The Board is ultimately responsible for the direction and performance of their organisation. How do you spot a Board that isn’t working at its best?

Stacy Zeiger in the Chron lists 10 indicators that a Board might be dysfunctional. These include hostility, lack of confidentiality, lack of order and respect, dominating or not engaging in conversations, conflicting agendas and a lack of trust.  We would argue that lack of trust is what underlies all of the other symptoms. As Stephen Covey has written “Trust is not a soft, social virtue.  It’s a hard, economic driver for every organisation.” 

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Trust is the cornerstone of effective relationships, great work, brilliant teams. When we have trust we have freedom to try new things, to give and receive feedback. Without trust it’s very hard to improve what we do and the way we do it. At Big Goals trust is the core of our business. Our clients trust us with their most precious asset – their people. And we ask them to trust us in the advice, support and direction we give. This mutual trust enables us to achieve great things together. I think we’ve always instinctively known that trust is key, but now we are empirically being told that it is. 

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