The PTM Executive Search Model
Proactive Transition Management’s mission statement includes to conduct a comprehensive executive search that engages and invigorates the entire organization and key external stakeholders and that results in hiring a new executive whose skills and leadership style align with the needs, ethos, and strategic direction of the organization -- aligning expertise with ethos. The most impactful transition for any organization is a change in leadership. PTM has developed a unique and comprehensive model that integrates assessment, strategy, management, and renewal. Instead of the viewing an executive search as an isolated activity, PTM approaches the process as an opportunity for organizational renewal and a time to identify strategic direction for the college or university, as well as a time to reaffirm the core values and ethos of the organization. Moreover, the PTM Executive Search Model provides advice and support for the executive during the transition of leadership and the first three months on the job. PTM recently expanded its search clientele beyond higher education to include the energy industry with special emphasis on municipally owned or cooperatives.
1. Assessment: PTM will conduct a full assessment, reviewing planning documents, budgets, fundraising reports, and enrollment data and conducting focus group interviews with senior administrators, faculty, staff, students, trustees, alumni, and community leaders to evaluate the college or university's current strengths, weaknesses and opportunities.
2. Strategy: The assessment will be followed up by additional focus group interviews to identify the specific skills and leadership style that aligns with the ethos or culture of the college or university. PTM will submit a document to the President or Board of Trustees reviewing assessment data and synthesizing the expectations of various constituences about the ideal skillset and leadership style for the new president, vice president, or dean as the basis for beginning the search.
3. Management: As the search consultant, PTM will advise about the search process, develop a compelling Prospectus and advertisements that will attract a strong pool of candidates, use PTM’s network and other resources to identify potential candidates and cultivate their interest, work directly with the search committee in structuring a best-practice search and in screening candidates, conduct all reference checks to ensure consistency and professionalism, and negotiate a contract with the candidate selected by the trustees.
4. Renewal: PTM is committed to a successful transition in leadership and a strong beginning for the new executive. To that end, the PTM Model provides consulting advice to the executive from the time of his or her appointment through the first three months. PTM will build on the trust established with the major stakeholders to ensure an aggressive, creative, and well-grounded executive search that engages and energizes the entire organization and its key external constituencies.
Searching for a new executive should be an act of organizational renewal and should be regulated and guided by the ethos and ethical underpinnings of the institution. When viewed as a systemic response to internal or external change, the PTM Executive Search becomes a necessary, exciting, and productive way to enable colleges/universities or privately-owned businesses to seize new opportunities, to fulfill their mission, and to pursue their destiny.
References for PTM
I am pleased to write this letter of reference for Dr. Peter T. Mitchell and Proactive Transition Management (PTM). Dr. Mitchell conducted two major searches for Lake Superior State University (LSSU) during the 2017-18 year – president and provost. Peter did an exceptional job with both searches and sequenced them in such a way that the new president was able to make the final decision on his provost.
LSSU lost its 48 year-old president unexpectedly in May 2017. The Board hired Dr. Mitchell to be president on July 1, 2018 to serve for one year. Our enrollment has been declining for two decades from 3,400 to 2,000; the campus community was devastated by the tragic death of its president, a fundraising initiative to secure $3 million as a match for a new Center for Freshwater Research and Education was stalled, a budget deficit was projected, and the morale and trust on campus were dismal.
Dr. Mitchell’s experience of 24 years as a very successful college president and ten years consulting in strategic planning, enrollment, and fundraising was the ideal antidote for the sense of doom and gloom. His upbeat and optimistic style, ability to listen carefully to all major stakeholders, strategic thinking, and genuine affection for students, faculty, staff and alumni created positive momentum.
Due to budget constraints and other factors, the Board asked Peter to conduct the search for President. We had an interim provost, and at our request, Peter also accepted the task of leading the search for provost. In both cases, we hired the person who was the top choice of all constituencies of the campus. And in both cases, it was Peter’s extensive work with the two that convinced them to accept their positions with enthusiasm and confidence that they were coming to LSSU at an ideal time in the history of the University.
Having participated in the previous presidential search as a trustee and having in depth knowledge of previous presidential searches as an alumnus, the PTM Executive Search Model is outstanding. Peter began by researching the University through accreditation studies, strategic plans, and enrollment and fundraising data. He held 22 hour-long “Listening Sessions” – several with faculty and staff, but also with students, alumni, LSSU Foundation, trustees, community leaders, and tribal leaders since there is a significant population of Native Americans in the Eastern U.P.
Dr. Mitchell translated the input from the listening sessions into a powerful Prospectus. All the finalists noted in their interview that the Prospectus played an important role in their candidacy. Peter’s collaborative style engaged the search committee in refining the final version and once published had a positive impact on the campus, increasing pride and confidence in the University. All the data review, listening sessions, finalizing the prospectus and advertisement was completed in four weeks.
Over 60 candidates applied. Peter kept in constant contact with the most promising ones and presented 26 individuals with brief summaries of their credentials to the search committee prior to semester break. The search committee identified 16 candidates for reference checks. Peter completed at least two reference checks on all 16 and presented summaries on each the first week of January. The search committee met in mid-January and narrowed the field to eight for video interviews. Peter completed additional reference checks, created the questions, and oversaw the process. Four finalists were selected.
The four campus interviews were inclusive and exhausting – a 2.5 day marathon. Peter created a succinct survey instrument for feedback and collected the data and comments. He shared the results with the Board, which was unanimous in its choice of Dr. Rodney Hanley. Because Dr. Hanley was a finalist in at least three other searches, Peter was tasked with working on a final contract. In this capacity, he was remarkable. He articulated the reasons Dr. Hanley should accept and responded to all questions and concerns. Dr. Hanley made his decision knowing all the challenges and opportunities. Finally, Dr. Mitchell worked diligently to prepare the campus for Dr. Hanley and to prepare Dr. Hanley for a smooth transition, including developing a “First 100 Days Plan.”
The search for provost was handled in the same manner, working in collaboration with the Provost Search Committee and President-Elect Hanley. Ten listening sessions focused on the academic leadership needs and expectations; the prospectus crystalized the challenges and opportunities; the video interviews and campus interviews were professional and insightful, leading to selecting and hiring the one candidate who was rated significantly higher than the other two finalists. Again, Peter negotiated the contract and prepared the campus for a smooth transition.
I have purposely taken time to describe the entire process because the PTM Executive Search model and particularly the attention to detail by Dr. Mitchell is truly outstanding. Not only did he help us find an exceptional new president and provost, the search process improved morale and trust across campus. Unlike large firms using traditional cookie cutter approaches, Peter engaged all constituencies in the process, sent frequent updates, and built trust; the result is great excitement and optimism about our new president and provost and the future of Laker Superior State University.
Finally, Peter completed this comprehensive presidential search while also negotiating faculty and staff union contracts, reorganizing the enrollment program and staff resulting in an anticipated 30%+ increase over prior year, successfully lobbying for the key scholarship initiatives with the State Legislature, securing the funding and governmental approval for the $13 million Center for Freshwater Research and Education Capital Outlay Project, recruiting key administrative positions (Athletic Director, VP Enrollment, Director of Admissions, Dean of Students, and HR Director) and laying the groundwork for the first balanced budget in a number of years. Dr. Mitchell’s work ethic and commitment to excellence in everything he does are exemplary.
Dr. Peter Mitchell has my enthusiastic endorsement to conduct a presidential or provost search. I believe no one could do as well in terms of thorough preparation, extensive research, enthusiastic engagement of all constituencies, professional screening and interviewing, and most important helping to negotiate the contract and working diligently to ensure a smooth transition in leadership.
Rodney M. Nelson, Chair of the Board of Trustees, Lake Superior State University
Please let this letter serve as a reference for you and PTM, conveying my appreciation for your excellent work assisting Dean College in hiring a Vice President, Academic Affairs. With over 25 years as a Human Relations officer, your management of the search process, careful attention to detail, and creativity were exemplary. Of all the executive search consultants I have employed, you exhibited the greatest professionalism and responsiveness to the needs and culture of our organization.
You were presented with quite a challenge – design the search, conduct over 20 listening sessions to ensure you and Dean College understood the needs, expectations, and unique culture, develop a job posting and prospectus, recruit candidates, complete comprehensive reference checks, cultivate the interest of the best candidates via frequent phone conversations and emails, assist with video and on-campus interviews, and advise the President and me about the strengths and fit of each of the five finalists. In a normal situation, these are daunting tasks, but when I add that all this was accomplished between your signing a search contract on June 19 and Dean having a signed contract with our top choice, who is an excellent fit, on August 21 is quite remarkable.
Working with you was a pleasure. Your assessment of the needs and expectations of faculty and staff, and equally important, your understanding of the special culture at Dean showed a depth of insight distinct among executive search firms. It not only enabled you to work with me on a compelling job posting and prospectus, it enabled you to identify finalists with the skills, experience and fit that aligned with what we call The Dean Difference. Your summaries of the reference checks, often 3-5 pages single-spaced, presented candidates in a manner that helped the President and me discern which ones were best suited for Skype interviews and campus visits. Your additional reference checks of the top candidate ensured us that we had selected the right person. Your dedication and hard work were deeply appreciated, reflected in the fact that you were literally available 24/7, providing emails and answering phone calls in the evenings and weekends. I am very proud of what we accomplished in such a short, but intense, period of time.
On a personal level, I admire your integrity, honesty, and enthusiasm. The faculty and administrators who met with you in the listening sessions were open and candid with you because you established an atmosphere of collegiality and trust. I and others were inspired by your ability to empower people to present Dean College in the most positive, yet realistic way. And you conveyed the special qualities of The Dean Difference to candidates, so that those who interviewed did so with excitement about becoming the next Vice President, Academic Affairs. Your willingness to discuss the process and offer advice with candidates who were interviewed, but not selected is distinct if not unique among search firms and left the candidates with a very positive feeling about Dean College. In short, thanks for extraordinary work that produced an excellent result.
I offer my highest recommendation of you and Proactive Transition Management and would gladly share additional information with potential clients who may contact me by email rcarson@DEAN.edu or by phone at (508) 541-1681.
Robert G. Carson, MSHRM, PRC, CDR, Director, Human Resources, Dean College (MA)
We offer an enthusiastic endorsement of Dr. Peter Mitchell as a search consultant. As a board of trustees we were extremely delighted with the process and results of our Presidential Search conducted under the leadership of Peter. We engaged Dr. Mitchell with the understanding that we were under a compressed time schedule and hoped to avoid hiring an interim president. Peter was confident we could achieve our goal without compromising the quality of the results and his efforts were herculean in the pursuit of that goal.
From his first meeting with the search committee, through three days of listening sessions, to the creation of an excellent Prospectus – all within two weeks of his signing a contract – Peter’s expertise, interpersonal skills, and grasp of the ethos of Thiel were exceptional. He did all the reference checks to ensure continuity and comprehensiveness, developed a strategy and form for evaluating the top candidates and guided the search committee through the airport interviews. In short, Peter shepherded the search process with careful attention to detail, but also sensitivity to the search committee members, the Thiel community and the candidates.
The board was impressed with the outstanding quality of the candidates that Dr. Mitchell brought forth through the search and with the very reasonable fee structure he offered. During the search he aided in conducting extensive interviews with each candidate who had been selected for confidential airport interviews. He assisted us in determination of whether candidates would fit our compensation guidelines and did extensive interviews with the references of each finalist candidate.
Once the search committee narrowed the candidates to the finalists to be presented to the board, he was available to assist in the process and was always available for consultation. After the board made their final selection of the president-elect Peter was invaluable during the contract negotiations and that process went very smoothly.
At the end Peter was still there to offer input to assist in scripting the announcement and other communications regarding the presentation of our new president. His guidance through that process was invaluable. He sees his role as continuing on during the transition of the new president into their new role and provided a substantial amount of consultation time into his contract to aid in that process. He was still available to the new president, outgoing president, and board chair for any questions or advice, having served three college presidencies himself during his career.
What I was most impressed with about Peter throughout this process was that he was 100% devoted to our institution and the ultimate outcome. He concentrates on one major search at a
time and therefore devotes all of his energy to that project. He was with us and available to us during the entire process. He sees his role as not just finding a candidate but also in assisting in their transition into their new role.
Dr. Mitchell’s professional demeanor, his decades of higher education leadership and experience, his wide geographic institutional reach and relationships, and his dedication to seeing a search process through from inception, organization, presentation, and completion make him a very good choice to lead the process. I would be delighted to speak with representatives from any institution who needed more reference information and can be reached at (814) 450-3584.
Barry D. Stamm, MD - Chair, Board of Trustees, Thiel College (PA)
THANK YOU! I don't think Thiel College could say that enough. Thank you for your time and dedication to our presidential search process. Thank you for your countless hours spent researching, interviewing, checking in, and mediating. I've enjoyed every step of this process because it was led by a phenomenal leader. I'm oh so very excited to see who the 20th President of Thiel College will be. I have no doubt they will do a great job! From myself and the entire student body, Thank You!
Handwritten note from Kelsey Schneider '17, Student on the Thiel College Search Committee
Cloverland hired Dr. Mitchell to serve as executive search consultant for our new President and CEO. We chose him because his model for executive searches emphasizes conducting one search at a time and immersing himself in the culture or ethos of the organization. He not only lived up to his model, but was literally available weekends and evenings to guide us through the process. He exceeded all expectations and candidly, his work was nothing short of remarkable. We hired an excellent new CEO, who is the perfect fit for the needs and expectations – short and long term – at Cloverland.
Dr. Mitchell started by reading everything about Cloverland, then spent three days in town conducting “Listening Sessions” with multiple groups of staff, community leaders, major accounts, and the Board. He gleaned keen insight into the strengths, challenges, opportunities, and even dreams of all major stakeholders. He translated these insights into a Search Prospectus that presented the CEO position in an honest and very positive manner. The summary of the listening sessions provides the new CEO an in-depth understanding of the ethos or culture of Cloverland that will prove invaluable. Equally important, the summary showed where the staff and the Board can improve their performance.
The combination of effective advertising, letters and emails to IOU, municipal, and cooperative energy organizations in the Midwest, and his network of contacts produced a strong pool of candidates. Peter talked extensively to the top eight candidates and helped the Board narrow the field to three finalists. After the interviews on site, the Board felt any of the three would have done a good job. To narrow the choice Dr. Mitchell developed a strategy to assess their strategic planning and executive leadership skills. The result was an enthusiastic and unanimous choice.
The unanimous choice is significant because Cloverland’s Board has been divided for several years. Dr. Mitchell highlighted the need for rising above past issues and uniting as a Board to move Cloverland forward into a much better future. Peter took the time to get to know each Board member and was able to draw upon our best instincts and passion for the Cooperative.
What separates Proactive Transition Management from other search consults we have worked with is the careful attention to detail, the comprehensiveness, the creativity, and the sensitivity to the ethos of the organization. Dr. Mitchell makes all the reference calls, and with the finalists additional calls. He has a knack for understanding what people say and the meaning behind the word both with references and candidates. He uses his creativity to make adjustments in the search strategy, as he did with the finalists. Best of all, he really understands the situation, the people, and the organization. He discerned what is special, and challenging, about Cloverland and was able to reinforce it for the staff, Board and community. But also reinforced it for the candidates, so that all three finalists were very excited about the prospect of being the next President and CEO.
On behalf of the entire Board of Directors of Cloverland Electric Cooperative, I offer our highest possible recommendation for Proactive Transition Management and Dr. Peter Mitchell as an outstanding executive search consultant. If you wish to discuss hiring Peter, please feel free to contact me at (231) 420-0462.
Jason St. Onge, Chair, Board of Directors, Cloverland Electric Cooperative (MI)
This is my enthusiastic recommendation of Peter Mitchell and Proactive Transition Management as a search consultant. My personal experience of working with Peter has occurred during the search for a Vice President – Chief Innovation Executive at the University of Charleston and later a search for Provost. I knew going into the first search that it was a very unusual position and it would not be possible simply to go to a traditional segment of higher education employees in a search among their peers. This was not a search for a provost, a CFO, or an admissions director. Therefore, for the first time I sought out a consultant who could assist me in the process.
From the moment of first contact, Peter Mitchell’s demonstrated interest in the search was clear. He investigated the landscape before submitting his proposal so he could lay out the places where he would advertise and the people he would contact initially. He was ready to go to work the day I gave him the go ahead. He came to campus for three days so he could understand the culture of the institution and to talk to a wide array of campus representatives to understand their perceptions of the position, their desires in the successful candidate, and their willingness to assist in helping the new Vice President be successful.
Based on his visit, his interviews, and the information I provided Peter, he developed a superb position prospectus which showcased the University as well as describing the position itself and the vision for how the new Vice President could be a genuine change agent for the university. What a joy it was to have someone else handle all the paper work and telephone calls. Peter screened the applicants and had multiple phone interviews with some of the most promising candidates. He worked closely with me and followed my preferences while also sharing his candid opinions and insights. He brought to us a superior group of candidates from which we selected those we desired to interview via Skype and those we interviewed on campus. I worked with the search committee independently while Peter provided guidance to me behind the scenes. I did bring Peter into the search committee when we narrowed the list of the candidate to those who would be invited to campus because I wanted him to help with the always delicate issue of dealing with less qualified internal candidates.
He was so helpful in our first search that we asked Peter Mitchell to lead us again in a more traditional search for a Provost. He nicely incorporated the faculty and the search committee into the search while affirming the president’s ultimate responsibility for selecting the Provost. He also artfully cultivated needed perspectives from named and unnamed references for the finalists.
Peter Mitchell’s presidential experience makes him a wise counselor. His affable personality creates an open and positive feeling among campus constituencies. His research and homework make him an effective contact for applicants. His honesty and independence allows him to lead the search process quickly and smoothly.
Please know that Peter Mitchell does, indeed, have my highest commendation and recommendation. He works as a wonderful colleague, assistant and adviser. I would be happy to talk with you if there are any additional perspectives I can provide.
Dr. Edwin H. Welch, President, University of Charleston (WV)
I first hired Dr. Peter Mitchell and PTM to develop a strategic plan for a Visionary Leadership Institute (VLI) at Claflin University in 2010. We had been good friends when he was President of Columbia College and that friendship continued during his very successful tenure as President of Albion College. I was familiar with his talent in strategic planning and Peter did an outstanding job of working with all stakeholders at Claflin -- faculty, staff, students, alumni, community leaders, and trustees. The result was a 68-page strategic vision for the VLI that included a comprehensive SWOD Analysis (Strengths, Weaknesses, Opportunities and Dreams), thorough research on leadership institutes at HBCU institutions and other exemplary leadership institutes across the country, a curriculum for the VLI as well as leadership development programming for our student life staff. Because of Dr. Mitchell's collaborative style and engaging personality, there was excitement and ownership across campus for the VLI. Upon completion of the VLI strategy, I hired Peter to translate the strategic vision into an operational plan. Again, Dr. Mitchell engaged a wide cross-section of campus leaders and produced a detailed plan with clear assignment of duties and responsibilities, timetable, and benchmarks to establish the VLI. The implementation plan even included a strategy for fundraising.
Because Dr. Mitchell had engendered such strong credibility and trust on campus, I next hired him to conduct an executive search for a Provost to replace the Vice President for Academic Affairs who had left. Dr. Mitchell did an excellent job of defining the new position of provost and worked exceptionally well with the Search Committee comprised of faculty, administration, staff, students, and alumni. More than just a traditional search, Peter was able to incorporate the ethos or campus culture into the process. Claflin was not just looking for a Chief Academic Officer, we were looking for a person whose leadership style embodied the values and traditions of the University. It is a tribute to Peter's intellect and integrity that he was able to articulate the unique ethos of an HBCU that was emerging as a national leader to the campus community and to the candidates. Another tribute to Dr. Mitchell is that when the three finalists proved adequate but not outstanding, he worked with me to recruit a well-respected Provost who had not applied during the regular process. That individual applied, interviewed, was hired and is doing exceptional work as our Provost.
Most recently, I hired Peter to conduct a search for the first Dean of the Visionary Leadership Institute. Because Peter is viewed with great respect on campus, like a member of the "Claflin Family," he was able to generate enthusiasm about the position. The unparalleled nature of the VLI necessitated a special kind of person to be its first Dean. Dr. Mitchell's aggressive cultivation of diverse candidates produced an eclectic group of finalists. The person hired was the clear favorite and brought his background as a Business School Dean who also taught ethics to Claflin. Peter also provided guidance that was very helpful to our VP for Institutional Advancement in the successful hire of a new development officer.
In all five contracts between PTM and Claflin University, Dr. Mitchell's high energy, professionalism, interpersonal warmth and compassion, intellect, integrity and creativity have resulted in excellent work. Using a consultant for these diverse jobs is unusual, but then Peter is an unusually gifted consultant. The eclectic nature of his experience and expertise enables him to use a synergistic approach to each task and his commitment to the highest standards of performance drives him to excellence in all he does. I will continue to use PTM and Dr. Peter Mitchell for special initiatives or executive searches at Claflin and give him my highest recommendation.
Henry N. Tisdale, President, Claflin University (SC)
“It is with great pleasure that I write this letter of recommendation for Peter Mitchell and Proactive Transition Management. I have known Dr. Mitchell for over a decade and recently hired him at Thiel College to perform a successful Vice President for Academic Affairs Search. Any institution or firm that uses him will benefit from Peter’s exceptional interpersonal skills, decades of leadership experience, high energy, and willingness to provide extra advice and insight.
Throughout the search process at Thiel College, Peter exceeded expectations and went beyond the complex task of filling a key position. Dr. Mitchell added extra value to Thiel College by merging strategic planning with the search so that Thiel was able to address issues of faculty distrust, low morale, and lack of collegiality. The comprehensive SWOT Analysis performed through extensive conversations with virtually every constituent on campus was critical to this process. This created an atmosphere that allowed many faculty, staff, and trustees to turn the page and focus on the future. Six months later, much of the current success we are having with enrollment, fundraising, and campus morale is connected to these key discussions Peter helped facilitate. In short, my many observations and interactions with Peter have provided me with ample evidence to forward my highest recommendation of him.”
Adaptability and responsiveness are two of the strengths of Proactive Transition Management. In our search for a Vice President for Enrollment Management, a strong pool of candidates emerged very early in the process. Peter helped expedite the interviews and fill this critical position months ahead of what a standard search might have taken. In our search for a Vice President for College Advancement, the initial candidate pool was strong but did not contain a match for Thiel College. Rather than settling, Peter encouraged us to re-open the search and six weeks later we were rewarded with great results. Finally, when we were unsuccessful in our in-house attempted to perform a search for a faculty chair in communication studies, Peter was able to quickly step in and lead us to the desired results. Over the past five years, Peter has helped with four key searches at Thiel College and in each case the successful candidate is still with the organization and performing above expectations.
In addition to helping with key executive searches at Thiel College, Peter Mitchell led Thiel College through its sesquicentennial strategic planning process. His collaborative style and decades of experience combined with a genuine passion for higher education and students led to us developing a plan that has significant buy in by all campus constituencies. It’s a plan that is able to be put into action as opposed to being put on a shelf and looked at. I have no doubt the successes we are now seeing are a result of Peter’s ability to connect and assist with the discernment of all campus constituencies. I forward my highest recommendation of Peter Mitchell.
Troy D. VanAken, President, Thiel College (PA)
It is my pleasure to provide Peter’s prospective clients with some insight from a candidate’s perspective in the context of the experience I had with Peter in a recent search for VP & Chief Innovation Executive. I was one of the candidates who applied and after my credentials were presented by Peter, I was one of six semifinalists to be interviewed via a Skype call with the president of the university and his colleagues. The insight I will provide is from one who was not chosen to advance in that search – so I think I can be objective and helpful to his future clients as they examine Peter’s capability versus competing consultants/recruiters.
I write this reference in the spirit of appreciation for the meaningful counsel that Peter provided to me before, during and after the finalist selection process. His professionalism, support, insight, encouragement and most of all “tough love,” was very much valued and appreciated – and thus, I offered to be a resource for him. It is my pleasure to do so, reciprocating for the value he provided to me in my job search. If my situation is typical ( and I have no reason to believe otherwise), Peter’s support, encouragement and advocacy for my candidacy is an integral element of the professionalism he demonstrates and clearly it differentiates him from so many other academic leadership recruiters and consultants who would not invest the time and energy to counsel “rejected,” candidates. As a result, I came away with not only a deep appreciation for Peter and his skills, but it enhanced my positive perception of the leadership and brand value of his client; i.e., the University of Charleston. This is an important and sometimes overlooked dimension of the choice of an executive recruiter and consultant in academia. Peter made his client look professional, and very impressive with the respect, dignity and advocacy he demonstrated for candidates.
Following this line of thought further, I believe that his future clients should study closely the approach he used at the University of Charleston, in which his deep knowledge of the institution, its leadership, and its unique culture, mission, vision and values differentiated him from other consultants who might have simply conducted a more superficial search, and might not have invested their time to appreciate the richness of the UC culture and vision for the future of the institution. Specifically, I would suggest that his prospective clients study carefully the Search Prospectus he wrote for the VP and Chief Innovation Executive at the University of Charleston. That document demonstrated a deep and rich understanding of the institution and the unique role, responsibility and potential of the position.
I encourage you to not only welcome a proposal from Peter, but to study the University of Charleston search prospectus. It would be my pleasure to provide any additional information and serve as a resource in any way that I can be supportive of Peter's business development initiatives.
Dr. Mitch Shapiro, Managing Partner and CEO, Architecting the Future, LLC, Indianapolis, IN