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    Learning from our experiences

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    In these first few days of June, I have been pondering the photographs I took in May (together, my Mundane May project). My motive was plain: to photograph a scene or object each day in May, post the images with an open mind, and see what happens.

    The exercise was a test of sorts, to see whether I could establish and sustain a new rhythm, without preëmpting what might emerge. My hope was that I would become more observant, especially of things and situations in the periphery or out of sight. That was realised. But, I seem to have become a little more patient as well; my innate curiosity, which has languished in recent times, has been rekindled too. All of this is gratifying.

    Then, yesterday, a postscript emerged. While cataloguing the final few photographs, I looked at some older images. One, captured in October 2023, seemed to levitate over the screen. I stared at it for quite a while, and let my thoughts wander.

    The photograph captured one section of the Rococo library, which is located in the Abbey of Saint Gall. The library is the oldest in Switzerland and one of the oldest monastic libraries in the world. It houses over 170,000 religious documents, many of which are over one thousand years old. Several artworks are displayed too, and a sarcophagus to boot.

    Staring at the picture reminded me of time spent on the parquet flooring, exercising my senses in the company of my dear friend, Riccardo (from Lisboa). I was inspired awe-struck by it all. As we moved about that day, quietly, and studied various items and explanatory notes, many questions came to mind. What might the authors have been thinking when they wrote, what did they eat, and who were their patrons? Did they ever dream their contributions might still be preserved hundreds of years later?

    Recalling that visit to Rococo helped encapsulate my thoughts about the Mundane May project: We know far less than we think we do.

    At first contact, it is easy to draw conclusions, especially if quantitative data is available. But these are often an illusion. As we think more deeply, we realise the world around us is dynamic; things change, often in unpredictable ways. Understanding in such situations relies on reasoning, intuition, and judgement. And, for that, qualitative data is necessary.

    Indeed, what seems to be so at first may not actually be so.

    Context matters.

    The parallels with board work are stark. If I have learned one thing in the past 25 years serving as a director and advising boards, it is this: look beyond what can be seen, and hold options lightly. Validate what is reported. Strive to fill gaps by asking good questions and listening intently to the responses—before making a decision.

    That none of us knows it all should be self-evident. That being the case, why do so many leaders, directors, and consultants continue to assert deterministic answers, best practice models, and 'ideal' structures, as if they exist and acting on them will deliver a prescribed outcome?

    Wittgenstein's maxim is ringing in my ears.

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    Riccardo and me, chatting on a bench seat at the St. Gallen station, awaiting the train to Zurich.

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    Mundane May: Autumn hues

    May 24th–31st: As Autumn sets in, a new palette of colours becomes dominant.

    May 24th: making a bold [mauve] statement.

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    May 25th: Deciduous conifers painting a [rusty] calm

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    May 26th: A sanctuary, to enjoy the vista, quietly.

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    May 27th: These feet are made for walking. Thanks Merrell.

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    May 28th: Framing Fall (as in, Autumn 😎)

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    May 29th: bureau sans frontières

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    May 30th: Before the trail fades... AKL–SCL from below.

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    May 31st: In the end, we all return to the ground.

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    Now, the 31 days of May have passed. My project, Mundane May, is complete. The idea was simple: Take a photograph of an object or scene every day in May—nothing special or flashy—post them with an open mind and see what happens.

    • What did I observe?
    • What did learn?
    • Am I any different as a person?

    Watch for a new muse, with my reflections, on these and other questions, sometime in the next seven days.

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    Mundane May: NZST, all week

    May 17th–23rd: Familiar territory—living on the land of the long white cloud.

    To see earlier pictures: May 1st–2nd, May 3rd–9th, May 10–16th.

    May 17: Left, only.

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    May 18: Announcing one’s arrival.

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    May 19: Afternoon [de]light

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    May 20: An early-morning chauffeur-ride to client engagements, for the third day in a row.

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    May 21: Autumnal hues

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    May 22: Ah, those long white clouds…

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    May 23: What picture are you in: Life? Work? Play?

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    Who’s looking at you?

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    Have you ever wondered who is looking at your website, and why? My new website was published seven days ago (well, a very similar website), so I decided to look at the analytics, to get an idea.

    To my astonishment, some 40,600 total visits (page hits) have been recorded over the past seven days, from just over 8500 unique visitors. Extrapolated, that points to over two million page hits per year.

    This sounds impressive. I’m not convinced, and closer inspection shows the numbers are not quite what they seemed at first glance. When ‘include Crawlers/Bots’ is de-selected, a clearer picture emerges: the total visitor count drops to 10600-odd. That about three quarters of the traffic to petercrow.com is not by or from real people is good to know. That they are AI-tools and other systems, hoovering around collecting data justifies our investment in appropriate security. That one-in-five visits is from a mobile device suggests our selection of a tool that provides desktop-, tablet-, and mobile-friendly display options—automatically—was a good decision too.

    Turning to the ‘real visitors’ now. If one-in-four Unique Visitors are not bots, about 2100 people visited the some part of the site over the past seven days. Some (most?) will have been curious about the new site. But others looked at one or more Musings articles; and some have checked some other aspect of the capabilities and credentials material.

    Even if one or two per cent of these ‘real people’ are genuinely interested (20 per week), and ten per cent of these get in touch, my decades-long quest (to provoke candid conversations to help boards can govern with impact) has, probably, been worthwhile. Onward.

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    On boardcraft

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    In recent months, there has been a rising level of interest in Boardcraft. Word is getting out it seems, so a précis is probably timely. Curious? Grab a coffee and read on...

    B​oardcraft is a term I coined: a governance-focused initiative help boards operate well in practice—not just describe on paper what they are supposed to do. At its core, Boardcraft is about treating board work (that is, corporate governance) as a practical craft to help boards move from a compliance mindset to a performance mindset.

    Why is this important? Many boards comply with prevailing statutes and governance codes but they, or the companies they govern, still perform poorly. The underlying problem is a barrier lying in plain sight: one cannot comply their way to performance. 

    Boardcraft offers a pathway forward for boards wanting to perform well and govern with impact. 

    The big shift is this: Effective governance is not a product of structures, policies, or independence per se; it emerges from the quality of thinking, interaction, and decision-making in the boardroom. ​What is more, Boardcraft is not something I dreamt up at a whiteboard or while driving my old car: it is the product of ground-breaking research conducted a decade ago. In essence, it helps boards understand:

    • The capabilities, activities and behaviours necessary if boards are to exert influence beyond the boardroom, especially on organisational performance
    • How to make high-quality decisions together
    • How to handle conflict and disagreement
    • How chairs can lead effective discussions
    • The board's role in shaping strategy, not just approving management's proposals

    Ultimately, Boardcraft is a mindset to help boards improve their judgement, oversight, steerage and guidance; work as a functional group and make great decisions (think: positive board dynamics); and, ultimately, drive high levels of organisational performance. In effect, to govern with impact.

    Boards and directors interested to learn about Boardcraft, the Strategic Governance Framework (the underlying foundation), and how to embrace a Boardcraft mindset in practice have several options:

    • Workshops and board development sessions (half-, full- and two-day options, fully curated)
    • Tailored coaching and mentoring for chairs
    • Governance diagnostics (to assess how well a board functions)
    • Real-world case studies, rather than textbook or theoretical models

    What to learn more? Check this article, and get in touch with your questions. I'm available globally.

    PS: The headline picture is not a photo of me; it is an AI-generated image. Pretty good eh?

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    When time is up, act

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    These past few weeks, I have been acting as an envoy of sorts—a go-between to help tackle some problems that, ultimately, seem to come down to strained relations between shareholders, directors and senior management. While one case is playing out in a rapidly-growing PE-funded entity, and the other in a smaller enterprise, the situations are remarkably similar: the organisations appear to have outgrown the leadership capability of the CEO, and the board and CEO no longer see eye-to-eye.
    In one case, the leader is the founder; in the other, the CEO has led the entity for over two decades. In both, signs of Founder’s Syndrome are apparent. The cases are difficult because the CEOs have led well. But things have changed, and both deny they might be part of the problem, much less that leaving might be the best option for the organisation.
    The cases are proving insightful reminders for me—not only as examples of the destructive impact when behaviours turn negative, but of something most decent management and leadership courses teach: No one is perfect, and no one is indispensable.
    In contrast, consider the actions of these leaders:
    • Sir Rod Drury, founder of Xero and recently-named New Zealander of the Year, has been lauded for his entrepreneurial expertise and success. Yet he stepped away from executive leadership at Xero about a decade ago, and from the board in 2023. The business has not stalled or failed—it has grown bigger and better. 
    • George Washington, the first President of the United States, served for eight years and then retreated to Mt. Vernon, even though he was encouraged to remain President. 
    These men, both highly successful in their respective fields, knew something many chief executives and board directors miss: humility matters. When the time is up, act. Strive to leave on good terms. And, if you think it might be time, it probably is. Chances are, it might be one of the best leadership decisions you make.