1. Key responsibilities of the Board Global Corporate Governance Forum Corporate Governance Leadership Program July 9-15, 2006 Chris Pierce Global Corporate Governance Forum Corporate Governance Leadership Program July 9-15, 2006 Chris Pierce

2. Monitoring management Monitoring management Hiring and evaluating executives Hiring and evaluating executives Motivation and compensation Motivation and compensation Ensuring compliance with the law Ensuring compliance with the law Monitoring relations with stakeholders Monitoring relations with stakeholders Strategic planning Strategic planning Managing risk Managing risk

3. The Board's Key Purpose To ensure the company's prosperity by collectively directing the company’s affairs, whilst meeting the appropriate interests of its shareholders and relevant stakeholders

4. Key Tasks of the Board FORESIGHT -Establish Vision, Mission and Values FORESIGHT -Establish Vision, Mission and Values STRATEGIC THINKING -Set Strategies and Structure STRATEGIC THINKING -Set Strategies and Structure OVERSIGHT -Delegate to management OVERSIGHT -Delegate to management RESPONSIBILITY -Exercise accountability to shareholders and be responsible to relevant stakeholders RESPONSIBILITY -Exercise accountability to shareholders and be responsible to relevant stakeholders

5. Exercising accountability and responsibility Foresight Delegation to Management Strategy and Structure

6. All-Executive Board Executive Directors Governance Management

7. Majority Executive Board Non- Executive DirectorsExecutive Directors Governance Management

8. Majority Non-Executive Board Non- Executive DirectorsExecutive Directors Governance Management

9. Reserved Powers u Accounting and management control policies and practices u Director and senior manager appointments, removals, terms, conditions etc Auditor issues Communications to shareholders and the media Dividend payments u Disposal or acquisition of major assets u Major contracts and investments u Authority levels u Treasury, risk management and capital policies u Budgets, strategies, mission and vision

10. Features of a well run board Have a good balance of well-chosen and competent directors Have a good balance of well-chosen and competent directors Meet regularly Meet regularly Have challenging agendas Have challenging agendas Keep minutes correctly Keep minutes correctly Shape the destiny of the company Shape the destiny of the company Focus on the four key tasks of the board Focus on the four key tasks of the board Have board induction, inclusion, competence building and evaluation / appraisal systems in place. Have board induction, inclusion, competence building and evaluation / appraisal systems in place.

11. Features of a poorly run board Be too big or too small Be too big or too small Have insufficient range of expertise Have insufficient range of expertise Be provided with inadequate information. Be provided with inadequate information. Take major decisions with inadequate debate or no challenge. Take major decisions with inadequate debate or no challenge. Have decisions made by cabals of the board Have decisions made by cabals of the board Have few reviews to see if the decisions were correct or not Have few reviews to see if the decisions were correct or not Fail to push management hard on succession, investment (including training), R&D, product or market development Fail to push management hard on succession, investment (including training), R&D, product or market development Fail to keep the company’s financing arrangements under review. Fail to keep the company’s financing arrangements under review.

12. Roles of a Director Decision maker Decision maker Challenger Challenger Supervisor of executive management Supervisor of executive management Reflective Reflective Listener Listener Process manager Process manager Knowledge provider Knowledge provider Developer Developer Company representative Company representative Maverick Maverick Representative Representative Status provider Status provider

13. Those who advance most rapidly to the top are: effective planners and organisers who take actions involving clear risk; effective planners and organisers who take actions involving clear risk; show vision, inspiration, commitment and enthusiasm; show vision, inspiration, commitment and enthusiasm; who develop, appraise, direct and take charge of their staff; who develop, appraise, direct and take charge of their staff; who are ascendant, forceful and decisive and who set demanding goals for self and others, who are ascendant, forceful and decisive and who set demanding goals for self and others, see things through to completion, play to win and who are determined to beat others. see things through to completion, play to win and who are determined to beat others. Dulewicz and Herbert (1999) p20 Dulewicz and Herbert (1999) p20

14. “Many academics and consultants, however, will be disappointed to learn that performance on some of the softer competencies and personality factors concerned with, for example, interpersonal relationships and integrity does not appear to lead to rapid advancement to the top. The high fliers appear to be rather hard nosed, calculating individuals.” Dulewicz and Herbert (1999) p20 Dulewicz and Herbert (1999) p20

15. Independent Directors (UK definition) An independent director in a listed company should not : Be a former employee of the company or group within the last five years; Be a former employee of the company or group within the last five years; have, or have had within the last three years, a material business relationship with the company either directly, or as a partner, shareholder, director or senior employee of a body that has such a relationship with the company; have, or have had within the last three years, a material business relationship with the company either directly, or as a partner, shareholder, director or senior employee of a body that has such a relationship with the company; have received or receives additional remuneration from the company apart from a director’s fee, participates in the company’s share option or a performance-related pay scheme, or is a member of the company’s pension scheme; have received or receives additional remuneration from the company apart from a director’s fee, participates in the company’s share option or a performance-related pay scheme, or is a member of the company’s pension scheme; have close family ties with any of the company’s advisers, directors or senior employees; have close family ties with any of the company’s advisers, directors or senior employees; hold cross-directorships or has significant links with other directors through involvement in other companies or bodies; hold cross-directorships or has significant links with other directors through involvement in other companies or bodies; represent a significant shareholder; or represent a significant shareholder; or have served on the board for more than nine years. have served on the board for more than nine years. Combined Code A3.1 (2003)

16. Board Evaluation Internal v external ISS, S&P, ICSA, Deutsche Bank ISS, S&P, ICSA, Deutsche Bank Chairman, CG Committee Chairman, CG Committee Process of evaluation Prescriptive box ticking Prescriptive box ticking How much transparency? How much transparency? Does it change anything? Does it change anything?

17. Annual Board Agenda Cycle

18. The Balanced Scorecard Financial perspective Financial perspective Customer perspective Customer perspective Internal perspective Internal perspective Learning and development perspective Learning and development perspective Kaplan and Norton

19. An effective board can provide an important source of competitive edge to the company. An effective board can provide an important source of competitive edge to the company.