Modern research universities were built on the premise that they shall serve the population by educating the young and old along with providing the spark for creativity to thrive. Science, engineering, and arts driven by curiosity form the bulwark for these universities. These aims are clearly reflective of “disruptive innovation” as an essential component for the advancement of any university.
An effective, caring, dynamic and conducive administrative structure is necessary for any university to function. The basic administrative structure of any university is analogous to any other large organization. Whereas, for most private businesses, it is a top-down approach that for a university resembles a democratic governmental structure. However, there are large differences between a research university and a governmental body. An elected president is not the norm; the Board of Trustees who in turn, is the real custodian of a university typically appoints the president. Then again, there are differences; the Trustees are frequently appointed and rarely elected to the office. However, the Trustees are the true custodians of a university. Presidents, generally work at the pleasure of the Trustees; but as the Chief Executive officer (CEO), they have considerable autonomy in deliberating and setting priorities for the university. To this end, a strong executive committee needs to be put in place to inform and counsel the president on various aspects of running a “multiversity”. The executive committee is generally composed of a chief academic officer (CAO, otherwise called Provost), a chief finance officer (CFO, who also often handles administrative matters), a chief research officer (CRO), a chief information officer (CIO), a general counsel (GC) and a communications specialist. The president has to be willing to frequently consult and take advice and input from this committee on matters of relevance to the faculty, staff, and students who form the crux of a multiversity. The president is the external face of the university, while the provost faces the internal constituency of the university. The CAO and CFO are necessary members who have to work on day-to-day matters. The CRO is another important member of the committee that the president has to rely on for all research-related activities including regulatory issues. In order for the president to function at the highest level, he/she has to accord relative independence to all the members of the executive committee.
The so-called “carpet-bagger syndrome”, wherein leaders from outside the organization come in (often not in favor of a decentralized leadership style) with the promise of new ways of thinking and only end up using the opportunity to enrich their resume and leave the organization, is deplorable. There is much evidence to show forth at many universities in terms of “strategic” documents that these so-called leaders develop and then remain forever collecting dust on the shelf. Several universities have endured such malaise and have, therefore, not moved further in their aspirations.
My views on the administrative structure that I describe below are rooted in my philosophy of a deeply decentralized administration through my experience over the last decade in the higher education administrative ranks in different capacities. These views are also tempered via my own personal observations through three decades of research, teaching and, service in higher education:
The president (CEO) in a university derives all power to act via the authority vested by the Trustees, no one else should have such power including the CAO. The CAO, otherwise known as a provost, should come from the faculty (Deans) and should have the desire to co-operate with the rest of the administration in order to lead the academic side of campus. Proclivity for power grab by the CAO or CFO will destroy the confidence and able support needed from the rest of the staff. This can eventually lead to the lower level Deans and others managing their own units with an iron hand that short circuits the concept of shared governance. Centralization usually leaves most faculty and other lower level administrators feeling left out of the decision-making process. As a result, they feel less vested in the overall success of the enterprise. Administrative morass is the ultimate result. In a university, where ideas are often tried out, many cast aside and, only a few good ones followed through, the ideas of a powerful central authority is despised and often derided. Alienation of faculty/staff and the rest of the administration is often the outcome of a centralized regime of operation within a university.
So, here, I digress to provide my own viewpoints on what I see in an effective university leader (be it the president or provost) that makes a decentralized operation successful. I derive my views from the excellent work, “The Contrarian’s Guide to Leadership”, authored by Steven Sample, the former president of the University of Southern California and State University of New York at Buffalo.
First and foremost, the effective leader in a decentralized university structure is one who eschews confidence but not a tinge of arrogance. In other words, such a leader should know that respect is deserved and earned, but not given per se. The person should not confuse leadership with domination and authority, but with grace, and humility. Decision-making should be a group effort within the top administration, nimble enough that mistakes can be quickly recognized and corrected, and not a lone and unyielding process; frequently, leaders who make unilateral decisions will only crash and burn and leave no lasting impression on the institution. Strong leaders have able lieutenants who provide advice and counsel; yet take responsibility for all actions. Able leaders believe in their lieutenants and empower them by transfer of authority, while also not second guess the actions of those authorized. To be influential in the organization, one should think “gray”, and not “black-and-white”; consult the various factions and never make a “snap” decision that can possibly wait for another day. I have seen many university leaders lose faith among the faculty and staff as they make hasty decisions without consultation. It is also the fact that those who hold back facts or truth from their advisers and faculty also lead to the inevitable fall from grace with the faculty who they govern. Leaders who thrive in a decentralized administrative structure should never be deluded into thinking that their advisers are better or worse than them, but find a way to bring out the best in them, while minimizing the worst. Such leaders never “run” an organization, but only “help” to lead the organization through their trusted coterie of advisers. The decentralized leadership always works for those who work for the organization, and not the other way around. Most of all, I like the quote from Sample, “many people want to be leader, but few want to do leader”.
So, I conclude with my personal views on the administrative structure within a university; I fall squarely in the camp of a decentralized administration with power in the hands of a group of trusted advisers who seek only the best for the organization and not enrich themselves and look for greener pastures elsewhere. Having strong lieutenants also build up the in-house leadership that can eventually rise up to lead the organization when the elder leader retires or leaves. Only a decentralized leadership style is conducive to providing such opportunities. Such a decentralized structure will also be directly in line with all aspects of “shared governance” which is the hallmark of any public research university.