and doing good—that is necessary for a group to succeed?
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So let’s briefly examine each and how these might be played out…
1. Do we have a clear boss—whether a person or some external standard—who engenders respect, whose role is unambiguous and to whom everyone can direct their initial focus?
To be clear, there are some foundations. You elect someone based on respect (for their self-confidence, competence to do the job well, and personal and professional relationships, among others). You have a role description and perhaps a few annual goals for which you hold your chair accountable. With these in place, and a consultative approach, you give respect and focus on what needs to be done.
2. Are we fostering a sense of belonging that enriches individual identity, deepens affiliation, and allows everyone to synchronize to the tribe?
How are you engaged as a board member? What steps have been taken to ensure your commitment, from pre-appointment to annual reviews? Are the board’s goals and approach developed in consultation with everyone at the table and sufficiently important to generate commitment and fulfilment?
3. Are we activating the uplift—feeling good and doing good—that is necessary for a group to succeed?
As a board, you establish the organization's identity, through its mission, vision and values, usually reviewed, revised or renewed through the strategic planning process. If taken seriously and with sufficient attention, from planning to implementation, your mission should inspire you and encourage you to realize it.
Are you on track?
Do you regularly review and assess?
Here are three questions to start the process.
What are your main “pain points” dealing with leadership and board engagement?
What advice would be most helpful to you?
And we always assume that you are asking for a friend!
Be a Boss
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P.S. May I ask a tiny favour? Would you mind sharing this blog with one person? I would love it. You can post the links in your Facebook Groups, LinkedIn or even send an email.
