Tag Archives: morale

Of Surgeries and Superwomen

I love the start of a new school year.  Even after 20+ years in higher education, I thrill to the new-ness of it all.  Fall temperatures, new students, and that “anything is possible” atmosphere all bring me great delight.

Thus, I was both surprised and disappointed when I found myself in the emergency room the night before the start of the semester, looking at the possibility of needing a surgery that week [spoiler: I’m fine; everything worked out; my health is good].

So I missed the first week of classes, had my surgery, and, as you’ve probably already anticipated, the world didn’t end.

But neither did my fretting, fear of falling behind, or general anxiety about missing so much work.  So I went back to the office the following week.  And lasted about four hours.  And then later that week I put in a twelve-hour day.  Which turned out to be a very bad idea.  I spent the next three days recovering from that decision.

Reflecting on the experience of those two weeks, I have realized that I let my desire to be a superwoman outweigh common sense.  “I’m tough,” I reasoned, “I can go back to work.”  I wanted to be some sort of shining example of resilience and determination.  This surgery couldn’t slow me down.  I’m a superwoman!

While I do not think that women exclusively fall prey to the temptation to be superheroes in these situations, I want to address this post to women in the academy and point out why this behavior and the temptation towards superwoman-hood does us a disservice.*

Senior superwomen: I suspect that we build this tendency towards superwomanhood when we are junior or contingent faculty, trying to be the best and most dedicated colleagues possible.  But what dismays me is that this behavior continues even later in our careers.  I was out once for drinks with a group of female colleagues who all held administrative positions at my university.  At one point the conversation devolved into a somewhat competitive round of who got to work earliest/stayed latest/put in the most extra hours.  It is telling that even senior women who are tenured and secure engage in this behavior. We are still trying to prove ourselves in a culture that whether explicitly or implicitly has not fully welcomed us.  Some places are better than others, but overall, women in the academy as reflected in service obligations, teaching evaluations, pay scale, or any host of other metrics still fight an uphill battle for acceptance.  So whether consciously or unconsciously we continue to try to prove ourselves and our worth and our right to be here.

That said, I try not to play along with my colleagues.  Whenever possible, I leave work at 5.  I don’t check my work email after I get home.  Weekends are for non-work activities.  Now certainly there are exceptions to this.  Big projects or the inconvenient overlap of multiple deadlines sometimes means I stay late or work on the weekends.  Sometimes my role as dean comes with evening and weekend responsibilities.  But generally speaking, making overwork and the dissolution of work-life boundaries a competitive sport is not productive.

Which brings me to my next point:

Modeling and normalizing: What message are we sending to our female colleagues when we try to be superwomen who prove their dedication and their talent through overwork?  We’re certainly modeling a behavior that says that self-care doesn’t matter.  We’re setting a presumed standard that values and perhaps even rewards overwork.  We are perpetuating the cycle and a culture that asks women to rise to the standard of superwomen at a possible expense to their health and well-being.

As I repeatedly argue on this blog, those of us in a secure position of power have an obligation to do the work to gradually shift the culture of academe.  So I would ask you: what example do you set for the women in your office or department?  If you are an administrator what policies do you lobby for at your institution?  Sometimes, for example, our jobs require us to work nights and weekends.  But if we’re going to normalize the expectation for that kind of work, then we also need to normalize the concept of comp time [this idea came from one of my wise female administrator friends].  Work four hours on Saturday at a recruitment event?  Fine.  The duties of the job require it.  But then when you take four hours on a Friday afternoon to have a life, you shouldn’t feel guilty or have to explain yourself to your provost.  We need to stand up for and beside our female colleagues when they make choices like these.

Talk about it: Wherever and whenever possible, we need to highlight this issue.  I posted on Twitter when I started working on this post and was surprised/not surprised at how many people responded, indicating that these issues resonated with them.  Despite an enthusiastic response for addressing this issue, I have never had a conversation about this with anyone on my campus.  That needs to change.  Again, those of us in secure positions need to take some risks and bring this up with the senior administration at our universities.  We need to forcefully and vocally advocate for female colleagues who we see trying to take care of themselves while still fulfilling their responsibilities.  We need to intervene when we see someone falling prey to the Superwoman Syndrome.  This last one, I think, is particularly tricky; we tend to praise, and even reward, superwomen, not caution them.

Our efforts to speak up and highlight this issue probably won’t go terribly smoothly.  We will probably be accused of whining or shirking.  And I am the first to acknowledge that institutional structures and cultures do not always support our ability to take care of ourselves and have fulfilling lives beyond our workdays.  But until those of us who are senior and reasonably well-protected begin modeling better behavior and advocating for ourselves and our female colleagues nothing will change.  We will be very unhappy superwomen.

 

*I want to be quick to say that I think this issue is undoubtedly relevant for scholars of color, contingent faculty, and others who find themselves feeling unwelcome in the academy and/or needing to prove themselves through overwork.

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Administration and Faculty: Can This Relationship Be Saved?

A week or so ago I published a piece in Inside Higher Ed about bridging the divide in higher education that too-often separates the administration from the faculty.  It prompted some lively discussion.  I appreciate those of you who engaged with my argument and offer the following as things I learned from your feedback.

* Experiences vary: One thing that the response to my essay taught me is that experiences vary widely.  I would not have necessarily characterized the relationship between faculty and administration at my university as good, but I have learned that it certainly isn’t as difficult as it is elsewhere.

* Point taken: Several of you called me out for describing my colleague’s move from faculty to administration as a “promotion” since that contributed to the very divide that I was railing against.  You are absolutely right.  And such a description is part of the problem.  I will think and write differently about that as a consequence–thank you!  I need to avoid characterizing, and thus valuing, administrative work as something “above” the work that faculty do.

* There are administrators and there are administrators.  What do we mean when we say “administration”?  The responses to my piece would suggest that among faculty the word conjures up images of overpaid and ineffective presidents, vice presidents, deans and others in the upper echelons of administration.  My own definition is a bit more all-encompassing and includes individuals who occupy more modest, but nonetheless administrative, roles at the university–associate deans, directors, and department chairs, for example.  It is often these folks that I think of (though not exclusively) when I think of talented, dedicated colleagues who are not deserving of faculty antipathy.  So we need to be careful that we don’t paint “administration” with too broad a brush.

Which brings me to my next point.

* Bad actors: I resisted the urge to respond to each comment that trashed the bad behavior of a particular administrator or administration with a counterpoint story about the bad behavior of faculty.  I resisted, because that’s NOT THE POINT.  You’re mad because an administrator pushed through a bad policy without adequate faculty governance?  I’m mad at the tenured faculty member who never answers student emails and reads aloud from her textbook as a substitute for holding class.  Both of these individuals are outliers.  They are not the sole face of either the administration or the faculty.

Now, I will acknowledge that my analogy breaks down in the face of the power differential that often separates administrators from faculty.

Which brings me to my next point.

* Cultural v. structural: Admittedly, what I was arguing for was a change in the culture that often divides faculty from the administration.  But as many of you pointed out, there are often structures that mitigate against that.  On campuses without a strong tradition and culture of faculty governance it may be virtually impossible to work with the administration.  If the administration controls large swaths of the decision-making process and wields that power without input from faculty, small wonder that faculty might be inclined to view them in a negative light.  I don’t think this means that bridging the faculty-admin divide is impossible on campuses such as these, but it will face different and harder challenges.

Which brings me to my next point.

* Growing administrators: If your campus is plagued by a toxic environment that divides the faculty from the administration, then perhaps you need to think about moving some of those faculty (or yourself!) into the ranks of administration.  Many of you lamented the fact that some of the most troublesome administrators come from outside the institution and don’t stick around very long.  I agree that this creates disruption and distrust.  One remedy is to encourage talented and dedicated faculty (and again, maybe YOU are one of these faculty) to consider moving into these positions.  The faculty perspective, institutional memory, and commitment to the institution that these individuals bring to the table could go a long way to creating better relations between the administration and faculty.

 

If I learned nothing else from the comments on my essay, it’s that the relationship between faculty and administration is fraught and often outright contentious on most campuses.  But I remain resolute in my insistence that there are things we can do to change that.  I welcome your continued thoughts and suggestions.

Academic Kindness

Not gonna lie.  I’m angry.  As I reflect upon the presidential election and the troubling ripples it continues to cast I am angry.  And fearful.  I have tried in the short-term to productively channel these emotions by calling my congresspeople and making donations to various organizations.

But in the longer term I have concerns about my anger.  I think it is okay to be angry, but generally speaking I am aware that my anger and fear have made me impatient and short-tempered in my daily interactions with colleagues and students.  And this worries me.  While I think anger can be an inspiring emotion–it can motivate us to take action and fight back–it is ultimately, in my experience, an exhausting and unproductive emotion if you inhabit it for too long.  So inspired by a terrific Tumblr account and the Twitter hashtag #AcademicKindness, I’m determined to find ways to insert more of this into the culture of my campus and my broader professional communities.  And before you accuse me of being a Pollyanna and just trying to paper over real problems with sunshine and flowers, I also want to offer some insights as to why such an approach has merit beyond temporarily assuaging unpleasant feelings.

Being truly present for my students.  Over and over again the evidence about retention and student satisfaction demonstrates that one of the most significant factors is the sense of connectedness that students form with their professors.  In his book, Small Teaching, James Lang highlights small, easy things we can do to reach out to our students.  For example, arrive a few minutes early for class and make a point, over the course of the semester, to chat with each student–not just the ones in the front few rows.  The twenty-first century university has, in my opinion, become too enamored of shiny software fixes.  Yes, that clever online advising system does make a difference, but so does something deceptively simple: human relationships.

Such an approach doesn’t just make students happier, it can also impact student learning.  In their book How College Works, Dan Chambliss and Christopher Takacs have demonstrated that student motivation increases when they sense this kind of investment and attention from their professors.  If we can engage students at this level, then we can leverage that motivation and enthusiasm in other ways that promote their learning.

But then it occurs to me, why would we limit such an approach to our students?  Surely we want to retain good faculty and colleagues and promote their job satisfaction, too, right?  Surely, we want to motivate them to do their best work.  What might this look like in practice?

Create community among our colleagues.  And no, I don’t mean department meetings.  I never cease to be amazed at the power of a shared meal or cup of coffee and conversation.  When I was a department chair I instituted a weekly opportunity for faculty to gather, imbibe some caffeine, and share a snack.  It cost next to nothing and it fostered tremendous good will.  Some of the conversations inspired new initiatives and projects.  We could replicate this practice or variations on it across various categories enacting it at the departmental level, as a way to foster interdisciplinary conversations, or to bring colleagues together to discuss teaching and pedagogy.

Recognize good work.  Let people know when they’ve done something you appreciate or find valuable.  In these short-tempered days I am very quick to complain about the colleagues who annoy me.  But this it to ignore the ones who unfailingly meet deadlines, produce great work, or otherwise are just easy and pleasant to work with.  And here, too, the lessons from student motivation and learning have something to tell us.  Much of what drives faculty is the reward system of tenure and promotion–in other words, they are extrinsically motivated.  Staff motivation is often built upon a parallel rewards system of merit pay and the like.

But in these difficult times I believe it is all the more important to help connect the people we work with to intrinsic motivation, something bigger than themselves and beyond the quotidian tasks at hand. Research has demonstrated that the more specific we are in our praise of students and the more we connect it to their development of skills or a larger purpose, the more it resonates with them and motivates them to improve or continue to perform at high levels.  So rather than simply thanking a staff member for helping a student, what if it went something like: “thank you so much for taking the time to work with that student.  Connecting her to that important resource is going to help with her graduate school application.”  And for the faculty colleague: “I really appreciate your hard work on that report.  Your thoroughness is going to make it much easier for me to argue with the dean for new positions.”

Finally, practice some academic kindness on yourself.  I know it’s a busy time of the semester/quarter/term.  But this week commit to carving out 20-30 minutes in your schedule for something that is pure joy for you: reading for pleasure, going for a run, watching an episode of your favorite sit-com, taking your dog for a walk, enjoying a meal and conversation with your partner or a friend, or maybe, just maybe sitting still and doing nothing.

Back to School, Administrator-Style

I confess: the first day of fall term always gets me.  I love the shiny new-ness of it all.  The term and the academic year lie in front of you–anything is possible!

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But I will also confess that as an administrator, a little bit of that fall luster is lacking. When I was a full-time faculty member, I usually had been away from campus for big chunks of the summer.  I’d also been in a different kind of headspace: doing research, taking time to think, and with any luck, do some writing.  I would return to campus with renewed resolve.  I was all about the bouquet of newly sharpened pencils that Tom Hanks describes in “You’ve Got Mail.”  This would be the year that I would get all my lecture notes organized!  This would be the year I would stay current with the journals in my field! (we will put aside, for now, whether or not I achieved these things.  I suspect you know the answer).

But as an administrator, I work on a 12-month contract.  Sure, I take vacation in the summer, but I don’t really get long breaks from campus.  And yes, I try to carve out a little bit of time for my research, but it usually takes a back seat to more pressing administrative projects.  There’s a continuity to my work life now that means fall doesn’t feel like the dramatic shift that it used to when I had been away geographically and cognitively during the summer.

Administrative work, in addition to its continuity, can also easily become drudgery. Reports, meetings, spreadsheets, and other bits of administrivia can wear down even the best and most enthusiastic administrators.

So rather than get mired in my meh-ness or let my 12-month contract define me, I’d like to propose some strategies for recapturing some of the fresh start-ness of fall term.  Consider this a back to school primer of sorts, for administrators (though faculty may find some useful tips here as well!).

  1.  Identify something about your administrative work that brings you joy.  It can be big or small, but you need to find it and make time for it.  Maybe it’s helping faculty connect with grant opportunities.  Maybe it’s developing new curriculum.  Maybe it’s finding a new way to make a cumbersome university process more streamlined.  Use the start of a new year to reconnect with the part(s) of your job that you enjoy and let that provide a jump start for the next twelve months.
  2. Identify something that you could be better at.  If you’re like me, graduate school didn’t prepare you for administration, so the learning curve can be steep.  For example, when I started in administration, I was AWFUL at Excel and spreadsheets.  I have worked on cultivating this skill.  Embrace the start of a new school year to say that this will be the year that you learn how to do a certain task or figure out a certain problem.  It’s okay to be bad at something.  It’s not okay to continue to be bad at it if it’s essential to your work.
  3. Pay it forward.  If you’ve made it into the ranks of administration you probably have some seniority at your institution.  One thing that can restore a sense of resolve and purpose to the start of the new year is reconnecting with your faculty colleagues and helping those individuals thrive.  So reach out to those junior to you and be a mentor or an ally.
  4. Find a way to teach or interact with students.  I have strong feelings about why administrators should teach (which I will save for a future blog post), but for now, I will just say that much of what is missing in higher ed administration could be remedied by administrators reconnecting with the classroom and students.  And it’s good for you, too.  Nothing helps me transcend administrivia and spreadsheets better than the unscripted and unvarnished perspective of students.  So maybe you don’t have time to teach an entire course.  What if you guest-lectured for a colleague in your disciplinary area?  What if you sponsored a co-curricular activity that gave students the opportunity to meet and provide feedback to the dean/associate dean/provost?
  5. Vow to do one thing that is about taking care of you.  Maybe it’s getting regular exercise, or drinking more water, or taking time for a hobby that makes you happy.  Whatever it is, take advantage of this time of fresh starts to make it a priority.

I hope these strategies or any others you might identify will help you reconnect with the newness of the fall term.  May it be a year of sharp pencils, well-written reports, and easily comprehended spreadsheets!

 

Mentoring 2.0

By all accounts, having a mentor is a good thing. A mentor is there to provide advice and guidance.   The most common model in the academy is for junior faculty to be assigned a senior faculty mentor. The senior person helps steer the junior person through the first few years of teaching, figuring out the requirements for tenure, and generally negotiating the landscape of a new institution. The research on mentoring demonstrates its key role in recruiting and retaining good faculty.

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Yet there are at least two shortcomings with the current way that mentoring happens on campuses. First, despite its clear benefits to institutions and individuals, we are far from a universal culture of mentoring in higher ed. My non-scientific research on the subject suggests that in the case of junior faculty some institutions assign mentors, some don’t (perhaps due to department size) but do provide broad mentoring support, and some do not have any system, formal or informal, of mentoring. Models for mentoring contingent faculty are few and far between and make the mentoring of junior faculty look positively robust.

Second, where it does exist, the model of one-on-one mentoring is not adequate. What do you do when confronted with a difficult work situation that because of power dynamics can’t be addressed entirely or adequately by your mentor relationship? Let me ground this in a specific example: a junior female faculty member receives a very critical peer evaluation of her teaching from a senior male colleague. Her attempts to discuss the evaluation with her colleague are rebuffed. But this individual is also a close friend of her mentor and has repeatedly sung his praises to her. What recourse does she have? The scenario could even be less dire. Even with the best intentions and careful selection, mentoring matchups don’t always work. What if you have a mentor assigned to you and that person isn’t a good fit (for whatever reason)?

The remedy for both of these shortcomings rest with senior faculty and administrators. We need to commit to and create a culture of mentoring on our campuses. This is an admittedly broad and amorphous goal.   Simply saying that an institution has a commitment to mentoring, will not be adequate. Once it’s been said, though, there are ways to build it into the culture of the place.

Don’t wait or hope for mentoring relationships to be constructed. Obviously, the particulars will vary according to the size and other circumstances at each institution, but make mentoring the responsibility of someone at the vice provost or dean level. That person can certainly delegate the specifics down to the department or division level, but the mentoring buck needs to stop with someone. Otherwise, it’s all too easy to assume that someone else will make it happen. Make the provision of mentoring a part of what’s discussed in campus interviews—we tell job candidates about parking and healthcare, why not let them know that mentoring will be part of their experience? Build the expectation of mentoring into letters of hire. Create a community of mentors on campus, who through face-to-face meetings, and some sort of online platform, can talk to each other about challenges and best practices. And do not limit mentoring to tenure-track faculty. We all know the demographics. If we are neglecting to mentor contingent faculty we are doing them and our institutions a disservice. And what about mid-career faculty? Faculty who need support to make the jump from Associate Professor to Professor rank? Or tenured faculty who are beginning to move into campus administrative roles? Wherever and however possible, weave mentoring into the fabric of campus life.

But as you do, be attentive to the limitations of the one-on-one model described above. What about instead assigning groups of faculty mentors to groups of mentored faculty? In other words, what if we imagined mentoring on the model of networks? This is more consistent with how we conduct much of our academic lives these days anyway on Facebook, Twitter, and other platforms that connect us to multiple people at once. The existence of a network would give the mentored faculty options in seeking guidance and resolution to problems. It would also give them an immediate community on campus. Rather than isolated meetings with one mentor, the network could meet at least once a semester and the mentored faculty would meet not just mentors, but other new faculty as well. Meaningful one-on-one relationships might grow out of these networks, and that would be an added bonus. But it would be an outgrowth of a broader network and would be more flexible than simply hoping that one-on-one assignments were a good fit.

Certainly, the network model comes with complications. What if, for example, the members of the network offer conflicting advice? Some conflicts like this could be avoided, though, if the mentors worked together, compared notes, and got to know the mentored faculty as well as possible. Rather than a barrier, then, the need for this kind of mini culture of mentoring within the network of mentors would bolster the overall institutional culture of mentoring.

When mentoring works, everyone wins. The mentored faculty receives guidance and advice that can only contribute to their job satisfaction. The mentors build strong ties with their colleagues. And the institution is stronger for this culture of support. That said, the old model of mentoring tenure-track faculty through the one-on-one model is inadequate. Mentoring needs to be woven into the fabric of an institution at all levels and should embrace a networking model of connecting mentors and mentored.

 

We Are All Bunnies

I’m sitting at my desk today watching the reactions and commentary about the situation at Mount St. Mary pour in via Twitter and Facebook.  In case you haven’t read about it yet: here’s the latest.  Those of us who recognize the value of tenure, still believe there is a place for respectful disagreement in higher ed, and want better things for our own students and institutions are a bit speechless (which would be a wise strategy if you were at Mount St. Mary).  Horrified and shocked and saddened seem the most common emotions.

I’m guessing that this drama isn’t over yet.  I expect lawsuits, alumni protest (at least the president can’t fire them), and hopefully, some response from the college’s Board of Trustees.  But in the meantime I think we faculty and administrators at other institutions need to do three things.

The first is to engage in some self-education.  What are the policies and procedures at your institution governing speech?  In one of the first ripples in the drama at Mount St. Mary it became clear that the university had a policy that “all university employees must clear any communications with reporters first with the university spokesman.”  What is YOUR university’s policy in these matters?  Perhaps there isn’t a policy, which is probably a good thing.  But my PSA to you is to find out.

The second two items hinge on the assumption that in the current higher ed climate no one is immune from these kind of actions.  We can shake our heads and wring our hands and say how messed up things are at Mount St. Mary, but I bet our colleagues there didn’t see this coming, either.

So the second item is to become the allies of vulnerable individuals at your institution who might end up in the firing line.  A particularly troubling part of the recent developments is that the untenured facultly advisor to the student newspaper, which leaked the president’s emails, was one of the faculty members fired.  I’m not sure what sort of things might have protected this individual, but having senior, tenured members of the faculty recognize his vulnerability would be a good place to start.

The third item is to write and tweet and post about this as much as possible.  And sign this petition.  We need to recognize not just that this could happen to us wherever we are, but that we need to be in solidarity with our colleagues at other institutions.  It is easier to pick off faculty like this if the perception is that they are isolated.  And I say this to my fellow administrators, too.  We need to say that this kind of management is unacceptable and an insult to the enterprise of higher education.

Kitchen Tales, Part I

So…about a week ago I posted a blog entry about verbal abuse and bullying in academe.  I asked friends and colleagues to repost, tweet, and spread it.  The results were–by the usual measures of my small-time blog–rather astounding.  Since first going up the post has received over 1700 views.  My previous record was around 600.  I credit my generous and supportive colleagues with this result.  But the accompanying comments on my Facebook pages, on their Facebook pages, and on the blog itself, and the private messages I received would suggest that I tapped into a broader concern.  People shared stories of being on the receiving end of verbal abuse.  Others talked about trying to change departmental and campus cultures to  limit these behaviors.  Many expressed understandable frustration that more wasn’t being done on their campus and by their colleagues to root out this unacceptable behavior.

All of this seemed to me to warrant some follow-up posts: a series that I will call “Kitchen Tales” (since the original post talked about turning down the heat in the kitchen and as a play on the blog’s name).

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So, today in Part One I offer some observations.

First observation: words matter.  People who verbally abuse others are not “blunt” or “speaking their mind” or “assertive” or “forthright.”  They are engaging in bad behavior and we need to name it appropriately.  We don’t need to be inflammatory, but we do need to call this behavior inappropriate and unacceptable.  We need to resist those who would dress it up or cover it up with a vocabulary that justifies or downplays it.

Second observation: Combating and resisting these behaviors will not be easy work and there will be risks.  Colleagues behave like this, in part, because they can get away with it and have been getting away with it.  Even if you are completely and totally in the right in calling this person out, be prepared for potential negative fallout.  Some will applaud you, but some may ask why you’re making such a fuss or picking on this person or suggest that you are the problem, not the person doling out the abuse.  I don’t say this to be discouraging.  I say it because–as with all whistle-blowing–it’s not guaranteed to go smoothly and you need to be prepared.

Third observation: Know your institution.  What kind of institutional support is there if you or someone else decides to stand up to verbal abuse or bullying?  Do you know what your institution’s anti-harassment policy is?  Or if there is one?  If there is, what does it look like?  The one at my university, for example, groups harassment with discrimination more broadly and sexual harassment more specifically.  While I am grateful that we have a policy that covers many possible unacceptable behaviors, the grouping of all of these categories makes the policy a bit opaque and the path for pursuing a complaint involving verbal abuse is muddled as a consequence.  Perhaps, then, this is an area that needs attention.

Which brings me to my fourth observation: Each campus culture and structure is distinctive and solutions will need to be local.  In a future post I will talk about some general precepts and principles, but implementing these will depend greatly on conditions and circumstances that are specific to your campus.

So your homework is this: start learning about your institution’s policies and procedures. Hypothetically, what would it look like–e.g.what office would you go through, who would you talk to, etc–if you wanted to file a complaint against someone?

 

A Tale of Two Campuses

The news of and reaction to the budget cuts at the University of Akron fueled and animated my Facebook and Twitter feeds last week.  Faced with a deficit that could reach as much as $60 million in the coming year, the Akron administration has cut approximately 200 positions, including the entire staff of its university press.  The outrage has been clear and vocal.  And those protesting have noted various ironies: the football team loses money but remains, the president is the beneficiary of numerous perks, at least one of their deans makes over $200,000 a year (more than the equivalent of the entire press staff’s salaries).

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It is possible that there are valid explanations for why these specific cuts were made and why the seeming ironies do, in fact, make sense.   But herein lies the problem: the Akron administration has been notably un-transparent about its decision-making process and has offered vague and opaque explanations in the press.

Contrast this with the case of the University of Wisconsin-Eau Claire–profiled in this excellent piece by Inside Higher Ed reporter Kellie Woodhouse.  This campus was faced with a similarly daunting financial situation–a $12.3 million deficit, a consequence of Governor Scott Walker’s deep cuts to higher education.  The Eau Claire administration’s behavior and leadership during this time of crisis and low morale, however, embody many important lessons for the administration of Akron and others.  I’ll highlight a few:

* “The majority of eliminated positions will be administrative” and many of these will be at senior levels.  Nothing angers faculty faster than being asked to bear budget cuts when the administrative ranks continue to grow and garner large salaries.  Administrations need to demonstrate that the cuts will be felt at all levels–even the senior ones.

* “Eau Claire didn’t hire consultants…but instead asked about a dozen alumni with business experience to share their expertise and recommendations.”  Another thing that often angers faculty and other observers is the tendency to pay high-priced consultants to help you manage budget crises.  But the decision to use alumni instead?  What a great way to demonstrate your faith in the degrees you award.  Brilliant!

* “Eau Claire assembled a group to consider how such changes might affect the curriculum.”  Proactively managing change encourages transparency (you can’t manage it, if you don’t say what it’s going to be), involves other participants, and generally helps sow the seeds of good will.

* “Schmidt [the Chancellor] says he’s consulted with faculty through each run of restructuring…Members from the Eau Claire’s University Senate agree that they’ve been part of the process, and that administrators have been transparent and communicative about reductions.”  Many things to love about this: consulting, transparency, and communication top the list.

Undoubtedly, there are other factors that play into things not going well for Akron and things going better at UW-Eau Claire.  But I can’t help but be struck by the Eau Claire administration’s playbook.  It seems to me that they are managing a bad situation by setting an example (cuts at senior levels), demonstrating transparency, and encouraging conversation.  It’s not a mysterious or complicated strategy, but it’s one that other universities would we well-served to embrace.

 

Here and Now

For many of us today is a holiday.  And yes, I am using it to run errands, get caught up on laundry, and go for a run.  But I am also trying to use it to pause and reflect as a way of honoring the occasion.

Ours is a world that desperately needs more justice and peace, and less division and hatred.  But these are overwhelming tasks.  I talk a good talk, but often feel like I fail to deliver on anything truly transformational.  But what if I boil it down to the essentials of my chosen vocation, higher education, and my daily work?  It is easy amidst the various crises that plague our profession to lose sight of our purpose.  And don’t get me wrong, the resolution of these crises–the exploitation of contingent faculty and the rising costs of higher education, for example–are at the core of ensuring that this world has more justice and peace, and less division and hatred.  So let’s keep doing that important work, but in the meantime, how do our daily tasks and interactions intersect with these larger aims?

We are here because students have come to us for an education.  That education encompasses everything both in and beyond the classroom while they move across our campuses–both the brick and mortar ones and the virtual ones.  And I know that we are all doing more with less and that class sizes have grown and advising loads have doubled and tripled, and that they upper administration is bloated and doesn’t get it.  But despite all of this, can we carve out moments and gestures that might make a difference?

Not long ago I had to sign about 200 form letters that congratulated students on a significant accomplishment.  In addition to signing my name, I wrote a simple “yay!” on each.  In total it maybe added 5 minutes to the tasks of signing all those letters.  One of the recipients of that letter recently thanked me for doing this.  At the time, I wasn’t sure it would make a difference, but it did for this student.  And that’s the tricky part: you never know what the impact of gestures like that might be.  And so it’s easy–and trust me, I’ve been there and done that–to just not bother.  I often lack the fortitude and the patience to take the time to do the things I’m prescribing here.

And it’s not just the nice stuff.  We can probably all recount stories of the professor or advisor that held us accountable in uncomfortable, but necessary, ways.  So this is not an argument for babying or pandering or being a pushover.  Our students’ education is certainly what we teach them in the classroom, but it is also the accumulation of all those other interactions–the conversation in the classroom door about why they were absent last week, the response to the frantic email that comes the day before a big exam, the advice about what classes to take next semester and why.  All of those scenarios might require stern words and consequences.  But the way we deliver that message–the words, the tone–will matter.

So I will continue to fight the good fight for better pay, lower tuition, smaller classes, and more tenure-track lines.  But I will also strive to remember that one part of achieving those things is  built on the accretion of these smaller, daily moments and how I handle them.

Well Done

No, this won’t be a culinary tutorial in overcooking things.  Instead it’s a post inspired by a quotation from Benjamin Franklin that I recently came across” Well done is better than well said.”  Putting aside my abiding love of eloquence, I take his point.  And it’s another one of those deceptively simple lessons that would serve administrators well.

In this case, I’ll adapt it to a particular set of circumstances and the issue of follow through.  For several years I attended an annual meeting of leaders in my college.  The afternoon included a brainstorming session to generate ideas about how to improve the college’s stature on campus, recruit majors, and other worthy endeavors.  But nothing ever came of these sessions.  Great ideas were generated but then vanished into the well-meaning ether of good intentions.  By the second or third time I’d watched this happen, I’d become completely disenchanted, and as a consequence, disengaged.  What good were any good plans we might identify if no one would ever try to implement them?

Clearly, this was a flawed process.  But aside from its immediate flaws, it unwittingly fostered apathy and disgruntlement.  So the long-term effects were probably more pernicious than the short-term ones.

So how could this process have been better?  In other words, how do you facilitate follow through?

To begin with, write it down.  Keep track of what gets said.  Be sure that someone is the designated note-taker and record-keeper.  In other words there need to be minutes of what transpired.  Taking minutes seem too old-fashioned?  Another possibility is to write the notes on big sheets of butcher paper or a blackboard and then take photos of them.

Once the group has finished brainstorming or generating ideas, look them back over and determine who is going to follow up on which idea.  In my experience, everyone is at least pretty good at coming up with clever ideas.  Where the rubber hits the road is in implementation.  So get people to volunteer or assign them tasks.  And circulate the minutes or photos of the work as soon as possible after the meeting.  Keep everyone engaged in the task at hand.

But wait, you’re not quite done yet.  You also need to set deadlines or some expectation of reporting back.  How long does everyone have to follow through on their assigned idea/task?  Will there be another meeting to discuss progress (if so, you’ve got everyone already assembled, set the date now while everyone’s in the room!).  Will there be sub-groups that need to set their own timeline?  Unless there’s some accountability you risk another encounter with the well-meaning ether of good intentions.

While some may grumble while you make these assignments and set these timetables, the payoff of promoting follow through and producing results will foster faith in your leadership and contribute to greater engagement in the long run.