Finding The Answers To Valuable Board Skills Analysis

In order to answer the question how do you create a Board Skills Analysis that measures the level of skill and experience whilst adding value to an organisation, we identified five key steps:

1 Get the basis right: Add a clear definition of each skill, so everyone’s understanding is the same when answering the question.

2 Establish the standard: A self-assessment of do you have this skill?

3 Let’s enquire further: So, you have this skill, but are you using it in the boardroom? We are now making it ok to have a skill and show that there hasn’t been a need to demonstrate it within your board role for the past 12 months. Or, you don’t have this skill, but are you being asked to contribute to this area of the business? We are also making it ok to say I don’t have the skills, but I’ve been roped in to being the lead on data protection again, operating outside of my skill set. Surely this doesn’t happen to only me?

4 Let’s go 180º: Self-assessment and perceptions are valuable but ask the chair or vice chair to what level they have observed the board member demonstrating this skill and this becomes a valid account of skill level. Generating more reliable results.

5 Going beyond a skills matrix: So, we’ve got a great spreadsheet, numbers next to skills and the odd pretty graph. Well, unless you have an analytical mind, time to access reports, find comparative data, and love spreadsheets, the helpfulness of all this information is limited, at best you will be compliant with regulations such as Principle 5 of the Charity Governance Code and will be ticking the compliance box.

Data doesn’t always lead to insight, nor is a skills analysis report impactful without recommendations and clear actions. Creating a reliable report with the data, insight, recommendations and working with organisations to create an achievable action plan is the only way to truly take a governance compliance requirement into a value adding business tool.  

The report which is generated by Governance Geek considers all the 5 key steps and collates this new way of measuring skills and compares it to the level of skill required by the organisation. 

It also provides a comparative lens on diversity so organisations can understand how their diversity and representation compares with the national and industry relevant* picture. (*where industry data is available)

For an additional cost, we are also able to present to your board and open dialogue on action plans and next steps, supporting everyone to understand the findings, show all the areas where skills levels are successfully met, and which ones require development.