Tips for Handling Toxic Board Members

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Imagine that your mission is a destination. Your organization and its operations are the vehicle moving towards that destination. Your board members are the drivers behind the steering wheel of that vehicle. Your board members’ goals should ensure that organization continues to stay on course. They should be shaping a secure and sustainable future for the organization by implementing sound procedures and financial management policies. But what happens when the drivers aren’t in agreement? What happens when one driver hijacks the car? The car stalls or otherwise gets lost from its destination. Similarly, when there is a toxic board member, the organization can’t move forward. Here’s how to recognize and handle a toxic board member, ease tensions, AND preserve the organization’s future.

Identifying a Problem

The first step to solving a problem is recognizing that one exists. Some of the biggest complaints and behaviors that we see that both cause tension AND are signs of a bad board member include:

• regularly missing meetings

• pursuing a personal agenda

• refusing to help fundraise

• failing to handle confidential information securely

• refusing to accept or complete tasks

• failing to disclose conflicts of interest

• monopolizing board discussions, or simply not participating in the conversation at all

• behavior disrespectfully toward the board president and other members

Taking Action

If any of these behaviors are occurring within your organization’s board of directors, they should be addressed sooner rather than later to prevent any further tensions and damage to the organization.

Step 1: Review board member requirements with the entire board

At your next board meeting and/or via email, review the requirements of board members with everyone on the board. (If you don’t have board member requirements, then take the time to develop them now.) This way, the toxic board member won’t immediately feel singled out. Additionally, reviewing board member requirements with the entire group helps ensure that every board member is on the same page concerning duties and requirements and brings any problematic behaviors to light.

Step 2: Have a private conversation with the toxic board member

If the problematic behavior persists, have a frank discussion with the toxic board member in private. It’s important to note that the Chair or President of the board is responsible for these conversations, not the organization’s Executive Director or a fellow board member.

This conversation should include:

• Clear communication of how their behavior does not meet the board member requirements

• A discussion on how disruptive behaviors prevent good decision-making and the negative effects their actions have on the organization’s future.

• A discussion of the disciplinary plan of action that will occur if behaviors do not change. This plan should conclude with a removal.

Step 3: Remove the toxic board member

If the member’s behavior does not improve, and the steps of the disciplinary plan of action have been exhausted, then the best choice for the organization’s health is to remove the toxic board member.

If the board’s next election is already in the works, you can first ask the exiting board member to resign. If this is not effective, consult your organization’s bylaws to see what kind of vote will be required to remove this member (e.g., majority, two-thirds, unanimous, etc.).

When presenting a case for a board member’s removal to the rest of the board, remind members of the requirements you recently reviewed together, how the toxic board member’s actions violate these requirements, and the exhausted disciplinary plan of action.

Moving Forward

For your organization to function effectively, its board of directors must create an open dialogue of productive discussions in a respectful environment. If a member is threatening this possibility, the sooner the issues are addressed, the better. Often, problematic behavior can be remedied by effective, early intervention. If this does not work, you should not hesitate to more drastic steps to address issues and get the organization back to operating healthily.

If you’re looking toward your nonprofit’s future but not sure how to get where you want to go, our experts can help you take the first steps. Contact us to learn more about our nonprofit consulting services.