Prachi Subhedar
Higher education faces a growing challenge: a leadership deficit that’s threatening the stability and effectiveness of institutions across the board. With increasing turnover rates and a noticeable gap in people management skills, there’s an urgent need for change. To ensure the success and well-being of their workforce, institutions must take deliberate steps to develop and support their leaders. Here are four key strategies to address this issue.
1. Prioritize People Management Skills
One of the main reasons for the leadership gap in higher education is the lack of focus on people management skills during hiring and promotion processes. Often, leaders are chosen based on their technical expertise or academic accomplishments rather than their ability to lead and inspire teams. While technical skills are important, they should not come at the expense of strong people management capabilities.
To combat this, institutions should adjust their hiring practices to emphasize people management skills. This could involve asking targeted questions during interviews, conducting leadership assessments, and providing ongoing training to current leaders. By prioritizing these skills, institutions can foster a more supportive and effective leadership culture.
2. Leverage Institutional Resources for Leadership Development
Higher education institutions are uniquely positioned to utilize their own resources to cultivate leadership. With access to top-tier educators and trainers, colleges and universities can create tailored leadership programs that align with their specific needs and mission. These programs can help leaders develop the necessary skills to manage teams effectively and drive institutional success.
For instance, the University of Texas Rio Grande Valley launched a master’s program in higher education with scholarships for faculty and staff. This initiative not only enhanced leadership skills but also demonstrated a commitment to internal talent development. Similar programs can be implemented at other institutions, promoting continuous learning and leadership growth.
3. Build a Strong Employee Culture
Employee culture often takes a back seat to student culture in higher education, but it’s crucial for retaining talent and ensuring institutional success. Leaders play a pivotal role in shaping this culture, and they must be intentional about creating an environment where employees feel valued and connected to the institution’s mission.
Institutions should focus on building an employee culture that mirrors the care given to student culture. This could include recognizing employee achievements, fostering open communication, and ensuring that all employees feel a sense of belonging. Prioritizing employee culture in leadership meetings and strategy sessions can make a significant impact.
4. Align Leadership Practices with Institutional Identity
Higher education institutions often have a strong sense of identity, but this is not always reflected in their leadership practices. To address the leadership deficit, institutions must ensure that their leadership strategies align with their core values and mission. Leaders should not only be effective managers but also champions of the institution’s identity, embodying its principles and values.
By integrating leadership practices with institutional identity, colleges and universities can create a more cohesive and purpose-driven leadership culture. This alignment will help leaders navigate the complexities of higher education while staying true to the institution’s goals, ultimately leading to more stable and effective leadership.
Conclusion
The leadership deficit in higher education is a critical challenge, but it also presents an opportunity for institutions to rethink their approach to leadership. By focusing on people management skills, leveraging internal resources, cultivating a strong employee culture, and aligning leadership practices with institutional identity, colleges and universities can build a more resilient and effective leadership framework. This approach will not only help retain top talent but also ensure that institutions continue to thrive in an increasingly complex environment.
