The New Mexico State University Advancing Leaders Program (ALP) is a year-long leadership program that trains 12 tenured participants from the Las Cruces and Doña Ana campuses annually. The program’s objectives are to develop leadership and managerial skills, improve personal skills for leadership in teaching, research, service, extension, or administration, and provide opportunities for emerging leaders to gain an understanding of the “Big Picture” at NMSU.

The ADVANCE Program recognizes the importance of having women scientists and engineers in positions of leadership in university administration and seeks to encourage interested women faculty to consider participating in this program.

The Leadership Program provides different mechanisms of support to encourage women faculty who are interested in pushing their careers to the next level by becoming academic administrators or assuming some role of scholarly scientific leadership in the national community.

This presentation covers the goals and new initiatives of the University of Puerto Rico’s ADVANCE Program. Also covered are outcome measures, curricular dimensions, and their conceptual model. This presentation was given at the 2006 PI Meeting.

This document is an instrument to evaluating experiences of of women in leadership positions.

The sections of this brochure are building a leadership network, gain a new perspective on leadership, and application process.

The sections of this presentation are defining a leader, manager v. leader, definition of leadership style, authoritarian, democratic, laissez fair, gender and leadership styles, and future readings.

One of the key findings of the Subcommittee was the importance of a proactive and vigorous program for assistance in dual career situations as a critical component of any policy recommendation designed to improve diversity in the science and engineering faculty.

A study on how ADVANCE has increased the number of women in leadership positions at different institutions is reported in this presentation. Recommendations and future directions are included. This presentation was given at the 2006 PI Meeting.

The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers series featuring prestigious women leaders in Science, Technology, Engineering and Math fields.

Information about a workgroup at the University of Arizona that is made up of different activities is listed on this webpage. “Academic success is bolstered by developing networks, collaborating, performing interdisciplinary research, and obtaining distinction and visibility in a research field. Consequently, this workgroup will implement activities that increase the visibility and opportunities for success and leadership for women from Science, Technology, Engineering and Mathematics (STEM) fields.”

Winning proposals for the “You Choose Leadership Awards" were superb and ranged widely in their goals and scopes, from those with pivotal importance for individuals to those with potential to enhance entire communities. Each winner will speak about her award and experiences in our next UM-wide SEEDS event.

This flier previews talks by Dr. Peggy Kelly and Dr. Barbara Burke in the Cal Poly Pomona Speaker Series.

"ADVANCE is working to increase CPP STEM women’s capacity to influence decisions and policy at the university and national levels. Activities will include mentoring between junior and senior STEM faculty and developing paths to leadership at CPP and external organizations."

Americans believe women have the right stuff to be political leaders. When it comes to honesty, intelligence and a handful of other character traits they value highly in leaders, the public rates women superior to men, according to a new nationwide Pew Research Center Social and Demographic Trends survey.

This year-long series of sessions for new tenure-track faculty focuses on a variety of important issues faculty face to help them navigate issues and build a sense of community. Each year, new faculty gather for sessions that include a welcome orientation/open forum and workshops on plagiarism, grant opportunities and the reappointment, promotion and tenure process, among other topics. The series ends with a closing gathering to reflect on the first year.

A key focus of the University of Washington ADVANCE CIC is leadership development. Through half-day quarterly ADVANCE Leadership workshops, department chairs, deans, and other faculty are offered professional development workshops to help them become more effective leaders.

The Leadership Development Program provides funds to send women faculty each year to a national leadership development program of their choice.

Information on a discussion to generate ideas for recognizing and reducing unintentional bias in our everyday work. Those ideas are presented here, organized according to three themes: Departmental climate and culture, facilitation of faculty and staff meetings, and the role of leaders.

The Leadership, Communities, and Values Initiative (LCVI) and the UW ADVANCE Center for Institutional Change joined forces in 2006 to design and offer leadership workshops for deans, associate deans, department chairs and emerging leaders. The workshops began during the 2006-2007 academic year and continue to be offered this year. These workshops will be modeled after ADVANCE's successful quarterly leadership workshops for department chairs and deans in science, engineering, and mathematics.

The purpose of the Visiting Scholar Program is to provide greater in-house consultation to chairs and directors regarding best practices for recruiting and retaining women in the sciences. Rarely do campuses have personnel who specialize in all the areas of challenge to diversity. Moreover, addressing many of these challenges requires more than a single interaction with an expert." Information on past visiting scholars from 2007 until recent are provided with links.

This document is an instrument to evaluating experiences of of women in leadership positions.

The Leadership Support Fund provides tenured and tenure-track women science and engineering faculty with the means to attend Leadership Programs or Academic Administration Training provided by other institutions

A summary of the LEAP (Leadership Education for Advancement and Promotion) project at the University of Colorado is presented in this document for the 2005 ADVANCE PI Meeting in Panel 5. They have set up workshops with stipends to “develop the skill sets of faculty members and promote best practices... This stipend is a clear incentive for junior faculty who also like the fact that we market the workshops as a ways to get off to a fast and successful start and have an application/selection procedure.”

Rice ADVANCE offers travel support for female faculty to attend leadership programs. This webpage provides criteria and the processes involved with being awarded a travel grant.

The goal of the ADVANCEing Faculty Executive Coaching Program is to assist faculty with professional and personal growth, academic and career guidance, and leadership development. Interested faculty can apply to participate in a 2 - 3 session coaching program with a professional coach for women faculty and administrators...

Taking on a position of scientific leadership such as becoming president or vice president of a scientific society or professional organization, or assuming editorship of a journal can be essential elements in advancing a scientist’s academic career. However, these opportunities often require significant investments of time that may hinder one’s research. Some scientists decide to turn down leadership opportunities due to the competing demands of their own labs or academic commitments.

Discourse on Leadership and Diversity - third in the series. "Why are women conspicuous by their absence at the most prominent levels of science, medicine, business, law, and academia?

This document is for deans and other people in leadership positions. Example areas are motivating change, leading, evaluate the evaluators, provide chair training in faculty development.

This document is an instrument to evaluating experiences of of women in leadership positions.

This document is a reading list for a workshop on Leadership Development.

Because women are often excluded from informal networks by which their male colleagues acquire information critical to successful professional development, alternative means must be sought. One way is to provide structured programs for women that provide the knowledge and skills necessary to achieve personal and professional effectiveness.

This summative assessment report provides an overview of AdvanceVT's leadership development programs and findings of follow-up interviews with the participants.

This document is an instrument to evaluating experiences of of women in leadership positions.

This document is a one-page agenda for a workshop on the topic of student and assistant management. The events on this agenda are program administration, student and assistant management, breakout sessions, the assistants' perspective, and workshop evaluation.

A document that lists programs for faculty and staff. Examples include the Institute for Management and Leadership in Education (MLE) at Harvard University and the Women's Leadership Development.

The GEP's Faculty Recognition and Leadership Program was established to recognize the strengths, accomplishments, and leadership abilities of women faculty in the sciences at Hunter and to promote the advancement of all science faculty.

The ADVANCING Leaders Program trains 12 tenured participants from the Las Cruces and Doña Ana campuses annually. This year-long leadership program was established in 2004 and has trained more than 40 faculty to date, with up to two participants from each of the six academic colleges and DACC participating per year.

Academic success is bolstered by developing networks, collaborating, performing interdisciplinary research, and obtaining distinction and visibility in a research field. Consequently, this workgroup will implement activities that increase the visibility and opportunities for success and leadership for women from Science, Technology, Engineering and Mathematics (STEM) fields.

Due to a lack of female leadership the ADVANCE program at Virginia Tech has created a new leadership development program. Information about this program is presented in this summary for the 2005 PI meeting.

Leadership development and mentoring have been shown in numerous studies to be among the most successful ways to engage and help faculty members learn and grow. UNC Charlotte ADVANCE has intentionally focused attention on this type of career growth and leadership development offerings.

The AdvanceVT Leadership Development Program selects a cohort of women from across the university who demonstrate an interest in and potential to assume leadership roles for individualized coaching and skill development. The program begins by assessing the current strengths and areas for development of the women in the cohort and provides feedback based on that assessment.

UNC Charlotte ADVANCE established Leadership UNC Charlotte in recognition of the critical and central role that climate and experience at the departmental level play in the success of faculty. Leadership UNC Charlotte serves as a forum to bring together rising and experienced leaders in a collaborative atmosphere to enhance the leadership and management skills of administrators at the university.

This 3-day NSF Advance leadership workshop was designed to provide women in engineering and science with information and advice regarding professional advancement issues at all career levels, including, tenure, promotion and academic leadership roles.

This document is a handout for a workshop on the topic of student and assistant management. The sections in this document include readings, handouts, activities, discussion, work problems, and references.

“The AdvanceVT Leadership Development Program is designed to increase participants’ leadership aspirations and to prepare them for a variety of leadership roles in higher education, focusing on the transition from senior faculty to academic leadership. The program selects a cohort of women from across the university who demonstrate an interest in and potential to assume leadership roles for individualized coaching and skill development.” This program is described in this poster including the needs, assessme

This document contains the result of a committee meeting that focused on the issues of recruitment, retention, and leadership at the University of Michigan. One of the main findings was the need for dual career hires.

This handout covers networking opportunities covered by the Leaders Program. It has testimonials and dates.

This poster describes AdvanceVT's leadership development programs for women faculty at Virginia Tech.

The Women’s Leadership component of MSU’s ADAPP-ADVANCE grant aims to develop a larger number and more effective group of transformational leaders for MSU who focus on inclusivity as a goal for quality. The activities of this initiative will augment the...

This award program will provide professional development grants to promote the advancement of women faculty in STEM and SBS units at UMaine.

The Rising Tide Center would like to provide a limited number of candidates the opportunity to pursue extensive leadership training and administrative career development through participation in of a series of training events and activities. Applicants are invited to design a personalized plan that will expand their skills in communication, negotiation and team building, budgeting and finance, strategic planning, and other leadership arenas.

Training will be developed by an external consultant based on successful practices at other ADVANCE institutions and implemented by the Center for Excellence in Teaching and Assessment and the Rising Tide Center.

The study described below draws upon research across disciplinary fields including higher education, psychology, sociology, business, and women’s studies. This interdisciplinary approach will lend itself to a more comprehensive and multi-faceted understanding of the contexts and cultures that facilitate or impede the recruitment, retention, and advancement of women faculty at UMaine.

The primary goal of the faculty fellowship is to promote the career advancement of a female faculty member in a STEM discipline while serving the university-wide vision of Scholarship-in-Action. The program is also designed to respond to data from the National Science Foundation showing that, despite gains in access to education and training, fewer than 4% of STEM faculty in the nation’s four year institutions are women of color.

Our goal? Encourage widespread accountability for creating inclusive environments, particularly in STEM departments and specifically among male faculty. The practices initiative supports leadership development for all faculty members and strengthens the engagement of male faculty. It also addresses departmental diversity planning.

CLOC provides customized consulting and leadership coaching, enabling departments and groups to effectively achieve their organizational goals. We partner with clients to develop an approach tailored to the departmental context and to the specific needs of participants.

Lehigh ADVANCE aims to assess what the women STEM faculty are thinking and feeling about the climate for women at Lehigh. By conducting these interviews, the Leadership Team will learn about the strategies faculty have used to gain success in tenure track positions and also identify important themes ADVANCE should address. We will thereby ensure that events and toolkits are of continued value in achieving our goal of increasing recruitment and retention of women in STEM. If you are a woman faculty member in

Through Lehigh ADVANCE, improved tenure and promotion success of women STEM faculty will result in a larger pool of senior women at Lehigh to serve as mentors and participate in leadership roles. We anticipate women STEM faculty will experience improved access for and willingness to assume leadership positions at Lehigh.

Starting August 25, 2011, Lehigh ADVANCE is accepting applications for a new small grant to help STEM faculty move from discussion of interdisciplinary collaboration and leadership in meetings and seminars to action that has an impact on their careers. The funds can be used towards travel by Lehigh faculty and visiting scholars to promote interdisciplinary collaboration or for assistance to Lehigh faculty towards tuition and travel to attend a professional leadership program.

Lehigh ADVANCE is accepting applications for a new small grant mechanism to help faculty move from discussion of interdisciplinary collaboration and leadership in meetings and seminars to action that has an impact on their careers. The funds can be used towards travel by Lehigh faculty and visiting scholars to promote interdisciplinary collaboration or for assistance to Lehigh faculty towards tuition and travel to attend a professional leadership program.

Lehigh ADVANCE Grants for Interdisciplinary Collaboration and Leadership APPLICATION FORM

ELATE at Drexel™ is a one year part time Fellowship program designed to support the leadership development of senior women faculty in the fields of academic engineering, science, and technology. This exciting new program has attracted expert facilitators from these fields, and was recently awarded a grant from the Alfred P. Sloan Foundation to implement rigorous research on the program’s impact and efficacy.

The first in a series of exciting leadership development sessions was held May 18, 2011 in support of the ADVANCE -Institutional Transformation grant funded by the National Science Foundation. The workshop was entitled “The Connective Leadership Styles of Faculty: Leading Change” and was attended by 27 STEM faculty and department chairs from across ranks.

The first in a series of exciting leadership development sessions was held May 18, 2011 in support of the ADVANCE -Institutional Transformation grant funded by the National Science Foundation. The workshop was entitled “The Connective Leadership Styles of Faculty: Leading Change” and was attended by 27 STEM faculty and department chairs from across ranks.

Lehigh ADVANCE aims to assess what the women STEM faculty are thinking and feeling about the climate for women at Lehigh. By conducting these interviews, the Leadership Team will learn about the strategies faculty have used to gain success in tenure track positions and also identify important themes ADVANCE should address. We will thereby ensure that events and toolkits are of continued value in achieving our goal of increasing recruitment and retention of women in STEM. If you are a woman faculty member in

A variety of activities are planned for LU-WISE networking and career advancement opportunities.

The aim of this program is to give tenured women STEM faculty experience in College- and University-level leadership, with the long-range goal of significantly increasing the participation of female faculty in University leadership.

Information about the Texas A&M 2011 Administrative Fellows

This activity provides an opportunity for women STEM faculty at the associate or full professor level to serve as an ADVANCE Administrative Fellow through developmental assignments in the offices of the Provost, Deans of targeted colleges, Vice President for Research, VP and Associate Provost for Diversity, and the Dean of Faculties. Fellows are selected based on a proposed project, jointly developed by the faculty member with the college or administrative office, and supported jointly by the ADVANCE projec

Understanding personalities in the lab: the dynamics of scientific relationships

Engagement Across the Institution - Building a Critical Mass for Texas A&M’s ADVANCE Program

JSUAdvance proposes a 6-component program

A plan to mentor female administrators for advancing to upper administration and female faculty interested in becoming administrators is proposed. Leadership mentoring relationships will be formed specifically for STEM-SBS women who are administrators seeking to advance into upper administration or faculty seeking to advance into administration at all levels.

Announcements for AAFAWCE upcoming events and news

In 2001, the WST Center became a Georgia Tech center, receiving funding from and reporting to the provost. The WST Center currently reports to Georgia Tech’s Vice President for Institute Diversity, the chief academic diversity officer of the Institute.