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In many organisations, especially community groups and nonprofits, leadership changes happen quietly. Someone steps down, someone else steps up. It is often informal, and while that might feel natural, it can leave the organisation exposed. Without a clear plan, important knowledge can be lost, roles may be misunderstood, and progress can stall. Succession planning isn’t just about replacing people – it’s about keeping the organisation strong, focused, and ready for the future. 1. Don’t Leave It to Memory When leadership transitions rely on personal relationships or assumptions, things can fall through the cracks. New leaders may not know what’s expected,…
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The recent cyberattack on Qantas is not just a headline – it reflects a truth many organisations are reluctant to face: We are not as in control as we think we are. Despite decades of investment in cybersecurity, a single phone call to a third-party helpdesk was enough to compromise a national airline. This incident underscores a pressing need for boards and executive teams to revisit foundational questions: Do we truly understand our digital exposure? Are we managing cyber risk as a business risk, or as a technical silo? And crucially, are we prepared for what comes next? Key Lessons…
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Boards and executive leadership teams are increasingly operating within tightly controlled information environments. Reports are curated, risks are reframed, and operational realities are often obscured. This dynamic, while efficient, can inadvertently distance decision-makers from the lived experiences of staff, service users, and communities. Here, we explore the need for a recalibration of governance practice – one that re-centres human insight, operational engagement, and ethical stewardship. In doing so, boards will be better equipped to make decisions that are not only strategically sound but socially responsible and operationally sustainable. The Governance Disconnect For many businesses, directors and board members receive information…