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The Board – Executive Partnership: Essential for Success

The Board – Executive Partnership: Essential for Success. The Board – Executive Partnership: Essential for Success. Invest in the relationship with each other Setting goals with each other Communicating regularly with each other Requiring accountability of each other

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The Board – Executive Partnership: Essential for Success

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  1. The Board – Executive Partnership: Essential for Success www.LeadershipAging.org

  2. The Board – Executive Partnership: Essential for Success • Invest in the relationship with each other • Setting goals with each other • Communicating regularly with each other • Requiring accountability of each other • Coaching and feedback with one another • Rewarding for job well done with each other www.LeadershipAging.org

  3. Invest in the relationship to build trust • Meeting regularly with executive to build a atmosphere of support and teamwork. • Listening and support are important elements of trust on both parties. • Establish an atmosphere of openness and sharing that results in learning. • What if trust is broken? www.LeadershipAging.org

  4. Plan together and agree upon strategic goals • Are these the goals that will make the organization stronger for the future? • Are these goals measureable? • Tie goals to agenda. • What are the boards goals? www.LeadershipAging.org

  5. Communicate and spend time together • Board should get involved to understand the program of service • Executive should establish a regular short informative tool for board • Packets for board should contain “knowledge” and not “data” • Encourage questions and reflection www.LeadershipAging.org

  6. Hold each other accountable • Require management to have systems of accountability for all departments • Executive and Board Chair holding board members accountable for attendance, chairing task forces, fulfilling their responsibilities • How do you know if you are meeting these goals: • Mission Effectiveness • Financial Solvency • Resident Satisfaction • Employee Satisfaction • Building and Equipment Replacement • Fund Raising Effectiveness • Social Accountability www.LeadershipAging.org

  7. Coaching and feedback: Don’t wait until end of year • Everyone wants and needs feedback • Agree upon a coaching and feedback process with Executive • Keep process focused on business goals and outcomes www.LeadershipAging.org

  8. Rewarding for a job well done • Establish agreed upon salary increases or bonuses before hand • Gather comparative benchmarking data regularly • Make goals measureable • Celebrating your achievements www.LeadershipAging.org

  9. Board should plan and evaluate self • Spend time establishing your own social capital • Approve an annual set of plans and goals • Reflect and evaluate your performance • Establish appropriate thank you’s for board contributions. www.LeadershipAging.org

  10. www.LeadershipAging.org

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