1. Felicia L. Tucker-Lively, MPH, PhD Director of Professional Development, AAL The Need for Advancement Considerations of Mid-level Administrators 2016 GAWHE Conference February 26, 2016

3. Objectives  Stimulate discussion about the need for development of mid-level administrators.  Explore steps for avoiding the “stuck in mid-level positions” syndrome.  Identify how to improve current roles and prepare mid-level administrators for more challenging positions.

4. Mid-level Administrators Jo, 2008; Rosser, 2004  Who? -Academic or nonacademic personnel  Reporting Structure? -Reports to a top-level college or university officer, or senior administrator  Roles and Functions? -Develops and implements activities to support institutional goals and mission -Allocates resources

7.  Are you a mid-level administrator?  Do you mentor a mid-level administrator?

8. Why is there a need for development of mid-level administrators?

9. In a nation with more than 4,000 accredited higher education institutions, mid-level administrators “typically represent the largest administrative group in colleges and universities”. Jo, 2008, p. 566

10. First-level Mid-level Top Level Why is there a need for development of mid-level administrators?

11. Y.Tayde 2013 Management Functions

12. Bisbee (2007); Wallace & Marchant (2009). Challenges in Academia

13. Complexity Roles  Blurred, ill-defined career paths  Multiple entry points  Lack of explicit criteria for determining mobilityResponsibilities  Anticipation of messy politics  Sexist cultures  Irreconcilable challenges between work life and family life Johnsrud et al., (2000); Ward & Eddy, (2013).

14. Competing Priorities Bain, B. (2011); gender parity survey (n=842) Percent of Respondents who agree or strongly agree (n=842) Women’s careers are slowed or disrupted by managing both work and family commitments Women choose to prioritize family over work Women choose a more balanced lifestyle over to career progression Senior men are more likely to appoint or promote someone with a style similar to their own Women tend to work in functional roles that are less likely to lead to senior line or operational roles

15. How Did I Get Here?

16. How to Avoid the “Stuck in Mid-level Positions Syndrome”  Be Prepared & Be Open -Self awareness / willingness to receive feedback -Creating options verses worrying about choices  Persevere  Be Diligent and Professional Gupton, S. L., & Slick, G. A. (1996)

17. How to Avoid the “Stuck in Mid-level Positions” Syndrome  Develop and Maintain Strong Support Systems -(Mentor) what said to you in the room / -(Sponsor) what said about you  Practice What You Seek  Believe in Yourself Gupton, S. L., & Slick, G. A. (1996)

19. Most Effective Initiatives in Overcoming Barriers for Women Bain, B. (2011). gender parity survey (n=842)

20. Steps to prepare mid-level administrators for more challenging positions:  Promote awareness.  Support professional development opportunities.  Cultivate a mentorship environment.  Encourage protected time.  Recommend for awards, presentations, collaborations, or opportunities.  Create healthy workplaces that encourage and support.

21. Final Reflection Consider your career advancement or the advancement of a mid-level administrator you support, set two short-term goals to make it happen. Think - Pair - Share

22. Summary:  Mid-level administrators are responsible for overseeing, designing, delivering, and allocating. The need to be highly skilled and competent is indisputable!  Create environments that support mid- level administrators in their current roles and encourage their preparation for challenging executive positions. Next Steps:

23. References  Bain, B. (2011). What stops women from reaching the top? Confronting the tough issues. Insight. Retrieved from http://www.bain.com/publications/articles.  Bisbee, D. C. (2007). Looking for leaders: Current practices in leadership identification in higher education. Planning and Changing. 38(1), 77-88.  Gupton, S. L., & Slick, G. A. (1996). Highly successful women administrators: The inside stories of how they got there. Corwin Press.  Jo, V. H. (2008). Voluntary turnover and women administrators in higher education. Higher Education. 56, 565-582.  Johnsrud, L., Heck, R., & Rosser, V. (2000). Morale matters. The Journal of Higher Education, 71(1), 34–59.  Rosser, V. J. (2000). Midlevel administrators: What we know. In L. K. Johnsrud & V. J. Rosser (Eds.), Understanding the work and career paths of midlevel administrators (pp. 5-13). San Francisco: Jossey-Bass.  Silva-Ford, L. (2014). In the Company of Future Women of Color Leaders. Women in Higher Education, 23(2), 16.  Wallace, M., & Marchant, T. (2009). Developing female middle-managers in Australian universities. High Education. 58, 781–797.doi:10.1007/s10734-009-9225-x  Ward, K., & Eddy, P. L. (2013). Women and academic leadership: Leaning out. The Chronicle of Higher Education. Retrieved from www.chronicle.com.

24. QUESTIONS ANY THANK YOU Phone: Dr. Felicia Tucker-Lively Email: f.tucker-lively@aalgroup.org Website: http://www.aalgroup.org

25. Copyright 2016 AAL, Atlanta, Georgia