One of the realities of moving up the executive leadership ranks, whether in higher education or other sectors, is that the higher you ascend, the fewer people you have with whom to commensurate or in whom to confide. The truth be told, for numerous reasons, even the most confident executives are often hesitant to turn to persons inside their organization, in ranks above them, to run an idea past them or to seek advice. They dare not give the impression they don’t have the answers, or that they can benefit from feedback provided by someone outside of their immediate administrative circle. Thankfully, such attitudes and perspectives are on the decline, and a growing number of college presidents and other C-suite members are increasingly using executive coaches. In fact, access to an executive coach is frequently a benefit included in the contract of many newly-hired executives.
Dr. Charlie Nelms
Approximately forty-years ago, when a small group of Black executives integrated the C-suite at Predominately White Institutions (PWIs), we relied on each other for pro bono counsel and non-judgmental support. Except for the American Council on Education ACE Fellows Program, leadership development programs were scarce at that time. Today, there is a plethora of nationally recognized leadership programs, many of which were established by Blacks and other historically disenfranchised people.
My Rolodex in the 1980s and 1990s included the names and telephone numbers of colleagues, including Gladys Styles Johnston, Chancellor, University of Nebraska at Kearney; James Renick, Chancellor, University of Michigan–Dearborn; Vera King Farris, President, The Richard Stockton College of New Jersey; Herman James, President, Glassboro State College (now Rowan University); George Pruitt, President, Thomas Edison State University; David Carter, President, Eastern Connecticut State University; and Harley Flack, President, Wright State University, among others. We respected and trusted each other unequivocally, and we seldom hesitated to seek advice, or to just validate that we were on the right track. Of course, several of the early and most renowned Black presidents at PWIs included Clifton Wharton, President, Michigan State University; Ruth Simmons, President, Brown University; and John Slaughter, Chancellor, University of Maryland, among a small group of others.
After more than four decades of executive leadership in the academy, I am now privileged to serve as President-in-Residence with the United Negro College Fund (UNCF), and Senior Consultant with the Association of Governing Boards (AGB). In both instances, aspects of my work entails executive coaching for both aspiring and newly appointed university CEOs. While I am receptive to working with C-suite executives from all institutions, I am particularly committed to the success of those who lead or work with Historically Black Colleges and Universities (HBCUs) and other Minority Serving Institutions (MSIs).
In selecting an executive coach, the following are prerequisites I believe to be of paramount importance.
Here are my three takeaways:
