Academic Dean Mock Interview
Master 35 Academic Dean interview questions covering strategic leadership, faculty relations, and accreditation.
Question 5 of 35
How would you handle a situation where one of your faculty members was causing difficulty in the workplace?
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Example Answer
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Community Answers
Krista Wenz has been on thousands of interview panels hiring EMS professionals and firefighters for public and private agencies.
As an academic dean, you are tasked with leading your faculty members. The interviewer asks this question to determine how you would handle a challenging faculty member to understand your conflict resolution, communication, problem-solving, and leadership skills. It's essential to manage conflicts and maintain a positive working relationship with faculty members, even when there are disagreements or difficult situations. Discuss how you approach these situations with patience, empathy, and a focus on finding solutions that work for everyone involved.
Krista Wenz has been on thousands of interview panels hiring EMS professionals and firefighters for public and private agencies.
"I had a difficult faculty member a couple of years ago. He was quite unresponsive to change and unwilling to compromise regarding the school's needs in our proactive environment. I spoke with the faculty member one-on-one about three times before I began to take disciplinary action. Once more severe consequences were presented, he began to comply with the policy changes our school was implementing. If this happened again, I believe I would take faster action right away. There is little room for someone who cannot appreciate positive change and progression within education."
Krista Wenz has been on thousands of interview panels hiring EMS professionals and firefighters for public and private agencies.
"If I were to have a faculty member causing difficulty in the workplace, I would first check in with their union representative to ensure that any disciplinary action fell in line with union regulations and policy. After that, I would schedule a one-on-one conversation with that individual with the goal of that meeting to be making a plan to rectify the situation. A clear plan of action and potential recourse would be outlined."
Krista Wenz has been on thousands of interview panels hiring EMS professionals and firefighters for public and private agencies.
"In my years as an academic dean, I have realized that there is almost always one faculty member that likes to ruffle feathers. I am a direct and to-the-point leader. I do not tolerate any situations that include workplace bullying or misappropriation of school resources. If a faculty member acted out of line, I would have no issue initiating a stern conversation in which consequences would be outlined should the behavior continue. However, I would first gather information from the faculty member and any other employees involved to understand the situation. From there, I would work to mediate the conflict and find a fair resolution for all parties involved. If necessary, I would also involve human resources or legal professionals to ensure that the situation is handled appropriately and in compliance with any relevant laws or policies. Ultimately, I aim to create a safe and productive work environment for all employees while letting them know I do not tolerate inappropriate behavior."
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Anonymous Answer
I would listen, gather data from relevant sides. I ask the faculty member to explain in case I misunderstood or have erroneous information. I then directly outline what the problem is as I understand it and why it is a problem, seek solutions, and set a date for review. I would jot notes documenting the discussion for a personnel file.
Rachelle's Feedback
Perfect. You show a level head, and it's good that you expressed how you go about documenting the conversation as well.
Anonymous Answer
I would always follow the institution's policy. I would document the issues regarding the faculty member and discuss the issues with the faculty member verbally. After a verbal discussion, I would continue to document the faculty member's behavior. If the situation continues, I will arrange a formal improvement plan documented and witnessed with the appropriate supervisors. Hopefully, the improvement plan is a successful intervention, but the faculty member could be replaced if not.
Rachelle's Feedback
It seems that you have a terrific plan in place should you need to handle a tough employee based situation. If you have a specific example to offer, you can do so using the STAR method of highlighting the Situation, Task, Action, and Result.
Anonymous Answer
As always I would review the Faculty Handbook and other institutional policy prior to having a stern conversation with the faculty member of which consequences would be outlined if such behaviors continue.
Stephanie's Feedback
This response clearly outlines your approach to problem-solving, but I worry that, depending on the search committee, it could come across as a bit too rigid. I would suggest softening this response a bit by indicating how you would communicate with this faculty member (prior to a "stern conversation.") Would you solicit their perspective? Would you check in with them or provide an opportunity for listening to their concerns?
Anonymous Answer
I would sit down with the faculty member in a quiet, closed-door office. I would discuss the needs of our students, how important education is to them, and how many of them have to sacrifice greatly to attend school by working several jobs or giving up time with their children. I would emphasize the need to keep the focus on serving the needs of the students. Then I would ask how I can make their job a little easier so that they can better serve the students.
Chad's Feedback
Good answer! You have walked the interviewer through the steps you would follow should you need to address a situation where a faculty member was causing difficulty. Do you have a course of action in place should the faculty member continue to cause difficulty? If you have a specific example to offer, you can do so using the STAR method of highlighting the Situation, Task, Action, and Result.
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