Executive Director Ineffectiveness is a Board Problem
So many times in the past month board members have told me that there are no problems with their board. Then they proceed to tell me that the biggest problem in the organization is that the Executive Director is not moving the organization froward or achieving the organization’s goals. My immediate thoughts are “Your board has a big problem!”
The most important role of the board is often considered to be ensuring that the organization has an appropriate senior staff person. To this end the board is responsible to hire an individual with the attitude, skills, and knowledge to move the organization forward by achieving its goals. That is just the first element in the board’s job regarding the senior staff person. The board is also responsible for ensuring that there is a current strategic plan with appropriate, measurable and time-specific objectives. The board ensures that resources and training are made available so the operational side of the organization is equipped to achieve the goals. Then the board asks for specific monthly or quarterly reports from the senior staff person to monitor progress towards the goals. The board gives feedback on the progress, praising work that is on track and asking for improvement regarding goals that aren’t being met. An effective board holds the senior staff person accountable by insisting on seeing corrective action plans quickly after noticing underachievement of a goal and by monitoring progress more frequently in underperforming areas that are critical to the organization’s future. If the business environment has changed so that the goals are no longer appropriate, the board changes the goals to provide redirection. If the senior staff person is not able to lead operations to achieve the current goals, then he is the wrong person for the job. Now the board is responsible to remove him from the position and start the hiring process again.
If your organization has an Executive Director who isn’t leading the staff and/or volunteers to achieve the organization’s strategic plan, what is your board doing about it? The board’s key roles are to direct the organization to achieve the owner’s goals and to protect the interests of the owners. If the Executive Director is underperforming, it is the board’s job to provide a current strategic plan with specific measurable goals; to hold the Executive Director accountable to achieving those goals; and to replace the Executive Director if his performance does not match the organization’s needs. Take the initiative to get your board engaged in addressing its problem.
November 19, 2009 at 2:27 am
cathie – As Founder/Directorof a new non profit, I am finding that the BOD that I selected does not share my mission. They are turning out too be ineffective, cannot make meetings,want to call in tand thenmute or walk away , and abruptly ending there mtg when they have to gosome place. I am partly tobalme I am sure They do not take their position seriously. there is so much animosity I cannot seem to getcontrol. What do I do??
November 21, 2009 at 4:56 pm
Darcy,
I have a few suggestions. Ensure that you have clear board terms. When do the current appointments to the board end? If you don’t have terms, set them up. Let everyone know that their term will end at the end of the current fiscal year. Write down the role of board members for your non-profit. Develop a potential board member biography form so you can collect appropriate information on their skills, knowledge, and views related to the organization’s mission before they are appointed to the board. Have one-on-one conversations with prospects and only invite those who are bought into the mission and excited about fulfilling the board role to join the board. Rather than assigning all current board members an end of term within the next year, you could ask them all to complete the information piece and have individual conversations with them. After sharing your intent for the organization and for board members, ask those whom you wouldn’t reappoint if they are excited about continuing to serve on the board. Most of them will probably be relieved that you are giving them a chance to opt out without you being offended with their resignation.
Cathie