Stepping into the role of department chair means becoming a leader, advocate, and resource for your faculty. Your job extends beyond administration; it's about empowering your team to succeed, balancing workloads, fostering collaboration, and helping each member grow professionally.
But how do you best support faculty while navigating the demands of higher education leadership?
In this guide, we'll explore six actionable ways to support your faculty, foster trust, and create a productive and healthy department culture.
#1 Protect Confidentiality with Discretion
The trust your faculty places in you begins with your ability to handle sensitive matters discreetly. As a department chair, you will learn things that are not meant for public consumption—conflicts, evaluations, or personal matters.
Quick Tip for Chairs:
When you feel tempted to confide in faculty members about departmental issues, pause. Instead, lean on your dean or trusted fellow department chairs for guidance. Maintaining confidentiality protects relationships and builds trust within your team.
#2 Redesign Meetings to Add Value
Faculty meetings can either energize your team or drain their time. If the sole purpose of a meeting is to report information, it's likely unnecessary. Instead, design meetings where faculty contribute as much as you do.
Make Meetings Matter:
Share successes: Begin with faculty highlights—teaching wins, publications, or service achievements.
Invite collaboration: Focus on decisions that require input and problem-solving. Consider sharing the emcee role and have faculty members rotate leading recurring meetings.
End with impact: Ensure attendees leave with clear action steps or outcomes.
Pro Tip: If an update doesn't require dialogue, send an email instead. Your faculty will thank you.
To make the most out of your faculty meetings, try kicking them off with a prompt that will engage everyone. Check out my list of "25 Faculty Meeting Starter Prompts" and try one out for your next meeting!
#3: Remove Barriers to Faculty Success
The administrative weight placed on faculty can hinder their success. From excessive processes to institutional mandates, department chairs must identify what's holding their team back and remove those obstacles.
Ask Yourself:
Can I simplify processes like peer reviews or course scheduling?
Would one organized meeting save dozens of disjointed emails?
Does one faculty member need a reduced assignment to re-engage their energy?
Actionable Strategy: Conduct periodic check-ins with your faculty to uncover what's getting in their way, then advocate for changes that give them time and space to succeed.
#4 Empower Faculty Through Conflict Coaching
Conflicts will happen—but as a department chair, your role isn't to fix problems for faculty. Instead, your role is to coach them to resolve issues themselves and develop problem-solving skills.
How to Approach It:
Ask powerful questions: "What steps have you taken so far?" or "What outcome do you want to achieve?"
Resist giving advice too soon: Prompt them to think critically about their options
Step in when needed: If they can't develop a solution, offer advice, but ensure it's workable and agreed upon.
This approach fosters accountability and teaches your faculty to navigate challenges independently.
Need some coaching support? You've come to the right place.
#5 Model Work-Life Balance
Leaders set the tone for their departments. If you're working late nights, weekends, and holidays—or sending emails at midnight—you're inadvertently sending the message that overwork is expected.
How to Model Balance:
Respect weekends and evenings by not sending non-urgent texts or emails. Pro Tip: Emails can be scheduled! If you feel the urge to type up an email on a weekend, schedule it to hit your team's inbox the next workday.
Set realistic timelines and check in at midpoints to prevent last-minute stress.
Normalize taking breaks and vacations, showing faculty that rest supports productivity.
Remember: Burnout isn't a badge of honor. It's a sign that expectations need to change.
#6 Write Effective & Impactful Faculty Evaluations
Faculty evaluations are more than checklists—they're foundational for faculty growth, tenure, and promotion. Effective evaluations should serve as both advocacy and constructive feedback.
What Makes a Great Evaluation:
Be thorough and accurate: One-word answers aren't going to cut it here. Tie your review to institutional and departmental criteria and don't fear the word count.
Highlight strengths: Celebrate what they're doing well and encourage continuation.
Offer clear direction: Outline specific areas for improvement for actionable suggestions. Being vague will only cause frustration.
Pro Tip: The evaluation is your opportunity to build a case for your faculty's future. Treat it as a mindful, intentional responsibility that sets them up for success.
Supporting your faculty as a department chair means leading with intention, trust, and action. By respecting confidentiality, designing purposeful meetings, removing barriers, and modeling work-life balance, you can foster a department culture that thrives.
Ready to take the next step?
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