Let’s talk about something every nonprofit leader has faced but not everyone wants to admit—challenging board dynamics.
If you’ve ever sat in a board meeting thinking, How did we end up here?, you’re not alone. Whether it’s personality clashes, disengaged members, or the one person who dominates every conversation (you know the one), tough board dynamics can drain energy, slow progress, and make leadership a whole lot harder than it needs to be.
Here’s the good news: challenging board dynamics don’t have to derail your nonprofit’s mission. With the right approach, you can address tensions, reset expectations, and turn your board into a stronger, more functional team.
Step 1: Diagnose the Real Issue
Every board challenge has root causes—but they’re not always obvious. What looks like disengagement might actually be confusion about responsibilities. That board member who seems too opinionated? They might feel like they’re the only one asking the hard questions.
Before you start problem-solving, take a step back and ask:
🔹 Is this a personality conflict or a structural issue?
🔹 Have board expectations been clearly communicated?
🔹 Does everyone understand their role and how they contribute?
🔹 Are board meetings productive and engaging, or just status updates?
If the board hasn’t been set up for success, even the best-intentioned people will struggle.
Step 2: Reset Expectations (And Stick to Them)
A lot of board tension comes from unclear roles and expectations—or expectations that were never communicated in the first place. If board members aren’t showing up, aren’t engaged, or are stepping too far into operations, it’s time for a reset.
✅ Review board agreements – Every board member should have a clear understanding of their responsibilities, from attending meetings to fundraising expectations. If you don’t have a board agreement, now’s the time to create one.
✅ Revisit board governance – Is your board functioning like a strategic leadership team, or is it getting bogged down in operational details? Boards should be guiding the organization, not micromanaging staff.
✅ Make meetings matter – If board meetings feel like a waste of time, engagement will suffer. Shift the focus to discussions that require board input instead of long-winded reports.
Step 3: Address Conflict Head-On
Tension happens. But ignoring it? That’s a recipe for dysfunction.
If two board members are butting heads, avoid addressing it in a public meeting. Instead:
🔹 Have individual conversations – Check in with each person separately to understand their concerns.
🔹 Find common ground – Even the most stubborn board members can agree on one thing: the mission. Bring the conversation back to shared goals.
🔹 Facilitate tough conversations – If necessary, bring in a neutral third party (a consultant, mediator, or board chair) to help navigate difficult discussions.
And if someone is consistently toxic, refuses to engage productively, or creates a negative environment? It may be time for a conversation about stepping down. An ineffective board member can do more harm than good.
Step 4: Keep Board Members Engaged
Some board members start strong but fade over time. Others never fully engage in the first place. If you’re dealing with disengagement, ask:
- Are board members connected to the mission? Invite them to attend programs, meet beneficiaries, or hear impact stories firsthand.
- Are board meetings engaging? If meetings feel like information dumps, find ways to make them more interactive.
- Do board members know their strengths? Not everyone is comfortable making direct fundraising asks, but they can still open doors, host an event, or share the nonprofit’s work in their circles.
When board members see how they personally make a difference, they’re more likely to stay engaged.
Step 5: Know When to Make a Change
Sometimes, the reality is that not every board member is a good fit.
If you’ve tried everything—setting expectations, offering support, providing opportunities for engagement—but someone still isn’t showing up (literally or figuratively), it’s okay to have the hard conversation.
🔹 Start with a check-in – Ask if they still feel aligned with the board’s expectations and if there are barriers to their involvement.
🔹 Give them an off-ramp – If they’re no longer engaged, let them know there are other ways to support the organization beyond board service.
🔹 Prioritize board recruitment – Every board should have a succession plan. If you’re struggling with disengagement, it may be time to start looking for fresh voices.
A Stronger Board Starts Now
Challenging board dynamics don’t have to be a permanent problem. With clear expectations, open communication, and the right leadership, your board can move from tension to trust, alignment, and impact.
If your board needs a reset—whether it’s stronger governance, better engagement, or a more productive meeting structure—I’m here to help.
Book a call with me here, and let’s make sure your board isn’t just functioning—but thriving.
Kari Anderson, Principal
Incite Consulting
