One of the most valuable assets that is often underutilized in organizations is the potential of the younger generation in the workplace. To bridge the gap between young employees and senior leaders, one innovative approach worth considering is the establishment of a shadow board. Although this concept is not yet widely known, especially in Indonesia, shadow boards play a strategic role in driving organizational change and innovation.
What is a Shadow Board?
A shadow board is a group of talented young employees selected to work directly with a company’s board of directors or executive team. Its main purpose is not to replace the leadership, but to provide a fresh perspective in responding to strategic business challenges.
Through shadow boards, young talents are involved in important discussions, decision-making processes, and even the formulation of long-term strategies. They serve as a testing ground for ideas and innovation and act as a bridge between the aspirations of the younger generation and the vision of senior leaders. More than just a leadership simulation, shadow boards provide a real platform for voices that are often marginalized in executive forums.
One successful example of a shadow board comes from Gucci. In 2015, the fashion company formed a team of employees in their 30s to provide strategic input. The result? A major transformation that strengthened Gucci’s appeal to the younger generation. The shadow board played an important role in developing more relevant and impactful digital strategies and marketing campaigns.
Similar steps were taken by AccorHotels Group and BNP Paribas. Both formed shadow boards to absorb fresh ideas from young employees, while also creating a learning path for future leaders.
Shadow Boards as a Bridge Between Generations
There are several compelling reasons why organizations should consider shadow boards.
1. Bridging generations
Millennials and Gen Z bring different values, ways of thinking, and expectations than their predecessors. As these generations become increasingly dominant in the workplace, shadow boards serve as an important link that helps align organizational culture across generations while accelerating adaptation to changing times.
2. As a source of fresh innovation
Young employees are generally more willing to take risks, adaptable to technology, and quick learners. Their perspectives, free from conventional thinking patterns, can generate original breakthroughs while better understanding the needs of a market now dominated by young consumers.
3. Enhancing employee engagement and loyalty
When young talent is given space to participate in strategic decision-making, they feel valued. This has a positive impact on engagement, motivation, and loyalty to the company.
4. The shadow board becomes a kind of safe laboratory for ideas
The shadow board can be a place to test new ideas before they are widely implemented. This allows organizations to evaluate various scenarios and reduce the risk of failure in the transformation process.
Don’t Take It Lightly
Building a shadow board cannot be done lightly. There are several important steps to consider:
1. Set clear goals
What do you want to achieve? Is it to encourage innovation, increase youth participation, prepare for succession, or something else? These goals will determine the direction and structure of the shadow board.
2. Select members
Shadow board members should come from diverse backgrounds, have great potential, and be capable of strategic thinking. The selection process can be through nomination, testing, or open registration.
3. Provide training
Once selected, equip shadow board members with knowledge and access. To be effective, members need to thoroughly understand business strategy and operations. They also need special training to improve their strategic thinking, executive communication, and understanding of change management.
4. Build interaction
Interaction between the shadow board and senior leadership should be structured and regular—through presentations, discussions, or consultative sessions. This is not just a procedure, but a forum for the exchange of ideas that enriches everyone.
5. Measure the shadow board’s contribution
How much impact do their ideas have on strategic decisions? How do they influence the morale of young employees? What steps can be taken to enhance their effectiveness? Feedback from shadow board members is also important for continuously refining the approach.
Loss of Meaning
A number of obstacles can arise in the implementation of a shadow board. Some leaders may doubt the capabilities of young employees. To overcome this, organizations need to build a collaborative culture and demonstrate the tangible results of the shadow board’s contributions.
Another obstacle is the unpreparedness of young employees. Not all young people are immediately ready to contribute at a strategic level. Therefore, training, coaching, and mentoring are key.
The shadow board will lose its meaning if its ideas are not heard. It is important for organizations to truly provide real influence and value their contributions.
