After over 20 years with the same senior administration, Floyd College, a two-year college connected to the University of Georgia, underwent a change of leadership. As a result, the college climate, as well as its organizational procedures, have radically changed. In the past, decisions on promotion and tenure started from top management. Now, faculty present their own portfolios to a committee of administrators who make the recommendation to the president. The college has also experienced major divisional restructuring and relocation, forcing division chairs to cope with challenging situations in leading departmental faculty and responding to higher management initiatives. Based on the chairs' experiences, suggestions for effective transitions include the following: (1) understand why people resist change; (2) prove effectiveness to faculty by winning a few victories early on; (3) pick the issues for which to fight carefully; (4) bring previous experience to bear in a tactful manner; (5) give younger faculty important assignments and committee work; (6) keep departmental faculty informed and involved in shared decision-making; (7) admit mistakes publicly; (8) encourage team-teaching across disciplines; (9) keep a sense of humor; (10) be generous with travel money and overtime when possible, but stringent when necessary; (11) be generous with praise for others; (12) treat secretaries, student assistants, and other college support staff well; and (13) keep in contact with fellow chairs. Contains 14 references. (TGI)