organization’s strategic management

Respond to my classmate discussion by proposing a different way than your classmate presented to address the conflict that was identified. (MINIMUM OF 250 WORDS)

Discussion 1 (Dawn)

Describe how the role of the board and the role of the CEO might clash or create conflict.

Traditionally, the CEO or Executive Director (ED) establishes a set of productive ideals, implementing them into a mission/vision that will provide collective guidelines for all day-to-day operations. More precisely, “the role of the CEO or Executive Director (ED) is to manage the operational work completed by staff and/or volunteers that is needed to achieve the organization’s mission” (Bruni, 2022, p. 443).

Conversely, the Board’s responsibilities include efficiently establishing and allocating resources while providing oversight regarding the organization’s strategic management as they “…set the rules of the game for the CEO. [The] job of the board is to hire, fire, and compensate the CEO, and to provide high-level counsel” (Bruni, 2022, p. 443).

Describe at least two specific conflicts that might come up.

“When these two roles of advice and supervision are well balanced, and when Boards can rely on their CEOs for information and compliance, then Boards are likely to be functional” (Frankel, 2008, p. 502). The potential conflict between the CEO and the Board may arise as a ‘power struggle’ because Boards “… have a hands-on role and perform all of the organization’s operations, from raising funds to balancing its bank accounts and making decisions about its programs. But as the organization grows and a professional is hired to serve as its executive officer, the division of responsibilities and functions between the board and that staff leader becomes a central consideration” (Worth, 2021, p. 93)

Specific conflict can occur via the misperception of the perspective duties, powers or roles of the Board or CEO. This can (and often does) lead to one or the other perceivably overstepping their authority/relative boundaries. The particulars of each must be comprehensively explained and understood by all parties involved in the decision-making process to avoid potential stressors.

The success of an organization relies heavily on the synergy between the board and CEO. The alignment of their duties and responsibilities is crucial in maintaining a productive and harmonious work environment. Any discrepancy in their roles may result in tension and hinder the organization’s progress in achieving its goals. Therefore, it is essential to establish a clear understanding of both parties’ expectations and responsibilities to ensure the organization’s smooth operation.

Conflict can also arise between the CEO and its board members in any organization. This can be detrimental to the organization’s success. Personality conflicts can be highly disruptive when the CEO and Board Member(s) clash or may have different approaches



or perspectives related to missions, goals, or collective ideals. This can cause tension and opposition between the two entities, leading to infighting, disagreements, and disputes.

Leaders must prepare for potential conflicts by taking proactive steps to avoid this situation. This includes establishing clear communication channels to ensure all parties are generally on the same page and understand the company’s objectives and values. Additionally, setting expectations for handling disagreements helps prevent conflicts from escalating.

Propose at least one way to address one of the conflicts you described.

In instances where personality conflicts and disagreements arise, it’s essential to have a protocol in place to resolve issues constructively. This involves having mediators and facilitators available to help initiate and oversee discussions and negotiations. Developing conflict resolution strategies is also essential, as is having a system that ensures all parties’ perspectives are considered and their concerns are addressed.

Taking these proactive steps and having consistent communication and collaboration (between these two stakeholders) allows problem-solving potential conflicts and/or differences prophylactically. By working together to find mutually beneficial solutions, the organization can benefit from the expertise of both parties, leading to more effective decision-making and, ultimately, better outcomes for everyone involved; “The key is to have solid relationships, a common understanding of the mission, and a culture of civil discourse so that we resolve the conflict and unite behind the solution” (Wilson, n.d, p. 1). Here, leaders can create a more productive and harmonious leadership dynamic that benefits the organization. This will help the company to achieve its goals and objectives while avoiding potential conflicts that can hinder its success.


Bruni‐Bossio, V., & Kaczur, M. (2022). The power‐structure model of non‐profit governance. Corporate Governance: An International Review, 30(4), 442-460.

Frankel, T. (2008). Corporate Boards of Directors: Advisors or Supervisors. U. Cin. L. Rev.,77, 501. Wilson, E., & Herman, M. L. (n.d.). Clash of the nonprofit titans: Managing board and CEO conflictsLinks to an external site.Links to an external site.. Nonprofit Risk Management Center. managing-board-and-ceo-conflictsLinks to an external site.

Worth, M. J. (2021). Nonprofit management: Principles and practices (6th ed.). SAGE Publications.






Respond to my classmate discussion by proposing a different way than your classmate presented to address the conflict that was identified. (MINIMUM OF 250 WORDS)

Discussion 2 (Parfaria)

• Describe how the role of the board and the role of the CEO might clash or create conflict.

Some of the issues that can cause conflict between CEOs and board members is the Lack of clarity regarding roles and authority, and responsibilities that come with it. While sometimes it is painfully obvious that a conflict is brewing, other times it creeps up until it eventually explodes, usually at the worst time possible (Wilson, E, Herman, L. M 2032). Also, the CEO’s job is to manage the company’s executive team and pursue goals that are meant to drive the company forward, while the board sets these goals and gives counsel to the CEO. However, a CEO’s decisions are often driven by a company’s board of directors, an elected group that represents company shareholders.

• Describe at least two specific conflicts that might come up.

Leadership: Leaders can have unique leadership styles and communication preferences. Sometimes these differences can cause challenges for team members. When you are in a leadership position, you can help minimize these conflicts by taking time to analyzing the leadership style. for example, you may want to adjust your leadership style to help you build connections with all of your unique team members.

Relationship Conflict: Relationship conflict, arises from differences in personality, style, matters of taste, and even conflict styles. In organizations, people who have not met in real life are often thrown together and must try to get along. Then that relationship conflict can be common in organizations. long-simmering tension with a colleague, whether over work assignments, personality differences, or some other issue.

• Propose at least one way to address one of the conflicts you described. Before I go and report to a manager, I would try to invite the colleague out to lunch and try to get to know him or her better. Also, I will try things like if we have things in common whether its children the same age, or shared concerns about problems in our organization may help bring us together. Then if I feel comfortable, I will bring up the source of the tension and focus on listening to the other person’s point of view. I will resist the urge to argue or defend my position. Also, I would demonstrate empathy and interest so, he or she is likely to reciprocate. If the conflict persists or worsens, then I would get help of a manager in resolving our differences. The goal is to minimize the potential negative impacts that can arise from disagreements and increase the odds of a positive outcome (Coursera, 2023)





Wilson, Emily & Herman L. Melanie, (2023). of-the-nonprofit-titans-managing-board-and-CEO-conflicts/ Clash of the Nonprofit Titans: Managing Board and CEO Conflicts – Nonprofit Risk Management CenterLinks to an external site.

Coursera, (2023). Conflict Management: Definition, Strategies, and Styles | Coursera



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