Key Points
- Being open and accountable also means that you want to people to feel comfortable raising issues they’re concerned about, even if they’re difficult or uncomfortable.
- Being open and accountable also means that you want to people to feel comfortable raising issues they’re concerned about, even if they’re difficult or uncomfortable.
- Having a process for handling difficult situations makes everything easier as it maps out the next step so you can keep going toward a fair outcome.
The best teams have trust within the group and with the rest of the organisation. They have respectful and inclusive discussions and can manage conflict and encourage debate without getting personal. Having a process (policy or procedure) in place to raise issues with the board, ensuring that any instances of potential misconduct are fairly investigated, and having crisis-management plans in place for when things go awry are all useful for demonstrating not just the ‘what’ is done when difficult issues arise, but ‘how’ the culture encourages and supports the resolution of difficult issues.
Difficult situations are unpleasant and tricky for everyone – and there’s no one approach that works in every situation. But it is important that difficult situations and unacceptable behaviour are addressed early as time rarely help situations improve.
Top Tip
Consider how a Code of Conduct might light the path forward to ensure everyone knows what acceptable behaviour looks like
Want more? ... check out these resources
Article - Governing Good - 7 minute read
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A good overview with suggestions on how to handle difficult conversations around the Board or Committee table. There is also a helpful section outlining some basic principles about navigating more difficult conversations in this helpful article by Governing Good.
Article - Australian Institute of Company Directors - 5 minute read
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Not all meetings or team interactions go to plan. So the Australian Institute of Company Directors has put together some suggestions about Chairing Difficult Board Meetings. There are also suggestions for how to deal with toxic behaviour in the Boardroom that could be considered and adapted to suit you.
Article - Institute of Community Directors - 5 minute read
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Dealing with Difficult Board Members explores different case studies of Board member behaviour and offers some practical suggestions for how to manage those situations.
Article - Australian Institute of Company Directors - 3 minute read plus 3 minute video
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Crises can happen in any organisation and the Australian Institute of Company Directors has outlined five steps to consider in developing a crisis management plan.
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There’s also a great article by the Institute of Community Directors that also has some YouTube content about a quick guide to getting apologies right when things haven’t gone as well as expected.