If a table member’s behavior is disruptive and interferes with the board’s ability to function as a group, the whole board must work together to solve the issue. Planning to wait out your problematic behavior – in the hope that it may improve when ever their term increased or they may depart by their own résolution — may possibly leave your company vulnerable.
Challenging board participants come in a large number of varieties: the dominator, exactly who attempts to talk over others and only areas their own opinions; the lose interest, who drones on during meetings and restates points that everyone else has already noticed; the naysayer, who contains grudges and tries to thwart every new idea; the box-thinker, so, who refuses to amuse alternative opinions; and the absentee, who frequently does not show for or is certainly late turning in assignments.
Frequently , a problem aboard member may be dealt with through open chat and a great reminder in the legal obligation to fulfill one’s role as a director by simply contributing to decision-making. During this conversation, it is vital to be clear and direct in describing the behavior that is unacceptable. It is also helpful to review board policies and, if necessary, consider amending your agency’s Values Affirmation to include language about treating people with respect and courtesy.
If the problematic board member’s behavior persists, the chair or accounting director (in conjunction along with the governance committee) should trigger a private dialog to discuss how a disruptive behaviours affect the efficiency of the mother board as a whole as well as the long term success of the agency. https://theboardmeeting.blog/dealing-with-board-director-misconduct/ A disciplinary plan should be discussed, having a clear comprehension of the steps which will occur if the behavior would not change (e. g., resignation, removal).