Nonprofit board of directors

[bookman51]

I am on the board of directors of a local nonprofit organization. We have historical buildings that need serious repair and I have been working with another board member to get estimates from tradesmen/contractors. This past week after a contractor and I had spend quite a bit of time out in the heat looking at the buildings, I asked the executive director to meet briefly with the contractor to hear what he had to say. She responded by telling me to quit trying to organize her time. Frankly, I was shocked. I had a brief and unsatisfactory conversation with the executive director politely but firmly telling her what I thought of her response. Seems like I could do one of three things: 1) let it go; 2) take the issue to the president of the board or the entire board); or 3) resign a. quietly; b. not so quietly. My wife and I, before retirement, spent most of our careers with nonprofits and if either of had said something like to to a board member, we probably would have needed to be looking for new employment---probably very soon. So what is the thinking of folks? I really do not want a lot of drama or grief in my retirement but I do believe in the mission of the nonprofit.

 

[RobbieB]

Did you get the estimate?

 

[Irishgirlyc58]

Who does the executive director officially report to?
One person or the entire non profit board?

 

[bookman51]

Did you get the estimate?

Yes, got the estimate, but there are a series of complicated
options.

 

[bookman51]

Who does the executive director officially report to?
One person or the entire non profit board?

Entire board, but the board has an executive committee that probably deals with personnel issues the entire board may not know about.

 

[Irishgirlyc58]

I would report it to the executive committee and let them decide if any action needs to be taken.
You also might ask if you should have followed a different protocol than calling the executive director directly.

I can’t imagine responding to a board member like that regardless but I obviously don’t know the culture of that nonprofit.

 

[gcgang]

Take it to the Executive (? no staff) Session, or to the President or an officer you think would handle it well.

The non profit where I’m a Board Member just made a change in our Director. Nothing specific the former Director did, but it was a series of not well handled anecdotes that finally tipped the scale to seek a new Director. Four months in, and we are very happy.

Whether your incident is a drop in the bucket or a full bucket, those who review the Director should be aware.

 

[aja8888]

You are retired, correct. Well, then retire. You don't need this stuff.

 

[Keim]

Spot on IrishGirl. Let the committee do its job

 

[Scrapr]

Before I up & quit (assuming you like the place) I might ask for a few minutes to check to see if the Director has other outside pressures (family, marital,kids, etc) The response seems out of proportion to the request. Maybe just having a bad day? Or a systemic issue. I would file away a response in your head for "bad day"' & I might escalate for a systemic issue

 

[HarveyS]

Spot on IrishGirl. Let the committee do its job

+1

 

[RobbieB]

Give the boss the estimate and you're done.

 

[pb4uski]

Throw the ED under the bus. She deserves it.

 

[Octogirl]

Do not quit if you have a passion for the non- profit's mission/ historic buildings.
Take the issue to the president of the board or Exe committee.
Behaviors are usually not random and the executive director may have "communicated poorly " with other board members or stakeholders.
Consider your previous communications with this person - have they been civil ?

 

[HarveyS]

Throw the ED under the bus. She deserves it.

Just point out she put herself under the bus.

 

[Montecfo]

I'm not sure I would do anything. If this is her operating style, it is probably already known. If not, she was having a bad day (she should apologize but many people lack the courtesy to do so, especially of they feel they are ceding ground).

As far as continued participation, I would decide that based on future events if this is a single incident to this point.

This tack avoids drama and leaves options open.

 

[Dd852]

I went off two no profit boards this year. My rule is simple - once the aggravation is greater than the pleasure, it isn’t worth my time. I went quietly both times - but as I’ve also stopped donating I assume if anyone actually cared they’d figure it out.

 

[splitwdw]

I am on the board of directors of a local nonprofit organization. We have historical buildings that need serious repair and I have been working with another board member to get estimates from tradesmen/contractors. This past week after a contractor and I had spend quite a bit of time out in the heat looking at the buildings, I asked the executive director to meet briefly with the contractor to hear what he had to say. She responded by telling me to quit trying to organize her time. Frankly, I was shocked. I had a brief and unsatisfactory conversation with the executive director politely but firmly telling her what I thought of her response. Seems like I could do one of three things: 1) let it go; 2) take the issue to the president of the board or the entire board); or 3) resign a. quietly; b. not so quietly. My wife and I, before retirement, spent most of our careers with nonprofits and if either of had said something like to to a board member, we probably would have needed to be looking for new employment---probably very soon. So what is the thinking of folks? I really do not want a lot of drama or grief in my retirement but I do believe in the mission of the nonprofit.

Did the executive director know you were talking to the contractor that day, was she on location, was it necessary that she listen to the contractor, could she call the contractor later to speak with him at a more convenient time, do you know what her schedule was?

 

[Aerides]

I'm not sure I would do anything. If this is her operating style, it is probably already known. If not, she was having a bad day (she should apologize but many people lack the courtesy to do so, especially of they feel they are ceding ground).

As far as continued participation, I would decide that based on future events if this is a single incident to this point.

This tack avoids drama and leaves options open.

I agree with this. Was it an event or a pattern? If it was an unusual out of character response, or if you have had no prior direct interactions to judge, chalk it up to a bad day or bad timing and forget it. Until/unless it happens again.

 

[OldShooter]

DW's hobby for a couple of decades has been serving on and chairing various nonprofit boards, so I have had a spectator seat on many -- at least 20. Serving on a nonprofit board is quite a different thing than having a job. BoD members are highly invested in the mission of the organization and are usually very generous with both their time and their money.

Dealing with staff is potentially sticky because staff cannot function if they have to continuously respond to five or ten BoD bosses. The best rule for individual board members is that I have seen is "Fingers out, noses in." I.e. watch carefully but don't touch.

Nonprofits are almost always highly political too. Who likes whom, for example. As long as the board chair and the executive committee like the executive director, they will not be highly responsive to an occasional complaint about her.

So, @bookman51, I think you should consider very carefully what the politics are and who the real players are. Then consider what you are trying to accomplish and determine what your most politically effective strategy might be. (It might be to say nothing.) You're in a somewhat unusual position, running the rehab procurement as a BoD member. So you have one foot in each camp/BoD and staff. This effects things too, because you do not want to render yourself ineffective going forward by whatever action you choose here. Good luck!

 

[jollystomper]

So, @bookman51, I think you should consider very carefully what the politics are and who the real players are. Then consider what you are trying to accomplish and determine what your most politically effective strategy might be. (It might be to say nothing.) You're in a somewhat unusual position, running the rehab procurement as a BoD member. So you have one foot in each camp/BoD and staff. This effects things too, because you do not want to render yourself ineffective going forward by whatever action you choose here. Good luck!

From my experiences I wholeheartedly agree with this. My simple minded summary: Is this a hill you choose to die on? Based on the response to that question, act accordingly . Good luck!

 

[bookman51]

I would report it to the executive committee and let them decide if any action needs to be taken.
You also might ask if you should have followed a different protocol than calling the executive director directly.

I can’t imagine responding to a board member like that regardless but I obviously don’t know the culture of that nonprofit.

I was asked by the chair of the board committee to do what I did. No, I cannot imagine the response being acceptable either. Thanks

 

[bookman51]

Before I up & quit (assuming you like the place) I might ask for a few minutes to check to see if the Director has other outside pressures (family, marital,kids, etc) The response seems out of proportion to the request. Maybe just having a bad day? Or a systemic issue. I would file away a response in your head for "bad day"' & I might escalate for a systemic issue

In talking with a few (but not all) of the other directors, it is systemic. However, this is the first time I have experienced something so direct from the director. I have experienced some other things she handled pretty ham-handedly. Thanks

 

[bookman51]

Did the executive director know you were talking to the contractor that day, was she on location, was it necessary that she listen to the contractor, could she call the contractor later to speak with him at a more convenient time, do you know what her schedule was?

Yes, she knew he was there. I spent about 30 minutes in the heat getting the unabridged version of what he had to say. During that conversation I learned he knew her. I thought she might want to get the Cliff's Notes five minute version in the air conditioned comfort of her office. She could have told me that she had a phone call to make, a meeting to go to, etc. but no, she started off with "You have to quit trying to schedule my time." I have a hard time thinking that is an appropriate response in almost any circumstance. Thanks

 

[OldShooter]

In talking with a few (but not all) of the other directors, it is systemic. However, this is the first time I have experienced something so direct from the director. I have experienced some other things she handled pretty ham-handedly. Thanks

Well, then, game over. Nothing to see here, folks.

There is something or someone keeping the board from dealing with her. Your option, which may be a total waste of time, is to talk to board members quietly and individually and listen to their opinions on the subject. To the extent that they ask, you can offer yours. From that point (assuming you want to stay on the board), it’s a matter of wait and see. You are a passenger, not the driver.