ABSTRACT
This chapter speaks directly to the department chairs, deans, and colleagues who are critical to the success of early career faculty. While the success of all faculty members is ultimately their own responsibility, it is also the responsibility of leaders and colleagues to support and encourage that success. The chapter shares best practices for working with early career faculty, one of which is adjusting and managing their expectations so that they do not reach the place of disillusionment, like those in Reybold’s study, or experience a violation of the psychological contract. The changing context of higher education and the lives of early career faculty mean that support, mentoring, and guidance need to be different than in the past. Further, many early career faculty, especially women or faculty of color, fear academic cloning by their senior colleagues.
