Leadership in Higher Education: Women´s Mentorship and Leadership Styles

Abstract

Women´s leadership across industries worldwide continues to be promoted by governments, companies, and organizations alike. This paper presents preliminary results from a broader qualitative research on women in leadership positions in higher education institutions (HEI), government positions, and companies related to higher education (HE) worldwide. This paper presents the views of women in leadership roles in HEI (including department, institution, board of directors, among others) and related organizations (such as consultancies, embassies) on 1) the mentorship they have received (if any) from their role models, and 2) which leadership styles they perceive to practice in their daily activities in their current role. Through semi-structured interviews, we gathered information about participants' views, practices, and leadership styles. The participants included women from diverse nationalities, ages, socioeconomic, cultural, and academic backgrounds, all of whom currently hold leadership roles in or related to higher education. The interviews were recorded, videotaped, subsequently transcribed, and then coded using MAXQDA, a qualitative analysis software. Results indicated that most participants had received mentorship from previous leaders such as thesis advisors, university deans, faculty heads, or colleagues in similar positions. Participants in the study also cited parents and spouses as role models and mentors influencing their personal and professional decisions. They reported learning qualities such as innovation, creativity, resilience, and soft skills from their mentors. Regarding their leadership styles, most women did not identify with a specific style but rather described some dynamics and approaches they employ in their current leadership roles. Mentorship in the higher education field can support women in the early stages of their careers, help develop their leadership styles, and encourage them to strive for such positions. The study concludes that targeted mentorship programs for women should be established and promoted to incorporate broader perspectives at the highest levels of decision-making in higher education institutions.