In the world of higher education, academic deans face a unique blend of challenges: balancing faculty expectations, navigating institutional politics, and steering departmental initiatives. What separates successful leaders from the rest is often their emotional intelligence (EI)—the ability to understand, manage, and leverage emotions to foster collaboration and achieve goals.
Read on for three of the top emotional intelligence tips specifically tailored for academic deans, along with practical strategies to put them into action.
Looking for more? Download my free Deescalation Cheat Sheet for actionable steps for defusing conflict in academia.
#1 Master the Pause: Slow Down to Lead Better
As an academic dean, decisions can't always be made in haste—whether you're dealing with an unexpected conflict between faculty or fielding urgent questions from senior leadership. Emotional intelligence lies in creating a space between what you observe and how you react.
Why It Matters for Deans
In high-stakes meetings or faculty evaluations, reacting impulsively to stress or criticism can escalate tensions. By pausing, you demonstrate steadiness and ensure your responses align with your leadership goals.
Try This in Your Role:
Start Faculty Evaluations with Reflection: Before meeting with a faculty member, take a few minutes to reflect on their recent contributions. challenges, and your own biases. This pause allows you to approach the discussion with clarity and empathy.
Use a "Reset Phrase" in Tense Meetings: When discussions heat up, practice saying, "Let's pause and take a moment to reflect before moving forward." This verbal pause signals composure and encourages the room to reset.
Schedule "Buffer Time" After Crises: Whether it's a student crisis or a faculty dispute, give yourself a 15-minute window to process emotions before jumping into the next task.
By mastering the pause, you'll make better decisions and model the composure your team needs during stressful moments.
#2 Welcome Feedback: Building Trust Through Openness
Faculty and colleagues often look to academic deans for guidance, but how often do they feel comfortable offering feedback in return? Emotional intelligence means seeing feedback as a gift, even when it's challenging to hear.
Why It Matters for Deans
When you embrace feedback, you build a culture of trust and accountability within your departments. Faculty feel heard, and senior leadership sees you as a transparent and approachable collaborator.
Try This in Your Role:
Create Structured Feedback Loops: During annual department reviews, ask, "What's one thing I could do differently to better support your goals?" This question encourages constructive feedback while reinforcing your commitment to growth.
Normalize Conversations About Leadership: Share how you've implemented feedback in your leadership decisions. For example, "Based on your suggestions, I've adjusted how we approach committee assignments."
Thank and Follow Up: When faculty or staff offer input, thank them directly and follow up to share how their feedback has informed your actions. This reinforces trust and demonstrates your value their insights.
Remember, feedback is more than critique—it's a pathway to building stronger relationships and refining your leadership.
#3 Defuse Tension: Turning Conflict into Collaboration
Conflict is inevitable in higher education, especially when managing competing faculty priorities, student concerns, or resource allocation. The key is knowing how to deescalate tension with emotional intelligence.
Why It Matters for Deans
When tensions arise, your ability to stay calm and guide discussions toward resolution can make or break trust within your teams. Defusing conflict doesn't just solve problems; it prevents future ones by fostering mutual respect.
Try This in Your Role:
Acknowledge the Emotions in the Room: In contentious meetings, say, "I can sense this issue is deeply important to everyone. Let's take a moment to acknowledge how we're feeling before moving forward." This validates emotions while redirecting the group toward collaboration.
Reframe Faculty Disputes: If two faculty members bring you conflict, encourage direct resolution by asking, "What steps have you both taken to address this together?" This helps shift the focus from blame to action.
Use a Calm Closeout Statement: At the end of a tense discussion, summarize key agreements and next steps. For example, "I appreciate everyone's willingness to engage today. Let's reconvene next week with these action points in mind."
By defusing tension effectively, you'll create an environment where faculty feel supported, and progress can thrive even in challenging moments.
Want a quick reference for staying calm and collaborative during high-pressure moments?
Emotional intelligence for academic deans is more than a soft skill—it's a critical leadership competency. Whether you're pausing before a tough decision, welcoming feedback, or defusing tensions, these strategies help you navigate the complexities of higher education with poise and purpose.
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