What do you do when you have the skills to impact your boards performance but not the opportunity to demonstrate it?

I wonder how often this happens on a board.  It’s certainly clear in our analysis of boards that there is often a disparity in the self-assessed skill level and the demonstrated skill level of board members.

Although this can sometimes be put down to an over inflated ego and a boardroom full of confident decision makers, it can often be the opposite reason.  Reserved and introspective board members or those with fears of impostorism may find it doubly challenging to raise their points and be heard above other members. 

An interesting result from our 180º analysis is that sometimes those stepping up to manage projects have little or no experience in the area required, whilst others have the skills but aren’t considered for the project.

Our skills analysis helps bring this information to the attention of the organisation and helps boards make decisions that are truly impactful.  Enabling those with the correct skills to be utilised in the ways that will benefit the organisation the most.

When we ask do you have this skill? We then ask if you have demonstrated it in the last 12 months within your board role.  The answer to both questions can be illuminating, thought provoking and ultimately game changing.

For those who want the opportunity to make change, our board skills analysis is a great place to start.