If a aboard member’s behavior is disruptive and interferes with the board’s dealing with board directors ability to function as group, the whole board need to work together to solve the issue. Wanting to wait your problematic patterns – inside the hope that it may improve when ever their term is up or they will depart by way of a own résolution — might leave your company vulnerable.
Problematic board associates come in a large number of varieties: the dominator, who have attempts to talk over other folks and only areas their own viewpoints; the weary, who drones on during meetings and restates things that all others has already observed; the naysayer, who retains grudges and tries to circumvent every new idea; the box-thinker, who all refuses to amuse alternative opinions; and the absentee, who on a regular basis misses or is definitely late turning in assignments.
Often , a problem mother board member may be dealt with through open chat and a very good reminder from the legal duty to fulfill one’s role like a director by contributing to decision-making. During this conversation, it is necessary to be clear and direct in describing the behavior that is undesirable. It is also useful to review board insurance policies and, if necessary, consider amending your agency’s Values Assertion to include vocabulary about dealing with people with admiration and courtesy.
If the tricky board member’s behavior goes on, the chair or account manager director (in conjunction considering the governance committee) should trigger a private conversing to discuss how a disruptive actions affect the performance of the board as a whole as well as the long lasting success of the agency. A disciplinary plan ought to be discussed, using a clear knowledge of the steps that will occur in the event the behavior will not change (e. g., resignation, removal).