Lori is the ninth President of Texas Tech University Health Sciences Center and the first female president in the Texas Tech University System. She joined TTUHSC in 1987, and has held multiple leadership positions during her tenure with the university, including Dean of the School of Health Professions and Provost and Chief Academic Officer. Lori led TTUHSC through an unprecedented global health pandemic. This required the transition of all on-campus academic instruction to online and a workforce of more than 5,000 on six campuses to remote operations. During this time, the university’s team members led collaborative efforts to produce personal protective equipment for its front-line health care team and providers across the region. They also played vital roles statewide in supplying viral transport medium for COVID-19 testing and conducting a national study on convalescent serum as a treatment option for the disease. As President of TTUHSC, Lori oversees a complex, multi-campus institution with Lubbock as the administrative center, and with regional campuses at Abilene, Amarillo, Dallas, Midland, and Odessa. TTUHSC is committed to regionalized, educational experiences provided across six schools that deliver quality education, research, patient care, and community service programs to meet the health care needs of West Texas, […]
I help leaders in higher education navigate change with clarity and confidence — offering a trusted space to quiet self-doubt, recalibrate and lead from solid ground. “I stopped second-guessing myself and started making decisions I could stand behind. Beth helped me build confidence in my role and prepare for what’s next.” My work focuses on helping leaders navigate transitions, manage the stressors of institutional change, and clarify their next steps. I create a reflective and supportive space where you can think clearly, reconnect to your strengths, and lead with a steadier sense of self. What we might work on: I’ve spent decades working at the intersection of leadership and psychology, balancing private psychotherapy practice with executive coaching and consulting. I became a coach after seeing how many talented leaders struggle silently during transitions — not because they lack ability, but because they lack the internal support needed to meet external demands with confidence. My work is grounded in training as a clinical psychologist and organizational development specialist, with degrees from Columbia, Cal State Hayward, and Temple University. I’ve taught at undergraduate and graduate levels and have published on what I call “leadership consciousness.” Outside of work, music keeps me grounded: […]
Supporting mid-level and senior leaders as they prepare for the future of higher education and the next steps in their careers. Jennifer is an executive coach and trusted advisor who helps higher education leaders and their teams cultivate the mindset and skill set needed to thrive in an ever-changing world. Drawing from nearly 20 years of progressive leadership experience in higher education, she brings deep institutional knowledge to her coaching practice, specializing in cultivating the critical competencies that enable leaders to break down institutional silos, forge powerful collaborations, and create flourishing organizational cultures. Jennifer has held a variety of leadership positions in academic and student affairs throughout her career, including program director, department chair, and assistant dean. She currently serves as a director of strategic initiatives where she works closely with the provost on developing and coordinating high-priority strategic planning initiatives. Her coaching practice focuses primarily on chairs, deans, provosts, and vice presidents who are leading institutional change while advancing their own career trajectories. Jennifer’s approach combines evidence-based frameworks with practical communication strategies, ensuring leaders can effectively navigate complex challenges while building sustainable success. Jennifer has coached hundreds of leaders across institutional types, from R1 universities to community colleges, including […]
Is it time to launch that new academic program? Here is the ‘art’ and ‘science’ of answering that question.
Academic Entrepreneurship walks you through strategies for identifying, creating, and growing the right academic programs – both the mindset needed and the practical steps. Included in the book are templates, samples, worksheets, and case studies.
Empower entrepreneurship across your institution or system: Order 10 or more copies and receive a $10 discount on every copy you purchase.
Books are shipped within 7 days of receipt of payment. For immediate receipt of book, order PDF copy.
RELATED ARTICLE: How Maricopa is Improving Student Success through Comprehensive Support for Adjunct Faculty During the recent recession, the Maricopa Community College District shifted more classes to part-time adjunct faculty as a cost-cutting measure -– a trend that was mirrored nationwide. Unfortunately, that move typically has a negative effect on student retention and completion rates, according to the Center for Community College Student Engagement. Now Maricopa is working to reverse that trend and move to a 60:40 model in order to improve student success outcomes. We talked with Chancellor Rufus Glasper, Executive Vice Chancellor and Provost Maria Harper-Marinick, Faculty Association President Keith Heffner, and Eddie Genna, who served as Faculty Association president as the initiative was being debated, to understand how and why Maricopa is making this transformative change and what they need to prioritize to accomplish it successfully. Changing the FT/PT Faculty Ratio from 90:10 to 60:40 Maricopa originally established a 90:10 full-time/part-time faculty ratio when the community college district was created in 1962. According to the ratio, 90 percent of daytime courses would be taught by full-time professors, and the remaining 10 percent by part-time adjuncts. Evening classes would also be taught primarily by part-time adjuncts. By 2012 […]
Here’s how to do prior learning assessment (PLA) rigorously and well. The suggestions given are by the author of a landmark study of prior learning assessment portfolios. 2010. Jamie Merisotis, president and CEO of the Lumina Foundation for Education, has released a statement offering ideas for a national strategy to rapidly train workers for new jobs; among these, prior learning assessment (PLA) was cited as one possible game-changer. But beyond CLEP and the controversial challenge exam, how can enrollment managers and academic leaders assess prior learning effectively and with rigor? We asked Denise Hart, director of adult education and creator of the Success Program at Fairleigh Dickinson University, and author of a landmark study of prior learning assessment portfolios, for techniques that institutions should be thinking about. The Prior Learning Portfolio Hart recommends starting with portfolio assessment as your core option. But for this to work, you have to: It is important to have the portfolio evaluated by faculty with specific and relevant expertise. “Don’t have a History of Civil War expert evaluating a Vietnam War portfolio,” Hart cautions. “Have someone who is au courant, who knows the material, is current with the material, and understands adult learners.” The portfolio, […]
Leadership is hard Let’s face it, leadership is hard and exhausting. Leadership was hard before the Covid-19 pandemic, and the additional complexities that leaders have been facing over the past year have been significant. Leaders at all levels are increasingly finding themselves making more decisions more quickly, with more significance, and with less information. The risks we are managing have increased. Our teams are looking to us for vision and guidance while we manage all of this new complexity and challenge. And we are doing all of this while working at our kitchen tables and in virtual meetings. We have had to acquire a whole new set of skills to lead in a remote or hybrid environment literally overnight. Leading teams and managing ourselves during these conditions is not for the faint hearted and it necessitates that we build our toolkit to tackle leadership in new ways. Now we are starting to look to the future with hope and optimism, knowing that some things will never return to the way they were before the pandemic. They can’t, and in many ways, they shouldn’t. Acknowledging and validating that the work of leading is hard right now (and really always was) is […]
In November 2011, Academic Impressions surveyed colleges and universities on their practices in assessing academic advisors. 73 institutions responded, and of those who responded, 57 percent employ both faculty and professional advisors, 24 percent use only faculty advisors, and 19 percent use only professional advisors. The aggregated results from the survey reveal some significant issues. When asked what methods they were using to assess the effectiveness of academic advising, respondents indicated: Note that 21 percent – over one fifth – of respondents have no system in place for assessing advising. And though 63 percent are collecting student evaluations, a far smaller percentage are using the data they collect to provide training or other concrete efforts to improve the quality of academic advising: Most institutions are collecting some evaluative data, but few institutions are using that data to improve advising programs and practices. In fact, 61% of institutions surveyed do not use assessment data to reward and recognize effective advising, and nearly half do not use it to inform training for academic or faculty advisors. Lisa Wexler, conference director with Academic Impressions, notes that this disparity in results suggests that what data is being collected is likely not being used to […]
By Sue Ohrablo, Ed.D.
Buy copies to train your entire team of advisors. Get a $10 discount on each copy when you buy 10+ copies.
Books are shipped within 7 days of receipt of payment. For immediate receipt of book, order PDF copy.
In my last post, I wrote about how admissions works, although the lesson, perhaps, is that the term “admissions office” means very different things at different institutions. And while it’s still true that we in admissions and enrollment management all agree on one thing—that if a student never applies, they won’t enroll—it’s also true that the final step in the process is the processing and delivery of financial aid. A caveat: This is hard to grasp on the first pass—if it sometimes does not seem to make sense, that just means you probably understand it better than you think you do. I recommend paper, a pencil, and some note-taking to get you through this. It’s going to be challenging to navigate. About 15 years ago, I started gauging the age of my audience during presentations by putting an image on the screen. It’s the floorboard of an automobile, showing part of the brake and floormat for some context. You’re likely to notice the bright red carpet before you notice something else that doesn’t look quite right: To the left of the brake is a silver button, a little bigger than a quarter. I ask the audience members to raise their […]
