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What are the best practices for managing conflict with a board member?

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As an executive manager, you may face situations where you have to deal with conflict with a board member. This can be challenging, as board members have different perspectives, interests, and expectations than you. However, conflict can also be an opportunity to improve your relationship, communication, and performance with the board. In this article, you will learn some best practices for managing conflict with a board member effectively and constructively.

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Yashaswi Diwakar Sinha

Business Analyst | Engineer | SQL | Excel | Tableau
Minori Hara

Chief Data Officer (CDO) at International Atomic Energy Agency (IAEA)

1 Identify the source of conflict

The first step to manage conflict with a board member is to identify the source of the problem. Is it a personal issue, a strategic disagreement, a communication breakdown, or a performance gap? By understanding the root cause of the conflict, you can tailor your approach and avoid assumptions or generalizations. You can also ask yourself what are the goals and interests of both parties, and how they align or differ.

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Yashaswi Diwakar Sinha

Business Analyst | Engineer | SQL | Excel | Tableau
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Address conflicts with a board member by fostering open communication, understanding their perspective, and seeking common ground. Schedule a private meeting to discuss concerns calmly, focusing on specific issues rather than personal attacks. Establish clear expectations and roles, and work collaboratively to find solutions. If necessary, involve a neutral third party to mediate. Maintaining transparency and professionalism is crucial for effective conflict resolution.

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2 Choose the appropriate mode of communication

The next step is to choose the appropriate mode of communication to address the conflict. Depending on the nature and severity of the conflict, you may opt for a face-to-face meeting, a phone call, an email, or a letter. The key is to choose a mode that allows you to express your views clearly, respectfully, and professionally, while also giving the board member a chance to respond and share their perspective. You should also consider the timing and frequency of your communication, and avoid sending messages when you or the board member are emotional or busy.

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3 Use constructive feedback and active listening

When communicating with the board member, you should use constructive feedback and active listening skills. Constructive feedback is feedback that focuses on the behavior, not the person, and provides specific, actionable, and positive suggestions for improvement. Active listening is listening with the intention of understanding, not judging or interrupting, and showing empathy and interest. By using these skills, you can show the board member that you respect them and value their input, and also clarify any misunderstandings or misinterpretations.

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4 Seek common ground and mutual benefit

Another best practice for managing conflict with a board member is to seek common ground and mutual benefit. This means finding areas of agreement or shared interest, and emphasizing them in your communication. It also means looking for solutions that benefit both parties, and not compromising your core values or objectives. By seeking common ground and mutual benefit, you can foster a collaborative and cooperative atmosphere, and reduce the tension and hostility that may arise from the conflict.

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Minori Hara

Chief Data Officer (CDO) at International Atomic Energy Agency (IAEA)
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Emphasize the importance of inclusive decision-making, where all board members, regardless of their position or background, have a role in resolving conflicts. Boards are responsible for making strategic decisions that shape the future of the organization. Inclusive decision-making ensures that a diverse set of perspectives is considered in formulating and executing these strategies, leading to more comprehensive and effective outcomes.

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5 Follow up and monitor progress

The final best practice for managing conflict with a board member is to follow up and monitor progress. This means checking in with the board member regularly, and providing feedback and support as needed. It also means tracking the outcomes and results of the conflict resolution process, and celebrating the achievements and improvements. By following up and monitoring progress, you can ensure that the conflict is resolved effectively and sustainably, and that the relationship with the board member is strengthened and maintained.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Evgeny Popov
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Best practices for managing conflict with a board member involve maintaining professionalism and open communication. Address issues promptly and directly with the concerned individual, aiming for a private and respectful conversation. Listen actively to understand their perspective and express your views clearly and calmly. Seek common ground and focus on shared goals to find mutually beneficial solutions. If needed, involve a neutral third party to mediate the discussion. Document agreements to ensure clarity and accountability. It's crucial to keep the organization's best interests at the forefront, avoiding personal biases or emotions that could escalate the conflict.

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Minori Hara

Chief Data Officer (CDO) at International Atomic Energy Agency (IAEA)
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We should examine the ethical considerations in resolving conflicts at a board level, particularly when aligning solutions with core values and long-term objectives: Fairness and Impartiality: In conflicts, it's important to consider the interests and perspectives of all parties involved, including the board member. Avoiding biases and ensuring a fair evaluation of the situation contributes to ethical resolutions. Long-Term Impact: Ethical decision-making extends beyond immediate resolutions to consider long-term consequences. It involves evaluating how the chosen solutions impact the organization's reputation, relationships, and overall well-being in the extended timeframe.

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What are the best practices for managing conflict with a board member?

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6

1 Identify the source of conflict

2 Choose the appropriate mode of communication

3 Use constructive feedback and active listening

4 Seek common ground and mutual benefit

5 Follow up and monitor progress

6 Here’s what else to consider

Executive Management

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What are the best practices for managing conflict with a board member?

1

2

3

4

5

6

1 Identify the source of conflict

2 Choose the appropriate mode of communication

3 Use constructive feedback and active listening

4 Seek common ground and mutual benefit

5 Follow up and monitor progress

6 Here’s what else to consider

Executive Management

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