Best Candidates To Be Dean at Kellogg, Haas, Cornell & UCLA
John A. Byrne
The Poets & Quants article, “Best Candidates To Be Dean at Kellogg, Haas, Cornell & UCLA," quoted Russell Reynolds Associates Consultant Mirah Horowitz about the trends in candidate profiles for business school deans. The article is excerpted below.
At the moment, four highly prominent business schools are searching for new leaders: Northwestern University’s Kellogg School of Management, UC-Berkeley’s Haas School of Business, Cornell University’s College of Business, and UCLA’s Anderson School of Management.
It is the first time ever that four of the top 20 U.S. business schools all are undergoing major searches for deans. Of course, there are more business schools currently in the hunt for deans, including Boston University, George Washington University and Auburn University. But the fact that four of the higest ranked institutions are searching for new deans has to make the task all the more difficult.
‘DEANS ARE BECOMING LESS SUPERSTAR FACULTY MEMBERS AND MORE LIKE CEOS’
Search professionals also note that business school deans these days are expected to behave more like CEOs than deans of many other university schools and departments. “Deans are becoming less superstar faculty members who rise through the ranks and more of a mini-president who serves as the CEO of their unit,” says Mirah Horowitz, a consultant in the higher education practice at Russell Reynolds Associates. “As competition for resources within universities increases, more universities are shifting greater responsibility for revenue generation and cost control to the dean level. So you need a candidate who have more of an ability to manage finances, to fund raise, to think outside the box, and to excel at such traditional roles as recruiting students and managing enrollment.”
IDEAL CANDIDATES FOR FOUR TOP DEANSHIPS
Targeting only one category of possible successors can increase the likelihood of a failed search. “I don’t think there is a shortage of candidates for deanships at business schools,” adds Horowitz. “But search committees have to be more expansive in the way they build a pool of candidates. You come up with a shortage when you have a search committee wedded to things like publication records. Universities need to help search committees understand that these are not regular faculty searches. If that conversation occurs on the front end, it’s much more likely that the committee will come up with three or five options that a provost can get behind.”
To read the full article, click here.