A key defining moment of corporate governance is when the leadership team can turn to their Board as a sounding board. It emphasises the trust, the transparency and the common vision of the key people driving the strategy as well as execution of the strategy for any given company. This is for the collective team; similarly, individual sounding boards are also becoming common in today’s world of global boards. The CEO finds a member of his/her own Board or another Board to use as a sounding board. This sounding board can be both for business as well as personal issues. Issues which keep the leader up at night or even issues which get them to jump out of bed – something existing or something new.
A sounding board provides the space to the leader to filter or refine their ideas and probe through the nuances and options before a formal implementation of the idea. It’s the person or group of persons the leader can approach with anything as they will hear you out and listen. Sometimes there could be some advice given, but the main benefit is the attentive and active listening they provide.
Executive or leadership coaches are now no longer considered a luxury, they are to help you steer both your career as well as bring out your authentic individuality to the role, including addressing some of your unconscious biases and working through your limiting beliefs.
When you know you can approach someone who can help you explore your thoughts, beliefs, and options, you are already operating from a growth mindset. The knowledge that you are not alone, itself, gives the leaders an immense assurance. They are not judged for their thoughts as there is independence and there is no agenda, conflicting or otherwise.
The old saying “it can be lonely at the top” is not just a saying. Its up to the leader to seek out support and get themselves a sounding board.
As Woodrow Wilson quoted – “ I not only use the brains I have, I use all the brains I can borrow”.