Types of initiatives that colleges have implemented to foster continuing faculty career growth and the major attributes essential to success of the efforts are considered. The role of administrators in supporting faculty growth and vitality is also addressed. Several colleges and universities encourage career planning activities in which faculty members analyze their own interests, talents, and life goals. Some colleges have developed career planning workshops for their academic personnel; others have adopted elaborate growth-contract systems. Some colleges take a less structured approach. Faculty evaluations, tenure, and promotion deliberations, and annual academic planning discussions all provide opportunities for focusing attention on institutional needs and a professor's growth objectives. In addition, temporary opportunities for new learning and changes in work environment, such as off-campus internships and faculty exchanges, can be revitalizing experiences. Faculty retraining and respecialization are an increasingly common response to individual and institutional needs for adaptation and growth. The more comprehensive programs assume that optimum development begins with a process of career assessment and planning followed by experimentation with new roles, additional training when necessary, and finally transition to a new professional opportunity. Some colleges also have begun to revise personnel policies in an effort to promote faculty growth and flexibility. Administrators regulate the resources needed to facilitate faculty career growth and they are in a position to promote faculty efforts to branch out professionally. Nine guidelines for promoting faculty growth and vitality are presented, such as including faculty in planning programs. (SW)