{"version":1,"type":"rich","provider_name":"Libsyn","provider_url":"https:\/\/www.libsyn.com","height":300,"width":600,"title":"98. Turning the Board into a Competitive Advantage with Betsy Atkins","description":"In this episode of On Boards, hosts Joe Ayoub and Raza Shaikh speak with Betsy Atkins, a three-time CEO, serial entrepreneur, and one of the most experienced public company directors in the U.S., having served on more than 38 public boards and through 17 IPOs. Betsy explains why a board stuck in an oversight mindset can never be a competitive asset, and what it actually takes for directors to lean into growth and innovation: mentoring the CEO, becoming a thought partner, opening doors, and thinking like an owner. She makes the case that the attributes that matter most in a director today are being active, brave, curious, and decisive \u2013 and offers practical questions for finding those qualities in a candidate. The conversation also explores the difference between a high-performing board and a change-adaptive one, drawing on Betsy's experience as lead director when an activist arrived, and closes with a hard look at AI governance \u2013 why boards should treat AI agents as an insider threat, tier their risk, and make sure the guardrails are actually being enforced. Key Takeaways A board becomes a competitive advantage by leaning into growth, not just oversight Reviewing last quarter and the annual plan is the minimum; companies thrive or melt depending on whether they stay relevant Directors should push the CEO and leadership team to be change adaptive \u2013 what's new, where the market is going, who the unexpected interlopers are In practice this means mentoring the CEO, connecting them with other relevant CEOs, becoming a thought partner on partnering ecosystems, and opening doors at the right level when invited Showing up four times a year is a transaction, not a relationship Reading the board package and attending meetings is table stakes, not the job Directors need to invest in the relationship with the CEO \u2013 meeting early, meeting outside the boardroom \u2013 before their help will be welcomed The highest standard is thinking like an owner: if I had to solve this, how would I go about it? Hire for resume reality, not resume match Board search can be a loss leader for search firms, which creates an incentive to place candidates who look perfect on paper rather than those who deliver value A functional expert from a large-cap company may not bring the generalist, entrepreneurial perspective a board needs The four attributes to seek: active (100% engaged), brave (courage to have meaningful dialogue), curious (open to new models and tools), and decisive (able to act with incomplete information) To test for courage, ask candidates about the hard things they've done, when they took a principled position against the group, and who they admire as courageous You're hiring for the bad times Everybody looks like a genius on a rising tide; equivocating and stalling are decisions too Duty of care means getting objective outside information, but the board is there to exercise business judgment \u2013 often with incomplete information Large-company executives are skilled at moving big organizations incrementally, which is the opposite of the personal decisiveness a board crisis demands A high-performing board is not the same as a change-adaptive board High-performing boards have excellent processes for the status quo; change-adaptive boards can absorb and act on something new At HD Supply, Betsy replaced a board dinner with a learning session on digital transformation, bringing in three outside firms so the board could build shared understanding together That shared learning "wove the fabric" that let the board process an activist event as a cohered team Change adaptiveness is a muscle that is often dormant in senior leaders and has to be deliberately created \u2013 or recruited for Engage with activists rather than refuse them Activists are shareholders, and there's a wide continuum between confrontational and constructive ones The initial "refusenik" reaction rarely works; the board should ask whether the activist might have a valuable idea and what it would cost to listen Who got you here is not who's going to get you there \u2013 the rate of change and the number of macro trends today are different from a decade ago and board composition needs to change accordingly AI governance is the next big thing boards are not ready for Use the cybersecurity playbook boards already know: zero trust, with AI viewed as an insider threat vulnerability Every agent needs a unique cryptographic identity and a human owner in the operating line who is accountable for its purpose and permissions Boards should ask management to tier agent risk: low (read-only), medium (reversible, bounded actions), high (irreversible or material actions such as payments, deleting databases, or exposing customer data) A policy on paper is not enough \u2013 someone has to verify there are logs and that incidents are tracked, algorithms are monitored for drift, and there is a way to disable an agent Technology expertise on the board is now a must-have, not a nice-to-have \u2013 broad and conceptual, not narrowly functional Board composition and tenure have to keep pace Boards should review their composition regularly, and duration of service probably has to change Companies are less likely to fail from cooked books than from irrelevance \u2013 and the glide path is much shorter than it used to be Quotes "It's very easy for boards to be in an oversight mindset. But companies thrive or they melt if they're relevant." "Coming [attending board meetings] four times a year is a transaction, not really a relationship." "Perfect on paper is not always perfect in reality. Perfect on paper is the difference between resume and reality." "You're hiring for the bad times. Everybody goes up with the rising tide." "You have to be decisive because equivocating is a decision. Stalling is a decision. Time is not your friend if there's something really wrong." "Who got you here is not who's gonna get you there." "AI should be viewed as an insider threat vulnerability. Every single agent needs to have a cryptographic, unique identity, and a human owner who's responsible for what is its purpose." "Blockbuster had a decade before Netflix took it out. I don't think you have two years anymore." Links betsyatkins.com Be Board Ready: The Secrets to Landing a Board Seat and Being a Great Director Behind Boardroom Doors: Lessons of a Corporate Director Guest Bio Betsy Atkins is a three-time CEO and serial entrepreneur who has co-founded enterprise software companies in the energy, healthcare, and software industries. She has scaled companies through hypergrowth, helped shape the future of digitization, and led companies to successful IPOs and acquisitions. Since 1994 she has been CEO of Baja Corporation, an independent venture capital firm focused on technology, renewable energy, and life sciences. Betsy has served on more than 38 public company boards and has been through 17 IPOs, with board experience spanning technology, financial services, healthcare, retail, automotive, manufacturing, and logistics. She was a co-founder of Ascend Communications, acquired by Lucent, and CEO of Clear Standards, acquired by SAP. She is a frequent corporate governance commentator and the author of two books, Be Board Ready and Behind Boardroom Doors.   ","author_name":"On Boards Podcast","author_url":"http:\/\/www.onboardspodcast.com","html":"