Oct 4, 2018
This is a short talk given to about 50 people who were all involved as board members and so was sharing a list of top 10 tips for good governance. Thought some of you would be interested in these as well. My voice barely made it through!
Here is the actual more detailed content and list that is discussed (with thanks to Grant Adams for his input also):
1. Govern don’t manage: Avoid getting into too
much of the detail of how the trust operates. You shouldn’t be
talking about minor issues at the Board level.
Yes! What is our strategic plan for the next 5 years?
No! Can we save $7 per month by purchasing paper in bulk?
Your rating out of 10?______
2. Have clear agendas: Don’t let meetings turn
into a conversation that starts “what are we talking about again”?
Have a clear defined standing agenda that then has key points
added.
Yes! Circulate agenda in advance along with relevant pre-reading.
Read it.
No! Show up late and try to remember what was discussed last time,
with no agenda to guide the meeting (and ensure it finishes on
time).
Your rating out of 10?______
3. Board Charters: This is a document that can
provide overall guidance – set out role, relationships, how
decisions made, procedures, inductions, committees.
Yes! Consider having a Board Charter and clearly set guidance
out.
No! Continue without clear thinking and strategy behind what you
are doing.
Your rating out of 10?______
4. Know your Trust purpose: It is surprising
how many Trustees are unclear on the actual purpose and maybe have
never even read the Trust Deed to see the original purposes.
Yes! Be clear on what the purpose is and let it guide
decisions.
No! Put the Trust Deed in a drawer and not look at it for 10
years.
Your rating out of 10?______
5. Know the purpose behind the purpose: Think
about and understand how the day to day and month to month work is
of value – know your “why”. In many cases there are deep needs
which are being met by each trust
Yes! Know your why (if you have not seen the Simon Sinek video,
google it)
No! Don’t forget the real reason behind the activity and work being
done.
Your rating out of 10?______
6. Plan ahead: Think long term not short term –
discuss finances, properties, succession for your board, strategy,
growth, is this Trust relevant …
Yes! In 5 years I think our landscape will have changed so here is
what we need to do to prepare…
No! Where shall we hold our next meeting?
Your rating out of 10?______
7. Trust board size: I think optimum size is 4
to 6 Trustees. Many Trust Boards are more, but once you get above 8
the opportunity for participation drops. This results in a drop of
enjoyment (less sense of contribution) and also reduces the quality
of decision making because discussion is more limited.
Yes! Keep boards efficient by not growing them too large.
No! Don’t get too big - boards that have crept up above 10 are like
a parliament and are also far more difficult to chair.
Your rating out of 10?______
8. Increasing need for professionalism as a
Trustee: There is a growing need to create a culture of
continuous improvement or learning within the Trusteeship itself.
Have a view that you can never stop learning. Governance is a high
calling.
Yes! Trustees ought to be encouraged to read material that takes
them a bit further in their journey of understanding what it is to
a Trustee and how to contribute.
No! Just wing it.
Your rating out of 10?______
9. Who should be on a Trust Board? In a small
charity this may be a luxury but the ideal answer is someone who
has both a strong belief in the vision and purpose of the Trust as
well as a particular skill set that the Trust most needs.
Yes! Consider skill sets around tangible matters e.g. finances,
property matters, operational issues but also the soft issues – the
ability to think strategically, a high EQ and focus on building a
great team.
No! Don’t focus on one set of skills instead aim for a diversity of
thought.
Your rating out of 10?______
10. The right Chair? Good outcomes are largely
the result of effective meetings and effective meetings are not
possible if the Chair is not suited to the task. A good Chair
creates an environment of respect, fair opportunity to speak, but
without restricting candor and ensuring discussions do not go on
any longer than necessary and a clear conclusion is reached. Also,
if the organisation is large enough to have employed staff then the
relationship between the Chair and the Chief Executive is a
critical one.
Yes! Have those awkward conversations to ensure that the person
most suitable to facilitate good meetings is the Chair.
No! Like all of these points, don’t continue on if change is
needed.
Your rating out of 10?______
https://changeforgood.parryfield.com/2018/09/16/good-governance/