to (p. 1). Women may have indeed shattered the glass ceiling, but the leadership” pathways to the top leadership positions are not direct and often require a certain navigational savvy that incorporates emotional intelligence and political strategy. Above all, the journey requires an abundance of strength and endurance to confront and conquer each challenge that emerges along the path. (2010) research consisted of a quantitative study of 35 women in Ballenger’s administrative or executive leadership positions, and three themes emerged as common barriers for women who seek to achieve their leadership goals: lack of mentoring, good old boy network, and gender inequities. The culture of academia regarding leadership, tenure, and promotion, also exists as a barrier to advancement for women, along with family obligations. (2008) research of 10 female presidents revealed that Madsen’s gender was also a barrier, but did not prevent them from advancing in their careers. The difference in perspectives may be justified, in part, as a result of the difference between the women in (2008) study who found unintended success in achieving a Madsen’s presidency, and those who had eagerly sought leadership positions, but had not experienced the same success. Lack of Mentoring Duff (1999) asserted that need women as mentors because only women “women can truly empathize with the experience of being a (p. 4). Duff also contended woman” that a truly authentic female-to-female relationship fosters growth in confidence and strength, which supports the full realization of Although there has been one’s potential. some improvement, there are simply fewer women available to be mentors, thereby limiting access for women to benefit from these relationships.
to leadership” (p. 1). Women may have indeed shattered the glass ceiling, but the pathways to the top leadership positions are not direct and often require a certain navigational savvy that incorporates emotional intelligence and political strategy. Above all, the journey requires an abundance of strength and endurance to confront and conquer each challenge that emerges along the path. Ballenger’s (2010) research consisted of a quantitative study of 35 women in administrative or executive leadership positions, and three themes emerged as common barriers for women who seek to achieve their leadership goals: lack of mentoring, good old boy network, and gender inequities. The culture of academia regarding leadership, tenure, and promotion, also exists as a barrier to advancement for women, along with family obligations. Madsen’s (2008) research of 10 female presidents revealed that gender was also a barrier, but did not prevent them from advancing in their careers. The difference in perspectives may be justified, in part, as a result of the difference between the women in Madsen’s (2008) study who found unintended success in achieving a presidency, and those who had eagerly sought leadership positions, but had not experienced the same success. Lack of Mentoring Duff (1999) asserted that “women need women as mentors because only women can truly empathize with the experience of being a woman” (p. 4). Duff also contended that a truly authentic female-to-female relationship fosters growth in confidence and strength, which supports the full realization of one’s potential. Although there has been some improvement, there are simply fewer women available to be mentors, thereby limiting access for women to benefit from these relationships.
HEOC_Heather-Bigard-dissertation-EDITED-post-defense-copy.docx