Given the headlines over the past few years about the innumerable challenges facing college Presidents, and the decreasing tenure of those in the position, there is an understandable concern within the sector about the future of the top leadership position. I can confidently say there is no need to panic. The college presidency remains a highly sought after position, and there are scores of exceedingly qualified candidates who continue to feel a calling to the role.
AGB Search has closed more than 20 Presidential searches in the past 12 months. Initially, some of our clients expressed skepticism about finding the right leader for their institution’s particular needs. In every case, we identified excellent candidates, and the institutions appointed outstanding Presidents. Some appointees had previously served as Presidents at other institutions; others are new to the presidency. Each of them holds a deep desire to make a difference for their campus and their community. They also possess the expertise to effectively lead the institution and the relentless drive to tackle the toughest challenges head-on.
Having served as the President of Ohio University for 13 years, I am well-acquainted with the highs and lows of the position. Was it challenging? Absolutely. But it was also incredibly rewarding. Many of the challenges faced by Presidents today are certainly different from those encountered by Presidents in decades past. Even so, leaders continue to aspire to the position because they recognize the importance of the work, and they believe in the value of higher education. They also understand that a college or university Presidency is one of the most fulfilling career opportunities around. It is a role in which one can set a course that impacts the lives of current and future generations.
For institutions that may be facing a Presidential search in the near future, do not lose hope. There are many dedicated, talented leaders who believe in the importance of the role and in the value of higher education to our society.
Following are some recommendations for institutions (and their Boards) seeking a new President:
Ensure internal alignment before starting the search.
Selecting a new President is one of the most consequential decisions an institution can make. There will be no shortage of individuals and groups expecting to weigh in on the process and on the appointee. If internal alignment cannot be reached on critical decisions, such as how the search will be conducted, the vision for the position, and qualifications for the role, it will be nearly impossible to find a candidate that the full community can support.
Be transparent about the institution’s challenges.
It can be tempting to downplay difficulties your institution may face, such as financial concerns, campus unrest, or Board challenges, to name a few. Not only do Presidential candidates deserve to know what they’re getting into when accepting the role, but they should also be afforded the opportunity to identify creative solutions.
Broaden your perspective on the ideal candidate’s qualifications.
Historically, Presidential appointees have primarily risen through the academic ranks, attaining the presidency after serving as Provost, or in some cases, Dean. More institutions are considering candidates from administration and from outside of academia altogether. The important thing to remember is that there is more than one path to the presidency and that every candidate will have areas of strength and areas for continuing development.
Establish a plan to support your new President’s success.
The Board of Trustees’ job does not end after the new President is hired. After the time- and resource-intensive work of hiring a new President concludes, the last thing you want to do is play the game of “sink or swim.” If the appointee is to succeed, the institution must continue to invest in their success, which includes actively facilitating a smooth integration into the campus community, cultivating trust and respect between the appointee and the Board, and ensuring that the President has the support and resources necessary to do the job well.
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Despite the rigors of the position, AGB Search’s clients have not had to extend Presidential searches due to a lack of talented and motivated candidates, nor have they encountered a shortage of candidates who are willing and able to meet the demands of college and university leadership head on. Does it take a uniquely qualified person to successfully serve as a college or university President? You bet it does. Are those leaders still out there and willing to take it on? You bet they are.
