01
Role architecture
A signed set of role charters — Chair, CEO, Lead Director, Committee Chairs — with jobs, standards and decision rights explicit.
Institutional · Boards & owners · 02 Architect
Governance structure & role clarity
Under stress, governance structures either hold or blur. Anker Bioss architects the roles, decision rights and interfaces of the top of the enterprise so authority does not migrate to personalities when the moment turns.
Jobs to be done
What this engagement actually solves.
- 01
Clarify Chair, CEO, Lead Director and committee mandates so they do not collapse under a crisis.
- 02
Redesign decision rights and reserved matters at the intersection of board and management.
- 03
Install the interfaces that keep governance and management working as one system, not two.
What we deliver
Four deliverables. One coherent engagement.
02
Decision-rights map
Reserved matters, delegated authorities and escalation paths mapped end-to-end and stress-tested against three real scenarios.
03
Governance calendar
The rhythm of the year: what the board must decide when, so strategic issues are met on schedule rather than in crisis.
04
Board-management interface
Standing agendas, decision-quality standards, and the discipline that separates board work from executive work.
When it fits
New Chair or CEO, IPO readiness, dual-class structures, family-to-institutional transitions, or after a governance shock.
When it doesn't
As a redraft of bylaws for legal reasons only. Structure only holds when the people in the roles rehearse the interfaces.
Related offerings
Where this engagement usually sits.
Institutional · 01 Diagnose
Board & governance diagnostics
Board evaluation, governance assessment, board dynamics and committee-level decision support.
Institutional · 03 Build
Succession at the top
Board chair, board-member and CEO succession run as a governance system — not a replacement event.
Organizational · 02 Architect
Organizational design & alignment
Strategy ↔ structure alignment, team and role design, leadership model and governance structure — with succession built in.
Talk to us
Is this the engagement you're looking at?
Send a two-line note about the decision on the table. We'll come back with the jobs-to-be-done we see and how we'd frame the engagement.