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Women of Color & Women's Stealth Leadership; Adapting and Transcending When Incoming Change Missiles Require Pivoting - Chapter 14 [ SESSION FULL ]
Level of Experience: Intermediate
Session Track: Race and Social Justice in Higher Education
The COVID-19 pandemic, racial justice uprisings, Trump-ism, economic threat due to extreme unemployment, unfinished/interrupted education (K-20) -- could we have imagined all of this and more occurring relentlessly and simultaneously? Much less the ongoing higher education changes in administration, reporting lines, budgets, titles, resources, staffing, etc, no matter the time or season, all require skillful, and often stealth resolution to sustain a level of resiliency that combats interruptions in the trajectory of our accomplishments. What assumptions and myths have to be navigated for each instance of change? What back narratives (hidden agendas, preconceptions and/or rumors) require fixing in our cultures of privilege?
Although we are proven consummate leaders, we have to continually defend our competency and leadership.The repercussions of COVID19 drastically impacted our professional identities, and upended our personal lives, with no distinct spatial separation between work and family. We cannot be compartmentalized as the virtual / hybrid model has now been superimposed - entoto. Our environmental scans do not always occur in 'real time' but also asynchronously. Cultural toxicity remains embedded in higher education, nonetheless. Will women of color and women remain victims of change when our best interests are not considered? For example, when key decisions of change are made, and you are not included in the discussion and/or decision-making, are there allies at the table? How can we re-tool collective support that allows us to emerge stronger and healthier?
Resulting from the missiles of COVID19 pandemic, academic spaces are different; policies have changed; and, therefore expectations of our allies must be reassessed. Allies, the development or the recognition of, must always be part of our stealth leadership behavior. Who are our allies now, and where are they vis-a-vis their power and positionality?
Calls to action for this highly interactive workshop include: 1) forming a strong and viable community of women of color and women (and their allies) to reflect and strategize on the policies and procedures being made in record numbers as we continue to hard pivot; 2) developing a critical line of questioning associated with justice, inclusion and equity that we can ask at those decision-making tables; and, 3) ensuring as the creative juices are flowing on each and every campus that "new" intentions and structures embed equity for all our students and ourselves. This workshop will particularly benefit women of color and women faculty, mid to senior-level administrators and individuals with administrative supervisory roles.
Catherine Wong, M.Ed., Director of Equity Implementation, The Leadership Brainery―Quincy, MA
Patricia Lowrie, Consultant, Director Emerita, Executive Consultant, Office of the Provost and Dean's Office, Michigan State University, Purdue University―Miami Beach, FL
Jacquelyn Reza, EdD, MFT, Professor, Director Professional Development - Emeritus, Department of Professional Development, De Anza College /USF-CA―Newark, CA