How can you make faculty members feel valued and supported?

To foster faculty well-being and engagement, academic institutions should prioritize several key strategies. First, providing mentoring, job autonomy, and professional development opportunities empowers faculty and nourishes their intrinsic motivation. Intrinsic motivation fosters a sense of value and support, leading to increased retention and satisfaction. Beyond career development, supporting faculty engagement in areas like social responsibility and international interactions fosters personal fulfillment and connection to the academic community.

A key leadership lesson I've embraced is praising publicly and addressing issues privately. Trust diminishes when leaders publicly admonish their team. Moreover, this approach fosters confidence, encouraging innovation and open communication within the team.

Appreciating a Teacher is not expensive when he or she does a job perfectly or extraordinarily. But this will motivate them a lot which is very much valuable.

Authenticity is essential in recognizing staff and faculty, it can’t be just ceremonial. Their impact to the success of the organization must be shared and rewarded in ways that are valued.

To make faculty members feel valued and supported, consider implementing a system of peer recognition and appreciation. Establish a platform or regular meetings where faculty members can acknowledge and celebrate each other's achievements, whether big or small. This creates a positive and uplifting environment, fostering a sense of camaraderie and recognition among colleagues. For example, organize a monthly "Faculty Spotlight" where outstanding contributions are highlighted, allowing individuals to share their successes and express gratitude for their peers' accomplishments. This approach not only acknowledges the hard work of faculty members but also promotes a supportive community within the academic institution.

I believe many institutions suffer from a myopic view as far as faculty recruitment, development, progression and retainment is concerned. So, it is key to alter the overall mindset.

Evidence-based practices for making faculty feel valued include offering professional development and recognizing their efforts. Initiatives like the CISL Faculty Scholar program provide structured support for faculty to adopt evidence-based teaching practices, enhancing their professional growth. Additionally, academic incentives and recognition can serve as important motivators and signify the value of faculty contributions [❞] [❞].

It is all about having an inclusive training and mentoring in house program that caters for the diverse faculty members. Some members may have access to training but never see its value to participate in it. When they do, it is for the organisation's benefit and not for their development. I have observed that some members need direct physical mentoring rather than training due to a lot of reasons including cultural and educational backgrounds. Finding out how people learn and process what they learn plays a crucial role in their professional development. I learned in sales, that people need to know how a product meets their needs, or there will be no sales. The same applies to professional development and mentoring of faculty members.

I had a traumatic experience a few years ago. I was groomed by my best friend and was almost trafficked. The ability to access professional mental support was a lifeline in the storm. In the dynamic landscape of higher education, the well-being and professional development of faculty members are critical components of building a thriving academic community. Unfortunately, more emphasis is placed on professional development and scant if not non-existent provision for mental and emotional support. Recognizing the intricate link between faculty wellness and their capacity for excellence, institutions should increasingly integrate wellness programs into their strategies for faculty enhancement.

Seeking feedback and acting on that information is essential to organizational improvement and culture. Faculty and staff must be given opportunities which provide psychological safety and give all a voice specific to the institutional context.

Similarly, incorporating student course feedback is vital for holistic improvement. Implement mechanisms like course evaluations to gather insights into students' experiences, expectations, and suggestions. Act upon this feedback by making relevant adjustments to enhance the learning environment. This student-centric approach not only strengthens the educational experience but also demonstrates a commitment to meeting the evolving needs of those the institution serves.

Similarly, incorporating student course feedback is vital for holistic improvement. Implement mechanisms like course evaluations to gather insights into students' experiences, expectations, and suggestions. Act upon this feedback by making relevant adjustments to enhance the learning environment. This student-centric approach not only strengthens the educational experience but also demonstrates a commitment to meeting the evolving needs of those the institution serves.

Elevating faculty members to a position of genuine value and support within academia involves a multifaceted approach. Recognition is foundational, with acknowledgment of academic achievements and publicizing accomplishments fostering a culture of appreciation. Professional development opportunities, including training, workshops, and mentorship programs, contribute to faculty growth, emphasizing institutional investment in their continuous learning.

1. Allow faculty voices to be aired- hear them and show that you heard them. 2. Be faculty driven 3. Create space for academic freedom

1.Give faculty members a sense of purpose - a common set of institutional goals that binds them meaningfully. 2. Build working groups, empower by providing flexibility and facilitate a gradual build up of individual and group commitment. 3. Promote failures, ( remove fear of failure ) and celebrate success- small or big doesn’t matter. 4. This should help in building a faculty enabling culture - that is competing with mutual respect.

Regularly seek their input in various aspects of teaching and administration and acknowledge their contributions to create a supportive atmosphere

Involving faculty members in decision-making processes is a key aspect of creating a positive and supportive academic environment. It's not just about making decisions for them but with them, leveraging their insights and expertise. Seeking their input and perspectives not only enhances the decision-making process but also fosters a sense of ownership and empowerment. #CollaborativeLeadership

Faculty members must be involved in decision making regarding major things pertaining to student's future, anything different from staff routines, anything which makes the change in their usual methods in practice. This will make the staff to understand the rationale behind any change brought in by the system.

In low income countries, many faculty members do not have enough funds for research. Many cannot afford to pay the article processing charges charged by some journals, and many of these Universities do not have funds to support these initiatives. Similarly, it is worrisome that many of these Universities do not subscribe to some databases that are needful for research. Hence, many scholars in this Universities cannot compete favourably with their counterparts in high-income nations. When Universities provide scholars in low income countries with these facilities, they will feel supported.

One of my students gave me a teachers day greeting card which said"You are the source of my Energy". This really made me to be more resourceful and this implies that the teacher should be a resource for students always.

In todays' world where everyone thinks that they know everything, youngsters need to hear and genuinely understand what their educators are saying, because it is worth anything that GBs of data can teach. The current generation needs to understand the value of respect and reciprocity. Faculty members also need to feel respected, cared for and need to feel that they if they are doing their work with love and care i.e. if they are actually invested in their work, it is worth something. There are very teachers who seek pleasure in monetary rewards, what keeps them happiest is the connect and emotional returns that they get in engagement from their students.

That's right Sir Take for instance Nigeria. I think there are some things that will make faculty members to be valued and appreciated which includes providing quality and sophisticated facilities such as libraries, good working ventilations such as AC and standard buildings that has comfy chairs and easy access to computer use, a special cuisine treat and providing an healthy competition environment.