When systems and processes are misaligned and do not function effectively or efficiently for students, faculty, or staff, the need for reorganization of academic affairs is obvious. But it’s a daunting task. Broach the topic in a meeting, and you’ll immediately detect a rise in the level of stress in the room. And when word spreads, even people in units not directly affected by the proposed reorganization often will become apprehensive as well. This reaction poses a dilemma: how can institutions handle alignment and unit reorganization without inducing unnecessary stress or anxiety?
Shying away from the task is not a viable option. It would mean missing an opportunity for transformational change in operations. Consider the following issues that can drive the need for reorganization within academic affairs, and the possible consequences if these go unaddressed:
Succession planning, or targeted leadership development, is not very common in higher education institutions, perhaps because of the corporate cronyism it often calls to mind. Certainly, the values and hiring practices in higher education are inconsistent with the “good ol’ boy” network found in the corporate sector, but perhaps higher education institutions could apply some of the more benign aspects of succession planning to minimize disruptions associated with leadership change, preserve institutional memory, and make full use of the talents within the institution.
