Peter F. Drucker: Over the door to the non-profit's boardroom there should be an inscription in big letters that says 'Membership on this board is not power, it is responsibility' Embrace amicable work culture, benevolent behaviour Major dynamics occur due to the constant demand-to-resource ratio Constructive Partnership flourishes trust, respect and collaboration Identify the persons responsible for power dynamics and encourage them to embrace "Reflective Thinking" Aim to bring funders, non-profit teams to meet on a regular basis to foster Inclusion and Diversity Building connections between social good organizations, funders, supporters is key to substantial social change Principal- agent theory should be the thinking hat

Understand the Power Dynamics by formal and informal power structures and acknowledge diversity. Open Communication by creating safe spaces,actively listening to all voices , particularly those of underrepresented members. Build Trust and Mutual Respect like lead by example with fairness, transparency, empathy and invest in relationships Address Conflicts Proactively by early intervention,separate the problem from the person. Use Conflict Resolution Techniques like Mediation.Collaborative problem-solving. Empower Team Members and encourage inclusivity.Develop Cultural Competence by training on cultural awareness, flexibility.... Evaluate and take feedback,assess team dynamics through surveys or one-on-one meetings for improvement.

Here are some strategies to help you navigate conflicts effectively: # Power Dynamics Awareness 1. *Recognize implicit biases* 2. *Understand privilege and oppression* 3. *Identify power imbalances* # Inclusive Communication 1. *Active listening* 2. *Use inclusive language* 3. *Encourage open feedback* # Conflict Resolution Strategies 1. *Address conflicts promptly* 2. *Stay calm and neutral* 3. *Focus on interests, not positions* 4. *Seek common ground* 5. *Be transparent and accountable* # Ongoing Learning and Growth 1. *Provide training and resources* 2. *Encourage self-reflection* 3. *Foster a growth mindset* create a more inclusive and equitable team environment, where conflicts are addressed in a constructively and respectfully

Pluralistic diversity in a not-for-profit organization must be treated as greatly beneficial. Being an officer on the board, or the outright chair or President, you must reinforce to the others of not underestimating the value of harmonizing new views. Explain that each faction generates and imparts a differing wisdom. Explain that this understanding, for those most dedicated, should not be a mere exercise in tolerance. Evolution of practices to achieve higher standards on increasingly strained fund balances makes terrific sense. With a modification to organizational mission, with new ever challenging changes and encumbraces, demands brainstorming. Keep a highlighted flashcard 'Harmony' whenever disruptive conduct presents itself.

Always be a leader rather than taking a position of power. Appreciate those who work WITH you to make the organization better!

Recognize our own biases, emotions, limitations, and be open to listen to team members' concerns and ideas, without judgment, show vulnerability and accountability by admitting mistakes and learning from them. After all a team comes together to achieve one common goal.

1. Start by identifying the sources of power including formal authority, expertise, relationships, information, and resources. 2. Be aware of the power imbalance & where needed acknowledge it openly with the members which helps everyone see it. 3. Create a transparent decision making process involving relevant stakeholders and explain the rationale behind decisions. 4. Understand the underlying interests of the parties involved in the conflict. 5. Seek solutions that address the concerns of all parties involved. 6. If necessary, involve a neutral third party to mediate or facilitate a constructive resolution.