Why Smart Theater Boards Still Make Bad Decisions—And How to Fix It
If you're on a nonprofit theater board and struggling with tough decisions—artistic risk, budget dilemmas, programming debates—behavioral science offers tools to do better together. A recent paper from Royal Society Open Science by Bang and Frith breaks down why decision-making in groups is hard, and how to make it easier, smarter, and fairer.
Let’s break it down into what you can actually use.
🧠 Individual Biases Sneak In—Even in a Group
Before we even get to the “group,” it’s important to understand what each board member brings to the table:
👵 Anchoring on Past Success: Long-time members may default to what worked years ago, even if it’s no longer effective.
🙈 Hidden Biases: We all carry unconscious biases that can affect how we interpret new ideas or who we trust.
💼 Confidence ≠ Competence: We tend to overvalue confident speakers, even if their data is weak.
🚧 Satisficing Too Early: The group might settle too quickly on a “good enough” idea instead of seeking better ones.
📉 Risk Blindness: Boards often overestimate rewards and underestimate risks—like hoping ticket sales will rebound without changing the strategy.
Takeaway: Bias is human. Naming it helps the board work around it.
🤝 The Group Advantage—If You Do It Right
Groups can outperform individuals by leveraging their diversity and combined brainpower:
📚 Pooling Knowledge: Different backgrounds = richer solutions. Marketing + finance + creative = a stronger plan.
🔍 Mutual Calibration: Discussion allows members to challenge overconfidence and refine opinions.
🧠 Cognitive Synergy: Brainstorming works—when it’s done with respect and intention.
👀 Bias Spotting: You’re better at seeing others’ biases than your own. Use that power constructively.
Takeaway: The “wisdom of crowds” only works if your crowd is diverse, honest, and thoughtful.
⚠️ Groupthink, Polarization, and Other Pitfalls
Even well-meaning boards can fall into classic traps:
🧑🤝🧑 Groupthink: Pressure to conform stifles dissent and innovation.
📣 Shared Info Bias: Common knowledge dominates discussion while unique insights go unheard.
📈 Group Polarization: Talking in groups can make initial opinions more extreme.
🪑 Status and Accountability Games: Some members might protect their image more than the mission.
Takeaway: Diversity and structure can help avoid these landmines—but they must be actively managed.
🌈 The Power—and Challenge—of Diversity
Diversity is essential, but it's not plug-and-play. There are two key types:
🧬 Identity Diversity: Gender, age, ethnicity, background
🧠 Functional Diversity: How people think and solve problems
But beware:
🤷♀️ Miscommunication happens when people speak different “languages” (artistic vs. financial, for instance).
⚖️ Equality Bias: Not all opinions should carry equal weight—expertise matters.
Takeaway: Diversity is only powerful when it's paired with clarity, structure, and respect.
🛠️ Practical Tools for Smarter Theater Board Decisions
Here’s your toolkit—direct from the paper, adapted for nonprofit arts boards:
✅ Recruit and Delegate Thoughtfully
Actively seek diverse identities and backgrounds.
Assign clear roles to leverage unique expertise.
🧭 Build Shared Mental Models
Agree on definitions, data sources, and evaluation criteria upfront.
🗣️ Structure Your Conversations
Try anonymous input for early-stage ideas (surveys, Google forms).
Assign a rotating devil’s advocate to challenge assumptions.
Enforce no-interruption rules and equal airtime in meetings.
Use the Delphi method for big decisions: private, iterative, and structured.
💡 Encourage Exploration
Don’t just settle—push for multiple solutions.
Reward dissent and curiosity, not just consensus.
🎯 Balance Expertise with Inclusion
Respect everyone's voice—but weigh opinions based on relevance and track record.
Be mindful of equality bias without becoming elitist.
👥 Lead with Awareness
The board chair should name biases as they arise and balance fast decisions with thoughtful ones.
🧭 Final Thoughts: Don’t Fight Bias—Work With It
You won’t eliminate bias—it’s baked into how our brains work. But by designing smarter group processes, your board can mitigate bias and make more grounded, future-ready decisions. Whether you're choosing a season lineup or rethinking donor strategy, these behavioral insights can help you make those conversations more productive, inclusive, and impactful.
Want help implementing these tools in your boardroom or organization?
👋 Reach out to us at Audience Alchemy — we specialize in making human decisions more effective in the arts.