Nicole is a resident director whose contract is not being renewed by her supervisor Paul. She has applied for a director position at another college where the search committee head Chip knows Paul. Chip wants Nicole's approval to contact Paul for a reference, which troubles Nicole as Paul has been unsupportive. Nicole should consider taking a lateral move to gain more experience before pursuing a director-level role, and speak positively about Paul during her job search instead of addressing their poor working relationship.

1. Treading Water
Michelle Walton
Kevin S. Wells
Chris Muchata

2. Main Characters
Nicole
As a new professional, she is only in her 2nd year as a full-time Resident
Director (a live-in position). Her previous experience included part-time
graduate assistant at a high-rise residence hall at a state university. She has
applied to 2 institutions seeking a non-live in residential life position.
Paul
He is the Director of Residence Life and has been Nicole’s direct supervisor
for 2 years. He has not felt that Nicole has the skills to match her current
field choice (residential life) and believes she should seek an alternative
career path.

3. Supporting Characters
Chip
He is the Associate Dean of Students at Thomas College and a representative
on the search committee for the Director of Residence Life position at the
institution.
Graduate Assistantship Supervisors
Oversaw Nicole’s work throughout her two years as a part-time Graduate
Assistant.
Other two hall directors at Graham
They provide a basis for Nicole’s understanding of supervisor/supervisee
relationships

4. Relevant Relationship Dynamics
Paul and Nicole
Paul is Nicole’s supervisor and conducts her annual performance evaluations
- However, Nicole felt Paul was very hands-off, did not provide much
feedback or constructive criticism.
- Nicole believed her supervisory meetings with Paul seemed careless and
formal, where her colleagues’ meetings were casual
- Nicole did not believe Paul was invested in her as an employee

5. Relevant Relationship Dynamics
Paul and Chip
Have known each other professionally for a long time
through the state group of housing directors
- Paul is Nicole’s current supervisor, while Chip is on the
search committee for a position Nicole has applied for
at Thomas.

6. Institutions
Institution 1) Graham College
A residential liberal arts college in the Midwest with 2,200
students. Nicole’s current place of employment
Institution 2) Thomas College
A liberal arts college similar in size and location to
Graham College, further upstate. Nicole’s potential
place of employment.

7. Details
Nicole is in 2nd year as a full-time student affairs
practitioner currently seeking a new professional
opportunity. She is approaching the end of her current
position, as her supervisor has chosen not to renew her
contract for a 3rd year. It is late in April, and she is job
seeking. given the time of year, Nicole may be under
additional stress trying to find housing and a career
before the end of her standing contractual agreement.

8. Details
Prior to her current job search, Nicole’s Annual Reviews
with Paul were not glowing.
- During her review last March, Paul deemed Nicole to
be “poor to average” and would need to see dramatic
improvement in her work.
- The following year, Paul felt Nicole had only improved
marginally and would not renew her contract for a
third time, citing that maybe she should consider a
different career path, “possibly sales.”

9. What is troubling?
● Political situation - Nicole’s potential future employer
is good friends with her current employer.
● Nicole can’t say that Paul plays favorites and is not
helpful to her professional development.
● Nicole is applying for a Director-level position without
positive reviews, varied experiences, and moving
through the proper ranks

10. What makes this troubling?
● Nicole can’t improve as a hall director, but is applying
for Director-level positions
● She doesn’t want to make a lateral move to gain more
experience
● Lack of support and coaching from her supervisor--this
profession is about growth for all

11. Who might be troubled by this?
● Paul, her current supervisor, would be troubled that
she is applying for director-level positions when she
cannot perform her current tasks
● Chip is troubled because Nicole is reluctant to provide
a reference for the position she is applying for

12. Who is affected?
● Students of Graham College, who are dealing with
someone who isn’t performing well
● Nicole’s career is potentially at stake if she fails as a
Director
● Nicole’s future employers and employees -- if she
cannot improve now, how can she run a department?

13. Relevant Ethical Standards
“O Great Spirit, help me always to speak the truth
quietly, to listen with an open mind when others speak,
and to remember the peace that may be found in
silence.”
- Cherokee Prayer

14. Act to Benefit Others
Nicole needs to focus on her career, but consider her choices within the context of her personal and
professional relationships.
● Regardless of her decisions whether or not to pursue the position at Thomas College, Nicole
should speak as positively about her current supervisor as possible. A kind word from Nicole
will reflect well on her and be interpreted through the lens of her interviewers previous
relationship with Paul.
● While Chip and Thomas College have asked something difficult, it is to their benefit to collect
as much information as possible. On the other hand, this might be a sign that Thomas is not a
good fit for Nicole and it is to everyone’s benefit that she search for other positions.
● It is possible that much or at least some of Paul’s feedback has some truth. Nicole should
consider if her continued career in residence life is the best use of her skills and to the
benefit of students.

15. Promote Justice
Pursuing justice and applying for new positions are usually in tension.
● Nicole may feel slighted by Paul’s ambiguous evaluation and offended by
his opinion. Even if she wants to protect her professional reputation,
defending herself to others while applying for positions would make her
an unattractive candidate.
● Chip has possibly violated HR protocols of his own college by requiring
Nicole to approve contact with her supervisor before an interview. She
has a right to be irritated by this, but if her goal is to build a career,
seeking justice for herself is not the most prudent move.

16. Respect Autonomy
Nicole should retain her sense of agency and understand own her autonomy in
this situation.
● She should recognize that Chip’s insistence on reaching out to Paul is a signal of limited
respect of her merits described in her resume. Is this the kind of way she wants to start a
new position?
● Paul, as Nicole’s supervisor, retains the autonomy to evaluate his employees, and give as
much or little feedback as he wishes, regardless of what Nicole may think about his leadership
style.
● Chip should allow Nicole the autonomy to negotiate professional relationships on her own
terms and recognize any personal bias he may show against her based on previous
relationships.

17. Be Faithful
● Nicole is better served by speaking well of Paul, even if he might speak
poorly about her. She should let her resume and her own work
demonstrate that she is above pettiness. In this way, she presents
herself as Paul’s colleague and earns a reputation for loyalty.
● Nicole should also not mistake the kinds of faithfulness and loyalty
student affairs professionals should demonstrate toward students with
the kind of professional behavior expected among colleagues. The
power dynamics are different in each case and she can look to further
her career if she is ready for a move.

18. Do No Harm
● There may be a time in the future when Nicole will feel like using some
piece of information about Paul against him. The principle of doing no
harm should be recognized, but in the context of career progression, it
may not always be so clear. She may have to exercise political savvy to
defend herself and distinguish her professional identity.
● Nicole will ultimately have a more satisfying career if she takes the
lessons she can from Paul, while stepping on past him along her own
career progression. She might even end up back at Graham College some
day and there is no need to burn a bridge.

19. Proposed Resolution
What she SHOULD do
● Lateral Move May Be Beneficial: Nicole seems to be hung up on her lack of
support from her supervisor, which brings up concerns about her being able to
run a department on her own. Additionally, she only has about a month to find a
position before she is without a job and housing. Given her past history and
significant time constraints, considering a lateral move may be appropriate.
● Continue with Application at Thomas: Nicole should speak with Paul about the
potential call from Chip and ask that he provides a neutral or positive
recommendation, and she continues application process. If she is not
comfortable speaking about this with her boss, then she may not be ready for a
director’s position.

20. Proposed Resolution
What she SHOULD NOT do
She should not speak poorly about Paul throughout the
interview process with Thomas, however she should speak
positively about herself. Frame herself in a positive light, and
state she is ready for “different challenges and a new
opportunity” in the field.