Recommendations for board members

Expect the unexpected. With the tenure of a college president growing ever shorter—5.9 years according to the latest American College President Study—it’s likely there will be a presidential transition during your time on the board. Work with fellow board members to develop a contingency plan in case of a sudden change in leadership. Business continuity and succession planning for all cabinet members should be part of your institution’s risk mitigation strategy.
Engage the senior leadership team. Regular communication with senior team members is a good practice in general but especially when a presidential departure is anticipated. Direct interactions with the senior team will give the board valuable insights on potential challenges and can help maintain stability within the cabinet. Additionally, this is an important opportunity for the board to evaluate the extent of its reliance on the president as the primary conduit for communication with key stakeholders. Strengthening direct lines of communication with the senior team will enhance institutional resilience and support a smoother transition.
Consider an interim presidency. Interim periods give institutions time to take stock of the current state of affairs and address any urgent issues. Doing so will allow the next president to fully focus on moving the institution forward rather than dealing with baggage from a prior administration. Interim periods also help ensure alignment between institutional needs and candidate strengths during the presidential search process.

Recommendations for senior leadership teams

Educate the board. Before, during and after a presidential transition, board members are called upon to make decisions that require a fairly sophisticated level of knowledge and understanding about the institution and how it operates. Be ready to share your expertise as well as your candid feedback about what the institution needs most in a future leader.
Calm the troops. Leadership transitions are unsettling for everyone on campus. Faculty and staff need reassurance that the institution is in good hands and their contributions are more important than ever. Retention of top talent is key during a transition period.
Keep an open mind. Senior leadership should actively seek and consider diverse viewpoints from faculty, staff, students and the board regarding university issues, particularly during the presidential transition. Encouraging open dialogue and valuing different perspectives can strengthen decision-making, enhance morale and drive creative problem-solving. By prioritizing inclusive and transparent discussions before the new president takes office, leadership can ensure a smooth transition that keeps critical issues at the forefront while reinforcing trust and collaboration across the university.

Much like packing for a trip, planning for a presidential transition is most successful when done with forethought and a clear understanding of the destination. That means creating space for annual discussions at the board level around what will happen when (not if) the current president leaves office.

Instant Insights /

Presidential turnover: How to plan for the inevitable

Related Stories

Recommended For You