Women and Leadership: A Developmental Paradox?

Abstract

In this article, the author explores the nature of leadership from a gendered perspective, specifically addressing leadership challenges for women. Leadership challenges, gender stereotypes, and definitions of leadership are discussed. Rec ommendations for professional redefinition of leadership within the counseling profession and strategies for successful negotiation of leadership roles are provided. Traditional definitions of leadership are challenged by the changing demographic of society in the United States, increasing numbers of women in leadership roles in the counseling profession, and shifting expectations in the workplace. Women are more present in the workforce now than at any time in history. A study of U.S. medical school faculty in 1985 and in 2006 indicated only a minimal increase in the percentage of female faculty who were full professors, rising from 10% in 1985 to 12% in 2006 (Mayer, Files, Ko, & Blair, 2008). From a historical perspective, it is noteworthy that 25 of the 42 women who have ever served as presidents or prime ministers assumed these roles in the 1990s (Carli & Eagly, 2001). A 2001 report issued by the United States Bureau of Labor Statistics indicated that women made up 47% of all workers and had earned 51% of all bachelor’s degrees, 45% of all advanced degrees, 42% of all doctoral degrees, and 43% of all professional degrees (Carli & Eagly, 2001). It would therefore be reasonable to expect that a large number of professional women are currently in the workforce and may be seeking or placed into leadership roles. Within professional associations, women are likewise taking on more leadership roles. The American Counseling Association (ACA) had five female presidents between its founding in 1952 and 1980 (Black & Magnuson, 2005); within the last 30 years (1981–2010), 21 women have held this leadership position. Women have held leadership positions in ACA divisions, branches, and other entities in increasing numbers over the last several years (ACA, 2010). This increase does not include positional leadership whereby