In October, the revamped Asheville Museum of History threw a gala celebration for about a hundred people at the historic Smith-McDowell House. The transformation of the Victorian-era house into a history museum was a seemingly triumphant affair.
But the Oct. 18 event belied turmoil within the organization, which culminated less than a month later in the firing of its well-regarded executive director, the departure of its membership and development associate after just one month on the job, and blistering accusations of a toxic workplace and an overbearing board of directors and its president.
The one remaining paid employee, the museum’s public programs director, worked his last day March 19, leaving in part because of what he says is a poor work environment and the board’s top leadership showing disregard for the expertise of the staff.
The president of the board of trustees calls the claims unfounded, and fellow board members dispute the departing employees’ assessments.
Anne Chesky had served as the museum’s executive director since 2020. In an interview with Asheville Watchdog, Chesky said she could “never get a straight answer” about why she was suddenly fired by the board’s executive committee, not the entire board, in a November meeting. Shortly afterward, the museum’s membership and development associate, Emily Cadmus, resigned in solidarity with Chesky.
Both women fired off searing emails to the museum’s board of trustees within a week of Chesky’s dismissal, contending the workplace was toxic and the board leadership misguided and overbearing. In her email, Chesky said she was proud of the work to transform the Smith-McDowell House into the museum, and she thanked board members for their contributions.
“That being said, you all need to be aware that, over the last year in particular, I have experienced an unacceptable level of professional disrespect, bullying, and verbal abuse from Board President Ralph Simpson,” Chesky wrote. Later in her email to the board, she described the work environment as “toxic.”
Simpson, who owned a public relations firm but is now retired, has been on the board for six years, the past four as president. His term as president ends April 30, but he will spend two more years on the board, he said.
Simpson disputed the accuracy of Chesky’s email, saying it was “unfounded.” Simpson also said Chesky’s transition “was not a contentious departure.”
“We were just at a point in the organization where it was not the right fit, and Anne left our organization and went immediately to another job,” Simpson said.
Chesky suspects she may have been terminated because she had accepted a position to work as director of the Presbyterian Heritage Center in Montreat starting in January, although she had planned to work out the rest of 2023 at the history museum.
Chesky also stated in her email that in a meeting with Simpson and another top board member, Allan Tarleton, they criticized her work on new exhibits because Chesky “focused only on bad things in our history and on slavery,” and that western North Carolina primarily is “made up of white people and so the percentage of information presented should reflect that.”
Tarleton, the immediate past president, said Chesky’s assertion was inaccurate and that they were looking for better balance and more inclusivity, not a whitewashing of history.
“Truly, the theme of the history of western North Carolina seemed to be oppression, slavery, and exploitation,” Tarleton said. “There really wasn’t any folks of independence doing anything that didn’t either harm, exploit, or damage another people. OK, that’s been part of the history, but it’s not the exclusive history.”
Simpson said Chesky’s view was a “misrepresentation.”
“I don’t know anybody on the board who would hold that view that there should be some sort of proportional representation based on anything,” Simpson said. “We are committed and have been committed to telling the broad history of western North Carolina, and enslaved people are an important part of the history.”
The Watchdog reached out to all 11 members of the board of trustees. Some declined to comment. Those that did disputed the employees’ contentions.
Simpson noted that research found the names of 67 enslaved people who worked at the home during the ownership of the Smith and McDowell families. For months, Simpson opened each of the Board of Trustees meetings as a sort of devotional to two of the enslaved people, until the board had gone through all 67 names. The new museum exhibits acknowledge the ties to slavery.
Chesky wrote in her email that after a February 2023 meeting about the museum’s new timeline exhibit, Simpson told her “that the board no longer trusted me.”
“He also indicated that he thought I was on the autism spectrum,” she continued. “I was left traumatized and in tears.”
The suggestion of autism is simply not true, Simpson said.
“I never even thought it, much less said it,” Simpson said, adding that he has no idea where the allegation came from. “I was very surprised to read that, but I was surprised to read virtually everything in her letter.”
“Quite honestly, obviously it (Chesky’s email) was inappropriate and inaccurate,” Simpson said. “I have a feeling that she wrote it at a point in her life where she was very unhappy and probably wasn’t thinking clearly.”
Chesky disputes that notion.
In her Nov. 15 email, Chesky acknowledged that last February she confided in Simpson that she needed to take a week off because she was going through a divorce, moving into a new house, and helping her ill mother. But, Chesky said, she was thinking clearly when she wrote the email.
Simpson disputed Chesky’s assertion that the workplace was toxic, first noting the museum had a very small staff — Chesky, Cadmus, and Public Programs Director Trevor Freeman.
“I would not say it was toxic,” Simpson said. “I think the board was fully engaged, and this board has been fully engaged from the beginning. And ‘toxic work environment’ is pretty far from the truth.”
“I’m not going to say anything bad about Anne,” Simpson said. “I think she was under a great deal of stress for the past year.”
In a followup email Chesky sent to the board Nov. 16, she wrote, “I have no intention of publicly saying anything negative about Asheville Museum of History or my departure. Despite my personal experiences over the last year, I very much would like to see the museum succeed.”
A dispute over who was present at Chesky’s firing
While Chesky said only three members of the executive committee were present when she was fired, Simpson and two other executive committee members said all five were there and later informed the full board. The board will hire a new executive director, Simpson said, adding the position should be filled this month.
“The decision for Anne to leave was unanimous,” Simpson said, referring to the five-member executive committee.
Executive committee member Michael McLaughlin, who serves as secretary, noted that the committee does serve as the full 11-member board’s personnel committee. He also said all five members were present when Chesky was terminated.
“As for the accusations in Anne’s letter, I really did not witness that,” said McLaughlin, a retired division manager at the National Endowment for the Arts. “I was surprised by what she said. I didn’t see that, and I was around a good bit.”
Chesky said in her interview with The Watchdog that what she considered to be “bullying” from Simpson mostly took place over the phone or in one-on-one meetings.
While the board had discussions about the exhibits and timeline, McLaughlin said, he did not hear board members suggest the exhibits dwelled excessively on African Americans or slavery.
Transforming the house from a Victorian-era house museum into an actual history museum was “quite an undertaking,” McLaughlin said, praising the board for seeing it through. He also had kind words for Chesky.
“Anne is very talented and smart,” McLaughlin said. “She’s a gifted writer and historian, and I wish her the best.”
While Simpson said Chesky is a “wonderful historian and writer,” he also said she’s “always had trouble working with boards.”
Chesky laughed when she was told of that assertion. She also stressed that she did not release her email to the media – it was obtained independently by The Watchdog – and did not plan on going public with the dispute. She has not filed any type or grievance against the museum, with the Equal Employment Opportunity Commision or any other entity.
Jim Menzies, chair of the board of directors at the Swannanoa Valley Museum & History Center in Black Mountain, where Chesky had worked previously as executive director for eight years, said he assumed the board chair role in September 2020 and Chesky had left in April of that year. But he had worked closely with Chesky as a member of the museum’s hiking committee – the group puts on a number of hikes for the public – for two years prior, and he knows the other Swannanoa board members well.
“We never had any problem with Anne at all,” Menzies said. “She did a tremendous job for the museum while she was here, and we were very sad to see her go when she left.”
John Buckner, a current board member who served during Chesky’s entire eight-year term as director, said he was aware of no problems.
“She was very knowledgeable, easy to get along with, hardworking and on top of things,” Buckner said. “I didn’t have any problems with her.”
In her email to the board, Chesky said Simpson rushed the Oct. 18 opening gala to accommodate his vacation schedule, leaving the expensive new exhibits “dictated more by Ralph’s desire to have exhibits in place for a party for his friends (that needed to happen before he went on vacation) rather than by our community needs and wants. The museum opened to the public Nov. 1.
“Beyond staff, no attention was given to our actual public opening,” Chesky wrote. “This experience left me paralyzed. I began to doubt and second-guess myself and my professional expertise. I had to begin taking anxiety medication in order to come into work … It was an extremely toxic work environment.”
Simpson said he did not rush the opening, and postponed a vacation twice to accommodate the opening schedule.
Tarleton, immediate past president of the board and a semi-retired attorney, also serves on the executive committee. In a phone interview, Tarleton said he “really can’t say anything about any personnel issue — I just can’t and won’t.”
Tarleton did say he never witnessed bullying or inappropriate behavior from Simpson and said the museum has a “very, very strong board” and is “on the cusp of doing some really good things.”
“Ralph is one hardworking, devoted, conscientious man, and does a tremendous amount of work on behalf (of the museum) and takes his job very seriously,” Tarleton said.
Regarding Chesky, Tarleton said, “Anne made some very valuable contributions.”
Other employees back up assertion of toxic workplace
In her email to the board, Cadmus, the former membership and development associate, also criticized the board’s operations, saying it struggles “with cohesive leadership.” Cadmus noted that she spent a “lot of time navigating conflicting messages from different parties and in particular witnessed Anne second guessing and undermining her own expertise in order to appease certain board members.”
The result, she wrote, was “confusion, wasted work and time, and in my opinion a lower quality output from the museum.”
Cadmus, who has undergraduate and master’s degrees in history, worked at the museum for just one month in her part-time position. She did not have another job lined up and is doing freelance work now, she said.
“Anne’s sudden termination at such a critical time contributes to this misguided and unclear leadership,” Cadmus wrote. “The fact that she was terminated without any clear plan already in place for moving forward highlights leadership’s failure to even fulfill the duties of being a functional place of employment.”
In an interview, Cadmus said she felt the board had an “inordinate amount of oversight” over Chesky’s job and “simple tasks were reviewed over and over.” She said it was obvious to her that a power struggle was ongoing, and that Chesky “was being shut down a lot.”
“It was a pretty toxic work environment as far as the work dynamic,” Cadmus said.
Freeman, the former public programs director at the museum — who worked his last day at the museum March 19 — said he “will vouch for everything (Chesky and Cadmus) said in their letters.” He made it clear that he’s not critical of the full board, just Simpson and Vice President Catherine Brod.
As far as “bullying” behavior, Freeman said he did not see that outright.
“For me, (it was) more so just demeaning behavior that doesn’t convey respect for my expertise, for Anne’s expertise, for really any of our (expertise),” said Freeman, who has undergraduate and master’s degrees in history.
Freeman said the staff felt “constantly undermined” them on the new exhibits and timeline. He stressed nothing the staff proposed was “specious,” and all of it was based on “historiography (the study of historical writing) and in scholarship.”
“In talking with colleagues at other history museums who have the same level of education, the same level of experience, they haven’t dealt with that type of interference and demeaning behavior,” Freeman said.
Planning the Oct. 18 gala celebration, which Freeman said Brod was in charge of, made for “not a great experience,” Freeman said. He saw disagreements between Simpson and Brod, he said, and felt he was caught in the middle.
“I did see internal disagreements between those two that were unprofessional,” Freeman said. “Essentially yelling in committee meetings at each other and not being able to understand what the other is saying and not being able to understand what I’m saying — that I’m getting (two) separate directives from them.”
He later clarified that they were speaking in “raised voices.”
Brod, who joined the board in November 2022, says the description of unprofessional behavior, as well as any semblance of bullying, is inaccurate.
“I can say in the strongest terms, I never experienced or observed bullying or harassment by anyone associated with the museum,” said Brod, who co-chaired the planning for the opening celebration.
Brod recalled no shouting during any meetings, and when asked if there were any heated discussions, she said, “Have you ever worked for a not-for-profit?”
“I think often when people are passionate about something, that there can be heated discussion and debate,” Brod said. “So, I know that there probably was some heated discussion and debate, but nothing that I felt was disrespectful or certainly could be characterized as in the terms that you used — bullying or harassment.”
Simpson said any report of a shouting match in a meeting “is not true.”
“I have never shouted in a meeting of any kind in my life that I can remember, and certainly not at the Asheville Museum of History,” Simpson said. “I did not shout. I can say someone shouted at me, but I did not respond with a shout.”
Freeman agreed with Chesky and Cadmus that the museum work environment became “toxic.”
“At some point in time it went from being a supportive environment where we were treated as people to just expecting us to do the work of five or six people, regardless of what’s going on in our own lives,” Freeman said.
Brod said she could not comment directly on Chesky’s performance because it’s a personnel matter, but she did say all five executive committee members made the termination decision unanimously, although just three were present when Chesky was told of the decision. While Chesky said she and Brod commiserated after her termination, Brod said she simply walked Chesky out after the proceeding.
Brod also said she did not feel the employees’ work environment was toxic because of her behavior, and that she was “disappointed and surprised” to hear anyone would have that opinion.
The museum was going through a major change, Brod acknowledged, transitioning from the longstanding Western North Carolina Historical Association to an entity that created the Asheville Museum of History.
“And of course whenever you have an organization with a lot of change, there can be differences of opinions,” Brod said. “My own experience with this is everything that I’ve seen or witnessed is pretty typical of an organization that is going from one thing to another — that kind of morphing.
“But I will say that this board has been really a cohesive board and has been working hard. “We’re an unusual board in that we actually roll up our sleeves quite a bit to get the job done.”
Freeman, 33, said he left after four years at the museum. He has another job lined up, but Freeman said he was intent on leaving because of the atmosphere.
“I’ve stayed. I’ve cared so much about the mission,” Freeman said. “And I think if there was a change in the top leadership, I think the museum could absolutely be successful. There’s really great board members, but with the problems at the top, it is hard to make a change.”
Freeman said he did not believe board members had any ill intent in being critical of the exhibits and the timeline supposedly focusing too much on African Americans.
“I don’t think they’re familiar with current historiography and history museum practices, for that matter,” Freeman said. “There were several issues like that — not believing Anne and I, that this is valid and important.”
They were looking for a more tourism-friendly, “Asheville TDA” version of history, he said, referring to the Buncombe County Tourism Development Authority.
Past and present board members weigh in
Kerri Glover, who rotated off the board in February 2023 after serving nine years, said she led the personnel committee that recruited and hired Chesky.
“We had more than 80 applicants, and many of them were qualified,” Glover said. “But Anne rose to the top very quickly. She had the education and experience and energy and ideas that we were looking for.”
Chesky, 40, has a master’s degree in Appalachian studies from Appalachian State University and a master’s degree in cultural anthropology from the University of Georgia.
Glover, who works as the executive director of community relations and marketing at A-B Tech Community College, also pointed out that Chesky received her last review at the end of 2022 and got a good rating, a bonus, and a raise. In her email to the board, Chesky said the same about her review, although she said she didn’t receive it until April 2023.
Glover declined to comment on Chesky’s termination.
Another former board member, Geoff Cantrell, rotated off the board at the end of 2023. He saw Chesky’s email later than other board members and said he was surprised to learn she had been let go.
“My impression of Anne is that she’s diligent, and did so much and gave a lot of contributions to build a nonprofit, local historical group into what it is, and she’s owed a debt of thanks,” Cantrell said. “She was collegial, and in my experience, always great to work with.”
Cantrell, who works as the director of public relations and communications at Givens Communities, also declined to talk about the termination or Simpson.
Current board member Kieta Osteen-Cochrane said via email that she could not speak to personnel issues, but she did say she’s worked closely with Simpson, whom she describes as a “strong leader.
“Not everyone can take constructive criticism,” Osteen-Cochrane said, adding that the museum is in good shape. Osteen-Cochrane retired as executive director of the Institute for Business Training & Continuing Education at Brevard Community College in Florida.
“I can say the museum is fully-funded long term, blessed with dedicated docents, actively receiving guests, sometimes by the busload, and in zero danger of closing,” Osteen-Cochrane said.
Current board member Catherine Frank also would not discuss the personnel issue, but she did say she was surprised by Chesky’s termination.
“I always had a cordial working relationship with Anne,” Frank said. “I thought that she was a professional; she was well-connected in the world of public historians in western North Carolina, and knowledgeable. But I know the role of a nonprofit director is a complex one, and so I really can’t speak to the other issues.”
Frank, the executive director of the Osher Lifelong Learning Institute at UNC-Asheville, said the executive committee notified the full board and they discussed the termination at their next meeting.
Frank is proud of the work that took place at the museum, and that it’s presenting a more balanced view of the region’s history.
“I think there were many good things happening at the museum that were the result of many people’s work, so it seemed (like) a dramatic change,” Frank said. “I’m not surprised in that I know there were some differences of opinion among board members about how things should be done. I think that’s natural for an organization, especially in a time of change.”
Frank said it’s “unfortunate when personnel issues are aired.”
“But I think that the museum itself is in a really good place, and that it has really made great strides to try to tell the stories of western North Carolina,” Frank said. “And I hope that’s not lost in this kind of internal struggle.”
Asheville Watchdog is a nonprofit news team producing stories that matter to Asheville and Buncombe County. John Boyle has been covering Asheville and surrounding communities since the 20th century. You can reach him at (828) 337-0941, or via email at jboyle@avlwatchdog.org. The Watchdog’s reporting is made possible by donations from the community. To show your support for this vital public service please visit avlwatchdog.org/donate.
If you look up the most stressful jobs, museum work is one of them. You would never think that particular job would make the list.
This story is similar in many ways to the Art Museum story. You have people with money, power and stature over hardworking non-profit employees. A good executive director is the buffer between the board and the staff. I am trying to see both sides of this human conflict. The museum needs involved and committed board members for sure. But the board also needs to trust that their staff is doing a good job. That’s why you hired them. No one likes being micro-managed.
What’s the similarity to the Art Museum?
I looked up most stressful jobs on about 10 websites and there was not one mention of museum jobs on a single one; not with lists of 10 jobs or 20 jobs or 30 jobs.
Having done a lot with museums, worked in industry and served in an Army combat unit in Germany during the Cold War, there’s a reason why the museum part is NOT ranked! They are no more stressful than most jobs.
Good journalism, thanks. This makes publicity for the museum. Where is it. I assume that this up on Victoria avenue.
Fine article on a set of issues that when balanced one way show an Asheville that may not be historically accurate but friendly to tourism. Whitewashing Asheville’s history is not in our city’s best long term interest. It also sounds like the museum lost an important asset when Chesky was fired.
Excellent article, John. I have followed the doings, the coming, and goings, etc. of Smith-McDowell and Anne Chesky for 14 years, and my impression has consistently been that “trouble and toxic” are key words in characterizing the place. I know Chesky and have known earlier directors. “Excellent” is the word for Anne. As creator and chair of the Guastavino Alliance, now merged with the Swannanoa Valley History Museum, I am eager to declare that the Guastavino exhibit is excellent, as are the general exhibits.
I want to donate by surface mail. How do I do that?
I’m sorry to hear about all of this. When I heard about the transition of the museum from a historical mansion to a more comprehensive center for history, I was excited. I was able to attend one tour led by Mr Freeman, and was impressed by his knowledge and enthusiasm. If it’s to be taken seriously as a repository of local history and center of research, there is a need for qualified professional staff. Now, it seems, they have none.
Why would I now visit a history museum only to wonder whose version of history I’m getting?
Not being obsessed by race, as I’ve found many progressives to be, is not whitewashing. Inclusiveness here means including some stories that are not race based. I plan to visit the museum to see for myself, but I suspect that to be the case.
I am a docent at the museum. Irrespective of the issues raised in the article I hope that you understand that the museum is open and doing well. People who come through are surprised at how much they learn about western North Carolina and how informative the exhibits are. Almost everyone leaves saying “who knew” about some aspect of our community. I would like to invite you to come one Thursday between 11 and 2 and I will be happy to tell you the story. While the board/employee issues will need to be addressed, the museum remains open and serving the community. Please tell that story too.
My first thought after reading this account, is that board members have done a lot of denial of any wrong doing. A ton of “no I didn’t say that, I didn’t do that” … basically saying everything Ms. Chesky reported is false. With that kind of attitude it’s no wonder people are leaving. I suggest the board members consider their behavior and how they affect employees of the museum rather than blatantly denying everything. A little humility goes a long way toward improving work related relationships.
It’s too bad Ms. Cheeky does not have any recordings of those private conversations. That would be interesting to hear.
Why should I care about this “he said – she said” back-and-forth? There’s no evidence of white-washing history; the story describes quiet the opposite move to be more inclusive of people’s stories. Does the museum receive taxpayer money? TDA funding? What is its annual budget? The story doesn’t say…
Asheville Watchdog needs to hire Mr. Sandford, one of the best investigative reporters Asheville has seen, with a long history in the community. He knows where a lot of bodies are buried.
I am a docent at the museum and I loved my “job”. The exhibits cover a wide diversity of “Stories of the Mountains”, the Museum tag line. Irrespective of any issues between the Board and employees, it is an educational gem in the middle of the city and is still up and running. I hope you will tell that story too. The efforts of all the people who put it together have made it interesting and informative. Please consider coming to visit and see all the stories that are told.
As mentioned in an above comment, reminds me of the issues discussed for the Art Museum a while ago.
Have known and worked closely with Anne Chesky for more than a decade. Anne Chesky’s leadership at The Swannanoa Valley Museum was both professional and joyful. Honored to know Anne. Support her fully. Come visit the Presbyterian Heritage Center at Montreat where Anne is now Executive Director. The Asheville History Museum’s loss is Montreat’s gain. So sorry that this happened.. And wish Anne, Trevor, and Emily the best
I worked with Anne for years at the Swannanoa Valley Museum and History Center and she was organized, dedicated, easy to work with, and very, very professional. She oversaw a major facility renovation, designed and mounted exhibits and was critical in administering and promoting our history-based hiking program. The Museum received two Griffin awards while Anne was in charge, for the renovation and for education. Anne also is an excellent researcher and has authored several local history books. The Museum was devastated when she left for Smith-McDowell, but we are now glad that she is back in the Black Mountain / Montreat realm.
This article should never have been published. A personnel change at a non-profit is hardly news, nor is a venting email from an outgoing director. Was there some tension and conflict during a period of completely transformation from a house museum to a regional history museum? Could that have led to a perception that the director wasn’t a good fit for the next stage? Of course! Is that news? Hardly. The museum has a handsome renovation to which the staff and board of trustees devoted many hours of planning and hard work. The former director has a fine new job, and an excellent new director for the remade museum is on the horizon. Your article only stirs up emotions and misperceptions for no good reason. Watchdog should do better than this.
Thomas, I think it’s evident from the public response that many people do think this is relevant news. This is bigger than a transition that led to personnel change, or a “venting email,” as is evidenced by the statements, actions, and reflections offered by the staff (including myself). I don’t think I am alone in the belief that “venting email” is a mischaracterization. Public history institutions, especially, have an ethical duty to be held to a high standard of accountability and transparency in their operations. Public history belongs to everyone, and when our institutions that are supposed to portray that history are poorly run, everyone is impacted.
Tom is correct. This article should never have been published. The article suggested that Watchdog went after this story of a terminated employee’s grievance at a very small non-profit undergoing tremendous transformation. As Tom says, the article is filled with emotional back and forth and misperceptions for no good reason. Watchdog’s work on exposing hundreds up hundreds of employee grievances at Mission Hospital is worthy of attention. This is not. Is Watchdog now going to publish every employee grievance at every organization? Does Watchdog now see this as their mission? God help us.
One thing I learned quickly when serving in a leadership role on a nonprofit Board is that you have to be aware of where your role as a Board member begins and ends. It is not part of your job to micro-manage how the staff does THEIR job. Instead it is your job to establish goals and objectives — both operational and financial — and monitor their progress against those goals and objectives. In smaller organizations where people have a strong and vested interest and were also very successful business people, I have observed that it is sometimes difficult for them to step back as Board members and let go of the reins. Perhaps that is what is happening here.if so, they may not even realize they are crossing a line that shouldn’t be crossed
I got to know Anne when she headed the Swannanoa Valley Museum and she was professional, caring, and easy to work with.
I look forward to seeing her at her new job in Montreat.
I believe the staff. When the Board of Directors is saying ridiculous things like: “Brod recalled no shouting during any meetings, and when asked if there were any heated discussions, she said, “Have you ever worked for a not-for-profit?”” Why yes, I have worked at several non-profits. And NO ONE ever shouted at each other or even raised their voices in meetings or anywhere else.
well, the bottom line here -which is barely addressed in this piece- is that this was a fight over just how “progressive” and ‘woke” the newly minted Asheville Museum of History was going to be vis a vis the historic Smith-McDowell house of old. Unfortunately, the “woke” folks were just as intent with pushing their woke agenda as they were with getting it all up and running. Let’s be clear.. “woke history” is as much an agenda as it is history.. think of it as interpretive history focusing on one and one thing only. And we all know what that was, and is. Just saying.
Moi? …lol. Actually, just telling it like it is. I know it’s painful to hear.
If your entire staff resigns, your board has failed. Period. Board volunteers that get their their egos fed at others’ expense of paid staff are a dime a dozen and deserve the public scrutiny. Volunteers—ask yourselves this: are you actually an asset or a pain in the ass to the organization you are supposed to be “serving”.