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Toward the Top: Future Presidential Leadership and the Realities of the Numbers. Peter Eckel, Ph.D. Center for Effective Leadership. www.agb.org. Key Questions. Why focus now on presidential leadership planning, transition and succession? - PowerPoint PPT Presentation
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Toward the Top: Future Presidential Leadership and the
Realities of the Numbers
Peter Eckel, Ph.D.
Center for Effective Leadership
www.agb.org
Key Questions
• Why focus now on presidential leadership planning, transition and succession?
• What is the state of the leadership pipeline, short- and long-term?
• What can be done to develop the pipeline?
Why leadership for the future?
• Anticipated turnover and little progress on diversity.
• Lack of intentional investment in future leaders.
• Higher education is in a high stakes environment, facing high expectations and difficult challenges with no tested solutions – multi-generational solutions.
The Aging of Presidents: 1986 and 2006
41.6
8.1
44.4
42.6
13.9
49.3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1986 2006
61 or older
51 to 60
31 to 50
Women Presidents by Institution Type: 1986 to 2006
13.8
28.8
16.6
3.8
21.5
10.0
23.2
16.1
7.96.6
0.0
5.0
10.0
15.0
20.0
25.0
30.0
35.0
1986 1990 1995 1998 2001 2006
Doctorate-Granting Master's Baccalaureate Associate's Special Focus
Minority Presidents: 1986 and 2006
5
1
1
6
14
2
0
1
5
8
0.0 5.0 10.0 15.0
Hispanic
Asian American
American Indian
African American
Total Minority
1986
2006
Actual and Projected Number of Public High School Graduates,
by Race/Ethnicity, 2001 to 2021
1,588,455
1,859,514
393,363434,234
244,143161,093
780,268
480,187
0
500,000
1,000,000
1,500,000
2,000,000
2000-01 2003-04 2006-07 2009-10 2012-13 2015-16 2018-19 2021-22
White African American Asian American Hispanic
Source: WICHE, Knocking at the College Door.
Facing Challenges with Multi-Generation Solutions
• Obama Administration – “by 2020, America will once again have the highest proportion of college graduates in the world.” (Canada leads at 55%)
• 76% of Governors described initiatives to foster partnerships that link the research capacities of college and universities with business needs.
Limited Investment in Leadership:On-Campus Leadership Programs, by
Institutional Type
5838
28
49
26
4262
73
51
74
Doctorate-Granting
Master's Baccalaureate Associate's Special Focus
No
Yes
CAO Participation in Formal Leadership Programs,
by Gender and Race/Ethnicity
37%24% 28%
51%
15%30%
63%76% 72%
49%
85%70%
Women Men White AfricanAmerican
AsianAmerican
Hispanic
No
Yes
The Pipeline Up
First-Time Presidents’ Pathways to the Position: 2006
23
17
5
16
40
Provost/VPAA OtherAcademic
Officer
Chair/Faculty Non-AcademicOfficer
Outside HigherEducation
Academic Positions = 61%
Lost Capacity? Next Career Steps, As Reported by Successors
Other/ unknown, 10%
Moved to a different CAO position, 12%
Took another administrative position , 13%
Took position outside
academe, 4%
Retired, 21%
Moved to a presidency,
20%
Returned to the faculty,
18%
CAOs’ Presidential Aspirations, by Gender and Race/Ethnicity
47% 44% 47%
25% 33% 36%
28%23%
24%
27%
33% 30%
25%33% 28%
48%35% 34%
Women Men White AfricanAmerican
AsianAmerican
Hispanic
Intend toseek apresidency
Undecided
Do notintend toseek apresidency
Select Reasons for Not Aspiring to a Presidency, by Minority Status
16%
68%
25%
3%
27%
20%
33%
12%
53%
24%
13%
26%
29%
24%
Do not feel prepared to succeed inposition
Nature of work is unappealing
Don't want to live "in a fishbowl"
Not comfortable with the searchprocess
Time demands of the position
Want to return to academic workand/or classroom
Ready to retire
Minority
White
Select Reasons for Not Aspiring to a Presidency, by Gender
65
31
26
27
24
23
68
33
13
26
18
27
Nature of work is unappealing
Ready to retire
Too old to be considered
Time demands of position
Want to return to academic workand/or classroom
Don't want to live "in a fishbowl"
WomenMen
Select Reasons for Being Undecided, by Minority Status
19%
26%
73%
35%
25%
17%
10%
64%
37%
22%
Concerns about the search process
Do not know if I have the skills tosucceed
Uncertain if I will like the nature ofthe work
Concerns about balancing familyand job demands
Might want to return to theclassroom/lab Minority
White
Select Reasons for Being Undecided, by Gender
24
3
21
72
40
27
14
13
6
27
71
30
21
18
Concerns aboutsearch process
Do not know enoughabout position
Question skills tosucceed
Nature of the work
Balancing family andjob demands
Might want to returnto the classroom/lab
Considering workingoutside academe
Women
Men
Perceptions of the Presidency
New CAO Frustrations with Their Presidents
• Too driven or Not driven enough
• Insecure or Egotistical
• Micro-manager or Absent
• Indecisive or Autocratic
• Complacent or Too many commitments
The Initial Rung: Faculty at Four-year Institutions
65 or older, 5%
55 to 64, 16%
45 to 54, 17%
35 to 44, 12%34 or younger, 3%
Not on tenure track or no tenure
system, 48%Tenured or Tenure-track, 52%
Succession Planning or Not?
CAOs’ and Presidents’ Previous Institutions
52%
43%
64%
8%
28%
4%
CAOs Presidents
Did not work at acollege oruniversity
Differentinstitution fromcurrent job
Same institutionas current job
Number of CAO Career Moves
40%
15%
4%
42%
Stayed at oneinstitution
Changedinstitutions onceor twice
Changedinstitutions threeor more times
Moved in and outof highereducation
Ensuring the Future Presidency• Restructure the CAO position (terminal position for 53%).
• Expose future leaders to the joys of the presidency.
• Seriously encourage talented people to prepare for a presidency early; intentionally support them.
• Adopt recruitment (not search) approach; think differently about the hiring process and assumptions.
• Explore different career ladders, but understand short-cuts rarely exist.
• Provide deep sources of political capital to internal candidates.
• Can we rethink the structure and demands of the presidency?
Thank You