Pamela L. Eddy - Böcker

When faculty climb the ranks into leadership positions, they come with years of knowledge and experience, yet they are often blindsided by the delicate interpersonal situations and political minefields they must now navigate as university administrators. What are the specific skills that faculty need to acquire when they move into administrative positions, and how can they build upon their existing abilities to excel in these roles? What skills can other mid-level leaders learn to help in their positions? Using an engaging case study approach, Leading for Tomorrow provides readers with real-world examples that will help them reflect on their own management and communication styles. It also shows newly minted administrators how they can follow best practices while still developing a style of leadership that is authentic and uniquely their own. The book's case studies offer practical solutions for how to deal with emerging trends and persistent problems in the field of higher education, from decreasing state funding to political controversies on campus. Leading for Tomorrow gives readers the tools they need to get the best out of their team, manage conflicts, support student success, and instill a campus culture of innovation that will meet tomorrow's challenges.

This volume provides a critical examination of the status of women and gender in higher education today. Despite the increasing numbers of women in higher education, gendered structures continue to hinder women’s advancement in academia.

The contributions of community colleges to society are well-documented. Yet, today’s community colleges are at a cross road. Decreases in funding support, a push for college completion, attention on developmental course work, and a host of other demands create a dynamic context for community college operations. Who leads these colleges matters as they face these demands and how they lead influences outcomes. Pending leadership retirements provide a prime opportunity for thinking about community college leadership in new ways. Entering this environment are prospective and aspiring leaders who are often not adequately prepared for the complexities of managing in a paradoxical organization. The era of accountability puts a fine point on the need for leaders to pay heed to the policy making process and to requirements dictated by state legislative bodies and accreditation bodies. Foundations and grant funders serve as instigators for changes in community colleges, as well and also support research into ways to link employer needs to college curricular changes. This book argues that neo-leaders are required to lead transformational change for today and tomorrow’s community colleges. No longer can we rely on single leaders atop a hierarchy. Talent throughout the institution must be tapped. The authors argue that networked leadership is needed. For networked leadership, we begin to advance thinking about the role of networks and connections among leaders throughout the college and beyond the college’s walls. This volume outlines underlying values critical for neo-leaders and offers questions leaders at various levels can use to jumpstart the type of courageous conversations needed on campus. The tools presented in this book provide current and aspiring leaders with resources to prepare for successfully leading the way and developing new leaders to shape the future. Our community colleges and their students require nothing less.

The contributions of community colleges to society are well-documented. Yet, today’s community colleges are at a cross road. Decreases in funding support, a push for college completion, attention on developmental course work, and a host of other demands create a dynamic context for community college operations. Who leads these colleges matters as they face these demands and how they lead influences outcomes. Pending leadership retirements provide a prime opportunity for thinking about community college leadership in new ways. Entering this environment are prospective and aspiring leaders who are often not adequately prepared for the complexities of managing in a paradoxical organization. The era of accountability puts a fine point on the need for leaders to pay heed to the policy making process and to requirements dictated by state legislative bodies and accreditation bodies. Foundations and grant funders serve as instigators for changes in community colleges, as well and also support research into ways to link employer needs to college curricular changes. This book argues that neo-leaders are required to lead transformational change for today and tomorrow’s community colleges. No longer can we rely on single leaders atop a hierarchy. Talent throughout the institution must be tapped. The authors argue that networked leadership is needed. For networked leadership, we begin to advance thinking about the role of networks and connections among leaders throughout the college and beyond the college’s walls. This volume outlines underlying values critical for neo-leaders and offers questions leaders at various levels can use to jumpstart the type of courageous conversations needed on campus. The tools presented in this book provide current and aspiring leaders with resources to prepare for successfully leading the way and developing new leaders to shape the future. Our community colleges and their students require nothing less.

New and changing environments in the realm of education, communities, economic markets, and global influences are creating new demands on community colleges. Leaders of the future will find themselves managing increasingly complex organizations—and they will face challenges very different from those of their predecessors. Future leaders will possess more diverse skills and experience, and their qualifications will come from a wider variety of careers as they follow new pathways to their positions. This new book provides a model of leadership suited to evolving demands and changing environments. Developed by a leading authority in the field, this model recognizes that there is more than one way to lead. Examine lessons gleaned from 75 interviews with leaders and explore how they intersect with AACC’s leadership competencies.

What are the characteristics and conditions that lead to successful educational partnerships?What can we learn from partnerships that fail, cannot be sustained over time, or cease to benefit their partners?This book serves as a guide to the successful implementation of partnerships. It provides the context and tools for readers who are responding to the increasing demands of policy makers, funders and institutional leaders to use partnerships to address local, state and federal issues, achieve external mandates, meet public or internal agendas, or pursue international collaborations. This guide provides an evidence-based framework for institutional and organizational leaders to develop the vision, shared values and norms to achieve the “partnership capital” that will sustain an enduring relationship. It offers a three-phase model of the development process of collaboration, together with a tool box for those charged with partnering and leading organizational change, and includes a template for both creating new partnerships and sustaining existing ones.The authors start by differentiating between “traditional,” often ad-hoc, partnerships and “strategic partnerships” that align organizational strategy with partnership actions; and by identifying the importance of moving beyond incremental or surface “first order” change to develop deep “second order change” through which underlying structures and operations are questioned and new processes emerge due to the partnership. They offer analyses and understandings of seven key components for success: exploring motivations; developing partner relationships; communicating and framing purpose; creating collaborative structures and resources; leading various partnership stages; generating partnership capital; and implementing strategies for sustaining partnerships. Each chapter concludes with a case study to provide more understanding of the ideas presented, and for use in training or classes. This guide is addressed to policy makers and educational leaders, college administrators, and their non-profit and business partners, to enable them to lead and create strategic partnerships and facilitate organizational change.

What are the characteristics and conditions that lead to successful educational partnerships?What can we learn from partnerships that fail, cannot be sustained over time, or cease to benefit their partners?This book serves as a guide to the successful implementation of partnerships. It provides the context and tools for readers who are responding to the increasing demands of policy makers, funders and institutional leaders to use partnerships to address local, state and federal issues, achieve external mandates, meet public or internal agendas, or pursue international collaborations. This guide provides an evidence-based framework for institutional and organizational leaders to develop the vision, shared values and norms to achieve the “partnership capital” that will sustain an enduring relationship. It offers a three-phase model of the development process of collaboration, together with a tool box for those charged with partnering and leading organizational change, and includes a template for both creating new partnerships and sustaining existing ones.The authors start by differentiating between “traditional,” often ad-hoc, partnerships and “strategic partnerships” that align organizational strategy with partnership actions; and by identifying the importance of moving beyond incremental or surface “first order” change to develop deep “second order change” through which underlying structures and operations are questioned and new processes emerge due to the partnership. They offer analyses and understandings of seven key components for success: exploring motivations; developing partner relationships; communicating and framing purpose; creating collaborative structures and resources; leading various partnership stages; generating partnership capital; and implementing strategies for sustaining partnerships. Each chapter concludes with a case study to provide more understanding of the ideas presented, and for use in training or classes. This guide is addressed to policy makers and educational leaders, college administrators, and their non-profit and business partners, to enable them to lead and create strategic partnerships and facilitate organizational change.

Expert advice and effective strategies for community college leaders who endeavor to embed equity and social justice in institutional policies, practices, and structuresPamela Eddy and Kim VanDerLinden offer discerning guidance for advancing social justice and addressing persistent opportunity gaps in US higher education in A Blueprint for Equity-Driven Community College Leadership. Eddy and VanDerLinden argue that, given the diverse population of students that community colleges serve, these institutions are uniquely positioned to enact impactful equity-informed agendas that can promote social change, remedy inequitable and unjust structures and systems, and build opportunities for all students to be successful. They encourage presidents, provosts, directors, and faculty at community colleges to seize the chance afforded by COVID-19 upheavals to address urgent issues of equity on campus.Drawing from interviews and surveys of longtime community college leaders as well as literature on community college leadership and social justice initiatives, Eddy and VanDerLinden outline a three-part model that can strengthen collaboration among institutional leaders and create resilient, equitable communities of practice. They advise stakeholders to increase self-awareness through reflective exercises and examination of personal bias. Their model directs leaders to develop contextual competency by evaluating external forces that influence focus in institutions of higher education, including employer and community needs; state and national campaigns and calls for graduates; and backlash against diversity, equity, and inclusion (DEI) measures.This insightful work gives community college leaders across all positions and titles an introduction to strategies to promote organization-level change.