Welcome to March! The balmy days we experienced in the latter part of
February have made me eagerly anticipate the arrival of spring. To see
the first evidence of flowers and foliage beginning to emerge makes me
realize that area lakes will soon be a place to spend a late afternoon
becoming reacquainted with my rods and reels and the peculiarities of
Arkansas bass. I have found a kindred spirit in David Mosesso, the
friendly publisher of The Sun and an avid outdoorsman. He and I are both
as busy as can be, but we are planning an early trip to test our fishing
skills after a cold winter.
In this report, I want to discuss with you some thoughts about
leadership and change that I have had following my first
three-and-a-half months on campus.
Taking bold steps
As I have continued my visits to colleges and departments, and spent
more time in Little Rock on legislative issues, these activities have
caused me to reflect on my personal philosophy of leadership and my
organizational ethos. Essentially, I believe in the concept of servant
leadership, which bypasses the traditional corporate model of top-down
decision making in favor of an approach that emphasizes "collaboration,
trust, empathy, and the ethical use of power." (see Wikipedia, "Servant
Leadership.") Certainly, this approach is not
original. However, I think servant leadership principles I have absorbed from others
and have tried to practice and refine throughout my career are probably
widely shared and practiced by many of you. On
this campus, I see the results of many generations of outstanding
leaders, who have collectively transformed this campus from three
buildings at the end of a muddy road in 1911, to the modern
doctoral/research/teaching/service university it is today. I want to
continue that kind of leadership.
I believe that persons in positions of influence in an organization
(and that includes all faculty, staff and administrators of this
university) need to use good judgment and restraint in exercising their
authority, while at the same time feeling empowered to serve others in
the organization. We must especially feel empowered to serve our students, whose
academic lives, at the very least, are entrusted to us. Certainly, we
need to respect the organizational structure and policies our Board of
Trustees has adopted for us, but at the same time we must be bold enough
to take calculated risks in pursuing our goals of service and progress
and enhancing our academic mission.
A good example of this type of leadership occurred a few days ago when one of our
academic deans sent a note to me and to several others in the
administrative chain. He described seizing an opportunity to collaborate
with another university in an endeavor obviously designed to increase grant
availability for our university, provide additional opportunities for
our students, and generate positive economic activity for our state. He
needed to make a decision, had little time for consultation with others,
and chose his course of action. He did the right thing, and the
university will benefit from his decisiveness. I am sure that our
university will be better for his having been proactive. But even if his
calculated risk in seizing the moment had appeared questionable
in hindsight, we should nevertheless applaud his initiative. We
want employees at every level, in academic and non-academic positions,
to feel free to assist and serve students, co-workers, colleagues, and
visitors to our campus, without fear of adverse consequences.
More resources and better information are needed
As I have visited faculty and others across campus, and solicited
opinions on how we in administration can help them do their jobs better,
a recurring theme I have heard was a sense of frustration about not
having the resources and information they need to do their jobs in an
optimum manner. Likewise, our administrators often feel handicapped in
overseeing their areas of responsibility because of excessive state or
federal mandates that limit administrative flexibility and
entrepreneurial behavior, or in some cases, because of perceived lack of
cooperation from other areas on campus. These problems are not limited
to public entities, but often afflict private organizations that have
grown, matured, and become bureaucratic.
Good leaders and other stakeholders in such organizations must often
work hard to reestablish and maintain vibrancy, responsiveness, and
practicality. These challenges have sometimes been compounded by
technological advances, such as instant electronic communication through
e-mail and text messaging, and by implementation of enterprise-wide software systems. These
advances assist us in many ways but diminish the personal touch and
often require an organization to conform its work practices to the
system, rather than the system being configured to adapt to existing
effective practices that work well in that organization.
Seeking clear vision and effective strategies
I ask for your help in making sure that we do all that we can do to
alleviate these problems as we strive to achieve the mission and goals
of our campus. Over the next few weeks, while 2007-08 budgets are
considered and the Legislature continues its work, we will look for ways
to increase our international enrollment, come together on changes to
the Faculty Handbook, begin a capital campaign, and plan to celebrate
our centennial. As these activities proceed, I intend to see if there
are ways we can tweak or change our organizational structure and
administrative practices to better serve our internal and external
constituents. We have important business ahead, and it is exciting to
contemplate the good things that can happen if we can truly refine,
through good communication and our shared governance processes, a clear
vision and effective strategies to reach our overarching goals. Thank
you for your input and assistance as we proceed.
In the meantime, you also are welcome to send along your tips for
catching big Arkansas bass!
Sincerely,
R
obert L. Potts