Welcome to
|
 Bernice Lott |
Section I: Models of Diverse Feminist Leadership
Discussions
- Diverse Feminist Leadership and Management Styles
- Diverse Feminist Communication Styles and its Impact on Leadership
- Feminist Models that Address Race, Ethnicity, Socioeconomic Class, and Gender
- Toward Culturally Competent Feminist Leadership: Assesing Outcomes and Competencies
- Diverse Feminist Communication Styles and its Impact on Leadership
In this section, appearing first in the book, a major conceptual challenge is to carefully define the central constructs of "feminist or feminism" and "leadership". Multiple approaches can be found in the literature to each of these key terms and rather than attempt to champion one approach over another, we need to examine them for common themes, and to specify and evaluate their differences in emphasis and outcome.
 Jean Lau Chin |
Section II: Collaboration as a Feminist Process
Discussions
- Developing Feminist Policy
- Feminist Collaboration with APA Division Leadership
- Forming International and National Collaboration for a Feminist Agenda
- Feminist Collaboration with APA Division Leadership
Collaboration is often viewed as a cornerstone of a feminist process. As described by Worell & Johnson (1997, p. 8), collaboration requires that all views are considered before they are integrated into a decision. The challenge becomes to coordinate individual voices with a final group consensus on each issue. For consensus to occur, decisions are negotiated through mutuality rather than through competition. There should be no winners or losers in decision making. Disagreements are mediated through discussion and compromise rather than through power assertion. Everyone becomes an expert in the process of problem solving.
 Janis Sanchez-Hucles |
Section III: Diverse Feminist Groups
Discussions
- Training for Diverse Feminist Leadership
Issues of leadership and collaboration for women can become more complex when considering issues of race, ethnicity, ability status, and sexual orientation. First of all, issues of diversity influence how women choose to be leaders and how they collaborate and these issues also affect how diverse women are perceived. For example, An African American woman may identify with the values of straightforwardness and assertiveness in leadership. An Asian woman may identify with values of respectfulness and unobtrusiveness. However others may perceive the African American woman as intimidating and deem the Asian woman passive.
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Discussions
Section I: Leadership :
Management ||
Communication ||
Models ||
Outcomes
Section II: Collaboration :
Policy ||
APA ||
National
Section III: Diverse Groups :
Training ||
Women with Disabilities
African ||
Asian ||
European ||
Latina ||
Lesbian ||
Native American
Difficult Dialogues || Strategic Planning || Leading and Following
Article Introductions and Registries:
Section I: Leadership:
Management ||
Communication ||
Models ||
Outcomes
Section II: Collaboration :
Policy ||
APA ||
National ||
Strategic Planning
Section III: Diversity :
Training ||
Difficult Dialogues ||
Women with Disabilities
African ||
Asian ||
European ||
Latina ||
Lesbians ||
Native American
Home ||
Introduction ||
Photos ||
Tasks and Responsibilities ||
Cultural Competence
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