In Christian school management, the board president (often called the chair) sets the tone for healthy governance—but the role is easy to misunderstand. Below is a consideration‑stage checklist you can share at your next retreat to clarify expectations and keep everyone rowing the same direction.
Why This Role Matters
A strong chair protects mission, guides meetings, and partners with the Head without micromanaging day‑to‑day operations. Board‑training organizations list the chair’s top jobs as leading meetings, supervising the chief executive partnership, and assigning committees.
The Checklist
| Duty | Why It’s Critical | Starter Tip |
| 1. Define Clear Agendas | Focused agendas prevent “drift” and respect board members’ time. | Use a consent calendar for routine items; reserve 70 % of the meeting for strategy. |
| 2. Guard Mission & Policy | The chair ensures every vote aligns with bylaws and Christian distinctives. | Open meetings with a short devotional tied to the agenda’s main theme. |
| 3. Facilitate Productive Meetings | Healthy dialogue, timekeeping, and decision clarity drive momentum. | Assign a timekeeper and recap action items before adjournment. |
| 4. Partner with the Head of School | A chair who “supervises, not manages” the Head builds trust and accountability. | Schedule a 30‑minute monthly check‑in separate from board meetings. |
| 5. Lead Committee Formation | Right committees free the board to stay at the governance level. | Write each committee’s purpose on a single index card and review annually. |
| 6. Oversee Board Development | Recruiting, onboarding, and evaluations keep the board fresh. | Pair new trustees with veteran mentors for the first six months. |
| 7. Model Biblical Conflict Care (Matthew 18) | Unity signals Christ to staff and parents; unresolved conflict erodes credibility. | Practice private conversation first; bring one witness only if needed. |
Quick “Chair Health” Self‑Assessment
- Do agendas arrive at least five days before each meeting?
- Does the board spend more time on mission metrics than on lawn‑care bids?
- Is the Head’s evaluation tied to pre‑set, mission‑aligned goals?
- Has every trustee completed an orientation in the past 12 months?
- When was your last board self‑assessment?
If you answered “no” to two or more, it may be time for a governance tune‑up.
Common Pitfalls & How to Avoid Them
| Pitfall | Impact | Fix |
| Chair = “Super‑Head” | Micromanagement, role confusion | Revisit policy boundaries; delegate operations back to leadership. |
| Agenda Overload | Meetings drag, decisions deferred | Cap agendas at three strategic topics plus consent calendar. |
| No Succession Plan | Leadership vacuum when term ends | Identify a vice‑chair and map a 12‑month hand‑over timeline. |
How True North Can Help
- Board‑president & trustee duty sessions clarify roles in one afternoon.
- Carver‑model policy refresh builds guardrails that let the Head lead.
- Quarterly retreat facilitation keeps mission metrics front‑and‑center.
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