Transforming Toxic Board Behavior: A Nonprofit CEO’s Guide

Dealing with toxic board members can leave CEOs feeling on edge, drained, and powerless. Many nonprofit CEOs need help with board members who resist new ideas and create conflict. Vu Le believes that one-third of nonprofit boards are harmful.

I developed a strategy to navigate these challenges and improve board health. This article provides actionable steps to deal with toxic board members. (Confused if you're dealing with toxic vs difficult behavior? Read this post.)

The Classic Approach: Epic Fail

? Typical responses like offering training or tolerating lousy behaviors don't work and can even jeopardize the CEO's job.

???My Approach

Instead of fixing or tolerating bullies, empower those who value professional behavior. Work with the entire board or as many members as are willing. Over time, this approach improves the board's culture and provides immunity to future toxicity.

Tactics to Turn Toxicity into Strategic Opportunities

?? Empower Respectful Members

Build a coalition and encourage board members to speak up and support others when they call out unprofessional behaviors. Affirm these contributions during meetings.

Why this works: Meetings improve when members feel supported and empowered to speak.

Next steps: Identify a board champion to promote inclusive discussions.

"Remember the inmates (i.e., board members) run the prison. The deeper problem is that the members of the team do not support each other."--Adapted from Peter Block.

???? Promote Collective Decision Making

Guide discussions to ensure the board hears all voices. Implement structured decision-making processes.

Why this works: Structured discussions lead to better, collective decisions.

?How to start: Design meetings so everyone has a chance to speak.

?? Require Professional Behavior

Establish and communicate expectations for board conduct. Address toxic behaviors immediately.

Why this works: Setting and defending boundaries creates a united front.?

Get started: Plan responses and consequences for when boundaries get crossed.?

?? ?Focus on the Nonprofit's Work

Incorporate mission, vision, and values into every meeting. Use these to set the tone and the meeting's focus.

Why this works: Reminders of core values and your mission shift mindsets from individual needs toward the nonprofit's goals.

Do it: ?Pick a focus document, paragraph, or value for the next meeting and decide how to incorporate this "focus moment."

??? Mini Case Study: Overcoming Resistance

A long-standing board member, Larry resisted hiring a COO, delaying discussions for six months. The CEO called me in to address this challenge. By empowering respectful board members and promoting collective decision-making, we overcame Larry's resistance and successfully moved the hiring process forward." That was amazing, " the CEO said after the meeting.

During a follow-up check-in six months later, though Larry was still adamant about everything, the board listened and considered his concerns but didn't let him dominate the meeting.

?? Key Takeaways

1. Recognize the Signs: Understand the impact of toxic board members.

2. Avoid Common Pitfalls: Don't tolerate or try to fix toxic behavior.

3. Adopt a New Strategy: Empower respectful members and create a zero-tolerance culture.

4. Immediate Actions: Act now to promote a healthy board.

"Abandon Hope All Who Enter Here?" During my first permanent position, we had two toxic board members. One confronted me in the parking lot after a meeting. I calmly disagreed and shared my position. He stepped back and seemed to shrink. I was shocked then and still am—by the power of words.

You can lead your nonprofit board to better health and better serve your organization. Please contact me for personalized advice or to discuss using this strategy.

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Valuable ideas, Karen! Like.