This bootcamp was designed for academic and administrative leaders who are getting ready to take on a new senior level position at the Dean, Director, or Vice President level, or move up to the next level of their leadership.

Module 1: The Relay ‘Leg’ of Your Leadership
In this module we will set the foundation for a perspective on higher education leadership to help you succeed and address complex challenges within a short timeframe after beginning your new position. We will start by focusing on a “relay sprint” paradigm of leadership that requires you to be realistic and intentional about the relay “leg” you are undertaking and the legacy you are building. Then we will address the importance of how you can identify your inheritance, cope with the complexities of understanding what you’re told and not told, find out crucial information that wasn’t shared as well as manage surprises, and set the stage for your own legacy.

Module 2: Power Dynamics
To prepare for your new position, you will need an in-depth understanding of power dynamics and their impact on your ability to work effectively on your campus. During this module, we will focus on ways to be attuned and attentive to hierarchies and politics as quickly as possible, including campus climate, gossip, campus lore, and misinformation. We will explore ways to analyze the campus’ political landscape, climate, and culture, and how you can utilize the culture to accomplish your goals. We will also examine equity and inclusion, and power dynamics that may be operating for you both nominally and informally.

Module 3: Relationship Building
Planning for strong relationships across multiple constituencies in your new role is critical. In this module, we will focus on ways to sharpen your insight on how to build productive relationships across groups to accomplish your goals. We will address the challenges of gathering information while simultaneously understanding each person’s agenda beyond what is being overtly presented. We will also explore multiple methods to determine who you can trust, and what you can trust from them. A special focus will be placed on building relationships within shared governance.

Module 4: Team Building
In this module, you will identify ways to evaluate and develop talent while building a productive team in a people-intensive organization. We will focus on building a team, assessing talent, distinguishing skills and competencies present and needed, and matching talent to committees. Then we’ll address the critical importance of tackling personnel issues, managing team members who are not performing, and thinking about bringing in “your own people” to your team.

Module 5: Shared Governance Essentials
In this module, we will explore ways to effectively operate within a shared governance environment. One of your key considerations will be to gain clarity about what shared governance is and isn’t, ways it applies to different roles, and how it plays out in the productive functioning of the institution or unit. We will also focus on the centrality of data-supported decision making, including budget and resource allocation, assessment and accreditation, and shared governance intersecting purviews.

Module 6: Operating Essentials
Establishing strong foundational processes is the cornerstone of leading your unit effectively. In this module, we will focus on both academic and operational processes. We will address the importance of reviewing policies and practices to determine which help or hinder attaining your goal, which might need to be revised, and communication strategies to address the changes, as well as overall communication processes. Lastly, we will address the nuances of how to think about your legacy, including the legacy you hope to build for your new position, what you will do to create it, and how to ultimately focus on the long-term health of the institution or unit.

Module 7: Capstone Session – Putting it all Together
Within the paradigm of a “sprint relay,” this session will focus on the roadmap you have developed. You will be asked to share your insights, ideas, and plans, and get feedback on how to refine them to maximize your honeymoon period. Finally, this is an opportunity for us all to celebrate our learning, share shifts in mindset, and get feedback on your roadmap for the first three to six months in your new position.