ABOUT WOMEN LEADERS MOVE
Women lead and leaders move. It’s that simple. But is it? Administrators in higher education change positions about every 4-5 years, often going to new institutions. Moving up frequently requires moving away. How do they do it?
They do it by initiating and managing a search, or respond to being sought, in intense and time-consuming ways. Many people describe this as “being almost like having another job.” For candidates being active in a search is challenging, complex, and time-consuming–and solitary, as they need to maintain confidentiality to protect themselves.
Institutional leaders looking for new talent also find the process challenging, complex and time-consuming. They, too, find that maintaining confidentiality is essential, but difficult. But institutions have designated committees and often an executive search firm to guide and monitor their process. If executive recruitment and search has become so specialized as to warrant the hiring of special consultants to assist institutions, might it not be time for candidates to hire their own coach/consultant as well?
All candidates, regardless of gender, face many shared challenges when they change positions. But women still face additional challenges when they move up the ladder. For starters they generally have more family-related responsibilities than their male counterparts, so are likely to have to resolve more issues related to competing priorities and time-management. Also, despite what one might hope, women and men candidates are still perceived–and often treated–differently in academic searches.
Let’s face it: Candidates for senior positions in higher education–especially women– need their own coach/consultant. Fortunately, now they can have one. Judy Touchton , who has been helping women administrators in higher education advance for over 30 years, established Women Leaders Move ™ to do just that–help level the playing field for academic women.
What would it mean to hire your own coach/consultant? It would mean having your own personal and confidential advocate, advisor and guide. As a “candidate consultant” she would share her knowledge based on years of working with academic search committees and executive search firms, helping women become presidents, vice presidents and deans. As a “candidate coach” she would help you set realistic goals and strategies, focus, be at your authentic best, and put your energy where it counts.
Hiring a candidate coach/consultant is an investment in process, outcome, availability, and peace of mind. Mentors and trusted colleagues can be helpful to candidates in numerous ways as well, but they are not always available or objective. They may also become tired of helping–or you may not want to overuse them. Their perspectives are always valuable, however, and should always be sought. They can be especially helpful in translating cultural norms and identifying possible “land mines.”
