Leading a Historically Black College or University (HBCU) comes with a mission that is both inspiring and demanding. The unique historical context and ongoing challenges facing these institutions mean that effective leadership requires more than standard management skills. Drawing on decades of experience, authors S. Keith Hargrove and Phyllis W. Dawkins—each of whom served as Chancellor or President at two HBCUs and spent over thirty years in higher education administration—offer a practical framework. Whether you are working toward a presidency or strengthening your current executive leadership competencies, understanding these capabilities is key to making a lasting impact in higher education administration.
Competency 1: Self-Understanding (The Foundation)
Before you can guide an institution or inspire a team, you must first look inward. Self-understanding is the bedrock of every other HBCU leadership competency. Without it, even the most ambitious plans can unravel. Think of it as the first habit in Stephen Covey’s Seven Habits of Highly Effective People, published in 1989: understand yourself before trying to influence others. When you fail to examine your own values, biases, and strengths, you risk making decisions that reflect blind spots rather than the best interests of your community. Downfall becomes more likely—not because of a lack of skill, but because of a lack of introspection.
Building this foundation starts with honest self-assessment. Set aside time for regular leadership introspection—ask yourself what drives you, where your emotional triggers lie, and how your personal history shapes your view of higher education. Strengthening your emotional intelligence also matters here: the ability to recognize and manage your own emotions keeps you grounded when campus challenges arise. As you cultivate self-awareness, you naturally become more authentic and trustworthy. And authenticity is something students, faculty, and stakeholders can feel. Make self-reflection a non-negotiable part of your growth. It is the quiet work that makes every other HBCU leadership competency possible.
Competency 2: Vision Setting (Knowing the Destination)
Once you have done the quiet work of knowing yourself, the next step is knowing where you are going. Vision setting is the second core HBCU leadership competency, and it is all about defining a clear destination for your institution. Think of it as the habit of looking ahead and deciding what the future should look like. Without a strong strategic vision, even the best-intentioned efforts can feel scattered. A leader with vision does not just react to problems as they come up; they actively shape the organizational direction of the school.
To set a meaningful vision, you need more than just a big idea. It requires careful mission alignment, meaning that your vision must connect directly to the core purpose of the HBCU. At the same time, you have to consider what your students, faculty, and community genuinely need, along with the external trends affecting higher education. A vision that is out of touch with reality will not inspire anyone. When you can clearly communicate where the institution is headed, you give everyone a shared reason to move forward together. That clarity builds trust and momentum, making every other HBCU leadership competency more effective.
Competency 3: Strategic Planning (Laying the Roadmap)
Once you’ve cast a vision that inspires your team, the next step is turning that inspiring idea into a practical, day-to-day reality. That’s where strategic planning comes in — this HBCU leadership competency is all about laying a clear, actionable roadmap. Think of it as the bridge between your big-picture vision and the actual work that happens in offices, classrooms, and community spaces. You start by breaking the vision down into specific tasks, then assign realistic milestones along the way. Each milestone gives your team a moment to pause, celebrate progress, and adjust direction if needed. Without those checkpoints, even the best vision can drift off course.
Accountability is the backbone of this process. A strong strategic plan doesn’t just list goals — it names who is responsible for each piece and sets deadlines that keep everyone moving. This connects your daily operations and resource allocation directly to the long-term mission, so every budget decision or staff meeting serves a purpose. Action planning becomes second nature, and milestone tracking ensures you can see how far you’ve come. When you master this competency, you give your institution a stable, transparent framework that everyone can trust. And that makes all the other HBCU leadership competencies work even better together.
Competency 4: Building Relationships (Trust and Collaboration)
Even the strongest framework falls apart without trust and collaboration among the people who rely on it. That’s why building relationships is a core HBCU leadership competency. When you lead through change or disruption, your ability to connect with stakeholders becomes your anchor. Think about the challenges the pandemic exposed in the U.S. supply chain: sudden shortages, communication breakdowns, and unclear roles. Those same vulnerabilities can surface inside any institution. Strong relationships help you survive those turbulent times because you’ve already cultivated open lines of communication and mutual respect. Trust building means you don’t have to start from scratch when a crisis hits—you have a reservoir of goodwill to draw from. Collaborative leadership ensures that faculty, staff, students, and community partners all have a seat at the table, which makes it easier to meet student needs even when resources are stretched. The practical takeaway? Invest time in regular, genuine stakeholder engagement. Listen before you act. Share credit freely. When people know you care about them as individuals, they’ll go the extra mile to help the institution thrive through any disruption.
Competency 5: Adaptability (Responding to Disruption)
Building trust through genuine engagement is essential, yet even the strongest relationships cannot shield an institution from disruption. Higher education experiences disruption in ways similar to business, though potentially to a lesser degree. Think of how the pandemic surfaced inefficiencies and vulnerabilities in the U.S. supply chain; a similar wake-up call hit colleges and universities. For HBCU leaders, the ability to adapt quickly is a critical Hbcu leadership competency. Whether it is a sudden drop in enrollment, shifts in student financial needs, or unexpected policy changes, you must be ready to pivot.
Adaptability goes beyond simple flexibility. It requires structured change management and a crisis leadership mindset that prioritizes institutional resilience. You need to assess what is changing, communicate clearly with stakeholders, and make decisions that keep the institution viable while still meeting student needs. For example, moving support services online or rethinking course delivery may become necessary overnight. By embracing adaptability, you ensure that your school can weather storms without losing sight of its mission. It is this kind of responsive leadership that strengthens the entire HBCU community.
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Competency 6: Communication and Accountability (Transparent Execution)
Once you have built a culture of adaptability, the next competency ensures that your strategic vision actually comes to life. Communication and accountability are the twin engines of transparent execution. In an HBCU setting, where trust and community buy-in are essential, clear communication means that everyone—faculty, staff, students, alumni, and board members—understands the goals, the timeline, and their role in the plan. You cannot assume that a well-crafted strategic roadmap will speak for itself. You must actively share it, explain the milestones, and invite questions. This is where the third habit of Stephen Covey’s Seven Habits of Highly Effective People (1989) comes in: lay out the roadmap with tasks, milestones, and accountability mechanisms. By doing so, you turn a document into a living guide that people can follow and contribute to.
Accountability mechanisms are what track progress and build trust. Without performance metrics and regular check-ins, even the best plans stall. Transparent communication about what is working—and what is not—allows you to adjust course without losing credibility. When you report honestly on milestones, you demonstrate leadership accountability. This openness reinforces the hbcu leadership competencies that make your institution resilient. In practice, this might mean sharing a quarterly dashboard with the campus community or holding town halls to discuss progress. The goal is to make execution visible and to invite collective ownership. When people see that their efforts lead to measurable outcomes, they stay engaged and motivated. Transparent communication and accountability are not just management tools; they are the foundation of a trustworthy, high-functioning HBCU.
Competency 7: Legacy and Institutional Stewardship (Sustaining the Mission)
This final competency sets HBCU leadership apart from general higher education practices in a meaningful way. While any university leader might focus on budgets and enrollment, an HBCU leader must also carry forward a deep sense of heritage. The authors S. Keith Hargrove and Phyllis W. Dawkins, who have served as Chancellor and President at two HBCUs over three decades, emphasize that preserving the historical mission while innovating is a delicate balance. You are not just managing a campus; you are stewarding a legacy that has shaped generations of Black scholars and leaders. This means making decisions today that honor the past and ensure the institution thrives for future students. Sustainable leadership here involves long-term thinking—protecting the unique culture and purpose of the HBCU while adapting to modern challenges. The HBCU Executive Leadership Institute (ELI) program at Clark Atlanta University includes this stewardship as one of its 13 core competencies, recognizing that institutional legacy is a living, breathing responsibility. For you, this might mean championing archives, preserving traditions, or ensuring that every new initiative aligns with the founding mission. It is about leading with a sense of duty that extends far beyond your own tenure.
Frequently Asked Questions
How can you start developing your HBCU leadership competencies today?
Begin by seeking out mentorship from experienced leaders within the HBCU network. Look for low-stakes opportunities to practice skills like strategic thinking and relationship building, such as leading a campus committee or organizing a community event. Reflect on each experience to identify what you learned about yourself and your leadership style.
How do HBCU leadership competencies differ from general leadership skills?
HBCU leadership competencies are uniquely grounded in the history, culture, and mission of Historically Black Colleges and Universities. They emphasize community uplift, social justice, and cultural competence alongside practical management skills. This focus ensures leaders are prepared to navigate and champion the specific challenges and opportunities within the HBCU environment.
Is self-understanding really the most important competency for leading others?
Yes, self-understanding is often considered the primary trait because it forms the foundation for all other competencies. When you know your own strengths, weaknesses, and values, you can lead with authenticity and make clearer decisions. This self-awareness also helps you build trust and communicate more effectively with your team.
