Difficult members of a board can be a major challenge to the efficiency and cohesion of the board. While it may be tempting to let the issue go unnoticed in the hope that the person will change their ways or depart when their term is up, that’s generally not an effective strategy. It is more likely that the behavior will continue to grow more prominent, negatively impacting other employees which makes it difficult for them to perform their responsibilities efficiently.
One method to handle difficult board members is through directly intervening. Invite the person to an interview with the chairperson, or someone they respect and who is willing to listen to them, in order to discuss the reasons behind their behavior. Try to gain an understanding of what is driving the behavior, such as the feeling that they’re not respected or valued by other board members. It is crucial to have an ultimate goal in mind. For example the way they conduct themselves needs to change. This will prevent the conversation from becoming an argument or a conflict.
It is often helpful to bring this issue to the attention of other board members during a group discussion even if the individual isn’t addressed during a one-on-one conversation. This is a great opportunity for the chairperson to show that they are open to any input and are not afraid to confront problematic behaviour. It is also essential to record the comments made in order to inform people on any information that has changed when you return to them.
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