- by ChatGPT and Jane Halford

Canada is often celebrated for its politeness, a trait that has become an endearing part of our national identity. However, in the Canadian boardroom, this cultural characteristic can sometimes pose significant challenges. Our tendency to maintain harmony can inadvertently lead to unresolved issues that hinder board effectiveness. The recent rally cry of “elbows up” in response to international tariffs reflects a shifting dynamic; it’s time we apply a similar transformative spirit to our boardroom culture, though with a collaborative rather than confrontational approach.

The Politeness Paradox

The desire to keep interactions cordial often leads board members to overlook or avoid discussing contentious issues. Questions and dissenting voices might be passed over in silence for the sake of maintaining harmony, creating an environment where vital perspectives remain unheard. This politeness paradox can turn the boardroom into a place of unresolved tensions rather than a crucible of dynamic discussion and decision-making.

"Elbows Up" with a Twist

The phrase "elbows up" has recently gained traction as a metaphor for Canada's assertiveness on the global stage, particularly concerning tariffs. While we certainly don’t advocate for elbow-throwing in boardrooms, there’s a valuable lesson in this assertiveness. It’s about embracing discussions that challenge the status quo and confronting issues head-on. Instead of letting politeness stifle progress, board members should focus on transforming potential conflicts into resolutions that propel the organization forward.

Tools for Resolving Boardroom Challenges

1. Encouraging Open Dialogue: There's immense value in fostering a culture where all voices are heard. Start meetings by inviting input from all participants. Consider using round-robin updates or structured feedback sessions to ensure even the quieter members have the opportunity to contribute.
2. Addressing Dissent Proactively: Treat dissent not as an obstacle but as an opportunity. When board members express differing opinions, it’s vital to investigate these perspectives to uncover deeper truths and potential blind spots in decision-making processes.
3. Transforming Cultural Norms: Shift the boardroom norm from avoiding conflict to resolving it. Establish “rules of engagement” that encourage respectful but honest discussions. Use these protocols to handle conflicts as they arise, rather than letting them simmer unaddressed.
4. Leadership and Responsibility: Whether you're the chair or a board member, it's your responsibility to lead by example. Show leadership by asking tough questions and probing into unexplored issues. This leadership style can break the cycle of silence and result in breakthrough performance.
5. Building Trust: Trust is the glue that binds a board together. It involves transparency, communication, relationship-building, and acknowledging contributions. Regularly validate the efforts and value each member brings to the table, reinforcing their role and contributions.
6. Mentors and External Advisors: Sometimes, it's helpful to bring in an external perspective. Reach out to professional networks like the ICD or trusted advisors who can provide guidance or mediate discussions.

Actionable Insights for Change

To truly transition from politeness to progress, it’s crucial for boards to embrace these subtle shifts in their dynamics. Invite more candid dialogues, proactively address boardroom silent tensions, and set an example of growth-oriented leadership. By doing so, Canadian boards can harness their inherent courtesy, transforming it into a foundation for frank discussions and innovative solutions.

In conclusion, let us not mistake meekness for harmony or silence for consensus. Just as the world witnesses a different side of Canada standing strong with “elbows up” against tariffs, our boardrooms can also evolve. Let’s aim to resolve challenges with confidence and clarity while respecting our cultural values. With the right approach, resolution replaces reluctance and effectiveness triumphs over evasion.

Further Reading:

Working Well: Finding peace when we disagree about politics, AP News

How to prevent groupthink in the boardroom, Raconeur

Safe Collaboration: Managing Conflict & Fostering Dissent, Voltage Control

Encouraging Dissent in Decision-Making | Working Knowledge, Harvard Business School Library

The heckler’s veto: Navigating dissent among board members, CUInsight