Learning Resources

Abstract: For most institutions of higher learning to thrive amid the shifting demographics, financial outlooks, and value propositions of the 21st century, they must design and implement change that is comprehensive rather than compartmental. Since such change comes hard to institutions steeped in century-old traditions, there are few colleges or universities that have undertaken it. Hiram College (OH) is an exception. Given the dearth of lessons from the field, the Hiram College president offers this constructive and realistic example of systemic change and the five possible steps that academic leaders and trustees elsewhere might consider before triggering it.

Abstract: The study described in this article investigated diversity in a unit within a postsecondary institution using the model described by Cox in Creating the Multicultural Organization by verifying the unit’s view of diversity, examining existing strategies used for diversity, evaluating consistencies, and identifying areas of improvement. The study included an analysis of unit employees to verify broad diversity by race and gender and an interview with senior leadership about the strategic plan for the unit on matters related to diversity. Overall analysis showed that the unit is doing better than most peer institutions in hiring female and minority candidates for positions. However, there are gaps in the unit’s approach to diversity that impact its ability to be an effective multicultural organization.

Abstract: This article presents the research, design options, and space planning guidelines prepared for Montgomery College specifically for spaces designed to address the needs of an increasingly diverse student body. The guidelines cover gender-inclusive restrooms and locker facilities for transgender people, lactation rooms for nursing mothers, and serenity space for an increasing Muslim population and others. Extensive research conducted by Stantec and Inquiry2Solutions informed the guidelines. The research included a review of the college’s institutional policies and governance structure; interviews with students, faculty, and staff as well as colleagues across the United States and personnel from relevant professional associations; and discussions with associations that support the needs of LGBTQ students and institutions that have begun to address these kinds of space planning. Foremost, the planning team learned that there are few space planning guidelines to meet these needs.
Montgomery College is charting new territory with the adoption of these space planning guidelines and has helped establish an important benchmark in this emerging area of campus planning.

Abstract: Recently, education researchers have emphasized the redesign of learning spaces to better accommodate pedagogical change. In particular, studies have found evidence of the relationship between the built environment and learning outcomes—however, no current studies have deliberately focused on the “minority majority” feature of America’s future student composition.

This pilot study was conducted to evaluate how space contributes to the learning outcomes of a demographically diverse class of students at Morgan State University, a Historically Black Institution. Based on the neurobiological literature on environmental enrichment, the authors hypothesized that an enriched learning environment will correlate with increased student activity (directed movement) and engagement (with other students, with room features) and result in significantly improved learning outcomes for an ethnically diverse student group.

Abstract: State institutions of higher education in Connecticut are experiencing a dramatic and unprecedented period of change: the consolidation of four universities and 13 community colleges into Connecticut State Colleges & Universities (CSCU) and the creation of a new administrative structure. This article charts the early stages of this process, presenting events as they unfolded during Governor Dannel Malloy’s first term beginning in January 2011, through his November 2014 reelection, until his state budget was passed in June 2015.

Advocates of systemness in higher education are challenged to balance the promise of centralized leadership and localized prerogative in designing and implementing policy. Systemness offers the promise of synergy and innovation within and across the system guided by common purpose and vision.

This article discusses five specific implementation processes and challenges: a systemwide credit transfer articulation program; Southern Connecticut State University’s early Transform CSCU 2020 initiatives; an ongoing effort throughout CSCU to develop a systemwide identity; the potential impact of budget constraints on systemness; and difficulties selecting and developing administrators and leaders.

Abstract: Postsecondary institutions are increasingly becoming more diverse. To ensure that the campus culture is appreciative of such diversity, many institutions are including language in their policies and implementing programs that demonstrate their commitment to diversity. One such means for communicating institutional commitment to diversity is through the strategic plan. As the basis for establishing institutional priorities and determining which initiatives get funded, the strategic plan can reflect the institution’s true commitment to diversity by purposefully incorporating plans for diversity throughout the document. This research sought to understand what was already being done in regard to diversity and strategic planning at both the system and individual institution level so that information can be relayed about what works and has the greatest impact and therefore should be considered when developing a strategic plan that pays attention to and appreciates diversity. Findings suggest that although institutions are including diversity initiatives in their strategic plans, there needs to be greater attention paid to diversity within the strategic plan.

Abstract: A university’s strategic plan sets out its intent to reach higher, innovative levels to be considered prominent, a market leader, or universally recognized for excellence. By engaging employees as “owners” they can actively manage the forces and operational processes during plan implementation, monitoring, and controlling. Working with data-based performance metrics aids employees—and even students— in decision-making to evaluate options that affect performance thereby influencing the outcome. This session provides insight into KSU’s approach on engagement across the university.

Abstract: University strategic planning is typically well structured with attention to both process and outcomes. However, plans are frequently not implemented in an equally process-driven manner. As a result, the product of planning efforts may not lead to the anticipated change or may even remain “on the shelf.” This article describes how Philadelphia University is using “action research” during strategic plan implementation in order to optimize campus commitment, facilitate organizational learning, and support the sustainability of change.