In the last issue of Academic Leader, I discussed the reasons student retention is important to colleges and universities and to the institutional individuals who are responsible for assuring that
Faculty mentoring programs are only as good as the mentors who work with junior faculty. Unfortunately, few senior faculty members ever receive formal training regarding how to be an effective
Most administrators can easily generate a list of reasons why they need an effective faculty mentoring program. Many can also describe the desired outcomes of mentoring efforts. The struggle begins
During the pretenure probationary period, new assistant professors receive a good deal of attention from faculty committees and their department chairs regarding their progress toward a successful tenure application.
Recruiting and hiring new faculty is time intensive and expensive. Despite the difficulties, hiring decisions are clearly among the most important that academic administrators ever make. Success of college programs
There are many ways to successfully organize an effective faculty mentoring program. Since one size doesn’t fit all, campus leaders must determine the best use of available resources to meet
The complex and seemingly intractable problems facing our society today are not going to be solved by a single individual or even a single approach. Rather, teams of individuals coming
A Google search for “college graduate employment readiness” produces over 2.5 million hits. Unfortunately, the top results have titles such as, “Study Finds Big Gap between Student and Employer Perceptions”
A few months back, an image went viral of a group of school children sitting engrossed in front of Rembrandt’s famous painting, “The Night Watch,” in the Rijksmuseum in Amsterdam.
Professors play an integral role in cultivating the hearts and minds of their students through the creation of a vibrant intellectual community. Fostering intellectual curiosity and academic integrity enables students
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