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.