Tips: Dealing with conflict between the top manager and governing body
Effective strategies include:
- honest and informative communication and feedback between a governing body and top manager
- clearly setting out, understanding and having a mutual respect for each other’s role, knowledge and responsibilities
- a clearly enforced chain of command between the governing body, top manager and staff
- regular meetings between the chairperson and top manager to discuss potentially problematic issues
- expectations and standards for the top manager’s conduct, set out in their contract and performance agreement
- annual review of the top manager’s performance, carried out by the governing body
- a written code of conduct for the top manager
- written procedures for counselling and/or dismissing the top manager for poor performance, misconduct or prolonged dispute with the governing body
- written procedures for appeal by the top manager for unfair dismissal or treatment by the governing body
- written policies and delegations to enable the top manager to get on with their job without hostility or interference from the governing body
- professional development, mentoring and training opportunities for the top manager in mediation and negotiation skills
- succession planning for the top manager’s position—no-one stays forever.