Abstract
The makeup of the leadership team that I'm privileged to work with shifted by 70% this academic year. Between new departments being moved into our student affairs division and refilling positions left vacant during what's become known as “the great resignation”, most team members sitting around the proverbial table are either new to the college and/or new to reporting directly to me. Recognizing a desire to successfully welcome new team members, I developed an onboarding plan informed by how our leadership team dynamics changed during the course of the pandemic, and how I anticipated those dynamics would broadly change as the synergy of our leadership team fluctuated with new members joining.
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