If a plank member’s actions are disruptive and interferes with the board’s ability to function as group, the entire board must work together to solve the issue. Attempting to wait your problematic action – in the hope that it will improve when their term is up or they are going to depart by way of a own volition — might leave your organization vulnerable.
Difficult board members come in a large number of varieties: the dominator, who attempts to talk over others and only values their own opinions; the bore, who drones on during meetings and restates things that all others has already listened to; the naysayer, who keeps grudges and tries to forestall every fresh idea; the box-thinker, who have refuses to amuse alternative opinions; and the absentee, who frequently does not show for or is definitely late turning in assignments.
Often , a problem mother board member could be dealt with through open topic and a very good reminder belonging to the legal job to fulfill your role to be a director simply by contributing to decision-making. During this conversation, it is important to be clear and direct in describing the behaviour that is unacceptable. It is also useful to review More about the author board regulations and, if required, consider amending your agency’s Values Affirmation to include dialect about dealing with people with respect and good manners.
If the difficult board member’s behavior persists, the chair or executive director (in conjunction considering the governance committee) should start a private talking to discuss how a disruptive manners affect the success of the panel as a whole as well as the long-term success of your agency. A disciplinary plan needs to be discussed, which has a clear comprehension of the steps that will occur in the event the behavior does not change (e. g., resignation, removal).