How to Ensure You’ll Never Be a Chair Again

“First rule of leadership: Everything is your fault.”

--from A Bug's Life

Congratulations! You have been elected or appointed or duped into serving as department chair, the role that everyone says is the hardest job on campus. Maybe that’s what attracted you to the position—you enjoy working days, nights and weekends on thorny issues that rarely have anything to do with creativity, inspiration or intellectualism. Perhaps you dreamed of having a positive impact on mentoring young faculty or garnering more respect and resources for your department from the upper administration.

If you’ve spent more than a month on the job, your grandiose vision of being admired and maybe even beloved by the faculty, staff and students will have crashed on the jagged shores of “What have you done for me today?” reality. It’s time for Plan B. We provide a list of proven techniques to ensure you will never be asked to serve as chair again.

Tip #1: Spend the bulk of your time on strategic planning.

Strategic plans are the most important work you will do as chair; we all know these documents are constantly referred to. I have mine on laminated cards that I hand out to prospective donors and students and frequently read during coffee breaks.

When writing these documents, create “word salads”— the more pseudo-intellectual the better. Consistent sprinkling of terms like “revolutionary,” “intellectual” and “equity” will strengthen the document. Violate George Orwell’s writing rules by always using a long word where a short one will do and using jargon in place of everyday English equivalents (e.g., “With courageous attention to principles of equity and fairness, we will innovatively co-create a multi-trans-disciplinary minor that relentlessly centers student success while concurrently providing a revenue stream to be utilized for upgrading the office furniture.”)

Form subcommittees to do this work and make sure they meet over the summer—particularly if your faculty are on nine-month appointments. Task subcommittee members with creating these documents from scratch. Don’t spend time locating prior versions or drafting a potential plan as a starting point.

Tell the subcommittees you are happy to meet with them when they need your input. Then decline every invitation to do so. Having them guess what you want as a final product will create lively conversation and allow them to bond over your obtuse directions.

Tip #2: Run faculty meetings from hell.

Use faculty meetings as an opportunity to read out newsy updates that could easily have been emailed. Or, even better, email each of these items individually AND read them out loud in faculty meetings. Remember that your faculty are not busy with their own research, teaching and service.

When sensitive issues are on the agenda, make your position crystal clear and stress its superiority to any other strategy before calling for a vote. Then respond to questions from faculty according to how hard they’ve worked to curry favor with you. The faculty will soon learn that the meetings go much more smoothly without the distraction of other viewpoints or lively debate.

Lastly, have faculty vote publicly on these decisions by simply raising their hands. Pre-tenure faculty will feel just as comfortable as full professors in sharing their votes. Similar comfort levels will be felt by those of differing races/ethnicities, cultural backgrounds and genders. If you as chair feel that a decision is straightforward, so will they.

Tip #3: Avoid meeting with faculty to review their research trajectory.

An annual report from each faculty member will provide more than enough information, saving you time from meeting with each of your faculty members in person. Pre-tenure faculty who are heading off in multiple, diverse directions to obtain funding, or who are giving up on grants after a first rejection, should face the consequences they deserve. We’ve all suffered through that time period, and so should they.

In that spirit, avoid arranging for and supporting mentoring teams for new faculty. Or, if you have already assigned a new faculty member their mentor, assume that the pair is meeting regularly. New faculty will always feel comfortable reaching out to their busy, senior mentors whenever they have questions.

Tip #4: Be an expert in everything.

Departments are complex organizations and chairing them involves overseeing a swarm of areas including finances/budget, human resources, curriculum, teaching assignments, graduate student issues, computing support, etc. Wear as many hats as possible and be the expert on all of these topics. Do not delegate to staff, graduate program directors or associate chairs who may have expertise in these areas.

Tip #5: Assign faculty as much service as possible.

Faculty members are always trying to get away with less work—therefore, make a one-size-fits-all rule for assigning service and stick with it. In this spirit, confuse “equity” with “equality” and cut off any reference to diversity, equity and inclusion as social justice with the phrase, “you know, DEIJ, yadda yadda yadda.”

Don’t count mentoring other faculty as service. In fact, don’t count any useful, impactful or innovative service if it happened outside one of your official committees. If it really was a clever idea, you would have already thought of it.

When faculty ask for a break from a busy committee to focus on a major grant proposal or to develop a new course, remind them that when you were a faculty member, you were able to do both tasks while also serving as the business officer, graduate program director and teaching daily yoga classes for emeritus faculty.

Tip #6: Be the dean’s messenger.

You, as chair, are essentially the mouthpiece of the dean and the upper administration. Therefore, focus the bulk of your time on top-down initiatives. Do not canvass your faculty to see what they need for their own growth and success. And, if you instead take the rash step of creating a department-driven plan, be sure to enlist the dean’s advice on every step you take. Take care to assign the bulk of planning work to unproductive faculty who have taught the same course in the same way for 15 years and last received a major research grant before the year 2000.

Lastly, encourage faculty to get to know the dean and other members of the upper administration. Then savagely punish them for any communication that does not go directly through you.

Tip #7: Be an intrepid decision maker.

When a decision from the chair is called for, don’t solicit thoughts from your faculty first. It looks stronger if you make your decision in isolation. Similarly, when faculty members ask you for things, say “no” to every request to show that you are strong and decisive. Or, say “yes” to the random “hallway ask” instead of considering that, if one faculty member has a need, so may another.

Frequently remind your faculty that you are “data-driven” and demand that any request, no matter how minuscule, come with several pages of rationale that delineates costs to the penny, identifies exact sources of each dollar, and includes a comprehensive, multi-method analysis of return on investment. Then make a decision based on whether you are in a good or bad mood and whether the faculty request comes from one of your “favorites.”

Tip #8: Respond immediately to student complaints about faculty.

When you receive a complaint about a faculty member from a student, take action against that faculty member immediately. Remember that students are totally objective; there cannot be another side to the story. Let the associate dean handle things with the faculty member directly—or even better, the dean. Disregard the department bylaws that the faculty worked so hard to develop. Decisive action is better than adhering to agreed-upon guidelines. Don’t fulfill your role as the faculty member’s primary supervisor, certainly not one who has their best interests at heart.

Tip #9: Let everyone know how busy and important you are.

Say things like, “I remember when I was just a faculty member; it was so much easier than being chair.” Or, even better, “The previous chair did it wrong; back at my old school, we did it better."

Always refer to the dean, provost and the president by their first names. Then, if the faculty do the same, tell them they are being disrespectful.

Tip #10: Have no life and put your research on hold.

It’s crazy to think that you can keep your own lab going. Instead, spend the bulk of your time responding to emails. You’ll feel proud of your alacrity in immediately responding to the latest requests from the upper administration. Don’t carve out dedicated “meet with the chair coffee hours,” nor dedicated time to progress in your own work. You’ll easily pick up where you left off with your own research after your chair-hood!

Finally, and most importantly, although you will never again be asked to serve as chair, you will be eminently qualified to be a dean. Prepare yourself now to be aggressively headhunted for open positions!

Disclaimer: Any resemblance to specific chairs, present or past, is purely coincidental. No chairs were harmed in the making of this product.