Reynolds, Biblical Hermeneutics and Headship in First Corinthians
The Experience of Female Heads of School › event_info › 295 › Tekakwitha...Women, unlike men,...
Transcript of The Experience of Female Heads of School › event_info › 295 › Tekakwitha...Women, unlike men,...
Pioneers and Trailblazers The Experience of Female Heads of School
Dr. Tekakwitha M. Pernambuco-Wise
Saturday, 25th January, 2014
PROBLEM
• Traditional path 72%
• Majority teachers
– 66%, 81%, 36%
• Majority administrators
• HOS
– 69%
– 31%
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WHY IMPORTANT?
• Diversity
• Social Justice
• Perceptions of Leadership
• NAIS Prediction
• Informative Results
• Trailblazers
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RESEARCH QUESTION • What factors are related to attaining the Head of
School position for women in private-independent, NAIS-member, K-12 schools and for sustaining them in headship? – In a historically male dominated position, what attitudes,
beliefs, practices and behaviours affect the attainment of and sustainment in the Head of School position for females?
– Are factors that affect the attainment of the Head of School position different from or the same as those that affect the sustainment in the position for females?
– From the perspective of the female Head of School, does the headship position appear to be a male constructed one that disadvantages women?
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PARTICIPANTS • 19 [27] HOS
– East, New England, Southeast, Southwest, West
• 12 SC (8 firms)
– 8
– 4
– East, Middle Atlantic, Midwest, New England, Southeast, West (15 States)
• Grounded Theory
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DEMOGRAPHICS HOS
16% (3)
42% (8) 26% (5)
16% (3)
Age First Appointment
51-60
41-50
36-40
25-35
5% (1)
16% (3)
79% (15)
Ethnicity
Asian American
African American
European American
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DEMOGRAPHICS SCHOOLS
26% (5)
53% (10)
21% (4)
Age Range
Elem
Elem-Sec
Sec
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68% (13)
32% (6)
Gender
Co-Ed
All-Girls
5% (1) 11% (2)
11% (2)
73% (14)
Type
Bd
Day-Bd
Bd-Day
Day
NAVIGATING A LABYRINTH
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CORE CATEGORIES
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Key of Foundation Core Values Leadership from a Young Age Having Presence (S)
Key of Skills Preparation Programmes–Being Trained, Needing Financial Acumen, Having a Variety of Experiences Managing the Board (H)–Partnering with the Board, Governing the Board Being Political (H)–Engaging Constituents Being Visionary–Being Inspirational Being Emotionally Intelligent–Being Relational, Being Collaborative Having Emotional Resilience–A Balancing Act, Competing in a Man’s World, Having Emotional Fortitude
Key of Voice New Girls’ Club (in vivo)–Advocating for and Mentoring Others, Networking Being Influential–Being Presidential (in vivo), Touching Everything (in vivo), Calling It Ego (in vivo) Social Justice (in vivo)–Social Action and Change (in vivo), The Disappearing Woman, Navigating Diversity Meriting the Position (H)–Earned Not Gifted, Being Head-Hunted Living a Life of Integrity (in vivo)–Feeding the Soul (in vivo), Being True to Self, Enjoying Variety (H)
Key of Opportunity Being in the Right Place at the Right Time Paving Your Own Path
Key of Support Having Mentors and Advocates–Pushed Onto the Path, Succession Planning (S) Having Companions–Being Supported at Home, Being Supported at School
NA
VIG
ATI
NG
A L
AB
YR
INTH
(IN
VIV
O)
OF
HEA
DSH
IP
Doors of: Unspoken Biases (n vivo) Socio-Political Influences (in vivo) Search Committee Composition Needing to Be Over-Prepared Always Being Watched Screening (S) Risky Candidate Insider-hood and Outsider-hood (in vivo) Time is Not on Women’s Side Hired for Struggling Schools Lifestyle versus Job Hyper-Demanding Job (in vivo) Self-Selecting Out Managing Obligations Needing System of Self-Care Continual Learning (H) Being Lonely Power is an Illusion (in vivo)
Changing Times, Changing Position Change is Inevitable, Adaptation is a Choice
NAVIGATING AN EVOLVING LABYRINTH
DOORS
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Unspoken Biases Risky Candidate Lifestyle Vs Job Being Lonely
KEYS
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Foundation
Skills
Support
Opportunity
Voice
Changing Times, Changing Position
UNSPOKEN BIASES
• Socio-Political Influences
• Search Committee Composition
• Needing to Be Over-Prepared
• Always Being Watched
• Screening (S)
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Unspoken Biases Risky Candidate Lifestyle versus Job Being Lonely
RISKY CANDIDATE
• Insider-hood and Outsider-hood
• Time is Not on Women’s Side
• Hired for Struggling Schools
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Unspoken Biases Risky Candidate Lifestyle versus Job Being Lonely
LIFESTYLE VERSUS JOB
• Hyper-Demanding Job
• Self-Selecting Out
• Managing Obligations
• Needing System of Self-Care
• Continual Learning (H)
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Unspoken Biases Risky Candidate Lifestyle versus Job Being Lonely
BEING LONELY
• Power is an Illusion
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Unspoken Biases Risky Candidate Lifestyle versus Job Being Lonely
FOUNDATION
• Core Values
• Leadership from a Young Age
• Having Presence (S)
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Foundation Opportunity Skills Voice Support Changing Times
SKILLS • Preparation Programmes – Financial
Acumen, Variety of Experiences
• Managing the Board (H) – Partnering with the Board, Governing the Board
• Being Political (H) – Engaging Constituents
• Being Visionary –Inspirational
• Being Emotionally Intelligent –Relational, Collaborative
• Having Emotional Resilience – Balancing Act, Competing in a Man’s World, Emotional Fortitude
Pernambuco-Wise, CAIS 250114
Foundation Opportunity Skills Voice Support Changing Times
SUPPORT
• Having Mentors and Advocates – Pushed Onto the Path, Succession Planning (S)
• Having Companions –Supported at Home, Supported at School
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Foundation Opportunity Skills Voice Support Changing Times
OPPORTUNITY
• Being in the Right Place at the Right Time
• Paving Your Own Path
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Foundation Opportunity Skills Voice Support Changing Times
VOICE • New Girls’ Club – Advocating for and
Mentoring Others, Networking • Being Influential –Presidential,
Touching Everything • Social Justice – Social Action and
Change, The Disappearing Woman, Navigating Diversity
• Meriting the Position (H) – Earned Not Gifted, Head-Hunted
• Living a Life of Integrity – Feeding the Soul, Being True to Self, Enjoying Variety (H) Pernambuco-Wise, CAIS 250114
Foundation Opportunity Skills Voice Support Changing Times
CHANGING TIMES, CHANGING POSITION
• Change is inevitable, Adaptation is a choice
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Foundation Opportunity Skills Voice Support Changing Times
THE THEORY...
Women, unlike men, who aspire to private-independent school headship must prove beyond a doubt that they are highly competent in all aspects of headship. Furthermore, to ascend to the position, they must have the following perfectly aligned: preparation, opportunity, advocacy and support.
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GATE-KEEPERS
• Diversify Boards
• Ascription-blind
• Succession Plan
• Advocate
• Mentor
• New Girls’ Club
• Share Stories
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FURTHER STUDY
• Compare experience
• Examine leadership styles of HOS
• Non-traditional
• Examine support systems for sustainment
• Examine Foundation
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THANK YOU
• Soroptimists
• Mr. Harry V. McKay, Jr. and SAES
• Dr. Doreen Oleson
• Dr. Kathleen Taylor
• 31 Subjects
• Dr. Lucinda Lee Katz
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QUESTIONS
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