July 5, 2025

Read Time - 3 minutes

A department chair I work with recently hit a wall.

It had been years since her department had revised its undergraduate sequence. Meanwhile, enrollment in their top program had been on a slow but steady decline.

So her faculty did the work.

They benchmarked peer programs.

They mapped learning outcomes.

They gathered input from alumni and employers.

Eventually, they proposed several thoughtful revisions—improving course flow, addressing student feedback, and making space for more upper-level flexibility.

It wasn’t radical.

And still—at the final vote, three senior faculty voted no.

The Chair’s Dilemma

After the meeting, she called me.

“I don’t want to push something through if there’s this much concern, but we’ve spent 18 months doing this the right way. How much consensus do I need?”

It’s a great question—and one I wish more academic leaders would ask.

Because sometimes “we’re not ready” is wisdom.

But sometimes, it’s just code for: I don’t want to change.

What We Miss About Resistance

Not all “no’s” mean the same thing.

Some are saying:

• “This doesn’t align with our mission.”

• “I’m not sure the data supports this.”

• “We haven’t considered how this impacts transfer students.”

That kind of resistance? It’s helpful. It sharpens the work.

But others are saying:

• “I liked the old sequence.”

• “This means I’ll have to adjust my syllabus.”

• “I just don’t think we need to change anything.”

That’s not critique.

That’s inertia.

And part of your job as a leader is knowing the difference between disagreement and obstruction.

Clarity Beats Consensus

Here’s what I told the chair:

You don’t need every voice to say yes, but you do need to be clear about why you’re moving forward.

Ask yourself:

• Have we listened sincerely?

• Have we incorporated valid feedback?

• Have we communicated the rationale clearly?

• Have we considered student impact—not just faculty preference?

If the answer is yes, then a few remaining “no’s” shouldn’t stall progress.

Progress Requires Boundaries

In higher ed, it’s easy to confuse shared governance with universal agreement.

But shared governance means shared input—not shared veto power.

At some point, leadership isn’t about getting every single person to align.

It’s about deciding whose feedback to act on—and when to move.

If 10 faculty are ready, 2 are indifferent, and 2 are obstructionist?

You move forward.

Invite participation.

But don’t require consensus.

That’s not autocratic.

That’s responsible.

As I told the chair:

Don’t let one person’s fear of change delay what’s best for students—or your department.

Bottom Line

You can’t build a better culture by placating obstructionists.

You can’t force belief.

But you can build momentum.

When smart ideas meet resistance:

• Diagnose, don’t assume.

• Coach, don’t coerce.

• And above all, don’t let the slowest voices set the pace.

We’d all love to unlock 100% consensus.

But in real leadership? That moment rarely comes.

And waiting for it only delays the change your students—and your program—actually need.

So here’s the freeing truth:

Sometimes you don’t convince everyone...and that’s OK. Progress doesn’t require perfect compliance. It just needs enough people moving in the right direction— and a leader willing to go first.

Try This Before Friday:

Ask one faculty member to share why the change is working for them.

Before your next meeting, reach out to an early adopter and say:

“Would you be willing to share for 2 minutes how this change has been helpful to you or your students?”

That’s it. No slides. No prep. Just a quick peer-to-peer share.

Why this works:

• It shifts the story from your agenda to their experience

• Faculty listen differently when it comes from a colleague

• Social credibility > administrative pressure

Progress spreads faster when the voice making the case…isn’t yours.

👥 Ready to Help Others?

This goes out each week to leaders trying to build better systems, stronger teams, and healthier departments. If this helped you navigate your corner of campus, pass it on! 👉 Subscribe here.

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1.) Get the free guide: Lead by Design. Put an end to reactive leadership. Learn how to clarify decisions, streamline workflows, and surface expectations—so you can fix what’s broken and focus on what matters most. 2.) Coaching for Academic Leaders: A focused 1:1 coaching experience for higher ed professionals who want to lead with clarity, build smarter systems, and stay centered on what matters most. I work with a limited number of clients each quarter to provide highly personalized, strategic support. Send me a message.

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