Page 32 - June 2017 Board Retreat BOOK COMBINED NEW

CURRENT LEADERSHIP ROLE STRUCTURE CURRENT LEADERSHIP ROLE STRUCTURE

WEAKNESSES WEAKNESSES

WEAKNESSES BOARD WEAKNESSES BOARD
NOTED BY VPs COMMENTS NOTED BY VPs COMMENTS

Structure is top-heavy: too Board Members are not in
many Board Members for touch with staff and younger
the size of the company; the employees; we need better
“triangle” needs to be right- communication firm-wide
sized; being a Board Member
should not be a full-time job
-- Board Members need to be
actively involved in projects

Southern Region is under- Lack of follow-through (no
represented on the Board and feedback loop)—for example,
there is still a cultural gap we’re more than half-way
between our Northern and through our Strategic Plan
Southern Regions timeline and there’s still a lot
of work to do to meet our
goals
President and CEO need to be
different people—one focusing Leadership lacks gender
on bigger picture and one on and minority diversity
day-to-day operations

Leadership and management
committees have too much
overlap in their members
Lack of firmwide business
development strategy

Leadership roles lack clarity
and the structure chart does
not truly represent how the
firm is operating; titles mean
very little Firm not operating in
accordance with org chart:
Southern Region operates
Lack of leadership closer to original org chart,
accountability—for example, Northern Region operates
PALs are not doing what they closer to a studio organization
said they would and we lack
a peer review process

Too cumbersome, hard to
There is a silo effect within reach consensus, not
each Practice Area with nimble
younger staff members

BOARD RETREAT JUNE 2017