Surviving as a Senate Leader: Finding Your Successor & Managing Workload Julie Adams, Executive Director Cheryl Aschenbach, North Representative

Check-in Who are you? Why are you here? What would you like to get out of this breakout?

Congratulations! You’re a new or future senate or faculty leader. Congratulations, right?! Initial excitement about new leadership opportunities can quickly turn to anxiety…why?

Congratulations! What can you do to relieve some of your anxiety, manage your workload, and leave your responsibilities in good hands?

Plan Your Succession! Congratulations! What can you do to relieve some of your anxiety, manage your workload, and leave your responsibilities in good hands? Plan Your Succession!

First – Plan Your Succession! Why did you get involved? What captured your attention? How do you get faculty involved? How can you use your experience to motivate others to follow you?

First – Plan Your Succession! WHAT is a succession plan? A proactive, strategic plan to ensure necessary talent and skills will be available when needed WHY is a succession plan important? The Good: To ensure essential knowledge and abilities will be maintained as you and other faculty leaders leave To maintain consistency in faculty-led committees, policies, procedures, and philosophies To uphold faculty purview To help you move on to new positions or opportunities

First – Plan Your Succession! WHY is a succession plan important? Avoid: Ineffective consultation Confusion over process Work not getting done Administration filling voids Lack of faculty growth Faculty burnout Low morale

First – Plan Your Succession! WHEN should you develop one? Ideally, before you even assume a new leadership position If not, as you get started DO NOT WAIT until you are ready to move on! HOW do you develop one? Let’s look at a few ways

Developing a Succession Plan Think Ahead Look at senate and committee bylaws or charters – if no succession structure included, consider developing one Identify those with the potential to lead Recognize that some excel in support roles – this is okay! Give potential candidates opportunities to experience leadership even in small roles

Developing a Succession Plan Determine key abilities or talents Be open-minded! Clones aren’t necessarily the answer What abilities or talents are you looking for with your senate or committees? Develop diverse representation on committees – philosophies, departments, divisions, experiences Consider what motivates leaders to step up and serve

Developing a Succession Plan Train Replacements Use established succession structures to help future leaders gain experience Get those with desirable abilities involved with senate and committees early Mentor future replacements as they have “trial” experiences Utilize professional development opportunities – ASCCC events and more! Create opportunities for future leaders to shadow or partner with current leaders

Developing a Succession Plan Inform and Educate Others Provide an overview of committees and committee work, particularly to newer faculty Invite newer faculty and potential leaders to senate and committee meetings Offer workshops on governance and participation for faculty (as well as other campus groups) Invite ASCCC and/or CCLC to do a governance visit to your campus Share Successes Explore ways to share the work of the senate and committees with the rest of campus Share and celebrate the contributions of faculty on committees

Manage Your Workload Some initial considerations when looking at your To Do List or addressing requests: Is it in the 10+1? Do you want it to be a +1? Is it worth the your time and/or the senate’s time to be involved or to appoint faculty? Will the work or committee actually serve a purpose or accomplish something? Timeline? Urgent or long term?

Manage Your Workload Befriend administrative staff Involve others Don’t do it alone Creates opportunities for growth of future leaders and increased ownership by others Delegate tasks and projects when appropriate Find a trusted confidant Avoid strong attachment to the results that you desire Take care of yourself – balance Create and communicate boundaries

Manage Your Workload How have others nurtured your growth while managing their own workload? What other ideas do you have for managing workload?

Develop and Maintain Relationships Meet regularly with administrative and union counterparts Keep your word; keep confidences Use effective communication strategies Pause & think before you respond Be an active listener Take notes Be proactive and positive Treat others with respect Operate with integrity and transparency Use humor to defuse tension in meetings

Questions? Comments? Thank you!