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This blog is intended to be a governance resource and source of current governance commentary, offered by a corporate governance academic engaged in research, teaching and other ongoing academic activities. There is a very public element to the governance field, and it is hoped that this blog will contribute to the public discussion of current governance issues. It is also hoped that it will address a need in the governance field by presenting a holistic online approach to the topic. There is a rapid rate of change in the field of governance (public, private, government and not-for-profit entities) and developments in internet technology move swiftly. This governance blog offers resources for a broad variety of stakeholders including: [...more]




Board Leadership ~ No One Sized Fits All Approach

There is a lot of prescriptive dogma about board leadership, from academics, rating agencies and shareholder groups, espousing a board chair separate from the CEO, even though the academic evidence is that having a separate, independent board chair does not necessarily result in a better board or even shareholder performance.

The prescription permeates into guidelines and codes for Canada, the UK, Australia, New Zealand and South Africa, where independent chairs are called for. The Americans however have largely incorporated a different approach, in the concept of a lead director.

A lead director is the independent counterpoint to a board that has a combined Chair and CEO role vested in the same person, or has an executive Chair role (e.g., a founder or major shareholder). A very good guidebook was recently released by the National Association of Corporate Directors outlining the responsibilities and important characteristics of Lead Directors. Some 2/3 of NACD members surveyed responded that they have the position of Lead Director, and 90% of respondents believed that effective Lead Directors enhance board effectiveness. I recently moderated a Lead Director panel in Dallas, Texas to discuss the report.

What matters in terms of board leadership is not whether a board of directors is led by an independent Chair or an independent Lead Director, per se, but the effectiveness of that person in that role at that time. And specifically: the leadership skills and personal attributes of the person, and the relationship with the CEO and other directors. Researchers, if they have any hope of drawing causal relations between boards and performance, should focus more on the behaviors and skills of board leaders and other directors, inside the boardroom. Companies in turn should be comfortable with designing – and defending – a leadership structure that works for them, given the individuals involved and circumstances and ownership of the company.

How can either a board chair or a lead director be ineffective? By being captured by the CEO (losing independence); by not being able to run meetings effectively (board meetings or executive sessions); by being too dominant or weak; by not understanding the industry; by not investing the time to fulfill the job description; by not ensuring proper agendas and information flow; and, most importantly, by not having the right leadership skills. Some attributes of a successful chair or lead director, other than independence of mind and leadership, include integrity, teamwork, consensus-building, constructive challenge and mentoring and development.

It is also a myth that a lead director is necessarily less effective than a non-executive chair simply because the board chair conducts board meetings and the lead director does not. A competent lead director can have a significant effect on a meeting even without chairing it. A separate board chair can be over-ridden by a dominant CEO or other directors even if that person is chairing a meeting but cannot do so effectively. Some of the least effective meetings I have observed had non-executive chairs leading them. See my recent paper (PDF) with Katharina Pick here.

Board leadership is an art. Not all – or even many – directors are cut out to lead a board. The qualities and selection of that individual – next to the selection of CEO – is probably the most important decision a board can make. Any dysfunctional board will likely have an ineffective independent board leader, whether that person is chair or lead director.

The focus should be on the skills, attributes, selection, effectiveness and assessment of the person, not the structure, or one particular model over another.

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What Does it Take to Be a Corporate Director? The minimal requirements will surprise you

What are the requirements to be a director of a major public corporation, where you are required to oversee and approve complex financial statements, compensation packages, business risk appetite, internal controls and regulatory compliance? It will surprise you to know that the requirements are minimal.

To be a company director, you need to be over 18, not insane (or at least found to be insane by a judge), and not bankrupt. That’s it. You can sit on a major board of directors, and not know anything about the company, its industry, or even know how to read a financial statement.

When you see an accountant, a doctor, an engineer or a lawyer, that person has a rigorous code of professional practice with which he or she must comply, ongoing professional development obligations, a common body of knowledge as a barrier to entry, a body of peers that oversees any complaints or misconduct, and must pay an annual fee in order to practice.

There are more than 22 million private and 17,000 publicly traded companies in the US. Each of these companies requires a board of directors. If the average board size is nine directors, that means that there are about 150,000 directors of publicly traded companies alone, and several million directors of private companies.

Perhaps we should require more of directors as fiduciaries. They oversee the management of major corporations that, if or when they fail or engage in inappropriate or illegal conduct, the consequences can be disastrous. There is ample evidence that directors did not (and do not) fully understand the risks and products they were approving of investment banks. At a recent directors conference in Washington, Michael Oxley, co-drafter of the “Sarbanes-Oxley Act,” admitted publicly that even he did not understand what a “synthetic CDO” is.

Director industry associations are not the answer. These bodies are well meaning and professional, but are voluntary and member-accountable and have no sanctioning authority. Codes of conduct are perfunctory at best and the vast majority of directors who attend educational offerings are a slim minority of the total directorships. The people who do not attend are the ones who should.

After Enron and WorldCom, requirements of financial literacy and expertise were introduced within audit committees, which has resulted in their professionalization. Perhaps it is time to implement similar requirements for compensation, governance and risk expertise. This would also help to diversify boards and retire directors whose skills are outdated.

The strengthening of professional requirements for company directorships should be self-evident. As someone who teaches and advises in the field and has an obligation to keep current with emerging developments, given the significant rate of change in the last ten years, I could not imagine how a director of a company could remain current without ongoing requirements rather than passing familiarity or osmosis (I am speaking here of directors who have chosen not to upgrade their education). I often notice a disconnect – to put it mildly – between the resources and expertise that management has and those of directors.

Professional qualifications, a code of professional practice, peer review of misconduct, and disclosure of director expertise are all areas that would strengthen the governance of corporations.

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15 Questions to Consider / Ask Before You Join a Board

As shareholders begin to develop strategies to nominate directors (see e.g., a new CalPERS database) and as regulators begin to diversify corporate boards (see my previous column), directors are increasingly being asked to serve on boards for the first time.

I have been asked several times for the list below on the “due diligence” that a new (or even seasoned) director should employ when being asked to join a board.

The questions below help to focus the director and the company on a beneficial fit.

Here is my list, in no particular order, designed for both for profit and not for profit boards.

1. For director insurance, ask to see the policy and have it independently reviewed, including scope and depth of coverage, exclusions and indemnities. Assume the worst case scenario.

2. Ask about donor stewardship assurance (not-for-profit boards), conflicts of interest, internal policies governing self-dealing, asset treatment, ethical compliance, expense reports for staff, gift policies, related party transactions and reputational-related risks.

3. Ask to see all important reporting (financial, budgets, by-laws, strategic, risk, operations, resource allocation for programs and administration, beneficiaries / stakeholders, governance) as part of your consideration.

4. Talk to current and past directors if possible (including the CEO/Executive Director).

5. Who chairs the board? What is his or her leadership style, commitment to effective governance? Are there factions, cabals or undue influence, by a particular shareholder, director, manager, donor or other stakeholder for example?

6. Ask what your roles, responsibilities and expectations are, both generally (as a director), but specifically (your expected contribution). Are donations or fundraising expected, in the not-for-profit context?  If so, what are expectations, so you know what you are signing on to.

7. What competencies and skills do you possess that would contribute to your effectiveness as a director?  What contribution does the board think you could make? Is your directorship tied to your professional role at your firm (assuming you are not yet retired)?

8. How many board meetings are there? Length? Location? Frequency? Committee meetings? What is the tenure? Reappointments?

9. Is there any pending or past litigation? Tax arrears? Wages? Infractions? Staff difficulties? Red flags? Problems or issues?

10. What are the quality and ethics of the Executive Director and the management team (including CFO, internal audit if it exists)?
This question is very important.
I would also do online searches. Consider background checks if you are unsure or see red flags, which itself should be cause for concern. If the directorship is important and the board really wants you, consider having the company provide independent assurance.

11. How is the CEO or Executive Director assessed? By whom? How is compensation for him/her and staff established? Are there conflicts between volunteers or operational roles and director/governance roles, in the not-for-profit context?

12. Does the organization have a whistle-blowing procedure? What are the ethical reporting procedures to, and oversight by, the board?

13. Does the board assess its own performance?
Including that of the chair and individual directors?

14. What are the professional development and learning opportunities on this board, particularly if you are not from the industry or sector?

15. Lastly, make sure all approvals/sign-offs occur by your home company, so if anything goes wrong, you are covered.  Make the case for serving on an outside board to your current organization on the basis of professional development, networking, learning, brand and reputation development, for you, your organization and the board.  Count on spending 200-250 hours per year at least, even for a not-for-profit board.  Your responsibilities are no less in the not-for-profit context.

Do your homework

When I ask directors of one of their regrets as a director, an answer I hear is “joining the wrong board.”

If a company is unable or unwilling to answer the above questions, on a confidential basis, that should tell you something.

Once you join a board, it is much more difficult to extract yourself if you have made a mistake. Joining the wrong board can involve time, unnecessary distraction, and can even put your personal assets and reputation at risk. The main person to protect your interests is you. The above list is worth taking note of.

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Good Teaching: The Top 10 Requirements

The following originates from a previous article I wrote that was recently republished:

One. Good teaching is as much about passion as it is about reason. It’s about motivating students not only to learn, but teaching them how to learn, and doing so in a manner that is relevant, meaningful and memorable. It’s about caring for your craft, having a passion for it and conveying that passion to everyone, but mostly importantly to your students.

Two. Good teaching is about substance and treating students as consumers of knowledge. It’s about doing your best to keep on top of your field, reading sources, inside and outside of your areas of expertise, and being at the leading edge as often as possible. But knowledge is not confined to scholarly journals. Good teaching is also about bridging the gap between theory and practice. It’s about leaving the ivory tower and immersing oneself in the field in talking to, consulting with, and assisting practitioners and liaising with their communities.

Three. Good teaching is about listening, questioning, being responsive and remembering that each student and class is different. It’s about eliciting responses and developing the oral communication skills of the quiet students. It’s about pushing students to excel and at the same time it’s about being human, respecting others and being professional at all times.

Four. Good teaching is about not always having a fixed agenda and being rigid, but being flexible, fluid, experimenting, and having the confidence to react and adjust to changing circumstances. It’s about getting only 10 percent of what you wanted to do in a class done and still feeling good. It’s about deviating from the course syllabus or lecture schedule easily when there is more and better learning elsewhere. Good teaching is about the creative balance between being an authoritarian dictator on the one hand and a push-over on the other. Good teachers migrate between these poles at all times depending on the circumstances. They know where they need to be and when.

Five. Good teaching is also about style. Should good teaching be entertaining? You bet! Does this mean that it lacks in substance? Not a chance! Effective teaching is not about being locked with both hands glued to a podium or having your eyes fixated on a slide projector while you drone on. Good teachers work the room and every student in it. They realize that they are the conductors and that the class is their orchestra. All students play different instruments and at varying proficiencies. A teacher’s job is to develop skills and make these instruments come to life as a coherent whole to make music.

Six. And this is very important, good teaching is about humor. It’s about being self-deprecating and not taking yourself too seriously. It’s often about making innocuous jokes, mostly at your own expense, so that the ice breaks and students learn in a more relaxed atmosphere where you, like them, are human with your own share of faults and shortcomings.

Seven. Good teaching is about caring, nurturing and developing minds and talents. It’s about devoting time, often invisible, to every student. It’s also about the thankless hours of grading, designing or redesigning courses and preparing materials to still further enhance instruction.

Eight. Good teaching is supported by strong and visionary leadership, and very tangible institutional support—resources, personnel, and funds. Good teaching is continually reinforced by an overarching vision that transcends the entire organization—from full professors to part-time instructors—and is reflected in what is said, but more importantly by what is done.

Nine. Good teaching is about mentoring between senior and junior faculty, teamwork, and being recognized and promoted by one’s peers. Effective teaching should also be rewarded and poor teaching needs to be remedied through training and development programs.

Ten. At the end of the day, good teaching is about having fun, experiencing pleasure and intrinsic rewards … like locking eyes with a student in the back row and seeing the synapses and neurons connecting, thoughts being formed, the person becoming better, and a smile cracking across a face as learning all of a sudden happens. It’s about the former student who says your course changed her life. It’s about another telling you that your course was the best one he’s ever taken. Good teachers practice their craft not for the money or because they have to, but because they truly enjoy it and because they want to. Good teachers couldn’t imagine doing anything else.

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UBS’s $2B fraud: Teachable moments for risk management, corporate governance & banking regulation

After the 2008 financial crisis, I wrote to Professor John Hull, a derivatives expert at University of Toronto’s Rotman School, and asked whether the boards of investment banks should have directors with derivatives expertise on them. His response was “There is no question in my mind that a large financial institution should have on its board people (perhaps 2 or 3) who understand derivatives and other complex financial products. They should also receive stress test results. One of the problems is that, although stress tests are carried out, their results are often ignored by senior management.”

We now are witnessing a stunning 2B alleged fraud by a 31 year-old so-called “rogue” trader – one Kweku Adoboli – at the Delta One desk (read: ETFs – Exchange-Traded Fund and index related trading) of UBS, who had intimate back-office booking knowledge of how trades are reconciled with counterparties. This is a teachable moment, namely that the risk management, corporate governance and banking reforms to date have been wholly inadequate. The 2008 crisis can occur again and “Too Big to Fail” has not been addressed.

We need to admit that most – if not the vast majority – of corporate directors simply do not understand complex derivative products, and we are demanding too much of them when we expect that they do. If we want directors to understand derivatives, they need to be chosen differently. A current or former CEO may not understand. And there is evidence that CEOs do not make better directors. A common refrain from directors I interview of large complex institutions is “Richard I don’t understand.” And these are very senior business people. In the words of one Chief Risk Officer of a bank, “Directors cannot possibly understand.”

Derivatives experts exist. They have narrow subject-matter expertise. What are the odds this type of person would be asked to serve on an investment bank board, pushing back on management all the time, when management and directors themselves select one another under the current system, rather than directors being selected by shareholders? The derivatives expert may not be asked because “they haven’t run anything.” As we move towards expert and diverse boards, these types of individuals need to populate boards to make them more effective.

Next, the trader, Mr. Adoboli, is not simply a “rogue” as UBS maintains. He is an employee operating within a system of deficient internal controls. The bank, the management and regulators are at fault.

Surveys and studies indicate that risk management is presently inadequate. There needs to be a significant restructuring of risk and assurance of risk. Risk management is a cost, and money spent on internal controls to mitigate risk does not contribute to the bottom line. CEOs resist, boards don’t understand, and regulators need to regulate.

The BP disaster resulted from flawed risk management according to expert reports. NewsCorp phone hacking is flawed risk management. The Canadian corporate governance guidelines on (National Policy 58-201) mentions the word “risk” twice in its entire set of guidelines, and the risk management provision is twenty-one words in length (section 3.4 c). Many governance codes addressing risk are similarly sparse and written at high levels, with rare exception. Without proper regulation, as a “stick,” boards have little to point to in insisting on robust risk management and internal controls.

When a CEO or CFO attests to a board of directors that the internal controls over risks are adequate, that attestation should be subject to external review, especially for operational risks such as environmental compliance, information technology, bribery, or complex derivatives – whatever it is that can materially affect – and if unchecked bring down – a company.

Internal controls exist – authorization of transactions, electronic safeguards, segregation of duties, control limits, and prevention of manual override. They cost money to implement and are often perceived by management as a “drag” on profit-making.

The rigor of internal controls over financial reporting for S-Ox needs to apply to all major business risks, not just financial. Companies will resist because of cost and distraction, so policy choices needs to be made. Are we willing to live with trusting a CEO?

More needs to be done as well in the governance context. Here is advice to the chairs of investment banks, in light of UBS:

The chair of the compensation committee should retain an independent compensation consultant to study the compensation for each material risk-taker, and report to the chair on how their remuneration is incenting adverse risk-taking. The compensation consultant must tailor risk-adjustment advice to suit that bank, and comply fully with all Basel Committee on Banking Supervision reports and recommendations. (Any blowback by management that we need to pay our people and traders this way or they will move to a competitor should be met by requests for empirical evidence, which, according to Ken Feinberg, the former US pay czar, does not exist.)

The chair of the audit committee of the investment bank should instruct internal audit to complete a thorough review of the design and effectiveness of internal controls over all trading activities, and report directly to the chair. The chair should approve the budget, resources and work plan. If the head of internal audit is not up to the task, the chair should fire him or her and find someone who is. If necessary, external assurance providers —not the external auditor— should be retained by the chair as well, and report directly to the committee not management.

Next, the chairs of these two committees, together with the board chair should meet with the CEO and CFO to inform them of the above two studies, and direct them to cooperate fully with all requests for information. Directors need to direct more, if and when required.

How many chairs have the fortitude to do this, I wonder? If directors are there to control management, then they must have the statutory authority and resources to do so.

Lastly, regulators need to regulate if and when required. Specifically, all regulators should separate, permanently, global wholesale/investment banking’s proprietary trading from retail banking. Otherwise taxpayers will be on the hook for a very dangerous industry, akin to “casino gambling” by critics. It is totally unacceptable that one person, reputed to have “bet $10bn,” can cause this much damage. If you multiply it, with contagion, the investment banking system is broke and dangerous. Regulators need to address this issue. It has been three years since the financial crisis. In the words of Martin Wolf, a member of the UK’s Independent Commission on Banking, “No sane country can allow taxpayers to stand behind such risks.”

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