In today’s evolving higher education landscape, institutions increasingly recognize that strong leadership isn’t just essential for individual success—it’s vital for organizational resilience and transformation.
At Academic Impressions, after over twenty years of serving higher education, we’ve had the privilege of seeing how colleges and universities have strengthened their leadership benches in powerful, innovative ways.
When we launched the Best Places to Grow initiative, we aimed to highlight this incredible work. From major R1s to small private colleges to large public universities, we found outstanding leadership programs making a measurable difference. While every program has its unique identity, certain best practices clearly emerged across our nominee pool.
In this article, we spotlight seven practices that help leadership development efforts truly flourish.
1. Embracing Program Evolution and Iteration
Many leaders want to launch fully formed, polished programs right out of the gate. But lasting success often comes through agility and iteration. Programs that evolve based on feedback, shifting needs, and ongoing reflection often achieve the greatest impact.
Examples of Iterative Leadership Programs:
- Indiana University Indianapolis evolved from a two-day kickoff into a dynamic model that now includes coaching and expanded facilitation.
- Miami University’s Advancement Division expanded its Emerging Leaders Program from executive workshops to a division-wide initiative in just two years.
- Texas Christian University built flexibility and faculty feedback into the core of its New Faculty Mentoring Program.
Takeaway: Start small, launch pilots, listen closely, and iterate often for continuous growth and relevance.
2. Making Coaching a Core Component
Leadership isn’t a one-size-fits-all journey. Personalized coaching provides critical self-awareness and long-term development, offering tailored support that group instruction alone cannot achieve.
Standout Coaching Approaches:
- Aurora University embeds honest, individualized coaching through its Academic Leadership Academy.
- Indiana University Indianapolis integrates formal coaching into its leadership programming.
- At the University of Texas Medical Branch (UTMB) at Galveston’s BSN Honors Program, personalized mentorship and coaching are central components.
- NJIT’s MTSM infuses coaching across students, staff, and faculty, with leadership modeling from the Dean.
- Texas Tech embeds coaching into every layer of its leadership development experiences.
Takeaway: Invest in structured, personalized coaching relationships that create clarity, confidence, and sustainable growth.
3. Fostering Holistic Leadership Growth
Leadership is about more than technical prowess; it demands emotional intelligence, self-awareness, strategic thinking, and adaptability. The best programs help participants grow as whole people, not just skill sets.
Holistic Development in Action:
- Aurora University and Blinn College build emotional intelligence, self-discovery, and personal motivation into their leadership curricula.
- Hillsborough Community College (HCC) SouthShore focuses on ethics, civic responsibility, and community engagement.
- Louisiana State University’s Academy for Scholars as Leaders emphasizes values-driven leadership and systems thinking.
- University of Texas at Dallas’s BRIGHT Leaders shapes personal identity, strategic influence, and cultural impact.
- The University of Texas Medical Branch (UTMB) at Galveston’s BSN Honors Program approaches leadership as a holistic, identity-shaping journey, preparing students for policy influence, clinical leadership, advocacy, and innovation through workshops, service-learning, research, and mentorship.
Takeaway: Incorporate reflection, self-assessments, and experiential learning to nurture resilient, forward-thinking leaders.
4. Engaging Multiple Audiences for Institutional Impact
The most transformative leadership programs extend their reach across diverse campus populations—faculty, staff, and students—breaking down silos and fostering institutional-wide leadership cultures.
Broader Engagement Examples:
- HCC SouthShore engages students, faculty, and staff in shared leadership programming.
- Blinn College builds cross-campus, cross-functional leadership cohorts.
- NJIT’s MTSM tailors development for faculty, staff, and students, extending community impact.
- University of Texas at Dallas’s BRIGHT Leaders Program welcomes all employees, promoting leadership at every career stage.
Takeaway: Create cross-functional programs that drive inclusive leadership capacity across your whole institution.
5. Leveraging External Resources to Strengthen Programs
Not every piece of leadership development content needs to be built internally. Strategic integration of external books, frameworks, and expertise can add depth and credibility to your programs.
Examples of Smart Integration:
- Blinn College’s FutureWorks incorporates The Leadership Challenge by Kouzes and Posner alongside internal initiatives.
- University of Texas at Dallas uses the Five Paths to Leadership® Self-Assessment and has built internal capacity by certifying in-house facilitators.
- Many institutions partnered with Academic Impressions for workshops, webinars, facilitation plans, and other kinds of customized course content.
Takeaway: Curate external leadership content and blend it thoughtfully with homegrown initiatives to create rich learning experiences.
6. Building Networks and Leadership Communities
Leadership is a communal pursuit. Programs that foster strong peer and mentor networks ensure leaders stay connected, supported, and continuously grow long after formal sessions end.
Networking Models That Work:
- Blinn College establishes long-term networks through buddy systems and retreats.
- HCC SouthShore connects students and staff through 19 community partnerships.
- Texas Tech’s FMA and IFE build robust professional networks through Mentorship Circles and peer communities.
- Vanderbilt University focuses heavily on community building through coaching cohorts and consultancy protocols.
Takeaway: Embed community-building activities into leadership programs to foster trust, collaboration, and collective resilience.
7. Measuring Success with Data
The best programs don’t guess—they measure. Institutions prioritizing metrics like participant satisfaction, career advancement, and institutional outcomes can continually refine and scale their efforts.
Data-Driven Leadership Excellence:
- Blinn College tracks real-world outcomes, including participant-driven initiatives and career advancement.
- NJIT’s MTSM boasts high retention, job placement, and fundraising success.
- Texas Tech emphasizes survey research to guide ongoing program improvement.
Takeaway: Systematically collect data to understand your program’s true impact, and use those insights to inform future development.
Conclusion
The leadership development programs highlighted here illustrate a clear truth: intentional, inclusive, and iterative efforts can elevate individuals and transform institutions.
Whether through agile program design, personalized coaching, community-building, or data-driven improvement, these best practices offer a roadmap for leadership experiences that last a lifetime.
Final Thought: Tailor these seven strategies to your institutional context, and you’ll build leadership programs that are not just successful but truly transformational.
Ready to invest in your institution’s future? Start building a leadership program that’s structured, inclusive, and adaptive today.
