Stop Blaming Everyone. Start Naming the Few. | 001 | Culture & Conflict

Silence isn’t strength. It’s complicity.

Note: My Continuous Learner Substack is real talk from the trenches of higher education. Sharp insights, hard-won lessons, and real ways to help you succeed. It doesn't replace the Continuous Learning Institute. It complements it.

You can expect:
• Sharp takes (sometimes spicy)
• Stories from the field (sometimes funny)
• Strategies that work to help you be successful (always practitioner-focused)

Continuous learner is for higher ed professionals who lead, plan, execute, and teach inside systems built to resist change; for educators who want to improve but are drowning in bureaucratic dysfunction; and for change-makers tired of buzzwords and performative acts.

Enjoy my first Substack article.

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I’ve witnessed countless situations that create a hostile working environment across higher education. And the same tired lines show up every time:

• “The union is horrible. They’re the reason we can’t make meaningful change.”

• “Administrators are the worst. They make everything so difficult.”

• “Faculty are lazy. They just want to do the bare minimum.”

• “The administration says no to everything. They only care about protecting themselves.”

Here’s the truth: the vast majority of faculty, classified professionals, and administrators I’ve worked with are brilliant, passionate, hard-working people. So why are faculty-administrator relationships often so strained? So toxic?

Because of the few.

After working with a multitude of institutions across the United States, it’s always the few. Sometimes it’s just one. Yes, only one.

The few faculty who twist words, lie about intentions, and weaponize the grievance or vote-of-no-confidence process. The few administrators who manipulate instead of leading.

And the biggest problem? They’re rarely named or held accountable.

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The Breakdown

Here’s how it happens:

An administrator offers a suggestion in a committee meeting, let’s say:

“I think we should offer more evening classes for students.”

Next thing you know, the message gets twisted and rushed to the union as:

“Administration wants to upend our schedules without consultation!”

Some administrators are guilty of similar behaviors. But instead of running to a union or academic senate, they use silence. Inaction becomes their shield, and their power. Remember, inaction is a form action.

And what gets lost in all of this?

The truth.

As I’ve said in many meetings:

“Faculty blood is not thicker than the truth. Administrator blood is not thicker than the truth.”

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Truth ≠ Retaliation

Here’s where things get really frustrating.

Faculty outnumber administrators so statistically, the most toxic behavior often comes from faculty. (Cue one of the few bad actors reading this and saying: “Dr. Al said faculty are horrible!” That’s not what I said, knucklehead. In any given year, I work with sixty to seventy percent of faculty. They’re my peeps. You’re the problem.)

What I am saying is this:

One of the most demoralizing dynamics in higher ed is watching the vast majority of good people—smart, passionate educators—allow the few to lie, deceive, and poison the culture.

I’ve had faculty confide in me:

“I don’t say anything because I don’t want to be bullied by them.”

Meanwhile, the toxic few wrap themselves in language like, “I better not be retaliated against.” And yes—everyone has First Amendment rights. But here’s the deal:

You don’t have a First Amendment right to lie.

And those you're bullying? They also have a First Amendment right to speak the truth.

Calling out lies isn’t retaliation. It’s justice.

And let’s stop pretending this issue only shows up as Whites doing harm to people of color. On too many campuses, the toxicity is internal: Black on Black, Brown on Brown, Black on Brown, and vice versa. Let’s be real, people. Call this shit out. Toxic people cut across all race and ethnicities. (Cue again one of the few bad actors reading this and saying: “Dr. Al is anti-racial equity!” That’s not what I said. My racial equity work speaks for itself as evidenced by educators of color testimonials. Again, you’re the problem.)

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So What Do We Do?

• Stop the blanket blame. Saying “the union is horrible” just pushes good union reps into defense or attack mode. It’s the few who leverage the union for B.S.

• Stop generalizing faculty or administrators. That only strengthens group loyalty. They circle the wagons around their colleagues even though these few people they protect are the source of an unhealthy culture.

• Start naming the individuals. If you want change, you can’t fight shadows.

But don’t go in empty-handed.

• Gather evidence

• Document behavior

• Find your allies

• And say it out loud

If we’re serious about changing the toxic culture in higher ed, we need to fight back with truth, and stop waiting for permission to do so. Telling exceptional educators to “keep your head down,” “stay out of it,” or “just focus on your work” in the face of bullying isn’t neutrality. It’s complicity. That silence doesn’t make one strong. It makes the problem stronger. We owe each other more than that as educators.

Onward…

Dr. Al Solano
Founder, Continuous Learning Institute | About
Host, Student Success Podcast
A meaningful test of success is how helpful we are in contributing to our fellow human being’s happiness.