Mentoring Administrators

Allen, Kim Lumhoo. “The Role of Mentors and Sponsors for African-American Women in Educational Administration.” Ph.D. diss., State University of New York at Buffalo, 1992. Found that mentors (defined as people who provide moral support) were important but not critical at the beginning stage of careers, and sponsors (people who could open the doors of employment) were important for career advancement.

Anderson, Roberta A. and Pauline Ramey. “Women in Higher Education: Development Through Administrative Mentoring.” In WOMEN IN HIGHER EDUCATION: CHANGES AND CHALLENGES, ed. by Lynne Brodie Welch, 183-190. New York: Praeger, 1990. Mentoring requires assessment, planning, implementation, and evaluation from mentors.

Cullen, Deborah L. and Gaye Luna. “Women Mentoring in Academe: Addressing the Gender Gap in Higher Education.” GENDER AND EDUCATION 5, no. 2 (1993): 125-137. Interviews with 24 women administrators demonstrated that senior women performed more career-related activities (sponsorship, coaching, protection, exposure, challenging work) than psychosocial support (role modeling, counseling, acceptance/confirmation, friendship) for their junior mentees.

Mellow, Gail O. “Women’s Centers and Women Administrators: Breaking the Glass Slipper Together.” INITIATIVES 51, no. 2/3 (Summer 1988): 53-55. Female administrators can mentor center directors.

Swoboda, Marion J. and Susan B. Millar. “Networking-Mentoring: Career Strategy of Women in Academic Administration.” JOURNAL OF THE NATIONAL ASSOCIATION OF WOMEN DEANS, ADMINISTRATORS, AND COUNSELORS (NAWDAC) 49 (1986): 8-13.