Abstract
Abstract
Although there has been slow progress over the past four decades, women are still underrepresented in C-suite organizational positions. The purpose of this qualitative study was to explore the role that other women, both personal and professional, have had in the career trajectories of a sample of women who currently hold senior leadership positions. Participant criteria included holding a leadership position in an organization with over 100 employees, having at least one additional level of management reporting below their level, and being at least 40 years of age. Using a qualitative phenomenological methodology, semi-structured interviews were completed with ten participants. Data analysis revealed six primary themes: Mentoring and Sponsorship, Confidence and Self-Perception, Navigating Organizational Culture, Role Models and Representation, Barriers and Bias in the Workplace, and the Importance of Women's Networks. Findings particularly indicate the role of mentoring and sponsorship by other women as influential in the reported career path development of the participants, providing a depth of emotional and career support that assisted in navigating organizational culture and overcoming self-doubt. In response to these findings, the development of educational seminars targeted toward college-aged women is proposed. The proposed solution is aimed to help empower young women early on in their careers with the resources and tools to succeed in leadership roles.In particular, these seminars will demonstrate the value of mentors and sponsors and how to apply the knowledge of more senior women organizational leaders. Seminars will also provide resources and leadership insights that can be used for navigating organizational cultures and the benefits of being involved in networks of other women.
Keywords: mentoring, sponsorship, women’s networks, leadership development, phenomenological study, women executives