Learning Resources

Abstract: FLEXSpace—The Flexible Learning Environments eXchange—and the Learning Space Rating System (LSRS) are tools that can help you plan, design, assess, and improve learning spaces on your campus. In this session, you will learn about the newly released FLEXspace 2.0 along with the LSRS. We'll cover the features and benefits of both tools and how they can be incorporated into the planning process. Come learn how to use these tools to inform designs and support end users from planning through post occupancy.

Abstract: Working across boundaries is essential for student success, but also incredibly difficult to do. This session looks at the collaboration between enrollment management and departmental faculty—specifically the planning, monitoring, and communication of student progress in an online doctoral program. You will learn techniques to improve communication between departments that historically work independent of each other, along with opportunities for future interdepartmental partnerships that improve student success.

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: Academic strategic planning can be difficult given the bevy of stakeholders and often multiple sets of accreditation criteria. Recognizing the limits of the traditional SWOT model, our program chose to use the Strategic Planning Engine model. The model itself is quite laborious, and to increase its usability, we simplified the environmental assessments. Our results proved to be useful and relevant, and we developed a series of feasible objectives. In this article, we describe and evaluate our experience. In comparison to SWOT, we found this process to be more objective and replicable, scalable and responsive to multiple criteria, flexible to accommodate changing strategic plans or criteria, and transparent. With that being said, we caution about the level of labor required and organization and communication needed. Finally, we recommend implementing a leadership team, a communication plan, and a plan on how to respond to uncontrollable circumstances and developing a level of comfort with limited resource allocation.

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: The past two decades have seen great social change and both massive consolidation and expansion of institutions of higher education, clearly presenting circumstances warranting the use of formal approaches to planning. Varying planning theories, past failures and successes, and differing circumstances have generated several partially contrasting planning models to guide organizational change. Therefore, institutions of higher education have a variety of such approaches from which to choose. This article presents a case study illustrating the use of several approaches to planning that is distinctive because it relies heavily upon experience-based planning, examples of which are unfortunately lacking in the literature base.

Abstract: Previous work has shown the vital role of higher education in national development through knowledge production. We know that “the role of tertiary education in the construction of knowledge economies and democratic societies is more influential than ever. Indeed, tertiary education is central to the creation of the intellectual capacity on which knowledge production and utilization depend” (World Bank 2002, p. xvii). How could that be done amid conflict and war in a very fragile state? The author wanted to find out.

What are the major issues for higher education in a fragile state? Surely they include stability, safety for students and staff, continued access to learning, funding, retaining staff, and maintaining quality. But how can these be achieved? Further, does higher education play a role in facilitating stability in a war environment? We will see that it does in many ways.

Fred M. Hayward has drawn on his more than 12 years of experience working closely with the Ministry of Higher Education in Afghanistan to write this reflective narrative. Hayward is a specialist in higher education with more than 25 years of experience as an educator, scholar, senior administrator, and higher education consultant. He was senior associate for the American Council on Education for more than 10 years and executive vice president of the Council on Higher Education Accreditation in 2001 and 2002; he has been a higher education consultant for the World Bank, Carnegie Corporation, Ford Foundation, Academy for Educational Development (AED), USAID, several ministries of education, and numerous universities focusing on higher education change, governance, strategic planning, and accreditation.

Abstract: These are times of unprecedented change in higher education. Routine or even strategic change will not be enough to sustain institutions in the near future. Challenging times require leaders with strong skills for problem solving, crisis management and resiliency in rapidly changing environments—in other words, transformative leadership. Transformative leadership skills are distinctive among leadership skills. Based on an ABC framework, the article describes connections between the As (analytics, accreditation, accountability), Bs (decisions whether to build, buy, or buddy with partners), and Cs (culture, collaboration, and courage) that it takes to be transformative.

Abstract: The number of individuals receiving a U.S. doctorate degree continues to grow; however, we know little about the precise factors that affect wages for recent doctorate recipients over time. Using data from approximately 10,000 respondents who completed the Survey of Doctorate Recipients, the study presented in this article examines factors contributing to wage growth over the time period 1999–2008. Findings show wage benefits for degree recipients over the decade, but also show significant differences by gender, race, discipline, and other characteristics. Findings have strong implications for individuals who may consider doctorate or other advanced training, for academic planners, and for policies in graduate education.

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.