The Board Of Directors: Guest Post From Matt Blumberg

上周客串斯科特寇尼特建议企业家把在黑板上,保持一个朋友的共同创始人本周我们将继续的主题“谁应该在你的董事会?”重演的一篇文章马特·布隆伯格 今年早些时候为布拉德菲尔德写道The topic is "what makes an awesome Board Member." I am the person who made the point about firing executivesBrad Feld倒下的两个摇的人在一个会议。

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多年来我写过很多文章关于我的董事会管理返回路径我认为,让优秀的董事会成员很好地管理他们的部分原因是——在会议之前提供透明的信息,组织得当,有足够的筹备时间;组织得好,会议有吸引力;将社交时间与业务时间结合起来;以及自己成为其他组织的董事会成员。所以你可以看到方程的另一面。所有这些主题在下面的文章中都有更详细的说明:为什么我爱我的董事会,第二部分,好,董事会和丑陋的,Powerpointless

But by far the best way to make sure you have an awesome board is to start by having awesome Board members.  I’ve had about 15 Board members over the years, some far better than others.  Here are my top 5 things that make an awesome Board member, and my interview/vetting process for Board members.

前5名的事情做一个很棒的董事会成员:

  • They are prepared and keep commitments: They show up to all meetings.  They show up on time and don’t leave early.  They do their homework.  The are fully present and don’t do email during meetings.
  • They speak their minds: They have no fear of bringing up an uncomfortable topic during a meeting, even if it impacts someone in the room.  They do not come up to you after a meeting and tell you what they really think.  I had a Board member once tell my entire management team that he thought I needed to be better at firing executives more quickly!
  • They build independent relationships: They get to know each other and see each other outside of your meetings.  They get to know individuals on your management team and talk to them on occasion as well.  None of this communication goes through you.
  • They are resource rich: I’ve had some directors who are one-trick or two-trick ponies with their advice.  After their third or fourth meeting, they have nothing new to add.  Board members should be able to pull from years of experience and adapt that experience to your situations on a flexible and dynamic basis.
  • They are strategically engaged but operationally distant: This may vary by stage of 亚博体育下载app and the needs of your own team, but I find that even Board members who are talented operators have a hard time parachuting into any given situation and being super useful.  Getting their operational help requires a lot of regular engagement on a specific issue or area.  But they must be strategically engaged and understand the fundamental dynamics and drivers of your business – economics, competition, ecosystem, and the like.

董事会成员的面试/审核程序:

  • 把建立执行团队的过程看得和构建执行团队一样认真——既要看你的时间,也要看你如何看待董事会的整体组成,而不仅仅是一个特定的董事会成员。
  • 来源广泛,有很多来自不同来源的介绍,达到高。
  • Interview many people, always face to face and usually multiple times for finalists.  Also for finalists, have a few other Board members conduct interviews as well.
  • 彻底检查引用,在几个不同的向量。
  • Have a finalist or two attend a Board meeting so you and they can examine the fit firsthand.  Give the prospective Board member extra time to read materials and offer your time to answer questions before the meeting.  You’ll get a good first-hand sense of a lot of the above Top 5 items this way.
  • 不要害怕拒绝他们。即使你喜欢他们。即使他们是一个伸展的人,你认为是一个商业英雄或导师。即使你已经把他们放在董事会上(是的,即使他们是风险投资家)。这是你的内部循环,让这个团队正确就是其中之一。最重要的事情,你可以为你的StudioStand应用程序。

我问我的高管团队对自己的是什么使一个了不起的董事会成员这里有一些快速的片段从他们和我没有重叠:

  • 道德和高完整性在自己的工作和生活
  • 附带了一个意见
  • 想到接下来会发生什么在未来业务和管理思考
  • 唤起你的盲点
  • 记住要谢谢你,呼唤什么是正确的
  • 角色建模对你期望自己的管理团队
  • Do your prep, show up, be fully engaged, be brilliant/transparent/critical/constructive and creative.  Then get out of our way
  • 提供严厉的爱……无拘无束的,建设性的指导——不正是我们想要听的
  • Pattern matching: they have an ability to map a situation we have to a problem/solution at other companies that they’ve been involved in – we learn from their experience…but ability and willingness to do more than just pattern matching真正进入的本质问题和帮助战略指导和建议
  • 能力下降2动摇一口气棚屋奶昔
  • 多彩独特的隐喻

Disclaimer – I run a private 亚博体育下载app.  While I’m sure a lot of these things are true for other types of organizations (public companies, non-profits, associations, etc.), the answers may vary.  And even within the realm of private companies, you need to have a Board that fits your style as a CEO and your 亚博体育下载app’s culture.  That said, the formula above has worked well for me, and if nothing else, is somewhat time tested at this point!