Facing hurdles in the boardroom
Mon 05 December 2011
, Leapredactie, LEAP
When we read about women in the boardroom, it is often about their absence rather than their presence. Facing the challenges to even get a board seat, we hear little about the obstacles that women who defied the odds face once they’re in. There are three main hurdles..and ways to overcome them.
According to an article for The Glass Hammer, Three boardroom challenges and how to overcome them, by Robin Madell, who cites several workplace and governance experts there are three problems : and –luckily – three solutions. We’ve summarized them for you.
Problem 1: Not Speaking Up
Most men are assertive in the boardroom, and most women seem reluctant to speak up. Female board members often seem hesitant to voice their thoughts, particularly if there are vocal men who dominate the discussion. And many speak only when asked direct questions based on their specific skill set. While many financial disasters and other corporate tragedies could have been avoided if the level-headed women in the room voiced concern.
Showcasing your opinion can be particularly challenging when you are new to the board and others have had a long-term relationship. Challenging or disagreeing with them can be quite difficult.
The Solution: Diplomacy can go a long way, Charlotte Sibley, President of Charlotte E. Sibley and Associates, LLC and who previously served as a senior executive in the pharmaceutical industry, says. She suggests that women help get issues on the table by using lead-in phrases like “Have we considered….,” or “How does this fit with our strategy?”
Timing is also of the essence. “Don’t spend so much time formulating the perfect comment that the opportunity is lost,” recommends Sibley. “Jump in—but be crisp and direct, or you will be cut off. And you don’t have to comment on everything: two to three well-considered comments during the meeting are worth more than dozens that blather!”
Sometimes the only way to be heard is to just interject. “Butt in respectfully when necessary,” says Roshini Rajkumar, executive communication and image coach. “Men have mastered the art of not only butting in, but taking credit for someone else’s great idea when they butt in.” She adds that when women focus on their fiduciary duties as members of the board and visualize their own team on the line if they fail to speak up, they will have an easier time being assertive.
Problem 2: Failing to Fully Understand and Assume the Role of Director
Women’s hesitancy to speak up in the boardroom may be attributed to a separate challenge: the fact that many female board members are intimidated by board dynamics and unsure of their role.
The Solution: Women need to do their homework to understand their role on the board in relation to organizational governance. They must prepare for board meetings rigorously so that they can step fully into their responsibilities, rather than take a “wait to be asked and respond” approach.
Gerald Hurley, President of Association Executive Resources Group, who has spent 40 years in governance consulting and has served on numerous nonprofit boards says that board members must determine the board leadership culture from the outset, and be clear on why they are willing to serve. “All should become intimately familiar with the governing documents, strategic plan, operating plan, policies, and procedures so as to participate intelligently and challenge clarity of intent,” says Hurley. He advises that any prospective board member do her due diligence by asking for documentation on the group’s vision, mission, and goals before accepting nomination or appointment to a given board.
Problem 3: having difficulty with delivering ‘bad news’
Part of effective board participation involves delivering news that some people—including the chairman of the board—may not want to hear. Marla Gottschalk,
Practice Manager at Gottschalk & Associates, LLC, says one of the boardroom situations that she personally finds the most difficult is having to share research or customer numbers that are unfavorable or unexpected.
Gottschalk recalls the discomfort of being in front of an entire boardroom of men—armed only with very poor customer research numbers. “With research, sometimes the information can be a bit shocking to upper management, and they fall into denial,” says Gottschalk. “I have even heard nervous laughter.”
The Solution: When faced with needing to present difficult information to the board, Gottschalk suggests that planning the right strategy in advance can help. “You cannot totally control the situation, but you can choose your opening statements carefully to prepare the audience,” says Gottschalk. “I find that the best defense is to position yourself as a fair and even expert. Be direct, and try not to sugarcoat the information. Offer solution starters to help the group moving forward. Volunteer to meet with stakeholder groups to plan next steps.”When it comes to difficult issues like challenging the chairman, women can help grease the wheels in advance. Sibley suggests taking the time to build relationships with others on the board, and discussing controversial issues with them prior to board meetings to make sure you understand the full context and background. “If they agree with your position, ask for their support,” advises Sibley.
Read more: http://www.theglasshammer.com/news/2011/11/30/three-boardroom-challenges%e2%80%94and-how-to-overcome-them/#more-7786
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