Bold Accountability: Turning Conflict Into Progress

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All too often, conflict is seen as something to avoid. But when approached the right way, constructive conflict can actually help boards grow stronger and increase their impact on the organizations they serve.

So how exactly can board professionals navigate conflict and turn it into progress?

Dr. Emilie Socash, founder and CEO of the Nonprofit Help Center, joined us for a recent ATLAS Leadership Series webinar to explore how moments of tension can become opportunities for deeper trust and measurable progress. Attendees walked away with:

A practical framework for navigating conflict without eroding trust
Tools for building accountability across the board and leadership team
A customizable board accountability charter to begin using right away

Read on to explore our top takeaways from the practical, actionable session.

Constructive Conflict Can Strengthen Boards

Socash kicked off the session by defining conflict as a “serious disagreement that often plays out over time. It could be centered about any number of topics, from how to handle shortfalls to rightsizing staff to who is responsible for what on a project.

There are types of conflicts:

Constructive: Goal-oriented, respectful, productive
Destructive: Hostile, avoidance-prone, unresolved

Few people enjoy conflict. But constructive conflict – when it’s handled well – doesn’t have to divide a board. It can actually spark innovation, sharpen focus, and deepen trust among members.

“If we are pursuing constructive conflict, this can allow individuals, team members, and board members to explore differing perspectives and challenge our assumptions and uncover some innovative solutions,” Emilie said. “Respectful disagreement can deepen our understanding of the organization’s mission and can strengthen our bonds with the people we’re serving alongside.”

By embracing conflict as an opportunity rather than a threat, boards can move beyond surface-level consensus and instead engage in the kind of dialogue that drives meaningful progress.

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Learning Conversations Transform Conflict Into Understanding

Many conflicts stem from assumptions about what happened, how it made us feel, or what it means for our identity and values. Shifting the focus from blame to curiosity is what transforms conflict into progress.

“We don’t seek to win. We seek to understand and move closer to the other person’s vantage point,” Emilie explained.

Instead of assuming we know the other person’s motives, a learning conversation allows us to share our perspective while creating space to understand theirs. This shift creates clarity, connection, and stronger collaboration at the board table.

Accountability Maintains Trust Around the Boardroom Table

Conflict alone doesn’t strengthen boards. Constructive conflict must be supported by healthy accountability, as it gives board members clarity about roles, expectations, and outcomes so disagreements don’t fall into frustration.

“Conflict and learning conversations help our organizations grow,” Emilie said. “Accountability is what maintains the trust and effectiveness around the board table.”

Healthy accountability means setting clear expectations, following through, and fostering open communication. Without accountability, even constructive conflict can lose momentum and leave issues unresolved.

Four Factors Build Healthy Accountability

Accountability doesn’t happen by chance. Instead, it’s built on 4 factors:

Assignment: “Accountability starts with clarity,” Emilie said. Everyone should know exactly who is responsible for what, along with deadlines and expected outcomes.
Ability and resources: Even the most motivated board member can’t deliver without proper training, access to information, and the right tools.
Progress measured: Metrics and milestones keep progress visible and prevent goals from slipping into what Socash called a “black hole of assumption.”
Feedback: Timely and useful feedback reinforces what’s working and addresses challenges before they escalate.

Together, these factors provide a practical framework that helps boards move beyond good intentions and turn accountability into measurable results.

Accountability Charters Create Shared Standards

Adopting an accountability charter can help make accountability tangible in the boardroom. Essentially, an accountability charter is a simple, customizable document that defines how members should treat one another and hold themselves responsible.

“A charter doesn’t have to be a formal, stamped policy,” Emilie said. Instead, it can be a set of agreed-upon practices that guide behavior and expectations. Some examples include assuming positive intent, asking for help when needed, showing up prepared and ready to engage, and giving useful, timely, and clear feedback.

Boards can use their charter in a number of practical ways, from highlighting it during onboarding or referencing it during moments of conflict. By aligning on expectations, boards can create a reminder of their shared commitment to trust, respect, and effectiveness.

In Conclusion

Conflict is inevitable in the boardroom. But it doesn’t have to be destructive. As Emilie emphasized throughout the session, when boards embrace constructive conflict, engage in learning conversations, and commit to healthy accountability, they turn moments of tension into opportunities for growth and innovation.

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About The Author

Adam Wire: Adam Wire is a Content Marketing Manager at OnBoard who joined the company in 2021. A Ball State University graduate, Adam worked in various content marketing roles at Angi, USA Football, and Adult & Child Health following a 12-year career in newspapers. His favorite part of the job is problem-solving and helping teammates achieve their goals. He lives in Indianapolis with his wife and two dogs. He’s an avid sports fan and foodie who also enjoys lawn and yard work and running.