Aspiring Women Leaders:

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ACEL Conference 2007
Aspiring Women Leaders Addressing the
Issues Theme Leading from Within
Presenters Karen Spiller and Ros Curtis St
Aidans Anglican Girls School
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Outline of Workshop

• Introduction Karen
• Some research into impediments to accessing
  formal leadership positions Ros
• The Aspiring Women Leaders Conference Karen
• Evaluation results - Ros
• Please ask questions along the way!

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Disincentives for Potential Applicants

• dArbons research (2004) revealed eight scales
  of disincentives for the potential applicants.
  These included
• The impact of the principalship on personal and
  family life
• A perception of an unsupportive external
  environment, for e.g. Central Office
• A concern that the principal is meant to be a
  faith leader
• Flawed interview process
• Excessive demands of accountability
• Perception that respondents lacked the necessary
  expertise for the position
• Perception of gender bias in the selection
  process
• Perception that respondents would have to forfeit
  close relationship with students and colleagues

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More Disincentives

• Chapman (2005) presents a similar list of
  disincentives
• Conditions in the workplace
• Work load and intensification
• Salary levels
• Increased demand for accountability combined with
  declining authority to act
• Expanded and restructured work roles
• Changing conceptions of professional identity,
  and
• The impact of the demands of principals work on
  individual lives and personal responsibilities.

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Our Strategies

• (In addition to specific professional learning
  opportunities)
• Coaching/Mentoring
• Leadership Shadowing
• Middle Managers Conference
• Aspiring Women Leaders Conference (in and out of
  school)

In School
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The Incentives

• Our response in the Conference was to address
  some of these disincentives and to focus on the
  intrinsic rewards derived from being a Principal.
  
• dArbons research (2004) identified that the
  opportunity provided by leadership to serve,
  contribute and make a difference was a
  significant incentive, alongside the external
  rewards of salary and status.

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Concerns from Delegates

• Maintaining relationships (colleagues, friends,
  staff). Working with difficult people, appearing
  bossy, trusting others, being patient, keeping
  everyone happy, delegation rather than
  micro-management, humility.
• Work/life balance, including dealing with stress.
  
• Time management /workload/time to
  think/administration.
• The challenge of resistance/conflict management.
• Litigation/industrial relations.
• Lack of opportunities/experience.
• Competence/self confidence/fear of failure/making
  mistakes, having people follow.
• Relevant skills base identify priorities, just
  actions.

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More Concerns

• Understanding the role, doing it well.
• Further study.
• Change.
• Role models.
• Self confidence/fear of failure.
• Day to day knowledge, leadership, vision,
  direction.
• Knowing where to start expectations of higher
  roles, legal implications.
• Financial reward.
• Not having fun.
• Energy.

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Aims

• The Aspiring Women Leaders Conference has among
  its aims
• To explore the issues concerning leadership for
  aspirant women and to understand what is
  necessary for the next step.
• To help promote confidence in an individuals
  aspiration for senior leadership in a school.
• To demystify the application and interview
  process for female aspirant leaders.
• To assist in setting goals for achieving a
  leadership position through developing a plan for
  action.

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Action Plan
Take a few minutes to complete the following

• Write an action plan of achievable points for you
  to action by December 2006 (specific and
  measurable).
• Write 2 letters to yourself outlining some
  personal and professional goals that you aim to
  have achieved by
• July 2007
• December 2007
• NB approximately 5 each. These should be
  related to gaps you have identified in your CV.

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Evaluations

• Evaluations of the two conferences have been
  exceptionally positive.
• 100 of delegates advised that the core aims were
  very well or quite well achieved.
• Comments typically referred to the opportunity to
  consider and reflect on personal and professional
  skills, the present and the future.
• Uniformly, delegates considered that the
  conference created a safe space where women
  could explore and share their concerns, their
  insecurities and their aspirations.
• A most powerful aspect of the conference was
  women talking to and supporting women.

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Follow - Up

• Achieved career goals set
• Studying
• Training of staff Women Educators in Boys
  Schools Conference
• Greater involvement in and increasing
  professional memberships
• They have become more motivators in their own
  school passing the baton

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Feedback

• From coming to your conference I now realise
  some of the factors that go into the
  decision-making process from a schools point of
  view.
• I hope that you realise how important it has
  been for people in my situation to become
  inspired and to have someone who is willing to
  help out and guide us along the way.
• Your leadership conference served as a catalyst
  for making me much more focused about my goals,
  so thank you for providing the motivation that I
  needed.
• An excellent conference. It was one of the most
  rounded, worthwhile PD experiences I have been
  involved in. The enthusiasm exuberated in
  delivery was stimulating and encouraging. The
  organisation and selection of content provided an
  excellent opportunity for reflection, progression
  and empowerment. Thank you for such a valuable
  experience.

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