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

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

3. 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?

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

5. 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!

6. 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?

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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?

15. 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

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

17. 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

18. Questions? Comments? Thank you!