Dealing with board challenges
Whether you’re working to resolve disagreement between board members, dealing with a problematic board member, or navigating personal challenges between your board and yourself, learning to deal with board-related conflict is an unavoidable part of leading a nonprofit.
Navigating conflict among board members
A certain amount of disagreement among board members is actually healthy, but there’s a difference between disagreement and outright conflict.
Healthy boards know how to share differing opinions respectfully. If you create a culture where people are encouraged to disagree respectfully and share ideas freely, you’re going to get a lot more value out of your board. Healthy disagreement stimulates conversation and pushes board members to offer thoughts that are more creative, innovative, and positive.
In order to do this, your board has to be able to focus on the issues at hand, rather than personal feelings or relationships. Instead of saying “I don’t think you have good ideas” or “you don’t understand the issue,” try using language like “maybe we need to look at it a different way” or “have you thought of approaching it like this?” Framing disagreement in a constructive way can go a long way in preventing more severe conflict.
Even still, some disagreements escalate. If that’s the case, there are a few things you can do to address the situation.
Identify the source of conflict
Consider the goals and interests of each person involved and where they overlap or differ. A thorough understanding of the root of the conflict is key to navigating the resolution process effectively.
Communicate openly and compassionately
Conflict can be uncomfortable, but the more openly you can communicate, the better able you’ll be to find real resolution. Encourage everyone involved to communicate honestly and keep an open mind about what everyone else has to say. The goal should be to understand each other’s perspective, seek common ground, and work collaboratively to find solutions. If needed, schedule private meetings to allow everyone to air their concerns before tackling the conversation as a group.
Involve a neutral third party
Sometimes, the best way forward is to bring in outside help. A neutral third party can ask questions and make suggestions that might not be welcome from someone directly involved in the conflict.
Focus on your organizations mission and vision
Keeping your mission front and center can be a powerful way to find common ground. Remind everyone of your shared purpose and the importance of working towards your goals. If tensions linger, be honest about how the conflict is hindering your nonprofit’s ability to work effectively, and how resolving it can benefit not just the organization, but your stakeholders and the community you serve too.
Follow up and monitor progress
As conflict resolves, keep an eye on the situation and check in with the people involved to make sure nothing is festering. Even a casual follow-up can be a good opportunity to address any lingering issues and prevent things the situation from re-escalating.
Create an official conflict resolution policy
Consider establishing formal guidelines for how to address conflict within your board. Specifically state that the board is expected to communicate openly, engage in respectful dialog, and work together to find mutually beneficial solutions. Implementing an official policy can help create a culture where conflicts are acknowledged and addressed swiftly.
Don’t avoid conflict
While dealing with conflict can be stressful, you have to address it as soon as it arises. Ongoing, unaddressed conflict can decrease board performance, breed resentment, and cause greater dysfunction down the road.
Addressing low performance with board members
If a board member is chronically disengaged, falling to fulfill their responsibilities, or just generally underperforming, that’s a serious issue you need to resolve.
Before you take action, spend some time reflecting on the culture you’ve created for your board. Have you set clear expectations? Did you onboard each member effectively? Are your board members aligned with the nonprofit’s vision and values? In some cases, low performance can be a sign of a untrained, unfocused board—problems that can be solved with better board training and clearer expectations.
If that isn’t the case and a particular board member is underperforming despite your best efforts, its best to address the issue head on.
First, identify the problem. Are you dealing with low engagement? Poor attendance? A lack of accountability? Be specific about what the problem is and how it differs from your expectations. Then schedule time to meet with the board member one on one. Communicate your feedback clearly and constructively, and specifically outline what you expect them to change.
Give them an opportunity to change their behavior moving forward. If things don’t improve, your final option is to consider removing the problematic individual from your board.
How to remove a board member from a nonprofit organization
Removing a board member is a difficult process. Ideally, its best to avoid this situation altogether by thoughtfully selecting and managing board members in the first place. But sometimes, removing a board member is an unavoidable necessity, in which case there are a few ways you can go about it:
Check your bylaws
Before you do anything, read through your board’s bylaws. In some cases, your bylaws may outline a specific procedure for removing someone from your board. At the very least, they’ll most likely outline requirements for removing someone, like reasons a board member can be removed or voting requirements for the removal process.
Fall back on term limits
One of the easiest ways to remove a board members is to simply allow their term to expire. You can let the particular board member know that you won’t be reappointing them to the board, sharing as much or as little detail about why as necessary.
Ask them to step down voluntarily
Most board bylaws allow members to step down before their term has ended. If you’re able to have an open conversation with the board member in question, broaching the subject directly may be enough to resolve the situation. If you’ve been having regular discussions about their performance, it shouldn’t come as a surprise. But make sure to involve the board chair and possibly an attorney to prevent things from going south.
Vote them out
The final way a board member can be removed is by a board vote. This option should be not be taken lightly and only used as a last resort. Before you bring the matter to a vote, make sure to discuss it with your board chair, executive leadership, and an attorney. Make sure you keep thorough documentation on why the board member is being removed and follow any procedures outlined in your bylaws precisely.
Learn more about dealing with board challenges
Our board course offers in-depth lessons on navigating board issues, like how to address poor performance and low morale, resolve conflict among board members, and even remove a member from your board.
Dealing with board challenges
Whether you’re working to resolve disagreement between board members, dealing with a problematic board member, or navigating personal challenges between your board and yourself, learning to deal with board-related conflict is an unavoidable part of leading a nonprofit.
Navigating conflict among board members
A certain amount of disagreement among board members is actually healthy, but there’s a difference between disagreement and outright conflict.
Healthy boards know how to share differing opinions respectfully. If you create a culture where people are encouraged to disagree respectfully and share ideas freely, you’re going to get a lot more value out of your board. Healthy disagreement stimulates conversation and pushes board members to offer thoughts that are more creative, innovative, and positive.
In order to do this, your board has to be able to focus on the issues at hand, rather than personal feelings or relationships. Instead of saying “I don’t think you have good ideas” or “you don’t understand the issue,” try using language like “maybe we need to look at it a different way” or “have you thought of approaching it like this?” Framing disagreement in a constructive way can go a long way in preventing more severe conflict.
Even still, some disagreements escalate. If that’s the case, there are a few things you can do to address the situation.
Identify the source of conflict
Consider the goals and interests of each person involved and where they overlap or differ. A thorough understanding of the root of the conflict is key to navigating the resolution process effectively.
Communicate openly and compassionately
Conflict can be uncomfortable, but the more openly you can communicate, the better able you’ll be to find real resolution. Encourage everyone involved to communicate honestly and keep an open mind about what everyone else has to say. The goal should be to understand each other’s perspective, seek common ground, and work collaboratively to find solutions. If needed, schedule private meetings to allow everyone to air their concerns before tackling the conversation as a group.
Involve a neutral third party
Sometimes, the best way forward is to bring in outside help. A neutral third party can ask questions and make suggestions that might not be welcome from someone directly involved in the conflict.
Focus on your organizations mission and vision
Keeping your mission front and center can be a powerful way to find common ground. Remind everyone of your shared purpose and the importance of working towards your goals. If tensions linger, be honest about how the conflict is hindering your nonprofit’s ability to work effectively, and how resolving it can benefit not just the organization, but your stakeholders and the community you serve too.
Follow up and monitor progress
As conflict resolves, keep an eye on the situation and check in with the people involved to make sure nothing is festering. Even a casual follow-up can be a good opportunity to address any lingering issues and prevent things the situation from re-escalating.
Create an official conflict resolution policy
Consider establishing formal guidelines for how to address conflict within your board. Specifically state that the board is expected to communicate openly, engage in respectful dialog, and work together to find mutually beneficial solutions. Implementing an official policy can help create a culture where conflicts are acknowledged and addressed swiftly.
Don’t avoid conflict
While dealing with conflict can be stressful, you have to address it as soon as it arises. Ongoing, unaddressed conflict can decrease board performance, breed resentment, and cause greater dysfunction down the road.
Addressing low performance with board members
If a board member is chronically disengaged, falling to fulfill their responsibilities, or just generally underperforming, that’s a serious issue you need to resolve.
Before you take action, spend some time reflecting on the culture you’ve created for your board. Have you set clear expectations? Did you onboard each member effectively? Are your board members aligned with the nonprofit’s vision and values? In some cases, low performance can be a sign of a untrained, unfocused board—problems that can be solved with better board training and clearer expectations.
If that isn’t the case and a particular board member is underperforming despite your best efforts, its best to address the issue head on.
First, identify the problem. Are you dealing with low engagement? Poor attendance? A lack of accountability? Be specific about what the problem is and how it differs from your expectations. Then schedule time to meet with the board member one on one. Communicate your feedback clearly and constructively, and specifically outline what you expect them to change.
Give them an opportunity to change their behavior moving forward. If things don’t improve, your final option is to consider removing the problematic individual from your board.
How to remove a board member from a nonprofit organization
Removing a board member is a difficult process. Ideally, its best to avoid this situation altogether by thoughtfully selecting and managing board members in the first place. But sometimes, removing a board member is an unavoidable necessity, in which case there are a few ways you can go about it:
Check your bylaws
Before you do anything, read through your board’s bylaws. In some cases, your bylaws may outline a specific procedure for removing someone from your board. At the very least, they’ll most likely outline requirements for removing someone, like reasons a board member can be removed or voting requirements for the removal process.
Fall back on term limits
One of the easiest ways to remove a board members is to simply allow their term to expire. You can let the particular board member know that you won’t be reappointing them to the board, sharing as much or as little detail about why as necessary.
Ask them to step down voluntarily
Most board bylaws allow members to step down before their term has ended. If you’re able to have an open conversation with the board member in question, broaching the subject directly may be enough to resolve the situation. If you’ve been having regular discussions about their performance, it shouldn’t come as a surprise. But make sure to involve the board chair and possibly an attorney to prevent things from going south.
Vote them out
The final way a board member can be removed is by a board vote. This option should be not be taken lightly and only used as a last resort. Before you bring the matter to a vote, make sure to discuss it with your board chair, executive leadership, and an attorney. Make sure you keep thorough documentation on why the board member is being removed and follow any procedures outlined in your bylaws precisely.
Learn more about dealing with board challenges
Our board course offers in-depth lessons on navigating board issues, like how to address poor performance and low morale, resolve conflict among board members, and even remove a member from your board.