Problem
Mentorship [was] commonly cited in the research as one of the most effective supports available to women in attaining the superintendency. Research has shown that women more actively use mentoring systems than men in their career paths, but the effectiveness of their mentoring practices is unclear.
Purpose
The purpose of this study [was] to gather information from practicing female superintendents in Minnesota about the extent to which they were mentored and the mentor qualities they perceived as most effective. This study was quantitative in nature and designed to answer four research questions: (1) How extensive is mentoring among women superintendents in Minnesota? (2) How do women superintendents in Minnesota describe their experiences with mentoring? (3) What do women superintendents in Minnesota perceive to be important elements of an effective formal and informal mentoring program? (4) What recommendations do women superintendents in Minnesota have for developing effective mentoring programs?
Findings
Survey findings provide a wealth of information about how to develop more effective mentoring programs for women superintendents in Minnesota. Better mentoring programs will help attract administrators to the superintendency, support job retention, and create a network of more effective school superintendents. “Professional networking offers a system for women to enhance their career opportunities…” and given the limited networking opportunities currently available for women, “…it becomes the responsibility of professional organizations to work in partnership with higher education to ensure these opportunities for women exist” (Raskin, Haar, & Robicheau, 2010, p. 164)
