Preparing to Fill the Leadership Gap: The Challenges Facing Women Leaders in Mid-Level Positions at Urban Community Colleges

Authors

Kia L. Hardy, Tidewater Community CollegeFollow
Mitchell R. Williams, Old Dominion UniversityFollow
Kim Bullington, Old Dominion UniversityFollow
Felecia Commodore, Old Dominion UniversityFollow

Date of this Version

11-4-2021

Document Type

Article

Citation

Journal of Women in Educational Leadership, 2021

doi: 10.32873/unl.dc.jwel.202

http://digitalcommons.unl.edu/

Comments

Copyright © 2021 Hardy, Williams, Bullington, & Commodore.

Abstract

Community college presidents are currently retiring at rapid rates, and this turnover in leadership is expected to continue. As these important post-secondary institutions face the loss of senior-level leaders, women in mid-career positions are preparing to fill the gap in the leadership pipeline. Although previous studies have examined the leadership challenges faced by women leaders, the focus has been on presidents and vice presidents. This study fills a gap in the literature by examining the leadership experiences of women in mid-level positions - specifically deans and directors - and to identify their unique employment mobility challenges.

The purpose of this qualitative, phenomenological study was to examine women leaders in mid-level positions and their perceptions of the personal, professional, and organizational challenges unique to them as leaders in urban community colleges. This study provides community college leaders and practitioners a better understanding of the importance of more effective navigational tools, better leadership training and development, and inclusive and intentional leadership funnels and hiring practices for women mid-level leaders. Ten participants from three community colleges discussed perceived challenges through in-depth, semi-structured interviews, and they described how they have attempted to navigate these challenges.

Five major themes were identified: (a) leadership progression, (b) work-life balance, (c) mentorship and professional development, (d) communication, and (e) institutional climate and organizational structure. Recommendations for leaders include: providing opportunities and support for mentorship for women in mid-career positions; creating and funding professional development opportunities; and assisting women leaders with doctoral degree completion.