Induction Training for New Deans, Directors and Heads of Departments


Most of the time, SUA staff get promoted to become Heads of Departments and Deans, but no orientation/induction if offered to help them with their new responsibilities. In this case, iAGRI has held two-day orientation sessions for those who are promoted. There will also be an ongoing monthly two-hour sessions on ideas on Leadership and Management.

Current Status – Concluded

Two induction trainings took place – one at the end of 2014, and another one in early 2015. Feedback from participants was very positive, and as a result the Monthly Leadership Forums were initiated to provide ongoing dialogue and support for SUA administrators. Although there is interest in providing orientation for the next round of new deans and department heads, SUA has not appointed an office to coordinate this activity. Therefore, the experiment is currently considered concluded.

Key Actors at SUA

This activity is being implemented with full support of the SUA Top Management – the VC and the two DVCs.

iAGRI Coordinator

Program Manager for Leadership Development Asia Barnabas and Capacity Building Advisor Prof Amon Mattee

Project Timing

Start date of the first ‘Conversation that Matters’: March, 2014

Overall Completion

Stage 1 – Conversations That Matter

When new deans and department heads were appointed in 2014, iAGRI offered to begin an experiment to provide newly appointed administrators with induction and orientation training. SUA agreed that a staff member should work with iAGRI on the induction experiment and that training would be provided to the 2014 appointees as an experiment in how to design and conduct this sort of training in the future.

Stage 2 – Ways That Work

iAGRI and SUA selected Mzumbe University as a partner to provide the induction training. Through extensive consultation, the planning team created a two-phase training program with an initial session focused on general orientation to administration at SUA and a follow-up session focused on management tools and skills. The training model was successful, with participants indicating that it helped them greatly in adjusting to their new responsibilities. However, SUA has not currently tasked an administrative unit with holding regular induction/orientation for new deans and department heads. Without a strong home for this activity, it cannot be sustainable. Therefore, the experiment has been concluded.

Stage 3 -Changes That Sustain


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