Étude 2016 sur les CA
Spencer Stuart vient de publier son étude 2016 sur les CA : « 2016 Global Board of Directors Survey ». Qu’en retenir ?
- Political and Economic Landscape: Uncertainty dominates boardroom Outlook
- Political and Economic Landscape: Economy, regulations and cybersecurity top issues for directors
- Company Risks: Women directors report higher concerns about risk than male directors
- Strategy: Top challenges differ for public and private companies
- Boardroom Grades: Directors consider boards weaker in people-related processes
- Board Turnover: Directors—especially women—favor tools to trigger change
- Board Diversity: Greater independence doesn’t always drive greater diversity
- Boardroom Diversity: Quotas not supported overall
- Boardroom Diversity: Search firms have been successful in expanding the talent pool of qualified female directors
Le Harvard Law School Forum résume comme suit cette étude :
Corporate boards face no shortage of challenges—from economic uncertainty to strategic and competitive shifts to a dynamic set of risks. Investor attention to board performance and governance has also escalated, and many boards are holding themselves to higher standards. Directors want to ensure that their boards contribute at the highest level, incorporating diverse perspectives, aligning with shareholder interests and setting a positive tone at the top for the organization.
Yet our research has revealed a gap between best practice and reality, especially in areas such as board diversity, HR/talent management, CEO succession planning and director evaluations. But the study provides hope that boards will make progress, as directors support practices that can help promote change. Future research is needed to track progress on these fronts and to study the impact of measures such as quotas and diversity on board performance.
Amid the many challenges confronting corporations—and the growing expectations on corporate boards—directors must be thoughtful about defining the skill sets needed around the board table and diligent in recruiting the right directors, planning for CEO succession and evaluating their own performance. In this way, they will be best positioned to contribute at the high levels which they are demanding of themselves, and to which others are holding them accountable
À la prochaine…
Ivan Tchotourian