Transitions in other senior academic and administrative staff can have nearly as much impact as a new president. Developing a transition committee may not be necessary, but other strategies for selecting a new president can inform the recruitment and orientation process for senior staff.
“You want them to hit the ground running as soon as possible,” says leadership consultant Terry Franke.
Along with briefings by their predecessors or other staff, perhaps most relevant are any efforts to help new administrators understand the organization’s culture. Measures to round out their background can also be useful.
“People won’t have all the skills you hope, so helping them design personal development plans can be a good idea,” Franke says.
