Learning Resources

Abstract: This article outlines the process by which a public university sought to develop and grow a culture of problem-solving and innovation at a time when the institution was undergoing a number of transitions. By developing a Barriers Team, the institution brought together a group of individuals representing all aspects of the university and charged the members with tackling barriers to success. The authors outline how they used the institution’s strategic plan as a starting point, and then describe the steps, provide examples, and reflect on the long-range viability of the approach.

Abstract: An Optimizing Academic Balance (OAB) analysis provides colleges and universities with effective tools to use in making strategic academic decisions needed to stay competitive in the context of institutional mission, program quality, market potential, cost, and revenue. The Association of Independent Kentucky Colleges and Universities recently completed a three-year statewide OAB project with the participation of 13 higher education institutions. The results supported the colleges and universities in making tough decisions.

Abstract: Southeast Community College (SCC) transformed its departmental planning by embedding a cultural goal within its strategic plan. The goal focused on creating a positive, reflective, inclusive, and transparent institutional climate—through the implementation of departmental FAST goals. That goal type refers to those that are frequently discussed, ambitious, specifically measured, and transparent, which represents an alternative to the commonly used SMART goal-setting approach. This article describes how a change of climate at SCC set the stage for the conversion to FAST goals—and improved engagement in and ownership of strategic and departmental planning.

Abstract: Data analytics related to student and institutional performance have evolved quite rapidly—and continue to advance—as the field of data science captures more attention across the higher education sector. And while data-informed decisions can help institutional leaders achieve their goals, there are increasing examples of analyses or visualizations that, when presented without the proper framework, result in misinterpretation and inaccurate conclusions. Context is critical, and erroneous deductions may lead to decisions that adversely affect student performance, program development, and policy changes.

Abstract: This article applies the three stages of change (mobilization, implementation, and institutionalization) to the academic curricular process change that occurred during the 2014–2015 academic year at the Indiana University of Pennsylvania. Reflecting on the manner in which this major initiative was conceptualized and executed has revealed an inadvertent yet seamless application of Curry’s (1992) organizational change model. Throughout each stage of this organizational change, some inherent principles were maintained while balancing the required condensed timeline for completion. These principles included consistent and transparent consultation with many branches of the university community and revision of proposed processes based on feedback from community members. The goal of the authors in sharing the change process at IUP is to provide potential insights for others on recognizing a need for organizational process revision. The authors highlight the actions taken at IUP, offer recommendations, and identify potential hazards to institutions contemplating organizational change.

Abstract: Today we find our institutions barraged by the forces of change, and dutifully we respond. Over time, however, we end up molding our institutions to these forces to our own peril, and now U.S. higher education is on the ropes, so to speak. We believe education leaders should take hold of our destinies and shape our industry not by the forces of lackluster government policy, self-serving press and media, and for-profit mega corporations, but to serve true learning and personal growth. There are many tools we can use to lead change. This article introduces the concept of Positive Turbulence, an intentional, disruptive approach for positive change, to the education industry.

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: In 2009 the Arizona University System (supporting over 130,000 enrollments) through its Board of Regents directed its board president and the presidents of Arizona State University, University of Arizona, and Northern Arizona University to create an operational plan that reflected the board’s vision, goals, and strategic directions. A primary objective was to transform the system (or enterprise) vision into concrete goals and outcomes that would directly connect to financial decision making at the system and university level. The backdrop for higher education planning and budgeting expectations included the continuation of severe reductions in state funding, rapidly increasing student tuition and fees, and a call for greater accountability. The planning processes were characterized by the integration of board and presidential discussions, inclusion of constituent debate, identification of strategic choices, and approval of outcomes focused on measuring performance. The integration ran across and within three organizations or levels that included the Arizona Board of Regents, its system administration, and the three universities.

Abstract: The advantages of thoughtful, well-structured strategic planning and decentralized budgeting are numerous. But they bring different and sometimes conflicting perspectives to high-stakes discussions within the institution. By recognizing and preparing for these tensions, the odds increase that their potential benefits will not be eroded or eclipsed by distractions or destructive forces and they can work in harmony to help an institution accomplish its goals in an increasingly challenging environment. The author considers specific tensions and conflicts and draws on the experience of a flagship public university to suggest ways to manage these tensions and reap the benefits of both approaches.

Abstract: This article presents a range of approaches for linking budgeting to planning. After briefly discussing the natures of planning and budgeting, it presents four conceptual categories of ways to link the two. The article defines these as structural, adaptive-incremental, devolved, and holistic/advanced. No one approach will be correct for all institutions. Even where there is a system in place to link planning and budgeting, this is unlikely to be enough unless there is firm, skilled, aligned, and distributed leadership to keep the system on track toward institutional goals.