The Nonprofit Atlas

20 Solutions For Navigating Nonprofit Board Member Conflicts

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A nonprofit’s board members guide the organization in the right direction. But with any diverse group of people working together, disagreements and conflicts are inevitable.

When these conflicts arise, it’s important to have strategies in place to maintain effective board management. To help, 20 Forbes Nonprofit Council members explain how boards can navigate conflict and turn disagreements into opportunities. With these tips, your nonprofit board will be on its way to growth and stronger governance.

1. Pivot Your Language

Practice a pivot, changing the language being used to describe the situation as a “conflict” to the language of “board curiosity.” This slight pivot takes the negative connotation from the board of directors’ concerns and turns it into interest and curiosity in the work, igniting passion and communication rather than conflict management. Pivots in language lead to constructive communication. – Kathleen Van Antwerp, The Partnership For Safe Families & Communities of Ventura County

2. Know Board Liability Laws

Severe conflict arises when not-for-profit operations have been run poorly or economic times strain fundraising, making money scarce. I have personally seen the greatest conflicts and the poorest behavior occur on boards when mismanagement becomes personal. During these times, know your state laws regarding board liability and ensure directors and officers insurance is current. This will calm conflict. – Peter Sanchez, Atrisco Companies

3. Remember Shared Values

Most disagreements stem from differing ideas about execution, not differing values. In times of friction, bringing board members back to the shared values that brought them to board service to begin with, and helping them see the other party’s shared commitment to those values, can help pave a road to compromise and creativity. – Josephine Faass, Robert Schalkenbach Foundation.

4. Provide A Forum For All Points Of View

Disagreement is a natural part of board deliberation and can be a welcomed dynamic. The last thing a board wants is groupthink, as contrasting voices are important and reflect board diversity. When disagreement occurs, it’s important that each board member share their perspective. Providing a forum for all view points demonstrates a board’s willingness to consider all voices and leads to creative outcomes. – Deb Callahan, National Fenestration Rating Council

5. Use A Parliamentary Procedure

Nonprofit boards don’t have to agree 100% on all decisions. This is healthy. Use your parliamentary procedures to make a decision, but do not force a vote. Let people present their positions, concerns or objections, and always ask whether you know this, are assuming this or if it’s an outcome that speaks to your personal preference. Ultimately, the decision has to be the best for the organization. – Magdalena Nowicka Mook, ICF (International Coaching Federation)

6. Use An Unbiased Outside Consultant

Look outside your organization when conflict arises. The use of an unbiased outside consultant can sometimes bring a unique and unifying perspective. Try to find a consultant who understands best practices in governance and is committed to finding a solution. You should also make sure they fully understand your nonprofit’s mission. – Albert L. Reyes, Buckner International

7. Encourage Disagreements

Having some conflict on a board is actually a sign of a healthy board. I’ve had boards that agreed on everything, and to me that means there’s not enough diversity of thought and background. Not all issues have a straightforward answer. Our jobs require us to take big risks, strive for ambitious goals and truly transform society. The absence of conflict might mean a lack of ambition or effort. – Caroline Boudreaux, Miracle Foundation

8. Go Back To The Basics

I cannot stress enough how going back to the basics for your board is extremely beneficial, such as Robert’s Rules of Order. This will help you maintain order even during conflict. – James Dismond, Hospice Care of the Lowcountry

9. Refocus On The Mission

Refocus everyone on the mission. When board members use the mission as their North Star, decisions become clearer. And even if there’s still disagreement, dialogue that is rooted in a common vision is less likely to be divisive. – Laura MacDonald, Benefactor Group

10. Remember ‘We Over Me’

All conflicts are resolved by a simple enterprise commitment—”we over me.” It’s rarely ever the case that boards completely agree. Nonetheless, as board members, we accept that togetherness should be a guiding principle from the beginning of our service term. Commit to disagreeing in the boardroom and communicating full-throated assent in public. – Cherian Koshy, Kindsight

11. Be Calm And Fair

A solid board is reflective of diverse backgrounds, industries and cultures. A CEO/executive director’s role in managing the board is no different than managing a team or a family. Be calm, be fair and listen to all sides. Have one-on-one meetings and seek to understand before addressing conflict as a group. Any action taken must be in the spirit of de-escalation and collaboration versus choosing sides. – Tara Chalakani, Preferred Behavioral Health Group

12. Ask For Their ‘Why’

Passion sometimes comes across as conflict, so remind everyone why they serve. Simply go around the room and ask people for their “why” story. It recenters the conversation to a common place of service above self. – Kimberly Lewis, Goodwill Industries of East Texas, Inc.

13. Find Common Ground

Focus on common ground. Conflict about strategy is a sign of change and evolution, so embrace it while focusing on where you do agree. By keying in on the areas of agreement, you can focus on the mission and remind everyone that we are all headed in the right direction. Then take disagreements one by one, looking for solutions or tradeoffs. Work the process, starting from a position of collective strength. – Patrick Riccards, Driving Force Institute

14. Weigh The Pros And Cons

Reaching an outcome and decision is the best way to manage conflict. Conflict is natural. Board members bring different points of view to the table, and that’s a good thing. However, unmanaged conflict can lead to long-term difficulties. When disagreements occur, weigh the pros and cons against the goals stated in the organization’s strategic plan to manage conflict and reach an acceptable result. – Victoria Burkhart, The More Than Giving Company

15. Have A Strong Board Chair Relationship

A strong relationship with your board chair will set the tone for conflict resolution. Most conflict arises from not understanding or having clear expectations. If your chair and executive officers clearly understand, they can assist when conflict arises and keep your board aligned with organizational goals and objectives. – Erin Davison, Big Brothers Big Sisters of Southwest Louisiana

16. Put Systems In Place Ahead Of Time

Create systems before you need them. If we do not know who makes what decision, how a vote occurs and when we need to inform the board of something, it is too easy for misunderstandings to occur. Knowing who needs to be involved in major choices streamlines the inevitably tough conversations. Plan ahead and give board members time before a meeting to individually discuss challenging choices. – Matthew Gayer, Spur Local

17. Save Disagreements For Committee Discussion

Members of nonprofit boards are usually individuals with varying degrees of professional experience. Therefore, it is no surprise that some members don’t agree from time to time. However, the difference in opinions should be discussed during committee discussions. This allows for robust conversation and input while also ensuring that the board meetings are productive and not spent on debate. – Ramik Williams, KAVI (Kings Against Violence Initiative)

18. Facilitate Communication With A Mediator

Conflict can be detrimental to a board, but effectively resolving conflicts can actually strengthen the board. When the board can work through differences in a respectful way, it builds trust and strength. One effective tip for managing it is to facilitate open and structured communication through mediation. Provide a neutral ground and a structured process with a mediator in a safe space to create open dialogue. – Hari Prasad Josyula, IPMA USA

19. Consider What Is Best For The Majority

It’s not about you. Step back to consider the mission and those you serve, as that is more important than winning the argument. For example, I remember a motion that if put to vote would have had the majority, but it would have split the board, perhaps irreparably, so we held back. Consensus takes time, but board unity is critical if a positive impact is to be achieved. – Jonathan Prosser, Compassion UK

20. Exercise Due Diligence And Transparency

Conflict is a part of organizational growth. Being able to disagree is important for boards to exercise their due diligence and demonstrate transparency by allowing all perspectives to have an open forum for discussion and resolution. A lack of transparency and open review can create distrust among stakeholders. Keep moving the organization forward and don’t allow conflict to paralyze the mission. – Aaron Alejandro, Texas FFA Foundation

 

Source:  Forbes

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