He or she will feel inadequate, but cover this inadequacy with rigidity. Sometimes people don't know what they don't know, and they are utterly unaware of the consequences of their actions. Management training can expand an executive director's understanding of their job immeasurably, before a situation becomes personalized within the organization. Third, bring in management consultants or meeting facilitators to help separate content from personality, so that issues can be fully discussed without rancor. Sometimes a person needs help with how they express disagreement, and often people need help hearing disagreement.
Some problems are cultural.
For example, a friend of mine moved from her home state of Alabama to New York. Working in a nonprofit group there, she felt people in her organization were always fighting and making fun of each other until she realized that the New York style of direct communication and brusque interchange is very different from the Southern style of gentle politeness. Sometimes problems arise from lack of clarity about how meetings are run. Someone who believes he should raise his hand and be recognized by the chair before speaking will feel unacknowledged and disrespected in a group where other people just speak up whenever they want. Feelings are everywhere.