When starting a company, nimble decision-making and founder-led intuition are often hallmarks of success. However, as a family enterprise becomes increasingly complex, companies find a need for greater structure to provide accountability and oversight of decision making. One of the most effective ways to formalize that structure and support the growth and longevity of a family-owned business is by establishing a corporate board.
Value of a board
Family businesses benefit from a board that looks beyond day-to-day oversight to consider long-term vision and strategy and risk management. In Building a Successful Family Business Board, the authors observe that high-performing boards can:
- Ensure coordinated planning for both the family and the company that spans family vision, estate and succession planning, and enterprise strategy.
- Improve the quality of strategic thinking, not just for immediate growth plans but also for long-term survival, development and prosperity.
Impact of a board
Having a board that includes independent directors delivers outsized impacts. Choosing the right independent directors can bring trusted experience and expertise, including pattern recognition, professional networks and specialized know-how. They should understand the distinctive challenges family-owned businesses face.
Boards serve as a safe and objective sounding board. They create a forum for business leaders to vet ideas, identify blind spots and gain confidence to make big moves and engender credibility of those decisions with family shareholders. A board’s objectivity can also help cut through family dynamics, which can be vital on sensitive topics like compensation, roles and succession.
Directors can also help assess leadership depth and development and support difficult personnel decisions when needed.
Continuity and succession planning
Succession in a family business is rarely as simple as a single handoff; it’s a multi-year process that must weigh business realities and family dynamics. Many founders delay planning, with fewer than 30 percent reporting a formal succession plan, despite a high proportion nearing retirement age. An independent board can change that trajectory by:
- Raising the issue early and consistently, ideally several years before a planned transition.
- Providing a private setting to weigh options such as choosing successors (both family and non-family), bringing in external leadership or preparing for a sale.
- Tracking successor readiness and pushing for stretch roles, exposure and accountability, so candidates develop into well-rounded leaders more quickly.
- Smoothing the human side of transitions by defusing tensions and reinforcing decisions with objective reasoning.
Building a board
Designing a board requires stepping back from day-to-day demands to identify a company’s most important challenges and opportunities in the next five to ten years. This could include succession, consolidation, capital needs, innovation or geographic expansion. These priorities can help inform the mix of skills and perspectives a board should include.
For ownership groups, the owners themselves are ultimately responsible for deciding their governance structure. In cases where all owners are senior managers, it’s common for each to have a seat; however, this can become unwieldy beyond four or five members. Owners focused on building a family business that will last for generations should consider empowering a strong board with independent directors, viewing it as a vital tool in ensuring business longevity. Leaders need to define eligibility criteria, the skills and experience profile valued and how family board seats are nominated or selected. Family directors often play different roles from independent directors. However, they still need to meet the same baseline requirements: sound financial literacy, business judgment and the ability to balance opposed viewpoints.
A practical early step is a board prospectus: a two to five-page document that defines the board’s purpose, goals, design, desired director qualities, structure, compensation and time commitments. Like a good mission statement, it should reflect the owner’s values and the company’s culture. It can then become both a recruiting tool and a touchstone for board effectiveness.
Why independent directors matter
Independent directors are a priceless resource available to family-owned companies because they inject objectivity, a fresh perspective and accountability, unclouded by family history. Owners may be hesitant to cede control, expose weaknesses or find culturally aligned talent. In practice, though, the right independent directors amplify owner control by enhancing decision-making, strengthening governance and accelerating execution. To simplify the search, owners can utilize their network of trusted advisors, including accountants, lawyers, consultants and bankers, to provide valuable recommendations.
A well-designed board provides family enterprises with the structure to scale, the discipline to weather cycles and the wisdom to transition leadership across generations. Independent directors, clear documents and a thoughtful composition aligned to strategy can transform governance from a formality into a growth engine.
The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.