Final SL Paper

Final Service Learning Paper

Summary

       As part of a service learning project this semester in our Women and Leadership course, my group (consisting of Nena Brown, Nicole Elinoff, and Elizabeth Van Hala) decided to take action in two key areas. One goal was to honor Equal Pay Day on UCF campus, which recognizes the current pay inequity between genders and races. In order to accomplish this, we split our project into two parts: a forum and a wage gap bake sale on campus. We wanted to accomplish this in order to spread awareness about current pay inequity in the United States and also to meet a requirement for a grant received by the Women’s Studies Department.

     In order to honor Equal Pay Day, our group worked individually, whether it was conducting statistical research, project design, obtaining donations, letter writing, web design, or other types of planning. Then, as a group, we met every other week to discuss our ideas and report our progress. We researched many current statistics in regards to pay inequity and found many useful graphs and charts to help visualize the gap among genders and various ethnicities on our bake sale table. These statistics reflected our menu prices, which varied based upon the person’s identity. My boss at Hard Rock Café agreed to donate 100 cookies for the event. We took a call to action by holding a letter writing campaign, in which we wrote a letter to President Hitt asking him to honor equal pay at UCF and obtained numerous student signatures. We also made an online word press, which provided a space for people to learn more about pay inequity and what they can do to help. It looked pretty snazzy!

     Our forum, held on April 11 at 10 a.m., consisted of four volunteer speakers and our professor, Meredith Tweed, as the mediator. To prepare for the event, we gathered statistics and volunteer speakers, made fliers, advertised the event, and made the refreshments. I thought it was a great success! The place was full, fresh cookies were available, and tears were shed.

     I also decided to help volunteer with Lead Out Loud Day, held on March 30 on UCF campus. This was to help stop bullying in local elementary and middle schools. I helped chaperone the children, give out lunches, and other various tasks throughout the day from 8 am to 3 pm (though it ended at 1:30, I drove the remaining lunches to a shelter downtown).

      We succeeded as a group in all of our tasks by using a collaborative form of transformational leadership. We had no official leader, yet separately stepped in when each thought was necessary to maintain focus or remind a group member of our goal. I think we did a wonderful job fitting the numerous definitions of leadership, including the definition offered by CREA:

 “CREA visualizes leadership as a dynamic quality that is present and can be enhanced in most individuals… [and] that enables people to live their lives as they choose, with dignity and with sensitivity to other people’s choices and decisions. [CREA’s] leadership programme works on the assumption that leadership is not a fixed state of being but a process through which women assert their rights by continually evaluating relevant experiences, questioning their roles in society, challenging power structures and effectively catalyzing social change.” (Batliwala 27).

                                                                                                                                                                                                                                                                                                                                                                                                             

Synthesis

      As discussed throughout many of our class texts, including Through the Labyrinth by Eagly and Carli, women must embody both masculine and feminine styles of leadership in order to negotiate their way through “the labyrinth”. The labyrinth is a metaphor for the walls and barriers a woman, especially a woman of color, must work their way through in order to reach higher echelons of power mostly held by men. This deeply ties into redefining leadership altogether, as classical traits of what makes a leader are typically masculine and exclusive and discounts feminine traits of leadership. This is apparent in our class text Closing the Leadership Gap by Marie Wilson in the chapter titled “Redefining ‘leadership’”, where she relates material from Eagly and Carli’s Through the Labyrinth. Here, Wilson discusses the dilemma women leaders face upon entering a position of power: “So once we get to the workplace, we already have two strikes against us: one, that we are females, which doesn’t match the physical look of a leader, and two, that the qualities we bring do not match the traditional actions of a leader.” (Wilson 23).

     In addition, women face extra difficulties in juggling home life and expected roles as a woman, wife, and/or mother. Wilson continues to elaborate on this, adding: “Add to that the structural impediments to anyone (male or female) who might like to be a parent and a worker- no child care, little flexibility in work hours-and you’ve made it nearly impossible for a woman to work, let alone rise. (Men, at least, can usually count on wives to pick up the slack.)” (Wilson 23). Wilson encourages women to prepare for all the inevitable “twists and turns” that will be ahead of them in order to have a better chance at success.

   These societal expectations on a woman to be  a nurturer, yet a tough leader, fitting masculine roles in order to do so, creates excess stress and many personal negotiations and sacrifices, such as personal morals and values, family time, personal health, and much more. Doesn’t it just make more sense to redefine leadership to fit anyone who shows the initiative to take personal responsibility to serve the greater good? Shouldn’t a new definition include nurturing, feminist aspects of leadership as well? It has been proven that adding women into positions of power increases profits, reduces corruption, adds insightful and various points of approach, and all around enhances and betters organizations. This is crucial to take into account.

   Despite all of this, women must still negotiate their way through the labyrinth to fit the existing masculine ideas of leadership, while still putting on a friendly demeanor as a woman. This makes it twice as hard for women to meet their goal, stuck in a man’s world with a man’s rules, giving and taking when and where necessary in order to reach their goal. As stated by Deborah Rhode, “Many traits traditionally valued of women also perpetuate women’s inequality” (Wilson, 17).

    

Reflection and Connection

     After taking this course and participating in the service learning project with my group, I view leadership completely differently. Before, I felt confined to the traditional, masculine styles and traits of leadership. I felt that in order to be successful as a respected leader, I had to hide or sacrifice the kinder, empathetic aspect of my personality in order to appear as “leadership material”. I now feel as if I can achieve power positions by making space for myself as a leader, actually viewing myself as a leader, and proving to be successful in my own way. I see more options available and am aware of the obstacles that I face as a woman in American society.

     It feels comforting to know that even though this problem exists, it is no longer simply being ignored. There are women out there who are experiencing this. They have research and solid numbers to back themselves up. They are writing about it in academia and blogs, taking calls to action, forming organizations, doing research, offering solutions. They have created a space to talk about the problem and address it, each giving what they can of themselves in order to fight for a more egalitarian society.

    This, in my opinion, is a prime definition of leadership- a new, transformational and feminist style of leadership. By this I mean using a leadership method that is inclusive, intellectual, respectful, egalitarian, humble, and communal, with a common pursuit of justice, a greater common good, enforcing changes where current issues reside, and utilizing individuals’ talents to reach these goals.

    As a group, I feel we achieved these means in working with our campus projects. We assured to include everyone in our research and were working towards something that, if corrected, would change society as a whole for the better. I know that as a female, I may have issues in my future career, whether it be pay inequity, discrimination, doubt, or sexual harassment. These are things men (especially white males) do not usually have to worry about going into the workplace. Getting this information out and more importantly, showing people why it is important and who it affects (which is everyone by the way) and using clear-cut statistical data to prove our cause, was a big process but those were our goals in pointing out the current reality of pay inequity within the United States.

    I am honored to have participated in this project, as I can be proud in knowing that I did my small part to help solve a bigger problem. And that is really all that we need. If everyone gave a little, big means can be achieved. It’s getting those people to care and get involved that’s the tricky part. I enjoyed collaborating with other young women leaders in empowering and including women in at least one aspect of our patriarchal society. It definitely taught me something about myself and gave me more confidence to be a leader in my own way.

Sources

·         Wilson, Marie. Closing the Leadership Gap: Add Women, Change Everything. New York: Penguin, 2007. 17, 23. Print.

·         Batiwala, Srilatha. "Feminist Leadership for social Transformation." Diss. AWID, 2008. Web. <http://web.creaworld.org/files/f1.pdf>.

Media Watch Assignment

Media Watch Assignment

     Barbara Mikulski, senior United States Senator from Maryland and longest-serving woman in the history of U.S. Congress, (35 years) is considered a strong leader and role model for many American women. She is the chairwoman of many subcommittees and a former U.S. Representative. She is also the longest-serving/highest-ranking Democrat who is not a present chairperson of a full standing committee. While doing research about Mikulski, many current mainstream news articles constructed her as a strong woman leader; but many times just as that- a strong woman leader.

     One Post Politics news article from The Washington Post (notoriously known for being a conservative newspaper) conveys Mikulski as an important role model for young women and includes a quote from Senator Dick Durbin who noted, “[Mikulski was] the first elected to Congress in her own right and not because of a husband or a father or someone who served before her in higher office”. The article also includes how Mikulski had to battle many stereotypes, including some that suggested women couldn’t be serious legislators.

This is a crucial observation also discussed in Eagly and Carly’s book Through the Labyrinth. The book reveals, “Gender is the first thing we notice about people, and it automatically evokes gender stereotypes…people’s stereotypes about women and leaders create resistance to women’s leadership by placing competing demands on women”. This information is important to consider, as women leaders often face the “double bind” (Eagly & Carly, pg.102), in which they have to put on a stern face and authoritative demeanor to fit the traditional leadership roles while still maintaining a softer side as a woman. Simply stated, “Female leaders face a dilemma” (101).

    This gender bias and double bind situation is also apparent in other articles, such as yet another from The Washington Post titled Barbara Mikulski, the record-breaking not-so-gentle-lady, where her actual life accomplishments are noted and recognized. However, the title itself sheds light on the gender bias, along with descriptions of Mikulski in her early career as a “onetime social worker and outspoken liberal Democrat”. If Mikulski were male, she may have been referred to as a firm, strong leader, as opposed to outspoken. Rather, her leadership would most likely not come into question.

     The article, while presenting Mikulsi in positive light, really only focuses on her achievements as the token woman. Rather than elaborating on her personal career achievements/successes, the article focuses on the fact that she is a woman in a position of leadership. Though it is important to recognize the limited number of women we have in positions of leadership and power, it is equally as important to focus on what they do as leaders, rather than simply stating that they are present and female. Several other Washington Post articles, as well as an article from The New York Times, also summed up Mikulski’s long-term career as simply the first lady of many positions

    Though it is apparent that the mainstream media’s attitudes towards women leaders has improved, it is also important to point out places where inequalities still exist until equilibrium is reached.

References

·         Pershing, Ben. "Post Local." The Washington Post News. The Washington Post, 16/04/2012. Web. 12 Apr 2012. <http://www.washingtonpost.com/blogs/maryland-politics/post/mikulski-to-become-longest-serving-woman-in-congress/2012/03/15/gIQAKkHsES_blog.html>.

·         Groer, Annie. "Post Politics." The Washington Post News. The Washington Post, 23/03/2012. Web. 12 Apr 2012. <http://www.washingtonpost.com/blogs/she-the-people/post/barbara-mikulski-the-record-breaking-not-so-gentle-lady/2012/03/22/gIQASJ16VS_blog.html>.

·         O'Keefe, Ed. "Post Politics: 2 Chambers." The Washington Post News. The Washington Post, 21/03/2012. Web. 12 Apr 2012. <http://www.washingtonpost.com/blogs/2chambers/post/barbara-mikulski-honored-as-longest-serving-woman-in-congress/2012/03/21/gIQA6d5JSS_blog.html>.

·         Eagly, Alice, and Linda Carli. Through the Labyrinth. Boston: Harvard Business School Press, 2007. 101-103. Print.

Activism Blog #5

   This past half week has been really offbeat in regards to the service learning projects at hand. I have began a rough draft letter to UCF President Hitt as part of our group's letter writing campaign in order to encourage UCF to recognize Equal Pay Day as a campus community. The letter will be revised and added to on our group meeting we will hold after class on Thursday, April 5. The process has been a bit more difficult and slow-paced as our small class grieves the loss of one of our fellow students. I feel this has impacted my ability to concentrate on the project this week but am sure that we will make this bake sale and forum even better once we have time to regain ourselves. Other than seeing Kelly in class, I've had no contact with my community partner, though I will on Thursday during our meeting.
   I don't feel that I have anything useful to offer in relating class material to the work that I have done this past half week, as I haven't accomplished much towards the final outcome. I did, however, realize the preciousness of life, my own mortality, and the importance of the motherline (which is material I discovered from this class). It made me reach out to my own mother, who in turn volunteered to speak at our forum if needed. I feel this greatly affected my personal life and hopefully the relationship I have with my mother, in a positive light.
  Though I don't have much to offer in regards to service learning input, I do feel as if the work that I will dedicate to this project in the next couple of weeks will be more passionate and have a bigger purpose. I am looking forward to putting the bake sale together, though I will miss the presence of Kathy there with us. My involvement with the bake sale at all makes me feel like I am doing something good; calling for equality and giving back.
   

Activism Blog #4

   This week was pretty eventful in regards to service learning. On Friday, March 30, the women's studies department hosted LOL (Lead Out Loud) on UCF campus. We had a good number of students visit our campus from local elementary and middle schools, where they completed activities and participated in seminars and role-playing. My hours extended from 8am until 3pm (7 hours), as I arrived early and left campus at 2 pm to bring the remainder of the lunches and snacks to the Coalition for the Homeless of Central Florida downtown.

   All in all, I enjoyed the day, however the event was rather unorganized (though I can't say that I would have done a better job myself). The available time, event planners, access, and funds is unknown to me and from what I observed, it appeared to be students running the show. I really respected the young women leaders who took part in planning and hosting the event, as they did their part in teaching others, in this case youth, about the devastating effects of bullying and ways to prevent bullying in schools and at home. Some recommendations for a similar future event could include a compacted list of volunteer responsibilities, stations, agenda, etc. and a short hour or so briefing of the scheduled events and expectations of the day beforehand. I felt like there were many volunteers ready and willing to help but were not quite sure how they could help or what to do. Besides being a bit chaotic, I thought the young women in charge, especially Nicole, did a great job of trying to get things quickly organized and everyone involved. Meredith Tweed also stepped in and helped the process along tremendously.
   I could see the excitement on the children's faces as they toured the campus. They were ecstatic to be hanging out with college kids and exploring our huge campus. This is what I feel is the most important. Simply getting involved in these kids' lives can make a huge impact on the way they view bullying in schools. They look up to us as university students and I feel it is our duty to set a good example for our future generations. I also stress the importance of the students seeing females running the event in positions of leadership. If young girls do not see women in positions of power or as leaders, how are they to see themselves as leaders?
  And as we begin to question current, masculine definitions of leadership, we can see the importance of women taking positions as leaders. Women offer and enforce different qualities to the rigid structural concepts of what defines success, leadership, etc. As stated in Marie Wilson's Closing the Leadership Gap, "The core of what women bring to leadership- a tendency toward greater inclusiveness, empathy, communication up and down hierarchies, focus on broader issues- makes stronger government and richer business." (Pg 6).
 Once again, this involvement and new observation of myself as a possible leader has added value to my life. I have confidence of being able to start some sort of program, with the collaboration and help from others of course. It felt good to spend time with kids that I didn't even know, and to be able to be in the position where they would see me as a mentor of sorts. It felt good to drive up to the homeless shelter and be able to offer food to people who needed it. So, what I guess I am trying to say is, it feels good to give back and get involved in the community in a positive light and that is what my service learning experience has brought to my life.

SL Activism Log 3

     The past few weeks have been pretty uneventful, however that is soon to change as our dates for service learning are approaching. The past week I have solicited 2 businesses, both Sweets in the Waterford Lakes Town Center and Sprinkles in Winter Park. Our group held a meeting on March 27 after class to catch up and discuss further options. We have decided to create a forum with speakers to promote Equal Pay Day and advertise our upcoming bake sale for the same event. Our meeting lasted one hour and the visits to and from the bakeries took 1 1/2 hours. I have also proceeded to get a formal letter to my boss at Hard Rock Cafe so that we can receive the cookie donations for our bake sale. Contact with our community partner was limited to a one hour NOW meeting on Thursday. Friday, March 30 I will be chaperoning and volunteering for the LOL day from 8am to 2pm.
   
    While completing these tasks, I have realized that we all have the potential to be a leader. I feel that I am enacting my own definition of leadership by taking part in hands-on experience to make a difference in the lives of children. I have the feeling that after chaperoning on Friday that I will have an even better understanding and feeling of satisfaction, as for now it is kind of just necessary ground work. Participating in something that I believe in and can get behind leaves me with a sense of importance. It's like Wilson notes in her book when speaking of the importance of finding a woman whose values you can get behind and supporting her. I feel I am getting behind a group of women whose values I can support and I am helping along the way. If not now, when? As stated by Susan Estrich, "Raise your hands. Raise your voice. Be ambitious. Don't take no for an answer. The world would be a better place if more women were running it, and so long as that is true, then ambition in women should be celebrated as a gift to all of us" (Wilson, 55).
     This service learning project has not only left me with the good feelings of satisfaction and giving back, but has allowed me to view my life in a different manner altogether. I have began to see myself as a young adult, not just a "college kid", who is able to have a voice and get involved to make real changes happen. It has showed me how to take charge of things that I want to see change and prepared me to take steps to make those changes. I am glad to be a part of this project and know that there is only more to come.

Wilson, Marie: Closing the Leadership Gap; Add Women, Change Everything. London: Penguin, 2006. Print

SL Activism Log 1

     This week as part of preparing for our service learning project, our group met outside of class on February 28 to touch base with one another about our individual progress and collaborate our ideas.  As far as my own individual tasks are concerned, I made progress in attaining a donation of 100 cookies from Orlando Hard Rock Café. I also have a date set for tomorrow (March 2) to visit Sprinkles, a local cupcake shop, to ask for donations for our bake sale that we will be having on UCF campus. I also plan to contact via phone two more bakeries tomorrow which were referenced to me by Kathy, a group member.

     I made contact with NOW, our group’s community partner on March 1. The president and other group members, including myself, carpooled to Planned Parenthood to take a certification class to volunteer as an escort during this crucial time. I am excited to volunteer there and hope to gain valuable knowledge doing so. Next week, I plan to follow up with the bakeries I have contacted and find out what I can do to help with LOL Day at UCF campus.

     The activism that our group has been participating in these past few weeks sets a good framework for feminist transformational leadership, as our group works in collaboration for the common good of the community. But rather than quoting CREA’s definition of leadership, I prefer the definition found in King and Ferguson’s Black Womanist Leadership, where leadership is defined as:

 “The desire, ability, and efforts to influence the world around us, based upon an ethic of care for self and others and fueled by a vision that sustains over time.”

  Our group has the desire and efforts (and in this case the ability) to influence the world around us. We do this out of ethic care for ourselves and others, in which we are fueled by a vision. As of now we are the living definitions. The work that I am doing individually and with my group has changed my view of women’s leadership as well. It has helped me become a participant rather than just being angry or sorrowful about the grave reality of our society. The lectures in class have helped me to view leadership in a different light; one that incorporates me. My academic knowledge has been enhanced and challenged by having both class time to reflect with other scholars and outside service learning projects that provided the opportunity to discuss other definitions of leadership.

     I feel that through participation in this service learning project, I am slowly gaining confidence and the necessary academic language that helps validate the feelings I’ve had for so long, but had no other women to support me. It has encouraged me to know that there are other women out there who not only notice and acknowledge the current gender issues in our society, but actually fight to do something about it. 

Interview Paper

Leadership Interview Paper

     I met Dr. Consuelo Stebbins while on a study abroad trip to Spain one summer. She was our group’s instructor, coordinator, and at times, translator. I soon found myself looking up to Dr. Stebbins, as she held many similar interests as myself and was successful in her career. She had traveled all over the world, lived a fulfilled life and continued to follow her dreams and create pathways for opportunity. While traveling throughout Morocco and Spain with Dr. Stebbins, I felt immediately that I could benefit from her shared experiences, as I had many similar interests and life goals, yet didn’t have a clear idea of what I wanted to do as a career.

     As part of a project for a university women and leadership course, I had the pleasure of interviewing Dr. Stebbins in her office on campus. This gave me the opportunity to inquire of her thoughts on leadership and of her own path to becoming a leader, in which I was already curious.

     Dr. Stebbins has achieved many pursuits in her 66 years of living. Though born in New York, Dr. Stebbins grew up with extended family in Key West with her older brother, as her parents got divorced during her fourth grade year. Her father (though he didn’t graduate high school) was a pilot for American Airlines and her mother was an office assistant.

     Living with her grandparents, Dr. Stebbins attended high school and later went on to attend college. During this time, she waited tables as a source of income and every summer she worked as an auditor at the local bank. Though she was a good employee at the bank, she soon decided she wanted to work in education, and so Stebbins began teaching high school in Columbia (1977-79). In 1981-87, Dr. Stebbins started the TESOL program at Valencia Community College in Orlando, Florida. This made her realize the importance of program development and her own potential to create space for things that didn’t exist before. In 1987, Dr. Stebbins founded the ESL program at the University of Central Florida and later on, the Center for Multicultural/Multilingual Studies on UCF campus.

     Discovering her enjoyment of program development and international works, Dr. Stebbins opened her UCF office in 2007, where she applied to be the assistant vice president in the office of Internationalization. She stated that the job description appealed to her areas of interests and expertise. Accepted, Dr. Stebbins became responsible for creating programs abroad, strategic planning, and maintaining a professional demeanor as a leading coordinator.

    All of these means were achieved by Dr. Stebbins independently. She had no financial support from her family and was forced to seek out opportunities and scholarships to help reach her goals. Dr. Stebbins notes, “The key is not to rely on others, but to take advantage of opportunities given to you. You must have the initiative to seek these out, paying attention to flyers and available programs; be a risk-taker. If it is to be, it’s up to me”.

     With these strong quotes in mind, I was curious as to what Dr. Stebbins considered to be leadership and what she thought it took to be a leader. She had this to say: “Being a leader is all about vision. One needs to be a good judge of character in order to help reach a common goal. It is best to have a leader for each sub-goal to carry out the objectives. One must be a good collaborator and maintain a balance of delegating authority and staying on top of the project at hand. The most important vision is bringing your team together for a common goal.” Dr. Stebbins also stressed the importance of patience in leadership. It took her two years of planning just to get the programs up and running at UCF.

     When asking Dr. Stebbins if she considered herself to be a leader, she smiled and walked over to a table near her window, where a number of awards were gleaming in the sunlight. “Yes”, she stated. Her awards included an Outstanding Leadership in International Education 2011 glass trophy. “I collaborated with many groups on campus to bring them together in order to earn this award. Always keep in mind your goal- you can’t do it alone. You have to work through people.” When questioned about her philosophy and style of leadership, Dr. Stebbins believes that we are all leaders to varying degrees. She holds a collaborative style of leadership and feels that you can’t let ego stand in the way.

    Concerning the concept of gender and leadership, Stebbins stated that she does not see gender. “Personally, I do not see a disadvantage of being a woman. However, I am only familiar with what occurs within my field of study. Others may notice problems, however, this is due to a different experience.” Dr. Stebbins did, nonetheless, note key differences in styles of leadership observed among genders. She feels there is a certain amount of truth to differences in management styles. Stebbins states that women tend to be more nurturing and do a better job at mentoring, yet also tend to be more emotional.

   She notes the importance of these features in a good leader, as she believes a good leader is a nurturing visionary that uses collaboration. She feels that men could actually be ineffective as leaders if they are too direct. Though she notes these observational differences in gender, she realizes that these are only differences in managerial skills and one may not hold importance over the other, but rather a happy medium should be applied. She also believes that gender differences are usually not as noticeable within the field of education, as many employees and employers are already well-educated, as opposed to the more noticeable differences between genders in fields such as business.

    

    My own interpretation of Dr. Stebbins as a leader is formulated from both my personal values and the multiple encompassing definitions of transformational feminist leadership. I respect the fact that Dr. Stebbins created her own reality and stayed true to what made her happy. Independence and self-definition are crucial to one’s identity, self-esteem, and happiness. The importance of self-dignity and life choices are expressed in CREA’s own definition of leadership:

 “CREA visualizes leadership as a dynamic quality that is present and can be enhanced in most individuals…[and] that enables people to live their lives as they choose, with dignity and with sensitivity to other people’s choices and decisions. [CREA’s] leadership program works on the assumption that leadership is not a fixed state of being but a process through which women assert their rights by continually evaluating relevant experiences, questioning their roles in society, challenging power structures and effectively catalyzing social change.”

     Though some critique this definition as idealistic, exclusive, or vague, it is important to consider the main ideas and the emphasis of making space to talk about these concepts, which reveal the problems in our current “classical” and masculine definitions of leadership.

     Dr. Stebbins again fits the leader profile when referencing back to Black Womanist Leadership: Retracing the Motherline, where leadership is defined as:

“The desire, ability, and efforts to influence the world around us, based upon an ethic of care for self and others and fueled by a vision that sustains over time.” (King & Ferguson).

     Not only did Dr. Stebbins make extreme efforts to influence the world around her, but she also made time for herself to learn Spanish and take care of two children. She notes the importance of vision in her own definition of leadership and she lives by example in sustaining her own vision via her career.

     Referring back to CREA’s definition of leadership, the concept of “continually evaluating relevant experiences” is regarded as an important process. Throughout my own travels and global experiences, I have discovered the value of this. Continuously gaining knowledge of other cultures, norms, social systems, and ways of life has been extremely crucial to my own understanding of reality, authority, and myself. It seems that once you think you know something, you immediately learn something else that strengthens or challenges your previous involvement in the situation. These experiences change who we are as individuals, how we view ourselves as leaders, and many times our values, interests, or philosophies. Therefore, continuously evaluating these experiences (in this case global and multicultural relations) is important for growth in all aspects of life, and in order to be a stronger, more empathetic leader.

     Founding international programs for universities is not an easy job and requires many skills using continuously-changing and broadening situational knowledge in order to achieve the goals at hand. This requires an open mind, a constant re-evaluation of what constitutes cultural norms, and the recognition of where you are viewed to fit in the particular social structure. This brings us back to CREA’s leadership definition, where the evaluating of relative experiences leads to women questioning their roles in society and challenging power structures. Networking with many countries such as Turkey, Columbia, Japan, Spain, and many others is sure to bring about problems in regards to gender. Not only did Dr. Stebbins have to be keenly aware of social differences and expectations in other societies, but had to work her way through delegating with many leaders who viewed women should not be leaders.

     Many definitions of transformational and feminist leadership call for collaboration and the idea of bringing people together for the common good of the community. Dr. Stebbins follows this in her position as a leader and conveys the importance of collaborating with various resources for the best outcome in her own definition of leadership. She specifically calls for group effort and the importance of noticing and utilizing individuals’ talents and strengths to achieve a major objective. For example, Dr. Stebbins describes the beginnings of piecing together CMMS on UCF campus, which allowed foreign exchange students to study at the university. She mentioned that her group needed someone to contact many countries, delegate with customs, with schools, with government. They needed someone that was good with computers and various forms of technology. They needed teachers and equipment.

    Dr. Stebbins used her social connections, previous achievements, and intuition to seek out people who were good in these areas and could help collaborate to make her idea a reality. She assigned other leaders to help carry out the tasks and did much of the traveling and delegating herself with foreign universities. She challenged herself and those around her and took a great risk by attempting to create something new. In her own definition of leadership and that of King, Dr. Stebbins fits the mold. I believe she would strongly relate to a quote by Debbie Armstrong of the Disabled Network Ontario:

 “Even though I am recognized in my position as the formal leader, I believe leadership resides in all of us. I reach out to people, asking for help when I need it and acknowledging that I don’t have all the answers.”

     In evaluating Dr. Stebbins as a leader, I learned many things about myself, gained ideas for my near future, and questioned the concepts of defining leadership. Just as Dr. Stebbins realized the importance of founding programs, I am beginning to understand the power and necessity of creating feminist and multicultural space, whether it is via a program, group, organization, or classroom. I realize my own desire to travel, continuously learn, and make a difference in the lives of others to create a more equal, responsive, global community. Directly connecting to Dr. Stebbins, whom I consider a role model, was an important step in my own self-realization- that these goals and desires I had could be a realistic career.

    Reflecting back upon my own valued experiences, I called to mind the three month duration that I taught English in Spain, where there was a high population of Muslim immigrants. The intelligent, creative Morrocan girls I taught didn’t have a shot at a choice for their future. I then began to think of what I could do to encourage and integrate these women and girls. These experiences were necessary to provoke these ideas and spark emotions, which is the beginning of change and an important cornerstone in CREA’s definition of feminist leadership.

     Having a female role model in my life is also a new experience for me. This is a very important element to consider, as this relates to the concept of connecting to a motherline, discussed in King & Ferguson’s text. Though I don’t have much direct connection with my own motherline, via my mother and grandmother, having a female role model is important for young women. I have always dreamed of doing something great, but I have never had a template to follow, or at least not a female one. Interviewing Dr. Stebbins was a way to connect to my own feminine strength and encouraged me to pursue what makes me happy.

     When considering my own definition of leadership, I believe a composite of CREA’s and King & Ferguson’s definitions captures the concept fairly well. King & Ferguson’s definition is more inclusive, as it engages every person, not just women. The emphasis of the word “influence” within the definition values the importance of all contributed help to reach a goal and doesn’t burden an individual with the responsibility of achieving change, but rather at least influencing it.

   King & Ferguson’s definition also introduces “care of self” as centric. In American society, our system is based on work performance only, which tends to dehumanize employees and focuses totally on profits. It therefore devalues the crucial work done within the home or time that is necessary to maintain bodily health, such as meditation, exercise, spending time with family, cooking at home, or sleep. However, many other countries value family and respect personal time for individuals. This is where I feel multicultural experience and knowledge is useful in creating change within a system that does not value what is obviously crucial to an individual’s well-being and personal autonomy.

     I feel that the current social definitions and connotations around leadership are very masculine and exclude many people and situations. I feel it pushes us to obey authority or become authoritative over others, rather than looking inside ourselves for our own strengths and applying them collaboratively within a group. Feminist transformational leadership is a push in the right direction for social thought and hopefully, change.  

Sources

•         Batiwala, Srilatha. "Feminist Leadership For Social Transformation: Clearing the Conceptual Cloud."CREA. Web. 1 Mar. 2012. <http://web.creaworld.org/files/f1.pdf>.
•        King, Toni, and Alease Ferguson. Black Womanist Leadership: Tracing the Motherline. New York: State University New York Press, 2011. Print.