Workplace advice: Boards can change their minds about an executive director, particularly if your letter convinces one board member that it’s important to look into the situation.
I left my job, one that was very important to me, and ultimately left the state, because I worked in a dysfunctional, toxic environment. I wasn’t the first senior professional to leave this workplace. Like me, all of them were aware there was no comparable organization in Alaska, which meant departing the state if we wanted to remain in our chosen professions.
I told the HR director in my exit interview that I was leaving because of the toxic environment. She’s one of those people who keep their head down because they don’t want it lopped off, so I knew I was wasting my breath. I know that a former employee wrote a letter to the board chair. That also went nowhere. The executive director has invested a great deal of time and effort to ensure the board chair hears only slanted information.
Boards can change their minds, particularly if your letter convinces one board member that it’s important to look into the situation. I know of one instance in which a board gave their executive director an unconditional vote of confidence after receiving an employee petition making allegations against the director. While the board initially thought the allegations were the result of disgruntled former and current employees, they decided to have a neutral person investigate.
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