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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 - PowerPoint PPT Presentation
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The Board – Executive Partnership: Essential for
Success
www.LeadershipAging.org
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
otherwww.LeadershipAging.org
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
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
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
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
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
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
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
www.LeadershipAging.org