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1.
The aim of the study was to determine whether teacher-mentees perceive their mentors as authentic leaders and if so, how these perceptions affected their leadership strategies. The sample included 60 Israeli teacher-mentees from different school levels and different sectors, who volunteered to participate in the study. Semi-structured interviews were conducted to explore participants' perceptions of mentoring processes that had influenced them professionally. Based on a confirmatory approach in qualitative analysis, using ATLAS.ti 5.0, we found that the influential mentors were perceived as authentic leaders who acted within four dimensions that were consistent with authentic leadership theory: self-awareness, balanced processing, relational transparency and internalised moral perspective. In addition, it was found that the influential mentors had contributed to the mentees' development of leadership strategies that included envisioning, engaging, evaluating, reflecting and monitoring. These findings may contribute to the development of preparatory programmes that can focus on development of authentic leaders among mentors, and may assist in developing middle-level leadership among their mentees. The present study indicated that mentoring characterised by authentic leadership could contribute to the broadening of leadership circles and to the construction of middle-level leadership through advancing mentees' leadership strategies within their educational spheres.  相似文献   

2.
The use of mentoring for staff development is well established within schools and the business sector, yet it has received limited consideration in the higher education literature as an approach to supporting learning for academics. In this study located at one metropolitan university in Australia, an online questionnaire and one-on-one semi-structured interviews were used to explore academics’ experiences of mentoring, with a view to understanding the broader benefits mentoring might offer to the academic community. Findings from the study highlight that in an era where change is pervasive tertiary education providers should consider implementing mentoring as a valuable approach for supporting the work of academics. The academics in this research explained that through mentoring, they learnt how to build professional relationships and friendships; it helped them develop a sense of personal satisfaction; acted as a catalyst for career and leadership enhancement; expanded understandings of teaching and research and as a consequence of engaging in self-reflection it opened up new ways of thinking about their work.  相似文献   

3.
Although women are now graduating in greater percentages then men at all degree levels—associate through doctorate—the senior-level leadership on most postsecondary campuses in the United States continues to be predominantly White and male. Numerous internal, institutional, and systemic barriers have been identified that hinder women from aspiring to leadership and advancing into senior-level roles. However, new streams of research in the leadership literature are addressing the motivations, encouragers, and discouragers that influence women’s leadership aspirations and experiences, including a growing body of scholarship focused on the process of leadership identity development rather than simply leadership development. This article presents the relevant literature and discusses the findings of interviews with 30 emerging and current women leaders in the Council for Christian Colleges & Universities; the interview questions focused on the extent to which various kinds of developmental relationships (specifically mentoring, coaching, and sponsorship) have been experienced by the participants. Three primary themes emerged from the data analysis of developmental relationships vis-à-vis the participants’ leadership journeys: (a) the value of having a network of influential relationships was key in the leadership journey; (b) the perceived benefits of distinct developmental relationships, either present or desired; and (c) the contribution of developmental relationships in navigating women leaders’ professional challenges. Although many of the 30 participants reported having benefited from mentoring of various types in the past, only a few reported having been coached or sponsored. Notably, such developmental relationships were not only desired but also viewed as potentially critical to professional advancement. Recognizing that the influence of developmental relationships (particularly coaching and sponsorship) in later career stages merits greater research attention, this article proposes a slightly modified version of a Women’s Leadership Development Model in which developmental relationships are recognized as a motivator for women to aspire to or step into leadership, with coaching and sponsorship playing a larger role in the later stages of women’s career development.  相似文献   

4.
ABSTRACT

Human resource development professionals in Higher Education are continually striving to develop efficient interventions to increase the capabilities of their leaders. As a result of evaluating feedback from an action learning (AL) programme designed and delivered in North West Higher Education Institutions in the UK for women in senior academic and professional service roles, we are able to share how AL can be utilised to transcend and supplement traditional leadership training. The article discusses the approach taken to support participants to develop vital leadership behaviours through the acquisition of critical questioning and reflective habits whilst developing strong supportive cross-institutional relationships with other higher education leaders.  相似文献   

5.
ABSTRACT

Mentors for beginning teachers in schools are often unacknowledged middle leaders in their schools. Through their work with beginning teachers, they not only provide local leadership in their contexts, they influence and shape the work of the next generation of teachers. Government-funded mentor training for the purpose of supporting beginning teachers in Education Queensland schools commenced in 2014 (Queensland Government. [2017]. Mentoring Beginning Teachers. http://education.qld.gov.au/staff/development/employee/teachers/mentoring.html). In Queensland, Australia, over 3000 experienced teachers have completed a two-day professional learning Mentoring Beginning Teacher (MBT) programme. Upon completion, mentors were expected to design and enact a mentoring programme that met the beginning teachers’ needs in their context, using the dialogic mentoring principles they had learned to fulfil the policy goals of increasing the number of beginning teachers transitioning to full registration. This article draws on Bernstein’s ([2000]. Pedagogy, Symbolic Control, and Identity: Theory, Research, Critique. Revised ed. Rowman & Littlefield) concepts of recontextualisation, and horizontal and vertical discourses of knowledge to understand how mentor teachers negotiated and enacted their roles as middle leaders in schools in diverse schooling contexts.  相似文献   

6.
This study focused on the perceptions of in-service general education teachers who completed a cohort mentoring program leading to certification in English as a Second Language (ESL) at a large, urban university. Based on interviews with 19 members of a cohort of 28, participants valued both the support and augmented skills-development the mentoring element afforded and the supportive, collaborative environment provided by the cohort model. Many also reported that the ESL-targeted strategies they learned were helpful in teaching all student populations and that program participation contributed to their increased involvement in leading professional development and, for some, to their intention to seek administrative roles. Based on these findings and the literature reviewed, the program examined may represent a model that can help to meet the demonstrated need for more trained ESL teachers in U.S. schools and can contribute to developing school leaders.  相似文献   

7.
Health service psychology has been slow to create a leadership mentoring model. A survey of former chairs of the American Psychological Association of Graduate Students and American Psychological Association’s Committee on Early Career Psychologists revealed that: (a) early career leaders had at least one mentor who explicitly supported their leadership development; (b) these mentoring relationships were both formal and informal; (c) peer mentoring was invaluable for fostering success; and (d) mentorship relationships were critical in preparing respondents for their roles. A preliminary framework and associated guidance for leadership mentoring in psychology is proposed.  相似文献   

8.
The Learner‐Centered Leadership program is a new initiative that provides professional development opportunities to school administrators through a mentoring model. The focus on learner‐centered leadership reflects renewed attention to the primary role of teaching and learning in the development of school leadership expertise. With a focus on learning, the need to create collaborative structures where trust, respect and communication are promoted among the participants has been critical. In its first year, the project goal has been to develop the capacity for mentoring across districts. To create this capacity, the project has focused on building relationships among participants using a threefold process: formal workshops that introduce the districts and participants; informal gatherings that break down barriers and establish opportunities for networking; and a series of problem‐solving initiatives called a team challenge that require participants work together, communicate and cooperate to solve the challenging activities.  相似文献   

9.
In this article, we, colegas/colleagues of color, explore the ways in which the literary and artistic contributions of Gloria Anzaldúa, Octavia Butler, and Frida Kahlo have inspired, nurtured, and profoundly influenced our personal and professional lives as academics. We underscore the importance of mentoring for women of color in academe and educational leadership, particularly the psychosocial functions associated with informal mentoring. Further, we discuss how the lives and contributions of our “mentors” impacted our scholarly journeys, framed by third-wave and decolonial woman-of-color-feminism. In this article, we offer an alternative consideration for women of color in search of suitable mentors, concludes by sharing the lessons we learned from the artists. Thinking about mentoring from the position of alterity adds to the general mentoring discourse and serves to inspire women to consider alternatives when seeking mentorship to reach academic and professional goals.  相似文献   

10.
While numerous scholars have investigated the role of mentoring in the success of women of color in faculty positions, few have examined how mentoring affects the development of women leaders of color in higher education. Using qualitative data gathered from interviews with women leaders of color at Hispanic-serving institution, this study presents findings from cross-case studies to provide insights into perceptions of mentoring and various types of mentorship across the different levels within the organization. Supported by the empirical data, this paper challenges traditional notions of mentoring and advocates for a more critical approach to mentoring to reflect the multidimensionality of the mentoring process and explores how mentoring can be used as a strategy to facilitate institutional change.  相似文献   

11.
In this article we discuss findings from a collaborative self-study of how seven teacher educators define, enact, and navigate their roles as culturally responsive educators across various programs within a higher education institution. All participants conducted an individual interview with another team member and engaged in prolonged team meetings in order to understand and conceptualize culturally responsive pedagogy (CRP). Findings include the participants' difficulty with defining CRP in higher education; the importance of modeling and building relationships with students when enacting CRP; tensions related to students and institutions; and professional and personal opportunities to continuously evolve. The findings begin to fill in a void for an articulated framework of CRP beyond P-12 classrooms and illustrate the type of support and professional development higher education institutions need to provide for teacher educators to actualize this work.  相似文献   

12.
This article presents the findings of a collaborative autoethnography (CAE) of three teacher educators’ work as literacy professional development (PD) leaders in a high-needs, culturally diverse, urban, US school district. The research questions focused on what the facilitators learned about leading literacy PD in a high-needs/high-stakes environment and how the teacher educators changed from navigating the complex contexts of PD work over an 18-month period. Data collection included written accounts of the researchers’ experiences, collaborative dialogue and probing discussions, and expanded autoethnographic writings. Methods of CAE analysis were employed, resulting in several thematic assertions that offer intimate insight into the processes of facilitating literacy PD with marginalized populations of students and educators. The findings address the socio-political nature of building relationships in such settings, the challenges of changing a deficit-based discourse, and the tensions that influenced the PD facilitators’ actions and learning. Through the self-study methodology of CAE, this work provides teacher leaders and teacher educators with tangible ideas about how to facilitate the vital PD processes of relationship building, collaborating with teachers, navigating multiple roles, designing learning engagements and leadership structures, and supporting resistant and struggling educators.  相似文献   

13.
Doctoral students leave their programs early due to lack of mentoring relationships needed to support degree completion and success. However, how mentoring contributes to Ed.D degree completion is not widely studied. In this qualitative narrative study, we sought to explore how multiple mentoring relationships reduced attrition in an Ed.D program. Study participants shared their experiences with mentors across their life domains (academic, personal, and professional) to seek support needed to promote progression and or completion of the program. Each mentoring relationship served a specific purpose. For instance, family members and friends supported participants with home duties, childcare, encouragement, and praise during their doctoral journey. Supervisors supported the participant’s success both academically and professionally. Fellow doctoral students enhanced the learning experience by sharing different perspectives and providing academic and career advice/strategies. Faculty mentoring support was critical to the academic and dissertation process as well as to scholarly development.  相似文献   

14.
This study, framed by social constructionism, retrospectively examines how faculty mentoring influenced the transformations of 10 female graduate students’ relational selves and their professional identities as qualitative researchers and scholars. Participants reported that effective mentorships often resulted in collaboration on research projects, as well as shared decision‐ and meaning‐making. Effective mentoring also led to the development of the students’ research skills while simultaneously constructing their professional and academic selves. These situated mentorships were shaped by the diverse values, expectations, and hopes that the participants associated with mentoring. Additionally, the local practices, power structures, and relationships at the department or university level influenced, and possibly discouraged, active communication and ongoing dialogue regarding the individuals’ experience of mentoring. Ultimately, participants described how their experiences of mentoring welcomed them into the scholarly community and ensured their professional competence as researchers and academics, which, in turn, transformed the students’ broader sense of self.  相似文献   

15.

The changing landscape of learning in graduate leadership programs has given way to the potential of online development programs. Currently, a lack of research exists that describes the role of the online leader, particularly in academic programs that utilize mentors as well. Identification and exploration of the leadership role in an online environment given the structural elements of mentorship and academic coursework, then becomes the context of this article. A case study using a systems framework of input-process-output=output was conducted to investigate a program of international collaboration, networking and mentoring relationships that attempted to unite leaders to prepare schools for globalization. What developed within the overall design was the identification of three levels of leaders that were involved in this program: Student (participant) leaders, process leaders, and instructor leaders that struggled to define identity roles within the virtual realm. A clear need for purpose, identification and role clarity to scaffold the virtual experience and fortify the mentoring process surfaced from the experi ences within this case. Further research and development will be needed to successfully design programs for leaders that will meet practical, relevant needs while establishing engaging, collaborative, interdependent relationships to affect the local environment and satisfy the necessary academic criteria.  相似文献   

16.
Leadership in learning and teaching is a strategic priority for Australian universities, in that it is critical for improving the quality of higher education. Opportunities for academic staff to prepare for such leadership, especially during the early phases of their career, are not well embedded. This article reports on the implementation of a leadership development program for emerging leaders of learning and teaching in higher education that developed and utilised a professional learning conversation protocol. The results demonstrate that participating in the conversations had a range of positive outcomes for participants and the organisation in which the program was offered.  相似文献   

17.
This study explores Estonian novice teachers' perspectives on relationships with mentors and experiences of mentoring and mentors' tasks during their first year of teaching. The induction year with mentoring as one of the support structures was introduced into Estonian teacher education a few years ago. Experiences indicate that this is a valuable support, but there are areas of mentoring that need to be developed. The data are based on thematic interviews with sixteen novice teachers in the second half of their first year of teaching, i.e. the induction year. A content analysis revealed that the novice teachers experienced support for personal development and professional knowledge development, feedback, collegiality, reciprocity of the relationship, mentor availability and mutual trust as components of the mentor–mentee relationship. The study identified undeveloped potential in mentoring related to three main areas: 1) facilitation of reflection, 2) mentor training, and 3) integration of mentoring into the school community as a whole. The last area also includes matters pertaining to socialization and school leadership.  相似文献   

18.
Researchers indicate that prior experience and beliefs about learning and teaching held by practicing and pre-service teachers contribute significantly in shaping their mentoring relationships and, more broadly, their career outlook and aspirations. While mentoring is commonly seen as a form of support for pre-service teachers, mentoring can be pivotal in the creation of enabling environments in which collaborative, professional dialogs are undertaken. Yet, there lies a tension between enculturation into the norms of schools and promoting self-belief, participation, and collaboration. Drawing on a qualitative methodology, in this study we focused on the conceptions and expectations of classroom mentoring within the context of a teacher reform initiative in Scotland. Findings indicated that participants in the study held a mixture of beliefs regarding mentoring practices. Implications for partnership arrangements in initial teacher education and teachers’ career development were discussed.  相似文献   

19.
This study focuses on the impact of a sustainability leadership development program (SLDP) designed to develop staff members as leaders who encourage sustainability practices within institutions of higher education (IHE). Using the framework of community of practice (CoP), we explored the program’s contribution by interviewing 16 staff members who had attended the program. At the individual level, we found that the SLDP provided participants with opportunities to learn from and with other members of the CoP and to engage them in debate about the various meanings of ‘sustainability’, increasing their environmental awareness and their environmental involvement within the IHE’s community. At the institutional level, the SLDP disseminated the college’s socio-environmental mission statement, increased its administration’s commitment and involvement, served as a platform for addressing local socio-environmental problems and initiated an Education-for-Sustainability (EfS) activists’ network. However, the participants indicated that the SLDP had limited impact on the environmentalism of other staff members and that the on-going mentoring and support from the college administration was insufficient. This study highlights the importance of such EfS professional programs to the development of both staff members and entire institutions as sustainability leaders. It also suggests ways to increase staff involvement in institutional EfS discourse.  相似文献   

20.
The implementation of new content and pedagogical standards in science education in Israel as well as in other countries necessitates intensive, life-long professional development of science teachers. Here we describe a model for the professional development of chemistry teacher-leaders. In the first part of the paper, we describe a model for the development and change of chemistry teacher-leaders. In the second part of the paper, we present the assessment of teachers' change. It is suggested, that in order to become a leader, the teacher has to undergo several interrelated phases of development and changes, namely personal, professional, and social. In order to attain these changes, a two-year program was designed in which teachers were given opportunities to develop their content knowledge, pedagogical content knowledge, and their leadership abilities and skills. The assessment of teachers' professional development clearly showed that engaging teachers in a long-term professional development program changed their beliefs (personal change) regarding their role as chemistry teachers in general and their confidence to become leaders in particular. In addition, we observed that the teachers changed in their professional abilities as well as in their social behavior. We also report on the involvement of the teacher-leaders in activities in which leadership skills were implemented in attempting to reform chemistry education in Israel.  相似文献   

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