As this line of thinking might suggest, restore the social compact that inspired the founding of our colleges and it follows that all the other challenges and problems facing us can be more effectively tackled. A simple way to start is to face up to the reality that fence mending needs to take place and make it a priority in our colleges. Once this recognition has been given, no matter how grudgingly, clear strategies ought to be developed to guide us on the road to recovery. Many of these strategies will need to be systemic in nature while others are addressed in more personal contexts. From my own personal experience, which sticks fresh in my mind, it is becoming increasingly evident that massive human resource planning initiatives need to be put in place that break down barriers between faculty and management.
Job swapping for defined periods of time is one strategy.
Another strategy might focus on giving preference to faculty when recruiting new managers and incentives might be offered to seasoned managers who wish to cap off their careers by moving into faculty positions. To make all this possible entails developing compensation systems that do not penalize but, in fact, reward this kind of mobility. Also, amendments to collective agreements may have to be negotiated in order to expedite movement back and forth. Managers who may choose to move into a teaching role also need to be reassured that in no way will there career potential within the college environment be circumscribed by such movement. For certain positions, it may even be stipulated as a requirement that candidates demonstrate substantial full-time teaching experiences on their CVs.