Just as you expect your senior managers to give performance feedback to their staff, it is important for the board to provide at least annual feedback to its only employee, the CEO or Executive Director. As board members you have the important role of encouraging your senior staff person.
The purpose of performance feedback is to ensure excellent performance. It’s rewarding for the CEO or Executive Director to hear from the board what they are doing well and to acknowledge the goals that are being achieved. It’s also helpful for the senior staff person who has the whole weight of operational leadership on her shoulders to feel supported.
When the board members see that some goals are not being achieved, they can ask the CEO or ED what the challenges are and then offer support, whether it be sharing personal expertise, reallocating resources, professional development, or a referral to an expert that can assist them over the hurdle. The board can be very supportive as it reaffirms the senior staff person’s focus of goal achievement.
I encourage the board to provide performance feedback at least annually, but ask that you consider giving feedback quarterly so that the CEO or ED stays motivated, feels appreciated, and gets meaningful support in the areas that may be troublesome for her. As you provide great feedback to your senior staff person, I think you’ll found that you are travelling the pathway to governance excellence.
To get a free training for your board, please visit: http://www.BoardofDirectorsTraining.com