Lessons for UBC

Further to my 9 August Inside Higher Ed post on unexpected leadership change at the University of British Columbia (UBC), I was recently asked by Lori Culbert of the Vancouver Sun to comment on the possible impacts of this type of change at a large public research university in North America. Her article -- 'UBC: A leadership shakeup can affect planning, funding and reputation' -- was just posted tonight. I'll add it to the long list of articles, blog entries, etc., I'm compiling on a new Facebook page (UBC Futures) that is an archive of sorts of everything (regardless of perspective) written about what has become a full-blown crisis. UBC Futures is modeled on the BadgerFutures: Resources for Debates about UW-Madison's Future Facebook page, which has been operating since 2011.

Inevitably my comments to the Vancouver Sun were edited down to fit the format of a newspaper story. Given this I'd like to flag, here, what I said to Ms. Culbert. I'm partly doing this as UBC's leadership has been remarkably stable since the era I attended it back in the late 1970s and first half of the 1980s. I also worked at UBC from 1989-1992, and spent one year (1995-96) at UBC as a SSHRC Postdoctoral Fellow (in part of the Strangway era). All I recall is leadership stability, as do most of the subsequent Piper and then Toope era employees and students. In contrast, I've been through a senior leadership roller coaster ride at one UBC peer (the University of Wisconsin-Madison), and learned much about UBC's other peers down here in the U.S. via engagement with colleagues (faculty and senior administrators), so I'm keen to outline my view of the possible impacts of unexpected leadership change in large public research universities. As I noted in my 9 August entry, "[M]ake no mistake, this type of unexpected leadership transition is hugely significant." But in what ways?

As I told Ms. Culbert of the Vancouver Sun, the impact of unexpected and early senior leadership changes typically generate a mix of internal and external impacts, though these impacts will obviously vary from institution to institution. But it's very important to be open, honest, and realistic about the impacts.

First, internal resource impacts typically include: (a) the direct financial costs of an unexpected presidential search, typically equivalent to a full year of presidential salary; (b) the indirect financial costs of an unexpected presidential search (primarily the time allocated by a large number of faculty, staff, students and sometimes alum to the search process); (c) major yet diffuse institution-wide opportunity costs given widespread speculation, dialogue & debate about the causes of the leadership change as well as the implications of the change; (d) delays in fund raising and the implementation of major capital campaigns, typically led by the president (or equivalent); and (e) delays of high profile and often high impact strategic initiatives (e.g., funding of a new chemistry building or establishment of a new school).

Second, there are a variety of internal organizational and governance impacts, including: (a) delays of key senior leadership hiring (typically at the vice-provost/vice-president level) until the new president is in place; (b) the creation of 1-3 years of uncertainty about the role of the provost and the nature of the president-provost relationship, which in most in universities is strategically coordinated (including with respect when the provost hiring cycle takes place); (c) delays in the formation of key relationships with deans and other senior staff; (d) delays in strategic planning at the university-wide scale, typically on a 1-3 year scale; (e) subtle but important changes in the criteria used when assessing prospective replacement presidential candidates; and (f) discussion & debate about the quality of governance at the university, and in some cases concern and distrust regarding the power politics associated with decision making.