Category: Blog

Professional Development in Higher Education: 3 Powerful Tools for Translating Learning into Action

Professional development in higher education is key to building the capacity of college and university leaders. But we work in such a fast-paced way that often the learning we get at events remains unimplemented and the information we bring back to our campuses from a conference or training gets lost in the day-to-day grind of our work, like so many jumbled puzzle pieces.  Here are a few tools for springing more rapidly from puzzle pieces to completed action. by the staff of Academic Impressions We’ve all been there. We take the time to attend a conference or workshop, and we find ourselves get inspired with new ideas. But once we return to the office, we get reabsorbed quickly into the grind of day-to-day work, so that our ideas never get implemented and our learning has little actual impact on our day-to-day. That’s why we have developed three quick and easy one-page tools that you can use while at any conference session or while watching any webcast to not only record your most crucial and actionable notes but also identify concrete next steps to take. You can see the tools below — and you can also click any of them to open up […]

Challenging Androcentrism in the Academy: 7 Strategies for Leaders of Academic Institutions

Confronting gender bias in the academy and seeking gender equity and gender balance requires concerted efforts by senior leadership. Here are seven ways to make a difference. by Rosalind Spigel, Organizational Development Consultant and Leadership Coach, Spigel Consulting In this series of seven articles, we have considered leadership qualities and how they are practiced, deployed, and interpreted differently for women and men. Those qualities are: To support gender balance, we have provided suggestions for individuals, teams, and organizations. (Note: For the purposes of this series, the perspective is cisgendered, able bodied and living in the US.  I have not addressed multiple genders, gender fluid individuals, race or other intersections of marginalization. Representation within gender is an important conversation. Although this series does not address this conversation directly, it is important to note that bringing only white women into leadership is nether gender equity nor gender balance.) Summary: Where Androcentrism Holds Us Back from Truly Supporting Women’s Leadership in the Academy What we have seen over the course of this series is that in terms of leadership distinctions, women are perceived to be stronger in some (empathy, collaboration) and men stronger in others (confidence, assertiveness).  In our androcentric world, and the academy […]

We Need to Value How Women Use Vision and Conceptual Thinking to Lead

It’s no secret that more women in the workforce has not equaled more women in leadership. Women opt out because they don’t feel their work is meaningful, they object to the direction their institution or institutional culture is headed, or they believe their contributions aren’t valued. Countering this requires a systemic approach. by Rosalind Spigel, Organizational Development Consultant and Leadership Coach, Spigel Consulting  In this sixth article in our series in Challenging Androcentrism in the Academy, we’ll look at one set of leadership traits and behaviors we identified earlier in the series: vision and conceptual thinking. We’ll examine: In preparation for this article, I was fortunate to have interview conversations with many women in higher education. In our conversations about conceptual thinking, I discovered a distinction between “big ideas” and “vision.” Big ideas tend to excite. Vision can also excite, but for the women I spoke with, vision also includes more mundane aspects of operationalization which then receive less than enthusiastic responses from their male bosses. I would like to add that there were women I spoke with who did not perceive themselves or others being marginalized for their conceptual thinking. Nonetheless, if an institution is interested in higher levels of […]

Mergers and Acquisitions: Strategic Questions Every University Leader Should Ask Now – Not When It’s Too Late

by Daniel Fusch

Higher education mergers are often seen as a sign of personal and institutional defeat, to be avoided at all costs. Yet the truth is that waiting until the last possible moment, when the institution is in full tail spin, is the true sign of failure. The time to be watching for strategic partnerships or opportunities for merger or acquisition—specifically those opportunities that make the institution stronger, not weaker—is always now. An interview with Ricardo Azziz and Nivine Megahed Recently, we spoke with Dr. Ricardo Azziz, the Chief Officer, Academic Health & Hospital Affairs, State University of New York (SUNY) System Administration, who oversaw the merger that resulted in Georgia Regents University (now Augusta University), serving as founding president, and with Dr. Nivine Megahed, Ph.D., the President of National Louis University, who oversaw the university’s acquisition of Kendall college (a for-profit Laureate Education college). Dr. Azziz and Dr. Megahed also joined other experts in leading our 2019 conference Preparing for the Future: Institutional Mergers and Strategic Alliances in Higher Education. We wanted to ask a few key questions before the event. Here’s what Ricardo Azziz and Nivine Megahed shared with us. We hope you will find their perspectives useful and thought-provoking and […]

How Do Universities Need to Approach Student Data Differently?

by Linda Baer

Are we looking at student data in ways that help us improve our efforts? What holds us back from measuring and improving student success? What holds us back from measuring student success and implementing measures to improve it? How should every institution be looking at its student data differently? These are pressing questions to answer. Let me share a few of the things I’ll be talking about at our upcoming conference Building Your Data Strategy to Improve Student Success Programs and Interventions. I want to share four steps all institutions need to take—and three examples of who is already doing this. 4 Things to Do We need to have institution-wide strategies to improve student success programs and interventions. And for these strategies to work, we have to define the strategic needs and priorities that you we expect from analytics and align investments in financial and human resources to build the analytics required to improve student success. (For more on what that might look like, see Ronald Yanowski’s article “The Analytics Landscape in Higher Education.” Here are four things every institution needs to do: 1. Focus on the right questions and adopt a comprehensive analytics strategy to address them. Often in […]

What Every Higher Ed Leader Needs to Know About Supporting Women in Leadership

by Daniel Fusch

How can higher ed leaders support women’s leadership within their institutions? What do leaders need to know? Academic Impressions staff and leaders in the academy offer their advice and perspective. Several times a year at our Women’s Leadership Success in Higher Education conference, we bring together 200 women in leadership positions (or aspiring to leadership positions) in higher education to network, connect with mentors and success coaches, and share perspectives on the challenges of the academy. As we approach our next iteration of the event, we wanted to ask members of our previous faculty panel (as well as our internal team who designed the conference) what advice they most want to give this year to leaders in higher education who are committed to doing more to support women’s leadership growth and success. Here’s what they would like to share with you: 1. What’s one piece of advice you would offer those working in higher ed to support women in leadership roles? Karen Whitney. “If you really want to see more women in leadership, and in particular at the highest levels of leadership, then be prepared to be both honest and clear. “First, if a leader has asked for your support either as […]

What Are Title IX Reasonable Accommodations for Pregnant and Parent Students?

When working with pregnant or parenting students, what are Title IX reasonable accommodations? What constitutes “reasonable,” and what accommodations need to be included in your institution’s policies and procedures? Here are some scenarios. The following is an excerpt from the Academic Impressions recorded webcast “Title IX: Key Considerations for Working with Pregnant and Parenting Students,” which you can purchase here, presented by Jeanine Bias, Director, Office of Equity and Inclusion/Title IX Coordinator, Sam Houston State University. 4 Scenarios: Is it a “Reasonable Accommodation”: Yes or No? “Accommodations are always a case-by-case basis, but when the accommodation is being issued by an administrative office and not by one particular faculty member, you want to be careful not to create situations where an accommodation granted in one case needs to then be granted in all similar situations, outside of that case-by-case. You want to make sure that you’re giving accommodations that are reasonable but that also don’t get you into a corner later on. “So, in general, are the following accommodations reasonable? 1. Childcare – No. “We need to talk a little about where childcare comes into the equation as it relates to both our guidance and our responsibility, but in general, […]

What Do We Mean By a Trauma-Informed Title IX Investigation?

by Daniel Fusch

What does a trauma-informed Title IX investigation look like? How do you investigate cases of alleged sexual misconduct on your campus in ways that are sensitive to the fact that the student issuing the complaint may be experiencing trauma? The following is an excerpt from the Academic Impressions recorded webcast “Conducting Trauma-Informed Investigations for Sexual Misconduct Cases,” which you can purchase here, presented by Cheryl Wayne, M.Ed., JD, Title IX Investigator, DePaul University. This webcast is free to our members. Keys to a Trauma-Informed Investigation Check your biases “…When you do a trauma-informed investigation, you are looking first to check your biases. Now, if I could see all of you, I would ask, “How many people have biases?” And I am sure everyone in the room would raise their hand, because we all have them. What’s important is that we check the biases we have and make sure they don’t come into play when we are interviewing. It is natural to do that. Avoid appearing impatient “One of the things you will find when dealing with a complainant who has an experience of sexual misconduct is that they may not always get their story out as quickly as you would normally […]

5 Steps to Boost Your Alumni Volunteer Engagement

by Courtney Yuen

The University at Buffalo’s alumni volunteer teams have seen a big increase in participation and engagement. Here’s what they’re doing differently. When Clayton Connor looks at his volunteer management calendar he channels his inner Hollywood mogul. “We always liken it to a movie studio that comes out with a big blockbuster every three or four months,” he said. As the Assistant Director for Constituent and Alumni Engagement at the University at Buffalo, keeping his “audience” interested is crucial. In his eyes, big volunteer opportunities are feature films primed to make an impact. “They’re the tent-pole movies. There’s a big summer movie and then when the holidays come around there’s another big movie to keep their viewers engaged,” said Connor. “We try to do the same thing with our volunteers.” He spaces out the big opportunities or “blockbusters” every three months and then sprinkles in smaller opportunities throughout the year. This way the University of Buffalo is always top of mind for their alumni. A More Planful Approach to Volunteer Management When he started in this role two years ago, he saw there was a need to have a better developed plan for volunteer management. Connor, like anyone else managing volunteers, was […]

Challenging Androcentrism in the Academy: Creating Environments that Empower Risk Taking and Confidence in Women Leaders

In a culture of androcentrism, women are likely to be stymied by a reluctance to take risks. Moreover, women who have a well-developed sense of confidence often present it differently from men. How do we shift the culture within our institutions? by Rosalind Spigel, Organizational Development Consultant and Leadership Coach, Spigel Consulting  In this fifth article in our series on Challenging Androcentrism in the Academy, we’ll look at a set of leadership traits and behaviors we identified earlier in the series: confidence, achievement drive, and tempering assertiveness. If you find this article useful, you may also be interested in the upcoming conference Women’s Leadership Success in Higher Education. Confidence “Confidence isn’t optimism or pessimism, and it’s not a character attribute. It’s the expectation of a positive outcome.” ― Rosabeth Moss Kanter In an androcentric, male-dominated setting, women are likely to be stymied by a reluctance to take risks. When someone fears she will be judged differently, she is less likely to go out on a limb, step up, or raise her hand. For this reason, going for an assignment without knowing in advance exactly how to accomplish it generally takes more courage for a woman. Research shows that this confidence gap between […]

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