The one thing I ever agreed with a former manager on was this: when a new administration arrives, its first move is often to criticize the old one. In higher education, this dynamic plays out regularly. A new president, provost, or dean steps in and quickly distances themselves from their predecessor’s vision. Sometimes it’s framed as “We’re moving in a new direction.” Other times, it’s sharper—“We’re fixing what they broke.”
For academic librarians, these moments can be especially disorienting. Initiatives we worked tirelessly to advance under the previous administration may suddenly be dismissed. Programs once celebrated can be reframed as “failures.” The ground shifts quickly, leaving librarians and library staff caught between honoring past commitments and adapting to new expectations.
Consider the case of a library that had invested heavily in digital scholarship initiatives under one provost, only to see those efforts criticized when a new leader arrived who preferred a focus on workforce development. The incoming administration downplayed the library’s recent achievements, even though they had significantly raised the institution’s research profile. The librarians who led those projects had to make a choice: defend the past and risk alienating the new administration, or find a way to acknowledge what had been valuable while demonstrating alignment with new institutional priorities.
These scenarios are not unique—they’re part of the ebb and flow of higher ed leadership transitions. The challenge for academic librarians is how to navigate them without losing credibility, momentum, or morale.
Solutions for Navigating a Critical Transition
1. Acknowledge Without Erasing
Good leaders—and good library directors—recognize that even flawed administrations leave behind something of value. Instead of painting the past as entirely wrong, librarians can acknowledge what worked while showing readiness to adapt.
Tip: When presenting past projects, highlight transferable successes: “This initiative raised our faculty engagement rate—how can we adapt that approach to your new priorities?”
2. Create Space for Forgiveness
Constant criticism keeps institutions tethered to the past. Blum reminds us that intentions and outcomes don’t always align. By framing past leadership decisions as well-intentioned but limited, librarians help their communities release resentment and refocus on the future.
Tip: Use language that honors effort without defending failure: “The intention was to expand access—here’s how we can refine that approach moving forward.”
3. Translate Criticism into Clear Action
New administrators often speak in vague critiques. Librarians can help by turning that critique into clarity.
Tip: Ask questions like: “What would success look like in the library under your leadership?” or “What data points would you like us to track now?” This shifts the conversation from blame to benchmarks.
4. Listen and Involve Faculty and Staff
Blum notes that new leaders earn trust when they listen
. Academic librarians can model the same by engaging faculty and students during transitions.
Tip: Host listening sessions framed as forward-looking: “What library services will matter most in the next three years?” This not only surfaces new insights but shows the administration that the library is aligned with campus needs.
5. Stay Anchored in the Mission of the Library
While leadership changes, the mission of the library remains constant: to support teaching, learning, and research. Mission-based language builds continuity through change.
Tip: When presenting reports, frame work in mission terms: “Our role in advancing student success and faculty research will remain steady as we adapt to new institutional goals.”
Final Thought
When a new administration criticizes the old, it can feel like the library’s work is on trial. But criticism doesn’t have to derail progress. By acknowledging the past without erasing it, creating space for forgiveness, translating criticism into actionable goals, and staying anchored in the mission, librarians can turn moments of instability into opportunities for renewal.
Change rooted in blame divides. Change rooted in learning unites—and that’s where librarians can lead.
Inclusive Knowledge Solutions partners with academic libraries to build reflective, equity-driven, high-trust cultures. From leadership coaching to DEI strategy to learning design, we help librarians do their most courageous, collaborative work. Let’s connect.
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