Dissertation Defense by Mai-Anh T. Ngo

Dissertation Defense by Mai-Anh T. Ngo

Date and Time

Thursday, April 7, 2016

This event occurred in the past

  • Thursday, April 7, 2016 at 11:15 a.m.

Location

Mother Rosalie Hill Hall, 127

5998 Alcala Park San Diego, CA 92110

Cost

Free*

Sponsor(s)

Details

LEADERSHIP DEVELOPMENTAL NETWORKS OF PROFESSIONALS OF COLOR: CONTEMPORARY CONCEPTIONS OF MENTORING RELATIONSHIPS

Committee:

Zachary Gabriel Green PhD, Chair
Lea Hubbard, PhD, Member
Cheryl Getz, EdD, Member

Abstract

     As the workplace becomes more global, interdependent, and complex, the nature of mentoring has evolved. What was traditionally thought of as a relationship between a mentor and her protégé is increasingly characterized as a network of support and guidance provided by multiple developers. Such developmental networks are composed of diverse relationships, each reflecting different facets of formal and informal mentoring.
     This dissertation explores how developmental networks of professionals of color support their leadership development by applying a mutuality perspective that incorporates the lived experiences of protégés and developers. The research questions guiding this exploratory study are: 1) In what ways do developers and protégés co-create a holding environment, or safe space, for the leadership development of the protégé? 2) What aspects of leadership do developers and protégés learn from one another? 3) What perceived impact do racial and ethnic identities have on the interactions between developers and protégés? In addition to using questionnaires to understand the structure of protégés’ leadership developmental networks, critical incident technique was embedded within the case study method to examine the dynamics of this phenomenon as a holding environment, or safe space, for protégés to examine and address leadership challenges. Moreover, it examines the individual, relational, and collective processes between protégés and developers and how their racial and ethnic identities may influence these processes.
     The findings and themes from participants’ interviews suggest that developers’ behaviors within these developmental networks can create a safe space that facilitates protégés’ leadership development. Developmental relationships offer opportunities for mutual learning and building of social capital between protégés and developers. In addition, social identities such as race and ethnicity can act as a boundary as well as a connector between protégés and developers.
     This research contributes to our understanding of leadership developmental networks at multiple levels of analysis in a time when more relational and collective forms of leadership are needed. This study has implications for protégés and developers regarding the value of cultivating developmental relationships, and for organizations and developmental programs, which can encourage and facilitate a culture of development to support such networks.