How can you give effective feedback to your board of directors?

1 Prepare your feedback

Before you give feedback to your board of directors, you need to prepare it carefully. This means identifying the purpose, scope, and timing of your feedback. What are the main points you want to convey? What are the specific examples or evidence you will use to support them? When and how will you deliver your feedback? You should also anticipate how the board might react to your feedback, and plan how you will address any questions, objections, or emotions that may arise.

2 Use the right tone and language

The way you communicate your feedback is as important as the content. You should use a tone and language that is respectful, professional, and positive. Avoid harsh, vague, or personal attacks, and instead focus on the facts, the impact, and the desired outcomes. Use words and phrases that show appreciation, recognition, and encouragement, such as "thank you", "well done", and "I appreciate". You should also balance positive and negative feedback, and highlight the strengths and achievements of the board as well as the areas for improvement.

3 Be specific and actionable

Your feedback should be specific and actionable, meaning that it should clearly state what the board did well, what they need to improve, and how they can do it. Avoid generalizations, assumptions, or opinions, and instead use concrete examples, data, or observations to illustrate your points. You should also provide clear and realistic recommendations, suggestions, or goals for the board to follow, and explain how they will benefit from them. You should also avoid overwhelming the board with too much feedback at once, and prioritize the most important or urgent issues.

4 Listen and engage

Feedback is not a one-way communication, but a dialogue. You should listen and engage with the board members, and show that you value their input, feedback, and perspectives. You should invite them to ask questions, share their opinions, or express their concerns, and respond to them with empathy, respect, and openness. You should also acknowledge any feedback that they give you, and thank them for their honesty and willingness to improve. You should also seek to understand the reasons behind their actions, behaviors, or decisions, and avoid making judgments or assumptions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?