Dealing With Difficult Plank Directors

If a panel member’s actions are disruptive and interferes with the board’s ability to function as group, the entire board need to work together to resolve the issue. Attempting to wait out your problematic habit – inside the hope that it may improve when their term is up or they are going to depart by way of a own résolution — could leave your company vulnerable.

Tough board paid members come in many varieties: the dominator, who all attempts to talk over other folks and only values their own ideas; the weary, who drones on during meetings and restates things that everybody else has already over heard; the naysayer, who holds grudges and tries to circumvent every fresh idea; the box-thinker, who refuses to captivate alternative views; and the absentee, who on a regular basis misses or is normally late turning in assignments.

Frequently , a problem table member can be dealt with through open discussion and a solid reminder on the legal duty to fulfill one’s role as a director by contributing to decision-making. During this conversation, it is vital to be clear and direct in describing the behavior that is unpleasant. It is also helpful to review board regulations and, if necessary, consider amending your agency’s Values Assertion to include dialect about dealing with people with admiration and good manners.

If the difficult board member’s behavior goes on, the chair or account manager director (in conjunction with all the governance committee) should start a private talking to discuss the way the disruptive habits affect the success of the panel as a whole and the long term success of the agency. A disciplinary plan need to be discussed, with a clear knowledge of the steps which will occur in case the behavior will not change (e. g., resignation, removal).

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