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The three board effectiveness pillars we have examined so far include focused, dedicated people accessing different types of information and applying this to increasingly sophisticated structures and processes. In keeping with this strongly social, people-centric snapshot, the dynamics within this group of people constitute the final pillar in our edifice. This pillar concerns how board members interact as a group, and what they individually bring to and collectively take away from their discussions. Over time, these dynamics give rise to a specific board culture: a set of customs, practices, and often unspoken rules about ‘how we get things done around here’.

As with any group, it sometimes doesn't take much for a board to go down the path of inefficiency and dysfunction. Sleepy, low-energy boards are sadly quite common. And in some cases, dysfunctional dynamics are intentionally used to set a board up for governance failure – for example, through late distribution of meeting documents and not making relevant information available. But some of the more benign board pathologies can be just as destructive. These include the presence of disruptive or dominating members on the board, or a tendency to group-think, where board members avoid any paths less travelled in an effort to ingratiate themselves with the group.

These dysfunctions are often symptoms of a deeper issue, such as a lack of trust or overlapping roles. Governance is enriched by directors' different opinions and constructive dissent; having a critical view of assumptions makes for an effective strategy. Yet some firms appoint directors who are close associates of the company's founder or CEO. They may be prominent figures in their respective industries, but their role on the board is circumscribed by their relationship with a dominant figure in the company.

Interactions between the board and senior management are an important aspect of this pillar. BlackBerry (formerly Research in Motion) once thrived on the long-running partnership and friendship of its two co-CEOs. Once they stepped aside, deep divisions surfaced within the company and the board regarding its flagship product, key technology alliance, and planned China expansion, with the new CEO actively canvassing behind the scenes to kill off some of these flagship initiatives. BlackBerry's share price then plummeted, and its product offerings were considered late to market.

Although conflict is important for an open exchange of views, boards are more effective when discussions remain productive. This can only be achieved if a board makes its rules of engagement clear to all its members and promotes their equal participation and mutual respect. Functional board dynamics can help to avoid conflicts of interest, especially if the board culture emphasises accountability towards relevant stakeholders and is based on openness and constructive dissent (see also Chapter 13). And a culture that ensures board members are connected to reality also reduces the likelihood of them being overconfident.

The chair's role is key in developing a successful board culture. This can be partly formalised in writing in order to be easily shared and understood. An awareness of discussion styles (such as fast thinking, influencing, and the ‘false yes’) and decision styles (whether autocratic, consensual, or indecisive) is similarly essential in managing group dynamics. We will look at these in more detail in Chapter 7.

Even more fundamentally, boards are now increasingly discussing their common values, and the level of stewardship they want to provide to the organisation. Do board members share the same long-term perspectives? Do they have a common view of their contributions to society, and of their impact on employees, customers, and other stakeholders? This will form the focus of Chapters 27 and 28.

Board effectiveness requires constantly sustaining the four pillars we discussed in this chapter. A board cannot neglect the quality, focus, and dedication of its members. Information architecture needs to be carefully designed in order to optimise its effectiveness. Successful boards continuously improve their structures and work processes as they become more sophisticated. Finally, effective board dynamics, based on a culture that promotes quality discussion, greatly contribute to the strategic coherence of the firm.

Excellence in these areas makes for sustainable success in board practices. Although the four pillars do not constitute a foolproof guarantee against board or company failures, they provide a solid foundation for good governance and help to make organisations more resilient. And as we will see in Chapter 2, good governance is becoming increasingly vital around the world.