Board architecture isn’t given enough emphasis. Established Boards and new Boards both need to take a long look at the diversity of its members. Far too often people “know someone who’d be great” and that’s how Board seats get filled. That is not a wise move. Diversity in all its forms, age, gender, ethnicity, political leanings, innovativeness, emotional intelligence, strategy and governance, personality traits, industry background, etc, must be factored in when creating/adding to a Board. It isn’t about having quotas; it’s about having healthy diversity to ensure a well-rounded perspective is always present and the Board is effective and progressive.
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