In this paper we review current practices for developing and promoting academic leadership in universities. We consider the forms of leadership that are appropriate for academic organisations, while exploring the types of leadership favoured by recruitment and promotion committees. Using the Australian higher education context as a case study, we…

Colleges and universities looking to recruit leaders from within the faculty ranks will face more and more difficulty. From their respective positions--as a provost (Janel) and a search consultant (Dennis)--they often hear senior executives in higher education say that building a new generation of faculty leaders will be a major challenge in the…

A topic of continuing interest in American higher education and society is the future of historically black colleges and universities, commonly referred to as HBCUs. The nation's public and private black institutions of higher education have proved their mettle, and yet they face persistent challenges to survive. A huge part of the challenge black…

Numerous institutions are moving toward the chief diversity officer model of leading and managing diversity in higher education. These officers carry formal administrative titles and ranks that range from vice president for institutional diversity to associate vice chancellor for diversity and climate and dean of diversity and academic engagement.…

This guide for trustees and search committee members who are involved in the process of selecting a college or university president provides background information and questions to ask when interviewing search consultants, as well as a directory of search consultants. An introductory section on selection guidelines covers how a search consultant…

This publication provides general background information and questions trustees and search committee members might ask as they interview search consultants to help in the search for presidents of institutions and it profiles search firms so that trustees and search committee members can make initial assessments as they look for consultants. A…

Sunshine laws are designed to make meetings and records of public entities visible so that a state can help ensure accountability of decision making affecting public resources. The laws often pit the news media's desire for greater public disclosure of information on public college and university governance against institutional leaders' desire to…

Increasingly, colleges and universities are using consultants to help search committees find the right president for the institution. Search consultants bring experience, historical and national perspectives, objectivity, personal knowledge of candidates, and a professional approach. Energy, enthusiasm, and style are important consultant…

The search process for a new president at Salisbury State University (Maryland) yielded lessons for other institutions operating under open meeting (sunshine) laws. Factors found important in the process include search committee cohesiveness, committee leadership viewed by constituencies as open and objective, a single voice speaking for the…

A college presidential search will find the best candidate if the search committee exceeds routine reference checks, conducts effective interviews, and includes visits to finalists' home campuses. The visit can cast light on such unknown factors as fund-raising potential and leadership skills. There are also disadvantages to be considered,…

A college governing board chairman discusses the procedures and surprises in the search for a new president, including preparing for the search, establishing a committee, hiring a consultant, selecting finalists, candidate visits to campus, making the final selection, and informing all candidates of the outcome. (MSE)

In its search for a new president, the University of Michigan was forced, under open meeting laws, to invent a semi-public search, with governing board members unable to talk privately with search advisory committee members. However, the four outstanding candidates were brought into the process before it became public; next time, the search might…

Examines changes in the way many universities conduct presidential searches, outlines the American Association of University Professors' position on presidential searches and the rationale behind it, and discusses secrecy issues. Describes the University of Washington's recent experience and the results of a survey concerning practices on 100…

Upon completion of the presidential search, six major tasks remain. Three come before appointment: salary and benefits negotiation, development of evaluative procedures, and completion of a contractual agreement or letter of appointment. Three come after appointment: making the public announcement, producing a search summary report; and retention…

Notes the current system of finding new academic leaders for colleges and universities often brings delay and damage. Suggests an alternative method of leadership succession is needed. One proposed method would attempt to promote from within the institution; require recruitment by the appointing officer; involve faculty, students, and staff; and…