When Your Board is Your Biggest Barrier to Change

It's a chamber professional's nightmare: you're excited about a new initiative, but your board isn't on board. They're resistant to change, stuck in their ways, and maybe even a little dramatic.

What's a chamber pro to do?

It requires a multi-pronged approach where you analyze the individuals and their backgrounds, build relationships, in addition to “selling” your idea for change.

How to Overcome the Common Barriers to Innovation

Since there are many things at work when it comes to implementing change, let’s break down common areas of stoppages and log jams.

Navigating the Challenges

First, remember that your board members are volunteers with a lot of other commitments. They may not be as invested in the chamber as you are, and they may not see the need for change. That's where you come in.

Conversely, some board members have the idea that everything needs to be changed overnight. That’s a form of change management too. You don’t want to change just for change’s sake. You need it to be strategic and think it through.

Communication is Key

Start by having open and honest conversations with your board members. Explain why you think change is necessary, and what the benefits will be. Be prepared to answer their questions and address their concerns. Give examples of other chambers have embraced what you’re suggesting and share their results.

Transparency and Trust

Be as transparent as possible about your plans. Share data, research, and case studies that support your case for change. The more information you provide, the more likely your board members will trust your judgment.

Don’t be afraid to share one example of it not working out. This may sound like self-sabotage but finding a small example of when the innovation you’re proposing didn’t work out (and why), will build trust. The board will feel like you’re not only being more open but also that you have a plan if things go sideways because you know what has worked and what hasn’t.

Building Relationships

Take the time to get to know your board members on a personal level. Build relationships with them outside of chamber meetings. The better you know them, the easier it will be to have difficult conversations.

Speaking of…

Managing Difficult Relationships

Not all board members will be easy to work with even when you get to know them. Some may be resistant to change no matter what you do. In those cases, it's important to be patient and persistent. Keep the lines of communication open and continue to share information about your plans.

Building Confidence

One of the best ways to get your board on board with change is to build their confidence in your leadership. Show them that you're competent, capable, and committed to the chamber's success. Look for quick wins in other areas so that you can build your reputation in their eyes.

Mastering Soft Skills

A firm handshake, a smile, and a pleasant word are the start of building a relationship but when it comes to your board, it takes a whole lot more than that.

Understanding Your Board's Dynamics: Before diving into change, it's crucial to understand your board's unique dynamics. What are their individual motivations? What are their communication styles? What are their past experiences with change? This understanding will help you tailor your approach and avoid unnecessary conflict.

Building Consensus: Change is often met with resistance, so it's important to build consensus among your board members. Start by identifying key influencers and champions for your cause. Work with them to develop a shared vision for the future. Use data and storytelling to paint a compelling picture of the benefits of change.

Empowering Your Board: Your board members are more likely to embrace change if they feel empowered to participate in the process. Involve them in decision-making, seek their feedback, and give them ownership of key initiatives. This will help them feel valued and invested in the chamber's success.

But no matter how well you brush up on your soft skills and build relationships, no board should be everlasting.

Board Term Limits and Recruiting

Board term limits can be a valuable tool for ensuring that your chamber has a fresh flow of new ideas and perspectives. By limiting the number of terms a board member can serve, you create opportunities for new people to join the board and bring their unique experiences and insights to the table.

Term limits are governed by your bylaws. If they need to be adjusted, you should start there. It’s important to note that if you’re in the middle of a battle over a change you want to implement and you initiate a conversation about term limits at that time, you may erode any of the relationship that you’ve built. Instead, revisit term limits ahead of trying to implement other change. You don’t want your board to feel like you are trying to get rid of them because they don’t agree with you.

Additionally, when recruiting new board members, it's important to look for people who are innovative thinkers and who are not afraid to challenge the status quo. These are the people who will help your chamber move forward and achieve its goals.

How to Recruit Innovative-Thinking Board Members

If you want to recruit innovators try:

Reaching out to diverse industries and communities. Make a concerted effort to recruit board members from a variety of backgrounds, including technology, healthcare, education, etc.

Looking for people with a track record of success. Look for board members who have a proven track record of success in their respective fields. Just because someone seems eager to work with you, does not mean you need to put them on the board. Your board will help you plan strategically and should be comprised of top business leaders in the community. There are other volunteer positions for people who do not meet the qualifications.

Asking the right questions. During the interview process, ask questions that help assess a candidate's ability to think creatively and their willingness to embrace change. Ask about times when they innovated and managed change in their own business.

Final Tips for Successful Innovation

Once you’ve set the groundwork for the change you want to implement, try these steps to build momentum:

Start small. Don't do everything at once.

Get buy-in from key stakeholders. Find a champion on your board to support the initiative.

Be patient and persistent. Use good examples of how it can and will work.

Celebrate successes along the way. Waiting for a big win in something as large as affordable housing, for instance, can make a lot of people bail on you. Instead, set up micro goals that you can hit along the way and celebrate them. This will help keep your board motivated and engaged. Recognize their contributions, highlight positive outcomes, and acknowledge the progress that's been made.

Don't be afraid to fail. When you have vocal detractors it’s easy to feel like “this better work or else.” That’s a lot of pressure. Instead, set yourself up for success and know that you’ll achieve the end goal even if you must go through multiple ideations to see it to a successful conclusion. Not every change initiative will be successful. It's important to learn from failures and use them as an opportunity to grow. Conduct post-mortems, identify areas for improvement, and adjust your approach accordingly. This will show your board that you're committed to continuous learning and improvement.

Remember, change is a process, not an event. It takes time, effort, and patience. But with a little planning and perseverance, you can get your board on board with change and lead your chamber to success.

The business community’s needs change rapidly. To stay ahead of the curve, you need to innovate. But innovation (and change) can be scary, especially for board members who are used to doing things the old way.

Leading change in a chamber of commerce is challenging, but it's also incredibly rewarding. Repeat after us:

I can overcome the challenges, navigate the drama, and get my board on board with change.

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