npx skills add ...
npx skills add github/awesome-copilot --skill gtm-board-and-investor-communication
npx skills add github/awesome-copilot --skill gtm-board-and-investor-communication
Board meeting preparation, investor updates, and executive communication. Use when preparing board decks, writing investor updates, handling bad news with the board, structuring QBRs, or building board-level metric discipline. Includes the "Three Things" narrative model, the 4-tier metric hierarchy, and the pre-brief pattern that prevents board surprises.
Structure board meetings, investor updates, and executive communication that builds trust and drives decisions — not slide decks that nobody reads.
Triggers:
Context:
The Pattern:
Most board meetings start with a data dump. Slide after slide of metrics, then 10 minutes of Q&A where board members try to figure out what it all means.
Flip it. The narrative should lead; data should confirm.
How It Works:
Open with where you are in the journey. Not "here's our ARR" but "here's what we believed coming into the quarter, what we learned, and where that puts us now." Then show the data that validates the narrative.
Board Meeting Structure:
Pre-Read (Sent 48-72 Hours Before)
The Meeting (90-120 Minutes)
Market context and questions on pre-read (15 min)
CEO strategic update — The "Three Things" (15 min)
Decision items (30-45 min)
Deep dive (20-30 min)
Closing (10 min)
Common Mistakes:
The Pattern:
Businesses are too complex to summarize in one headline. Three distinct points — what's working, what's not, what's changing — let the board grasp status and trajectory in minutes.
What's Working (2-3 areas): Be specific. Not "sales are going well" but "closed first six-figure enterprise deal, validating the commercial motion." Quantify momentum:
What's Not Working (1-2 areas): Be equally specific. Not "we had some challenges" but "self-serve conversion is weak — strong awareness but 0.1% conversion rate." Board needs to understand the actual problem, not a euphemism.
What We're Doing About It (for each "not working"): Articulate specific changes. What product changes? What org changes? What's the timeline? What resources are committed?
Why This Works:
Board members read dozens of updates. The Three Things model gives them a mental filing system: momentum (feel good), risk (pay attention), agency (this team handles problems). Without it, boards either over-index on one bad metric or miss the real issue buried in a 40-slide deck.
The Pattern:
It doesn't matter if you hit 100K users if you were aiming for 50K — or if you missed 200K. Context is everything. Show progress toward your goal, not just the number.
How to Frame Progress:
The Rules:
Common Mistake:
Changing goals when you miss them. Boards track this. If Q1 target was 100K and you hit 60K, don't make Q2 target 75K and call it "revised guidance." State the miss, explain why, show the recovery plan. Credibility compounds faster than metrics.
The Pattern:
Too many metrics confuse the board. Too few miss important signals. Structure your metrics in four tiers, and never change them quarter to quarter.
Tier 1: North Star (1 metric) The single metric that best represents company health.
Tier 2: Driver Metrics (3-5 metrics) Leading indicators that predict your north star.
Tier 3: Health Metrics (3-5 metrics) Signals of team and operational health.
Tier 4: Red Flags (2-3 thresholds) Metrics that, if they cross a threshold, require immediate action.
The Discipline Rules:
Common Mistake:
Changing which metrics you show based on which ones look good this quarter. Boards notice immediately. It's the fastest way to lose credibility on your numbers. Show the same dashboard every time — when a metric looks bad, that's the conversation.
The Pattern:
Board confidence erodes when bad news is delayed or sugar-coated. They can handle bad news. They can't handle surprises. And they hate slow decision-making.
The Pre-Brief Pattern:
Before bad news hits the full board, pre-brief your lead director 48-72 hours before the meeting.
Then send a short email to the full board:
"Wanted to flag something before our next meeting. [Specific problem]. Here's what we know so far, what we don't know yet, and what we're doing about it. Will have a full update at the board meeting."
The Bad News Framework:
For every piece of bad news, four elements:
What happened (specific, one sentence — not defensive)
Why it happened (root cause, not excuse)
What's the impact (honest about severity)
What we're doing about it (specific actions, owners, timeline)
How NOT to Communicate a Miss:
All vague. All defensive. None explain root cause or plan.
Follow-Through Pattern:
Every subsequent board update should reference previously raised issues: "Last quarter I flagged [issue]. Here's the update: [progress]. Status: [resolved / in progress / escalating]."
This builds a track record of follow-through. Boards remember who tracks their own problems.
Common Mistake:
Sandwiching bad news between good news hoping nobody notices. Board members see this immediately. It damages trust more than the bad news itself.
The Pattern:
Most founders send investor updates quarterly at best. The best founders send monthly — even when things are bad. Especially when things are bad.
Why Monthly:
The Format:
Subject line: [Company Name] — [Month] Update
Opening (1 paragraph): One headline. Brief context.
TL;DR (3 bullets):
Key Metrics (same table every month):
| Metric | This Month | Last Month | 3-Mo Avg | vs Plan |
|---|---|---|---|---|
| ARR | ||||
| MRR Growth | ||||
| Burn Rate | ||||
| Runway (months) | ||||
| Pipeline | ||||
| Customers |
Don't include metrics unchanged from last update — focus on what's new.
Key Updates (2-3 bullets):
Asks (1-2 bullets):
The Cadence Rules:
Common Mistake:
Only sending updates when things are good. Six months of good news followed by silence tells investors exactly what you're not telling them.
The Pattern:
Financial communication to the board has two separate stories. Don't conflate them.
Burn Communication:
The burn story is: "We are disciplined operators who make capital go further."
Revenue Communication:
The revenue story is: "We have traction and know how to grow it."
Reconcile Both: The best financial communication shows: "We're burning less while growing faster." That's evidence of operating leverage, and it's the single most compelling thing a board can hear.
Common Mistake:
Conflating burn with growth. A board that hears "we're growing fast" while burn rate climbs thinks you're buying growth. A board that hears "we cut burn by 40%" while growth stalls thinks you're in survival mode. Tell both stories, separately, and then connect them.
The Pattern:
Strategy decided in a board room doesn't matter if the team doesn't know it. Create a systematic communication cascade.
The Four Levels:
Level 1: Executive Team (Weekly)
Level 2: Extended Leadership (Bi-weekly)
Level 3: All-Hands (Monthly, 60 min)
Level 4: Team-Specific (Ongoing)
The Test:
Pick a random employee. Can they explain the company strategy? If not, the cascade is broken. Strategy that exists only in executive heads is not strategy — it's a secret.
Connect OKRs to Cascade:
Common Mistake:
Inconsistent messaging. If different leaders tell different stories about where the company is headed, the organization optimizes for conflicting goals. Write the strategy down. One page. Make everyone use the same words.
1. Board meetings as status reports Board members can read. Send the pre-read. Use the meeting for decisions and discussion, not data walkthroughs.
2. Changing metrics every quarter Consistency in metrics builds trust. The moment you swap out a metric that looked bad for one that looks good, you've told the board your numbers can't be trusted.
3. No clear ask Every investor update, every board meeting should have an ask. Intros, advice, approval, patience. Investors want to help — if you never ask, they disengage.
4. Defending instead of describing When you're explaining away a miss for 10 minutes, the board hears defensiveness. State the miss, state the cause, state the plan. Move on.
5. Strategy stays in the board room If your team can't explain the strategy, you haven't communicated it. Cascade it or it doesn't exist.
6. Surprises in the board meeting Bad news should never land for the first time in a board meeting. Pre-brief the lead director. Send the flag email. Let the board process before the meeting.
Board meeting flow: Pre-read (48-72 hrs before) → Questions (15 min) → Three Things narrative (15 min) → Decision items (30-45 min) → Deep dive (20-30 min) → Closed session (10 min)
Three Things model: What's working + What's not + What we're doing about it
Metric hierarchy: North star (1) → Drivers (3-5) → Health (3-5) → Red flags (2-3 thresholds)
Bad news protocol: Pre-brief lead director (48-72 hrs) → Flag email to full board → What happened → Why → Impact → Plan → Follow up every subsequent meeting
Monthly investor update: TL;DR (3 bullets) → Same metrics table → Key updates (2-3) → Specific asks (1-2)
Communication cascade: Exec (weekly) → Leadership (bi-weekly) → All-hands (monthly) → Team (ongoing)
Based on preparing and supporting board communications across multiple companies from Series A through post-IPO — building the deck and sitting in the room at some, reporting updates to the board at others. Includes the investor update cadence that maintained trust through missed quarters, the "Three Things" narrative model used across multiple companies, and the metric discipline framework that survived years of hypergrowth. Not theory — patterns from being close enough to the board to see what lands and what doesn't.