Although they are rarely given the opportunity to formally evaluate their deans, faculty and staff can provide valuable insights that can make deans more effective leaders. Implementing such a process is full of challenges: How do you define leadership effectiveness? How do you address deans’ concerns that it might constitute a high-stakes evaluation process that links salary, promotion, and contract renewal decisions to evaluations? How do you ensure that vindictive faculty or staff will not skew assessment results? How do you ensure faculty and staff anonymity?