When new governing board leaders are needed, just attracting more trustees with leadership potential is not sufficient. Succession planning, used in industry and government, ensures a continuing flow of strong leadership. It is not a procedure, but a flexible strategy that can ensure the board's effectiveness and the institution's health. (MSE)

New trustees who begin their board service with incomplete explanations or unrealistic expectations might find their tenure unsatisfying. After hearing the unvarnished truth-in-expectation, the new trustee will walk into the board relationship with eyes wide open. (MLW)

Some advice on attracting good people for a college administrative team, including the toughest positions to fill, searching outside academe, improving confidentiality, and how to find the best candidates is presented. (MLW)

Eleven techniques to recruit minority faculty are presented including: begin at the top for commitment to affirmative action; monitor department heads; search among the faculty of Black colleges; send administrators to national meetings of Black educators; etc. (MLW)

Attitudes about college marketing have hindered its progress. It is an informative process with strong feedback, including such elements as information gathering, travel, development of a marketing or public relations plan, organizational communication, institutional adaptation to the current market, and administrator input. (MSE)

Two leading writers on choosing a college president exchange views concerning the statement of leadership qualities, choosing one committee or two for the search process, the number of members of the search committee, selection of the search committee chair, and the period of greatest vulnerability (just before the decision). (DB)

The negative side of academic scholarships, often considered a form of healthy collegiate recruiting, is that they are usually in the form of discounts in student costs, affecting cost in most areas of college expenditure, including faculty salaries, and causing institutions to have operating deficits. (MSE)

Buying students with academic scholarships is self-defeating. It is unfair to students paying full price, unjust awards undermine reputation, competition can spiral, students are counseled to choose schools for aid alone, and parents are offended when scholarships are not offered and when their "scholarship" students get average grades. (MSE)

The experiences of a black woman trustee for the University of Illinois are described. Public institutions of higher education are discovering that their viability during the next few decades could rely heavily on attracting and nurturing minority students. (MLW)

Marketing of higher education does not have to include gimmicks, and promotion is only one segment of such a program. Marketing means understanding the institution's strengths and weaknesses, determining the kinds of students it can best serve, and deciding where these students can be found. (Author/JMD)

Academics and athletics must be distinguished, and athletes' roles at various levels understood and accepted. Each institution sets its own priorities for sports, and the athletes represent the institution. Three negative elements of professional sports must be controlled on campuses: pressured coaching, recruiting, and the encroachment of…

A study of presidential search processes reveals a variety of organizations, procedures, and attitudes about appropriate and effective methods. Among the issues discussed are the dominance of local standards and considerations, the roles of faculty and trustees, recruitment and nomination, interviews, premature disclosure of the decision, and…

Problems of collegiate athletics are identified: failure to prepare athletes for employment, underfinancing of women's sports, and inadequate athletic recreation for many students. A monitoring system on recruiting, financial aid, academic eligibility is suggested along with institutional cooperation to reduce the competitive pressure. (Author/MLW)

Institutions that succeed at recruiting minority faculty with doctorates are more resourceful than others, using a variety of strategies to recruit, encourage, and retain a diverse faculty. Colleges and universities must become more hospitable to minorities so faculties can complement the increasingly minority student bodies. (MSE)

Channeling the energy of volunteer boards of parents and community members can produce unexpected dividends. At Alma College (Michigan), a parent board raises $250,000 annually and helps recruit new students. A formal and communicative relationship between advisory board and governing board is essential for effective operation. (Author/MSE)